Business Training Online, Professional Development Skills, Small Business Conference

In today's time, recruiting a high-quality candidate , who meet business demands, is a tough job for the recruiter. The main problem of recruiters is their inadequacy to on-board the candidate, the hiring manager wanted. There is intense competition in the market for good candidates and its very important for the hiring manager to know this and to act on it. We are seeing a candidate driven market for skill sets and the best candidates always have choices.  In case, if a recruiter is facing challenges closing a candidate, they should let the hiring manager know early on. Recruiters usually asses a candidate's qualification only, rather than their willingness and seriousness to work, which generally, leads to rejection. So, it is better to ensure that the candidate prefers the position offered by the company throughout the recruitment process. 1. Good communication For a Recruiter it is important to be a great listener and converser. Only if you listen carefully an...

Overview of  FDA computer system  validation requirements, including 21 CFR Part 11 compliance FDA requires that all computer systems that handle data regulated by the Agency to be validated in accordance with their guidance on computerized systems. This guidance was first issued in 1983, and the main points of focus remain consistent today, despite the number of years that have passed and the technology changes that have taken place. The guidance was revisited for its application to the medical device industry, as the first issuance addressed pharmaceuticals. In 1997, 21 CFR Part 11 was issued to address electronic records and signatures, as many laboratories and other FDA-regulated organizations began seeking ways to move into a paperless environment. This guidance has been modified over the years to make it more palatable to industry, and this includes discretionary enforcement measures. The intent was to avoid creating a huge regulatory compliance cost to industry th...

To bring a national standard to child support withholding laws , the Federal government has enacted laws that require states to adopt certain rules when setting their own standards for implementing child support requirements. These requirements include deadlines for withholding and remitting payments, filing procedures, and penalties and fines for violations. Payroll departments must know both the federal laws and the state laws and must determine which one applies to the child support withholding order. In addition to these laws and regulations, the federal rules now require that a standard Income Withholding Order (IWO) be used for all child support withholding garnishments.  In this webinar expert speaker Vicki Lambert will review this form and its requirements. And although the IWO can include all the information necessary to comply with the order, employers must familiarize themselves with both federal and state regulations to avoid penalties and liabilities. Withholding...

This course is intended to provide an overview of 2 new  FDA draft guidance documents  that clarify when medical device and software manufacturers must file a 510(k) (premarket notification) for changes to an existing device and/or software integrated with a device. The FDA notes that while neither of these drafts specifically includes combination products, the general concepts may be helpful in determining whether changes to device constituent parts of combination products need a 510(k). The critical decision is whether a proposed change to a legally marketed medical device subject to premarket notification requirements is significant enough to require FDA review. This includes any major change or modification to the intended use of the device that could have an impact on patient safety and effectiveness. In this webinar expert speaker Carolyn Troiano will aid manufacturers of medical devices who intend to modify a 510(k)-cleared device or a preamendments device subject...

17 killed and over 14 injuries from the latest mass shooting at high school is a wakeup call for all schools and campus to embrace training for emergency preparedness. The deadly phase of an active shooter in your school/campus is over in the first four to eight minutes, statistically before the police can arrive and deploy. This means your employees are the first responders. An active shooter incident will unfold at lightning speed in terrifying conditions. The fatal flaw: your current response does not address the lethal first four to eight minutes for your employees to respond and your emergency team to take command.  FBI and NYPD report that Active Shooter incidents have quadrupled in 2013-16 versus the previous five-year’ average. Three people die and 3+ are injured in the average Active Shooter incident.  In this webinar expert speaker Bo Mitchell will help you learn how to create plans and procedures and how to train your emergency team and rank-and-file ...

This course is intended to provide an overview of 2 new FDA draft guidance documents that clarify when medical device and software manufacturers must file a 510(k) (premarket notification) for changes to an existing device and/or software integrated with a device. The  FDA notes  that while neither of these drafts specifically includes combination products, the general concepts may be helpful in determining whether changes to device constituent parts of combination products need a 510(k). The critical decision is whether a proposed change to a legally marketed medical device subject to premarket notification requirements is significant enough to require FDA review. This includes any major change or modification to the intended use of the device that could have an impact on patient safety and effectiveness. In this webinar expert speaker Carolyn Troiano will aid manufacturers of medical devices who intend to modify a 510(k)-cleared device or a preamendments device subjec...

Reasonable accommodation is one of fair housing’s “hot topics”. This typically accounts for over 50% of the fair housing complaints to HUD in the past year. Reasonable accommodations can be requested during the application process, during tenancy and during an eviction. It is important to learn the correct procedure to ask for, review and implement this important action. Reasonable accommodations are requested because of a disability of either physical or mental issues. It is important that one understand the definition of disability and when it come into play to allow a disabled person to enjoy the same quality of life as an non-disabled individual.  In this webinar expert speaker  Paul Flogstad  will explore the misunderstandings and best practices of particular relevance to small employers when accommodating employees with disabilities in and around the workplace.  Session Highlights:  Definition of reasonable accommodation  Def...

The Final Rule passed on May 18, 2016 and it focuses primarily on updating the salary and compensation levels needed for Executive, Administrative and Professional workers to be exempt. Specifically, the Final Rule: Sets the standard salary level at the 40th percentile of earnings of full-time salaried workers in the lowest-wage Census Region, currently the South ($913 per week; $47,476 annually for a full-year worker) Sets the total annual compensation requirement for highly compensated employees (HCE) subject to a minimal duties test to the annual equivalent of the 90th percentile of full-time salaried workers nationally ($134,004) Establishes a mechanism for automatically updating the salary and compensation levels every three years to maintain the levels at the above percentiles and to ensure that they continue to provide useful and effective tests for exemption. Additionally, the Final Rule amends the salary basis test to allow employers to use non-discretionary ...

Accidents can cause an organization to lose valued resources including productivity and resources. In order to pay for costs related to accidents, the employer will have to divert profits to cover direct and indirect costs of the accident. The study of accident causation and investigation is imperative to protecting an employer from human loss and organizational losses. Many workplace accidents are also related to OSHA violations. Therefore, the accident can cost even more by adding the price of an OSHA citation.  OSHA has released the new Injury Tracking Application (ITA) for electronic injury and illness recordkeeping reporting. However, not everyone is required to submit their records due to specific guidelines for this new ruling.  In this webinar expert speaker Sheldon Primus will help you learn how to investigate the accident site, analyze the facts, recognize the contributing factors, determine the root cause, document the investigation, take corrective actio...

The Enterprise Income Verification (EIV) system is a web-based computer system that contains employment and income information of individuals who participate in HUD rental assistance programs. All Public Housing Agencies (PHAs) are required to use HUD’s EIV system.  The purpose of the Enterprise Income Verification (EIV) function within the Real Estate Assessment (REAC) Center is to ensure that limited Federal resources are available to serve as many eligible families as possible by reducing the high incidence of program errors and to improve the integrity and accuracy of information contained in the PIC and EIV systems. Additionally, EIV collects supplemental employment and benefit information through data sharing agreements with the Social Security Administration (SSA) and the Department of Health and Human Services (HHS). These agreements, in combination with HUD’s PIC system and EIV reports, provide an analysis of income and benefit information that the EIV team monitors...

ne of the most important forms is the annual EEO-1 where you have to identify the race and gender of your employees by various employment categories. The EEOC uses  EEO-1 data to support  civil rights enforcement and to analyze employment patterns, such as the representation of female and minority workers within companies. The OFCCP uses the data to determine which company establishments to select for compliance reviews. The deadline for filing your EEO-1 report is right around the corner! It is vitally important that you prepare this form correctly as the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs uses your information to determine whether your company should be audited. Inaccurate information could also suggest willfulness in not being honest which can lead to penalties or criminal charges. While the document may seem “just a piece of paper,” classifying your employees correctly can be a difficult task. Gathering the in...

The entirety of Section 504 is comprised of one sentence: "No otherwise qualified person with a disability in the United States...shall, solely by reason of...disability, be denied the benefits of, be excluded from participating in, or be subjected to discrimination under any program or activity receiving federal financial assistance." But what does this mean in the practical context of a post-secondary education, and what is expected of schools? Since the implementation of Section 504 and, later, the ADA, courts have been busy analyzing the language and deciding student disability rights issues. In this session, Erin D. Gilsbach, Esq. examines 10 prominent court cases that provide an expansive look at the legal expectations of student disability rights at postsecondary institutions. Through this process, she breaks down the key components of nondiscrimination and provides helpful tips on what it takes for postsecondary programs to pass muster under Section 504 and the AD...

YES! Unfortunately, many employers only start considering implementing an active shooter policy when tragedy strikes like the recent Las Vegas shooting that killed 59 people. An active shooter situation is just one type of workplace violence your company could face. Most employers are better served by a general policy on workplace violence. Your policy should include these basic 5 key components: Prohibition of actual or threatened violence: It should be clear to all the employees of the company that those who lose their composure and threaten to injure others would be subject to severe discipline, up to and including termination, regardless of whether they actually intend to follow through on the threat. Address company culture: Employers should create an environment where workers feel comfortable talking about their concerns regarding co-workers, former employees, family members or acquaintances who may be abusive. These can be potential red flags and they should be prep...