Business Training Online, Professional Development Skills, Small Business Conference

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...

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 ...

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...

GMO labeling is a controversial topic and there have been many different approaches to GMO labeling, with individual states attempting to have their own labeling laws. Finally, a federal law was passed last year that preempts state laws, but there are still some unresolved issues that will be addressed in this audio conference.  This session by expert speaker Norma Skolnik will discuss how to effectively label products with GMO ingredients and still comply with regulatory requirements. It will also cover what to expect when the July 2018 USDA regulations will be issued. Norma will provide you with references to all relevant FDA regulations , guidance documents, and FDA websites for GMO labeling. You will also gain regulatory insights and will learn about the FDA contacts and know-how tips.  Session Highlights:  Status of GMO’s in the USA  FDA Position on GMO’s/GE foods  FDA Biotechnology Policy & Consultation Program  World...