HR Tool Kit

Employment Law and Supervisory Videos

EMPLOYMENT LAW VIDEO COURSES
(Usually $250 each)

Oh No! It’s Wage and Hour! (Understanding the FLSA of 1938) – 4 Hours of Videos and Handouts

Description

The Fair Labor Standards Act is as confusing as Employment Law gets–learn everything you need to know about the FLSA. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • What do the REGULATIONS say about who is EXEMPT and NON-EXEMPT from overtime pay…and what does that MEAN?
  • What are the DUTIES TESTS for the EXECUTIVE, ADMINISTRATIVE and PROFESSIONAL EXEMPTIONS?
  • Who is exempt under the OUTSIDE SALES exemption?
  • Who is an EMPLOYEE and who is an INDEPENDENT CONTRACTOR?
  • How is OVERTIME CALCULATED and paid?
  • What is “ROUNDING”…and how do I use it for “clocking in and clocking out”?
  • How must your TIME CARDS be filled out?
  • When can you put nonexempt employees on a FLUCTUATING WORK WEEK Pay Agreement?
  • Can I DEDUCT money owed to me from my employees’ wages without a signed agreement?
  • How long do LUNCHES have to be in order for them to be unpaid?
  • Do I have to give my employees BREAKS?
  • When are breaks UNPAID?
  • When do I have to pay for TRAVEL TIME?
  • When do I have to pay for time spent TRAINING my employees?
  • What is a BLENDED HOURLY RATE and how does it work?
  • What is COMPENSATORY TIME…and when can you use it?
  • What is the SALARY TEST and how does it work today?
  • What DAMAGES are allowed under the FLSA?

CREDITS

This program has been approved for 4 hours of SHRM and HRCI recertification credits.

FORMAT

You can download and watch this video on any digital device. This program is broken down into 18 video sessions. You can watch each INDIVIDUAL video session at a time or all 4 hours at once. A massive 67 page handout is included.

CONTENTS

This session includes:

  • This course broken down into 18 individual classes so you can watch specific topics.
  • The entire 4 hour video program
  • 67 page handout
  • Certificate of Completion

VIEW FLSA SESSIONS OUTLINE

SAMPLE CLIPS

EXECUTIVE EXEMPTION

EXEMPT v NONEXEMPT

TIME CARDS AND ROUNDING

“You’re Doin’ It Wrong!” How To Comply With The New EEOC Harassment Training Guidelines

Description

Did you know the EEOC’s HARASSMENT TRAINING GUIDELINES includes these topics:

Bystander Intervention
Conflict Resolution
Define “Bullying”
Social Media
Tolerance

  • What is the DIFFERENCE between BULLYING and HARASSMENT?
  • How can you IMMEDIATELY identify a “BULLY”?
  • What is the PROPER WAY to address a bully?
  • Why did the EEOC say that LAWYER TRAINING has only made everything WORSE?
  • Why do “ZERO TOLERANCE” policies do more harm than good?
  • What is BYSTANDER INTERVENTION and why is it the most effective way to stop BULLYING?
  • Why is CONFLICT RESOLUTION now a vital part of your harassment training?
  • Why is ENABLING also now a vital part of your training?
  • What is ILLEGAL RETALATION?
  • Why is RETALATION the #1 charge filed with the EEOC … and what do you do about it?
  • Why are employers RESPONSIBLE for what their employees do OFF THE JOB … and what do you need to do about it?
  • How is it so important to address SOCIAL MEDIA in your training?
  • How should you incorporate SEXUAL ORIENTATION and GENDER IDENTITY as PROTECTED CLASSES under Title VII into your training?
  • What is the DIFFERENCE between a HOSTILE ENVIRONMENT and WHAT IS OFFENSIVE?
    …and MUCH, MUCH more…

Join Scott Warrick as he reviews with you what the EEOC now wants employers to include in their harassment training in order to prevent these problems from happening in the first place. Scott will not only inform you of what the law requires, but he will use his 40 years of Human Resource and Employment Law experience to tell you how to use this information IMMEDIATELY!

In this session, you will learn:

  1. How the EEOC’s new HARASSMENT TRAINING GUIDELINES have changed your training.
  2. Why the EEOC is now focused on creating CIVIL and “SAFE WORK ENVIRONMENTS.
  3. The difference between LEGAL BULLYING and ILLEGAL WORKPLACE HARASSMENT.
  4. What the EEOC says employers need to do to PREVENT HARASSMENT.

Understanding the New ADA of 1990 – 5 Hours of Videos and Handouts

Description

Join one of Ohio’s most popular speakers as he reviews how the ADA has COMPLETELY CHANGED under the ADA Amendments Act of 2008 and its corresponding new regulations. Learn how the ADA has changed and why it is now one of the most dangerous laws out there for employers. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • What do the NEW 2011 ADAAA REGULATIONS say and how they have changed the ADA?
  • What conditions are on the new ADA’s “VIRTUALLY ALWAYS” list…and why are so many of your employees now covered by the ADA?
  • What did the courts say about “ATTENDANCE” and “PUNCTUALITY” under the ADA?
  • How does the new ADA define “ESSENTIAL FUNCTIONS”?
  • Why is it ILLEGAL to require employees to sign LAST CHANCE AGREEMENTS when they voluntarily go into rehab?
  • Why are your “NO LIGHT DUTY RULE” and “100% RETURN TO WORK” policies illegal under the ADA?
  • How does the new ADA define “SUBSTANTIALLY LIMITED”?
  • How have the courts treated “TELECOMMUTING” and “FLEXTIME” under the ADA?
  • What are you required to do under the “INTERACTIVE PROCESS”?
  • Are “ANGER ISSUES” covered by the ADA?
  • When can you conduct “MEDICAL” and “DRUG” testing under the ADA…and when can you not?
  • What do you need to do to comply with the new ADA?

CREDITS

This program has been approved for 5 hours of SHRM and HRCI recertification credits.

FORMAT

The entire program is 5 hours in duration. It is also broken down into 13 video sessions. You can watch each INDIVIDUAL video session at a time or all 5 hours at once. A massive 77 page handout is also included.

You will also get 2 hour video specially designed for what supervisors, which comes with a 35 page handout.

CONTENTS

This session includes:

  • The entire 5 hour training program
  • This course broken down into 13 individual classes so you can watch specific topics.
  • 77 page handout
  • 2 hour Supervisor Training Video
  • 35 page Supervisor Program handout
  • Certificate of Completion

VIEW ADA COMPLETE 5 HOUR COURSE OUTLINE

SAMPLE CLIPS

SUPERVISOR PROGRAM

Again, this program has a Supervisor Program that is 2 hours long so you can train your supervisors in what they need to know about recognizing and complying with the ADA. The Supervisor Program comes with a 35 page handout.

VIEW ADA SUPERVISOR 2 HOUR COURSE OUTLINE

 

Understanding the New FMLA of 1993 – 5 Hours of Videos and Handouts

Description

Join one of Ohio’s most popular speakers as he reviews how the FMLA has COMPLETELY CHANGED under the new regulations. Learn how the FMLA has changed and why it is now one of the most dangerous laws out there for employers. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a 40 year human resource professional and employment attorney.

In this program, you will learn:

  • When is an employer “ON NOTICE” of an FMLA condition?
  • What is a “SERIOUS HEALTH CONDITION” under the FMLA?
  • How do you count MILITARY SERVICE towards FMLA eligibility?
  • How do you count the amount of FMLA time off an employee gets for leave…including mandatory overtime?
  • How should employers coordinate FMLA leave with other leaves, such as sick time, vacation time, holidays and so on?
  • Who qualifies as a “CHILD”?
  • How has the Department of Labor changed the definition of “PARENT”?
  • How should employers count HOLIDAY time off under the FMLA?
  • How are “SAME SEX MARRIAGES” viewed under the FMLA?
  • What does it mean to “CARE FOR A COVERED FAMILY MEMBER”?
  • What does it mean to provide “PSYCHOLOGICAL COMFORT” for a covered family member?
  • When can employers ask employees for a MEDICAL CERTIFICATION or a RETURN TO WORK SLIP…and when CAN THEY NOT?
  • What FMLA Notice requirements are placed upon EMPLOYEES…and which are placed on EMPLOYERS?
  • What is the difference between a “General Notice,” an “Eligibility Notice,” a “Rights and Responsibilities Notice” and a “Designation Notice”…and when do you use each one?

CREDITS

This program has been approved for 5 hours of SHRM and HRCI recertification credits.

FORMAT

The entire program is 5 hours in duration. It is also broken down into 17 video sessions. You can watch each INDIVIDUAL video session at a time or all 5 hours at once. A massive 60 page handout is also included.

You will also get 1.25 hour video specially designed for what supervisors, which comes with a 26 page handout.

CONTENTS

This session includes:

  • The entire 5 hour training program
  • This course broken down into 17 individual classes so you can watch specific topics.
  • A 60 page handout
  • A 1.25 hour Supervisor Training Video
  • A 26 page Supervisor Program handout
  • A Certificate of Completion

VIEW FMLA COMPLETE 5 HOUR COURSE OUTLINE

SAMPLE CLIPS

SUPERVISOR PROGRAM

This program has a Supervisor Program that is 1.25 hours long so you can train your supervisors in what they need to know about recognizing and complying with the FMLA. The Supervisor Program comes with a 26 page handout.

VIEW FMLA SUPERVISOR 1.25 Hour COURSE OUTLINE

 

WHAT THE HECK HAPPENED IN THE LAST 10 YEARS? EMPLOYMENT LAW UPDATE?

Description

Are You REALLY Up To Date On All Of These Changes FROM THE LAST 10 YEARS!

  • Why is your Harassment Training OUTDATED, and how should you redesign your training to comply with the at do you have to comply with the NEW 2016 EEOC GUIDELINES?
  • Why is it now an unfair labor practice to have a “NO DISCUSSION OF INVESTIGATION” RULE?
  • What is the CAT’S PAW THEORY, and how will it INVALIDATE YOUR INVESTIGATIONS?
  • How can the “HONEST SUSPICION” rule save you from lawsuits?
  • Why does a supervisor’s “SILENCE” equal “APPROVAL”?
  • What NEW ACCIDENT REPORTING REQUIREMENTS did OSHA adopt in 2016?
  • What NEW POST-ACCIDENT DRUG TESTING REQUIREMENTS did OSHA adopt in 2016?
  • Why do your SAFETY INCENTIVE PROGRAMS VIOLATE OSHA’s new standards?
  • What NEW PENALTY SCHEDULE did OSHA adopt in 2016?
  • Why is your POST ACCIDENT SUBSTANCE ABUSE POLCIES ILLEGAL?
  • Do you have to keep granting ADDITIONAL EXTENSIONS FOR LEAVE OF ABSENCE under the ADA?
  • What EXACTLY does an employee have to say to request an ADA ACCOMMODATION?
  • What does an employer do when an employee is UNABLE to request an ADA accommodation?
  • Can employers FORCE employees to use their FMLA leave?
  • What does an employee have to prove to win damages for EMOTIONAL DISTRESS?
  • What clause should be included in EVERY contract to ensure employees won’t breach?
  • What did the Ohio Supreme Court say about OBSERVED URINE TESING?
  • When are employee’s Facebook posting PROTECTED SPEECH and when are THEY NOT?
  • What did the courts say about employees WALKING OFF THE JOB and their ADA RESTRICTIONS?
  • When does an employer have to let a disabled employee TELECOMMMUTE?
    …and MUCH, MUCH more…

Join Scott Warrick, one of Ohio’s most popular speakers, as he reviews the most recent and most important employment law changes and updates in his own unique, practical and entertaining style. Scott will not only inform you of these important changes, but he will use his 40 years of Employment Law and Human Resource Management experience to tell you how to use this information IMMEDIATELY!

IN THIS SESSION, ATTENDEES WILL LEARN:

  1. What important changes have occurred at the Department of Labor and NLRB,
  2. What important changes have occurred in case law,
  3. What important changes have occurred in the government regulations and
  4. What important legislative changes have occurred.

 

EMPLOYEE and SUPERVISOR TRAINING VIDEOS
(Usually $200 each, which is a total of $1,200.00)

Conducting a Legal and Effective Workplace Investigation – 3 Hours of Video and Handouts

Description

SO…you just had an internal charge of HARASSMENT, an ACCIDENT, a THEFT, an ASSAULT or so on.

It is time to conduct a workplace investigation. DO YOU KNOW HOW TO DO IT THORUGHLY, ACCURATELY and so it will HOLD UP IN COURT?

  • Who Should You Interview? Employees? Former Employees? Customers?
  • How Can You Avoid Charges Of DEFAMATION In Conducting A Workplace Investigation?
  • What Questions Should You Ask…And What Can You NOT Ask?
  • What Is The “Cat’s Paw Theory” And How Will It INVALIDATE Your Investigation Results?
  • What Is The “FUNNEL” Approach?
  • How Do You Use “NON-LEADING” Questions To Uncover The Truth?
  • When Should You RECORD The Interviews?
  • What POLICIES Should You Have In Place To Assist You In Your Investigation?
  • When Should You Conduct The Investigation YOURSELF…And When Do You Need An ATTORNEY?
  • What DOCUMENTS Are Pertinent To An Investigation?
  • What Is A “ZIPPER QUESTION”?
  • When Is It Legal To Tell Employees NOT TO TALK About The Investigation To Others…And When Is It NOT LEGAL?
    …and MUCH, MUCH more…

In this session, you will learn:

  1. The proper way to interview witnesses,
  2. The legal pitfalls of conducting a workplace investigation
  3. How to properly document your investigation and
  4. How to draft a final investigation report.

CREDITS

THIS SESSION IS APPROVED FOR 3 HOURS OF SHRM CREDITS AND HRCI GENERAL CREDITS

Dachau: A First Hand Perspective To Build Empathy & Tolerance – 1 Hour Video and Handout

Description

DACHAU. Most people could only imagine what it was like to be a prisoner there. Now, in this one of a kind video experience, you can experience it for yourself … first-hand.

This video takes you into the Dachau Concentration Camp from a first-hand point of view. As a result, YOU will be marched through the iron front gates. YOU will walk across the main compound past the guard towers. YOU will enter the barracks and climb into the prisoners’ bunks. YOU will enter the gas chamber and relive what it was like to be a prisoner at Dachau … just like it was you all along.

  • TRAIN IN ONE CLASS OR IN SIX CLASS/VIDEO SECTIONS
  • INTRODUCTION TO EMPATHY 9:00 MINUTES
  • GOING TO DACHAU 11:30 MINUTES
  • THE BARRACKS 8:00 MINUTES
  • THE GAS CHAMBER 7:30 MINUTES
  • LIBERATION 5:30 MINUTES
  • CLOSING: EMPATHY 2:30 MINUTES
  • EXERCISES 15 MINUTES
  • TOTAL RUNNING TIME 60:00 MINUTES

Therefore, instructors can train in as little as 2:30 minutes or for as long as they want with the teaching materials that come with the video.

Approved for 1 Hour of HRCI and SHRM recertification credits.

TEACHING/STUDY MATERIALS

With the Study Materials, instructors will find a wealth of resources for them to use teach this subject matter and put their students and attendees in the place of a Dachau prisoner, including:

  • Narrative Handouts explaining each section of the video tour through Dachau. 2
  • Over 50 Instructor and Group Discussion Questions.
  • 15 separate Prisoner Identification Sheets for the students and attendees to assume the identity of real former Dachau prisoners.
  • Special Teaching Section for Religious Study and Religion Class.
  • Handout materials explaining the neurology of “Empathy” and “Mirror Neurons,” as well as materials explaining the root cause of “Bigotry” and “Intolerance,” which is “Objectification.” Power Point slides are included to help illustrate the neurological processes that occur in human beings whenever they feel empathy for others.
  • Handout materials and Power Point slides reviewing and explaining the root cause of “Bigotry and Objectification.”

All of these materials are written in WORD for the instructor’s easy editing. Also, none of the Power Point slides have been encrypted or password protected, so instructors can edit them however they want for use in class.

The idea here is very simple: This program is designed to not only take you into Dachau first-hand, but it is designed to give instructors all the program materials they need to teach their students or attendees very thoroughly on this topic with very little or no additional development needed.

Therefore, this program is appropriate for:

  • Any organization wanting to teach their employees or members about “Tolerance,” “Diversity,” and “Empathy,”
  • Religion class and
  • Religious organizations, such as churches, synagogues, mosques, and other religions to teach their members about “Tolerance,” “Diversity,” and “Empathy,”

I hope you enjoy using this very unique learning experience in your organization.

Dealing with Hypersensitive Employees – 2 Hours of Videos

Description

Join one of Ohio’s most popular speakers as he reviews how to effectively and legally deal with HYPERSENSITIVE EMPLOYEES in his own unique, practical, entertaining and humorous style. Scott will show you how to how to use this information IMMEDIATELY with his own “rubber hits the road” approach as a human resource professional and employment attorney.

  • Do you sometimes feel like you work with CHILDREN?
  • How can you get your “CHILDREN” to grow up?
  • How did the U.S. Supreme Court define “HYPERSENSITIVITY” in the workplace?
  • What “COACHING PROCESS” should we follow when dealing with hypersensitive people?
  • What GAMES do hypersensitive people play with you…and how can you address them?
  • Why are most managers “ENABLERS” when it comes to dealing with hypersensitive people…and how can they avoid this fate?
  • How can you EFFECTIVELY CHANGE YOUR CORPORATE CULTURE where HYPERSENSITIVITY is addressed directly?
  • What is the difference between a STEREOTYPE and a TRULY OFFENSIVE statement?
  • How can you address the “KILL THE MESSENGER” approach that accompanies hypersensitivity?
    …and MUCH, MUCH more…

In this session, you will learn:

  • How to identify a HYPERSENSITIVE EMPLOYEE.
  • How to identify the GAMES they play with you…and how to stop them.
  • What you need to change in your CULTURE to more effective prevent such hypersensitivity.
  • How to properly COACH employees.

CREDITS

THIS SESSION IS APPROVED FOR 2 HOURS OF SHRM CREDITS AND HRCI GENERAL CREDITS

 

Effectively Coaching and Warning Employees – 3 Hour Video and Handouts (Formerly the 1 Hour Conflict Video)

Description

  • What do organizations have to do to PREVENT LAWSUITS rather than just WINNING THEM?
  • What are the STEPS OF COACHING managers should follow when dealing with employees?
  • How can you RESOLVE CONFLICT rather than ESCALATING it?
  • How should you define “RESPECT”?
  • What are “EPR” SKILLS and why are they CRITICAL in keeping others off the defensive?
  • What is the “NEUROLOGY OF EMOTIONS” and why do we humans react the way we do?
  • What is “EMPLOYMENT AT WILL” … and why can you NOT count on it?
  • Why can you rely on the statements given to you by employees and why are they not “HEARSAY.”
  • What is the “HONEST BELIEF RULE,” and must every manager know it?
  • What are the STEPS OF COACHING managers should follow?
  • When is it appropriate to DIGITALLY RECORD a written warning and/or termination?
  • What steps should you follow when DELIVERING a written warning?
  • How do you DOCUMENT VERBAL WARNINGS?
  • What do you do if an employee REFUSES TO SIGN a written warning? (No…You do NOT go and get a witness and send the employee back to work!)
    …and MUCH, MUCH more…

Join Scott as he outlines for you how to most effectively document and then warn employees in such a way that PREVENTS lawsuits in his own unique, practical, entertaining and humorous style. Scott will not only outline these processes for you, but he will review how to use this information IMMEDIATELY!

LEARNING OBJECTIVES

In this session, you will learn:

  1. What is protected and what is not under EMPLOYMENT AT WILL.
  2. What legally constitutes DOCUMENTATION today.
  3. How to properly COACH employees.
  4. How to properly draft a WRITTEN WARNING.

Pick Me … Pick Me … Pick Me! Designing & Conducting A Legal and Effective Interview – 3 Hour Video and Handouts

Description

  • What is the #1 FACTOR that will determine if a new employee will be SUCCESSFUL?
  • What is the difference between BEHAVIORAL and HYPOTHETICAL QUESTIONS … and why are they ESSENTIAL to your interview?
  • What constitutes LEGAL and ILLEGAL questions?
  • What is the #1 REASON we choose the WRONG candidates … and how can you AVOID THAT PITFALL?
  • What Can You LEGALLY Ask An Applicant Under Title VII? ADA? Etc.?
  • What Must An Application Disclaimer Say To Protect Yourself Legally?
  • What Background Checks Must You Perform In Order To Protect Yourself Against A Negligent Hiring Situation?
  • What Is A STRUCTURED INTERVIEW?
  • What Documents And Notices MUST You Have In Place In Order To Perform Background Checks?
  • What SELECTION TOOLS Should You Use … And Which Ones Are Legal?
    …and MUCH, MUCH more…

Join Scott as he reviews how to DESIGN & CONDUCT AN EFFECTIVE INTERVEW. Scott will outline for you in his own unique, practical, entertaining and humorous style how to most effectively interview candidates so you can choose the RIGHT ONE! Scott will not only outline this subject for you, but he will review how to use this information IMMEDIATELY!

LEARNING POINTS

In this session you will learn…

  • The legal parameters of interviewing.
  • How to best prepare for an interview.
  • What to look for in a successful candidate.

Approved for 3 hours of HRCI and SHRM recertification credits.

Understanding and Building Your Emotional Intelligence – 1 Hour Video and Handouts

Description

  • What exactly is “EMOTIONAL INTELLIGENCE?”
  • What are the “BIG FIVE” skills that build EMOTIONAL INTELLIGENCE?
  • How do “EMOTIONAL INTELLIGENCE ASSESSMENTS” work … and how can they help you hire and retain the right people?
  • What are the SEVEN COMMON PITFALLS of Emotional Intelligence?
  • How can you MEASURE and then IMPROVE a leader’s level of “Emotional Intelligence”?
  • What EI Factors do most people COMMONLY LACK?
  • What is the “NEUROLOGY OF EMOTIONS” and why do we humans react the way we do?
  • Why is EMOTIONAL INTELLIGENCE a KEY SKILL in Resolving Conflict?
    …and MUCH, MUCH more…

Scott will clearly explain what Emotional Intelligence is, how you measure it and how you can improve it! Scott will not only outline Emotional Intelligence for you in his own unique, practical and, entertaining style, but he will show you how to use this information IMMEDIATELY!

This is a quick 1 hour overview of Emotional Intelligence.

9 ADDITIONAL HOURS OF HRCI BUSINESS and SHRM RECERTIFICAITON CREDIT VIDEOS
(Usually $300.00)

Learning the 7 Ps of Marketing – 3 Hours of SHRM and HRCI Business Credits

Description

Across the years, it has been harder and harder for certified HR professionals to get their HRCI Business Recertification credits. SPHR professionals need to get 15 hours of Business Recertification credits every three years, and the requirements for getting a program approved for Business Recertification Credits from HRCI are steep.

Of course, many HR professionals carry a duel certification with both SHRM and HRCI.

Therefore, I have made these two online webinars available so:

  • They are ready for you “on demand” whenever you want.
  • You can rewind any Webinar at any time to hear various sections again and again if you want to.
  • You can listen to them all at once or whenever it is convenient for you…and come back to finish it later.
  • You can listen from the comfort of your home, office or where ever you get Wifi.
  • You will have these sessions to listen to for 30 days.

Every year, I have these programs recertified with new certification codes for the current year. So, you can enroll in these webinars every year and get all the HRCI Business credits you need to recertify with HRCI.

Of course, you will also get SHRM credits at the same time, which is nice, too!

CONVENIENT ONLINE VIEWING

Webinar viewing is online-only, meaning that you need an internet/data connection to play the video. When you register for these programs, you will receive a password with your confirmation. You will have 30 days to use this password and listen to the program you registered to hear. You may log in multiple times during this 30-day window.

CREDITS, & SESSION DESCRIPTION

Both of these webinars have been approved for SHRM and HRCI Business Credits, however, Scott had to cut some vital information from these programs in order to get HRCI Business credit. In short, much of Scott’s information relating to the evaluation and the cost of labor had to be cut in order to get HRCI Business credit.

What are the “7 Ps” of Marketing? Product, Pricing, Place, Promotion, People, Process and Physical Evidence. What does each of these “Ps” really mean? What are the “Traditional Ps” of Marketing … and what are the “New Ps” of Marketing? How do each of these “Ps” work in today’s business? How do you define your “Product”? What factors affect your pricing … especially if your product is “Service”? What is the best “Place” for delivering your product? Does it make a difference if your product is “Service”? What determines how much you need to “Promote” your product? How do these 7 Ps link into your Customer Satisfaction, Dissatisfaction and Delight? How can you use these 7 Ps to design your own Marketing Plan?

Learning Objectives In this session you will learn …

  • The 7 Ps of Marketing
  • How each of these “Ps” work
  • How to design your own Marketing Plan

Developing Your Corporate Strategy, Mission, and Vision – 6 Hours of SHRM and HRCI Business Credits

Description

Across the years, it has been harder and harder for certified HR professionals to get their HRCI Business Recertification credits. SPHR professionals need to get 15 hours of Business Recertification credits every three years, and the requirements for getting a program approved for Business Recertification Credits from HRCI are steep.

Of course, many HR professionals carry a duel certification with both SHRM and HRCI.

Therefore, I have made these two online webinars available so:

  • They are ready for you “on demand” whenever you want.
  • You can rewind any Webinar at any time to hear various sections again and again if you want to.
  • You can listen to them all at once or whenever it is convenient for you…and come back to finish it later.
  • You can listen from the comfort of your home, office or where ever you get Wifi.
  • You will have these sessions to listen to for 30 days.

Every year, I have these programs recertified with new certification codes for the current year. So, you can enroll in these webinars every year and get all the HRCI Business credits you need to recertify with HRCI.

Of course, you will also get SHRM credits at the same time, which is nice, too!

CONVENIENT ONLINE VIEWINGWebinar viewing is online-only, meaning that you need an internet/data connection to play the video. When you register for these programs, you will receive a password with your confirmation. You will have 30 days to use this password and listen to the program you registered to hear. You may log in multiple times during this 30-day window.

CREDITS, & SESSION DESCRIPTION

Both of these webinars have been approved for SHRM and HRCI Business Credits, however, Scott had to cut some vital information from these programs in order to get HRCI Business credit. In short, much of Scott’s information relating to the evaluation and the cost of labor had to be cut in order to get HRCI Business credit.

Steering any organization along the right course is critical for success. Consequently, crucial skill sets for any executive to possess are Strategic Planning and setting the Mission and Vision of the organization. Unfortunately, most corporate Strategies, Missions and Visions fail each year. In this session, you will learn how to successfully Formulate, Develop, Implement and Evaluate your corporate Strategy, Mission and Vision. Come learn how you can set a course for your organization to follow and how to actually get there.

Learning Objectives In this session you will learn …

  • How to Formulate Your Corporate Strategy, Mission & Vision
  • How to Develop Your Corporate Strategy, Mission & Vision Plan
  • How to Implement Your Corporate Strategy, Mission & Vision
  • How to Evaluate Your Corporate Strategy, Mission & Vision’s Progress

 

Contracts, Forms & Policies

  • Audit Forms
  • Contracts
  • Handbook and Substance Abuse Masters
  • HIPAA Compliance Forms and Instructions
  • Leave of Absence Forms
  • Transitional Work Program
  • Vaccination Exemption Forms
  • Human Resource Forms

Audit Forms

Audit Forms – Audit Sheets
Audit Forms – Recordkeeping

Contracts

Employment Agreement
Independent Contractor Agreement
Inventory Control Agreement
Payroll Deduction Agreement
Reference Release
Sign-on Bonus Agreement
Tuition Reimbursement Agreement
Visitor’s Hold Harmless and Confidentiality
Wage Withholding Agreement

Leave of Absence and FMLA Forms

Employee’s Own Medical Certification Form ADA, FMLA, etc. WH-380E
Employee Return to Work Form
HIPAA Permission to Release Medical Information Form
FMLA – Eligibility, Rights, and Responsibilities WH-381F
FMLA – Additional Notice of Eligibility and Rights
FMLA – Designation Notice WH-382
FMLA – Family Member Medical Certification WH-380F
FMLA – Military Qualifying Exigency WH-384
FMLA – Caregiver Leave for Current Service Member WH-385
FMLA – Caregiver for Military Veteran WH-385V
FMLA – Termination of Key Employee Letter
FMLA – Notice of Termination of Health Insurance
FMLA – Complying with the FMLA Checklist

Transitional Work Program

Vaccination Exemption Forms

EEOC Religious Accommodation Request Form (Weaker Wording)
EEOC Religious Accommodation Request Form (Stronger Wording)
Form for Disability Request (Weaker Wording)
Form for Disability Request (Stronger Wording)

Handbook and Substance Abuse Masters

Handbook Master
Substance Abuse Master
Reasonable Suspicion Checklist
Union-free Statement

HIPAA Compliance Forms and Instructions

Directions (OPEN FIRST)
Privacy Policy
Privacy Officer Job Description
High-tech HIPAA Breach Notification
Exercises for Training
Privacy Training Requirements
Confidentiality Agreement
Authorization and Disclosure Form
HIPAA Permission to Release Medical Information Form
Business Associate Agreements
Notice of Privacy Practices
Understanding HIPAA

Human Resource Forms

Accident Report EMPLOYEE
Accident Report WITNESS
EMPLOYMENT APPLICATION CONTRACTUAL
EMPLOYMENT APPLICATION NON-CONTRACTUAL
EXIT INTERVIEW
FCRA Forms
FINAL LETTER OF CONTINUED EMPLOYMENT
FIXED SALARIED NONEXEMPT FLUCTUATING WORKWEEK ACKNOWLEDGEMENT
HAZARD PAY SAMPLE POLICY
JOB ANALYSIS and DESCRIPTION FORM
OFFER LETTER
OSHA FORM Instructions
SALES EMPLOYEE WAGE ACKNOWLEDGEMENT
VACATION ADVANCE FORM
WARNING FORM & COACHING PROCESS

The HR Professional’s Complete Guide to Federal Employment & Labor Law

  • 1. Overview of Employment Law
  • 2. What is different about Public Sector Law?
  • 3. Understanding and Preventing Sexual Harassment and Other Forms of Illegal Harassment
  • 4. Understanding and Effectively Dealing with the Americans with Disabilities Act of 1990
  • 5. Understanding and Effectively Dealing with the Family and Medical Leave Act of 1993
  • 6. Understanding and Avoiding Retaliation Claims
  • 7. “Oh, No! It’s Wage and Hour!” Understanding the Fair Labor Standards Act of 1938
  • 8. Understanding Employee Benefit Laws 9. Understanding Other Aspects of Employment Law
  • 10. Living with the COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985)
  • 11. Understanding the National Labor Relations Act
  • 12. Managing the Electronic Workplace
  • 13. Understanding Administrative and Judicial Procedures and Judicial Relief
  • 14. Recordkeeping Requirements: What Do I Have to Keep and For How Long?
  • Ohio Supplement: Overview of Ohio Employment Law
  • Ohio Supplement: What is Different About Ohio Public Sector Law?
Contact Us

Talk to Scott

Bring Scott’s training and coaching to your employees and supervisors, as well as help with your HR and Employment Law issues.

Scott’s Awards and Certifications