Interviewing Workshop: Effective Interviewing Techniques and How to Meet Legal Requirements – Earn SHRM and HRCI Credits

Interviewing Workshop

What’s Legally Permissible in the Interview Process – and What’s Not

Plus, Techniques to Help You Select the Best Candidate

June 21st

12:00 – 1:30 p.m.

Lunch is Included!

Presented by our team of experienced employment law attorneys and human resource and MBA professionals, including special insights stemming from a background in human complex systems.

Individuals tasked with selecting employees for an organization have an important role which, if performed improperly, can lead to costly litigation and legal liability. To a great degree, the success of a business lies within their ability to find and select eager, high-quality candidates – and to do so within legal parameters.

It’s an important job which takes knowledge, a variety of skills and keen perception.

Topics covered in this workshop:

  1. How to avoid legal liability by using legally permissible techniques during the interview process.
  2. Key techniques that can be used during the interview process to help ensure the hiring of a person that best fits your organization.

Register here today: Upcoming Events Page

Where: San Diego-Poway Hampton Inn & Suites (corner of Scripps Poway Parkway and Stowe Drive at 14068 Stowe Drive)

Cost (includes lunch): $85/person (LMRC Ambassadors receive an additional $10 discount)

Receive Required SHRM Credits! The Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a Recertification Provider for Professional Development Credits (PDCs) for the SHRM-CPSM and SHRM-SCPSM credentials, which means you can receive required SHRM credits and maintain your credentials by attending our programs.

 

shrm program, shrm credits san diego, hrci program, hrci credits san diego

Please feel free to pass this invitation along to others who may be interested in attending! Simply click on the “Forward” button below. If the button is not visible, this message can be forwarded in the usual manner.

Let the Law and Management Resource Center help you ensure your business is in compliance. We provide affordable employment law and human resource consultation, review and draft employer documents, policies, and employee handbooks, and provide effective harassment and abusive conduct prevention training.

Contact us today! For more information, contact Jillian Bruin, MBA, Director, Business and Program Development, at jillian@lmrcenter.com or toll free at (833) 753-1775.

For more information, visit Law and Management Resource Center.

Advertisements

Employment Eligibility Verification Program – Earn SHRM and HRCI Credits

san diego human resource program, shrm credits, hrci credits

Join Us for an Informative Presentation

Someone from Every Business Should Attend

Work Eligibility Verification, Form I-9 Compliance and E-Verify,

The Immigrant Worker Protection Act and ICE Enforcement

April 25, 2018

Noon to 1:30 p.m.

Presented by U.S. Citizenship and Immigration Services (USCIS)

employment eligibility verification program

What This is About

In October 2017, Governor Brown signed laws making California a “Sanctuary State.”

The Immigrant Worker Protection Act (IWPA) was also enacted and took effect on January 1, 2018. This new law applies to both private and public California employers – big and small – and essentially requires California employers to do what the name of the law implies – protect their workers – from federal immigration enforcement agents. The new California law has left many employers feeling they are in a difficult and precarious position. California legislators have attempted to allay these feelings, stating that employers are not required to violate federal law.

California employers are required to comply with both federal and California laws, however, which means they need to know the laws.

This is Not a Game of Hide and Seek with Little Consequences

This is Serious Stuff, and It’s Complicated

The idea of being required by California law to refuse a request of federal law enforcement agents, restrict the movement of law enforcement agents in any way or tell federal law enforcement agents what they can and cannot do is not a comfortable situation for most business owners, human resource professionals, office managers and other business representatives.

Does someone at your business know EXACTLY what is required by federal law and what is required – and prohibited – by California law?

Does someone at your business know EXACTLY what your business is required to do according to both federal and California law if your business receives a Notice of Inspection or federal law enforcement agents show up?

Take Steps Now to Avoid the Risks Later

Why?

Because 72 hours is not a lot of time to figure out what to do and get it done right.

Penalties for noncompliance are hefty – up to $10,000 per violation of California law.

As for violations of federal law, the consequences can be dire.

The Costs . . .

More than $105 Million in Fines, Forfeitures and Restitution

Arrests, Indictments and Convictions of Business Owners and Managers

It has been reported that according to ICE, in 2017, it ordered businesses to pay $97.6 million in judicial forfeiture, fines and restitution and $7.8 million in civil fines. And, for example, out of a reported number of 1,360 audits in 2017, it made 139 criminal arrests and 172 administrative arrests, and 71 indictments resulting in 55 convictions of business owners and managers.

Making the situation even more daunting, California employers are reportedly now more likely to be targeted by U.S. Immigration and Customs Enforcement (ICE) agents working to enforce federal law. The agency is expected to increase the number of Form I-9 audits it conducts each year and conduct more workplace raids similar to the ones reported in recent news reports.

Learn More

This program will provide businesses with information about voluntary compliance programs. Information about what employers can do to ensure compliance with employment eligibility laws and the E-Verify Process will be explained.

Who Should Attend:
• human resource professionals, office managers, and payroll professionals;
• business owners, executives, supervisors and managers; and
• everyone interested in learning how to keep their organization legally compliant.

Where: San Diego-Poway Hampton Inn and Suites – (corner of Scripps Poway Parkway and Stowe Dr. at 14068 Stowe Drive, Poway)

Cost (includes lunch): $55/person before March 30th, $65/person after. LMRC Ambassadors receive a $10 discount off of this price! If you are not a current LMRC Program Ambassador and would like information on becoming an Ambassador to save on registration costs, please contact Jillian Bruni, MBA, at jillian@lmrcenter.com or (858) 753-1775.

Receive Required SHRM and HRCI Credits! Educational programs are co-sponsored by the Law and Management Resource Center. And, because the Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a Recertification Provider for Professional Development Credits (PDCs), attendance at our educational programs in which they co-sponsor, will enable individuals to earn (PDCs) to maintain HR credentials, including SHRM-CP, SHRM-SCP, and HRCI, in a convenient location.

Please feel free to pass this invitation along to others who may be interested in attending!

Register: To register and pay with check, complete the form on our SHRM Events/HRCI page.

shrm program, shrm credits san diego, hrci program, hrci credits san diego

2018 Employment Law Update

free 2017 california employment law update

Our 2018 Employment Law Update is available! 2018 Key New Employment Laws Summary

Test Your Knowledge June 29, 2017

human resource, HR, employment law

        QUESTIONS

  1. It is a violation of the Fair Employment and Housing Act (FEHA) for an employer to discriminate against an individual who possesses what is commonly referred to as an AB _____ California driver’s license.
  2. An employer that uses the Social Security Number Verification Service (E-verify) cannot take adverse employment action against an employee based on notification of a mismatched number unless and until the employer receives a __________ Non-Confirmation.
  3. True or False: Per California Labor Code section 2810.3, a “client employer” may be held to share civil legal liability arising out of the failure of a staffing agency or Professional Employer Organization (PEO) to properly pay wages or provide required workers’ compensation, but only if a joint employer relationship is established through a joint-employer test.

ANSWERS

  1. 60
  2. Final
  3. False

Federal Laws California Employers Need to Know

employment law, human resource, human resource program san diego, shrm credit san diego, hrci san diego

June 27, 2017

Luncheon and Presentation – Noon to 1:30 p.m.

(Check-In and Networking – 11:30 a.m. to Noon)

Presented by Garrett Hoover

Equal Employment Opportunity Commission (EEOC)

This informative presentation will include a review of federal employment laws and how they relate to California employment law requirements – including marijuana in the workplace, background checks and more – and what’s new that California employers need to know!

Who Should Attend: 
• human resource professionals, office managers and payroll professionals;
• business owners, executives, supervisors and managers; and
• anyone interested in learning about the laws that impact their workplace and employer-employee relationships.

Where: San Diego-Poway Hampton Inn and Suites – (corner of Scripps Poway Parkway and Stowe Dr. at 14068 Stowe Drive, Poway)

Cost (includes lunch): Early Bird Registration is $45/person through June 9th; Registration is $55/person after June 9th (LMRC Program Ambassadors receive a $10 discount!).

Receive Required SHRM Credits! The Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a Recertification Provider for Professional Development Credits (PDCs) for the SHRM-CPSM and SHRM-SCPSM credentials, which means you can receive required SHRM credits and maintain your credentials by attending our programs.

Please feel free to pass this invitation along to others who may be interested in attending!

To Register via Credit Card: Visit our Store and submit payment. If you are an LMRC Ambassador, input your LMRC Ambassador code to receive your discount!

To Register via Check: Please complete the form below and mail check made payable to the Law and Management Resource Center to us at 11440 West Bernardo Court, Suite 300, San Diego, CA 92127. Please note that your registration will not be complete until we receive payment.

This program is co-sponsored by the Law and Management Resource Center and the Hampton Inn & Suites.

shrm17seal

The Law and Management Resource Center is recognized by the Society for Human Resource Management (SHRM) as a preferred Recertification Provider for Professional Development Credits (PDCs) for the SHRM-CPSM and SHRM-SCPSM credentials. All of our programs are preapproved for credit.

Earn required SHRM and HRCI (HR Certification Institute) credits and maintain your SHRM and HRCI credentials by attending our programs! For more information about our upcoming programs and to register, check out our Upcoming Events Page.

Test Your Knowledge May 31, 2017

human resource, HR, employment law

        QUESTIONS

  1. There are _________ California Wage Orders.
  2. True or False: An employer can require an employee who is paid on a piece rate basis to redo work without paying the employee additional piece rate pay provided the employer pays the employee at least the applicable minimum wage for each hour worked in the payroll period.
  3. Identify the standard tax deductions that must be taken from employee paychecks.

ANSWERS

  1. 17
  2. True
  3. Federal income tax; State income tax; Social Security tax (FICA); Medicare tax; State Disability tax (SDI); Paid Family Leave tax (PFL)

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource

Test Your Knowledge May 25, 2017

human resource, HR, employment law

        QUESTIONS

  1. True or False:  If an employee arrives to work late, his/her employer cannot deduct any more than the amount of wages that would have been earned during the time actually lost from the employee’s pay, but if the amount of time lost is less than 30 minutes, wages for half an hour can be deducted.
  2. True or False:  The California Department of Fair Employment and Housing (DFEH) accepts complaints from individuals who believe an employer has not complied with mandatory harassment prevention training requirements.
  3. True or False:  An employer can make a deduction from an employee’s final paycheck to make up for an overpayment of wages provided in the employee’s prior paycheck(s) without risk of penalty.

ANSWERS

    1. True
    2. True
    3. False

SHRM provider, SHRM program, SHRM certification, HR certification, HR, human resource