Tag Archives: human resource event san diego

Test Your Knowledge January 11, 2017

human resource, HR, employment law

QUESTIONS

  1. True or False: The “good faith personnel action” defense can successfully bar the claim of an employee seeking compensation for physical symptoms (e.g., migraine headaches, intestinal problems) directly connected to a work-related stress injury claim asserting psychological injury if the alleged injury was suffered as a result of a good faith personnel action.
  2. True or False: For purposes of determining the correct amount of overtime pay due, a cash payment provided to an employee in lieu of health benefits must be included in calculating the employee’s regular rate of pay.
  3. True or False: Payment of a shift differential (higher rate of pay) to employees who work an undesirable schedule (e.g. “graveyard” shift) is required by law.

ANSWERS

  1. True;
  2. True;
  3. False

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Cybercrime in the Workplace

cybercrime in the workplace

September 29th – Don’t Miss This Program

It Could be One of the Most Valuable Seminars You Attend

According to the FBI, the impact of cybercrime is staggering. Billions of dollars are lost each year repairing systems attacked through cybercrime. Attacks have disrupted and disabled the operations of businesses, hospitals, banks, 9-1-1 services, school districts, and government and law enforcement agencies.

A particularly disturbing aspect of cybercrime has to do with ransomware, an insidious type of malware that encrypts or locks valuable digital files. After malware is installed, demands that an individual or entity pay a ransom to release the malware may follow. The inability to access important data, loss of sensitive or propriety information, disruption of regular operations, enormous financial losses incurred to restore systems and files, and the potential harm to an organization’s reputation can be catastrophic. Ransomware attacks are not only proliferating, but are also becoming extremely sophisticated.

Cybercrimes involving identity theft and online predators continue to rise worldwide. The number of individuals who have been impacted is truly alarming.

We encourage you to attend our special cybersafety workshop on September 29th and learn how you can protect your business and personal information from cyber-attack.

Attackers and their motives are extremely diverse. Some attackers are computer geeks, some are businesses attempting to garner a particular market by hacking competitor websites, some are criminal rings attempting to steal the personal information of individuals, and some are terrorists trying to obtain vital information of our nation.

The FBI has divided computer intrusion cases into three categories: counterterrorism, counterintelligence, and criminal. These cases are of paramount importance to the FBI. As a result, new technologies have been developed and new investigative partnerships have been formed for the purpose of preventing attacks and finding perpetrators of cybercrime.

This could be one of the most important and valuable programs you attend all year!

When: September 29th – noon to 1:30 p.m.; registration and networking start at 11:30 a.m.

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

Cost (includes lunch): $50/person (LMRC Ambassadors receive a $10 discount off of these prices)

Register here today: Upcoming Events Page

This program is co-sponsored by the Poway Business Park Association and
San Diego-Poway Hampton Inn & Suites.

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 for a quote today! For more information, contact Jillian Bruin, MBA, Director, Business and Program Development, at jillian@lmrcenter.com or (858) 753-1775.

For more information about us, visit Law and Management Resource Center.

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human resource shrm

New FLSA Exempt Salary Requirements

bag-147782_1280 (1) New FLSA Exempt Salary Requirements – Find Out What You Need to Know

Visit our new Youtube page to see helpful tips about employee rights!

Test Your Knowledge! New FLSA Exempt Salary Requirments

dollar-1294424_1280

QUESTIONS

  1. Effective ________, 2016, California employers must follow the new federal overtime rule for the so-called “________ collar” exemptions.
  2. Under the new requirements, an individual classified as a full-time exempt ________, ________, or administrative employee must be compensated at least $________ per week, which equates to $________ annually.
  3. The impact of the new federal requirements over state law will dwindle for California employers as the state minimum wage continues to increase per California legislation passed in April 2016 to $________ per hour on January 1, ________ for employers of more than ________ employees and on January 1, ________ for employers of ________ or fewer employees.

ANSWERS

  1. December 1; white;
  2. executive; professional; $913; $47,476
  3. $15; 2022; 25; 2023; 25

Workers’ Compensation Fraud Presentation

Join Us on May 19th!

Workers’ Compensation Fraud

What: How to Identify and Prevent Workers’ Compensation Fraud in Your Workplace – Presentation by Detective Sergeant David Glosson and Detective Sergeant Steve Salvatori of the California Department of Insurance. Find out how to help prevent – and what to do if you suspect – workers’ compensation fraud in your workplace.

When: 9 a.m.; registration and networking start at 8:30 a.m.

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

Cost: $50/person (LMRC Ambassadors receive a $10 discount off of these prices); Includes continental breakfast

Learn and Earn Education Credits

If you are not yet enrolled in our Ambassador Program, see enrollment information below! And, if you are looking for education credits, earn them easily by attending our programs.

Become an LMRC Program Ambassador and SAVE!

Not yet enrolled as an Ambassador? You are invited to take advantage of the opportunity to become an LMRC Program Ambassador. By enrolling, you will receive the following benefits throughout the year:

  • Discounted cost to attend seminars and other events
  • LMRC Roundtable Ambassador Certificate – enhance your professional profile!
  • Discounts on some of the services provided by the Law and Management Resource Center, including document drafting and review (employee handbook, contracts, policies, forms) and training (harassment and workplace bullying prevention, employment law for supervisors, leadership and management skills, preventing conflict, communication skills, and presentation and public speaking skills coaching).

The annual cost to participate as an Ambassador is just $95 per year.

If you are not a current LMRC Program Ambassador and would like to become an Ambassador and save on registration costs, please contact Jillian Bruni, MBA, at jillian@lmrcenter.com or 858-753-1775 or fill out the form on our Upcoming Events Page.

Register here today: Upcoming Events Page

This program is co-sponsored by the Poway Business Park Association and San Diego-Poway Hampton Inn & Suites.

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 latest standard in human resource credentialing, SHRM-CP and SHRM-SCP. This means that you can receive your required SHRM credits and maintain your credentials by attending our programs.

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REAL PERFORMANCE MANAGEMENT IS NOT A SINGLE ANNUAL EVENT

LMRC OFFERS A BETTER SYSTEM 

Contact Us Today to Get Started!

The Law and Management Resource Center has been teaching clients to replace the typical single annual review system of performance management with a system of real performance management for years. With a number of large corporations having recently reported the elimination of annual performance evaluations, substantial press has been generated about the efficacy of the standard process.

Performance management consisting of a single annual evaluation frequently fails to accurately assess year-long performance by reflecting mostly, if not only, on recent concerns or successes. Annual performance reviews are often perceived by employees to be centered on criticism. As a result, they can fail to foster employee and employer growth and instead lead to poor morale and animosity, and they sometimes lead to employee claims against supervisors for unfair treatment. Without an accurate and well-documented record of year-long performance, supervisors are often unable to provide sufficient evidence to defend against these claims.

Recent studies have revealed that more than 9 out of 10 supervisors are not satisfied with the annual performance review system currently used in their workplaces. Almost the same numbers of Human Resource professionals contend that the systems used in their workplaces fail to yield accurate assessments.

Without a feasible alternative, many workplaces continue to use processes that are considered overly time-consuming, cumbersome, ineffective, de-motivating, unsettling sources of distrust and contention between supervisors and their employees, and vessels that can invite claims of discrimination and retaliation. As a result, the process often doesn’t happen on time, if it at all. While being one of the most important aspects of every supervisor’s job, performance management becomes one of the most overlooked aspects of management.

Employers are seeking a smart alternative and we’ve got one.

We believe performance management should be a process that supports positive employee development and productivity through steady employee participation. Objectives should be directed at the accomplishment of goals which are tied directly to each employee’s job function and growth, and the goals of the organization as a whole.

Our system creates a sensible, efficient, and straightforward process that advances trust and promotes a positive work environment. The process for each individual takes only minutes, so it doesn’t detract from time for doing business.

Our system promotes immediate improvements in productivity, accountability, and loyalty. It is “employee-focused” and “employee-driven.”

Our system also helps eliminate opportunities for employee claims of retaliation by supervisors – a welcome relief for supervisors.

Let us help your business develop a real performance management system that you can trust to produce positive supervisor and employee feedback, immediate benefits, and measurable value.

Getting started is affordable and easy. We help introduce the program, provide customized easy-to-use forms, and train supervisors and employees on their roles in the process.

Contact us today at (858) 753-1775 or contact me at jillian@lmrcenter.com. You’ll be glad you did – and so will everyone at your business or organization.

June Newsletter

If you haven’t yet, don’t forget to check out your Law and Management Resource Center June 2015 Newsletter. It can be accessed by clicking the following links to visit our Who We Are/Our Business, Services/Benefits, and Event Registration.

In This Issue:
LMRC Clubhouse Lunch & Learn on June 18 – pg. 1
LMRC Recognized as SHRM Preferred Provider – pg. 1
LMRC Clubhouse Breakfast Program – Abusive Lawsuits, July 9 – pg. 1
LMRC Clubhouse Lunch and Learn – Independent Contractor or Employee, July 22 – pg. 2
Become an LMRC Ambassador – pg. 2
LMRC Ambassador Profile: Beverly Reed, Biospherical Instruments Inc. – pg. 3
CFRA Amendments Effective July 1st – pg. 3
LMRC Employment Law All Star League Challenge – pg. 6
Adverse Employment Action during Leave of Absence – pg. 7
Pending Legislation – pg. 8

Please feel free to share it with others who may be interested!

San Diego HR Roundtable – March 25

Human Resources and Management Group – Lunch and Learn Roundtable

March 25, 2015 from 11:30 a.m. to 1:30 p.m. (Networking from 11:30 to Noon)

We received extremely favorable feedback about the first meeting of this new group! Our thanks for the participation of attendees and to Senior Deputy Labor Commissioner Linda Aguilar for staying until after 2:00 p.m. to answer questions! We look forward to seeing those who attended once again. And, for those who missed the first meeting, we hope to welcome you on March 25th.

Sr. Dep. Labor Commissioner Linda Aguilar of the DLSE (Division of Labor Standards Enforcement) will again provide an informative presentation during lunch. The DLSE is the state agency that adjudicates claims filed by the employees against employers for wages, investigates discrimination complaints, and enforces labor laws and wage orders.

WHO SHOULD ATTEND

  • human resource professionals,
  • managers and supervisors,
  • executives and small business owners, and
  • anyone responsible for administration of employment related matters.

QUESTIONS and ANSWER SESSION

LOCATION: Bernardo Heights Country Club – 16066 Bernardo Heights Parkway, San Diego

COST: Lunch is INCLUDED

REGISTRATION: $45 per person

To register, complete the form located here on our Events Page or call us at (858) 753-1775.

 

Human Resource San Diego Roundtable

human resource roundtable san diego, human resource event san diego
The topic for this month’s Human Resource Roundtable meeting is California’s new sick leave provisions for employees. The new law is more complex than some expected, and ambiguities remain the subject of conversation. Many already providing paid sick time and/or PTO/vacation to employees may not be aware of all of the subtleties contained in this new law and how current policies may be impacted. Those responsible for the development of employer policies, the administration of employee benefits, and supervising employees need to be aware of these subtleties. The DLSE will be enforcing this new law, and the penalties for non-compliance are stiff. If you have not yet registered to attend the program on Wednesday, but wish to attend, there is still time register.
Linda Aguilar, Senior Deputy Labor Commissioner of the San Diego office of the DLSE, will provide information about the new law and answers to questions on topics such as:
  • Employer options for compliance;
  • How to properly implement new policies in accordance with the new law;
  • Impact on current policies on sick time, vacation time, and PTO;
  • What employers can and can’t do to regulate time off;
  • Usage for diagnosis, care, and treatment of an existing condition, as well as for preventive care;
  • Definition of “family members” and how much time can be taken for the diagnosis, care, and treatment of a family member’s existing condition, as well as for preventive care for a family member;
  • Notice, recordkeeping, and posting requirements;
  • Restrictions on asking for medical provider certification to verify need for absence;
  • How the new law may impact disciplinary policies regarding excessive absences;
  • How to pay employees who take sick time – how much and when;
  • How the new law may interact with other benefits, leaves, and policies, including FMLA/CFRA, Kin Care, State Disability Insurance, and Paid Family Leave; and
  • Rebuttable presumption of unlawful retaliation and penalties for non-compliance.
Handouts will be provided and, as always, Commissioner Aguilar will answer questions on other subjects, too.
The program will be held at Bernardo Heights Country Club, located in Rancho Bernardo at 16066 Bernardo Heights Parkway. The cost is just $45 per person and lunch is included.We have scheduled some time for networking from 11:30 to noon in order for attendees to get to know others. Lunch and the presentation are scheduled to commence at noon.
If you would like to register, please complete the form on the Event Registration page of our website by clicking here: Register.