TPE

Twitter ituneslogo emailicon

 
Feb 042013
 

lester_rosenEmployers have long recognized that conducting due diligence on new hires is a mission critical task. Firms cannot afford to be sidetracked by employee problems such as workplace violence, theft, false resumes, embezzlement, harassment or trumped-up injury claims. Employers can be sued for negligent hiring if they hire someone they should have known, through the exercise of due diligence, as dangerous, unfit, dishonest or unqualified.

In this week’s episode of The Proactive Employer, we’ll be talking with Les Rosen about the top 10 trends and best practices for 2013 when it comes to background checks and safe hiring. We discuss the use of social networking sites, the EEOC approach to the use of criminal records and credit reports, international background screening, resume fraud, dealing with temporary workers, privacy and off shoring of personal data, and tools to protect against workplace violence. We wrap up the conversation with some legally compliant best practices to keep businesses productive and out of court, as well as steps businesses can take immediately to avoid a bad hire.

This show will air live on Thursday, February 7th at 3 PM Eastern / 12 Noon Pacific on BlogTalkRadio.

Tweet your questions using the hashtag #TPESHOW or call in at 1-888-553-6673 to talk to our guests. The show will be available for on-demand listening at The Proactive Employer website, on BlogTalkRadio and via iTunes following the broadcast.

 

Jan 232013
 

equalworkequalpayPaying Employees Fairly: Examining Compensation Systems for Internal Pay Equity

Friday, March 15 from 1:00 to 2:30 PM Eastern

Eventbrite - Paying Employees Fairly: Examining Compensation Systems for Internal Equity

The last three years have brought major changes in the legal and regulatory environment regarding compensation discrimination, and there are even more changes on the horizon. These changes affect the policies and procedures employers need to have in place to combat pay discrimination. The compensation review is a valuable tool in the employer’s risk management arsenal, yet few organziations put this tool to use. Employers can no longer afford to ignore this important tool.

In this webinar, we discuss how employers can manage the risk of pay discrimination claims by conducting a compensation review. Each stage of the compensation review is discussed, from the planning stage through the application of analysis inferences to business processes. Common pitfalls and data issues are discussed, and the importance of proper grouping of employees for comparison purposes is emphasized. Concrete examples drawn from real-life situations are used to illustrate each step in the review process and to highlight the effects of common pitfalls.

Areas covered inlude:

  • Recent changes in compensation discrimination laws and regulations;
  • Compensation challenges presented by the evolving legal and regulatory environment;
  • How a compensation review can assist in mitigating the risk of a compenstion discrimination lawsuit;
  • Successfully planning the compensation review project;
  • Types of compensation that can be examined by a review;
  • Construction of similarly situated employee groupings;
  • Identification of the determinants of compensation;
  • Pay data collection, assembly and cleaning;
  • Common compensation data pitfalls;
  • The use of multiple regression analysis to examine compensation for internal equity;
  • Evaluation of analysis results in terms of statistical significance, practical significance, sample size and explanatory power of the model;
  • Follow up investigations of potential problem areas identified in the analysis;
  • Making adjustments to compensation based on analysis results;
  • The importance of compensation decision documentation.

This program has been submitted to the HR Certification Institute for review.

About Your Presenter: Stephanie R. Thomas, Ph.D., is the CEO of Thomas Econometrics Inc. She is a noted authority on compensation gender equity and the quantitative analysis of discrimination. Dr. Thomas provides consulting services to Fortune 500 companies, major law firms, and government agencies such as the Department of Justice and the FBI. She has testified as an economic and statistical expert on questions of discrimination in employment decisions in federal and state courts throughout the United States.
Eventbrite - Paying Employees Fairly: Examining Compensation Systems for Internal Equity

Jan 212013
 

timothylonglauridamrellDealing with complex gender discrimination issues in the workplace is very challenging. From pay to promotion to pregnancy, employers are facing risks they may not be prepared to manage. Understanding what these risks are, and knowing what internal processes you should have, and what data and documentation you should maintain is a critical component of reducing these risks and ensuring your workplace is free of gender discrimination.

In this week’s episode of The Proactive Employer, we speak with Timothy Long and Lauri Damrell  about gender discrimination. We’ll discuss why gender discrimination is a family issue, not just a women’s issue. We’ll talk about the growing popularity of multi-million dollar gender discrimination suits and the trends in gender discrimination investigations from regulatory agencies. We’ll discuss specific vulnerabilities for employers in the areas of pay, promotion and pregnancy discrimination, and provide some practical suggestions for employers on how to avoid gender discrimination lawsuits, and what to do should an employer find itself involved in complex gender discrimination litigation.

This show will air on Thursday, January 24th at 3 PM Eastern / 12 Noon Pacific on BlogTalkRadio.

The show will be available for on-demand listening at The Proactive Employer website, on BlogTalkRadio and via iTunes following the broadcast.

 

Jan 112013
 

Hilda SOlisHaving taken the opportunity over the holidays to reflect on her past and her future, Hilda Solis has made what she claims to be one of the toughest decisions she has ever faced and has announced her resignation as Secretary of Labor.

As the first Latina to lead a federal agency, Solis leaves her four-year tenure with the Obama administration to, “begin a new future” and return to her roots and the people and places she loves in California.

Solis believes she has much to be proud of as she prepares to step down. “Growing up in a large Mexican-American family in La Puente, California, I never imagined that I would have the opportunity to serve in a president’s Cabinet, let alone in the service of such an incredible leader,” she says.
In response to her resignation announcement, President Obama issued a brief statement wishing her well and praising her service. Calling her a “tireless champion for working families,” Obama stated that Secretary Solis has “been a critical member over my economic team as we have worked to recover from the worst economic downturn since the Great Depression and strengthen the economy for the middle class.”

He added that her efforts have helped train workers for the jobs of the future, protect workers’ health and safety and put millions of Americans back to work.  He said, “I am grateful to Secretary Solis for her steadfast commitment and service not only to the Administration, but on behalf of the American people.”

AFL-CIO President Richard Trumka credits Solis with bringing “urgently needed change to the Department of Labor, putting the U.S. government firmly on the side of working families.” He notes that under her direction, “the Labor Department became a place of safety and support for workers,” and that Solis “never lost sight of her own working-class roots,” always putting the values of working families at the center of all she did.

He has urged the president to pick a successor who, as he points out, “will continue to be a powerful voice both within the Obama administration and across the country for all of America’s workers.”
Although no specific date has been mentioned, Labor Department officials expect Solis’ departure to be around the time of the inauguration later this month. While talk of her replacement is mere speculation at this point, Solis’ resignation could intensify pressure on the White House to consider diversity in its Cabinet appointments.

According to Solis, “Leaving the department is one of the most difficult decisions I have ever made, because I have taken our mission to heart. As the daughter of parents who worked in factories, paid their union dues and achieved their goal of a middle class life, and as the first Latina to head a major federal agency, it has been an incredible honor to serve.”

Dec 202012
 

This week’s Safe For Work Video looks at a new resource from the Department of Labor’s Bureau of International Labor Affairs.

In this video, Secretary of Labor Hilda Solis discusses the new online toolkit, which provides step-by-step guidance focused on eliminating child labor and forced labor practices for businesses and other stakeholders. Secretary Solis highlights how the toolkit shares best practices for creating and sustaining effective social compliance systems. For more information about the toolkit, visit www.dol.gov/childlaborbusinesstoolkit.

Take a look at the video, and be sure to join us this afternoon at 3PM Eastern for The Proactive Employer Radio Show - we’ll be sharing highlights and best advice from this year’s guests.