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HRCI

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This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, ...more


HSRM Viewing this webinar, its entirety qualifies for a recertification credit hour that may be counted toward SHRM-CP and SHRM-SCP recertification from SHRM. Credit is awarded based on the actual educational time spent in the program. ?
1-hour educational program = 1 PDC.
1-hour and 15 minute concurrent conference session = 1.25 PDCs.
3-hour e-learning course = 3 PDCs.

Overview

Specific guidance on federal laws, postings, documentation and employee expectations. Understand policies and procedures and proper communication.  As laws evolve, so to should your organization.

  • Family Medical Leave Act Updates:  With the recent changes to FMLA related to the pandemic, it is a good time to review and update this section as required under both federal and state law.  Remember, the federal leave and poster does have an expiration date, but those dates can always be extended.  This will include any Paid Family Leave and FFCRA.  Remember the FFCRA does expire December 31, 2020, that does not mean its going away.  
  • State Required Sick Leave: New York State passed similar paid sick leave laws that have been required in New York City for a number of years.  The effective date is January 1, 2021, regardless of the unanswered questions many organizations currently have.  Organizations need to be aware of these requirements, update policies, payroll systems and handbooks.  I would encourage every organization to review PTO, sick leave, personal leave and vacation policies as well.  For any paid or unpaid leave, I recommend organizations to review call-in notice and procedures.  Also, reviewing attendance policies is encouraged during this review.
  • Equal Employment Opportunity & ADA Language: States have adopted equal pay, hairstyle discrimination, etc. that will impact your EEO policy statements.  I encourage all organizations to review and update these sections as needed.  The law continues to evolve related to equal employment and disability accommodations and discrimination.  This should be reviewed annually.  New York State passed changes that should be reviewed and updated.
  • Drug Free Workplace & Testing Policies: Another section I encourage you to review in relation to the EEO and ADA language, as states and cities are adopting specific laws around preemployment marijuana testing.  Understand these requirements, DOT laws (if applicable) and update accordingly. Continue to watch for medicinal and recreational marijuana legislation across the country, this includes no preemployment testing legislation. 
  • Pandemic Policy or Handbook Language: I think we have all learned from this experience and will be better prepared moving forward.  I encourage all organizations to update or create a section on a pandemic or an organization-wide shut down.  This can include any paid or unpaid leave language, including how seniority and accruals might be impacted.
  • Sexual Harassment: Laws in New York State have changed related to the state recommended sexual harassment policy and reporting time.  This language should have been updated earlier in 2020.  However, it is important for us to review and update.
    At-Will Employment Language: Ensure this section is clearly communicated and understood by all employees.  It should standout in the handbook and handbook or policy signoff section.  I write this into the handbook, the employee signature page and the sexual harassment policy signoff.
  • Telecommuting Policy: Implementing a telecommuting or flexible work policy is necessary if your organization has employees working remotely.  I recommend having employee’s signoff on this policy.

Why you should Attend

The training is designed to ensure your organization if fully compliant with laws and regulations, compliance, training and additional areas to consider related to local and state regulation.

Specific guidance on federal laws, postings, documentation and employee expectations. Understand policies and procedures and proper communication.  As laws evolve, so to should your organization.

Areas Covered in the Session

Overview of Laws
Employee Expectations
Frequently asked questions
Audit
Documentation

  • Completing
  • Retention Period
  • Helpful Links
  • Common Mistakes
  • Legal Issues
  • Auditing Forms
  • Communication
  • Why it is important
  • Relevance to your organization
  • 5-10 minutes on question and answers
  • I will accept calls and emails

Who Will Benefit

  • Human Resources Professionals
  • Small Business Owners
  • Non-Profit Administrators
  • General Managers
  • Office Managers
  • Payroll Professionals
  • Lawmakers
  • Attorneys
  • Accounting Professionals
  • Consultants
  • Labor Unions
  • Professors, Instructors and Trainers

Speaker Profile

Matthew Burr MBA, MHRIR, GPHR, SHRM-SCP, SPHR has over 11 years of experience working in the human resources field, starting his career as an Industrial Relations Intern at Kennedy Valve Manufacturing to most recently founding and managing a human resource consulting company; Burr Consulting, LLC. Prior to founding the consulting firm, the majority of his career was spent in manufacturing and healthcare. He specializes in labor and employment law, conflict resolution, performance management, labor and employment relations. Matthew has a generalist background in HR and provides strategic HR services to his clients, focusing on small and medium sized organizations.

In July 2017, Matthew started as an Associate Professor of Business Administration at Elmira College and was promoted into the Continuing Education & Business Administration Department Liaison role in July 2018. He teaches both undergraduate and graduate level business courses at Elmira College. Matthew is also the SHRM Certification Exam Instructor at the college, his students currently have an 80% pass rate on the SHRM-SCP and 92.3% pass rate on the SHRM-CP. Matthew works as a trainer Tompkins Cortland Community College, Corning Community College, Broome Community College and Penn State University. He also acts as an On-Call Mediator and Fact-Finder through the Public Employment Relations Board in New York State, working with public sector employers and labor unions.

Matthew has publications at the Cornell HR Review, Business Insider, New York State Bar Association, Expert 360 (in Australia). In early 2017, he published his first book, “$74,000 in 24 Months: How I killed my student loans (and you can too!).” Matthew has an associate's degree in business administration from Tompkins Cortland Community College, a Bachelor of Science degree in business management from Elmira College, a master's degree from the University of Illinois School of Labor and Employment Relations in Human Resources & Industrial Relations and a Master’s in Business Administration specializing in entrepreneurship from Syracuse University.

He currently holds a Lean Six Sigma Green Belt, Senior Professional in Human Resources (SPHR), Global Professional in Human Resources (GPHR) and the Society of Human Resource Management Senior Certified Professional (SHRM-SCP) certifications.

Matthew has been featured on CNN Money, Fast Company, Fits Small Business, Magnify Money, My Twin Tiers, Namely, Student Loan Hero, Smart Sheet and CEO Blog Nation.