Time: 8:30 – 4:00 CST

Leaders: Richard I. Lehr, Donna Eich Brooks and Matthew W. Stiles

Select the number of attendees:

1 $150.00 USD 2 $300.00 USD 3 $405.00 USD 4 $540.00 USD 5 $675.00 USD 6 $810.00 USD 7 $945.00 USD 8 $1,080.00 USD 9 $1,215.00 USD 10 $1,100.00 USD

Select the number of attendees:

1 $150.00 USD 2 $300.00 USD 3 $405.00 USD 4 $540.00 USD 5 $675.00 USD 6 $810.00 USD 7 $945.00 USD 8 $1,080.00 USD 9 $1,215.00 USD 10 $1,100.00 USD

Select the number of attendees:

1 $150.00 USD 2 $300.00 USD 3 $405.00 USD 4 $540.00 USD 5 $675.00 USD 6 $810.00 USD 7 $945.00 USD 8 $1,080.00 USD 9 $1,215.00 USD 10 $1,100.00 USD

LMV's EFFECTIVE SUPERVISOR® SEMINAR

Cost: $150 per connection site, with no limit on the number of participating attendees at each site.

FMLA Update:
New Regulations and Tools to Curb Abuse

The use of the Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

LMV's Effective Supervisor® Training Right in Your Office

February 26, 2013, 9:00 a.m. - 11:00 a.m. (Central time):

PART I - "The Laws"

Being an "equal opportunity employer" doesn't mean you must treat all employees the same. So what does it mean? This segment will provide a layperson's overview of the laws affecting the workplace and will focus on employer rights - what you can and should do in order to manage your workforce in an effective, positive, and legal manner. We'll cover discrimination, harassment, and retaliation, as well as pointing out often overlooked "protected classes" such as those in the military and reserves. We'll address the revived Americans with Disabilities Act and how to work with employees with medical conditions. But these issues won't be presented in a dry, text-book format; we'll give real-life examples from litigation that will help these issues come alive for the participants.

March 5, 2013, 9:00 a.m. - 11:00 a.m. (Central time):

PART II - "The Relationships"

We'll address concrete steps to take in order to become an effective supervisor and build trust within a department, while implementing performance management techniques that will help give supervisors what they want: a department full of people doing their jobs well. Supervisors need to understand what a key role they play in employee retention, and how building a functional and productive department so often comes down to relationships. We'll cover conflict among employees and provide a strategic plan for how to work through employee conflict. And we'll cover effective hiring techniques so that supervisors can make the most of every job opening.

March 7, 2013, 9:00 a.m. - 11:00 a.m. (Central time):

PART III - "The Leaves"

Workers' Compensation, Family and Medical Leave, maternity leave, indefinite leave for a disability ...it can all get overwhelming for a supervisor just trying to get a job done. This segment will focus on spotting the needle issues in the haystack of complex laws governing absences, accommodations, and abuse.> We'll address communicating with employees on leave, trouble spots for dealing with employees with chronic health conditions, and when and how supervisors can take performance-based action against an employee on leave.

Attendees can attend any one of these sessions or can sign up for the entire series. You can register for the 3-part series for $350.00 per connection site, with no limitation on the number of participants, or participants can attend any single session for $125.00 per connection. This webinar series has been approved for six hours of General HRCI credit.

The use of the Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

What and When to Ask: Using Background Checks and Medical Exams in the Hiring Process

The Affordable Care Act: Employer Implementation and Action for 2013 and Beyond

Cost: Free

Click here to view

Four More Years: EPLI Implications

NLRB: Becoming a Division of the AFL-CIO?

Although the Employee Free Choice Act never reached the Senate floor for a vote, that did not deter the NLRB from changing the “rules of the game” in favor of unions. For example, now unions can more easily organize fractions of the workforce, such as a department or perhaps even a shift. The “quick election” rules were enjoined due to a lack of a quorum, but we expect the NLRB to issue those rules again, this time with a proper quorum. These rules will cut in half the amount of time an employer has to review facts with employees about remaining union-free.

In this one-hour webinar, we’ll review NLRB decisions and anticipated rule changes, along with employer strategies for remaining union-free. This webinar has been approved for one hour of General HRCI Credit.

The use of the Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

• How an employer’s use of an individual’s criminal history in making employment decisions could violate Title VII’s prohibition against employment discrimination;
• How arrest records can differ from conviction records, and what significance that difference carries;
• The applicability of Title VII disparate treatment and disparate impact analysis to this issue; and
• Best practices for employers.

The use of the Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

On June 9, 2011, Alabama joined a growing chorus of states in enacting a state immigration compliance enforcement statute. The state law is controversial and contains numerous provisions that will directly and fundamentally impact all Alabama employers. The new law establishes state criminal penalties for failing to comply with the federal employment authorization verification program as well as mandating use of the federal E-Verify system for all Alabama employers by mid-2012. This webinar will provide an overview of the new law as well as what action employers must take to comply with the new law, including an introduction to the E-Verify system.

This program has been approved for 1.25 hour of (General) recertification credit toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of the Approved Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met th HR Certification Institute's criteria to be pre-approved for recertification credit

LMV attorneys Matt Stiles and Donna Brooks will discuss the practical significance of the new regulations and how employers should revisit their ADA compliance strategy. Former EEOC Regional Attorney and over 20-year veteran of the agency, Jerome Rose, an LMV consultant, will join Matt and Donna during the webinar to discuss how the new regulations will cause a shift in the EEOC's enforcement strategy and how employers can avoid becoming the next "test case."

This program has been approved for 1.5 hours of (General) recertification credit toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute (HRCI).

The use of the Approved Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met th HR Certification Institute's criteria to be pre-approved for recertification credit

(1)  Aggressive Department of Labor Enforcement and Education:  A New Sheriff in Town:

• Educating exempt employees to become Wage and Hour investigators.
• DOL referral arrangement with the American Bar Association:  Every employee call leads to a plaintiff’s lawyer.
• Requirement for written explanation of independent contractor status.

(2)  Exemption Issues:

• The employer’s burden to prove: Executive (Managers/Supervisors), Administrative and Professional.
• Do exempt employees truly have discretion regarding matters of consequence?
• Are highly paid producers exempt?
• Mixing exempt salary with hourly and incentive compensation.
• How to transition from exempt to non-exempt without provoking a claim.

(3)  Hot Issues Causing Claims:

• Proper deduction for breaks and meals.
• Inclusion of incentives/bonus payments for overtime calculations.
• Time spent donning and doffing clothing and protective gear.
• Blackberry time – employees check e-mail away from work.
• Travel time.
• Training time.
• Independent contractor classification.

(4)  Prevention Approaches/Responding to Investigations, Demands or Lawsuits

This program has been approved for 1.5 hours of (General) recertification credit toward PHR, SPHR and GPHR recertification.

The use of the Approved Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met th HR Certification Institute's criteria to be pre-approved for recertification credit

Health Care Reform is now the law of the land, and to say it's confusing is, well, the least we can say.  Don't feel forced to muddle your way through it.  Join us on October 20th for our two-hour, HRCI accredited, no-nonsense, practical discussion of the new health care reform law.  LMV attorneys Mike Thompson and Matt Stiles will clear up the confusion (and from the calls and e-mails we've received, trust us, there's plenty of it), make sense of the employer obligations, and recommend key action items for your 2010 open enrollment season.  In addition to taking your questions, we'll discuss the following topics:
 
(1)  Key Action Items for 2010 Group Health Plan Compliance Including: 

• Dependent coverage for adult children
• First dollar coverage for preventive care
• Pre-existing condition exclusions
• Physician designation and emergency care rules
• Non-discrimination testing
• New Compliance Disclosures and Notice Forms 
  

(2)  Grandfathered Plans: How to Keep Them, How to Lose Them, and Whether It Really Matters 
 
(3)  Surprising New Guidance On Providing Space, Breaks for Nursing Moms at Work 
 
(4)  Planning for Future Health Care Reform Changes

The registration fee for this webinar is $125 per connection site, with no limit on the number of participating attendees at each site.

The use of the Approved Provider seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met th HR Certification Institute's criteria to be pre-approved for recertification credit

Cost per connection site: $50.00

Discussion Topics Will Include:

• What's In the New Law and What You've Been Told Is In the New Law, But Isn't;
• How This Bill Became A Law and What We Think of the Legislative, Legal and Other Political Challenges To It;
• The Implementation Timeline;
• The Small Business Health Care Tax Credit;
• The Requirement to Provide Space, Breaks for Nursing Moms at Work;
• Prohibitions on Pre-existing Condition Exclusions, Lifetime and Annual Benefit Caps, and Rescission;
• Dependent Coverage for Adult Children;
• Health Benefit Exchanges;
• The Individual Health Care Mandate;
• The Employer Mandate or "Pay or Play";
• New Reporting Obligations;
• The Excise Tax on High-Cost Plans or the "Cadillac Tax"; and
• Five Health Care Compliance Steps All Employers Should Take Now

Cost: $50.00 per connection site; HRCI accredited

Cost: $75.00 per connection site.

Cost: $75.00 per connection site

Cost: Due to technical issues, the audio recording on this webinar has some minor quality issues, and we have discounted the price for the recorded webinar to $45.00 per connection site.

For more information, please contact Marilyn Cagle at 205-326-3002 or mcagle@lehrmiddlebrooks.com.

Cost: $50.00 per connection site

Cost: $75.00

Cost: $50.00 per session, per connection site

In short: there’s much COBRA work to be done in the coming weeks. We discuss the DOL’s model notice, any clarifications from DOL and IRS to the questions created by the statute as well as the common questions posed by our clients and friends during the last several weeks. The webinar will focus on how these developments affect employer conduct from now until 2010.

Whereas our COBRA webinar earlier this month covered the actual changes in the law, this webinar will be more "hands-on, how-to." If you were unable to attend our earlier webinar, a recording of the session is available for purchase on our website: http://www.lehrmiddlebrooks.com/events.htm. This is likely the best way to understand the Stimulus COBRA’s basics.
COST: $50.00

Please contact Mike Thompson at mthompson@lehrmiddlebrooks.com or 205-323-9278 or Donna Brooks at dbrooks@lehrmiddlebrooks.com or 205-226-7170 with any questions you have regarding this issue.

Under existing law, if a minimum of 30% of an employer’s workers sign union authorization cards, the union may ask the National Labor Relations Board to hold a secret ballot election for employees to vote on whether to unionize. Under EFCA, if just half plus one of an employer’s workers sign those cards, the union is automatically formed without a vote of any kind. Even more troubling for employers is the provision of the bill where a federal government arbitration board would settle terms for a first contract between the employer and union.

The union landscape has changed substantially. Private sector union representation has increased during the past two years. Employers and industries historically not threatened by unions have to start thinking differently about them now; and those that are already familiar with the union threat have to rethink their defenses. Labor unions have friends in high places throughout the Obama Administration and Capitol Hill. Unions spent a fortune last year working for the election of politicians sympathetic to their legislative agenda and they will stop at nothing to force this bill into law. The Service Employees International Union (“SEIU”) has pledged to spend $50 million in 2009 alone, campaigning for the passage of EFCA.

We: (1) Discuss the current status of EFCA and the likely scenarios for its progress through Washington; (2) Demystify the legislation and arm employers with the critical facts you and your employees need to know about it—facts that most reports on the bill are overlooking or neglecting to provide; (3) Examine in detail the best employer options for fighting the legislation now and communicating to the workforce about EFCA and unions; and (4) Provide employers with a practical, step-by-step strategy for remaining union-free in the face of a recharged, reinvigorated, and aggressive union movement.

Cost: $75.00

(1) Practical implications of recent wage and hour developments;
(2) Steps you can take now to avoid the compliance pitfalls that get most employers into litigation or other trouble with DOL including employee misclassifications, comp time, time-clock rounding, meal breaks, off-the-clock work, donning/doffing, and child labor.
(3) If you're a federal contractor subject to the Davis-Bacon Act or Service Contract Act, stay tuned for the last half hour as we discuss key compliance requirements for anyone performing (or bidding to perform) under federal contract.

Cost: $75.00 per connection site, with no limit on the number of participating attendees at each site.

To submit questions, please send an e-mail to dbrooks@lehrmiddlebrooks.com.

The program has been approved for two hours of HRCI Credit.

Cost: The registration fee for this webinar is $75 per connection site, with no limit on the number of participating attendees at each site.

Do you still joyously skip to the mailbox looking for letters from old friends? Are you regularly faxing your business contacts? Do you turn your computer on only a couple of times a week to play Solitaire? Then this webinar may not be for you. Or, maybe it’s meant just for you.

Because your employees aren’t communicating “old school” these days – they’re grousing about work on Facebook, or sending suggestive messages through MySpace, or doing whatever it is that people do on Twitter. They may even have started blogs about just what a bad company you are running. What’s an employer to do?

In this timely webinar led by LMV attorneys Donna Brooks and Matt Stiles, we will:
(1) Discuss what employers can and should do about employee postings on the internet;
(2) Analyze when employees might have an expectation of privacy about their postings and when they shouldn’t;
(3) Distinguish between how public and private employers should approach this issue;
(4) Address using social media sites as recruiting tools;
(5) Discuss factors you need to consider in drafting an effective Social Media Policy; and
(6) Examine what happens when social media meets the National Labor Relations Board’s prohibitions on spying and protections of concerted activity.

The materials will include a starter “Social Media Policy” that you can use in crafting your own policy that meets the needs of your workforce.

Cost: $65 per connection site, with no limit on the number of participating attendees at each site.

$90.00 per connection site, with no limit on the number of participating attendees at each site.

• Recent Developments at the OFCCP: We'll look at the OFCCP's enforcement mindset and record, address the new OFCCP leadership and probable huge increase in funding, analyze what Ricci v. DeStefano really means for federal contractors (you did hear that New Haven has just been sued by African-American employees over use of the infamous thrown-out promotional test, right?), assess what effect the new administration's union-policies have on federal contractors, and discuss why the OFCCP's reach may be growing.
• The OFCCP's and DOL's (and the EEOC's while we're at it) Increased Emphasis on Disability Issues: What they've published and what we've observed in audits; if you haven't heard, someone woke the sleeping giant ADA.
• High-Level Audit Issues: We'll discuss strategies for developing the initial audit response, analyze compensation data responses (and how the OFCCP is now assessing your compensation data), share strategies for preparing for an on-site audit, and discuss what happens after the on-site ends.

This program has been approved for 1.5 hours of (General) recertification credit toward PHR, SPHR and GPHR recertification. Each attendee will receive comprehensive written materials.

Cost: $90 per connection site, with no limit on the number of participating attendees at each site.