Instructor Profile

Are you confident your organization is in full compliance with Federal immigration laws, or are you at risk of being assessed costly fines, or worse, for potential violations?

In an effort to control illegal immigration, in 1986 Congress passed the Immigration Reform and Control Act (IRCA).  The IRCA was enacted to legalize approximately three million undocumented immigrants, while at the same time, attempting to deter future undocumented immigration.  In order to be in compliance with IRCA’s directives, all U.S. employers must complete a Form I-9 for each employee hired after November 6, 1986.

It is a violation of Federal immigration law for any employer to knowingly hire employees who are not authorized to work in the United States.  The Federal Form I-9: Employment Eligibility Verification, is used by employers as a record of their basis for determining an employee’s eligibility to work in the U.S.  The form is maintained by the employer and made available upon request for inspection by officials of the Department of Homeland Security, The Department of Labor, and the Office of Special Counsel for Immigration-Related Unfair Employment Practices.  

One methodology used to increase an organization’s productivity and profitability is to link performance pay with the organization’s goals. When instituting a pay-for-performance system, companies focus on translating organizational goals into performance measures at every level of the organization, from senior leaders down.

Organizations spend an enormous amount of time, energy, and resources each year to set their organizational goals. To attain those goals, a company relies on its greatest asset: its employees. Employees who feel recognized demonstrate a stronger desire to help the company grow and succeed. Therefore, having them pay for a performance system incorporated into your organizational structure could leverage employee engagement and enhance overall organizational performance.

Behavioral issues and conflict in the workplace are inevitable.  Whenever you have diverse groups of people working together on a daily basis, conflict will arise. Each employee brings to the workplace a unique set of attitudes, ideals and beliefs that may differ from that of their coworkers. In addition to behavioral issues and conflict, the issue of workplace incivility and the negative impact it has on your organization’s culture is monumental. Unresolved behavioral issues, conflict and incivility often results in loss of revenue, productivity, the stifling of creativity, and the creation of barriers to cooperation and collaboration.

Your employees have the right to a safe, non-threatening work environment. Their productivity and morale can be seriously affected not only by instances of workplace bullying and harassment, but also by their leader's response to these problems. Therefore, it is imperative that organizations have strategies in place in order for managers and supervisors to recognize the signs of toxic and/or illegal behavior among employees, and take action to restore a healthy work culture.

Punishment of a harassment & Bullying charge also varies depending on the severity of the claim, leading to imprisonment up to 10 years in state prison and a $20,000 fine. For instance, in September 2022, an IHOP franchisee had to pay $125,000 to settle an Equal Employment Opportunity Commission (EEOC) sexual harassment lawsuit.

While no employer wants to be accused of harassment & bullying, all employers need to be armed with the knowledge of how to proceed should they find themselves in the position not having to defend themselves against a harassment and bullying charge. Employers must ensure they are properly prepared at the outset of an investigation to conduct effective and legally-compliant investigations into the harassment and bullying.

This webinar will lay the groundwork for conducting effective and legally-compliant investigations of harassment and bullying investigations. Participants will gain insight into rules to follow when conducting investigations, preventive strategies employers can put in place to avoid allegations in the future, and much more!

The Fair Labor Standards Act (FLSA), commonly referred to as the Wage and Hour Act, was passed in 1938 and since then has been amended many times. The major provisions of the FLSA are concerned with minimum wage rates and overtime payments, child labor, and equal rights. The US Department of Labor, Wage & Hour Division, oversees federal labor laws.

Additionally, State DOLs administer state labor laws. Failure to comply with Wage & Hour laws may result in the employer paying the employee back wages, damages, penalties, attorney fees and court costs, plus the prospect of civil and criminal penalties from federal and/or state governments. Therefore, Wage & Hour compliance is of the utmost importance.