Audio and Video Devices on Campus: A Legal Analysis

“Rules and Risks when Recording in and out of the Classroom”

From a student recording a class on a cell phone to the use of a broad network of security cameras on school grounds, the increasing use of audio/video recording and surveillance in today’s schools raises a variety of legal issues. School administrators need to have a comprehensive understanding of the laws that apply in a variety of different contexts in order to develop legally-defensive policies and procedures involving the use of audio/video technology.

In this webinar expert speaker Erin D. Gilsbach, will provides a comprehensive analysis of the applicable laws as well as best practice tips for avoiding liability and this webinar will address such topics as: federal and state wiretap laws and their applicability to recording on campus; legal obligations of schools.

Session Highlights: 

• What legal obligations do schools have under the ADA and Section 504 to accommodate students with disabilities by permitting audio/visual recording?
  
• Do students have a right, under FERPA, to view security surveillance videos?
  
• What legal rights do students have regarding the use of audio/video recording on campus?
  
• Can an instructor refuse to permit audio/video recording in a classroom if school policy permits it?
  
• Do state and/or federal wiretap laws apply to student on-campus recording?
  
• Who “owns” the rights to a classroom lecture?
  
• Can schools prohibit students from publishing on-campus recordings on the internet
  

Why You Should Attend: 

This webinar will discuss what legal obligations do schools have under the ADA and Section 504 to accommodate students with disabilities by permitting audio/visual recording and also know the legal rights do students have regarding the use of audio/video recording on campus. The presenter will illustrate who “own” the rights to a classroom lecture.

Who Should Attend: 

• Campus Administrators
  
• Student
  
• Residence Coordinators
  
• Faculty Advisors
  
• Policy makers
  
• Key decision makers
  
• Campus Stakeholders
  

Ask your question directly from our expert during the Q&A session following the live event.

Resource Page At https://www.edupliance.com/webinar/audio-and-video-devices-on-campus-a-legal-analysis

High Qualities of Effective Recruiters

In today’s time, recruiting a high-quality candidate, who meet business demands, is a tough job for the recruiter. The main problem of recruiters is their inadequacy to on-board the candidate, the hiring manager wanted. There is intense competition in the market for good candidates and its very important for the hiring manager to know this and to act on it. We are seeing a candidate driven market for skill sets and the best candidates always have choices.

In case, if a recruiter is facing challenges closing a candidate, they should let the hiring manager know early on. Recruiters usually asses a candidate’s qualification only, rather than their willingness and seriousness to work, which generally, leads to rejection. So, it is better to ensure that the candidate prefers the position offered by the company throughout the recruitment process.

1. Good communication

For a Recruiter it is important to be a great listener and converser. Only if you listen carefully and thoroughly to both, the job seeker and the client, will you be able to understand what their needs are. The task of recruiting will be much simpler if  you know what the client and job seeker are looking for, to find the perfect match. This will allow you to make better decisions and find the perfect match over and over again.

2. Review the organisational structure

Try to have a bird’s eye view of the organization. Map out who is who, and what they do. Since you conducted the evaluation/analysis, this will provide a better understanding of why they are there and what they are supposed to do. You will also understand and question the new unique requirements. Are they really needed for the organization at this time?

3. Recruit high quality employees and Decrease new hire failure rate

Recruiting the right candidate is one of the most important parts of the recruitment process. Hiring the right professionalas per the job specification can help in employee engagement to a great extent. With proper processes in place and specific objectives, this goal can help the organization to achieve its mission. Now, placing a candidate isn’t the end of the process. The recruiter should see if the candidate is a good fit for their company, and to make sure that they like their new job.

The other goal should be to decrease the new hire failure rate. For example, let’s say the recruiter had five placements who left a company relatively fast. Then their goal should be to decrease that number so that more employees stay on with the firm. Achieving this goal might mean spending extra time making sure a candidate will be a good fit for the firm before passing on their resumes.

4. Detailed job description

Job description is an informational documentation of the duties, tasks, responsibilities and working conditions related to the job listing in the firm.  It basically gives all the details which might be good for both the company and the applicant so that both parties are on the same page regarding the job offer. Take some time to evaluate the current vacancies or all the positions in your organisation. This will give you an idea of what makes a job unique in its requirements An effective job description might have information like:

What the new hire is going to be responsible for

What the new hire is going to teach to their co-workers

What the new hire is going to learn in the organization

What the new hire is going to improve the organization

5. Reasons for job change

Some of the most common and easiest to explain, reasons for leaving a job are ambition to take on more responsibility and grow in a career, or to take on less responsibility or even a career change. But the weakest motivation for changing jobs is money. It is important to know what the candidate hopes to accomplish with the job change. Top recruiters should question the candidate on why they are making a switch. This wise question’s answer is the key and it will help you know everything about the candidate.

6. Sourcing Candidates 

In todays time, sourcing cannot be limited to only recruitment portals. One has to move forward with time and technology and embrace the opportunity. Highly effective collaborative social media platforms such as LinkedIn can be the best fit for recruiting the right talent. One can find the candidate’s professional experience, achievements and recommendations by peers followed by endorsement matching the skill set. This provides a clear view on the candidates current and past accomplishment. This professional networking not only helps the recruiter to bring the right talent on-board but also acts as a broadcast tool for exchanging ideas and future goals.

Visit At https://www.edupliance.com/

New Legislation and Court Cases in Employee Payments

“Paying employees from the time they are hired to the date of termination”

Paying employees in compliance with federal and state wage and hour laws doesn’t just happen. It takes knowledge, planning and careful execution. It starts the day the employee is hired by determining if there are any notices concerning payday that must be furnished or personal notices that the employee must receive concerning their pay amount and deductions and finishes when the final check is cut and deciding whether or not vacation pay must be included.

In this webinar expert speaker Vicki M. Lambert will discuss from new legislation and court cases its whether or not vacation pay must be paid out when an employee terminates. Speaker will explain company’s policy or do we need a new policy for all employees or just ones in certain states. These and many more topics will be discussed in this webinar.

Session Highlights: 

• Required payroll notices for new hires
• The frequency of wage payments
• Paystub regulations
• The lag time between closing the payroll and distributing the check
• Pay date rules
• Payment methods permitted by state including cash, check, direct deposit and payroll cards
• Tracking hours worked under the DOL and the state
• Paying terminated employees
• Vacation pay upon termination 
  

Why You Should Attend: 

In this webinar attendees will focus on the rules and regulations for paying employees from the time they are hired to the date of termination. Covers such items as how often an employee must be paid to the methods that may be used in the different states. Speaker will Include how and when to pay terminated employees.

Who Should Attend: 

• Payroll Professionals
• Human Resources
• Accounting Personnel
• Business Owners
• Lawmakers
• Attorneys, or any individual or entity that must deal with the complexities and technicalities of ensuring compliance with the payroll process

Ask your question directly from our expert during the Q&A session following the live event. 

The Role of Student Handbooks and Codes of Conduct in Education Risk Management

“Learn the Importance of the Material a School Utilizes in it Student Handbook”

In the past, handbooks aimed at students in colleges and universities have contained basic information regarding topics such as academic standing, student discipline, housing rules and campus directories. However, evolving and advancing technology has forced both students and institutions to include much more information for the protections of both groups. This webinar will allow students, administrators and faculty to understand the changes in policies and what needs to be included in today’s (and tomorrow’s) student handbooks.

In this webinar expert speaker Kent Seaver, will discuss how student handbook can work in many different ways: informative piece, reference device, and legal shield. The overall safety of your campus is not only important, but how that is achieved and perceived can be the difference between success and failure. Knowing these roles is important to all stake holders in colleges and is just reason you should attend

Session Highlights:

• Understand the role of academics in handbook policy
• Discuss student discipline policies in depth, including Title IX
• Delve into the impact of residential and Greek life as they relate to Risk Management
• Learn and analyze the impact of student organizations and activities
• Discuss Best Practices to prepare employees, students and parents for college life

Why You Should Attend:

In this webinar attendees will learn the importance of the material a school utilizes in it student handbook. The importance of Risk Management has never been more important, and polices such as discipline, housing, student organizations, and Title IX play a much larger role in institutional life than ever before. Every institution in the nations needs a set of guidelines that allows faculty, staff and students to have unfretted access to an instructions educational resources.

Who Should Attend:

• Campus Stakeholders
• Campus Administrators
• Student
• Residence Coordinators
• Faculty Advisors

Ask your question directly from our expert during the Q&A session following the live event.

Importance of Quality Work Culture in Food & Pharmaceuticals Manufacturing

Good manufacturing practices, developed in the past 20 years, have introduced new hygienic rules that limit contamination by pathogenic and spoilage bacteria. Consumers are more aware of the quality and storage of meat and of the safety measures taken during its preparation. However, several criteria other than eating quality play an important role in meat acceptability, e.g., price of meat, attitudes and knowledge of consumers towards meat, and convenience in preparing meat.

Good manufacturing practices, developed in the past 20 years, have introduced new hygienic rules that limit contamination by pathogenic and spoilage bacteria. Consumers are more aware of the quality and storage of meat and of the safety measures taken during its preparation. However, several criteria other than eating quality play an important role in meat acceptability, e.g., price of meat, attitudes and knowledge of consumers towards meat, and convenience in preparing meat. “It’s difficult to find anyone who says food safety is not important, but people don’t always realize that when you do good for food safety, you do good for the business,“ Jorge Hernandez is the chief food safety and compliance officer for Wholesome International said. … “A strong food safety program and discipline provide benefits that go well beyond food safety”

These are the key factor of Food Safety Standards:

I. Food Safety is Good for Business

II. Impact on Businesses & Study

III. Hazard Analysis & Critical Control Point

IV. GMP In Food Industry

Food Safety Is Good For Business: For food safety professionals, the first order of the job is to think about the safety and quality of the product. But, said US Foods Senior Vice President of Food Safety and Quality Jorge Hernandez, “Food safety, and the systems that provide for an infrastructure of safe food products, is often seen more as a cost of doing business rather than a source of positive impact to the business.

Impact on Business & Study:  These requirements impact business sector like food processors in every country as consumers are demanding better safety and quality.

Hazard Analysis & Critical Control Point: HACCP is used at all stages of food production, from raw material production, procurement and handling, to manufacturing, distribution and consumption of the finished product.

GMP in Food Industry: GMPs describe the methods, equipment, facilities, and controls for producing processed food to produce high quality and safe products and are generally specified in regulations.

Pharmaceutical Manufacturing Companies

To monitor compliance of pharmaceutical companies with cGMP regulations, the FDA routinely performs facility inspections and reviews publically generated product reports. Companies not in compliance with cGMPs are issued a warning and may become subject to regulatory actions. Although the FDA cannot force a company to recall a drug when compliance is not met, violations can be legally addressed and a court order can be granted allowing the seizure and disposal of drugs. However, patient health is still at risk when these pharmaceutical products are not immediately removed from the market.

Conclusion: In response to these outbreaks, both the enforcement of and the quality control regulations that pharmaceutical companies currently operate under must be scrutinized and updated. In contrast, compounding pharmaceutical companies are minimally regulated, do not require drug approval, and are not legally required to report the production of an adulterated parenteral drug. Additionally, many of these compounding companies regularly operate outside the boundaries of the FDCA by functioning inappropriately as a drug manufacturer.

Navigating through Conflicting Laws Regarding Marijuana Use

Clearing the Air: Marijuana in the Workplace– How to navigate the “legalization” of marijuana and other issues of drug use and drug testing.

With the probability medical marijuana may be more frequently prescribed for many recognized disabilities, employers may want to dust off their policies around drug use and impairment in the workplace. This webinar will help you to understand that what circumstances an employer may discipline an employee that appears impaired, even if the impairment is because of medical marijuana for a verified disability.

In this webinar expert speaker Jennifer Raphael Komsky, will help you how to manage a positive drug test with no known indicators of impairment and issues of drug use and other testing. Will also discuss the current status of state laws legalizing marijuana in conflict with federal laws criminalizing. Provide background checks for drug convictions that are no longer illegal- When can they be conducted? What information can be obtained? What information must be provided to the applicant about the process?

Session Highlights: 

• Learn to navigate the landscape of conflicting laws about marijuana and other substances
• Acquire knowledge about when and how an employer may take action against an employee suspected of using marijuana either for recreational or medical use
• Obtain knowledge about when and how to legally conduct drug screenings/testing
• Learn how to avoid disability discrimination claims when an employee has a medical marijuana card
• What drug and alcohol policies should be in place to ensure compliance with state and federal laws?

Why You Should Attend: 

This presentation will provide guidance in coordinating the recent legalization of recreational and medical marijuana in California and other states and jurisdictions with the need to keep the workplace drug free. Being proactive and knowledgeable about the limits imposed by law on both individuals and employers will alleviate many employment problems for the duration of the employment relationship. This program is essential for anyone tasked with the recruitment, hiring or managing of employees.

Who Should Attend: 

• Business owners
• Managers And Supervisors
• HR Generalists
• Administrative Assistants
• HR Payroll Staff

Ask your question directly from our expert during the Q&A session following the live event.

EEO-1 Reporting and Compliance 2018

The deadline for filing your EEO-1 report is right around the corner! It is vitally important that you prepare this form correctly as the Equal Employment Opportunity Commission and the Office of Federal Contract Compliance Programs uses your information to determine whether your company should be audited. Inaccurate information could also suggest willfulness in not being honest which can lead to penalties or criminal charges. While the document may seem “just a piece of paper,” classifying your employees correctly can be a difficult task. Gathering the information you need can also be difficult.

In this webinar expert speaker Susan Desmond will help you to explain the significant changes the EEOC recently made to the EEO-1 survey, its impact on businesses, and what you can do now to prepare.This webinar will walk you through step by step of what you need to do to ensure compliance.

Session Highlights:

Who has to file an EEO-1 report

What has to be filed

Obtaining the race and gender information you need

Single establishment vs. multi-establishment employers

How the OFCCP and the EEOC will use this information

Affirmative action as it relates to veterans and the disabled

The financial risk created by the new reporting obligations and how to minimize them

How to determine your job groupings

What the government does with your EEO-1 report

Why You Should Attend:

You will learn about the most recent information available regarding annual government EEO-1 reporting for 2018 Get clarity on the new EEO-1 reporting requirements and ensure accurate, timely filing. You will be provided resources and best practices in migrating from current EEO-1 requirements to the new EEO-1Form and additional requirements

Who Should Attend:

Human Resources Managers

Compensation Specialists

Chief Financial Officers

Business Owners

In-house Counsel

Affirmative Action/EEO officers

Ask your question directly from our expert during the Q&A session following the live event.

Visit At https://www.edupliance.com/webinar/eeo-1-reporting-and-compliance-2018

Form I-9 & E-Verify Update 2018

With the new form I-9 that was released on 11/14/2016 and then another one in July of 2017 there is a lot of confusion on what form to use and how the changes impact employers. We also have additional options of going electronic with the Form I-9 and options to validate employees electronically. This webinar will review all of your electronic options when it comes to the Form I-9 and how you company can best become more electronic. The Trump administration is cracking down on I-9 compliance are you ready for an audit.

In this webinar expert speaker Dayna J Reum, will provide a comprehensive overview of the employment eligibility statues and Form I-9 requirements. The webinar is essential for all company representatives who are involved in hiring and employment verification.

Session Highlights: 

Understand the recent updates to the Form I-9

Understanding the new I-9 requirements for individuals working in the US on temporary work visas.

Review section by section of the form

Review what the requirements are to keep form I-9 electronic

How to avoid mistakes in the I-9 process from document abuse to discrimination

How to handle Audits in regards to the I-9

Review of April 2018 E-verify system updates

Why You Should Attend: 

This webinar will give you the tools to make sure that you are compliant in all areas of the form I-9. Employers and staff will benefit from this webinar and help reduce legal costs from not properly handling an I-9. Webinar will get you ready to know all the details of the new form along with how to properly complete it.

Who Should Attend: 

HR Professionals

Payroll Professionals

Managers that complete a form I-9 for new hires

Benefits & Compensation

Ask your question directly from our expert during the Q&A session following the live event.

Visit At https://www.edupliance.com/webinar/form-i-9-e-verify-update-2018

Tax Levies and Creditor Garnishments: What Payroll Must Know to Stay In Compliance for 2018

Tax levies and creditor garnishments can be some of the most complex tasks required of any payroll department. If garnishments are not handled correctly, you may find yourself facing situations that become extremely costly both financially and emotionally. Courts, federal and state regulations, bureaucracies, lawyers and a multitude of other factors can complicate even the most basic procedures. Add in the emotional turmoil that often accompanies garnishment orders and even small errors can become major disasters.

In this webinar expert speaker Vicki M. Lambert will covers the complexity in the handling and compliance with tax levies and creditor garnishments by the payroll department. Discuss the Priorities between conflicting entities as well as federal and state compliance requirements are highlighted, and provide tips for reducing processing time and costs.

Session Highlights: 

How to define the various types of tax levies and creditor garnishments

The federal requirements a payroll department must know on each type of garnishment

How state requirements affect garnishments

How to handle terminated employees in regard to garnishments

How to determine the withholding under a federal tax levy

Deducting the proper amounts for student loans and creditor garnishments

What rules are followed when it comes to state tax levies—and it may not be the CCPA

Best practices for communicating with employees and issuing parties

How to calculate the withholding and prioritize the order of distribution when an employee has more than one type of garnishment

What to do with “payday loans” or what are known as voluntary wage assignments for creditors

Best practices for processing garnishments in the payroll department

Why You Should Attend: 

This webinar will concentrate on processing garnishment in the payroll department other than child support. It covers the federal rules for creditor garnishments, the IRS rules for federal tax levies, the various aspects of state tax levies, the key points for processing state creditor garnishments, how to handle voluntary wage assignments such as payday loans and student loans. It includes best practices for reconciling and processing the garnishments in the payroll department. Sample memos for communicating with the employee concerning garnishments are included. Step by step math calculations are reviewed for tax levies and creditor garnishments. The IRS Form 668-W is reviewed.

Who Should Attend: 

Payroll Professionals

Human Resources

Accounting Personnel

Business Owners

Lawmakers

Attorneys, or any individual or entity that must deal with the complexities and technicalities within the payroll process

Ask your question directly from our expert during the Q&A session following the live event.

Marijuana Laws Update: California and Other States

Clearing the Air: Marijuana in the Workplace- How to navigate the “legalization” of marijuana and other issues of drug use and drug testing.

With the probability medical marijuana may be more frequently prescribed for many recognized disabilities, employers may want to dust off their policies around drug use and impairment in the workplace. This webinar will help you to understand that what circumstances an employer may discipline an employee that appears impaired, even if the impairment is because of medical marijuana for a verified disability.

In this webinar expert speaker Jennifer Raphael Komsky, will help you how to manage a positive drug test with no known indicators of impairment and issues of drug use and other testing. Will also discuss the current status of state laws legalizing marijuana in conflict with federal laws criminalizing. Provide background checks for drug convictions that are no longer illegal- When can they be conducted? What information can be obtained? What information must be provided to the applicant about the process?

Session Highlights:

Learn to navigate the landscape of conflicting laws about marijuana and other substances

Acquire knowledge about when and how an employer may take action against an employee suspected of using marijuana either for recreational or medical use

Obtain knowledge about when and how to legally conduct drug screenings/testing

Learn how to avoid disability discrimination claims when an employee has a medical marijuana card

What drug and alcohol policies should be in place to ensure compliance with state and federal laws?

Why You Should Attend:

This presentation will provide guidance in coordinating the recent legalization of recreational and medical marijuana in California and other states and jurisdictions with the need to keep the workplace drug free. Being proactive and knowledgeable about the limits imposed by law on both individuals and employers will alleviate many employment problems for the duration of the employment relationship. This program is essential for anyone tasked with the recruitment, hiring or managing of employees.

Who Should Attend:

Business owners

Managers And Supervisors

HR Generalists

Administrative Assistants

HR Payroll Staff

Ask your question directly from our expert during the Q&A session following the live event.