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DTSTART;TZID=Europe/London:20220615T080000
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DTSTAMP:20240328T095141
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LAST-MODIFIED:20220619T211154Z
UID:10000691-1655280000-1655312400@engageforsuccess.org
SUMMARY:Implementing an Effective Succession Planning Program
DESCRIPTION:Fortune 500 companies and small family businesses alike share a business need – insuring that they have the talent necessary to effectively lead their organizations in the future. One of the most significant contributions a leader can make is insuring his/her business’ continuity and sustainability – by having employees who are willing and capable of filling each key position with a plan for doing so when the need arises. \nSuccession Planning is a: \n\nThe deliberate\, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed in the future\nA strategic approach for avoiding an undersupply of talent\, enhancing the organization’s current talent pool\, and meeting its future needs\n\nNot having a Succession Plan can be costly and sometimes disastrous; it’s expensive to recruit\, interview\, select\, onboard and train a new leader and significant opportunity costs are incurred when a key job is not being performed. \n\nWHY SHOULD YOU ATTEND?\nThe primary objectives for and deliverables from a Succession Planning program are to: \n\nSustain the business through a deliberate and systematic effort to anticipate and ensure\nleadership continuity in key positions\nRetain and develop the organization’s high potential [HiPos]\n\nEncourage individual development by: \n\nIdentifying career paths\nConducting formal performance appraisals\nProviding daily coaching\nCreating Individualized Development Plans [IDPs]\n\nDuring Succession Planning Programs: \n\nAt the macro level the organization is proactively determining:\nThe talent needed in the future\nThe talent it has now\nWhere there are talent gaps\nThe initiatives necessary to close those gaps\nAt the micro-level\, the organization is addressing – for each of its key positions – questions such as:\nWhat the organization would do if it had to fill the position tomorrow\nWhether there is\, at least\, one successor who could immediately perform the duties of the position\nIf there is no successor ready now\, what will need to be done to enable the best internal candidate to be ready and when can he/she be ready can the organization afford to wait\, or would it be better to recruit a successor\, etc\n\nExperience has found the following two processes to be very effective in enabling organizations to have the talent they need\, when it’s needed: \n#1 Performance Management and/or 360 Feedback Processes – through which the\nthe organization is able to: \n\nEvaluate its employee’s current performance – based on documented\, objective performance and achievements\nAssess its employee’s advancement potential\nDetermine its employee’s current readiness for advancement\nObtain from its employees self-appraisals identifying their developmental needs and preferred career plans\nMeet its bench strength needs by initiating Individual Development Plans and experiences – at least\, for its A Players and/or High Potentials – such as:\n\nSpecial or stretch projects\nAssignments in other depts./job rotations\nTry-out/popcorn stand slots\nMentors\nFormal training and development initiatives\nFast track programs with exposure to other functions\nIntense coaching\, etc. \n\nTrack their A Players and High Potentials performance and advancement potential\nAgainst a Performance-Potential Grid\n\nTalent Review Meetings – during which the executive team in a disciplined fashion: \n\nAsks each leader to report on the status of the Individual Development Plans for each of their A Players and High Potentials\nEnsure that each A Player and High Potential is receiving regular coaching and is actively involved in opportunities that will help retain them while accelerating their development\nDrives the organization past business as usual by insuring that its future needs for human capital are identified and will be satisfied when the time arrives – as it will\n\nSuccession Planning initiatives also increase the levels of engagement and performance of your A-Players and High Potentials – the talent your organization will most need in the future. \n\nAREA COVERED\nSuccession Plan Defined \n\nA deliberate\, systematic process of anticipating the need for talent and ensuring that the necessary employee competencies and experience are available when needed\nA strategic approach for avoiding an undersupply of talent\, enhancing the organization’s current talent pool\, and meeting the organization’s future needs\n\nObjectives and Benefits of Succession Planning \n\nSustain the business through a systematic effort to ensure leadership continuity in key positions\nAttract\, retain & develop high potentials [HiPos]\n\nEncourage HiPos development by: \n\nIdentifying career paths\nConducting performance appraisals\nProviding daily coaching\nCreating Individualized Development Plans [IDPs]\nHolding Talent Review meetings\n\nTools and Processes Commonly Utilized for Developing and Implementing \n\nSelf-appraisals and career goals\nPerformance appraisals\, 360 feedback\, and ratings\nAssessment instruments\nGE grid\nIndividual development plans [IDPs]\nHiPo talent development interventions\nTalent review meetings\n\nWhat an Organization\, its Leaders\, and the Program Participants Need to Do To Achieve an Effective Plan\nWhat an organization needs to do: \n\nSupply funding/budget\nEstablish a clear vision and guidance for the program\nDevelop a formal\, written program\nAnnounce the objectives of the program to all employees\nEnsure that all leaders and managers support the program\n\nWhat the leaders need to do: \n\nHave job descriptions developed for their teams\nConduct effective\, formal performance appraisals\nIdentify employee developmental areas\nShare their knowledge and experience\nInvolve employees in more of the leader’s responsibilities\nFacilitate the completion of IDPs for all Hi Pos\n\nWhat the program participants need to do: \n\nConduct self-appraisals\nIdentify their desired career paths\nLearn as much as they can about potential future assignments\nPerform to their capabilities\nComplete their IDPs\nDevelop the employees reporting to them – so they have successors\n\nPotential Measures of the Program’s Success \n\nWhether there is\, at least\, one successor for each key position\nHaving developmental goals and IDPs established for each successor\nDetermining how much of their manager’s job the successors can perform\nDetermining whether successors can perform their manager’s jobs when they are\nunavailable and evaluating their performance during those time\n\n\nWHO WILL BENEFIT?\n\nHR Professionals New to the Field – seeking a comprehensive view of the subject with multiple application initiatives\nExperienced HR Professionals – seeking a refresher\nLeaders and Managers – interested in understanding both how a Succession Plan benefits an organization and how to implement one\n\n\n\n\n\n\nSPEAKER PROFILE\n \n\nPete Tosh is the Founder of The Focus Group\, a management consulting and training firm that assists organizations in sustaining profitable growth through four core disciplines: \n\nImplementing Strategic HR Initiatives: Executive Search\, Conducting HR Department Audits\, Enhancing Recruiting\, Interviewing & Selection Processes\, Installing Performance Management Programs\, Conducting Training Needs Assessments\, Installing HR Metrics\, etc\nMaximizing Leadership Effectiveness: Facilitating Team Building Initiatives\, Designing and Facilitating 360 Performance Assessments\, Executive Coaching\, Measuring and Enhancing Employee Engagement and Performance\, etc\nStrategic Planning: Facilitating Strategic Planning Events\, Establishing Succession Plans\, Installing Business Performance Metrics\, etc\nEnhancing Customer Loyalty: Conducting Customer Satisfaction Surveys\, Facilitating Customer Advisory Councils\, Developing Standards of Performance and Scripts for Key Customer TouchPoints\, etc.\n\nThe Focus Group has provided these consulting and training services to manufacturing and service organizations across the U.S.\, Canada\, Europe\, and the Middle East. Pete has worked closely with the leadership teams of organizations such as Exxon\, Brinks\, EMC\, State Farm\, Marriott\, N.C.I. YKK and Freddie Mac to: \n\nAlign corporate organizational structures with their strategic initiatives — while ensuring value creation for their customer bases\nAscertain customers’ primary needs and perceptions of organizations’ performance relative to that of their competitors\nDevelop and implement customer loyalty enhancement processes — based on specific customer feedback — that delivered sustainable advantages in the marketplace\nImplement performance management programs\, executive coaching\, compensation systems\, and other HR processes to strategically direct and reward desired employee behavior\n\nPrior to founding his own firm 25 years ago\, Pete had 15 years of experience — at the plant\, divisional and corporate levels — in Human Resource and Quality functions. Pete held leadership positions — including the V.P. of Human Resources and Quality — with Allied Signal\, Imperial Chemical Industries\, Reynolds Metals\, Charter Medical\, and Access Integrated Networks. \nPete also frequently develops and facilitates a variety of leadership development programs including Strategic Planning\, Moving from an Operational Manager to a Strategic Leader\, Strategic HR Management\, The Fundamentals of Human Resource Management\, Recruiting\, Interviewing & Selection\, and Employment Law\, and Utilizing HR Metrics. Employees from over 3\,000 organizations have benefited from Pete’s experience and perspective. Pete is a co-author of Leading Your Organization to the Next Level: The Core Disciplines of Sustained Profitable Growth. \nPete holds a B.A. degree in Psychology from Emory and Henry College and Masters’s degree in both Business Administration and Industrial Psychology from Virginia Commonwealth University. \n\nMore Info – https://bit.ly/3Hqe8gm
URL:https://engageforsuccess.org/event/implementing-an-effective-succession-planning-program/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/4.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220615T123000
DTEND;TZID=Europe/London:20220615T133000
DTSTAMP:20240328T095141
CREATED:20220608T142653Z
LAST-MODIFIED:20220608T142653Z
UID:10000685-1655296200-1655299800@engageforsuccess.org
SUMMARY:How to Gain Commitment to Culture Change
DESCRIPTION:Join Fiona Anderson to understand the importance and impact of Company Culture and how to gain commitment from executives to Culture Change \n\n\n\n\n\nAre you experiencing: \n\nAn increase in staff turnover – the great resignation?\nAn increase in customer complaints?\nAn increase in the challenges and cost of recruitment – the war for talent?\n\nThese are just some of the signals that indicate there is something wrong. \nHow many Executives would consider their company culture as a root cause and worthy of attention? \nExecutives rarely appreciate the strategic imperative and bottom line benefits to be gained from a focus on company culture. Whilst they concentrate on process\, technology and head count to manage costs\, they ignore the invisible. They ignore their company culture. \nIn this session join TCD coach Fiona Anderson to explore how to grab the attention of your Executive Team: \n\nYou make the invisible\, visible.\nYou provide data that grabs their attention.\nYou help them to identify the cost of culture in your company.\nYou demonstrate how they can Grow their own Culture with the resources they already have and achieve an ROI.\n\nFiona will share some case studies and you will have the opportunity to ask questions and seek clarification.
URL:https://engageforsuccess.org/event/how-to-gain-commitment-to-culture-change/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/15.06.png
ORGANIZER;CN="Fiona Anderson":MAILTO:fiona.anderson@valuingyou.co.uk
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220615T130000
DTEND;TZID=Europe/London:20220615T133000
DTSTAMP:20240328T095141
CREATED:20220525T132453Z
LAST-MODIFIED:20220525T132453Z
UID:10000490-1655298000-1655299800@engageforsuccess.org
SUMMARY:Creating an Insanely Positive Workplace Culture
DESCRIPTION:Year after year\, companies like USAA\, Marriott Hotels and Wegmans Food Markets are consistently listed in Fortune Magazine’s 100 Best Companies To Work For. How do they do it? It’s more than free food at gourmet cafeterias and onsite gyms. It’s the management practices that inspire employees to contribute their very best. \nIn this webinar\, Larry shows how you can apply those principles for creating an insanely positive workplace culture for your own team. \nWhy Should You Attend \nResearch has shown that the average cost of replacing an employee is 150% of that employee’s salary. If you lose 10 employees per year that make $40\,000 each\, turnover is costing you $600\,000 per year. Ironically\, this is a cost that can be avoided. \nResearch also has shown that most employees that voluntarily leave their jobs do so to get away from their managers. Larry offers you tools to raise the odds your good people won’t want to leave you. \nObjectives of the Presentation \n» Lessons learned from USAA and other best places to work\n» How to motivate your team without money\n» How to become the manager everyone wants to work for\n» Lessons learned from the worst manager you ever had\n» The biggest killers of employee trust and how to avoid them\n» Creating a positive company culture \nAreas Covered in the Session\n» Lessons learned from Google and other best places to work\n» How to motivate your team without money\n» Creating a positive work culture and how to become the manager everyone wants to work for\n» Lessons learned from the worst manager you ever had\n» Getting bad apple employees back on the company bandwagon \nWho Will Benefit\n» Team leaders\n» Managers\n» Directors\n» Leaders – anyone who manages others.\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3lHtmn9\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/creating-an-insanely-positive-workplace-culture/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70089.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220616T130000
DTEND;TZID=Europe/London:20220616T133000
DTSTAMP:20240328T095141
CREATED:20220528T104125Z
LAST-MODIFIED:20220528T104125Z
UID:10000494-1655384400-1655386200@engageforsuccess.org
SUMMARY:No More Excuses! Unleash the Power of Accountable Communication
DESCRIPTION:In this interactive session attendees will learn how to unleash the power of accountable communication to stop the blame game\, banish excuses and boost productivity. A single\, powerful factor separates super-achieving teams from those that throw around phrases like ‘not my job’ and ‘nobody told me’: Accountability. Humans are more creative\, more responsive to challenges\, and more capable of serving the needs of others when they are held accountable. \nGreat supervisors have a unique talent for tapping into employees’ personal accountability. But teams with low levels of accountability are led by managers who are sloppy about defining roles\, assigning ownership of tasks and ensuring individuals deliver results. \nWhen managers haven’t mastered this fundamental leadership skill\, the consequences can be catastrophic. Projects stall\, communication breaks down\, people point fingers\, morale tanks. And when star employees realize they don’t work on a high-performing team\, they head for the door.\nWhy Should You Attend\nWhen communicating goes wrong\, from a misunderstanding that leads to a worksite mishap\, to a worker taking personal offense to an off-hand remark\, both individuals need to face how they contributed to the problem. While our human insecurities drive us into defensiveness and self-justification\, everyone involved in a communication problem bears some degree of responsibility. Attend the session to learn how to unleash the power of accountable communication & to boost productivity. \nObjectives of the Presentation\n» To improve teamwork and efficiency\n» To raise employee productivity\n» To diminish needless interpersonal conflict in the workplace \nAreas Covered in the Session\n» Recognize the symptoms of an accountability problem by learning what accountability does and doesn’t look and sound like\n» Shut down ‘blamestorming’ and identify the conditions that lead to this destructive behavior\n» Master the power of asking ‘accountable questions’\n» Diagnose and remove common barriers to accountability: ego\, fear\, perfectionism\n» Strike ‘non-accountable’ words and phrases from your vocabulary and replace them with ‘accountable’ words and phrases\n» Teach employees how to acknowledge mistakes and take responsibility without making excuses or sounding weak\n» Assume the important leadership role of ‘problem giver’ \nWho Will Benefit\n» Senior HR Professionals\n» HR Analysts\n» HR Managers and Directors\n» HR Personnel\n» Employee Relations Professionals\n» Directors\n» Vice Presidents\n» Auditors\n» Managers\n» Shift Leaders\n» CEOs\n» Supervisors\n» All Employees\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/39Q4kQ1\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/no-more-excuses-unleash-the-power-of-accountable-communication/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70076.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220617T130000
DTEND;TZID=Europe/London:20220617T133000
DTSTAMP:20240328T095141
CREATED:20220528T104125Z
LAST-MODIFIED:20220528T104125Z
UID:10000496-1655470800-1655472600@engageforsuccess.org
SUMMARY:Implementing a Succession Plan to Identify\, Develop & Retain Your High Potentials
DESCRIPTION:Fortune 500 & small organizations share the critical needs of: \n» Sustaining their businesses\n» Having the talent to effectively lead their organizations in the future \nSo\, leaders can make a significant contribution by: \n» Ensuring that their organization has the employees who are capable of filling each key position\n» And having a plan for doing so when the need arises \nA sound succession plan can turn today’s concerns into tomorrow’s readiness \nWhy Should You Attend \nLearn how to develop & implement a process that will allow you to: \n» Anticipate the need for & ensure that the appropriate talent is available when you need it\n» Enhance your current talent pool\n» Prepare for the future changes that will impact your key positions\n» Sustain your business by ensuring the continuity of talent in key positions \nEscalate the development of & retain your high potential [HiPos] through: \n» Career paths\n» Performance management & coaching\n» Individualized development plans [IDPs]\n» Talent review meetings \nAvoid the costs associated with: \n» Positions being vacant for extended periods\n» Recruiting\, on-boarding new hires\n» Replacement hiring mistakes \nNot having a succession plan can prove to be very costly & sometimes disastrous \nAreas Covered in the Session\n» Succession planning defined\n» The objectives of a succession plan\n» The benefits of a succession plan\n» Personal experience case study\n» Ten succession planning tools\n» Organizational responsibilities\n» Leadership team’s responsibilities\n» Program participants’ responsibilities\n» Measures of the success of a succession planning program. \nWho Will Benefit\n» CEO’s\n» Owners\n» Plant Managers\n» HR Professionals\n» Directors\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3LX4x0Z\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/implementing-a-succession-plan-to-identify-develop-retain-your-high-potentials/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70107.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220620T130000
DTEND;TZID=Europe/London:20220620T133000
DTSTAMP:20240328T095141
CREATED:20220528T104126Z
LAST-MODIFIED:20220528T104126Z
UID:10000498-1655730000-1655731800@engageforsuccess.org
SUMMARY:Leading Functional Work Teams - Overcoming Dysfunctions
DESCRIPTION:You know what it feels like to be on a great team. There’s trust\, collaboration\, caring\, and incredible energy. You want to go to work every day. On the other hand\, you also know what it feels like to be on a dysfunctional team. It’s exhausting. You feel like you’re swimming against an incoming tide all the time. \nOn some teams\, the failures are painfully obvious. On others\, they are nuanced and not easily identifiable. In either case\, you need to know the specific steps to transform a dysfunctional team into a high-functioning\, collaborative\, and supportive team. \nThat’s what this webinar will address. Learn how to diagnose the 5 primary reasons teams fail. Learn the corrective actions for each of those reasons. Learn the hierarchy – what has to come first to build a foundation. If a solid foundation is not in place\, nothing else you do will work. \nWhy Should You Attend \nYou’ll leave this webinar with a new perspective on what makes teams dysfunctional and the specific steps to take to begin to make them more functional. \nObjectives of the Presentation \nThis webinar is for you if: You’re frustrated and exhausted with some of the dysfunction on your team» The drivers of toxic behavior – why they do what they do\n» You lead\, manage\, or are on a team or workgroup\n» Want to be on a high-performing\, high functioning team\n» You want to have fun and feel fulfilled by working collaboratively with others on your team\n» You spend way too much time thinking about how to deal with gossip\, lack of accountability\, hidden agendas and destructive conflict\n» You want specific practical tips\, tools\, techniques\, tactics\, and strategies to effectively deal with the most difficult people in your life \nAreas Covered in the Session\n» The 5 critical factors in the failure of teams\n» A scorecard to diagnose a team’s health\n» Why focusing on productivity\, quality\, or customer service can be a problem if one indispensable factor is missing\n» How to eliminate unhealthy gossip\n» How to transform conflict from destructive to productive\n» Get every one of the team on the same page\n» A proven model to build team cohesion and accountability \nWho Will Benefit\n» HR Professionals\n» CEO\n» COO\n» People Managers\n» Leaders\n» Directors\n» Managers\n» Supervisors\n» Business Owners\n» Business Consultants\n» Department Managers\n» Senior Leaders\n» Staff at all Levels\n» All industries and sectors\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3NGClRg\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/leading-functional-work-teams-overcoming-dysfunctions-2/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70097.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220620T130000
DTEND;TZID=Europe/London:20220620T133000
DTSTAMP:20240328T095141
CREATED:20220608T142652Z
LAST-MODIFIED:20220608T142652Z
UID:10000686-1655730000-1655731800@engageforsuccess.org
SUMMARY:Conquer Toxic People - Learn To Protect Yourself And Get Your Sanity Back
DESCRIPTION:Having to deal with toxic people is overwhelming and frustrating. \nThe non-sensical conversations\, ad hominem attacks\, misrepresentations\, deception\, lack of taking responsibility for their actions\, defensiveness\, back-stabbing\, condescension\, and sarcasm are exhausting. \nYou’d like to just get the job done\, without feeling like you’re going into battle. You avoid them as much as possible\, find reasons for not working with them\, maybe even miss meetings they will be attending\, anything to not have to interact with them – but there’s no way around it\, sometimes you just have to work with them. \nToxic people can show up anywhere in your work or personal life – they can be customers\, vendors\, staff\, colleagues\, or managers. Toxic people have specific behaviors which require specific strategies for dealing with them – they are much different from the strategies and tactics for dealing with people who are merely difficult. \nLearning to distinguish the truly toxic from the difficult and having a range of tools and techniques readily available will give you a major advantage in getting desired outcomes. \nToxic people can also be very destructive to relationships – one of the first rules of dealing with toxic people is to learn to protect yourself. \nIn this engaging and practical webinar\, you will learn key strategies\, tactics\, and skills to protect your emotional and psychological well-being\, without acquiescing\, getting walked on\, controlled\, or dominated\, while also getting the job done\, efficiently and effectively. \nWhy Should You Attend \n“When someone shows you who they are\, believe them the first time” Maya Angelou Toxicity in the workplace acts like an infectious disease – it spreads and infiltrates teams and relationships\, Without the understanding\, skills and tools applied intentionally\, toxicity will continue to spread eventually impairing the organization and burning out the leaders and staff. \nIn some organizations\, toxicity has a seemingly intractable hold on the culture – it’s rampant. In other organizations\, it is more covert but no less debilitating to the organization and the people.\nPeople who would not normally exhibit toxic behavior begin reacting to the toxicity of others in ways that are negative and harmful to productivity and relationships. This is the beginning of a downward spiral. Toxicity feeding off toxicity. Good people will leave the team and organization. \nToxic behaviors won’t go away if they are ignored. They will fester. \nSpecific and intentional action is the only way to counter toxicity. There are skills and tactics that will work once the underlying behaviors are identified and understood. \nOnly by learning how to identify toxic behaviors and developing a specific plan to confront and incapacitate them\, will the workplace become safe and harmonious. \nObjectives of the Presentation \n» You work in a team or group environment\n» You interact with the public\n» You have a team or organizational leadership role\n» You want to have less stress and more control of interactions \nAreas Covered in the Session \n» The drivers of toxic behavior – why they do what they do\n» Specific tactics\, tips\, and tools for responding to toxic communications\n» How to stay centered and present when faced with toxicity\n» A key to relieving your own frustrating\n» How to get work done\, have effective communication\, and not let them control your life \nWho Will Benefit\n» All sectors and industries. All organizational levels\, from senior executives to frontline staff\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3m2Dya5\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/conquer-toxic-people-learn-to-protect-yourself-and-get-your-sanity-back/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/70121.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220620T173000
DTEND;TZID=Europe/London:20220620T180000
DTSTAMP:20240328T095141
CREATED:20220615T141418Z
LAST-MODIFIED:20220617T112450Z
UID:10000688-1655746200-1655748000@engageforsuccess.org
SUMMARY:Radio Show #446: Performance Management in 2022: Post Pandemic
DESCRIPTION:Special Guest: Roly Walter: Founder of Appraisd \nWe now know how to survive the pandemic\, the next part is about how to thrive with remote working and remote management. In this episode we talk to Roly about his vision for performance management and what it means today\, post-pandemic and in a world that seems entirely employee-centric yet with a possible recession around the corner. \nRoly launched Appraisd in 2012 and it has gone on to serve hundreds of organisations and tens of thousands of employees around the world with its unique performance management system that places an emphasis on cultural personalisation. Every customer that’s ever gone through Appraisd’s virtual doors has gone through a customisation service that ensures the organisation’s success metrics are baked into the design of the performance management process. Appraisd is also unusual in the HR tech space in not having been funded by VC or PE money yet achieving impressive growth\, thanks to this painstaking approach and customer loyalty. \nJoin us as we discuss how to thrive\, post-pandemic\, with remote working and management. \nListen Live (Archive Available) \nHost: Jo Moffatt
URL:https://engageforsuccess.org/event/radio-show-446-performance-management-in-2022-post-pandemic/
LOCATION:online\, United Kingdom
CATEGORIES:Radio Show
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/446-Roly-Walter-Current-Radio-Podcast-updated.png
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20220621
DTEND;VALUE=DATE:20220622
DTSTAMP:20240328T095141
CREATED:20220510T111520Z
LAST-MODIFIED:20220510T111520Z
UID:10000665-1655769600-1655855999@engageforsuccess.org
SUMMARY:24th Edition Financial Sector Compensation And Benefits
DESCRIPTION:This conference will show how firms are adapting to the increasingly dynamic and de-siloed teams in the wake of Covid-19 and changes in working practices. It will also demonstrate how leading financial institutions have already started to utilise HR data and people analytics\, as well as apply non-financial incentives to induce talented staff to join and stay in the face of stiff competition. These sessions will also bring to light how banks are linking performance with rewards promoting ESG goals and how they are managing the continued regulatory expectations in Europe. \nIf financial institutions can solve the challenges they face around hiring and retaining employees\, they will strengthen all areas of their business and make it much easier to meet their goals going forward. Adapting to new methods of working utilising HR analytics effectively\, and employing non-financial rewards will also set them up to increase their efficiency and employee motivation\, helping to improve their performance. \nKey Themes: \n\nAdapt Organisational Structures and Reward Policies to Reflect the New Normal and Remain Competitive\nAttracting and Retaining Talent in the Age of Attrition\nIntegrate ESG Principles and Diversity into Compensation and Benefits\nUtilise Metrics and Analytics to Drive your People Strategy\nMeet Continued Regulatory Demands Around Compensation
URL:https://engageforsuccess.org/event/24th-edition-financial-sector-compensation-and-benefits/
LOCATION:London
CATEGORIES:Conference
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/05/CM498-1200-×-623-px.jpg
ORGANIZER;CN="marcus evans":MAILTO:ayisp@marcusevanscy.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220622T120000
DTEND;TZID=Europe/London:20220622T140000
DTSTAMP:20240328T095141
CREATED:20220525T152031Z
LAST-MODIFIED:20220525T154142Z
UID:10000492-1655899200-1655906400@engageforsuccess.org
SUMMARY:Resilience and innovation in SMEs through employee engagement
DESCRIPTION:Engage for Success East Midlands Area Network are pleased to host an event led by Nottingham Business School to explore issues of employee engagement in SMEs. \nThe free online event is open to anyone interested in employee engagement in SMEs. The session will explore the challenges for SMEs\, consider the role of employee engagement in attracting and retaining employees\, and discuss the impact of the pandemic on SMEs. \nDuring the event\, experts from Nottingham Business School will talk about a fully funded opportunity for SMEs operating in the Nottinghamshire and Derbyshire area to receive tailored support to help them build resilience and develop innovation through employee engagement. \nThe event is being delivered by Nottingham Trent University as part of the Productivity through Innovation (PtI) project\, which is part-funded by the European Regional Development Fund (ERDF). \nFor ERDF compliance purposes your contact details will be shared with the PtI team to evidence attendance at the ‘Launch Event’. After the event\, you will receive an email with information about how you could receive free tailored support. No further emails will be sent and your contact details will be deleted after 30 days.
URL:https://engageforsuccess.org/event/resilience-and-innovation-in-smes-through-employee-engagement/
LOCATION:online\, United Kingdom
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/05/Launch-Event.jpg
ORGANIZER;CN="East Midlands Area Network":MAILTO:sarah.pass@ntu.ac.uk
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220622T130000
DTEND;TZID=America/New_York:20220622T140000
DTSTAMP:20240328T095141
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000689-1655902800-1655906400@engageforsuccess.org
SUMMARY:FMLA and ADA: Managing Leaves Does Not Need to be (that) Complicated
DESCRIPTION:OVERVIEW \nManaging leaves of absence under the major federal mandates can be confusing. Some employers with good intentions will administer both leaves by using the same forms\, overlapping the requirements\, and consolidating the processes.\nHowever\, the Family and Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA) need to be administered using their own separate guidelines. When taken one by one\, it’s clear that they are completely different in their own details and requirements and\, as a result\, must be managed carefully.\nIf you’re new to the field of leave management – whether you’re in Human Resources or not – or if your company is growing to the 50-employee mark\, it’s wise to educate yourself about the FMLA and ADA and familiarize yourself with the details\, especially with how they both are to be managed with COVID-19 requirements and safety protocols. \nWHY SHOULD YOU ATTEND?\nBy preparing yourself ahead of time\, you’ll know the requirements of both the FMLA and ADA beforehand as opposed to implementing a plan and delivering on a process as a specific situation comes up. By attending this training session\, you’ll have the information you need to build a process for your organization as well as build your own confidence in this area.\nThis course is especially helpful to the non-HR leader who manages employees and encounters requests for leaves of absence\, accommodation\, and time off for health reasons.\nThe topics of FMLA and ADA became more complicated as the pandemic became a part of our everyday lives. This session will help you to understand the requirements of both laws in light of leaves of absence and reasonable accommodations that may or not be COVID-19 related. \nLEARNING OBJECTIVES\n\nDefine the coverage\, details\, and requirements for employers and employees under the Family and Medical Leave Act (FMLA).\nDescribe the coverage\, details\, and obligations to employers under the Americans with Disabilities Act (ADA).\nSummarize the situations under which both laws could apply.\nEnumerate guidelines for employers to administer and manage employees using both and/or either type of laws.\nExplain five critical steps to administering FMLA.\nUnderstand employer obligations and watch-outs in this era of COVID-19 as they relate to FMLA and ADA.\n\nWHO WILL BENEFIT?\n\nHR professionals\, all levels\nLeaders\, Managers\, and Supervisors\nSmall- and medium-sized business owners\n\n\n\n\n\n\nSPEAKER PROFILE\nMelveen Stevenson is the CEO and founder of M.S. Elemental\, LLC\, a human resources and business advisory firm. As a certified HR professional with a background in accounting and finance\, she helps companies to navigate the human resources “jungle” of compliance\, human capital\, and leadership challenges. In doing so\, she empowers companies to strengthen their infrastructure from the inside out\, specifically through leadership development\, operations\, training\, employee engagement\, and executive coaching. \nMelveen speaks on key topics to empower companies with the latest research and best practices for increasing engagement\, enhancing leadership presence\, and optimizing diverse workforce groups. \nOver the last 20 years\, Melveen has held leadership positions in human resources operations\, supply chain\, and talent management at international companies in food manufacturing\, medical devices\, and consumer products. She has spent most of her career in California and has expertise in the state’s complicated employment regulations. \nMelveen is certified through the Society of Human Resource Management (SHRM-SCP) and the Human Resources Certification Institute (SPHR). She is also a faculty member at California State University-Dominguez Hills. \n\nMore Info – https://bit.ly/3Qweh6a
URL:https://engageforsuccess.org/event/fmla-and-ada-managing-leaves-does-not-need-to-be-that-complicated/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Melveen-Stevenson.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220623T100000
DTEND;TZID=Europe/London:20220623T110000
DTSTAMP:20240328T095141
CREATED:20220608T142652Z
LAST-MODIFIED:20220609T144541Z
UID:10000684-1655978400-1655982000@engageforsuccess.org
SUMMARY:Transitioning from a Traditional Manager to a Strategic Leader
DESCRIPTION:Leaders can be trained to lead strategically by developing and following a Strategic Frame of Reference which involves: \n» Drafting their team’s current Mission – including their primary customer and the key products\, services and value they provide to that customer\n» Utilizing a SWOT/Situational Analysis – identifying their team’s internal/current strengths and weaknesses and their external/future opportunities and threats\n» Determining where their customers want their team to make changes – completing an Importance/Performance Matrix to identify the areas where the team needs to excel\, make improvements\, place low priority and redirect resources\n» Establishing their team’s Vision – a realistic future worth striving for and built off of their customers’ feedback\n» Obtaining team member input and involvement in developing the Departmental Strategic Frame of Reference – generating commitment to the new plan and overcoming the natural resistance to leaving their comfort zones \nWhy Should You Attend \nFunctioning strategically is a challenge for leaders today due to: \n» The complexity of today’s business issues and the speed at which those issues change\n» Everyone expecting instant results pulling leaders into reactionary fire fighting and leaders being given tasks with a short-term focus and rewards tied to accomplishing those tasks – inn essence\, encouraging leaders to not be strategic. \nHowever\, this reactionary culture carries a huge downside for organizations – not to mention leaders’ careers. This webinar will address proven methods for fostering strategic thinking and functioning within your organization. \nAreas Covered in the Session \nA leader is acting strategically when he/she weighs their day-to-day issues in terms of what’s best for the competitive advantage & long-term success of their organization. And operatonal leaders can do just that by employing the following proven five step process:\n#1. Identifying the current state of their function by:\n» Drafting a mission statement referencing the products\, services & value they are currently providing their internal customers\n» Completing a SWOT Analysis to identify their function’s:\n» Strengths to be leveraged & weaknesses to be bolstered\n» Opportunities to be harnessed & threats to be neutralized \n#2. Determining their customers’ perceptions of the function’s current performance through:\n» Electronic surveys\n» Face to face interviews\n» Focus groups\n» A customer advisory board\n» Complaints\, etc. \n#3. Envisioning a preferred future for their function that is:\n» Feasible\, brief & easily remembered\n» A compelling aspiration that their team can relate to & be inspired by\n» Supportive of their corporate vision \n#4. Establishing their function’s Critical Success Factors which are the:\n» Few proficiencies at which the function most needs to excel\n» Initiatives that will make the greatest contribution to the organization’s long-term success \n#5. Executing their new strategy collaboratively by:\n» Creating a common understanding throughout the team of the new vision & strategy as translated into Critical Success Factors\n» Utilizing metrics to create alignment & provide feedback to team members on the progress being made toward those Critical Success Factors \nAlthough we don’t have a common definition of ‘Strategic Leadership’ any leader can “be more strategic” by implementing these steps. \nWho Will Benefit \n» Any Leader\, Manager or Supervisor who wants to improve their ability to strategically achieve enhanced business results\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3Mag4ud\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/transitioning-from-a-traditional-manager-to-a-strategic-leader/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/70114.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220623T130000
DTEND;TZID=Europe/London:20220623T133000
DTSTAMP:20240328T095141
CREATED:20220601T071450Z
LAST-MODIFIED:20220601T071450Z
UID:10000682-1655989200-1655991000@engageforsuccess.org
SUMMARY:Social Media Issues In The Workplace
DESCRIPTION:It’s a lot more than just “sexting.” or visiting inappropriate websites! Do you have a social media policy? Are employees aware of it and have they been trained in its proper application? Is your social media policy aligned with all your other policies and/or collective bargaining agreement(s)\, the National Labor Relations Act (Section 7 Rights) and/or your state and local labor and employment laws\, and the Federal Trade Commission’s regulations? Does your social media policy protect individual rights regarding confidentiality and the First Amendment right to Freedom of Speech? If you recruit using social media are you in compliance with the Fair Credit and Reporting Act? Does it protect copyrights\, trademarks\, intellectual property and trade secrets? Are your “take down” protocols adequate? Who owns an employee’s social media account(s) and what happens when they exit the organization? All this and more will be covered in this webinar so you can protect all stakeholders. \nAreas Covered in the Session \n» What is Social Media in the workplace context (including blogs and vlogs)?\n» The reasons for a Social Media policy.\n» The differences around Social Media policy for private and public sector employers.\n» Social Media policies and the 1st Amendment (Freedom of Speech)\n» Why your current Social Media or related policies may already be exposing your organization to liability.\n» The basic elements of a Social Media policy.\n» Why and how employee Social media use might be considered “Protected Concerted Activity” by the National Labor Relations Board or similar state law (even for non-union employees).\n» How to make sure your Social Media policy (or related policies) do not run afoul of the Fair labor Standards Act\, Fair Trade Act\, copyrights and trademarks protections as well as an employee’s ‘Right to Publicity.”\n» Recruiting with Social Media\n» Social Media Account ownership and “digital Legacy.” \nWho Will Benefit\n» All level Managers\, Supervisors\, Human Resources\, Employee Relations\, Labor Relations\, Attorney’s\, and Union Officers/Representatives/Stewards.\nTo Register (or) for more details please click on this below link:\nhttps://bit.ly/3N85wgn\nEmail: support@concordeducations.com\nTel: (989)341-8773
URL:https://engageforsuccess.org/event/social-media-issues-in-the-workplace/
LOCATION:59 Lukens Dr\, New Castle\, DE 19720\, USA\, 59 Lukens Dr\, New Castle\, DE 19720\, USA\, New Castle\, DE\, 19720\, United States
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/05/70088.png
ORGANIZER;CN="ConcordEducations":MAILTO:support@concordeducations.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220623T130000
DTEND;TZID=America/New_York:20220623T143000
DTSTAMP:20240328T095141
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000694-1655989200-1655994600@engageforsuccess.org
SUMMARY:How to Assess Risks and Evaluate Controls
DESCRIPTION:One of the primary objectives of every auditor is to assess organizational risks and evaluate the effectiveness of the controls established by management to mitigate those risks. The Institute of Internal Auditors has set forth the standards for auditors to use in accomplishing that objective Every organization is set up to accomplish its primary business objective. Whether it is a “for-profit” organization or a “not-for-profit” organization\, there is always a primary business objective. And whenever there is an objective\, there is always the risk that the objective will not be achieved. Management has the responsibility to assess risks and establish controls to ensure that business objectives are achieved. Internal Audit has the responsibility to evaluate those controls to determine if they are adequate and effective. For the auditor\, the process starts with the development of a risk-based annual audit plan to identify the various risk areas. The risk areas are prioritized and subject to audit based on the high-level risk assessment. Each area is further subject to a more detailed review of its particular risks and controls. There are certain Institute of Internal Auditors (IIA) standards that are required in the evaluation and communication of the risk and control assessment. There are also other resources available to auditors to assist them in their evaluation of risks and controls. \nWHY SHOULD YOU ATTEND?\nThis class is designed to give you the basics for assessing risks and evaluating controls. We will discuss the responsibilities of management and internal audit as it relates to risks and controls. We will do a case study to follow the process from beginning to end. We will also do some exercises to further strengthen your knowledge. \nLEARNING OBJECTIVES\n\nThe objective of this webinar is to provide an understanding of:\nRisk and control-related definitions\nRelationship between risks and controls\nControl loop\nBroad risk categories\nTypes of controls\nControl limitations\nManagement responsibility as it relates to risks and controls\nInternal audit as it relates to risks and controls\nDevelop a risk-based annual audit plan\nConduct preliminary survey\nDetermine audit objectives\nDetermine audit scope\nConduct fieldwork\nCommunicate the results\nRelated IIA Standards\nExercises to strengthen knowledge\nCase Study\n\nWHO WILL BENEFIT?\n\nChief Audit Executives\nAudit Directors\nAudit Supervisors\nAudit Managers\nStaff Auditors\nGovernment Auditors\nCompliance Auditors\nInternal Control Specialists\nPublic Accountants\nAccounting Analysts\nBusiness Analysts\nQuality Control Specialists\n\n\n\n\n\n\nSPEAKER PROFILE\nJonnie Keith has been in auditing for over 50 years. He retired in 2012 as the Assistant General Manager (AGM) of Internal Audit with the Metropolitan Atlanta Rapid Transit Authority (MARTA) in Atlanta\, Ga. He served in that capacity for over 10 years and was responsible for administering the overall audit activities. In this position\, he was also responsible for the review and approval of all internal audit correspondence including audit reports\, executive summaries\, internal and external correspondence\, etc. \nPrior to that\, he worked at MARTA as the Operational Audit Manager and Senior Contract Compliance Auditor. He also worked at Norfolk Southern Railway (formerly Southern Railway) as a senior operational auditor and started his career at the Federal Reserve Bank of Atlanta as a bank examiner. \nJonnie Keith received a BA degree in Economics from Clark Atlanta University (formerly Clark College). His certifications include: \n\nCertified Internal Auditor (CIA)\nCertified Fraud Examiner (CFE)\nCertified Government Auditing Professional (CGAP)\nCertified Internal Control Auditor (CICA)\n\nHe has been a volunteer seminar instructor for the National Office of the Institute of Internal Auditors for several years. \n\nMore Info – https://bit.ly/3xZm5Gb
URL:https://engageforsuccess.org/event/how-to-assess-risks-and-evaluate-controls/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Jonnie-Keith.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220624T130000
DTEND;TZID=America/New_York:20220624T140000
DTSTAMP:20240328T095141
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000693-1656075600-1656079200@engageforsuccess.org
SUMMARY:The ADA - how to confidently handle an employee's request for a medical accommodation
DESCRIPTION:Are you unsure how to respond to a disabled employee? Would you like an employment lawyer to walk you through every step of the process? If yes\, then this is the session for you. Expect to learn from real-world examples that HR professionals are really encountering in the trenches. You will understand every step of the process from beginning to end. \nWHY SHOULD YOU ATTEND?\nTo avoid being sued for disability discrimination \nAREA COVERED\n\nThe Americans with Disabilities Act\nElements of an ADA claim\nDefenses to an ADA claim\n\nLEARNING OBJECTIVES\n3 things attendees will learn in this session: \n\nLearn what words from the employee trigger your obligations under the ADA.\nExperience actual examples you are likely to encounter\, not just obscure legalese\nLeave this session armed with the tools you need to confidently handle your employees asking for accommodations for their disabilities\, even invisible disabilities.\n\nWHO WILL BENEFIT?\n\nHuman Resources professionals (SHRM-CP\, SHRM-SCP\, PHR\, SPHR)\nBusiness owners\nMedical Practice Administrators\n\n\n\n\n\n\nSPEAKER PROFILE\nDavid Miklas owns a Labor & Employment Law Firm and for the past 22 years\, he has practiced all types of Labor and Employment Law Exclusively representing Florida Employers. He has written hundreds of Employment Law Articles.\nHe is a frequent Employment Law Presenter and is a Nationally Recognized Speaker and an Invited Guest Lecturer addressing Employment Law and Human Resource issues with over thirty universities\, including Harvard.\nMr. Miklas Graduated from the University of Florida College of Law. \nMore Info – https://bit.ly/3zIJBIN
URL:https://engageforsuccess.org/event/the-ada-how-to-confidently-handle-an-employees-request-for-a-medical-accommodation/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/David-Miklas.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220627T130000
DTEND;TZID=America/New_York:20220627T140000
DTSTAMP:20240328T095141
CREATED:20220624T090007Z
LAST-MODIFIED:20220624T090007Z
UID:10000695-1656334800-1656338400@engageforsuccess.org
SUMMARY:Handling and Documenting a Non-Performing Employee
DESCRIPTION:This topic will guide you on how to be aware of and identify the importance of addressing any code of behaviors concerning an employee who is not meeting the expectation of their work performance. \nWHY SHOULD YOU ATTEND?\nIn today’s workforce environment\, handling and documentation are the primary factors to your success or failure when addressing a nonperforming employee. When a non-performing employee is displaying a negative behavior that has an impact on other employees\, documentation is extremely essential. In this webinar\, you gain knowledge of what\, when\, why\, and how to handle documentation concerning a non-performing employee. \nLEARNING OBJECTIVES\n\nWhen is it the proper time to address the performance issues with a nonperforming employee?\nHow to prepare documents for discussion with a nonperforming employee\nWhat is needed to document the history of a nonperforming employee?\nWhy is it necessary to document an unacceptable behavior of a nonperforming employee?\nWhat happens when you decided to avoid dealing with the issues of a nonperforming employee?\nWhat actions are needed if a nonperforming employee has improved or has not improved their behavior?\nHow to keep your conversation focused on the current matter when discussing a nonperforming employee’s behavior?\nWhy is it critical to use the employee handbook when dealing with a nonperforming employee matter?\nHow to protect the company from being in a lawsuit concerning termination or an unfavorable dismissal of a nonperforming employee?\nHow to avoid the blame game of discrimination or harassment when addressing a nonperforming employee?\n\nWHO WILL BENEFIT?\n\nBusiness Owners\nHuman Resources professionals\nManagers & Supervisors\nProject Managers\nTeam Leaders\nCompliance professionals\nOperations professionals\nTalent Development professionals\n\nMore Info – https://bit.ly/3HH8oir
URL:https://engageforsuccess.org/event/handling-and-documenting-a-non-performing-employee-2/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Carolyn-Riggins.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220627T173000
DTEND;TZID=Europe/London:20220627T180000
DTSTAMP:20240328T095141
CREATED:20211106T124400Z
LAST-MODIFIED:20220617T112831Z
UID:10000596-1656351000-1656352800@engageforsuccess.org
SUMMARY:Radio Show #447: The Future of Workplace Wellness
DESCRIPTION:Special Guest: James Petrossi: Author and President of PTNL \nFor the past few years\, many employers have relied on wellness initiatives such as mediation apps\, workout classes\, and even the promise of unlimited time off to help bring balance into employees’ lives. However\, still\, we find ourselves in a mental health crisis that impedes workplace performance. Success in building a culture of well-being requires employers to develop learning\, development\, and engagement initiatives that educate employees about themselves and each other to flourish in and out of the workplace. \nAn expert in consciousness\, the mind\, and creating behavioral change\, his insights into the human experience have been used for the past 25+ years to develop marketing\, sales\, and coaching strategies for Fortune 500 and emerging growth organizations. \nA master facilitator and dynamic presenter\, James utilizes his experience in talent development\, creative strategy\, and decades of research into the human condition to offer practical solutions that transform people’s lives. \nJames founded PTNL with the vision of creating a more consciously connected world. He is passionate about helping organizations realize their potential by implementing a holistic\, proactive approach to transforming company culture by Teaching Humans to be Human. \nJoin us as we discuss why tactical solves mediations apps\, workout classes\, and unlimited time-off don’t work to create a culture of well-being \nListen Live (Archive Available) \nHost: Jo Dodds
URL:https://engageforsuccess.org/event/radio-show-447-the-future-of-workplace-wellness/
LOCATION:online\, United Kingdom
CATEGORIES:Radio Show
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2021/11/447-James-Petrossi-Current-Radio-Podcast-1.png
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220628T130000
DTEND;TZID=America/New_York:20220628T143000
DTSTAMP:20240328T095141
CREATED:20220624T090044Z
LAST-MODIFIED:20220624T090044Z
UID:10000696-1656421200-1656426600@engageforsuccess.org
SUMMARY:FLSA Rules on Compensable Time and Overtime: The Regular Rate of Pay
DESCRIPTION:This webinar will discuss how to tackle the latest compliance challenges stemming from not paying properly for compensable time\, miscalculations of overtime pay\, and other missteps. We will focus on the DOL’s final rule providing clarification on how to determine employees’ regular rate of pay and what forms of payment employers can include and exclude in the overtime pay calculation. \nUnder both the Fair Labor Standards Act (FLSA)\, and the California Labor Code the regular rate of pay is the rate an employer must use to pay overtime premiums to employees who work overtime hours. The regular rate of pay can change from workweek to workweek because it must reflect the per-hour value of all compensation the employee has earned. \nWHY SHOULD YOU ATTEND?\nAlthough the Fair Labor Standards Act has been around a long time\, it is one of the most frequently violated employment laws – particularly in determining what is compensable time\, and how to calculate overtime correctly. \nEmployers fail to recognize what hours must be compensated and how the working hours should be compensated. Improper calculations can lead to employees being underpaid or even being paid too much\, which can lead to legal liability exposure. \nAREA COVERED\nTopics covered in the session include: \n\nWhat time is “working time” and\, therefore\, must be used in an overtime calculation;\nHow commissions factor into overtime payments;\nThe rules that apply to fire protection and law enforcement personnel;\nWhat to include when determining total compensation;\nLegal methods of calculating the hourly rate;\nVarious legal methods of paying over time can save your company money;\nRecordkeeping requirements;\nHow to “fix” your errors when you discover they have been made; and\nHow California rules for “rate of pay calculation” differ from the FLSA\n\nLEARNING OBJECTIVES\nParticipants will have the opportunity to learn: \n\nFLSA regulations on what is\, and what is not\, compensable time\nRecent updates to the FLSA’s “Regular Rate of Pay”\nHow to properly calculate overtime pay for non-exempt employees\nThe recent changes to the FLSA’s salary basis and salary level tests for exempt employees\n\nWHO WILL BENEFIT?\n\nHR professionals\nPayroll professionals\nManagers\, Supervisors\n\nMore Info – https://bit.ly/3QEJHXV
URL:https://engageforsuccess.org/event/flsa-rules-on-compensable-time-and-overtime-the-regular-rate-of-pay-2/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Steven-G.-Meilleur.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220628T150000
DTEND;TZID=America/New_York:20220628T160000
DTSTAMP:20240328T095141
CREATED:20220624T090207Z
LAST-MODIFIED:20220624T090207Z
UID:10000699-1656428400-1656432000@engageforsuccess.org
SUMMARY:ADA Accommodation and Compliance: What should be the Process between an Employer and an Employee and How it should look like?
DESCRIPTION:This webinar explores the issue of what should the process be between employer and employee when trying to accommodate individuals with disabilities while complying with the Americans with Disabilities Act. \nWHY SHOULD YOU ATTEND?\nAll companies\, employees\, and applicants for employment that want to learn about who is covered under The Americans with Disabilities Act (ADA)\, as amended (ADAAA) should attend this webinar to obtain a clear understanding of their rights\, obligations\, and responsibilities under the law. Employers must understand their legal obligations to their employees who request a reasonable accommodation under the Americans with Disabilities Act. Additionally\, employers will learn how to avoid litigation and other complaints arising from the denial of accommodation requests such as telecommuting arrangements\, predictable work shifts\, reassignment or transfer\, and leaves of absence. \nLEARNING OBJECTIVES\n\nWhat is an employer’s obligation to provide a “reasonable accommodation”\nWhy should the employee initiate the request for accommodation?\nWhen requesting a reasonable accommodation what should the process between employer and employee look like?\nWhat is meant by “effective and reasonable accommodation”?\nWhat are some of the possible penalties for noncompliance?\nMost recent case law and EEOC regulatory developments regarding telecommuting\, reassignment\, predictable shifts\, and leaves of absence as reasonable accommodations.\nWhat specific Employers are covered under this Act and their responsibilities\nWhat Employees are covered by this Act and their responsibilities\nWhat Leave is Provided to Covered Employees\nReturning to Work\, rights\, and responsibilities of the Employee and Employer\n\nWHO WILL BENEFIT?\n\nAll companies with fifteen or more employees\nPublic agencies\, including state\, local\, and federal employers\, and local education agencies (schools)\nPrivate-sector employers who employed 50 or more employees\nJoint employers and successors of covered employers.\nFederal contractors with 50 or more employees\,\nHR professionals\nFinancial Officers\nIn-House Counsel\nAffirmative Action/EEO Officers\n\nMore Info – https://bit.ly/3n7nwMF
URL:https://engageforsuccess.org/event/ada-accommodation-and-compliance-what-should-be-the-process-between-an-employer-and-an-employee-and-how-it-should-look-like/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Harold-Levy.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220628T150000
DTEND;TZID=America/New_York:20220628T163000
DTSTAMP:20240328T095141
CREATED:20220624T090118Z
LAST-MODIFIED:20220624T090118Z
UID:10000697-1656428400-1656433800@engageforsuccess.org
SUMMARY:Here We Go Again! The DOL is increasing the Overtime Threshold in 2022. How Will this Impact Employers and Employees?
DESCRIPTION:The overtime threshold is a salary level used to determine which employees are eligible to receive overtime pay when they work over 40 hours in a single workweek. The federal rules governing overtime pay were established by the Fair Labor Standards Act (FLSA)\, which also described which workers are exempt from these rules and which are not. \nFor non-exempt employees under FLSA\, the overtime rate is at least one-and-a-half times the regular rate of pay for any hours worked above 40 in a given workweek. FLSA defines a workweek as a consecutive seven-day period of time. Employers can choose to pay a higher overtime rate if they wish\, but they must meet the minimum federal standard. \nExempt employees\, on the other hand\, do not qualify to receive overtime pay. The overtime threshold and certain job duties-not job titles-classify individuals for exempt status. These roles are typically based on a yearly salary whereas non-exempt workers are usually hourly. \nWHY SHOULD YOU ATTEND?\nThe Previous overtime rule impacted Employers and employees in a way that affected morale\, changed exempt employees to non-exempt employees\, impacted salary calculations\, changed employee classification\, and made the change an administrative nightmare.\nJob descriptions were challenged\, and employee positions based on responsibilities impact the change\, not titles.\nIt’s important to correctly classify employees under the FLSA guidelines. Whether an employee will be hourly or salaried is not left entirely to an employer’s discretion\, and the distinction is not as simple as “blue-collar” or “white-collar.”\nMisclassification is one of the most common compliance mistakes. It can be costly on its own\, but it also has implications that can lead to further non-compliance issues regarding attendance\, timesheets\, payroll\, and benefits.\nNow may be a good time for employers to consider whether the new rules provide a good opportunity to audit “close call” jobs in their exempt workforce to ensure they remain properly classified (and\, if need be\, to sync any necessary changes with the implementation of a new rule). \nAREA COVERED\n\nWhat is the reason that the Department of Labor (DOL) proposed this new overtime rule?\nLearn why the proposed increase will shift employee’s classification\nLearn how the proposed rule will impact the Employer’s budget\nLearn how the 2020 overtime rule left Employers unprepared\nLearn what resources and guidance will be offered to Employers to mitigate the changes\nLearn how the Duties Test identifies the classification of exempt and non-exempt employees\nLearn how Employers need to determine the proper classification of employees or risk fines and penalties\nLearn why the Fair Labor Standards Act provides Employers with the necessary resources to manage this process\nThere are several components to the proposed rule which include a proposal which was scheduled for April 2022\, public comments period\, and the publishing of the rule with expected dates for implementation\nLearn how training managers\, supervisors\, and other professionals on the proposed changes will help your risk management strategy\nLearn how to prepare for the proposed rule and be confident with compliance efforts\n\nWHO WILL BENEFIT?\n\nAll Employers\nBusiness Owners\nCompany Leadership\nCompliance professionals\nPayroll Administrators\nHR Professionals\nManagers/Supervisors\nEmployers in all industries\nSmall Business Owners\n\nMore info – https://bit.ly/3tO6Ihp
URL:https://engageforsuccess.org/event/here-we-go-again-the-dol-is-increasing-the-overtime-threshold-in-2022-how-will-this-impact-employers-and-employees/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Margie-Faulk.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220629T130000
DTEND;TZID=America/New_York:20220629T140000
DTSTAMP:20240328T095141
CREATED:20220624T090234Z
LAST-MODIFIED:20220624T090235Z
UID:10000700-1656507600-1656511200@engageforsuccess.org
SUMMARY:Purchasing Cards: Overcoming Risks and Creating an Effective Program
DESCRIPTION:This training program will detail the components of a successful purchasing card program. It will also discuss implementing proper purchasing card controls\, types of risk including fraud and misuse\, auditing techniques\, and more. \nWHY SHOULD YOU ATTEND?\nIf your organization is reluctant to implement or expand a purchasing card program\, this webinar will recommend simple yet effective controls that can overcome these concerns. The course will help attendees determine how purchasing cards fit within the overall organization strategy and discuss components of a successful purchasing card program.\nFurther\, the webinar will also discuss implementing proper purchasing card controls and highlight pointers that can help you identify high-risk transactions (including cybercrime). The course instructor will highlight the types of purchasing cards available and best practices to avoid common purchasing card fraud. \nLEARNING OBJECTIVES\n\nDetermining how purchasing cards fit within the overall organization strategy\nComponents of a successful purchasing card program\nImplementing proper purchasing card controls\nHow to identify highest risk transactions including cybercrime\nTypes of risk include fraud and misuse\nAuditing techniques\nInternal controls and governance\nDiscussion of types of purchasing cards available\nHow to avoid common purchasing card fraud\nDevelop effective purchasing card policies\n\nAreas Covered in the Webinar: \n\nWhy use purchasing cards\nRoles and responsibilities in purchasing card programs\nCommonly identified risks\nComponents of a successful program\nHow to audit your p-card program\nHow to develop an effective purchase card policy\nAssessing risk\nBuilding preventive controls\n\nWHO WILL BENEFIT?\n\nCFOs\nControllers\nProcurement Professionals\nAccounts Payable Managers and Directors\nP-Card Administrators\nInternal Auditors\nTreasury Leadership\n\nMore Info – https://bit.ly/3tWSbjw
URL:https://engageforsuccess.org/event/purchasing-cards-overcoming-risks-and-creating-an-effective-program/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Brian-G.-Rosenberg-1.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220629T130000
DTEND;TZID=America/New_York:20220629T140000
DTSTAMP:20240328T095141
CREATED:20220625T042320Z
LAST-MODIFIED:20220625T042320Z
UID:10000703-1656507600-1656511200@engageforsuccess.org
SUMMARY:How to Manage Chaos in the Workplace
DESCRIPTION:This session is for leaders who are experiencing low morale\, high turnover\, lack of knowledge transfer from boomers to younger generations\, professional development\, work expectations\, and rewards and appreciation among 5 generations. Many organizations are faced with how to meet the expectations of 5 generations. This session will cover the different expectations among the five generations and how leaders can manage chaos in the workplace and still be productive and profitable. You will be provided with some best practices and tools to manage chaos in the workplace. \nWHY SHOULD YOU ATTEND?\nDo you have the skills for managing 5 Generations in the Workplace? How is your employee turnover\, how are you engaging your employees\, and do you reward and appreciate your employees? \nIf you answer “no” to any of the questions this session is for you! The session will provide an overview of the different generations\, their work expectation\, what’s the change in the workplace\, and how leaders can manage the chaos in today’s workforce. \nWe will look at the changes that have taken place and provide some solutions to manage the chaos in your workplace. \nLEARNING OBJECTIVES\n\nWe will discuss the five generations and their work expectations\nDiscuss different ways of communicating\nCareer path vs career opportunities\nWhat’s causing chaos?\nTips on how leaders can manage the chaos\n\nWHO WILL BENEFIT?\n\nHR Managers\nBusiness Owners\nOffice Manager\nHR Generalists\n\nMore Info – https://bit.ly/3NjwX67
URL:https://engageforsuccess.org/event/how-to-manage-chaos-in-the-workplace/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2022/06/Tonia-Morris.png
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220630T130000
DTEND;TZID=Europe/London:20220630T130000
DTSTAMP:20240328T095141
CREATED:20220625T042231Z
LAST-MODIFIED:20220625T042231Z
UID:10000702-1656594000-1656594000@engageforsuccess.org
SUMMARY:Using Stay Interviews To Improve Employee Retention & Engagement
DESCRIPTION:Overview:\nThere is a strong business case for retaining your talent because:\nTurnover is rampant \n\nMost resignations ever in the U.S. in April 2021\n4% unemployment rate – 2.2% for college grads\n63% of employees say it is likely they can find a job as good as the one they have\n51% of employees & 60% of millennials are considering new employment opportunities\nThe average tenure for employees in their 20s is less than 18 months\n\nTurnover is expensive \n\n16% of salary for jobs under $30\,000 – replacing a $ 10-hour employee costs $3\,328\n20% of salary for $30-50\,000 jobs – replacing a $40\,000 employee costs $8\,000\nUp to 213% of salary for management positions; replacing a $100\,000 employee can cost $200\,000\n\nAnd your most talented employees: \n\nAre more likely to be recruited with more opportunities available to them\nAre the most expensive to replace\nMay take top performers and/or customers with them\n\nManagers account for 70% of the variance in employee engagement & retention with: \n\n65% of employees leaving their boss – not their job\nBecause of poor managers\, productive employees leave organizations even when satisfied with the pay & perks\nThe prism through which employees see their organization is their view of their manager\nManagers are the best resource for improving retention & engagement\n\nThe most important thing a manager can do is build trust with his/her direct reports. Employees who trust their managers stay & give their best. And stay interviews build trust because they: \n\nRe-recruit talent by understanding why employees stay or might leave\nMake employees feel valued while improving engagement\, productivity & retention\nReinforce good relationships between managers & employees\, forge new ones & help repair those that are strained\nIdentify employees’ needs & how those needs can best be met creating better employee experiences\nPrevent exit interviews.\n\nAREA COVERED\nThe Objectives of Stay Interviews\nWhat Stay Interviews Are\nWhat Stay Interviews Are Not\nSteps in Initiating a Stay Interview Program\nConducting Stay Interviews \n\nFrequency & length\nTechniques & skills\nCore stay interview questions\nSample potential issues & related probes of employees\nClosing a stay interview\n\nFollowing Through on Your Stay Interviews \n\nComponents of a stay interview action plan\nStay interview cautions\nThe three-step process for retaining employees.\n\nWHO WILL BENEFIT?\nAnyone with leadership\, management\, or supervisory responsibility. \nMore Info – https://bit.ly/3xUVNn4
URL:https://engageforsuccess.org/event/using-stay-interviews-to-improve-employee-retention-engagement/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Pete-Tosh.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220630T130000
DTEND;TZID=America/New_York:20220630T143000
DTSTAMP:20240328T095141
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000692-1656594000-1656599400@engageforsuccess.org
SUMMARY:With Mandatory Paid Leave Gaining Ground\, Is It Time To Do Away With Your PTO and Go Back to a Sick/Vacation Time Off Program?
DESCRIPTION:Fifteen states and The District of Columbia require paid sick leave. Fifteen other states will pass new legislation soon to require businesses to offer paid sick leave to employees. Other states will follow suit in the next year or so and a Federal Law requiring paid sick leave seems to be getting closer and closer to being passed. \n\nIn addition to state laws\, over 20 municipalities also require paid sick leave.\n Do you have a Federal Contract? If so\, you are required to have a sick leave policy.\n Do you have a contract with a municipality? If so\, have you checked to see if you have to offer paid sick leave?\n It’s hard to stay in compliance as all of the laws are different.\n\nPTO or Paid Time Off programs that combined vacation and sick leave into one bucket of time off were the trends for many years. Changing back to a Sick and Vacation time off plan could save your company millions of dollars and many organizations are considering moving away from PTO back to a Sick/Vacation plan. PTO may become obsolete as many states require payment of unused PTO upon termination\, however\, the same states do not require payment of unused sick leave. \nIn this webinar\, we will be reviewing the myriad of paid leave laws\, tips on staying in compliance making the transition from a PTO plan to a Sick/Vacation plan\, and Action Items to take to ensure compliance and possibly save your company a lot of money. \n\nWHY SHOULD YOU ATTEND?\n\nWith the above-described legislation\, changes must be made to time-off policies.\nMulti-State employers need to know what the compliance requirements are – by the way\, each state and municipality have different rules for accrual of sick leave\, the reasons they can be used\, and recordkeeping.\nUnder the mandatory paid sick leave\, abuse will become a huge problem – how will your organization deal with it.\n\n\nAREA COVERED\n\nCurrent Mandatory Paid Sick Leave Laws are in place.\nA review of pending legislation.\nAn overview of Mandatory Paid Leave Regulations\nA comparison of PTO policies vs. Sick/Vacation\nConducting a cost-benefit analysis for both plans\nPlanning for change\nCommunication the change\nAction Items for participants\n\n\nLEARNING OBJECTIVES\n\nGaining an understanding of the various states and municipalities mandating paid sick leave\nUnderstanding the good points and not-so-good points about different types of paid leave\nLearning how to do a cost-benefit analysis on both types of paid leave\nLearn what to look for when planning the change\nEffectively communicating change that is critical to the success of the change in your program\nDeveloping a plan of action to ensure all bases are covered.\n\n\nWHO WILL BENEFIT?\n\nHuman Resources Professionals\nPayroll administrators\nBenefits Professionals\nBusiness Managers\nBusiness Owners\n\n\n\n\n\n\nSPEAKER PROFILE\nBob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all HR practices. \nBob has been cited in a number of Human Resources trade publications. Among them are HR.com\, HR Magazine\, HR Florida Review\, Vault.com\, BNA and the Institute of Management and Administration\, and the Business Journals. He has been a speaker at a number of conferences as well as audio and web-based seminars. \nBob recently received two prestigious awards for his service to the community and his profession. Entrepreneurial Anchor Magazine presented him with the “Man of Steel” award for his contributions to the small business community. He was also named the “Ultimate Human Resources Executive of the Year” by the Jacksonville Business Journal. \nBob is a graduate of Rider University where he received a Bachelor of Science in Commerce Degree and double majored in Industrial Relations and Organizational Behavior and lives in Ponte Vedra Beach\, Florida \n\nMore Info – https://bit.ly/3mMOA3F
URL:https://engageforsuccess.org/event/with-mandatory-paid-leave-gaining-ground-is-it-time-to-do-away-with-your-pto-and-go-back-to-a-sick-vacation-time-off-program-3/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/5.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220630T130000
DTEND;TZID=America/New_York:20220630T143000
DTSTAMP:20240328T095141
CREATED:20220625T042015Z
LAST-MODIFIED:20220625T042015Z
UID:10000701-1656594000-1656599400@engageforsuccess.org
SUMMARY:With Mandatory Paid Leave Gaining Ground\, Is It Time To Do Away With Your PTO and Go Back to a Sick/Vacation Time Off Program?
DESCRIPTION:Fifteen states and The District of Columbia require paid sick leave. Fifteen other states will pass new legislation soon to require businesses to offer paid sick leave to employees. Other states will follow suit in the next year or so and a Federal Law requiring paid sick leave seems to be getting closer and closer to being passed. \n\nIn addition to state laws\, over 20 municipalities also require paid sick leave.\n Do you have a Federal Contract? If so\, you are required to have a sick leave policy.\n Do you have a contract with a municipality? If so\, have you checked to see if you have to offer paid sick leave?\n It’s hard to stay in compliance as all of the laws are different.\n\nPTO or Paid Time Off programs that combined vacation and sick leave into one bucket of time off were the trends for many years. Changing back to a Sick and Vacation time off plan could save your company millions of dollars and many organizations are considering moving away from PTO back to a Sick/Vacation plan. PTO may become obsolete as many states require payment of unused PTO upon termination\, however\, the same states do not require payment of unused sick leave. \nIn this webinar\, we will be reviewing the myriad of paid leave laws\, tips on staying in compliance making the transition from a PTO plan to a Sick/Vacation plan\, and Action Items to take to ensure compliance and possibly save your company a lot of money. \nWHY SHOULD YOU ATTEND?\n\nWith the above-described legislation\, changes must be made to time-off policies.\nMulti-State employers need to know what the compliance requirements are – by the way\, each state and municipality have different rules for accrual of sick leave\, the reasons they can be used\, and recordkeeping.\nUnder the mandatory paid sick leave\, abuse will become a huge problem – how will your organization deal with it.\n\nAREA COVERED\n\nCurrent Mandatory Paid Sick Leave Laws are in place.\nA review of pending legislation.\nAn overview of Mandatory Paid Leave Regulations\nA comparison of PTO policies vs. Sick/Vacation\nConducting a cost-benefit analysis for both plans\nPlanning for change\nCommunication the change\nAction Items for participants\n\nLEARNING OBJECTIVES\n\nGaining an understanding of the various states and municipalities mandating paid sick leave\nUnderstanding the good points and not-so-good points about different types of paid leave\nLearning how to do a cost-benefit analysis on both types of paid leave\nLearn what to look for when planning the change\nEffectively communicating change that is critical to the success of the change in your program\nDeveloping a plan of action to ensure all bases are covered.\n\nWHO WILL BENEFIT?\n\nHuman Resources Professionals\nPayroll administrators\nBenefits Professionals\nBusiness Managers\nBusiness Owners\n\nMore Info – https://bit.ly/3NcimcM
URL:https://engageforsuccess.org/event/with-mandatory-paid-leave-gaining-ground-is-it-time-to-do-away-with-your-pto-and-go-back-to-a-sick-vacation-time-off-program-4/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/Bob-McKenzie.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=America/New_York:20220630T150000
DTEND;TZID=America/New_York:20220630T160000
DTSTAMP:20240328T095141
CREATED:20220619T211154Z
LAST-MODIFIED:20220619T211154Z
UID:10000690-1656601200-1656604800@engageforsuccess.org
SUMMARY:Calculating Pay Checks - 2022
DESCRIPTION:Even though your payroll calculations may be completed by a vendor application or an in-house\, IT-developed program\, understanding gross\, taxable gross\, pre-and post-tax deductions\, and order of precedence are all factors in getting to both gross and net. The COVID pandemic has also complicated calculations in a few ways. This online seminar will assist payroll users in that. Even if you only have a few hourly-paid workers\, it is worth it to understand how to calculate their pay each pay period. If you are not clear on the new withholding calculations\, this seminar will include a review of withholding calculations. \n\nWHY SHOULD YOU ATTEND?\nPlowing through the many rules regarding taxable\, non-taxable\, and pre-tax deductions and earnings is challenging. We will help you calculate base to gross wages for multiple scenarios. This online seminar will help you respond to the employee who cannot understand why his/her rate is $1\,000 per pay period and the paystub says\, “Taxable Gross=$920.00”.Do you pay hourly employees with separate hourly rates for different jobs? Do you pay employees in a state that allows pre-tax deductions? Or are you in a state that does not allow pre-tax deductions? This online seminar can help you pay these employees correctly every time. Even if you use a payroll vendor\, your team should always know how to calculate wages\, to verify calculations are correct. Once you pass the “Gross” hurdle and have captured the taxable gross\, you can move on to the gross-to-net calculation\, which will highlight voluntary deductions\, the amounts available for such deductions\, and net pay. This online seminar contains all-new content for 2022! \n\nAREA COVERED\n\nTaxable vs Salary/Hours\nBlended Rates\nRRP (Regular Rate of Pay) calculation\nExclusions from taxable\nState differences in taxable calculations\nAdditions to and subtractions from rate\nTaxable items not subject to withholding\nVoluntary and scheduled deductions\nDeduction limits\ngross-to-net calculation\nCalculating Federal tax based on the current Form W-4\n\n\nLEARNING OBJECTIVES\n\nCalculating Regular Rate\nUnderstanding pay frequency\nGross vs taxable\nUsing the new Publication !5-T for calculating Federal Tax\nWhen to use Supplemental rates\nUpdated State Supplemental rates\nState Withholding changes after the revamped W-4 went into effect\n\n\nWHO WILL BENEFIT?\n\nPayroll Associate\nPayroll supervisor\n\n\n\n\n\n\nSPEAKER PROFILE\n \nMerle Capello is an experienced Payroll Professional who can manage\, train and elevate team members\, enhancing their skills so that they can be leveraged to benefit clients. Merle is a professional who works to improve processes\, by additional knowledge and conforming to rules of compliance. She is also an experienced procedure and policy developer who works to leave a better team behind than the one she finds. Merle is a subject matter expert on compliance\, payroll taxes\, work rules\, and payroll best practices. Merle offers consulting services for those who need a professional’s advice and counsel. In her more than 25 years of experience spearheading the development\, enhancement\, and transfer of payroll and HRIS operations\, Merle has learned to provide team members with the guidance and motivation to exceed objectives. Merle enjoys the challenge of implementation and organizational change\, using her analytical skills and her knowledge base to make the most prudent decisions for the team and for her clients. Merle easily adapted to either running a department or advising a client on how best to run their department. She can write step-by-step directions for processes if needed\, or coach a team member to do so. Merle is also a longtime member of her professional organization\, the American Payroll Association. She held Advanced Payroll Certification for over 25 years. \nMore Info – https://bit.ly/3NVjClL
URL:https://engageforsuccess.org/event/calculating-pay-checks-2022/
LOCATION:online\, United Kingdom
CATEGORIES:Webinar
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/06/3.jpg
ORGANIZER;CN="247compliance":MAILTO:webinar@247compliance.com
END:VEVENT
BEGIN:VEVENT
DTSTART;TZID=Europe/London:20220704T173000
DTEND;TZID=Europe/London:20220704T180000
DTSTAMP:20240328T095141
CREATED:20211219T084206Z
LAST-MODIFIED:20220629T093339Z
UID:10000609-1656955800-1656957600@engageforsuccess.org
SUMMARY:Radio Show #448: Creating an Inclusive Workplace
DESCRIPTION:Special Guest: Perinne Farque: Author of ‘Inclusion – The Ultimate Secret for an Organization’s Success’ \nPerrine Farque is an author\, keynote speaker and inclusion and diversity expert. She spent her career empowering business leaders to leverage inclusion as their secret weapon. When she was working for Software and Technology vendors\, she was often called “too aggressive” or “too emotional”\, she was repeatedly looked over for promotions and pay rises\, while her male counterparts were promoted to leadership positions all the time. She was also judged by the way she dressed when her male colleagues were allowed to wear whatever they wanted. \nWhen she realized that non-inclusive work environments are the main cause of employee turnover and disconnection\, she made it her mission to create more inclusive workplaces. In her earlier career in Technology\, she has witnessed\, first-hand\, how inclusive leaders build the most engaged\, the most collaborative and the most innovative teams in the world. She has seen inclusive business leaders inviting colleagues from under-represented groups to sit at the table and to speak up and that created some of the most productive work environments she has ever worked in her entire career. \n“Inclusion – The Ultimate Secret for an Organization’s Success” is about helping professionals become the inclusive and empowering leader they always wanted to become. Studies show that 85% of employees are not engaged in the workplace. Statistics and research show over and over again that having an inclusive workplace builds employee engagement\, boosts creativity\, and adds to the net bottom line. This book helps business leaders define the impact inclusion has on an organization’s performance. It also explains how anyone can create true inclusion in their workplace and shares who must be involved in creating an inclusive workplace. The book also provides tips for conducting successful unconscious bias and diversity and inclusion training and it points out why every organization should prioritize inclusion. Ultimately\, this book will empower leaders and professionals to become the inclusive leader they always aspired to become. Change doesn’t happen by accident. Change starts with each and one of us. Her hope is that the book will create a strong desire for all the readers to become a change agent to build a more diverse and inclusive society. \nJoin us as we discuss why every organization should prioritize inclusion. \nListen Live (Archive Available) \nHost: Jo Moffatt
URL:https://engageforsuccess.org/event/radio-show-448-creating-an-inclusive-workplace/
LOCATION:online\, United Kingdom
CATEGORIES:Radio Show
ATTACH;FMTTYPE=image/png:https://engageforsuccess.org/wp-content/uploads/2021/12/448-Perinne-Farque-Current-Radio-Podcast.png
END:VEVENT
BEGIN:VEVENT
DTSTART;VALUE=DATE:20220707
DTEND;VALUE=DATE:20220708
DTSTAMP:20240328T095141
CREATED:20220501T183345Z
LAST-MODIFIED:20220501T183345Z
UID:10000655-1657152000-1657238399@engageforsuccess.org
SUMMARY:Diversity & Inclusion Conference
DESCRIPTION:It’s Crucial an Inclusive Workplace Culture is Created\, Everyone is an Individual\nAn effective diversity and inclusion strategy goes far beyond just legal compliance. Increasingly\, employers recognise the importance of diversity and inclusion in recruiting and retaining the skills and talent they need\, this adds substantial value to an organisation and contributes to employee well-being and employee engagement. Research has proven that an inclusive environment where everyone feels able to participate\, their contribution is recognised helps employees achieve their potential as well as the development of new ideas\, products\, services\, discovering new opportunities and both growing market share and expanding ones customer base. \n\nIt’s crucial an inclusive workplace culture is created where everyone feels valued\, respected and treating each other in an organisation as an individual. When employees feel they have a voice\, empowered and respected they feel trusted and a feeling of belonging. A recent McKinsey & Company report demonstrates that companies in the top-quartile for ethnic/cultural diversity on executive teams were 33% more likely to have industry-leading profitability.
URL:https://engageforsuccess.org/event/diversity-inclusion-conference/
LOCATION:Victoria Park Plaza\, 239 Vauxhall Bridge Rd\, London\, SW1V 1EQ\, United Kingdom
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DTSTART;VALUE=DATE:20220707
DTEND;VALUE=DATE:20220708
DTSTAMP:20240328T095141
CREATED:20220501T183346Z
LAST-MODIFIED:20220501T183346Z
UID:10000656-1657152000-1657238399@engageforsuccess.org
SUMMARY:Employee Wellbeing Conference
DESCRIPTION:The critical importance of the wellbeing of our colleagues\n\nThe challenges and opportunities relating to the mental\, financial and physical health related wellbeing of our people are now firmly at the top of the business agenda\, alongside increasing awareness and understanding of the myriad of issues involved. \nThe critical importance of the wellbeing of our colleagues to both employee and customer engagement and also to the reputation of the wider enterprise is now recognised across the board in a fast changing and fast moving working environment. Research shows that colleague stress levels and the attendant wellness challenges are at an all-time high in the workplace against a backcloth of disruption and uncertainty. \nOur case study led solutions focussed Employee Wellbeing Conference will address these issues head on and our overarching aim is to equip our delegates with all the tools and techniques they need to improve health and wellbeing at their own organisations.
URL:https://engageforsuccess.org/event/employee-wellbeing-conference/
LOCATION:Victoria Park Plaza\, 239 Vauxhall Bridge Rd\, London\, SW1V 1EQ\, United Kingdom
ATTACH;FMTTYPE=image/jpeg:https://engageforsuccess.org/wp-content/uploads/2022/04/Employee-Wellbeing.jpg
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DTSTART;TZID=Europe/London:20220711T173000
DTEND;TZID=Europe/London:20220711T180000
DTSTAMP:20240328T095141
CREATED:20220122T072357Z
LAST-MODIFIED:20220629T093903Z
UID:10000625-1657560600-1657562400@engageforsuccess.org
SUMMARY:Radio Show #449: Keeping a Happy Workplace While Maintaining High Levels of Productivity.
DESCRIPTION:Special Guest: Amy Lynne Durham: CEO of Create Magic At Work \nIQ is about what you think. EQ is about what you feel. But do you know what SQ stands for? SQ\, aka Spiritual Intelligence is all about “I am”. SQ is an ability to access higher meanings\, values\, abiding purposes\, and unconscious aspects of the self and to embed these meanings\, values\, and purposes in living richer and more creative lives. \nAmy is a recognized expert on fostering SQ at the workplace through her unique and effective strategies she’s described in her new book\, “Create Magic At Work”. \nAmy Lynn Durham is the CEO of “Create Magic At Work” and a U.C. Berkeley Certified Executive Coach. She is certified to coach in the 21 skills associated with Spiritual Intelligence (SQ) using the SQ21 Assessment and an Emotional Intelligence Practitioner (EQ).\nAmy has spent years in the corporate world successfully managing hundreds of employees for private and publicly traded companies. Her company\, Create Magic At Work’s intention is to offer Spiritual Intelligence (SQ) and Emotional Intelligence (EQ) tools to energize and transform the workplace. \nAs an expert in building positive company cultures\, Amy designed Create Magic At Work to bring a variety of services and strategies to aid in cultivating teamwork and harmony in order to improve profits and employee morale. \nJoin us as we discuss how leaders can help teams become personally closer\, more productive\, and happier by developing their Spiritual Intelligence (SQ). \nListen Live (Archive Available) \nHost: Jo Dodds
URL:https://engageforsuccess.org/event/radio-show-449-keeping-a-happy-workplace-while-maintaining-high-levels-of-productivity/
LOCATION:online\, United Kingdom
CATEGORIES:Radio Show
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