Call us at +1-(707)-743-8122

Login Register

Speaker: Bob McKenzie


Bob McKenzie

Bob McKenzie has over 40 years of human resources management experience. His background includes a wide range of hands-on experience in all HR practices.

Bob 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.

Bob 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.

Bob 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

Live Webinars

Industry: HR Compliance

Duration: 75 Minutes

Date: 2020-05-14

Time: 10:00 AM PST | 01:00 PM EST

The risks of a former employee filing discrimination charge increase significantly after they are terminated involuntarily. It is hard to find information on how many discrimination charges are as a result of terminating employees (as opposed to hiring, discipline or other reasons), but in my experience of 42 years in dealing with Human Resources issues, I would say that the percentage is more than 95 per cent. Therefore, termination must be handled well. There are several steps that should be followed when having a termination discussion with an employee. Following the steps in this webinar will greatly minimize your risks of being charged with discrimination when you have to terminate an employee.

Industry: HR Compliance

Duration: 75 Minutes

Date: 2020-06-17

Time: 10:00 AM PST | 01:00 PM EST

In this webinar, we will be reviewing the transition from a sick/vacation policy to a PTO policy as well as making the transition from a PTO plan to a sick/vacation plan. PTO or a Paid Time Off programs that combined vacation and sick leave into one bucket of time off was the trend for many years. Transitioning from a sick/vacation plan to a PTO has its complications, but proper planning and communication will ensure its success. 

On the other hand, due to mandatory paid sick leave laws, many organizations are considering moving away from PTO back to a sick/vacation plan. Ten states require paid sick leave. Eighteen 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.

In addition to state laws, many municipalities also require paid sick leave. Do you have a federal contract? If so, you are required to have a sick leave policy. Do you have a contract with a municipality? If so, have you checked to see if you have to offer paid sick leave? With the passage of these laws, 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.

Chronicles

Industry: HR Compliance

Duration: 75 Minutes

Recorded Session

PTO or a Paid Time Off programs that combined vacation and sick leave into one bucket of time off was the trend for many years. Transitioning from a Sick/Vacation plan to a PTO has its complications, but proper planning and communication will ensure its success. 

On the other hand, due to mandatory paid sick leave laws, many organizations are considering moving away from PTO back to a Sick/Vacation plan.  Ten states require paid sick leave. Eighteen 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.

In addition to state laws, many municipalities also require paid sick leave.  Do you have a Federal Contract?  If so, you are required to have a sick leave policy. Do you have a contract with a municipality?  If so, have you checked to see if you have to offer paid sick leave? 

With the passage of these laws, 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.

In this webinar, we will be reviewing the transition from a Sick/Vacation policy to a PTO policy as well as making the transition from a PTO plan to a Sick/Vacation plan.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

In Fiscal Year 2018, the Equal Employment Opportunity Commission (EEOC) received 76,418 discrimination cases. Think about it, we have 200 work days a year – so this equates to over 480 a day and nearly 48 every hour. Sheer numbers indicate that it’s just a matter of time before a discrimination charge crosses your desk. So, this is your chance to get the information you need now to be prepared. Your first reaction to receiving a charge of discrimination follows the stages of grief – shock, denial, and anger. Some get depressed because they think they may get in trouble. Then reality sets in and you reach the acceptance and action stages. The fact is discrimination charges are now a part of the risk of doing business. Proper preparation is the key to winning charges of discrimination. Properly responding to a discrimination charge is never fun.

Industry: HR Compliance

Duration: 75 Minutes

Recorded Session

Dealing with cases that involve the Family Medical Leave Act (FMLA) and the American’s with Disabilities Act Amendment Act (ADAAA) and Workers Compensation is often called the Bermuda Triangle of Employment Law. We call it a Triple Whammy, as these types of cases are very complicated to understand and deal with correctly. These three laws often conflict leaving Human Resources professionals scratching their heads and wondering how to deal with the maze of regulations. The Triple Whammy of Dealing with FMLA, ADAAA and Workers Compensation is an absolute must for all supervisors as well as human resources staff. Understanding the interplay of these laws to assure compliance with the rules and regulations is essential to protect the company from potentially very expensive lawsuits and settlements.