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Speaker:


Margie Faulk

Margie Faulk, PHR, SHRM-CP is a senior level human resources professional with over 14 years of HR management and compliance experience. A former Compliance Officer for a defense contracting technologies firm, Margie has worked as an HR and Compliance advisor for major corporations and small businesses in the small, large, private, public and Non-profit sectors. Margie is bilingual (Spanish) fluent and Bi-cultural. Margie’s focus is on multi-state, national, state and local workplace compliance. Additionally, Margie is working on International compliance initiatives like International Privacy Issues, Drafting & Implementing policies, Reviewing and Amending Global Employment Policies, Cross-Border Reductions in Force and Restructurings, Multi-jurisdictional employee investigations, Immigration, Global Diversity Programs, Expatriate Legal Issues and General Data Protection Regulations (GDPR). Margie has created and presented seminars/webinars for many compliance institutes. These national training providers, offer compliance training to professionals, business owners and companies interested in having their company compliant with workplace and industry regulations. Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from Society for Human Resources Management. Margie has completed the Certified Compliance and Ethics Professional training and is a member of the Society of Corporate Compliance & Ethics (SCCE).

Live Webinars

Chronicles

Industry: HR Compliance

Duration: 110 Minutes

Recorded Session

Domestic Violence, Sexual Assault and Stalking effects the workplace more than we know. Domestic violence in all its many forms spills over to the workplace. It impacts, absenteeism, turnover, higher health costs and workplace productivity. When you include sexual assault and stalking, the impact can be devastating. In a comprehensive focus, this HR Compliance Officer has vast experience in the world of domestic violence working as a sexual assault prevention unit and promoted to a Court based victim advocacy unit in the Bronx Criminal and Family Courts in Bronx, NY. In this former career, Margie Faulk claims that working as the senior crisis advocate for a rape crisis volunteer unit and a criminal court advocacy unit, is what propelled her to the world of human resources and later workplace compliance. This experience is what makes this training more impactful and more inspirational. Although it appeared as a great transition, it was difficult to come to terms with how the laws in the late 1999 and early 2000 did little to impact domestic violence seeping into the workplace. No doubt, the laws, and regulation noticed and took action on making domestic violence in the workplace something to address. Although it took longer than expected, the laws did take action in developing protections for employees impacted by domestic violence in their personal lives and impact in the workplace with relationships developing in the workplace.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

Want to avoid IRS penalties for mistakes on Form 1099? Yes, make sure staff has exercised due diligence. Due Diligence involves a written Plan, training staff, and monitoring staff to determine if they have followed the plan. The Plan for accurate Forms 1099 is the development of procedures for an accurate Form W-9. Most mistakes that the IRS identifies on the Form 1099, originates in failure to follow W-9 procedures. IRS penalties not only cost money but also take up valuable time which translates to money.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Many companies have challenges keep track and keeping up with all the workplace laws and regulations that impact companies with more than 20 employees when they are in one state. Think of the challenges when the company has locations in multiple states and even across International locations. Companies are at risk for several workplace laws that can impact many parts of an organization. From staffing, hiring, compensation, background screening, employee leave management, performance, social media, public sector, termination and discrimination are just some of the areas that will impact the risk management in companies and companies should take this seriously.

Here are other factors that can impact the risk for multi-state organizations:

  • Employee applications
  • Pre-employment testing
  • State New Hire Reporting regulations
  • Paid leave laws
  • Pay equity
  • Employee wages/minimum wage
  • Employee classification
  • Drug testing
  • Smoke free workplaces
  • Immigration compliance
  • Non-compete agreements
  • Severance agreements
  • Non-solicitation
  • Employee handbooks
  • Equal Employment Opportunity Commission (EEOC) discrimination and harassment
  • Retaliation
  • Domestic Violence, Sexual Assault and Stalking Polices
  • Independent Contractors vs. employees
  • Employee training & development
  • Meal and rest periods
  • Overtime
  • Transgender policies
  • Family Medical Leave Act (FMLA) & Military Leave
  • Workplace safety & health
  • Employee discussions about their pay or work conditions
  • And strict off-boarding and termination requirements

As you can see, the list above is not exhaustive. In fact, it does not include all the workplace regulations that are indicated in some of the states. Although the list is daunting, there is light at the end of the tunnel.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

Close to 90% of employers conduct background checks on some segment of their employees/job applicants. Conducting background checks is a normal part of business especially if you want to have a safe work environment and hire quality employees. Additionally, employers have the added pressure to ensure they avoid negligent hiring claims. Employers need to balance their concerns for hiring quality employees with compliance of fair hiring practices. The "Ban the Box" campaign has spread far and wide. It is not easy to navigate this landmine and stay within regulations.

The "Ban the Box" initiative was started by a group of formally incarcerated individuals and their families in 2004. However, the first state to follow a "Ban the Box" concept was Hawaii in 1998. " Ban the Box" defined is a ban or removal of the check box in an application for employment where a candidate is asked, if they have ever been convicted of a crime at the onset of the application process.

The goal of this campaign is to have applicant/candidates assessed based on the ability to do the job and not based on any prior criminal history to level the playing field for the formerly incarcerated who have served their time. There are many economic reasons to promote this initiative. There are 70 million US adults with arrests or conviction, many who are turned away from applying due to employers asking about previous criminal records. The cost of these adults on the economy is estimated at $78K-$87K in losses in one year. Employing the formerly incarcerated has a positive impact in the economy. Increases tax contributions and saves money by keeping people out of the penal system.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

The H-1B program allows companies in the United States to temporarily employ foreign workers in occupations that require the theoretical and practical application of a body of highly specialized knowledge and a bachelor’s degree or higher in the specific specialty, or its equivalent. H-1B specialty occupations may include fields such as science, engineering and information technology, and fields such as teaching and accounting. 

DHS has announced a final rule amending regulations governing cap-subject H-1B petitions, including those that may be eligible for the advanced degree exemption. The final rule reverses the order by which USCIS selects H-1B petitions under the H-1B regular cap and the advanced degree exemption, and it introduces an electronic registration requirement for petitioners seeking to file cap-subject H-1B petitions.

Employers are attempting to challenge these strict regulations in court and also mitigate the restrictions as best they can.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

As immigration remains at the center of national attention, Immigration and Customs Enforcement (ICE) is not just stepping up its enforcement efforts at the border they are increasing their efforts.

During fiscal year 2018, ICE conducted over 5200 I-9 audits. This was nearly a 400 percent increase over the number of I-9 audits in fiscal year 2017, and the largest number of I-9 audits ever. ICE has said it plans to conduct as many as 15,000 I-9 audits per year if it receives sufficient funding, and that one of its goals is to create a “reasonable expectation” among employers that they will be audited. Accordingly, all employers should be prepared.

In fiscal year 2017, ICE collected $97.6 million dollars in judicial forfeitures, fines, and restitution, and $7.8 million dollars in civil fines, as a result of I-9 audits. In September 2017 a single employer was ordered to pay $95 million dollars, including $80 million dollars in the form of a criminal forfeiture money judgment and $15 million dollars in civil fines, making it the largest payment ever levied in an immigration case.

This I-9 form preparation, correction and audit webinar will be a step by step process and discussion of all the new guidelines for completing the new I-9 form as well as the ongoing regulations for appropriate method of correcting this document without incurring fines and penalties.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Many employers are oblivious to the compounding risk as well as they are quite simply unaware of the I9 documents penalties and fines. Moreover, these employers are under the impression that I9 document violations are low risk because "Who is going to tell?". Well, the speaker of this live webinar is here to tell these employers that anyone can make a claim or complaint and it doesn't even have to be true.

Additionally, now the regulatory agencies are communicating more than ever before. The Department of Labor (DOL) communicates with the Internal Revenue Services (IRS), the DHS communicates with Child Support Services, and a plethora of intricate communication that exists with other concerned department, it isn't hard to imagine news getting out to target employers. However, research has proven that most complaints come from disgruntled employees and others come from audits of target industries.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Employers have always avoided the termination either because it is not easy to terminate someone or because it can be difficult to defend any allegations of wrongful termination. Cases of wrongful termination have emerged and increased since the late 2000 year.

Employers need to be aware of the cost of these actions via litigation, fines & penalties and even criminal sanctions. Employers need to ask if they have the protections they need when they make decisions on termination, reduction in force, demotion, suspensions and disciplinary actions.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Are you aware of the new policy plan for your employee handbook in the coming year of 2020? Are your employees gaining the right insights about your firm with the employee handbook of 2020? Every year there are certain changes in recruiting policies, as well as the generation of employees who get recruited. Employee handbooks are a critical communication tool for employees to understand what the company expects from them as well as what the company expects from employees. This webinar will discuss the latest updates on the employee handbook that an organization must include to make it suitable for the year 2020.

Employees review the handbook when they are newly on-boarded in the company, when they are considering leaving the company, or when they are considering suing the company. Employee handbooks have been a tool for employers from small to large companies for several years. Many companies elect to have employee handbooks and utilize employee handbook templates that are provided on-line, which we call “cookie-cutter handbook” since they are created as a “one size fits all”. Unfortunately, employee handbooks can be a huge risk if not updated regularly, adapted to each company, reflect policies that are followed consistently, and reflect current regulations.