Diane L. Dee, President of Advantage HR Consulting, has over 25 years of experience in the Human Resources arena. Diane’s background includes experience in HR consulting and administration in corporate, government, consulting and pro bono environments. Diane founded Advantage HR Consulting in early 2016. Under Diane’s leadership, Advantage HR provides comprehensive, cost-effective Human Resources solutions for small to mid-sized firms in the greater Chicagoland area. Additionally, Diane conducts webinars on a wide-variety of HR topics for various training firms across the country. Diane holds a Master Certificate in Human Resources from Cornell University’s School of Industrial and Labor Relations and has attained SPHR, SHRM-SCP, sHRBP and HRPM® certification. Diane is a member of the National Association of Women Business Owners and the Society for Human Resource Management. Additionally, Diane performs pro bono work through the Taproot Foundation assisting non-profit clients by integrating their Human Resources goals with their corporate strategies.
An epidemic is declared a pandemic when it becomes outrageously unstoppable. The world is now menacing over one such pandemic—Coronavirus (COVID-19). This coverted virus had its initial cases in China, where it significantly gathered media attention and subsequently took deadly havoc over other nations, with the U.S. now reporting the highest cases after Italy.
Least to mention, the economy has seen a major fallback in years, and the ones to be affected are the employers. People are beginning to worry about susceptibility to the virus, including in the workplace. The question of interest to employers is what they can do about protecting their workplaces from this virus. Unfortunately, there is no one size fits all answer. The right choice will depend on the type of workplace, the job the employee performs, and the employer's tolerance for legal risks (to name just a few of the considerations an employer would take into account).
The Web is an increasingly important resource in many aspects of life: education, employment, government, commerce, health care, recreation, and more. It is essential that the Web be accessible to provide equal access and equal opportunity to people with diverse abilities.
The Web offers the possibility of unprecedented access to information and interaction for many people with disabilities. The accessibility barriers to print, audio, and visual media can be much more easily overcome through web technologies.
There is also a strong business case for accessibility. Accessibility overlaps with other best practices such as mobile web design, device independence, usability, design for older users, and search engine optimization. Accessible websites can have better search results, reduced maintenance costs, increased audience reach, and demonstrate corporate social responsibility.
The Americans with Disabilities Act (ADA) was signed into law by George H.W. Bush in July 1990. The Act is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public.
The purpose of the law is to ensure that people with disabilities have the same rights and opportunities similar to those provided to individuals on the basis of race, color, sex, national origin, age, and religion.
Disability accommodation is an important and visible aspect of ethical business practices. Compliance with the Americans with Disabilities Act will ensure your organization is operating in an ethical manner.
Complying with the Family & Medical Leave Act (FMLA) is difficult in the best of circumstances, but it gets even more complicated for K-12 schools. The FMLA has special rules that apply only to educators in grades K-12, including requirements to combine paid and unpaid time when calculating the “minimum-hours-worked” eligibility requirements for “exempt teachers.” There are also special rules concerning elementary and secondary schools, both public and private.
How to deal with a teacher who takes FMLA leave 3 weeks prior to summer vacation? Are schools allowed to count the summer as part of the FMLA or not? Which instructional employees are eligible for these special rules? Not having answers to question such as these (and these are just a few) can be cause for a legal nightmare for K-12 schools. Thus, schools need to ensure they are fully-versed in these special provisions and maintain legal compliance.
Behavioral issues and conflict in the workplace are inevitable. Whenever you have diverse groups of people working together on a daily basis, conflict will arise. Each employee brings to the workplace a unique set of attitudes, ideals and beliefs that may differ from that of their coworkers. In addition to behavioral issues and conflict, the issue of workplace incivility and the negative impact it has on your organization's culture is monumental. Unresolved behavioral issues, conflict and incivility often results in loss of revenue, productivity, the stifling of creativity and the creation of barriers to cooperation and collaboration.Participation in this webinar will provide participants with the necessary tools and information to effectively and confidently address workplace issues, conflict and incivility in their organization.
Join us in this webinar to familiarize yourself with pregnancy and nursing-related rights and responsibilities of employers and employees. While pregnancy and nursing are not considered disabilities, many pregnancy-related conditions are considered disabilities. The Pregnancy Discrimination Act requires employers to make modifications or accommodations to a pregnant and/or nursing worker’s job in a manner similar to those provided to a disabled employee. This could include adjusting job-related duties, providing additional breaks, or implementing lifting limitations and other safety procedures. Under the Patient Protection and Affordable Care Act section of the Fair Labor Standards Act (FLSA), covered employers are required to accommodate employees who are nursing.
Having a strategic onboarding plan in place can dramatically impact your business. Investing in an onboarding process will help reduce turnover and increase new hire effectiveness. An onboarding program isn’t just or more than a routine checklist; it should be a comprehensive process that makes the new employee, as well as the company, confident they made the right choice and confident they can succeed in their position.
An effective onboarding program is important because it introduces the employee to the company’s culture and expectations and gives the employee the vital training and information needed to succeed in their new role. How badly do you want to retain your new hires???
It takes your recruiting staff, HR group and hiring managers a lot of time and money to sift through resumes, conduct interviews, find the person with the right skills who will also be a good cultural fit to narrow it down to one person. But you finally found the right person, made an offer, and the candidate accepted it!
After all that time-consuming and expensive effort, you have your new hire in the office equally excited and nervous on their first day of work. What you may not realize at this point is that your job is far from over. You now need to direct your efforts to “recruiting” your new hire through his or her critical first few months on the job.
Traditional orientation programs usually consist of a data dump of information (policies and procedures, benefits information, safety information, etc.) on the new hire’s first or second day on the job. This one-stop, one-time approach results in an information overload problem for your new employee. Utilizing a phased approach enables new employees to build relationships with co-workers and with those who will have a part in managing, coaching, mentoring and supporting them.
Onboarding occurs in the period between offer acceptance and full integration into your organization. Your job is to have an effective onboarding program in place to assist your new employees in acquiring the necessary knowledge, skills, and behaviors to become effective members of the organization. In addition to dotting all the compliance “I’s” and crossing all the paperwork “t’s”, onboarding should also help new employees feel like a valuable member of the team. A warm welcome from teammates and a smooth introduction to the expectations of the new role can promote engagement and retention right from the start.
The USCIS recently made some changes to the current Form I-9. These changes include some minor, non-substantive edits to the form in addition to clarifying Form I-9 instructions. The changes to the form take effect on May 1, 2020. If an employer misses any steps or forgets to include the proper documents, they are at risk for fines with possible and quite serious legal complications, which is why it is so important to verify every aspect of an employee’s I-9.