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Speaker:


Teri Morning

       Teri Morning

       MBA, MS, specializes in solving company "people problems"

  • Teri is the founder and President of Hindsight Human Resources.www.hindsightcloud.com.
  • Teri also sources HR software solutions for incident tracking, employee relations, safety (Incident Tracker), compensation (Compease) and performance management (Performance Pro).
  • Twenty+ years human resource and training experience in a variety of fields, including retail, distribution, architectural, engineering, consulting, manufacturing (union), public sector and both profit and non-profit companies.
  • Teri has enjoyed consulting with employers on their problems and trained managers and employees for over 20 years, meeting and working with employees from all types of businesses.
  • In addition to a MBA, Teri has a Master’s degree in Human Resource Development with a specialization in Conflict Management.
  • Teri was certified by the State of Indiana in mediation skills, and Teri is currently certified in Project Management and IT Management and qualified as a Myers-Briggs practitioner. Teri has held the PHR, SPHR, SPHR-CA and SHRM-SCP certifications.

Live Webinars

Industry: HR Compliance

Duration: 60 Minutes

Date: 2020-04-30

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

It’s a fact of life that most people have to work for money. Even people who love their jobs likely would not perform them free. 

To a company, the salary budget is its biggest expense. To employees, it is a reward system for their work performed in your company and for the skills they bring to the workplace. It is also communicating to your employees what sort of work ethic, skills, and attitude are rewarded at your company. So, when a company determines how salary rewards administration is structured, including wage rates and for what and how employees will be rewarded, those decisions are critical “make or break” decisions. 

Today, every company is a performance-based company and as such needs to learn how to use what salary budgets it has for maximum effect on employee performance while still ensuring equity within internal and external components and avoiding compliance problems. 

Before you get started, keep in mind that adopting a competitive, performance-based pay philosophy requires some extra work. Because a merit matrix connects performance to market rate pay. However, in order to differentiate wages based upon the results of your employees, you need to know what you want people to do, be able to sort out how they are performing and, based on that, differentiate their pay. The merit-based, pay-for-performance matrix also serves as a guide for supervisors so that they suggest pay increases that are fair and support business objectives. 

Industry: HR Compliance

Duration: 90 Minutes

Date: 2020-06-18

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

Recognizing and handling dysfunctional employees can be hard for even the most experienced manager and is almost always time consuming to handle especially at first. That's why so many employees "get away" with their conduct, and many get away with it for years. However, you can never have a fully functioning team and the respect of your employees if you don't step up and handle these people problems.

Managers want to create an environment in which employees are engaged and motivated to do their best job every day. A manager wants their people to be productive, happy and performing. After all workplaces are places where we often spend more time with our coworkers than our families!

However, every manager who takes over a group of people will invariably inherit at least one dysfunctional and/or non-performing employee. Sometimes the conduct is purposeful and other times not. These employees can torpedo not just group results but the manager's performance and reputation as well. A manager's management style can even be negatively impacted as the manager begins to mistrust, over react, and begins treating all employees harshly.

Chronicles

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Learn what constitutes a meal or rest break and your obligations as an Employer under California’s employee break laws. Understand the requirements and the possible violations and penalties associated with CA meal and rest break compliance.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

CA has long been the leader in eradicating discrimination in employment. Currently a particular area of emphasis is in removing barriers of pay discrimination especially in regards to sex, race and ethnicity through a combination of enhanced enforcement supported through increased legislation. This combination not only attacks individual discrimination but more importantly strips aside the protection of arguments and practices that whether intentionally or not, still have the effect of causing systematic discrimination. Even honest mistakes due to using bad data or mere lack of education in compensation can now be costly. Other employers can no longer hide behind empty arguments or they risk facing costly legal challenges. Such challenges will be easier for employees to prove, since CA employees benefit from their right to increased access to other employee’s pay information.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

Many employers struggle to gather information during witness interviews in investigations. Many employees for a variety of reasons are reluctant to be involved and can be less than forthcoming. Friends of employees and those accused of an offense are often downright angry and vengeful. In investigations, to meet its employer obligations, it's crucial that interviews are structured to capture and gather all available accurate information, notwithstanding employee emotions that are often running high.

This webinar will help investigators move through what often seems an investigatory maze. Some investigators, unable to gather information, turn to body language to make determinations of credibility. Not only can that approach be fraught with indefensible and challengeable findings, TV shows while entertaining, are not good training for interpreting body language. This webinar will cover ways to assess body language while combining with the facts as presented.

Investigations by their very nature tend to leave at the least some employee relations damage amongst employees. It's important that an employer learn how to take steps to avoid retaliatory behavior towards individuals involved in investigations or making complaints. Additionally there are steps an employer can take to minimize the inevitable gossip and side taking that disrupts business.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

Wrongful termination claims are increasing exponentially and is catching employers by surprise. With sympathetic juries and high verdicts, employers must know the tools they have to avoid these types of claims.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

Project management assists every area of a business from methods of increasing customer satisfaction to budget management, all the way to linkage of projects with business strategic outcomes. Good project management outcomes increase timeliness and efficiencies of scale, savings and/or speed of their projects making a good project even better.

With becoming a true business partner, comes the responsibility to understand project management methods when working on projects. To achieve maximum benefits from good project management all members of the team need to be on the same page; using the same methodology, toolsets and documentation and understanding what their team members are doing regarding analysis, planning, design and evaluation.

Good project managers also do not fail to understand or underestimate the effects of people on projects. A good project manager needs to manage the psychology of the project just as well as managing its other resources. Even the best-planned project will not come to fruition if the people are not on board. Most projects bring about change of some sort, and/or have some sort of uncertainty and uniqueness inherent to them; three factors with which people are historically uncomfortable. So even in the best of project plans, people do not always act the way one plans for them. Compounding the problem is that the people affected by projects and those who are influencing the outcome of a project are often the same persons(s).These people working on the project can even create their own aims, which may or may not be in line with the project’s purpose.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

This training session teaches how to communicate more assertively and effectively. During the webinar, you will learn how to ask for information without seeming combative. Plan how to identify and present your options or opinions without arguing positions. You will also learn how to handle the 4 most common and troublesome "assertiveness required" situations in the workplace; negotiations, emergencies, conflicts, and speaking in groups.

Industry: HR Compliance

Duration: 90 Minutes

Recorded Session

COVID-19 is a new disease. It's hard for employers to know what to do or what they are expected to do as the situation changes daily. State law may affect an employer's obligations. However even in currently unaffected states, employees expect employers to do what they can to keep them safe and be able to answer "what if."

With all types of risk assessment and emergency planning the best first line of defense is elimination of hazard. So today is the day to make a plan because elimination of hazard can't be accomplished in hindsight.

The second most effective way of eliminating risk is substitution, meaning to substitute the source of the hazard by something else. Such as a bank could substitute waiting on customers in person by better utilizing drive-up windows or remote teller stations, thereby providing a way to put social distance and physical barriers between customers and employees.

There are also many other questions to be considered, such as what are an employer's compliance obligations, and how leave, benefit and sick policies apply and if they should be temporarily changed and how.

Industry: HR Compliance

Duration: 60 Minutes

Recorded Session

Employees are looking to have flexibility in their lives. The idea of a PTO or Paid Time Off program is to give an element of control to the employees. Time off to refresh and recharge is good for business too as stressed out people simply do not perform at their best, if at all. When employees have to worry about home and/or do not have the flexibility to deal with urgent situations, it is as if only part of the person comes to work that day. Employees are having time off available, as needed is a huge contributor to building employee morale.

You can leverage a PTO program to be the employee benefit and time off advantage you intended. No more allotments of fixed time off in categories such as vacation, illness, personal. Instead, employees have a single allotment that they can use as they see fit, while still subject to any restrictions needed for the daily operations of your business.