ada-fmla-ffrca-gina-and-osha-the-federal-alphabet-soup-in-the-second-half-of-2020

ADA, FMLA, FFRCA, GINA, and OSHA: The Federal Alphabet Soup in the Second Half of 2020

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Live Webinar | CEU Approved

  • 90 minutes
  • 21 Days Left
     Jun 25, 2020
  •   01:00 PM - 02:30 PM ET
    10:00 AM - 11:30 AM PT

Possibly, you have already performed your annual HR compliance audit and updated your company's employee handbook with the necessary changes.  Perhaps pre-pandemic, you were confident your employee policies and procedures were up to date, and addressed the alphabet soup of federal, state, and local statutory and regulatory requirements. Then along came COVID-19, and with it, double serving of new laws and regulations. Now is the moment in time to conduct a mini HR compliance self-audit to bring your policies and procedures back into compliance.

Join this session by expert speaker Dr. Jim Castagnera, attorney at law, as he guides you through a quick compliance audit. He’ll review with you the new statutes, regulations and guidelines, highlighting necessary changes to your policies and procedures occasioned by the pandemic.

Session Highlights:

  • The federal and state statutes regulations to cover in your quickly audit. These will include the traditional federal alphabet soup: ADA, FLSA, FMLA, GINA, HIPAA, NLRA, OSHA, and Title VII, as well as the new kids on the block, i.e. the FCCRA, the CARES Act, and subsequent COVID-19 legislation.

  • Noteworthy state and local legislation, such as COVID-19 inspired amendments to New Jersey’s paid-sick-leave law and Los Angeles’s ordinance topping off FCCRA benefits.

  • The major governmental guidelines issued by the Center for Disease Control, the Department of Labor, and the Equal Employment Opportunity Commission

  • Best practices for testing employees, reconfiguring work spaces, and providing PPE.

  • New disciplinary rules regarding workplace hygiene, social distancing, reporting symptoms.

  • Sample policy language and checklists.

  • Policies and planning for the next pandemic.

  • Litigation-prevention strategies.

Why You Should Attend:

The post-pandemic compliance paradigm will be very different from the regulatory environment of only a few short months ago. HR needs to make sure the company's policies and procedures reflect all legal aspect of our brave new regulatory world. This is the best way to protect your employer from liability, which could include employee lawsuits and administrative-agency inspections and citations. This webinar will guide you through these new statutes, guidelines and regulations, and prepare you for a quick mini-audit.

Who Should Attend:

  • Directors, VPs & CFOs

  • HR managers

  • Finance Manager

  • CEO

  • Healthcare Counsels

  • In-house counsel

  • Managers

  • Supervisors

  • Compliance Officers

  • Risk Managers



*You may ask your Question directly to our expert during the Q&A session.

 ** You can buy On-Demand and view it at your convenience.

Jim Ottavio Castagnera

Jim Ottavio Castagnera

Dr. Jim Castagnera, Esq. holds a JD and a PhD from Case Western Reserve University. He spent 10 years as a labor, employment and IP lawyer with the major Philadelphia law firm Saul Ewing, before entering higher education. For the past 22 years he has been legal counsel and associate provost at a central New Jersey university. He also is the principal consultant and co-owner of K&C HR Enterprises/Holland Media Services, which provides writing, educational and consulting services to its clients, primarily in business and employment law, higher education/non-profit law and policy, and enterprise risk management.

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Edupliance is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.


This webinar has been approved for 1.5 HR (General) recertification credit hours toward California, GPHR, HRBP, HRMP, PHR, and SPHR recertification through the HR Certification Institute. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute’s criteria to be pre-approved for recertification credit.

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