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  • Your Employee is Hurt, but is it FMLA, ADA or Workers’ Comp?

    Contains 3 Component(s), Includes Credits Recorded On: 03/07/2019

    Please join us for this 60-minute webinar to learn how to navigate the intersection of FMLA, ADA and Workers’ Compensation.

    Several laws can come into play when an employee is injured, disabled or becomes ill on the job. The employee may be entitled to medical and/or disability-related leave under the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act (ADA) or may be covered under state Workers' Compensation laws. Depending on the situation, one or more of these laws can apply to the same employee. 

    Please join us for this 60-minute webinar to learn how to navigate the intersection of FMLA, ADA and Workers’ Compensation.   

    What You Will Learn: 

    • How the three laws intersect and work independently 
    • How to uphold legal obligations such as: 
    • Paying 
    • Providing time off 
    • Reasonable accommodations 

    Clifford Hammond

    Member - Foster Swift

    Clifford Hammond is a member of Foster Swift's Employers Services practice group in the Lansing and Southfield offices where he focuses his practice on employment and labor law counsel and litigation. He has extensive experience with the Equal Employment Opportunity Commission, Michigan Department of Civil Rights, Department of Labor, Occupational Safety and Health Administration, National Labor Relations Act, Michigan Employment Relations Commission, Federal and State Courts, State and Federal administrative agency proceedings, collective bargaining, arbitration, mediation, employment litigation, and dispute resolution.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • No, that Employee is NOT an Independent Contractor

    Contains 3 Component(s), Includes Credits Recorded On: 01/31/2019

    Please join us for this 60-minute webinar to learn how you can prevent the misclassification of employees as independent contractors and what to do when a misclassification has been discovered.

    If a governmental agency finds you have misclassified an employee as an independent contractor, you will find yourself in a very difficult and expensive position. The probability of this happening has been increasing as these agencies are under tremendous pressure to recover revenue. The IRS, DOL and Michigan’s Unemployment Agency have even been coordinating enforcement efforts and sharing information. 

    Please join us for this 60-minute webinar to learn how you can prevent the misclassification of employees as independent contractors and what to do when a misclassification has been discovered.  

    What You Will Learn: 

    • What to do if you suspect you have a "misclassified" individual 
    • What to do when a government official knocks on your door 
    • Steps to take to prevent misclassification in the future 

    Clifford Hammond

    Member - Foster Swift

    Clifford Hammond is a member of Foster Swift's Employers Services practice group in the Lansing and Southfield offices where he focuses his practice on employment and labor law counsel and litigation. He has extensive experience with the Equal Employment Opportunity Commission, Michigan Department of Civil Rights, Department of Labor, Occupational Safety and Health Administration, National Labor Relations Act, Michigan Employment Relations Commission, Federal and State Courts, State and Federal administrative agency proceedings, collective bargaining, arbitration, mediation, employment litigation, and dispute resolution.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • How to Comply with Michigan's Amended Mandatory Paid Sick Leave Law

    Contains 3 Component(s), Includes Credits Recorded On: 01/09/2019

    Please join us for this 60-minute webinar to understand the key points of Michigan’s amended mandatory paid medical leave law, whether your existing policies need to stay or go and what steps you need to take to be compliant.

    Michigan's amended mandatory Paid Sick Leave Act will go into effect in March of 2019 and affects companies with 50 or more employees. Please join us for this 60-minute webinar to understand the key points of Michigan’s amended mandatory paid medical leave law, whether your existing policies need to stay or go and what steps you need to take to be compliant.   

    What You Will Learn: 

    • Who qualifies under the new law and who is exempt 
    • Amount of leave employers must provide, how it is accrued and how it can be combined with other leave time 
    • How leave must be accounted for, paid for and carried over 
    • How to handle notifications/call-ins and documentation 
    • How policies you develop can impact leave administration 
    • How the law interacts with the FMLA 
    • Administrative enforcement under the Act, including notice and poster requirements   

    Wendy Block

    Vice President of Business Advocacy, Michigan Chamber of Commerce

    Wendy Block joined the Michigan Chamber of Commerce in May of 2004. As Vice President of Business Advocacy, Wendy is responsible for developing and advancing legislative and regulatory proposals and agendas that represent Chamber members’ interests on a wide range of issues, including health care, legal reform, workforce development and employment law. Wendy also manages the Chamber’s Health and Human Resources Committee, a member-based committee that helps shape the chamber’s position on key issues and public policy proposals.

     

    Donald P. Lawless

    Partner, Barnes & Thornburg

    Donald P. Lawless is a Partner at Barnes & Thornburg's Labor and Employment Law Department in Grand Rapids, Michigan. He has 25 years of experience working on behalf of employers to meet their labor and employment law objectives. The focus of his practice is in the pharmaceutical, food processing, and service industries. Mr. Lawless's labor law practice includes contract negotiation, grievance arbitration, and defense of unfair labor practice charges. He advises employers on developing and implementing union avoidance strategies and responses to organizing activity. He works with clients on the broad range of civil rights compliance and defense matters with subspecialties in OFCCP compliance and audits, Occupational Safety and Health, and facility and program access under Titles II and III of the Americans with Disabilities Act.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • Immigration Changes: Enforcement, New Processes, Proposed Regulations

    Contains 3 Component(s), Includes Credits Recorded On: 12/13/2018

    Please join us for this 60-minute webinar to learn about the latest issues for employing foreign national employees and what practices and procedures you should have in place to prepare for the changes.

    As President Trump has made immigration a priority for his Administration, we have seen a renewed focus on I-9 enforcement through the U.S. Immigration and Customs Enforcement (ICE), several new proposed regulations, and several new processes/procedures for employment based immigration. So, we invite you to join us for this 60-minute webinar to learn about the latest issues for employing foreign national employees and what practices and procedures you should have in place to prepare for the changes. 

    What You Will Learn: 

    • What has happened under the new President? 
    • What regulations have been proposed or are imminent? 
    • How to avoid civil and criminal liability with regard to employing foreign employees by adopting proper I-9 employment verification practices and procedures. 
    • What to do if your company is required to produce your I-9s by ICE. 

    Agenda: 

    • Immigration Processes That Have Changed 
    • Immigration Regulations – Changes to Expect 
    • Proper I-9 Employment Verification Procedures and Practices 
    • Enforcement Policy and Practice Changes - What it Means for Employers 

    Michael Nowlan

    Co-Leader Immigration Practice Group, Clark Hill

    Michael P. Nowlan is the Co-Leader of Clark Hill's Immigration Practice Group. His immigration practice includes representation of Fortune 100 and 500 companies, scientists and engineers, religious institutions, business executives and entrepreneurs, computer and business personnel, and other professionals and their families as they plan for U.S. entry. Mr. Nowlan's expertise also includes in depth knowledge of all business and family immigration, nonimmigrant visas, as well as the permanent residence and naturalization processes. He continues to be an advocate for immigrant rights before immigration officials on a regional and national level.

    Rebecca Mancini

    Senior Attorney, Immigration Practice Group - Clark Hill

    Rebecca Mancini is a Senior Attorney in the Immigration Practice Group and represents clients in a wide spectrum of complex corporate immigration matters for professionals and their families. She advises clients across a variety of industries including automotive, engineering, technology, health care, energy, academic, and financial services on all major employment-based and permanent visa categories. Rebecca has extensive experience in developing, implementing, and managing the PERM labor certification and immigrant green card process on behalf of employers. 

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • Privacy Laws from Europe to California: A Look at the Impact on Michigan

    Contains 3 Component(s), Includes Credits Recorded On: 11/28/2018

    Please join us for this 60-minute webinar to understand what GDPR and other privacy laws apply to your business, because not only may you be subject to them, but they are changing expectations from customers, vendors and others.

    It has been six months since the EU’s General Data Protection Regulations (GDPR) came into full effect. In the meantime, California has passed extensive privacy laws with a reach far beyond California. These laws have a long reach and impose requirements far beyond what would otherwise be required. Customers in these locations (or working with customers in those locations) are pushing their suppliers into compliance, even when it may not be required. 

    Please join us for this 60-minute webinar to understand what GDPR and other privacy laws apply to your business, because not only may you be subject to them, but they are changing expectations from customers, vendors and others.  

    What Will Be Covered:

    • When and why GDPR would apply to you. 
    • If you are subject to GDPR, what you need to do.
    • What GDPR-enforcement looks like so far.
    • The new California privacy law and why you should care as a Michigan business.
    • What the new California law requires. 
    • How complying with California and EU laws help you comply with Michigan privacy laws.
    • The benefits to being compliant vs. the costs and requirements of compliance.
    • How to respond to common questions and requests about GDPR, California and other privacy laws. 
    • Practical steps for compliance with California and EU law.


    Charles M. Russman

    Senior Counsel, Clark Hill

    Charles M. Russman is Senior Counsel with Clark Hill PLC where he assists clients with data privacy and cybersecurity matters, through risk assessments, internal policies and procedures, privacy policies, agreements with service providers and data breach prevention and response. He helps with state, federal and international regulatory compliance, whether it is COPPA, HIPAA, CAN-SPAM, Gramm-Leach-Bliley Act (GLBA) or the European Union’s General Data Privacy Regulation (EU GDPR). Charles also helps clients maintain appropriate record retention and document destruction policies, an important and often overlooked aspect of the data privacy. He has been certified by the International Association of Privacy Professionals (IAPP) as Certified Information Privacy Professional in the United States and Europe (CIPP/US and CIPP/E) as well as a Certified Information Program Manager (CIPM). With an ANSI/ISO accreditation, they are considered the gold standard for privacy certification.

    One (1) credit each for the MI Chamber Basic or Advanced Management & Supervision Certification Program. 




  • Disengaged Employees are Costing You

    Contains 3 Component(s), Includes Credits

    Please join us for this 60-minute webinar as we bring the abstract idea of culture down to practical, actionable steps you can take back to your organization to make a real difference.

    Disengaged employees cost the U.S. a whopping $450 to $550 billion in lost productivity each year. The good news is that engaging a high-trust environment can actually boost profitability by up to 20%! Knowing how to re-engage employees, therefore, is critically important to the success of your business. Please join us for this 60-minute webinar as we bring the abstract idea of culture down to practical, actionable steps you can take back to your business to make a real difference. 

    Did You Know?

    • 87% of employees are disengaged
    • 85% of employees distrust today's leadership
    • 75% of employees hate their boss
    • 75% of teams are dysfunctional and low performing
    • Toxic bosses cost the U.S. economy $360 billion in productivity per year
    • Unhealthy employee behaviors – such as distraction and addiction – cost companies at least $1.7 billion in productivity per year

    Attend this Webinar and You Will:

    • Develop a better understanding of the four drivers of culture to help re-engage employees.
    • Learn how to apply a simple matrix to make micro-changes in areas of greatest need.  
    • Receive a visual leadership toolkit pdf.
    • Get access to a video library of leadership tools to continue your learning.   


    Dr. Brian Williamson

    Consultant and Senior Partner, GiANT Worldwide

    Dr. Brian Williamson is a consultant and senior partner with GiANT Worldwide, where he specializes in the area of employee retention, partners with clients to develop their leadership pipeline, and helps people build a more positive culture. His clients have included Fortune 500, the U.S. Air Force, manufacturing, and small to mid-sized businesses. His experiences include 4 years in the U.S. Marine Corps, 20 years in non-profit organizations ranging from founder to senior director and his PhD is in organizational leadership.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • New Special Business Income Tax Deduction

    Contains 3 Component(s), Includes Credits Recorded On: 11/01/2018

    Please join us for this 60-minute webinar to learn how the U.S. Supreme Court decision impacts multi-state sellers, either retail or wholesale, for sales and use tax collection obligations.

    The 2017 Tax Reform Act added a special 20% tax deduction for non-corporate taxpayers in tax code Section 199A that will be available for the 2018 tax year. The availability of, and potential limitations on, this “qualified business income deduction" has generated many questions because of the intricacy of its application in certain situations. 

    In August 2018, proposed tax regulations began to answer some of these questions, providing initial guidance on how the Section 199A deduction will apply in a variety of fact patterns. Please join us for this 60-minute webinar to get a high-level overview of the operation of the deduction and a practical explanation of how the proposed regulations operate in real world scenarios.

    What you will learn:

    • Definition of “specified service trades or businesses”Taxpayers, such as lawyers, accountants, doctors and consultants are engaged in such trades or businesses, potentially subjecting them to limitations on the availability and/or amount of the deduction.
    • Aggregation of separate trades or businesses carried on by a taxpayer into a single trade or business and the impact of such aggregation This is relevant to strategies that were being proposed, in advance of the proposed regulations, to “crack and pack” businesses to maximize the deduction.
    • Anti-abuse rules in addition to potentially thwarting “crack and pack” strategies, the proposed regulations also target other tax planning proposals that were intended to increase the availability and/or amount of the deduction.

     


    James H. Combs

    Partner, Leader, Tax Policy Group - Honigman

    James H. Combs, Partner, Leader, Tax Practice Group at Honigman concentrates his practice on corporate taxation, mergers and acquisitions, tax credit projects, and financial products taxation. He has extensive experience obtaining private letter rulings from the Internal Revenue Service and representing taxpayers in federal income tax audits.

    Mary Hennessey

    Partner, Tax Practice Group - Honigman

    Mary Hennessey Partner, Tax Practice Group at Honigman. Her practice focuses on complex business transactions including domestic and cross-border mergers and acquisitions, joint ventures, and recapitalizations. She has advised clients on numerous tax issues concerning private equity and M&A activities. Mary also has advised clients on tax issues concerning partnership tax, real estate tax credit incentives, income tax planning, and tax-exempt entities. 

    Kurt Piwko

    CPA - Plante Moran

    Kurt Piwko, Partner, CPA at Plante Moran works within the National Tax Office (NTO) where he is responsible for tracking and informing clients and staff of current tax developments and addressing emerging tax issues. He frequently speaks at business, accounting, and legal events on tax considerations in mergers and acquisitions and other new and emerging tax issues. 

    One (1) credit for the MI Chamber Basic or Advanced Tax Policy & Finance Professional Certification Programs.  

    One (1) credit under the guidelines of the Michigan State Board of Accountancy.  




  • Employee Compensation Plans: More than a Paycheck

    Contains 3 Component(s), Includes Credits Recorded On: 10/11/2018

    Handing out a paycheck is no guarantee that genuine work will occur. If you want to successfully recruit, reward, and retain valuable staff members, you must establish a well-designed and comprehensive compensation system. Please join us for this 60-minute webinar to learn what you must consider when designing an effective compensation plan that is compatible with your employees and your budget.

    Handing out a paycheck is no guarantee that genuine work will occur. If you want to successfully recruit, reward, and retain valuable staff members, you must establish a well-designed and comprehensive compensation system. Please join us for this 60-minute webinar to learn what you must consider when designing an effective compensation plan that is compatible with your employees and your budget. 

    What You Will Learn:

    • How to define your compensation strategy
    • Why pay is important but only a part of how your organization is viewed
    • How to determine pay rates for new and existing staff members
    • How to ascertain where your organization stands in the market
    • Ways to examine internal as well as external equity
    • How to conduct a labor market study


    Todd Surline

    President, Hiring Solutions LLC

    Todd Surline is President of Hiring Solutions, LLC, a Human Resources Consulting firm specializing in executive search, talent acquisition, pre-employment assessments, compensation & labor market analysis and human capital consulting. Previously, he worked as an executive in the financial industry in various capacities including business development, operations, client relations, credit administration, resources, staff development, marketing, communications, bank accounting, and risk management. He has developed and administered a variety of programs to recruit, retain, reward, motivate, train, and develop outstanding staff members.

    Alex Gardner

    Vice President, Hiring Solutions LLC

    Alex Gardner is Vice President with Hiring Solutions LLC and received his Master’s in Human Resources and Labor Relations from Michigan State University. He provides assistance in the areas of talent acquisition, pre-employment assessments, labor market studies, and human capital consulting.  Previously, Alex worked as a Human Resource Business Partner at Ford Motor Company where he was responsible for co-championing a global skill-based pay system, developing a recruiting strategy, creating a position ranking template for succession planning, and conducting a needs assessment examining employee engagement, leadership effectiveness, candidness, and satisfaction with rewards and recognition.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional AND Tax Policy & Finance Compliance Certification Programs.  

    One (1) credit under the guidelines of the Michigan State Board of Accountancy.   

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • Are You Ready? Recreational Marijuana in Michigan & Employer Rights

    Contains 3 Component(s), Includes Credits Recorded On: 10/02/2018

    Please join us for this 60-minute webinar to better understand the legalization of marijuana and how it will impact your workplace policies and procedures.

    On Tuesday, November 6, 2018, Michigan voters decided to legalize the recreational use of marijuana. Michigan is now the tenth state to legalize marijuana and Michigan employers must prepare now for its impact on drug-related workplace policies and testing. Please join us for this 60-minute webinar to better understand the legalization of marijuana and how it will impact your workplace policies and procedures.

    What you will learn:

    • Employer-specific language in the Michigan recreational marijuana law 
      • Clear basis for employer action
      • Where ambiguities (and likely litigation) exist
    • How developments in the eight other states with legalized recreational marijuana can inform the Michigan employer response.
    • Inherent problems with legalized recreational marijuana for employers and how employers will be challenged to manage around them.
    • Impact of other laws and regulations on recreational use of marijuana including: 
      • ADA and state disability laws; 
      • OSHA/MIOSHA enforcement regarding post-accident drug testing; and
      • state laws that protect lawful off-duty conduct.
    • Best practices and policy approach for Michigan employers if we end up in a legalized recreational marijuana environment.


    Donald P. Lawless

    Partner, Barnes & Thornburg

    Donald P. Lawless is a Partner at Barnes & Thornburg's Labor and Employment Law Department in Grand Rapids, Michigan. He has 25 years of experience working on behalf of employers to meet their labor and employment law objectives. The focus of his practice is in the pharmaceutical, food processing, and service industries. Mr. Lawless's labor law practice includes contract negotiation, grievance arbitration, and defense of unfair labor practice charges. He advises employers on developing and implementing union avoidance strategies and responses to organizing activity. He works with clients on the broad range of civil rights compliance and defense matters with subspecialties in OFCCP compliance and audits, Occupational Safety and Health, and facility and program access under Titles II and III of the Americans with Disabilities Act.

    One (1) credit for the MI Chamber Basic or Advanced Human Resource Compliance Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.

  • Employers Can Now Require Individual Arbitrations, But Should You?

    Contains 3 Component(s), Includes Credits Recorded On: 09/27/2018

    Please join us for this 60-minute webinar to learn if the Epic Systems decision is as epic as hyped and learn if class action waivers are truly a panacea for your company to avoid expensive lawsuits.

    The employer community is buzzing over a recent U.S. Supreme Court decision in Epic Systems Corp. v. Lewis regarding enforced employment arbitration clauses, which preclude employees from joining together in large class action arbitrations. Please join us for this 60-minute webinar to learn if the Epic Systems decision is as epic as hyped and learn if class action waivers are truly a panacea for your company to avoid expensive lawsuits.

    What You Will Learn:

    • What Epic Systems is all about and how it affects you
    • If arbitration is worthwhile
    • Differences between and state and federal arbitration requirements
    • How to design an arbitration provision
    • Alternatives to arbitration


    Donald H. Scharg

    Bodman PLC

    Donald H. Scharg is a member of Bodman PLC. He is a former member of the Michigan Chamber Board of Directors and is currently a member of its Health and Human Services Committee. He has received recognition as both a speaker and an author for management on wrongful discharge, employment discrimination, sexual harassment, disability discrimination, workplace misconduct, employee relations, wage-hour, remaining union free, contract negotiations, and substance abuse testing.

    One (1) credit for the MI Chamber Basic or Advanced Human Resources Professional Certification Program.

    One (1) HR (General) recertification credit hour for PHR, SPHR and GPHR recertification through the HR Certification Institute.

    One (1) PDC for the SHRM-CP or SHRM-SCP.