Can’t Find the Time to Train Your Employees in Harassment Prevention?
Let them choose when they want to be trained – use on-line training.

Human Resource managers statewide are faced with a perplexing problem. Harassment prevention training needs to be provided to all of their supervisory personnel by December 31 (if their company has over 50 employees). However the question remains, when do these companies find the time to train these employees? Look no further: On-Line Harassment Prevention Training is available through Employers Group.

On-Line Harassment Prevention Training:

• Requires trainees to demonstrate that they have learned the content by answering questions correctly that are placed throughout the program.
• Available anytime, anywhere or from any computer – just as long as it is linked to the Internet.
• Allow trainees to begin, end and resume training according to their individual schedules.
• Provides consistent quality, message and training content every time, all the time.

Employers Group takes this training to another dimension. Our training allows the program to be customized to your needs:

• Your company’s logo and harassment policy are incorporated into the training.
• Trainees are invited and then “e-minded” that they need to begin the program according to the timeframes you set up and control.
• Meets the interactive standard by allowing trainees to “ask the instructor” questions regarding the training content. You can then review these questions and answers.
• An “administrative toolbox” is also included that allows you, the administrator, the ability to see the progress of all trainees, print certificates of completion, and assign or un-assign courses. The toolbox provides plenty of reports and allows for multiple locations to even be set up.
  
  Take a brief demonstration of the course and view the features of the ‘administrative toolbox’

Given the tight state deadlines, it is imperative to begin a program sooner rather than later. The supervisory program is given in 3-parts covering all aspects of harassment including workplace harassment, illegal discrimination and prevention and retaliation.

Many companies are taking advantage of this requirement by familiarizing all employees with harassment. A shorter 2-part program can be given to non-supervisory personnel so a consistent message is delivered organization-wide.

Getting started with your own program is extremely easy and your training can begin almost immediately.

For more information or to sign up, call 1-800-748-8484 or email msc@employersgroup.com. Please include your company name, zip code, number of supervisory and non-supervisory personnel to be trained and whether you are a member, along with your contact information.

If you’d prefer ‘live’ training, Employers Group also offers on-site courses for up to 30 employees and public workshops across the state. Email or call us about these options.

Age Discrimination

Q: Who is protected under the Age Discrimination in Employment Act?
A: The ADEA protects employees and job applicants who are 40 years of age or older from employment discrimination based on age. Under the ADEA, it is unlawful to discriminate against a person because of his/her age with respect to any term, condition, or privilege of employment, including hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on age or for filing an age discrimination charge, testifying, or participating in any way in an investigation, proceeding, or litigation under the ADEA.

Q: Is it possible to get a waiver of ADEA rights?
A: Yes, an employer may ask an employee to waive his/her ADEA rights either in the settlement of an ADEA administrative or court claim or in connection with an exit incentive program or other employment termination program. However, the ADEA, as amended by Older Workers Benefit Protection Act of 1990 (OWBPA), sets out specific minimum standards that must be met in order for a waiver to be valid.

Q: What is necessary to get a waiver of ADEA rights?
A: In return for signing the waiver, the employer must offer something of value, such as, severance pay, over and above what is already owed. The waiver, which is often called a release or separation agreement, must be written in plain language. It cannot cover any rights or claims that may be discovered after the agreement is signed. It must specifically refer to ADEA rights or claims. It must advise the employee to consult an attorney before signing the waiver. It must provide the employee at least 21 days to consider the agreement and at least seven days to revoke the agreement after signing it.

When the offer is made to a group or class of employees, the employer must inform the employees in writing how the class of employees is defined; the job titles and ages of all the individuals to whom the offer is being made; and the ages of all the employees in the same job classification or unit of the company to whom the offer is not being made. When the offer is made to a group or class of employees, each must have at least 45 days to consider the offer.

Do You Know What Your Employees are Thinking?
Employee Opinion Surveys Can Tell You!

An Employee Opinion Survey can give management the knowledge needed to directly impact the bottom line. By addressing employee opinions, organizations can greatly increase productivity and employee morale, resulting in less turnover and higher quality performance. Often, companies can boost employee moral and productivity simply by implementing an Employee Opinion Survey.

For information about implementing the EOS process at your company, contact Juan Garcia, Director of Research Services, at jgarcia@employersgroup.com
or at (213) 765-3969.

Announcing EG’s NEW Survey Service --
100-Day Survey for New Hires
An effective new hire induction is critical to the performance and retention of employees and therefore to the success of any business. Experience has shown that many employees form decisions during the first 100 days that can affect their longevity and success with the company.

EG’s NEW 100-Day Survey for New Hires asks new employees for their feedback on such areas as:

• Pre-employment experience,
• Initial impressions,
• Understanding of their job and performance,
• Understanding of their pay and benefits,
• Understanding of their industry, and
• Overall impressions.

This survey has shown to be an effective way of resolving potential issues before they escalate into employee turnover.

For information about implementing the 100-Day Survey for New Hires at your company, contact Juan Garcia, Director of Research Services, at jgarcia@employersgroup.com or at (213) 765-3969.

Are You the Victim of "Talent Theft?"

It happens all the time: the brightest and most talented people leave the company for greener pastures and better opportunities. Their peers wonder how management could let them go and their managers feel helpless to make them stay. Bigger salaries, loftier titles and added perks may work for a while but what employees really want is meaningful work, growth opportunities, excellent bosses and a sense of connectedness to the group and organization. The good news is that, unlike monetary compensation, these benefits are well within the reach of most managers.

“Love 'Em or Lose 'Em: Getting Good People to Stay – Third Edition” is the latest literary gem by best selling authors and organizational-development specialists Beverly L. Kaye and Sharon Jordan-Evans. In this must-have desk reference the authors proposes that corporate America’s ever-present “race for talent” can be effectively run only by those company’s who adopt programs and policies that truly support their personnel. They then show you how to do so, even in organizations reluctant to participate actively. And finely they reinforce all lessons with hands-on exercises and stories of others’ failures and successes.

26 Strategies
Beginning with an exit memo written by the composite employee A.J., “Love ‘Em” provides 26 strategies to keep talented employees happy and productive. Citing research and experience with dozens of organizations, the authors present many examples of how today's companies have applied their strategies and increased their retention rates.

The chapters are arranged alphabetically from “Ask” to “Zenith.” Each chapter includes a series of to-do lists, company examples and an “alas” story drawn from the authors’ personal experiences. This updated third edition features new tips and to-do lists, new stories, and additional research from the media not to mention from the authors’ own extensive database. There are also three new appendices: a troubleshooting guide, a guide to saying “thank you” in the workplace, and a reading group guide.

Losing Good Employees is Costly
With every employee who walks out the door costing the company up to 200 percent of their annual salary to replace, retention is one of the most important issues facing businesses today. This book gives everyone from the CEO to the front-line supervisor solutions for keeping the employees they simply can’t afford to lose.

Get Your Copy Now
This book and many others are available through the EG Store at discounted member rates. To purchase “Love 'Em or Lose 'Em: Getting Good People to Stay – Third Edition” or for more information on this and other titles please visit our web site at http://www.employersgroup.com/products/books/index.shtml or you may call our Member Service Center at 800-748-8484 to speak to a representative.

Two Powerful HRIS/Payroll Software Programs –
One Simple Source

Make your choice, whether you are looking for a web-based and hosted system or an in-house configuration, Employers Group has the right software product to fit your company’s needs. And according to a Gartner, an analyst group who evaluates software, the two packages, we offer are two of the best currently on the market.

Abra – Developed by Best Software, is a powerful in-house system. You can license one module or an assortment of modules to customize to your company’s requirements.

eeAccess – Developed by Ultimate Software, is a fully integrated HR, Benefits and Payroll system which is hosted for you so you never have to worry about servers, upgrades, maintenance, etc.

Both products include a variety of capabilities that will help you manage your workforce, government compliance, benefits and payroll. Here’s just a few of the many powerful features:

• One source input for HR, Benefits and payroll.
• Government compliance including EEO, New Hire, Worker’s Comp, Cobra, OSHA and more
• Integrated Recruitment Solution
• Track internal and external Training
• Benefits with Optional On-line Open Enrollment
• Employee and Manager self-service
• Standard Reports Library
• Powerful Custom Report Capabilities

To learn about these and other features of our HRIS offerings, call or e-mail Joyce Weldon at 213.765.3999 or jweldon@employersgroup.com

Free Mock AAP Compliance Audit Still Available
Employers Group, encourages employers to take advantage of the current opportunity to conduct a Mock Audit to assess your affirmative action programs. This free, no-obligation offer will include an executive summary of the outcomes and recommendations. You will get a sense of the realities going through an OFCCP audit.
We will focus on the issues involved in real audits and provide practical information on how to prevent and defend against deficiencies associated with the affirmative action regulations. Interested employers will learn what to do when they receive a scheduling letter from the OFCCP, as well as what mistakes to avoid by watching a simulated audit unfold. Failure to take advantage of this opportunity will result in a lack of knowledge on how employers can prevent and prevail during an audit.

Contact Ahmed Younies, Director of Compliance Programs at 800-748-8484 extension 3942 or e-mail to: ayounies@employersgroup.com. The above article was reprinted by permission from the Employers Group’s April 2005 newsletter

The Private Attorney General Act of 2003 (PAGA) increases penalties for Labor Code violations and allows private actions by employees, or classes of employees. Recent amendments to this Act place limitations on private actions and allow employees to redress areas of non-compliance before a private suit may be brought. Discussion will also include which Labor Code violations are being “mined” by private attorneys, especially for class action suits. Come learn what you can do to protect your company before a problem surfaces.

Speaker: Lee Paterson, Winston & Strawn

Briefing Times and Locations:
Thursday, April 21, 2005 • 9 – 11am
Employers Group Los Angeles Regional Office
1150 S. Olive Street
Los Angeles, CA 90015

Tuesday, April 26, 2005 • 9 – 11am
Employers Group Orange County Regional Office
3070 Bristol Street, Suite 640
Costa Mesa, CA 92626

Fees:
$50 - Members
$60 - Non-members
$35 - 3 or more members

Register Now!!!

Compensation, Benefits and Economic Trends

A key benefit of membership with Employers Group is access to a wide range of surveys covering Compensation, Benefits, and Economic Trends. Conducted once a year, the compensation surveys provide an excellent look at competitive compensation policies and practices.

Our members get an in-depth analysis of California’s diverse labor markets as well as access to a number of national surveys covering key labor markets across the U.S. Whether you need data for one job or as part of a formal compensation plan, EG’s comprehensive survey program can help you estimate current labor market rates and practices for your organization.

In addition, all members are invited to participate in all our surveys. Notification and/or questionnaires are automatically mailed to the main survey contact in every member firm.

All survey data is treated with the utmost confidentiality and at no time will data be furnished in any form so as the identity of the member firm can be revealed. To participate in a survey today, visit http://www.employersgroup.com/surveys/participate/index.shtml . Those who participate will receive a complementary booklet of the analyzed results.

To receive up-to-date news regarding our surveys and to make sure you receive notification regarding any discounts on EG Compensation Surveys click HERE.

For additional information regarding our survey program, contact us at surveys@employergroup.com or at (213) 765-3920.

Current Surveys AVAILABLE go to www.employersgroup.com/surveys.asp