Events

The recent federal subsidy of COBRA premiums provided for in the American Recovery and Reinvestment Act of 2009 will affect every employer that sponsors a group health plan for employees and has terminated or laid off an employee on or after September 1, 2008. Employers will have to act quickly to comply with new COBRA notice requirements and to properly coordinate payroll tax and COBRA administration.

The current political, social, and economic climate demands increased accountability, integrity, and transparency in the way the federal government conducts business. With the passage of the American Recovery and Reinvestment Act ("ARRA"), the federal government will spend a significant amount of money contracting with private companies to complete the work outlined in the economic stimulus plan.

With the change in administration, health care employers should expect to see a more active OSHA on both enforcement and regulatory initiatives. This webinar will discuss OSHA's recently revised Field Operations Manual and what health care employers should do now to prepare for enhanced OSHA enforcement. It will also discuss what policy initiatives OSHA has recently issued that impact the health care industry and what to expect from OSHA in the next few years. Join us for this special look at OSHA and the health care industry.

Employers across the country are working hard to respond to employee concerns about the spread of the H1N1 virus—otherwise known as "swine flu"—and reviewing their contingency plans to ensure continued operations and workplace safety during an influenza pandemic or other emergency situation. Employer obligations under existing federal, state and local laws are not always obvious, however, and compliance can become even more complicated when employers are faced with unexpected health and safety threats.

Employers of every size and in every industry face employment law challenges. These issues present risk and divert management's attention from other important business matters. In these interactive 75-minute workshops, participants will learn about the latest legal developments and explore ways to avoid liability by developing preventive strategies. Register for a single session for $50, or register for all sessions at one location for $150.

The briefings are designed for supervisory employees (defined as anyone "who can assign" work), as well as decision makers with employee relations responsibilities such as human resource professionals, chief executive officers and in-house counsel.

Employers of every size and in every industry face employment law challenges. These issues present risk and divert management's attention from other important business matters. In these interactive 75-minute workshops, participants will learn about the latest legal developments and explore ways to avoid liability by developing preventive strategies. Register for a single session for $50, or register for all sessions at one location for $150.

The briefings are designed for supervisory employees (defined as anyone "who can assign" work), as well as decision makers with employee relations responsibilities such as human resource professionals, chief executive officers and in-house counsel.

Employers of every size and in every industry face employment law challenges. These issues present risk and divert management's attention from other important business matters. In these interactive 75-minute workshops, participants will learn about the latest legal developments and explore ways to avoid liability by developing preventive strategies. Register for a single session for $50, or register for all sessions at one location for $150.

All Employers face employment law challenges. Issues of discrimination, workplace misconduct and harassment present significant risk and divert management's attention from other important business matters. In these informative sessions, participants will learn about the latest legal developments and explore ways to avoid liability by developing preventive strategies.