Advanced human resources laws are in the offing, following the swearing in of the new President in the US. The new administration is expected to bring about a number of changes. With the firm accent of the new administration on curbing immigrant workforce, changes that could impact organizations in a number of ways can be expected to take place over the new few months.
Human resources will be the area in which these changes will strongly impact. Carrying out these changes requires making changes into employment laws. Advanced human resources and employment law will need to be implemented, because as a result of these changes into employment laws, uncertainties are expected to creep in in a number of areas of human resources. The new president has made no secret of his intentions to protect small businesses. Although not everything is clear at this stage yet, there is no doubt that changes are sure to come in.
The EEOC’s record monetary damages
While changes are to be expected of any new administration that takes charge, another existent factor could also fuel the need for grasping and implementing advanced human resources and employment law:
Employment lawsuits continue to be on the rise. In 2016, the Equal Employment Opportunity Commission (EEOC) reached the highest collection in monetary damages in its history, touching over $370 million. The EEOC has also been reporting a consistently high, record number of claims being filed by employers in the last three years.
Result of lack of understanding of advanced human resources and employment law
Employers who are not properly equipped for workplace issues and are lacking in the knowledge of advanced human resources and employment law are in greater trouble, as they could face any of these as a result:
o Discrimination suits
o Morale issues
o Lawyer fees
o Employee turnover
o Unplanned expenses
o Possible negative community image.
Thorough knowledge of advanced human resources and employment law
Any organization that wants to avoid any of these scenarios needs to have thorough and proper knowledge of advanced human resources and employment law. A two-day seminar on advanced human resources and employment law is being organized by GlobalCompliancePanel, a leading provider of professional trainings for the areas of regulatory compliance, to help companies prepare for the new administration, to maintain employment law compliance, as well as help avoid litigation.
The Director of this seminar is Vanessa G. Nelson, founder and President of award-winning Expert Human Resources. Vanessa has successfully saved businesses hundreds of thousands of dollars, streamlined multiple processes, and helped develop work teams.
Professionals whose work gets affected by employment laws, such as CEO, COO, Directors, Business Owners, HR Representatives, Managers, and Supervisors can derive the full benefit of Vanessa’s rich and varied experience by enrolling for this seminar. Registration for this event can be made at http://www.globalcompliancepanel.com/control/globalseminars/~product_id=900896?Wordpress_SEO.
To avoid the high cost of employment lawsuits
No matter whether it is in a medium sized company or a large corporation that an HR professional works; the knowledge of advanced human resources and employment law and HR practices is essential to make the business successful. This is because these professionals come across a strikingly large and varied number of employment laws/issues that they have to be aware of.
Over the two days of this seminar, Vanessa will explain to participants the ways by which to deal with confusing human resource situations and how to apply employment laws correctly. She will offer clarity on the many advanced human resources and employment laws.
Other heavy costs of noncompliance with advanced human resources and employment law
The importance of this learning can be ascertained from the fact that the average lawsuit is $165,000, excluding lawyer fees. Employers may have to shell out an additional million dollars or more for a case that goes to trial. Not only is the cost of litigation damagingly high; there is a bigger cost attached to noncompliance, which results from lack of knowledge of advanced human resources and employment law: A jail term.
All these make the knowledge of advanced human resources and employment law all the more necessary. Attendance at this seminar will be valuable in helping gain the critical understanding needed of advanced human resources and employment law.