webinar ppt deck- on-boarding and managing the 21st century workforce

On-Boarding and Managing the 21st Century Workforce

A Webinar

Agenda/Topics To Be Covered

Introduction - Presenters

Background Situation

– Explore reasons business owners hire improperly

– Results of bad hiring decisions

– Legal challenges associated with bad hire

2 Managing 21st Century Workforce

Agenda/Topics To Be Covered

Webinar Objectives

– Help you focus on hiring properly from the start

– Discuss legal parameters related to new hire

– Help you remove barriers associated with improper hire

– Introduce DiSC behavioral assessment

Methodologies

Q&A

Call to Action


Introduction and Presenters

Daniel Bellizio, Esq. William McNeal, MS Freda Thomas, MBA


Improper Hiring- Freda Thomas

• Hiring for skills while ignoring attitude

• Ignoring gut feelings

• There are expenses associated w/hiring, training, orientation, potential litigation

• It cost 1/3 an annual salary to replace a bad hire

• 80% employee turnover due to bad hiring decisions

Harvard Business Review

DEPT. OF

LABOR

Why companies

hire wrong person

Why costs are so high


Removing Hiring Barriers- Freda Thomas


Create a profile for the

ideal candidate

Have candidate complete DiSC

assessment

Match profile to candidates’

DiSC Assessment

Understand behavioral traits associated with

position

Hire for skills & attitude

Freda

DiSC Introduction –William McNeal, MS

• “Hired for skills … Fired for attitude”

• “Dissimilar personalities and competing values”

• “The boss has it out for me”

• “The team is not as productive as before”

• “I don’t know what it is about Zed, but I don’t like him”

• “I’d rather work in the other office with that group instead of my

own”

• “Is it just me…”

• …in most cases, this can be fixed with DiSC!


William

DiSC Introduction – William McNeal, MS

Conflict

The psychological and behavioral reaction to a perception that

another person is either keeping you from reaching a goal, taking

away your right to behave in a particular way, or violating the

expectancies of a relationship.

Aamodt, M.G. (2007). Industrial/organizational psychology: An applied approach. (5th ed.). Belmont, CA: Wadsworth


Methodology – DiSC Introduction –William McNeal


• Measures traits discussed as

styles

• Dominance

• Influence

• Steadiness

• Conscientiousness

DiSC Comparison Reports –William McNeal


• Uses

• Specific, accurate team

comparison

• Priorities

• Personalization

Paul

Ann

DiSC Group Culture Reports- William McNeal


• Use

• Environmental factors

• Dominant styles

• Corrective action

Legal Ramifications, Daniel Bellizio, Esq. Bellizio + Igel PLLC

The Offer Letter

• Employment relationships are generally presumed to be

“at-will” (Montana is the exception to this rule)

• “At-will” means an employee can be terminated for any reason,

including no reason at all

– Limited exceptions under federal law (civil rights protections,

etc)

– An offer letter can unintentionally create an employment

contract

– Stay away from any “guaranteed” or “annual” language


Daniel

Employee Handbook- Daniel Bellizio, Esq. Bellizio + Igel PLLC

• A Handbook is not an employment contract and should not alter

the “at-will” status of an employee

– Be redundant

– A Handbook is a compilation of the company’s policies,

practices and benefits

– A Handbook provides standardized information to employees

– The goal is to ensure all employees are treated in a uniform

and consistent manner


• Practice what you preach

– Failure to follow the policies can open an employer up to

liability

– Being detailed-oriented could backfire

– Overly detailed discipline procedures

• The terms of the Handbook must be consistent with federal, state

and local laws



– Employment laws and policies set the baseline

• FMLA (Family & Medical Leave Act)

• New York City Sick Leave Act

• Exception: Anti-Harassment Policies (the law should be the

ceiling)



• Fair Labor Standards Act

• Exempt vs. Non-Exempt Employees

– “Exempt” from the overtime pay regulations

– “Non-Exempt” employees are entitled, by law, to overtime pay

• Time-Keeping Records


Employee Handbook Daniel Bellizio, Esq. Bellizio + Igel PLLC

• Asset Protection

• Non-Disclosure/Confidentiality Agreements

– Non-Public Information

– Competitive Advantages

• IP Ownership/Work-For-Hire

• Non-Solicitation of Employees

• Personnel Manual or Standalone Agreement?


Asset Protection Daniel Bellizio, Esq. Bellizio + Igel PLLC

Social Media and Internet Usage Policies

• Social Media

– Use of social media in the workplace and outside the work

environment

• NLRA (National Labor Relations Act)

– Social Media and the Hiring Process

• Local Laws – Rhode Island

• Internet Usage

– Privacy (or lack of) Concerns


Social Media Daniel Bellizio, Esq. Bellizio + Igel PLLC

• Employees & Independent Contractors

• Factual Analysis

– Control or Independence

• Behavioral

– Does company control how the worker does his/her job?

• Financial

– Are the business aspects of the worker’s job controlled

by the company?

• Type of Relationship

– Are there written contracts or employee-type benefits?

– Independent Contractors vs. Temporary Employees


Employees & 1099’ers Daniel Bellizio, Esq. Bellizio + Igel PLLC

Q & A


Call To Action – Daniel Bellizio, Esq.

• Do you need help with HR management?

We can help:

• Review, revise or draft a template offer letter

• Review, revise or draft employment and independent contractor

agreements

• Review, revise and draft Personnel Manuals

• Provide risk analysis when terminating an employee


Daniel

Call To Action – Daniel Bellizio


• Help with HR Management

• Call TODAY

• 212.873.0250

20% off

Call To Action Daniel Bellizio

Bellizio + Igel PLLC

One Grand Central Place

305 Madison Avenue, 40th Fl.

New York, New York 10165

Phone: 212.873.0250

Facsimile: 646.395.1585

Twitter: @BI_LawFirm


Daniel

Call To Action – William McNeal

• I can provide you with

– facilitated professional development

– Self development (purchase my book)

– Setting up a business enhancement through using DiSC


William

Call To Action

Purchase at www.LuLu.com/LTEC


P.O. Box 12452

Murfreesboro, TN 37129

615.624.6519

[email protected]

www.LeadershipTEC.com

mailto:[email protected]

http://www.leadershiptec.com/

Call To Action – Freda Thomas

Need help identify the proper hire from the start?

I can help you:

• Create a profile of the ideal hire

• Show you how to use DiSC behavioral comparison report

– to identify proper hire

• Help you match the profile to candidate’s DiSC report

• Show you how to determine whether to hire or not


Freda

Call To Action – Freda Thomas


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