Webinar Pack
Modules:
Pack of THREE : 2025 Best Employee Updates
Product Id: 9011
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Webinar#
Garnishment Update 2025
Overview: Better understanding the employer responsibilities
Define how to properly calculate Garnishment deductions? According to the law or the order or a little bit of both?
Understanding lump sum reporting requirements and how to comply Proper order of garnishment priority when an employer receives multiple orders.
How to determine which law to follow state or federal?
Student loan garnishments what is the latest.
Why you should Attend: Garnishments are a requirement of doing business and having employees but juggling the requirements of different types of garnishments and federal and state laws can be exhausting.
This webinar will give you the tips and tools to know how to stay compliant and process garnishments Will talk about all the recent updates to Garnishment legislation. Along with challenges and risks employers hold when not properly handling garnishments properly. This webinar will prepare the payroll professional for proper handling and processing of garnishments.
Areas Covered in the Session:
Who Will Benefit:
Understanding lump sum reporting requirements and how to comply Proper order of garnishment priority when an employer receives multiple orders.
How to determine which law to follow state or federal?
Student loan garnishments what is the latest.
Why you should Attend: Garnishments are a requirement of doing business and having employees but juggling the requirements of different types of garnishments and federal and state laws can be exhausting.
This webinar will give you the tips and tools to know how to stay compliant and process garnishments Will talk about all the recent updates to Garnishment legislation. Along with challenges and risks employers hold when not properly handling garnishments properly. This webinar will prepare the payroll professional for proper handling and processing of garnishments.
Areas Covered in the Session:
- Child Support Review
- Employer Responsibility/Employee Protections
- Priority of Withholding/Multiple Orders
- Child Support withholding requirements
- Defining Income/Calculating disposable pay
- Lump Sum Payments
- Calculating Child Support Payments
- When to remit payments
- Administrative fees
- Handling terminated employees
- E-IWO (electronic income withholding orders)
- Other Child Support Concerns
- Medical Support Orders
- Details of State Requirements
- Levy Review
- Federal Tax Levies
- Forms
- Priorities
- Calculating deductions
- Special Situations
- Remittance Requirements
- Voluntary Deductions
- Other Federal Garnishments/CARES Act
- State Tax Levies
- Requirements
- State Laws
- Federal Tax Levies
- Creditor Garnishments
Who Will Benefit:
- Payroll Analyst
- Payroll Specialist
- Payroll Managers
- Payroll Directors
Dayna Reum ,CPP, FPC is currently the Director of Payroll Operations at a major medical center in Chicago. Dayna has been heavily involved in the payroll field over 17 years. Starting as a payroll clerk at a small Tucson company, Dayna moved on to be a Payroll Team Leader at Honeywell Inc. During Dayna’s time at Honeywell she obtained her FPC (Fundamental Payroll Certification) through the American Payroll Association. She also received several merit awards for Customer Service and Acquisitions and Divestitures. Dayna is no stranger to teaching she has taught at the Metro Phoenix American Payroll Association meetings and at the Arizona, Pennsylvania and Illinois State Payroll Conference. Topics including Payroll Basics, Global/Cultural Awareness, Immigration Basics for the Payroll Professional, Multi-State and Local Taxation and Quality Control for Payroll, International and Canadian payroll.
Dayna has her CPP (Certified Payroll Professional) through the APA. She also serves on the National American Payroll Association on the National Strategic Leadership Task Force, Government Affairs Task Force (PA Local tax subcommittee). Dayna has received a Citation of Merit for her service along with being a Gold Pin member of the APA. Besides her payroll accomplishments Dayna is certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.
Dayna has her CPP (Certified Payroll Professional) through the APA. She also serves on the National American Payroll Association on the National Strategic Leadership Task Force, Government Affairs Task Force (PA Local tax subcommittee). Dayna has received a Citation of Merit for her service along with being a Gold Pin member of the APA. Besides her payroll accomplishments Dayna is certified in HR hiring and firing practices and is a Six-Sigma Greenbelt.
Overview: U.S. immigration policies keep shifting, and it’s up to employers to stay ahead of the game. A second Trump administration could bring further changes that will directly affect hiring foreign talent. This session will give you insight into what might happen next and how you can prepare now.
Why you should Attend:
Join this session to get the essential information you need to navigate new immigration rules. Whether you work closely with foreign talent or simply need to stay informed, this training will help you keep your organization compliant and ready for whatever comes next.
Areas Covered in the Session:
Who Will Benefit:
Areas Covered in the Session:
- A Look at the Upcoming Policy Shifts
- Possible revisions to current immigration rules under a second Trump term
- Expected effects on your staffing strategies, work visas, and foreign labor
- New Hurdles for Employers
- Stricter enforcement, including audits from the DOL, WHD, and DOJ/IER
- Industry-specific issues, such as workplace raids for those relying heavily on foreign workers
- Potential phase-out of humanitarian and individual work authorizations (TPS, DACA, and H-4 Spouse EADs)
- What Employers Can Do Right Now
- Practical steps toward proactive compliance
- Create a clear plan-before new policies officially roll out
- Prepare for audits, tougher documentation standards, and shifting visa processes
- Understanding the Legal Landscape
- Keep an eye on how legal requirements could change
- Strategies to reduce your exposure to immigration-related legal risks
Who Will Benefit:
- HR/ Recruiters
- Managers Hiring Staff
- Small Business Owners
Wendy Sellers known as "The HR Lady®," is a dedicated business partner, HR consultant, speaker, and trainer who specializes in understanding the unique culture and goals of organizations. Her focus is on building effective HR policies, employee training, and management courses to help businesses and employees succeed.
Wendy's expertise stems from personal experience, as she entered the field of HR without a clear plan and faced numerous challenges along the way. This has made her authentic, transparent, and results-oriented, with a commitment to providing practical solutions without hidden agendas. She is The HR Lady®: Realistic, Honest, and Reliable.
Wendy's expertise stems from personal experience, as she entered the field of HR without a clear plan and faced numerous challenges along the way. This has made her authentic, transparent, and results-oriented, with a commitment to providing practical solutions without hidden agendas. She is The HR Lady®: Realistic, Honest, and Reliable.
Overview: Employee handbooks are a critical tool in providing important information to employees.
They describe what employers expect of their employees and what employees can (should) expect from their employers. They provide critical information about employers and their workplaces and how employees are expected to fit in.
Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance.
Conversely, handbooks can impede the achievement of business objectives, increase employment-related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in a memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a "chilling effect" on employee's activities.
Thus, employee handbooks increasingly provide the opportunity for employers to make their workforce more committed and supportive of their goals. Unfortunately, they also provide the basis for employee's legal actions - increasingly at the state and local levels - and can significantly reduce employees' commitment to organizational success.
Why should you Attend: The purposes and the scope of employee handbook policies and practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of organization-wide management process that maximizes organization's achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.
To increase the effectiveness of their employment policies, organizations will have to:
Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally, they will have to:
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Areas Covered in the Session:
Who Will Benefit:
Employee handbooks further formalize the mutual expectations of organizations and their employees. In delineating these expectations employee handbooks create opportunities and risks for employers. Handbooks provide organizations with the opportunity to enhance the value of their human capital, make their organizations more competitive, and improve individual and organizational performance.
Conversely, handbooks can impede the achievement of business objectives, increase employment-related liabilities, and reduce managerial prerogatives by making promises or commitments to certain procedural safeguards that the organization did not intend to make. As noted in a memorandum from the General Counsel of the NLRB: incorrectly designed employee handbooks can violate the law and have a "chilling effect" on employee's activities.
Thus, employee handbooks increasingly provide the opportunity for employers to make their workforce more committed and supportive of their goals. Unfortunately, they also provide the basis for employee's legal actions - increasingly at the state and local levels - and can significantly reduce employees' commitment to organizational success.
Why should you Attend: The purposes and the scope of employee handbook policies and practices are changing and expanding. From a siloed HR activity that creates insular documents concerned primarily with communicating the organizational work rules and benefits, employee handbook policies and practices have evolved into a critical component of organization-wide management process that maximizes organization's achievement of business objectives, enhances the value of their human capital, and minimizes legal risk.
To increase the effectiveness of their employment policies, organizations will have to:
- Enhance their business, operational, and legal intelligence to ensure they have identified the changing external and internal factors that affect their policies
- Increase internal stakeholder participation in the handbook development process to obtain greater employee commitment and operational alignment
- Establish new metrics to assess handbook policy and practices performance and measure the achievement of organization goals
- Implement internal controls that identify and alert management when employee handbook process failures occur
Thus, employee handbooks will increasingly have to ensure that they are aligned with strategic and business objectives, are properly drafted, and are effectively implemented. Additionally, they will have to:
- Enhance the employment brand
- Play a key role in recruitment and retention
- Enhance employee relations, employee morale, and productivity
- Contribute to uniform and consistent application, interpretation, and enforcement of organizational policies and rules
- Protect the organization against claims of improper employee/supervisor conduct
- Reduce the organization's exposure to employment-related liabilities
From this perspective, employee handbooks will continue to play an important role in communicating with and providing information for employees.
Areas Covered in the Session:
- Key employee handbook issues in 2024
- A review of the NLRB's memorandum on employee handbooks
- How organizations can reduce the gap between policy issuance and effective implementation
- Review the basics of employee handbook development
- Discuss the expanding purposes and scope of employee handbooks
- Learn the dimensions of critical handbook policies
- Understand the framework of employee handbook audits activities
Who Will Benefit:
- HR Professionals
- Risk Managers
- Internal Auditors
- In-House counsel
- CFO's
- CEO's
- Management Consultants
- Other Individuals who want to learn how to use develop and implement employee handbooks
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.
Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.
Mr. Adler is a co-developer of the Employment-Labor Law Audit (the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler is an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and teaches a course on HR auditing. Mr. Adler is a certified instructor on employment practices for the CPCU Society and has conducted continuing education courses for the AICPA, the Institute of Internal Auditors, the Institute of Management Consultants, and the Society for Human Resource Management.
