#fda validation

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Learn good documentation practices for FDA regulated documents and records, and computer system validation guidelines to ensure that your procedures meet the FDA compliance standards.

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Marijuana Laws Update: California and Other States

Clearing the Air: Marijuana in the Workplace- How to navigate the “legalization” of marijuana and other issues of drug use and drug testing.With the probability medical marijuana may be more frequently prescribed for many recognized disabilities, employers may want to dust off their policies around drug use and impairment in the workplace. This webinar will help you to understand that what circumstances an employer may discipline an employee that appears impaired, even if the impairment is because of medical marijuana for a verified disability.In this webinar expert speaker Jennifer Raphael Komsky, will help you how to manage a positive drug test with no known indicators of impairment and issues of drug use and other testing. Will also discuss the current status of state laws legalizing marijuana in conflict with federal laws criminalizing. Provide background checks for drug convictions that are no longer illegal- When can they be conducted? What information can be obtained? What information must be provided to the applicant about the process?Session Highlights:Learn to navigate the landscape of conflicting laws about marijuana and other substancesAcquire knowledge about when and how an employer may take action against an employee suspected of using marijuana either for recreational or medical useObtain knowledge about when and how to legally conduct drug screenings/testingLearn how to avoid disability discrimination claims when an employee has a medical marijuana cardWhat drug and alcohol policies should be in place to ensure compliance with state and federal laws?Why You Should Attend:This presentation will provide guidance in coordinating the recent legalization of recreational and medical marijuana in California and other states and jurisdictions with the need to keep the workplace drug free. Being proactive and knowledgeable about the limits imposed by law on both individuals and employers will alleviate many employment problems for the duration of the employment relationship. This program is essential for anyone tasked with the recruitment, hiring or managing of employees.Who Should Attend:Business ownersManagers And SupervisorsHR GeneralistsAdministrative AssistantsHR Payroll StaffAsk your question directly from our expert during the Q&A session following the live event.

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Payroll Deduction – Mandatory Taxes, Courtesy Taxes and much more

"Payroll Deduction - Which Taxes are Mandatory, Which are a Courtesy"

In payroll we calculate the gross wages of an employee by meticulously following strict regulations on what must be or must not be counted as hours worked and taxable income. We pay the employee their net paycheck only by the payment method that is permitted.

Of course everyone knows that payroll deducts for federal and state taxes. However, how much input does the employee have concerning these deductions? This will be answered in this webinar. Which taxes are mandatory, if the IRS or the state wants payroll to collect for back taxes; how is that processed? What does payroll do if a “payday loan” deduction is received as opposed to a creditor garnishment? Which ones must we honor and why. We will discuss this during this webinar.

In this webinar expert speaker Vicki M. Lambert, will be answered which taxes are mandatory, which are a courtesy and which ones the employee controls will be explained during this webinar. If the IRS or the state wants payroll to collect for back taxes; how is that processed?

Session Highlights:

Taxes—which are mandatory, which are a courtesy, and which ones the employee controls

Tax levies—federal and state

Creditor garnishments—how many can you honor and how often

Voluntary wage assignments for “payday loans”—when are they required to be honored

Handling fringe benefits such as health insurance or group term life

Uniforms—when the employer pays for it and when the employee furnishes it

Meals—when they become part of the employee’s wages

Shortages—the employee came up short so they have to cover that right?

Breakage—you broke it so you have to pay for it, legal or not

Overpayments—the employee was overpaid so you can just take the money back or can you?

Advanced vacation pay—the employee knows the vacation hours were advanced so we can take them back when the employee quits can’t we?

Loans to employees: what terms can be set while the employee is still active and what can be taken when the employee terminates

Employee purchases—active employees and terminated employees

Why You Should Attend:

In this webinar, Speaker will discuss what can and what cannot be deducted from an employee’s regular paycheck as well as their final one. Failure to follow the regulations pertaining to employee wage deductions can result in substantial penalties and interest. How to process voluntary and involuntary health insurance deductions. You will come to know about deductions on basis of uniforms and meals/lodging, etc.

Who Should Attend:

Payroll Professionals

Human Resources

Accounting Personnel

Business Owners

Lawmakers

Attorneys, or any individual or entity that must deal with the complexities and technicalities of ensuring compliance within the payroll process

Ask your question directly from our expert during the Q&A session following the live event.

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ACA Reporting Requirements 2018

Affordable care act was signed into law by president Obama on March 23, 2010 and since then employers have been asking themselves how to comply. The law changed how companies provided benefits, calculated payroll tax and most of all the new reporting requirements that must be followed. Now the employers have had 2 filing years to get used to the ACA law, the Trump administration is looking to repeal portions of the law. This webinar with expert speaker Dayna Reum is designed to review Section 6055 and 6056 requirements and the reporting requirements, and to review what the potential changes might be and how that changes how we handle, benefits and payroll for our employees in the next months. Talks of repeal of the ACA or modifications have been all over the news as employers this webinar will discuss how to prepare in an unsure environment. Session Highlights: Up to date status on legislation and how it may impact employers What reporting may or may not look like for 2017/2018 Review of what we know today Overview of law in place and if you need to report Affect to Payroll Current law vs. what a repeal may look like Affect to Fair Labor Standards Act will a repeal affect this FLSA changes Reporting Requirements Shared Responsibility what now Other ACA Requirements Why You Should Attend: This webinar will review lessons learned from last year along with how we can make this process easier moving forward. We will also review common issues that the IRS seen and how we can avoid them. We will also discuss in brief the anticipated future of the ACA. Who Should Attend: All Payroll Professionals HR Professionals Benefits professionals Accounting and Tax Professionals Business Owner Ask your question directly from our expert during the Q&A session following the live event.

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How Can HR Prevent Sexual Harassment In The Workplace

Sexual harassment is a disagreeable or an unacceptable act which causes a victim to feel like exasperated, embarrassed, and terrified. It arrives in many forms such as verbal, physical, or written. It is considered to be associated with the workplace when it occurs with someone at work, or while attending work-related events. An employer or HR manager should be able to rapidly resolve any concerns related to sexual harassment irrespective of whoever is the culprit or victim. Sometimes the victim of the harassment may not be able to communicate their issues to their supervisor but it does not mean that they are accepting of such behavior. HR possesses a key responsibility to build and sustain a workplace environment that is completely clear of sexual harassment. Apart from being a legal commitment of the employer, it also makes good business sense.

It is crucial for HR to have some prevention strategies for the prevention of sexual harassment in the workplace, some of which have been discussed below:-

Follow a clear anti-harassment policy The employer should clearly mention these points in their employee handbook:

Proper definition of sexual harassment State in clear words that any kind of sexual harassment will not be tolerated or accepted within the workplace State that HR will definitely discipline or fire any employee who harass other employees Display a clear agenda for filing complaints regarding sexual harassment State that HR will properly inspect any complaint that are reported State that an employer will not admit or accept any reprisal against anyone who objects about any sexual harassment Conducting awareness training of all employees, supervisors and managers HR should execute annual training sessions for employees which would train employees on awareness about what sexual harassment is and how to prevent it. It should teach them that they have a legal right to have a work environment devoid of any form of sexual harassment and an employer should make sure that all the employees understand the procedure for filing complaints, be aware of their options in that situation and are motivated to report to their respective managers and supervisors of the incident occuring.

Monitoring the workplace HR should be proactive in observing the workplace. They should get out among the employees themselves periodically to get insight on their work environment. If they see any offensive posters or notes, an immediate action should by HR to address the negative environment. Respective supervisors and managers should make sure all communication lines to them are open.

Take all the complaints seriously Immediately investigate any and all complaints related to sexual harassment. If its a genuine complaint, HR’s actions against the perpetrator should be swift and effective.

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