Webinars

Upcoming Webinars

 

Strategy, Execution, and The Art of Saying No (HRCI Business Credit)

Thursday, August 26 @ 1PM CST

In this presentation, entrepreneur Mike Coffey, SPHR will discuss the reasons many businesses’ strategies fail and demonstrate simple tools to keep your business focused and on track.

Using Organizational Values as a Planning and Accountability Tool (HRCI Business Credit)

Thursday, September 9 @ 1PM CST

In this presentation, Mike Coffey will discuss the importance of clarifying an organization’s values and how to use them in strategic planning, product and service design, and performance management.

Beyond Values: Building an Ethical Business Environment (HRCI Ethics Credit)

Thursday, September 30 @ 1PM CST

In this one-hour presentation, Mike Coffey will explore the differences between compliance, values, and ethics; how organizations can encourage ethical behavior; and ways to accommodate ethical differences in the workplace.

Webinar Recordings

 

Please note, HRCI/SHRM credit is not currently available for these recordings.

Emergency Experts Panel: COVID-19 Schedule Changes, Furloughs, and Layoffs

Join Dawn Brinson, Julie Ross, Julia Gannaway, and Mike Coffey as we discuss COVID-19’s impact on employers and the benefits and pitfalls of different workforce planning responses from a variety of perspectives.

What to Do When An Employee Gets Arrested

In this presentation, Mike Coffey, SPHR, will review the kinds of insider threats about which employers may need to be aware. He will also review policy considerations to ensure that red-flag incidents are identified and evaluated fairly. These considerations include employee self-reporting of certain incidents, periodic background checks, evaluating job-specific risks suggested by incidents, and appropriate responses to job-relevant incidents.

The Business Case for Becoming a Second-Chance Employer

In this presentation, we will dive into the statistics and studies surrounding criminal offenses, recidivism, and employment as we review the benefits to businesses from considering and hiring qualified former offenders for positions. We will also review risk-evaluation and mitigation techniques employers should consider to ensure smart hiring decisions.

Seven Steps to Making Bulletproof Hiring Decisions

In this presentation, Mike Coffey, SPHR will outline a thorough background screening process that begins with a risk-based analysis of the position, identifies red-flag behaviors of concern for the position, includes a thorough employment application and interview process, and ends with verification of the information provided by the applicant.

How to Fairly and Legally Evaluate Applicants’ Criminal History Information

In this webinar, we will walk through the process of developing a criminal history relevance matrix, an effective tool for documenting employers’ policies with regard to the impact of individuals’ criminal histories on their employment eligibility.

How to Legally and Meaningfully Discuss Criminal History with Applicants

Nationwide, the “ban the box” movement is limiting when and what employers can ask applicants about their criminal history.  Various federal agencies have weighed in on this topic, leaving employers in a quandary as to how to make an informed hiring decision without running afoul of myriad laws. In this presentation, we will discuss when and what to ask applicants about their criminal history.

Legal and Practical Background Check Considerations

Dozens of federal class action lawsuits have been filed against employers claiming violations of the Fair Credit Reporting Act (FCRA). In this presentation, we will discuss the ways employers can verify their applicants claims while avoiding the most common causes of background check litigation.

Why and How to Legally Monitor Employee Off-Duty Conduct

In this presentation we will review the kinds of insider threats about which employers may need to be aware. We will also review policy considerations to ensure that red-flag incidents are identified and evaluated fairly. These considerations include employee self-reporting of certain incidents, periodic background checks, evaluating job-specific risks suggested by incidents, and appropriate responses to job-relevant incidents.