- Thursday from Noon-1p.m. 7/9 - Noon -1pm HR2033 Encouraging and Maintaining Remote Employee Engagement – COVID 19 sent over 68% of employees home for at least two months and many of them are still there working day in and day out either permanently or until there is an antidote for the virus. So in the meantime, what is a manager to do when it comes to keeping those employees motivated, productive, and engaged in the workplace? We will discuss many options that can be incorporated into your workplace that have been successful in others.
- Thursday from Noon-1p.m. 7/16 HR2031 Managing & Recalling Employees During COVID – It has been a day to day, week to week task to stay up to date with the challenges of COVID-19 in all aspects of organizational management. Employment issues related to COVID-19 are no exception. This session will include up-to-date suggestions on topics such safety and health of employees, layoffs and furloughs, time off, and employee documentation requirements.
- Thursday from Noon-1p.m. 8/6 HR2032 FMLA Do’s & Don’t to include Pre & Post COVID – The Family Medical Leave Act has never been a walk in the park to understand all provisions and amendments but now it’s even more confusing. In this session we will cover the differences between what you knew about FMLA before COVID and what you should know after COVID (at least through December unless extended) and how it all works! Unofficially Rescheduled from 7/2 so it may not be available for registration yet.
IL Workplace Transparency Act Training
- Thursday from Noon-1p.m. 7/23 HR2034 & 7/30 HR2035 - Preventing Sexual Harassment in the Workplace (IDHR Compliant for All Employees) – The EEOC has strongly encouraged sexual harassment prevention training for all employers for decades. However, in most recent years many states had now made it a requirement of all employees. This training will cover the required training and provide a sign off sheet at the end that the employee can sign and submit to the employer for maintenance as proof of attendance in case the employer is audited by the state human rights agency.