2019 HR & Compliance Web Summit: Executive Summary

2019 HR & Compliance Web Summit: Executive Summary

With 20,000+ registrations, this was Paycor’s biggest and best web summit yet!

Industry experts like Jennifer McClure offered actionable insights and advice on all things HR, from self-care for the HR pro to in-the-news compliance issues. If you missed the live webinars you can watch them on our on-demand webinar page.

In the meantime, here’s a quick overview of each session.

5 Steps to Become a Strategic HR Leader | Speaker: Lori Kleiman

In today’s business environment only 20% of HR professionals interact with the executive suite. Lori Kleiman says it’s time to stop waiting for your gold embroidered invitation and finally take your seat on the leadership team. Ready to become a strategic HR leader? Follow this 5 step plan:

  1. Engage Strategically
    Create a SWOT analysis and identify the strengths, weaknesses, opportunities and threats of the organization, the HR department and you as an individual to see where you align and highlight areas where you can improve yourself or the company.

    Pro Tip: Find someone on the leadership team and invite them to lunch or coffee. Ask them about the conversations that are happening on the leadership team and how they’ll affect you.

  2. Drive Growth

    If you’re looking to drive growth immediately, Lori suggests:
    • Making your manager look good
    • Asking for more responsibility
    • Having a “can do attitude”
    • Keeping up with industry news (Paycor’s HR Center of Excellence, HR Dive, SHRM, etc.)
    • Lending a helping hand to others
    • Sharpening your HR & business skills (conferences, webinars, mentorships, etc.)

  3. Communicate Effectively

    To communicate effectively, you need to be an ambassador for the HR department. Whenever you get the chance, remind people that you’re there for strategic reasons like:
    • Recruiting a talented workforce
    • Developing competitive benefit offerings
    • Managing & controlling labor costs
    • Managing people and keeping them engaged and productive
    • Maintaining compliance for the organization
    • Creating an amazing employee experience
  4. External Connections
    Senior leaders don’t operate in a vacuum. You need to work/talk with people outside your company, such as:
    • Mastermind Groups
    • Vendors
    • Industry
    • Non-Profit Board

  5. Adding Value
    HR can and should add bottom-line value; be a strategic leader by focusing on key metrics and outcomes, such as:
    • Return on Investment
    • Market Share
    • Being an Industry Leader
    • Product Development
    • Risk Diversification
    For more advice on how you can become a strategic HR leader watch the on-demand webinar here.


Self-Care for the HR Pro | Speaker: Jennifer McClure

With the ever-increasing demands of work and life, it’s more crucial than ever to prioritize self-care, and that includes HR leaders. Jennifer McClure covers 5 key self-care areas for HR pros.

  1. Physical
    Adults typically need 7 to 9 hours of sleep each night. However, 29.9% of Americans report sleeping less than 6 hours per night. If you plan to be a difference maker at your organization, the first step is to ensure you're recharged and ready to attack each day. Pro Tip: Good sleep is a strategic advantage!
  2. Emotional
    HR leaders are often sympathetic, empathetic and compassionate people. Which means you can often find yourself burnt out. Here are some tips to refill your emotional battery:

    Gratitude Exercises - Write down 3 things you're grateful for that occurred over the last 24 hours. (They don't have to be profound.)

  3. The Doubler - Take 1 positive experience from the past 24 hours and spend 2 minutes writing down every detail about that experience. As you remember it, your brain labels it as meaningful and deepens the imprint.

    The Fun Fifteen - Do 15 minutes of a fun cardio activity, like gardening or walking the dog, every day. The effects of daily cardio can be as effective as taking an antidepressant.

    Meditation - Every day take 2 minutes to stop whatever you're doing and concentrate on breathing. Even a short mindful break can result in a calmer happier you.

    Conscious Act of Kindness - At the start of every day, send a short email or text praising someone you know. Our brains become addicted to feeling good by making others feel good.

    Deepen Social Connections - Spend time with family and friends. Our social connections are one of the best predictors for success and health, and even life expectancy.

  4. Relational
    You need someone to vent to! This should be someone who understands your professional challenges and can recommend solutions. Here's who Jennifer recommends talking to:


    Do Vent To:  Don't Vent To: 
    Therapist  Boss 
    Coach  Colleagues/peers 
    Mastermind Group   Subordinates 
    Mentor   Spouse 
    Professional Peers   Family/Friends 

  5. Temporal
    HR professionals spend too much time working out of their inboxes. Design your ideal week and reclaim your time. Try blocking off time in your calendar to get work done, run errands or meet with people.

    Pro Tip: True HR emergencies are rare. Stop being available 24/7.

  6. Occupational
    It's important to set & maintain boundaries with co-workers and peers. "No." is a complete sentence.

    To learn more, watch the on-demand webinar here.


Wage and Hour Basics: Past, Present and Future | Speaker: Amy Letke

Are you up-to-date with Wage and Hour? This session gave attendees an overview of the Department of Labor’s Wage and Hour Division – what it does, and what you as an employer need to do to keep on top of important issues. Amy reports that laws were passed just this month making changes to FLSA for 2020. Here’s what you need to know:

  • W&H raised the salary requirement for white-collar exemptions from $455/ week to $684/ week.
  • They also raised the total annual compensation requirement for highly compensated employees from $100,000/ year to $107,432/ year.
  • W&H is now permitting employers to use nondiscretionary bonuses and incentive payments paid on at least an annual basis to satisfy up to 10 percent of the salary requirement

Want to learn more around wage and hour? Watch the full on-demand session here.


W-4 Changes In 2020: What You Need to Know |Speakers: Paycor Compliance Team

In this session, the Paycor Compliance Team examines how the 2020 Form W-4 is evolving and what you must do to remain complaint.
Why is there a new form?

  • Reduces the complexity
  • Increases accuracy of withholding
  • Replace old questions with more straight forward questions
  • In line for filing annual tax return
Why aren’t there allowances?
  • To increase transparency
  • Simplify the withholding structure
  • Cannot claim personal exemptions

Here are the responsibilities of employers and employees:

Employer Responsibility  Employee Responsibility: 
Retain a Form W-4 for all employees  Review the withholding for 2020 
Encourage employees to check their withholding   Use the IRS Withholding Estimator  
Refer employees to the IRS Withholding Estimator   Check with their tax preparer on withholding 
If an employee claimed exempt in 2019 they need to complete a new W-4   Nonresident Alien include “NRA” on the form under line 4c 
Review the new withholding method   Claiming exempt write “Exempt” under line 4c 



Key Changes to Employee’s Withholding Certificate:

  • Elimination of Allowances
  • Selection for additional withholding (check box 2c)
  • Flat dollar amounts for dependents
  • Optional other adjustments

To stay up-to-date with the 2020 Form W-4, watch the full on-demand webinar here.


The Data You Need to Win Over the CFO | Speaker: Tim Ruge

The most successful HR teams map people management metrics to business outcomes. And that gets the C-suite to pay attention.

In this session, Paycor’s Tim Ruge shares 3 areas where metrics can make a difference, and which metrics can solve these challenging questions:

  1. Recruiting
    Can we fill key roles fast enough?
    Metric: Time-to-Fill

    Can we find good, quality people?
    Metric: Referral Rate

    How much is it going to cost to recruit and hire them?
    Metric: Cost-per-Hire


  2. Labor Costs
    Are employees engaged and productive?
    Metric: Absenteeism Rate

    How much are employee absences costing us?
    Metric: Total Financial Impact of Absences

    Are we overspending on labor?
    Metric: Total Labor Costs

    Are we compensating employees correctly based on market rates?
    Metric: Actual Total Compensation vs. Budget


  3. Turnover
    Is our turnover rate higher than the industry average?
    Metric: Turnover Rate

    Do we have hiring issues or managing issues?
    Metric: Voluntary Turnover Rate

    Where are we losing the most employees?
    Metric: Turnover by Segment

If you’re interested in learning about the power of HR metrics, watch the full on-demand webinar here.


It’s Time to Review Your PTO and Paid Leave Policies | Speaker: Katherine Weber

In this session, Katherine Weber unpacks the imposing array of federal, state and local laws that must be considered when designing lawful and effective PTO and paid leave policies. Katherine says there are many state level leave laws you may not know about, including:

  • Crime Victims Leave/Victims of Domestic or Sexual Violence Leave
  • Disaster and Emergency Services Leave
  • Election Duty Leave
  • Jury Duty Leave
  • Military Leave and/or Military Family/Spousal Leave
  • Pregnancy Leave
  • Medical Donor Leave
  • Blood Donation Leave
  • Elected Official/Legislative Leave

Is your organization making changes to your PTO and paid leave policies? Watch the full on-demand webinar to remain complaint.


How to Give Your Candidates an Out-of-this-World Experience | Speakers: Melissa Dern & Melinda Canino

To attract and retain quality talent our speakers say you must have a recruiting process that provides an excellent candidate experience.

To gauge your current candidate experience, test your process! Have you identified strengths and opportunities? Are you surveying candidates? If not, you now have a place to start.

Here are some areas your survey should cover:

  • Job Posting
  • Application
  • Recruiter Responsiveness
  • Interview Process
  • Perceived Fairness
  • Overall Experience

To improve your candidate experience, here are just a few recommendations from Melissa and Melinda:

  • Implement candidate texting
  • Add an FAQ section on your career page
  • Consider integrating an AI chatbot to your website
  • Develop ongoing relationships with hiring managers
  • Map out your current candidate experience and set expectations
  • Don’t forget to onboard!

This session offers dozens of tips and tricks you can implement today to improve your candidate experience. If you’d like to learn more, watch the full on-demand session here.


Synergy in The Workplace | Jamie Bierman

In this session, Jamie Bierman explores the basic pillars of workplace behavior, how to encourage them, build a culture of civility and retain your workforce.

Jamie says the key to synergy in the workplace is ensuring employees have a voice. Here’s some tips to get you started:

  • Create cross-functional employee forums to share what they like about their work team or department. What’s working, what’s not?
  • Make sure credit is given to employees when they share ideas or solutions
  • Connect with other managers across departments and see what’s working well for them
  • Have an open-door policy

Don’t wait for problems to happen. Promote synergy from day one by hosting orientation! Here’s what you should include:

  • Focus on the importance of behavior
  • Reintroduce culture and expectations
  • Include leadership
  • Create an employee cohort
  • Ensure employees and their team have a training plan and can measure learning and ramp-up
  • Provide 30, 60- and 90-day feedback from an employee’s start date

Looking to promote synergy in your workplace? Watch the on-demand session here.


Compliance: From Hire to Retire | Speaker: Brett Beilfuss

In this compliance session, Paycor’s Brett Beilfuss reviews the 4 major areas of compliance: recruiting, hiring, payroll and people management.

Recruiting Compliance – EEOC

Who does it affect?

  • All companies, state agencies and labor unions with 15+ employees
  • Employees must work in role for at least 20 calendar weeks
Potential Impact:
  • In 2017, 84,000+ workplace discrimination charges were filed
  • Victims were awarded $398 million in damages
  • Around 100K discrimination charges in 2018
Questions to Consider:
  • Are recruiters and hiring managers asking compliant interview questions?
  • Are you capturing reasons for disqualifying a candidate?
  • Can you produce documentation to support a hiring decision?
  • Can you provide EEO-1 reporting?

Hiring Compliance – Form I-9

Who does it affect?

  • All employers. The purpose is to verify employment eligibility for new hires.
Potential Impact:
  • Penalties range from $375 to $16,000 per violation
  • In the first 7 months of 2018, we saw more worksite investigations than in all of fiscal year 2017.
Questions to Consider:
  • Do you know how long you’re required to retain Form I-9?
  • If audited, could you produce I-9s within three business days of when the request was made?
  • Do you know the employer requirement for completing section 1 of Form I-9?

Payroll Compliance – FLSA

Who does it affect?

  • FLSA establishes minimum wage, overtime pay, recordkeeping and youth employment standards
  • Employers in the private sector
  • Federal, state and local governments
Potential Impact:
  • Up to $1,964 for repeated or willful violations
Questions to consider:
  • Do you pay non-exempt employees’ overtime for working more than 40 hours in a week?
  • Do you review the job duties of your employees to ensure they’re classified properly?
  • Do you use a time solution to record all hours worked?

People Management Compliance – OSHA

Who does it affect?

  • Businesses with more than 10 employees
Potential Impact:
  • OSHA has six specific categories of violations (each carries a recommended or mandatory penalty)
  • The most serious is a willful violation
    • Minimum penalty - $12,934
    • Maximum penalty - $129,336
Questions to Consider:
  • Are your OSHA records up-to-date and readily accessible?
  • Are employee training records accurate?
  • Is the required OSHA workplace poster displayed prominently?

To dive deeper into these compliance issues, watch the full, on-demand webinar here.


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