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NAMIC Online Fundamentals Training

Event Contact

Julie Motyka

Julie Motyka
Registration & Housing Coordinator
317.876.4261

General Information


Online HR Fundamental Courses: Managing Your HR Practices from Hiring to Firing, and Everything in Between
Join us for this in-depth series of webinars designed to provide insurance companies with the tools they need to manage their HR practices, and stay out of legal hot water.

Whether you have responsibility for the entire company, HR, or just manage an employee, these webinars will provide strong foundational information and important tips and tools.

All courses are scheduled to begin at 2:00 p.m. Eastern Time on the day it is scheduled.

HRCI Certification


This series qualifies for eight hours of general recertification credit from the HR Certification Institute.

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

Upcoming Courses


  • August 14, 2014 | Job Descriptions - Everything You Need to Know

  • August 26, 2014 | Employee Handbooks: Read 'Em and Weep?

  • September 10, 2014 | Performance Reviews

  • October 16, 2014 | Managing Major Issues During Employment

  • October 28, 2014 | When All Else Fails: Terminating the Employee Relationship

  • November 12, 2014 | Worker Classification

  • December 9, 2014 | Employee Where Art Thou?: Absence Management

  • December 17, 2014 | Hot Topic Based on Participant Interest

Target Audience


We specifically develop our educational programming with our members in mind. NAMIC is comprised of a diverse membership and there are a variety of events to meet your needs. These online training courses are designed for new underwriters, those that are entering a new facet of underwriting, or those who needed a refresher course.

These online training courses are designed for company managers, HR professionals, anyone with operations or management oversight.

  • HR Professionals (coordinator – professional level)

  • Company Managers

  • Operations Professionals

  • Anyone with direct reports or management oversight

  • General Counsel or Legal Staff

Course Fees


 

NAMIC or iHRA Members

Nonmembers

Individual Webinar Rates

$65

$85

5 Sessions* - Includes Book!

$300

$400

10 Sessions* - Includes Book!

$600

$800

*Multi Session BONUS!


Multi-session Rates provide a discount on webinar pricing and a copy of From Hello to Goodbye: Proactive Tips for Maintaining Positive Employee Relations.

Webinar Log-in and Instructions:


You will receive a detailed e-mail with log-in information and instructions one week, one day and one hour in advance of the webinar. If you have any questions regarding the log-in and instructions, please e-mail stephanieg@namic.org or call (800) 336-2642 ext. 1025.

Cancellations


Please notify NAMIC if you are unable to participate. Please forward all cancellation notifications to registrar@namic.org or fax to (317) 876-6213. All registration cancellations and transfers MUST be made in writing. Cancellations received 24 hours prior to the scheduled webinar will be charged a $10 processing fee. Refunds will be issued within 15 business days after receipt of the cancellation notice. No refunds are available within 24 hours of the scheduled webinar, so please plan accordingly. You may substitute a participant at no additional charge. Please forward all requests to registrar@namic.org or fax (317) 876-6213.

Confirmation:


You will receive a detailed e-mail confirmation upon successful completion of the registration process for this event; please make sure to enter a valid e-mail address on the registration form. If you have any questions regarding your registration, please e-mail registrar@namic.org or call (800) 336-2642.

Questions:


Several people from my company wish to view the webinar. Do all of them need to be registered?
The member and non-member rates for each webinar are considered a “site fee.” The registration provides a single log-in for the webinar. If your staff is viewing the webinar in a single space, such as a conference room, only one registration needs to be submitted for the webinar. Alternately, if your staff will be viewing the webinars from separate computers, a separate registration must be submitted for each person. Each unique registration provides a unique log-in for the webinar.

What happens if I sign up for a webinar, but can't attend?
You will automatically receive a recording of the webinar within 24 hours that you can view at your convenience.

If you have any questions regarding your registration, e-mail registrar@namic.org or call (800) 336-2642, ext. 1061. If you have any questions regarding the webinar, e-mail stephanieg@namic.org or call (800) 336-2642 ext. 1025.

Additional Confirmation Info:


Log-in Instructions
You will receive a separate e-mail from NAMIC Webinars prior to the webinar providing your unique log-in information/link. Please do not forward your log in information/link to other attendees. Log-in information will only work for a single registrant. If you need to make changes to the email address, send corrections to registrar@namic.org.

Test Your System
To avoid issues in connecting to the webinar, please use the following link to test your system prior to the upcoming webinar: https://www3.gotomeeting.com/join/406552062

Online Courses


Subject to change without notice

NAMIC Online HR Fundamental Courses: Managing Your HR Practices from Hiring to Firing, and Everything in Between
Join us for this in-depth series of webinars designed to provide insurance companies with the tools they need to manage their HR practices, and stay out of legal hot water.

Whether you have responsibility for the entire company, HR, or just manage an employee, these webinars will provide strong foundational information and important tips and tools.

All courses are scheduled to begin at 2:00 p.m. Eastern Time on the day it is scheduled.

All NAMIC Online HR Fundamental courses will be presented by:

Christine V. Walters

Christine V. Walters, MAS, JD, SPHR
HR Consultant and Author
Westminster, Md.


August 14, 2014 | 2:00 p.m. EDT | $65 Members; $85 Non-member

Job Descriptions - Everything You Need to Know

Should an employer have written job descriptions? Is an employer required to have them? Employment disputes often focus on an employee’s (in)ability to perform the essential functions of the job. Question arise as what, when, and how to create and distribute job descriptions. Join this interactive course as we review:

  • What should and should not be included in a well-drafted job description;

  • When a job description should be shared with an employee;

  • What constitutes essential functions of a job; and

  • When, and by whom, a job description should be updated.

Learning Objectives:

  • Assess the pros and cons of having written job descriptions;

  • Name and describe three key elements for well-drafted job descriptions; and

  • Compare and contrast methodologies for developing job descriptions and how to keep them current.

*This webinar qualifies for one HRCI credit


August 26, 2014 | 2:00 p.m. EDT | $65 Members; $85 Non-member

Employee Handbooks : Read 'Em and Weep?

Employee handbooks have been the focus of recent scrutiny by the National Labor Relations Board and courts. Myriad policies have been found to violate employees’ rights, create implied contracts, and more. Topics to be discussed include:

  • The pros and cons of having an employee handbook;

  • How to distinguish between handbooks and procedure manuals

  • What policies are most commonly included; and

  • The policies that have been subject to frequent and recent legal scrutiny including:

    • Gossip;

    • Confidentiality;

    • At-will employment;

    • Probationary period; and

    • Disciplinary action;

Learning Objectives:

  • Advocate reasons why or why not to have an employee handbook;

  • Explain which policies they want incorporated into the handbook for their organization and why; and

  • Compare and contrast at least two proactive practices they can apply today.

*This webinar qualifies for one HRCI credit


September 10, 2014 | 2:00 p.m. EDT | $65 Members; $85 Non-member

Performance Reviews

There are myriad methodologies and strategies for assessing workplace performance. But the value and return on investment of performance reviews have been topics of debate with differing views. Like job descriptions, performance reviews have come under legal scrutiny and can be used as evidence against employers in employment disputes.

A key for any organization is to understand the objectives when administering appraisals. Once the objectives are identified, employers need to consider how the appraisal process will measure those objectives. Join this interactive course as we discuss:

  • Pros and cons of conducting performance reviews;

  • Various types of performance appraisals, including traditional, self, peer, and 360;

  • Rating methodologies, including objective, narrative, odd or even number scales, frequency and timing;

  • Legal pitfalls to avoid and the human aspects to consider – such as how to elicit engagement in the process; and

  • Whether the process should be tied to compensation.

Learning Objectives:

  • Name and describe at least three types of performance appraisals;

  • Compare and contrast various methodologies rating scales; and

  • Assess the pros and cons of tying pay to the performance-appraisal process.

*This webinar qualifies for one HRCI credit


October 16, 2014 | 12:30 p.m. EDT | $65 Members; $85 Non-member

Managing Major Issues During Employment

The employment relationship is fraught with great success and, sometimes, peril. Performance, including attendance, punctuality, conduct, and safety, does not always meet expectations, and when that happens, frustration may result. That is the time to hold up the management mirror and ask if we properly set expectations, coached and counseled. Providing employees with measurable “SMART” expectations and creating timely, objective documentation are all in the realm of proactive management practices. Topics to be discussed include:

  • The foundation for performance;

  • Sources of motivation and rewards;

  • Responses to emotional reactions during coaching, counseling, and correcting; and

  • Proactive practices to document, document, document.

Learning Objectives:

  • Describe ways to orient and set expectations for newly hired employees;

  • Explain the advantages of documenting throughout the employment relationship; and

  • Compare and contrast methodologies for motivating employees.

*This webinar qualifies for one HRCI credit


October 28, 2014 | 2:00 p.m. EDT | $65 Members; $85 Non-member

When All Else Fails: Terminating the Employee Relationship

Every adverse employment action– failure to promote, issuance of corrective action, poor performance appraisal ratings, and more – carries risk. Termination is considered by some to be “economic capital punishment,” and it may carry higher scrutiny than other employment actions. Yet, there are times when coaching, counseling, and correcting do not produce the desired outcomes and times when an employment relationship may not be salvageable – in the eyes of the employee, employer, or both. But prior to termination there are some proactive practices employers should consider in order to reduce the potential for legal charges or claims. Join this interactive coure as we review:

  • Factors to consider on a pre-termination checklist;

  • Ways to conduct a retrospective review that will help avoid the element of surprise;

  • Tips for monitoring organizational trends and adverse impact; and

  • Post-termination considerations.

Learning Objectives:

  • Name and describe five elements on a pre-termination checklist;

  • Compare and contrast past and present actions as basis for termination; and

  • Assess potential for (un)related claims or charges.

*This webinar qualifies for one HRCI credit


November 12, 2014 | 2:00 p.m. EST | $65 Members; $85 Non-member

Worker Classification

A rose is not a rose. Whether you call a worker an employee, independent contractor, intern, volunteer, exempt, or non-exempt does not make it so. The challenge for employers is figuring out which of the myriad “tests” to apply to get to the proper worker classification. Getting it wrong can be costly and have unexpected implications. The first step is determining whether your worker will be an employee. If he or she will not be an employee, what will he or she be? An intern, volunteer, agency temp? If the worker will be an employee will he or she be classified as Fair Labor Standards Act exempt or non-exempt? Join this interactive program as we review:

  • Factors to consider for properly classifying independent contractors, unpaid interns, and volunteers;

  • Factors to consider in assessing “joint employment” and “single employer” doctrines as they relate to workers from temporary agencies

  • FLSA classification for exempt versus non-exempt;

  • Related federal and state legislative trends; and

  • Proactive practices and pitfalls to avoid.

Learning Objectives:

  • Compare and contrast the classification of interns and volunteers;

  • Name and describe implications of joint-employment relationships; and

  • List three tests for properly classifying an employee as exempt.

*This webinar qualifies for one HRCI credit


December 9, 2014 | 2:00 p.m. EST | $65 Members; $85 Non-member

Employee Where Art Thou?: Absence Management

Much has been written about workplace flexibility. It means different things to different people and organizations. For employers, work flex options must comply with the sea of legal requirements, including and not limited to the Americans with Disabilities Act, Family and Medical Leave Act, Fair Labor Standards Act, and more. How does an employer create employment opportunities that meet business demands and the demands of employees who strive to integrate personal and work lives? Join this interactive course as we:

  • Recap and give updates on ADA trends and hot topics;

  • Recap and give updates on FMLA trends and hot topics;

  • Discuss the compliance issues to consider in work flex programs; and

  • Talk about data, research, and work flex models/options.

Learning Objectives:

  • Name the two basic obligations of employers under the ADA;

  • Describe the three most common employer FMLA violations;

  • Give examples of at least two work flex options; and

  • Begin to build your business case for providing more work flex options and get recognized for your effort.

*This webinar qualifies for one HRCI credit


December 17, 2014 | 2:00 p.m. EST | $65 Members; $85 Non-member

Hot Topic Based on Participant Interest

Another topic will be offered based on participant feedback.

 

HRCI Certification


The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.

Sponsorship Opportunities


Interested in reaching our members? Consider partnering with NAMIC through our educational events. Our sponsors are critical to keeping registration costs at a minimum for member companies. We have carefully crafted sponsorships to help you gain exposure and target your audience. Several options are available for your consideration and we are happy to create something unique to meet your needs.

For more information, contact Aaron Lifford, Sponsorship & Advertising Specialist at (800) 336-2642, ext. 1055 or at alifford@namic.org. If you would like to learn more about NAMIC's sponsorship and advertising program, please click here.

 

 

 

 

 

 

Posted: Tuesday, February 12, 2013 1:44:55 PM. Modified: Tuesday, July 22, 2014 3:36:11 PM.

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