Managing Employment Relationship Conflict: Lessons for the HR Community

Date: Monday, November 30, 2009
Time: 2:00 PM - 3:30 PM ET

Too often, the HR function is often brought in after the fact, to help organize employers’ responses to charges being leveled by employees. This reactive mode discounts the value HR departments have in setting policy–policy that might well lessen the number of actions brought against employers. If HR indeed has “its finger on the pulse” of the employees, it makes sense to make use of that accumulated knowledge in a way that benefits both employers and employees in a proactive way.

In this Webinar, being presented by David Lewin, Ph.D., of the UCLA Anderson School of Management, two examples of employment relationship conflict that have become public in the sense of their being the subject of numerous lawsuits will be discussed. These are: (1) managerial and employee misclassification, including exempt versus non-exempt status, and (2) independent contractor versus employee status.
 
Misclassification lawsuits involve claims that certain managerial employees, such as store managers, primarily perform employee rather than managerial work and therefore should be compensated on an hourly wage and overtime eligibility basis rather than on a salary basis. These claims are most frequently made in the retail sector against large big box retailers and supermarkets but also against electronics companies, rental car companies, and even art framing companies. Other claims involving non-managerial professional, technical and office employees contend that such employees do not exercise sufficient independent judgment and discretion to be classified as exempt, and therefore should be classified as non-exempt. These claims have been brought against insurance companies and health care organizations, among others.
 
Independent contractor versus employee status litigation features the claim that independent contractors are “independent” in name (or title) only and in fact are no different from employees when it comes to the work they perform, the terms and conditions of that work, and the management/monitoring of that work. These claims have been made primarily in the delivery industry, but also in the telecommunications and transportation industries.
 
In focusing on these two types of conflict, Dr. Lewin will analyze whether and to what extent these two types of claims have factual bases, that is, are the unanticipated byproducts of other company initiatives to improve performance, enhance efficiency and reduce labor costs. The presentation will then focus on initiatives that companies can take to anticipate rather than merely react to these challenges, and will emphasize the role of the HR function, executives and professional staff in contributing to a more proactive approach to employment relationship conflict.

Register quickly and easily online to secure your space now. Or, please call 1-800-372-1033 option 6, then sub-menu option 1, and refer to date and title of conference. Lines are open Monday through Friday from 8:30 a.m. to 7:00 p.m. ET, excluding most federal holidays.

Don't miss this opportunity to hear a lively, dynamic presentation. Not only are audioconferences an excellent way for you to stay current; with BNA you also get:

• Quality. Count on it. Nothing is canned.
• Objectivity. BNA provides you with the best and most objective information. Unlike other companies, we don't use our audioconferences as a forum to sell outside solutions.
• Affordability. BNA audioconferences are inexpensive compared to the cost of travel to attend a conference. Plus, you may use a speakerphone and invite as many of your colleagues as you want to listen in-all for the price of a single registration.
• Convenience. No airlines. No travel. No time out of the office.

In addition, you'll receive:

• Personal attention. Once you've registered, send your questions in advance to msottong@bna.com and they'll be included in the program. You'll also have a chance to ask your questions during the Webinar.
• Follow-up materials. You need no materials upfront to follow along to our live conference. But BNA always issues a follow up e-mail with contact information for our speakers, as well as other materials related to the topic.
• 1.0 CPE or 1.5 HRCI credits by attending this audioconference. Find out how.

If you would like to apply for CPE credits, please make sure to provide your contact information when you register, note that you want to apply for CPEs, and attend the audioconference from start to finish. Please review the rules and restrictions.