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Employees today are 10 times more likely to file a wage-law class-action lawsuit than one based on discrimination or harassment.

In class-action wage-and-hour civil suits, the average settlement in 2009 was $8.2 million. In addition, the Obama administration has authorized 250 additional field investigators for the U.S. Department of Labor, with plans to add more.

And the agency has announced a record number of planned audits targeting misclassification of independent contractors.

In this webinar, Garry will discuss the strategies and actions that HR leaders should take to keep their organizations safe in this volatile environment, including:

* Assessment and possible revision of existing policies, procedures and practices;

* Implementing effective wage-and-hour complaint and reporting systems;

* Making classification and pay-practice changes without encouraging a lawsuit; and

* Creating cutting-edge training programs for all levels of employees.

"Benefits communication" is outmoded. Using data-based insights to market wellness is what will engage employees and create success.

Additionally, integrating techniques derived from the field of behavioral economics helps us to view health engagement from a broader perspective.

To make sure that wellness initiatives are successful, we need to think differently than we have in the past. We need to approach wellness as an ongoing campaign, not as a series of one-shot efforts.

Participants will learn:

* What sorts of data are most useful to drive benefits marketing efforts;

* How to think about wellness as an ongoing campaign instead of a sequence of one-off efforts; and

* How to integrate principles of behavioral economics into wellness campaigns.

Smart companies realize that talent activities are inextricably linked. The success of an organization's talent strategy depends on the integration of its talent processes, including recruiting, development, performance management, compensation, and career and succession planning.

Bersin & Associates' third annual study, conducted in partnership with Human Resource Executive® magazine, reveals the current state of talent management and how leading companies are advancing their talent initiatives.

In this informative and insightful presentation, Bersin & Associates' Principal Analyst Karen O'Leonard will share key findings of this just-released study, including how companies are implementing cohesive, effective talent-management strategies.

Specifically, the presentation will answer questions such as:

* What are effective organizational structures for governing talent-management functions?

* How are companies successfully integrating and improving their talent processes?
* What is the impact of talent management on hiring, retention, engagement and business performance?

* Where should companies focus their talent-management efforts?

* What have been some of the notable trends over time?

O'Leonard will also detail some of the best practices used by companies interviewed as part of this research effort.

Major changes are in store for corporate healthcare benefit programs as implementation of the new healthcare law draws closer. The new law is complicated and, in some cases, unclear.

However, human resource leaders must begin preparing now to comply, as some of the provisions in the law will take effect both this year and next.

Employers, for example, will soon have to start covering their workers' adult children until age 26 and eliminate annual and life-time dollar limits on overall benefits.

Employers will also have to prepare for changes to their healthcare flexible-spending accounts and evaluate their retiree health-benefit programs in light of changes being made to the federal drug subsidy.

In this insightful Webinar, you'll hear one of the nation's leading authorities on corporate healthcare benefit programs explain the details of the new law and discuss steps your organization can take to prepare for and meet the challenges they're likely to face in this new era of healthcare reform.

Recruiters love to describe themselves as "full lifecycle." It depicts their breadth of experience and versatility. In a smaller environment where demand is low, that can be valuable. But in a larger company with high volume, it just doesn't work.

The acquisition of talent requires three primary activities, and it's nearly impossible to be great at all three. They are:

* Finding and attracting, a.k.a. "strategic sourcer" * Connecting and selling, a.k.a. "relationship manager" * Facilitating and managing, a.k.a. "operations expert"

The most efficient talent-acquisition organizations in the world organize for success by these three disciplines, allowing them to focus and specialize for lower costs and higher productivity. Managed well, an engaged team of strategic sourcers, relationship managers and operations experts can deliver hires locally, regionally or globally.

When this model is highly developed and deployed throughout successive time zones in Europe, Asia and the Americas, recruiting can happen 24/7.

This Webinar will present a discussion of specific steps employers can take to build a truly integrated talent-acquisition model serving global organizations, detailing ways employers can overcome key challenges and reap the many benefits this model has to offer.

Union organizing today is more of a challenge to employers than in the last decade. The recession of the past two years has helped push union membership in the private sector down to 7.2 percent, its lowest point since the passage of the National Labor Relations Act in 1935.

As a result, unions are desperate for new members and revenue. Accordingly, they will do anything! And that is the latest challenge confronting HR leaders.

While temporarily unsuccessful with Employee Free Choice Act, unions are now seeking their payback from the Obama administration for their all out support of healthcare reform.

Consequently, Son-of-EFCA (or EFCA-lite) legislation is looming as unions once again try to change the law to make organizing easier. At the same time, staunch union advocates have been appointed to the National Labor Relations Board.

In this insightful and informative Webinar, two leading employment attorneys will explore these developments and others, and discuss steps your organization can take to prepare for and meet the challenges they're likely to face in this new era of union organizing.

The global economy is slowly getting back on its feet, and new lessons have been learned about the critical relationship that exists between a company's business strategy and its workforce. Of course, sometimes what is required to recognize that relationship is an extended period of economic disturbance -- a time when HR leaders put a hold on hiring and spending, and revisit every assumption underlying their people strategies and operating models.

What has come out of this period of hibernation is a renewed and highly cautious focus on growth and the need for a talent base that is highly competent in tackling the strategic objectives of a new day, yet one nimble enough to thrive despite market-driven changes that may ensue.

This Webinar will focus on the underlying role of competencies in best defining, hiring and developing the talent -- including some of the emerging competencies in a renewing economy -- needed to drive an organization's strategic business goals. In addition, the presentation will include some provocative new research from PricewaterhouseCoopers on both the business trends driving hiring profiles in 2010 and some likely talent scenarios for consideration that are on the horizon.