Page 1 of 1

AAG’s 2020 Educational Seminar

March 03 - Posted at 9:15 AM Tagged: , , , , , ,
Join us this year to learn about the various hot topics in labor law affecting employers today and recommendations for compliance.

Guest speaker and Attorney Keith Hammond, of Hammond Law Center, will focus on changes in employment law within the last few months. He will specifically focus on how agencies are now un-doing many of the rules that were implemented during the previous administration.
Guest speaker and Certified Financial Planner Ryan Evans, with Evans Financial Partners, will also discuss steps on how employers can reduce their fiduciary liability for their retirement plans.


Where: 641 S Maitland Ave, Maitland, FL 32751
When: Wednesday, April 17th
Time: 9:00 – 11:00am EDT
Registration begins at 8:30am
Cost $149 / person or FREE for AAG Clients

The seminar is approved for 2 professional development credits (PDCs) with SHRM for attendees.

Please be sure to RSVP by Monday, April 6th as seating is limited and we expect searing to fill up fast.

For more information or to reserve your seat, please contact catherine@vistiaag.com or 386-738-1895 x109.

AAG’s Seminar- One Year Into The Trump Administration

February 13 - Posted at 1:00 PM Tagged: , , , , , , , , , ,

Hosted by AAG & Hammond Law Center

With one year concluded under the Trump Administration, recent developments both related and unrelated to politics have drastically impacted the workplace. Join us to learn about these changes and their ramifications.

Guest Speaker Keith Hammond, of Hammond Law Center, will cover topics including:
  • Employment & Immigration Law
  • Workplace Sexual Harassment
  • Wage & Hour Developments
  • Paid Leave Laws
  • NLRB Update

We will also have a guest speaker for the last portion of the seminar who will discuss Cyber Risk & Insurance.

Please be sure to RSVP by Friday, March 30th via email (catherine@visitaag.com) or phone (#386-738-1895 x109) as seating is limited and we expect seating to fill up fast.

When: Thursday, April 12th, 2018
Time: 8:30- 10:30 am (Registration begins at 8:00am)
Where: Maitland Civic Center
641 Maitland Ave South, Maitland, FL 32751

Cost: $149 / person (FREE to AAG Clients!)

You will also be eligible to receive 2 professional development credits with SHRM for this seminar.

Transparency is a Must in the Electronic Age

March 07 - Posted at 3:01 PM Tagged: , , , , , , , , , , , , , ,

The infamous internal memo concerning eliminating telework at Yahoo was never intended for public release. At the top of the memo the call for privacy was clearly defined as “Proprietary and Confidential Information- Do Not Forward”. However, despite Yahoo’s directive, the memo was leaked on a blog post on February 22, 2013. This leak resulted in a lot of online attention – most of it bad. But it is not the first time a firm’s information has been leaked online and it will not be the last.

 

Recently, a Groupon CEO tweeted “I was fired today”. As a British entertainment retailer was announcing that it was laying off nearly 200 employees, a member of the company’s social media team took to Twitter and posted “We’re tweeting live from HR where we’re all being fired! Exciting!!”.

 

It is an aspect of the business world now. From layoffs to policy changes, decisions and information that was intended only for the eyes of your staff may actually be shared with the world via social media now.

 

The question- what is management to do?

 

Be Transparent and Proactive

 

To be transparent is to be clear and concise about expected or even suspected changes that have the potential to be controversial and could cause issues internally with your staff. Employer privacy is very limited and you can not realistically control what someone posts on their blog, Facebook, or Twitter account. Corporate bad news has a way of seeping into the limelight online.

 

“In the era of social medial and social sharing there’s almost no such thing as a truly internal e-mail announcement,” said Curtis Midkiff, director of social strategy and engagement at SHRM. “There are ways to share confidential information with your employees, but e-mail may not be the most appropriate because it is not a truly private form of communication. You can put as may disclaimers as you want, but when you push send…you always have to be prepared for it to fall in the wrong hands. You should almost pre plan that the e-mail may be seen by unintended audiences.”

 

One way to pre plan and be proactive is to break the news on social media sites yourself first. For example, Zappos CEO often tweets memos to employees from his Zappos Twitter account. He did so a few years ago when the company announced layoffs.

 

Another good rule of thumb? Try to limit surprises by including workers in decision early on, if at all possible. There are different obligations depending on if the company is a public or privately held company, but the more input that employees feel they have the better they will handle change in the long run.

 

Companies can try to soften the blow of bad news by keeping employees in the loop and telling them that change is coming. They can educate their employees on the process so that when the memo actually comes out, they are expecting it and do not freak out and leak it online.

 

Bad news is never good news and you can strive to be as transparent as possible with information. However, business leaders often have to make difficult and unpopular decisions and it can, in the end, become difficult to manage the emotions or reaction of one employee.

© 2020 Administrators Advisory Group, Inc. All Rights Reserved