BEGIN:VCALENDAR VERSION:2.0 METHOD:PUBLISH PRODID:-//Missouri State University/Calendar of Events//EN CALSCALE:GREGORIAN X-WR-TIMEZONE:America/Chicago BEGIN:VTIMEZONE TZID:America/Chicago BEGIN:DAYLIGHT TZOFFSETFROM:-0600 TZOFFSETTO:-0500 DTSTART:20070311T020000 RRULE:FREQ=YEARLY;BYMONTH=3;BYDAY=2SU TZNAME:CDT END:DAYLIGHT BEGIN:STANDARD TZOFFSETFROM:-0500 TZOFFSETTO:-0600 DTSTART:20071104T020000 RRULE:FREQ=YEARLY;BYMONTH=11;BYDAY=1SU TZNAME:CST END:STANDARD END:VTIMEZONE BEGIN:VEVENT UID:0f88b6bb-705e-4357-8552-b8d2073285d2.175897@calendar.missouristate.edu CREATED:20170125T151342Z LAST-MODIFIED:20170125T151342Z LOCATION:Plaster Free Enterprise Center\, Robert W. 1001 SUMMARY:Managing Compensation & Employee Benefits DESCRIPTION:It is essential for a company to offer a competitive compensat ion and benefit package to attract and retain quality employees.  Our goa l is to simplify the legislation and use practical examples of appropriat e workplace application\, so you acquire guidelines for implementation in your organization.\n\n\nKey Information:\n\n\n\n\n\nFederal legislation impacting compensation   - Fair Labor Standards Act    - Employees vs ind ependent contractors\, exempt vs nonexempt      employees\, child labor\, minimum wage\, overtime pay   - Nondiscrimination legislation   - Equal Pay Act\n\n\nFederal legislation impacting benefits   - Consolidated Omni bus Budget Reconciliation Act (COBRA)   - What "qualifying event" allows employees\, or family members\,      to continue health care benefits for 18 to 36 months?   - Health Insurance Portability and Accountability Act (HIPAA)   - How this affects changes to COBRA   - Family and Medical Lea ve Act   - Coverage\, eligibility\, qualifying events\, conditions\, heal th      benefits\, exemptions for key employees\n\n\nCompensation strateg ies and plans   - Five key questions that must be considered when designi ng a     total compensation system   - Retirement plans\, disability prot ection\, life insurance\, health      insurance\n\n\nAdministering the co mpensation and benefits system   - Record-keeping\, funding and investmen t responsibilities and      coordination with outside administrators   - Budgeting auditing and monitoring benefit plans   - Evaluating the effect iveness of the system\n\n\nLegally required benefits   - Social Security/ Medicare\, unemployment compensation\,      workers' compensation\, famil y and medical leave  X-ALT-DESC;FMTTYPE=text/html:<html><head><title></title></head><body><p>It is essential for a company to offer a competitive compensation and benef it package to attract and retain quality employees.&nbsp\; Our goal is to simplify the legislation and use practical examples of appropriate workp lace application\, so you acquire guidelines for implementation in your o rganization.</p>\n<p><strong>Key Information:</strong></p>\n<p></p>\n<p>F ederal legislation impacting compensation<br />&nbsp\;&nbsp\;&nbsp\;- Fai r Labor Standards Act&nbsp\;<br />&nbsp\;&nbsp\;&nbsp\;- Employees vs ind ependent contractors\, exempt vs nonexempt&nbsp\;<br />&nbsp\;&nbsp\;&nbs p\;&nbsp\; employees\, child labor\, minimum wage\, overtime pay<br />&nb sp\;&nbsp\;&nbsp\;- Nondiscrimination legislation<br />&nbsp\;&nbsp\;&nbs p\;- Equal Pay Act</p>\n<p>Federal legislation impacting benefits<br />&n bsp\;&nbsp\;&nbsp\;- Consolidated Omnibus Budget Reconciliation Act (COBR A)<br />&nbsp\;&nbsp\;&nbsp\;- What "qualifying event" allows employees\, or family members\,&nbsp\;<br />&nbsp\;&nbsp\;&nbsp\;&nbsp\; to continue health care benefits for 18 to 36 months?<br />&nbsp\;&nbsp\;&nbsp\;- He alth Insurance Portability and Accountability Act (HIPAA)<br />&nbsp\;&nb sp\;&nbsp\;- How this affects changes to COBRA<br />&nbsp\;&nbsp\;&nbsp\; - Family and Medical Leave Act<br />&nbsp\;&nbsp\;&nbsp\;- Coverage\, eli gibility\, qualifying events\, conditions\, health&nbsp\;<br />&nbsp\;&nb sp\;&nbsp\;&nbsp\; benefits\, exemptions for key employees</p>\n<p>Compen sation strategies and plans<br />&nbsp\;&nbsp\;&nbsp\;- Five key question s that must be considered when designing a<br />&nbsp\;&nbsp\;&nbsp\;&nbs p\; total compensation system<br />&nbsp\;&nbsp\;&nbsp\;- Retirement plan s\, disability protection\, life insurance\, health&nbsp\;<br />&nbsp\;&n bsp\;&nbsp\;&nbsp\; insurance</p>\n<p>Administering the compensation and benefits system<br />&nbsp\;&nbsp\;&nbsp\;- Record-keeping\, funding and investment responsibilities and&nbsp\;<br />&nbsp\;&nbsp\;&nbsp\;&nbsp\; coordination with outside administrators<br />&nbsp\;&nbsp\;&nbsp\;- Budg eting auditing and monitoring benefit plans<br />&nbsp\;&nbsp\;&nbsp\;- E valuating the effectiveness of the system</p>\n<p>Legally required benefi ts<br />&nbsp\;&nbsp\;&nbsp\;- Social Security/Medicare\, unemployment co mpensation\,&nbsp\;<br />&nbsp\;&nbsp\;&nbsp\;&nbsp\; workers' compensati on\, family and medical leave&nbsp\;</p></body></html> DTSTART;TZID=America/Chicago:20170404T090000 DTEND;TZID=America/Chicago:20170404T160000 SEQUENCE:0 URL:http://cbed.missouristate.edu/wconnect/CourseStatus.awp?&course=HR05S17 CATEGORIES:Public,Alumni,Faculty,Staff END:VEVENT END:VCALENDAR