Professionalism In the Workplace and Preventing Harassment – May 19, 2022

Join us on Thursday, May 19, 2022, for this Free Workshop on Professionalism in the Workplace and Preventing Harassment. The workshop is being held at Champions Run, 13800 Eagle Run Dr, Omaha, NE 68164, from 8:00 am – 10:00 am. Doug Pedersen from HR Systems and Eric Tiritilli from the Law Firm, Lamson Dugan, and Murray will hold a workshop on these two critical topics. What’s your culture and environment look like today? How would you rate your employee relations?  Are you and your staff up-to-date on how to recognize and prevent harassment in the workplace?  We will present some thought-provoking questions and material that you can take back to your organization. Register soon as space will be limited.   This will be an “in-person” presentation.
Supervisory Tools – A Kit to Use

Supervisory Tools – A Kit to Use

This tool kit is designed to equip the supervisors and managers with the essentials of basic supervision.  In this kit, we will provide information that ranges from how to interview employees to what to do when a termination is going to take place. Many subjects are covered in the following segments.

Chapter 1           Know who you are hiring

Chapter 2           Don’t step on a land mine

Chapter 3           Be a strong coach

Chapter 4           Be an effective communicator

Chapter 5           Lead by example

Chapter 6           Handle discipline appropriately

This fast-paced workshop will give the attendee a great foundation for being an effective supervisor or manager.  For anyone wanting to attend but no not in-person, a Zoom Link will be provided and materials sent to them prior to the workshop.

Litigation Landmines a Survival Guide for Supervisors

Workshop Description

Postponed due to the current coronavirus concerns. New date will be established.

This workshop is updated for 2020 and focuses on the role of the supervisor and how to handle problem situations and employees? We will focus on:

  • The typical landmines that supervisors can “step on”.
  • Resources to use for various employee situations.
  • Policies to follow.
  • HR’s role.

The focus of this workshop is on the “people side” of supervision and what each supervisor needs to be aware of as they deal with situations and employees.  We will discuss documentation, training, attendance, emails, job performance, references and how to stay out of court.

*Important: Select a ticket quantity below then click the “Get Tickets” button.

Coaching & Progressive Discipline Workshop




Coaching and Progressive Discipline Workshop
Are you equipped to coach, council, discipline or terminate an employee?

These subjects are probably the most difficult yet most important for managers to deal with.  Having to coach, council, discipline and potentially terminate an employee can have various effects on the workforce at large. The workshop will cover proper guidelines to follow when handling each of these subjects.

  • How do you Coach an employee?
  • What is progressive discipline?
  • Using an employee warning system; verbal, written and suspension
  • Eliminating emotions during the discipline process
  • Dealing with only the facts
  • What to do when termination is the only alternative
  • Protecting you and the companyChampions Run Country Club 13800 Eagle Run Drive
    $89/per person, limit 10 per workshop

*Important: Select a ticket quantity below then click the “Get Tickets” button.

Professionalism/Respect in the Workplace & Preventing Harassment

Professionalism/Respect in the Workplace & Preventing Harassment

Recent Headlines –

Workplace Bullying can Spark Criminal Charges

Managers Joking about Age, Disability, that’s a million-dollar mistake.

Dirty Dozen: The 12 Worst Manager mistakes that trigger lawsuits

What are your policies for professionalism, respect and harassment? These topics have become serious issues in the last couple of years.  In addition, violence in the workplace is also becoming an issue that companies need to understand and have a good working knowledge of how to handle.

This workshop addresses these topics with proactive and effective methods to train your managers and employees.

January 29, 2020, 8:00am – 11:00am

Champions Run Country Club 13800 Eagle Run Drive

$89/per person, limit 10 per workshop

Management Principles

Workshop Description

Who taught you to supervise?  What methods do you use to coach, teach and develop your employees?  Employers are faced with rapid and increasing changes in employment law.

Managers are faced with ongoing challenges – business directives, goals, people.

Manager knowledge of each is critical and essential.

In this workshop we focus on various methods of manager development and managing employees.

Performance Management Workshop

Performance Management Workshop

April 18, 2019 – Champions Run Country Club, 13800 Eagle Run Drive, Omaha, NE 68116

9:00 – 11:30am

Workshop Description:

How do you manage your employee’s performance? 

Some consultants will teach about not needing to do a “formal” review.  Others will bury the supervisor in paperwork. 

In this workshop you will learn the most effective methods to create performance evaluations and how to communicate with employees during the performance process.  It’s about the discussion with the employee, the document used and the outcome of the meeting. 

What about pay? When doing a performance review does that mean a pay raise?   All of these will be discussed during the workshop.

Outcomes include:

  • To learn the basics of Performance Management
  • To understand the purpose and strategies behind Performance Appraisals/Reviews
  • To show how to use a performance system for employee development
  • To gain knowledge of various performance management forms and tools
  • To discuss pay with performance reviews
  • Documentation of performance is critical to all HR records


SHRM Certified

To register, go to

EEO-1 Reports Due

The U.S. Equal Employment Opportunity Commission (EEOC) 2018 EEO-1 Survey opened on March 18, 2019. The EEOC Office of Enterprise Data and Analytics’ (OEDA) Employer Data Team has updated the annual notification letters to aid employers with their filing obligations. Beginning with the 2018 EEO-1 Survey, the notification letter will identify both a company number and temporary password for accessing the EEO-1 application. For enhanced security purposes, employers will be required to change their passwords immediately after successfully accessing the application.

The Employer Information EEO-1 report (Standard Form 100) is collected annually under the authority of Title VII of the Civil Rights Act of 1964, 42 U.S.C. 2000e, et. seq., as amended. Private employers with 100 or more employees are required to submit the EEO-1 report annually. Federal contractors with 50 or more employees AND a federal contract, subcontract, or purchase order amounting to $50,000 or more are also required to submit the EEO-1 report annually.

The 2018 EEO-1 Survey will close on Friday, May 31, 2019. All reports are required to be submitted and certified by that date. Please note that the employment data used for the 2018 EEO-1 survey must be selected from one pay period in the fourth quarter of calendar year 2018 (i.e., October, November or December 2018).

DOL Budget Update

Did you know? The White House wants to cut the U.S. Department of Labor’s budget by 10%. President Trump’s budget request seeks $10.9 billion for DOL activities in fiscal year 2020, about $1.9 less than FY 2019.

However, a handful of DOL functions would see budget increases.

  • $558 million for the Occupational Safety and Health Administration represents a slight increase
  • $233 million for the Wage and Hour Division to enforce minimum standards for wages and working conditions in U.S. workplaces
  • $3.6 million increase over FY 2019
  • $194 million for the Employee Benefits Security Administration

OT Changes – New Proposal

On March 7, 2019 the Department of Labor announced a proposed rule that would make more than a million more American workers eligible for overtime.

Under currently enforced law, employees with a salary below $455 per week ($23,660 annually) must be paid overtime if they work more than 40 hours per week. Workers making at least this salary level may be eligible for overtime based on their job duties. This salary level was set in 2004.

This proposal would boost the proposed standard salary level to $679 per week (equivalent to $35,308 per year). Above this salary level, eligibility for overtime varies based on job duties.

More details as this develops

HR Systems, Inc.

Omaha Office:
15910 Patrick Ave., Suite 100
Omaha, NE 68116
P: (402) 490-8850

Omaha, NE


Dallas Office:
539 W. Commerce Street
Suite 2191
Dallas, TX 75208

Dallas, TX


Naples Office:
7935 Airport-Pulling Road
Suite 4, PMB 348
Naples, Fl 34109

Naples Florida Office

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