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A PRESENTATION ON HR POLICIES

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Working in the human resources department of middle or bigger companies involves effectively communicating various HR processes, and analyzing & presenting organizational structures. Explaining these rather complex HR concepts can be a lot easier when you use clear visuals.

For you, we’ve handpicked some recommendations of PowerPoint slide deck examples that can be a source of graphical inspiration for you.

You can get any example presented here as editable PPT files. Click on the slide pictures to see and download the source illustration. Check the full collection of Human Resources PowerPoint templates here .

Let’s explore our selection of presentations covering the major HR management presentation topics:

• HR Metrics Dashboards with PowerPoint Data Charts
• Recruitment, Selection, and Hiring Processes
• HR Talent Management Concepts
• Employer Branding Essentials

Payroll, Compensation, and HR Administration

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• Create your employee retention dashboard

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Feel free to explore these and reuse visualization ideas if they fit your work.

With the help of PowerPoint templates full of HR diagrams and role icons, you can enrich your existing slides or create a professional presentation from scratch. 

Thanks to the PowerPoint format you can edit all content – change descriptions, expand diagrams, replace icons as you need, etc. 

Having such HR presentation templates allows you to create your own do-it-yourself toolbox that can speed up your presentation preparation. You can also import those slides to Google Slides or Keynote presentation software if that is a presentation tool you use.

Resource: HR Presentation Examples and Template s for PowerPoint

Explore the complete set of presentation graphics about human resources and personnel development topics. If you find it useful you can download all the source illustrations for commercial use and free modifications. All these resources are available in the infoDiagram collection of presentation graphics:

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HR Policies

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If you wish to present different types of HR Policies and guidelines in a clear and concise manner, this presentation template is the ideal pick. The high-resolution graphics allow seamless adjustments to fit your screen size without distorting pixels. Available for MS PowerPoint and Google Slides!

HR heads and business leaders can utilize this deck to shed light on the objectives, characteristics, benefits, types, and principles of HR policies. You can also demonstrate the key factors to consider while formulating HR policies. You can explain how these policies provide consistency and fairness in managing employee relations and promote compliance with legal and ethical standards.

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HR policies, by definition, are a set of rules or principles that decide how matters should be dealt with at the workplace. These include the rights and duties of an employee. These policies also handle issues with management, recruitment, training, promotions and more. 

Why are HR policies important?

Apart from serving as a bridge between employers and employees, such policies play very important roles in any organization. They make the employees more productive by providing them with incentive. They also make the entire work process more transparent. By doing so, it lowers the chances of unfair treatment and injustice within the organization. It also provides the organization with a strategic direction.

How can our template be used?

We provide you with top tier HR Policies PowerPoint template that can help you effectively deliver your message to your audience. This set can come into use in many situations. It can serve as a way to train employees and provide information on the topic. It can also be useful in events like workshops and seminars. Furthermore, it is also an informative presentation that can aid with lectures on an academic level as well.

Eye-catching color schemes

The set is designed with two different color schemes which help with maintaining the attention of the audience. It can also help in retaining the information that is being presented. As mentioned before, there are two color schemes. One is a mix of bright and bold tones such as red, yellow and green. The second color scheme features blue tones and has a pleasant feel to it.

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You will find that the slides are extremely editable. There are no complicated procedures involved in tweaking the slides. Even if you have zero experience with slides and presentation, you can easily operate this set. This includes adding or resizing graphics, editing fonts, information, etc.

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Compatibility is another issue that you do not need to worry about in this template. It can be used on any popular platform which of course, the all-time favorite, Microsoft PowerPoint, Apple Keynote, and Google Slides.

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Free Human Resources Presentation Templates

Elevate your hr presentations with our pre-designed free human resources powerpoint templates and google slides. it is a perfect way to create engaging presentations on a wide range of hr topics. whether you're onboarding new employees, conducting performance reviews, or presenting your hr strategy, our templates will help you make a great impression..

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We're here to help you, what are human resources presentation templates.

Human Resources Presentation Templates are pre-designed slides that simplify the process of creating presentations on topics related to Human Resource Management (HRM), providing a visually appealing and structured format.

Where can we use these Human Resources Templates?

These templates are versatile and can be used in various settings, including business meetings, educational workshops, company seminars, and job fairs, enabling effective communication of HR-related information.

How can I make Human Resources Slides in a presentation?

Creating HR slides is straightforward; choose a template, add your content, include visuals like charts, customize the design, and review for accuracy, streamlining the presentation creation process.

Who can use these Human Resources Templates?

Human Resources Templates are designed for HR professionals, managers, educators, and business owners, offering a user-friendly tool to communicate HR strategies, policies, and initiatives.

Why do we need to use the Human Resources Slides?

Using Human Resources Slides enhances communication by providing clarity, ensuring efficiency, maintaining consistency in presentation design, and increasing audience engagement with visually appealing content.

Where can I find Free Human Resources Presentation templates?

Free Human Resources Presentation templates are available on various online platforms. Slide Egg provides accessible options for creating impactful presentations without incurring any costs.

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The Human Resources template enables your HR managers to outline the most important things regarding human resource processes and organization. The true potential of a business lies in its human resources which adds to the complexity of leading the company. With this template you can demonstrate the core functions of the human resource management. Also, you can show relationships between the senior managers and the work force.

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Venn diagram human resource slide.

A Venn diagram is used to show logical relationships between different and numerous data sets. For example, it can be applied to the hiring process of your company. Your company will have certain criteria that the right candidate should possess, such as experience, professional skills, and leadership qualities. All of the applicants who exhibit those characteristics have the potential to be the new employee.

Clustered Column Chart Human Resource Slide

The Clustered Column Charts is a graph that is used for comparison of certain data. The values are grouped into categories by using vertical bars. The data will use the same axis labels and can become really complex, depending on the amount of data. This template will enable you to better organize the data in your HR department and to highlight important values.

Meet the Team Human Resource Slide

It is important to always praise your employees and this slide is the right place to give them credits. Your team is the most valuable asset in the organization. You have plenty of space to name each team member, regardless of their responsibilities and field of expertise. Also, the slide is quite visual and you will be able to leave a lasting impression on your audience.

With the HR template you will highlight the key values of the HR process and organization

You can demonstrate the core functions of the HR department and create a path for better organization of the human resources.

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By using the Venn diagram, you will be able to successfully select the right candidate.

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The visual slides will contribute for a better understanding of the data.

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The HR PowerPoint Template is a set of 17 slides to present human resources management concepts. Human Resources is the term used for people working in an organization. Whereas, the human resources department is responsible for administrating employee lifecycle (Attract, Onboard, Develop, Engage, Recognize, Transition). The HR focuses on recruiting, employee benefits and perks, on-job training, employee relations, and talent development. Our HR PowerPoint slide deck provides a range of layout and diagrams to present these HR-related topics. Different HR models and creative slides are available to discuss the organizational workforce.

The HR PowerPoint Template outlines the most important aspects of human resources processes and management. For example, hiring process, HR management structure, Strategic HRM, and more. Creative clipart icons and shapes in PowerPoint templates will help visualize these aspects of human resources. The PowerPoint shapes could be used as metaphors for various collaboration or people-related activities. Further, the use of graphics gives an infographic look to the HR presentation theme.

The true potential of any business lies with its human resources. This HR template can assist in demonstrating all necessary functions such as policies, rules and HRM planning. Moreover, it includes slides for topics like job analysis, talent hunt as well as job poaching in retention strategies. A ready-to-use deck with all HR related topics will reduce time and effort of presenter. The professionals of any field can use HR PowerPoint template for a comprehensive business presentation.

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Human Resource (HR) Policies PowerPoint Template

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Human Resource (HR) Policies PowerPoint Template 

Define and communicate your organization's HR policies effectively with the 'Human Resource (HR) Policies PowerPoint Template'. This comprehensive template is designed to present key HR policies, guidelines, and procedures with clarity and professionalism. Featuring a modern design and intuitive layout, it provides the perfect platform for outlining policies on employee conduct, benefits, compliance, and more. Whether you're onboarding new hires or updating current staff, this template ensures your HR policies are understood and followed, fostering a consistent and compliant workplace environment.

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• 13 Clean & Creative slides
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• 90 Color Themes included
• Just One Click to change the colors and auto recolored
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• Fully and Easily editable content
• 3000+ Icons! easily change size & color

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HR Policy. Terminations —Jon Wright. Terminations , part 2—Daniel Rolfe. June 3 Staffing Plans & MultiSite —  Jim Tomberlin . June 10 HR Policy —Eric Rojas. June 17 HR Policy , part 2—Matt Anthony & David Middlebrook .  June 24. Operations 101—Staffing

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Terminations—Jon Wright. • Terminations, part 2—Daniel Rolfe. June 3 • Staffing Plans & MultiSite— Jim Tomberlin. June 10 • HR Policy—Eric Rojas. June 17 • HR Policy, part 2—Matt Anthony & David Middlebrook.  June 24

Operations 101—Staffing • Operations 102—Communications • Operations 103—Finances • Operations 104—Finances • Operations 105—Facilities Level 1Certificate in Operations

HR Policy / Part IHow To Develop EffectiveEmployment Policies Eric Rojas Executive Pastor Christ Community Church

HR POLICY / PART I • Provides valuable protection for the organization • Provides valuable information to staff (and prospective staff) on expectations of employment • Serves as a resource to supervisors for the management of staff • Promotes consistency within the organization for fairness and equality • Offers a conversant vehicle to address and regulate new/changing issues (i.e. use of social media) Purpose HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I • Use a comprehensive template from another church or faith based, non-profit organization • Legal counsel review • Elder/Governing Board approval • Publish Handbook & Employee Sign Off Where to Start ? HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I • Statements to protect the organization’s 501c-3 status • Statement of Faith & Position Papers • Legal definitions & policies to limit/reduce potential liability • At-Will Employment Statement (if applicable for your state) • Equal Employment Opportunity Statement (specific for churches) • New Hire Probationary Period • Policies that support the Fair Labor Standards Act • Misconduct or Behavior / Reasons for Termination • Moral Fences for Staff • Youth Protection / Mandated Reporter Guidelines • Sexual Harassment / Ensuring Respect In The Workplace The Basics HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I As you go beyond the basics, considering adding policies that detail issues affecting: EMPLOYMENT Staff Structure & Employment Classifications Church Membership, Attendance & Giving Proximity to Church Conflict of Interest Employment of Relatives Internal Transfer Confidentiality of Salary & Wages BENEFITS Benefits for All Classifications of Staff Paid Time Off Provisions to All Leaves (FMLA, Bereavement, Military Service, Workers Comp, etc.) Beyond The Basics HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I PERFORMANCE MANAGEMENT Job Descriptions Performance Evaluations Misconduct Discovery vs. Confession of Significant Sin Termination WORKPLACE GUIDELINES Dress Code Emergency Procedures Working From Home Matthew 18 Guidelines Social Media Guidelines Intellectual Property Policy IT Guidelines & Etiquette Travel & Transportation Workplace Safety & Security Beyond The Basics HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I Once you have developed your essential HR Policies, consider adding general guidelines and reference information. This is especially helpful for new employees and can be tailored for each individual campus/location: Include information on…. CHURCH ADDRESS, FAX, WEBSITE COMMUNICATIONS STANDARDS TAX EXEMPT NUMBER CHURCH CALENDAR / EVENT APPROVAL DATABASE & SERVER ACCESS RESERVING FACILITY SPACE FORMS & TEMPLATES MARKETING & PRINT MEDIA ORDERING SUPPLIES CHURCH ANNOUNCEMENTS EXPENSE REIMBURSEMENT/APPROVAL FOOD SERVICE CHECKS REQUESTS & TIMELINES MINISTRY SPECIFIC INFO CHILDCARE (I.E. CARING, COUNSELING) LEADERSHIP STRUCTURE The Final Step HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR POLICY / PART I • Document Employee Sign Off • Ensure Accessibility to Staff & Leadership • Review & Revise Regularly • ‘Red’ vs. ‘Blue’ …Flexible Language • Develop a Lay Advisory Team • Share Freely with Disclaimer These HR resources have been designed specifically for Christ Community Church and have been tailored to the specific facts and circumstances relating to Christ Community Church. These resources are provided to you for informational purposes only. Policies, laws and guidelines may vary from state to state, and none of these HR resources should be used as a substitute for the advice of a competent lawyer in your state. Christ Community Church makes no warranty on the information contained in these HR resources, and assumes no legal responsibility or liability for the accuracy or completeness of the content of the resources. Policies Regarding The Policies HOW TO DEVELOP EFFECTIVE EMPLOYMENT POLICIES

HR Policy / Part IThe Fair Labor Standards Act Eric Rojas Executive Pastor Christ Community Church

HR POLICY / PART I • Coverage • Minimum Wage • Overtime Pay • Youth Employment • Recordkeeping Major Provisions FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • In order for the FLSA to apply, there must be an employment relationship between the “employer” and the “employee” • Almost every employee in the United States is covered by the Fair Labor Standards Act which is enforced by the Wage and Hour Division of the U.S. Department of Labor • FLSA regulations apply to all paid employees regardless of payment classification (stipendiary, hourly, salaried) Coverage FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • Employees can be paid no less than the Federal Minimum Wage of $7.25 per hour, or the applicable state minimum wage if higher • Covered, non-exempt employees must receive one and one-half times the regular rate of pay for all hours worked over forty in a workweek • Compliance is determined by workweek (as defined by the company) and each workweek stands by itself • A workweek is 7 consecutive 24 hour periods (168 hours) • Paid time off (such as vacation, holiday pay or sick time) is notconsidered time worked for the basis of overtime calculations Calculating Pay FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I Non-Exempt employees must be paid for all hours worked, which INCLUDES: • Suffered or Permitted Time – Any time where work is suffered or permitted, regardless of whether it is requested or authorized in advance • Waiting Time – Any time that the employee is unable to use effectively for his or her own purposesand/or when time is controlled by the employer • On-Call Time – Any time that the employee has to stay so close to or on the employer’s premises where the employee cannot use that time effectively for his or her own purposes; carrying a pager does not constitute on-call time • Meal and Rest Periods – Any time that is for short duration or when the employee is not relived from work • Training Time – Any training time where attendance is voluntary, outside of regular working hours and where the course, lecture, or meeting is not job related • Travel Time – Any travel related to work that excludes regular daily commute Calculating Pay FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I There are numerous exemptions and exceptions from the minimum wage and/or overtime standards of the FLSA. The most common minimum wage and overtime exemption are often called the ‘White Collar’ exemptions, and apply to certain: • Executive Employees • Administrative Employees • Professional Employees • Computer Employees • Outside Sales Employees These individuals can be exempt from overtime pay due to specific qualifications, responsibilities, authority, autonomy, and pay parameters that you should fully understand before qualifying them for exempt status. Exempt Staff FAIR LABOR STANDARDS ACT (FLSA)

16 &17-year-olds may be employed for unlimited hours in any occupation other than those declared hazardous by the Secretary of Labor. • 14&15-year-olds may be employed outside school hours for limited periods of time and under specified conditions. • Children under 14 years of age may not be employed in non-agricultural occupations covered by the FLSA. Youth Employment FAIR LABOR STANDARDS ACT (FLSA)

The FLSA requires that all employers subject to any provision of the Act make, keep, and preserve certain records. • Every covered employer must keep certain records for each non-exempt worker. Record Keeping FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • Assuming that all employees paid a salary are not due overtime • Improperly applying an exemption • Failing to pay for all hours an employee is “permitted” to work • Limiting the number of hours employees are allowed to record • Failing to include all pay required to be included in calculating the regular rate for overtime • Failing to add all hours worked in separate establishments for the same employer when calculating overtime due • Making improper deductions from wages that cut into the required minimum wage or overtime • Treating an employee as an independent contractor • Confusing Federal law and State law Common Errors to Avoid FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • Employers who willfully violate the Act may be prosecuted criminally and fined up to $11,000 • Employers who violate the youth employment provisions are subject to a civil money penalty of up to $11,000 for each employee who was the subject of a violation • Employers who willfully or repeatedly violate the minimum wage or overtime pay requirements are subject to a civil money penalty of up to $1,100 for each such violation Penalties FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • The Law • The Regulations ( 29 C.F.R. Part 500-899) • Interpretive Guidance (opinion letters, field operations handbook, and field bulletins) • FLSA Poster • Handy Reference Guide • Fact Sheets • Information for New Businesses • Department of Labor Home Page Compliance Assistance FAIR LABOR STANDARDS ACT (FLSA)

HR POLICY / PART I • Visit the WHD homepage at: www.wagehour.dol.gov • Call the WHD toll-free information and helpline at 1-866-4US-WAGE (1-866-487-9243) • Use the DOL interactive advisor system - ELAWS (Employment Laws Assistance for Workers and Small Businesses) at: www.dol.gov/elaws • Call or visit the nearest Wage and Hour Division Office Disclaimer: This presentation is intended as general information only and does not carry the force of legal opinion. Additional Information FAIR LABOR STANDARDS ACT (FLSA)

Eric Rojas Executive Pastor, Christ Community Church 37W100 Bolcum Rd, St. Charles IL 60175 630.485.3350 [email protected] Contact Information

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Human Resources University of Michigan

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Mental and Emotional Health Presentations for Academic Campuses

• See a PDF flier of all by-request Zoom presentations . 

Are you looking to build a positive workplace culture, create a shared team experience, or address a challenge?

FASCCO offers brief presentations on a range of emotional and mental health topics. These presentations are free of charge, available to Central Campus, Flint, and Dearborn community faculty/staff groups, and are provided via Zoom. Below are the presentations that we currently offer to work units. Please call us at (734) 936-8660 if you would like to schedule a presentation for your department and discuss the details including minimum participation requirements.

Learn About Services From FASCCO

Fascco orientation for staff & faculty .

FASCCO is a resource to assist with issues of daily living or problems that are personal or work-related that can be stressful.  The core services of the office are provided in this 20-to-30-minute session, including professional assessment, short-term problem resolution services, and referrals, when warranted to community and University resources. An overview of current stressors, self-care tips, and strategies are covered.  Confidential practices, ease of access, and current emotional health educational offerings are discussed. Also, an introduction to other universities and community resources is given.  

FASCCO Orientation for Supervisors

Orientation and Training on the services of FASCCO and how to refer/suggest a staff or faculty member to seek assistance is critical.  Frequently supervisors (unit leaders and HR Staff) are the first to detect or be aware of performance issues that may be related to personal stressors that staff/faculty may be experiencing. The primary focus of the orientation is on the recognition of those who are “distressed,” intervention strategies, and recommended referral procedures.  Sample opening statements and scripts are provided for difficult conversations. University policies (confidentiality etc.)  that are applicable are discussed and an overview of University and Community resources is provided. 

Topic-specific Emotional Health Presentations

Please call us at (734) 936-8660 if you would like to schedule a presentation for your department. Please make note of the name or number of the presentation and provide an estimate of the number of participants. Some offerings have minimum participation requirements.

1. Mental Health Hygiene 101 

Healthy eating and regular exercise promote good physical health, but what do we know about practices to promote good mental health? Come attend an informal, one-hour presentation to learn just that. In our time together, you’ll hear recommendations and tips that support your overall emotional well-being.

2. Selecting a Therapist and Identifying Community Resources (Mini Session)

This session will provide descriptions of the types of mental (behavioral) health providers, an understanding of their listed credentials, and suggestions on how to select one. An overview of the styles and approaches that therapists use in providing services (resolution-focused, family systems, and analytical). Also, some sample questions to ask when choosing one will be offered. In addition, a brief overview of how to identify and locate support groups will be provided.

3. Creating Healthy Boundaries

Healthy boundaries are so important for our emotional well-being, but how do we set and maintain them? In this presentation, you'll learn the importance of setting personal and professional boundaries, how to recognize your own limits, and tips for having difficult conversations and communicating your needs.

4. Enhancing Social Connections

Explore ways to increase your connection with others by breaking down barriers to social interaction. This group offers practical tips to get started on engaging in meaningful ways.

5. Worry: Tips and tricks for pushing back (Mini Session)

Do you wish you had more control over your worry? Join an informational and interactive lunch and learn to hear about strategies to better manage your worry so it doesn’t manage you. Participants can expect to leave with tools to try on their own.

6. WFH Strategies & Skills Support Group

In these trying times, we are all trying new things. For many, that means working from home (WFH) Join this FASCCO-facilitated discussion group to connect with peers. Together you will explore strategies that work for you, plus pick up some practical tools & tips to stay connected with colleagues and manage your time.

7. Defining & Cultivating Happiness

Come explore what happiness can look like in your life and how to cultivate and maintain a sense of happiness, contentment, and well-being in your life. This is an interactive presentation so come prepared to share your understanding and experiences.

8. Sleep Better, Feel Better

Tips to improve your sleep (mini)- Want a better night’s sleep but not sure how? Join this session in a relaxed setting to learn well-established strategies that can help improve your sleep.

9. Constructing a Conversation of Concern with Anyone (mini session)

This session will review some key elements in developing a script to have a conversation with a family member, partner, or anyone that you have a concern about. Suggestions on how to frame your concern to minimize the party of concerns defensiveness. Sample conversation openings will be provided along with techniques that strengthen your caring message.

10. Goal Setting (mini session)

Setting a goal is the first step to meeting it. Attend an informal session to learn tips and tricks to help yourself succeed in accomplishing your goals. Strategies can be applied to both professional and personal settings.

11. Re-Acclimating to Being on Site & Self-Help Tips to Address Anxiety

Many of us will have some angst and trepidation about physically returning to campus. This session will introduce some strategies to assist and revitalize you with returning to the campus work setting. Methods to increase our social connections with colleagues and friends will be noted. In addition, attendees will learn self-help tools and interventions to address worry and anxiety in general.

12. Mindful Self Compassion

An interactive discussion group that identifies the concepts inherent to mindful self-compassion (MSC), the role it can play in health and well-being, and techniques to cultivate acceptance of yourself, inner strength, and resilience.

13. Introduction to Stress Management

This brown bag presentation provides an introductory overview of stress management techniques that can be used in daily life. Participants will practice specific stress management techniques in the class and will be encouraged to select some of these techniques for active implementation in their personal and professional lives.  The format is informal, practical and interactive.  

14. Managing Your Stress Through Managing Your Thinking

This brown bag is available to all units on central campus, this brown bag identifies ways in which negative and illogical thinking often leads to personal and occupational stress. The brown bag also includes methods to replace these illogical thoughts with more logical or rational ways of thinking, which has been found to significantly reduce stress. To inquire about scheduling a brown bag, please contact FASCCO at (734) 936-8660.

15. Understanding Mental Health Conditions and Having a Conversation of Concern

Do you know that an estimated 1 in 5 Americans (43.4 million adults) experience a mental illness in a given year? Given that you, a family member, or a coworker might be that one individual, perhaps you can benefit from a better understanding of how mental and emotional health conditions impact the work environment and what factors constitute a mental health-friendly work environment. Join us to discuss these issues and learn about the workplace programs and resources available to UM faculty and staff who experience mental health conditions.

16. Strategies for Dealing with Difficult People

This session first examines why some people are difficult to deal with and why they act the way they do. Some tips on what pitfalls to avoid when interacting with difficult persons are given. The key principles and strategies for dealing with difficult behaviors are provided and discussed.

17. Quick Tips for Self Care

This one-hour session focuses on tools and skills for prioritizing self-care. Don't have a lot of time to squeeze it in? No problem. Folks will walk away with a tangible plan and self care techniques that they can use both at home and at work, even when time is limited. 

18. Gratitude Workshop

Explore the concept of gratitude from ancient philosophers, to the major faith/spiritual traditions, to contemporary thinkers.  The scientific research on the benefits of gratitude will also be explored.  Prepare to delve deeper and identify the many forms of gratitude in your life.

19. Grief 101

This workshop addresses loss across the lifespan but particularly focuses on the death of a loved one. Anticipatory, normal, and complicated grief will be identified as well as grief responses in children briefly addressed. Some common theories of grief will also be explored. The emphasis is on normalizing grief and providing resources to cope.

20. Overview of Anxiety Disorders & Other Mental Health Conditions

This session will present an overview of Anxiety Disorders and a summary of major mental health conditions along with commonly used intervention strategies.

FASCCO counselors also develop and teach MHealthy classes on a range of emotional and mental health topics. These classes are free of charge and open to all employees.

• Additional  training resources are available from Organizational Learning .

21. Question, Persuade, Refer (QPR) Training

QPR is an evidence-based program designed to teach individuals to recognize and refer someone at risk of emotional crisis or suicide. This training provides valuable knowledge and skills for understanding risk and protective factors, recognizing early warning signs for emotional crisis, and helping individuals connect to available resources. This is an interactive skill building session, which includes each attendee participating in breakout practice scenarios. (90 minutes)

Mental Health Counseling and Consultation Services

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7.6.1 Employee Work-Related Incident Reporting

Formerly Known As Policy Number: 25.6

This Guide Memo lists forms needed to fulfill Stanford’s employee work-related incident reporting protocol as well as documents required under Federal and State law concerning potential Workers’ Compensation benefits. Stanford’s Workers' Compensation Program is managed by the Office of Risk Management and Insurance (RMI).

Other actions beyond reporting, including seeking medical treatment may be necessary. Please refer to RMI’s website , or reach out to your local HR Representative for more information.

These policies also apply at SLAC National Accelerator Laboratory (hereafter “SLAC”).

This Guide Memo does not cover mental health concerns. Contact your local HR office or RMI for guidance on such matters.

For emergencies, STOP and call 911.

1. Reporting Required for Every Employee Work-Related Incident

Stanford is committed to keeping a safe environment for its employees. Incidents involving injury, illness, or exposure must be reported within 24 hours of occurrence. This reporting helps identify opportunities to improve Stanford’s future safety and avoid problems/delays in receiving benefits (if applicable), including medical care.

a. When an Employee Work-Related Incident occurs at work, employees must immediately take the following steps:

Step 1:  Seek medical treatment as needed. Step 2:  Report the Incident(s) to your Manager/Principal Investigator (PI) immediately.  Step 3:  Complete necessary documentation.

Managers must inform their local Human Resources (HR) Representative, as more requirements may apply.

b. What is an incident?

An incident is defined as:

• an occurrence that results in unintended injury or illness,
• an exposure to a hazardous substance, 
• an exacerbation of a pre-existing condition, or
• a close-call event that could have resulted in bodily injury but did not.

Any work-related incident that requires immediate medical attention (for example, incidents resulting in an employee’s death, amputation, loss of an eye, any serious degree of permanent disfigurement, possible in-patient hospitalization, or any life-threatening incident) must be reported immediately to:

• Stanford Environmental Health & Safety (EH&S) at: 650-725-9999 (for non-SLAC University employees), or
• SLAC Environmental Safety & Health (ESH) at: 650-926-5555 (for SLAC employees), and
•   Risk Management and Insurance by SECURE: email at [email protected]

The following section describes work-related incident reporting documents. All forms can be found on the Risk Management and Insurance website .

a. Required for All Incidents: 

(1) Incident Report (SU-17): This form is Stanford’s tool for capturing, recording, and addressing an employee work-related incident. This form enables safety professionals and managers across the University and SLAC to identify trends, analyze the root cause of an incident, and identify areas of opportunity to improve future safety. Managers/PIs must comply with state and federal reporting requirements, including prompt submission of the SU-17.      

EH&S, ESH, and/or RMI may contact the person(s) involved, their Manager/PI(s), and/or their local HR to gather additional information and initiate follow-up steps.

Once a report is submitted, the supervisor/manager will receive an email with a direct link to complete the Manager/PI Follow up section. The Manager/PI will receive an email with a copy of the SU-17 once the report is complete. This should be forwarded to the local HR representative. 

(2) Time Requirement: After an incident occurs, it must be reported using the Incident Report SU-17 form, either by the employee or on behalf of the employee within 24 -hours of occurrence.

(3) Applicability: The Incident Report SU-17 applies to all employees (as defined in Guide Memo 2.2.1: Definitions). It is applicable whether the person involved received medical attention or not.  

b. For the Employee to file a Workers’ Compensation Claim:

(1) Employee’s Workers’ Compensation Claim Form (DWC1 Form) and Notice of Potential Eligibility: This form is a California state document. The employer provides the DWC1 form to an employee who reports a workplace incident.

(2) Time Requirement: California law requires that within 24 hours of receiving notice or knowledge of injury, illness, or exposure, the employer must provide the DWC1 claim form to the injured worker or their dependents. Failure to comply with state requirements may result in significant fines and penalties, charged to the appropriate department.

(3) Applicability: The DWC1 Claim Form applies to employees of Stanford/SLAC who wish to file a workers’ compensation claim. 

If the injured worker wishes to file a workers’ compensation claim or seeks medical treatment, the DWC1 Claim form must be completed accurately and signed by the injured worker and a representative of Stanford/SLAC. 

This form is not intended for non-employees.

(4) Where to Submit: A copy of the form must be sent to RMI via SECURE: email at [email protected] . 

c. For local HR/Manager to complete if the employee files a Workers’ Compensation Claim:

(1) Employer’s Report of Occupational Injury or Illness (5020 form): This form is a California state document. The employer is required to complete a 5020 form for all workers’ compensation claims.

(2) Time Requirement: California law requires employers to file this report with their workers’ compensation insurer within five days of knowledge. Failure to comply with the state requirements may result in significant fines and penalties, charged to the appropriate department.

(3) Applicability: The 5020 form must be completed by a representative of Stanford/SLAC (generally local HR) for employees who have filed a workers’ compensation claim. California law requires it to be completed by the employer, not by the employee. 

This form is not intended for non-employees.                                       

d. For All Newly-Hired Employees

(1) Time of Hire Notice : This is a California state document that provides an overview of rights, benefits, and obligations under California workers' compensation law, including guidelines for employees to pre-designate a physician or medical group for work-related injuries and illnesses.

(2) Time Requirement: California law requires all employers to provide the Time of Hire Notice to each new employee, either at the time of hire or by the end of their first pay period. At Stanford, this document is provided to all New Hires as an attachment to Stanford’s employment offer letters. It can also be found on Stanford’s Welcome Center Onboarding Resources web page .

(3)  The Time of Hire Notice and other documentation related to Workers’ Compensation at Stanford can also be found on the Risk Management and Insurance website .

(4) Applicability: The employer must provide this notice to all newly hired employees in the State of California hired after January 1, 2013. Note : it is not required that employees complete this form; it is only required to be provided to newly hired employees.

(5) Where to Submit: If an employee completes any of the documents found in this Time of Hire Notice, the signed forms must be sent to RMI via SECURE: email at [email protected] .

Related Policies

2.1.7 sick time: regular staff employees, regular academic staff-research and regular academic staff-professional librarians.

More From Forbes

​​why it benefits us all to empower female leaders.

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Toni Handler is chief people officer, dentsu Americas, and deputy chief HR officer.

Every March, brands are eager to voice their support for gender equality and female empowerment to mark Women’s History Month and International Women's Day. But what they do the rest of the year is equally as important. The conversations we have and the actions we take around supporting women should not start and end in March.

As an HR executive for a global advertising network with over 71,000 employees, I've seen firsthand the transformative impact of empowering women in the workplace and the world at large. I believe it is our responsibility as leaders to ensure that diverse women are being represented at every level of our organizations, in our advertising campaigns and in our client partnerships.

The Business Case For Greater Representation

It's not just about equity; it's a business imperative that drives innovation, growth and success. Female leaders bring unique perspectives and experiences to the table, fostering creativity and fresh ideas. This diversity of thought can lead to more robust decision-making, effective problem-solving, and ultimately, progress toward business priorities.

According to a 2020 McKinsey report , companies in the top quartile for gender diversity among executives were 25% more likely to have above-average profitability than companies in the bottom quartile. Research from BCG found that companies with higher-than-average leadership diversity, including gender diversity, reported innovation revenue that was 19% higher than companies with below-average diversity.

InnovationRx: Myocarditis From COVID-19 Is Much More Severe Than From Vaccination

New password hacking warning for gmail, facebook and amazon users, trump vs. harris 2024 polls: harris leads trump in latest post-dnc surveys.

The costs of not prioritizing female leadership development go beyond immediate financial implications and extend to risks to organizational culture, innovation, talent growth, retention and brand reputation. By not tapping into the diverse perspectives of female leaders, organizations may miss out on innovative ideas and top talent. In an environment where women feel unsupported or face barriers to advancement, employee morale and engagement and overall workplace culture can suffer—negatively affecting factors such as productivity, profitability and retention.

As a society, we have a long way to go, but we are moving forward, not backward. Women make up 50% of the global working-age population but only 37% of global GDP —yet their unpaid labor is estimated to equal 10% to 39% of GDP . According to a UN report , “At the current rate of progress, it may take close to 300 years to achieve full gender equality.” We must do everything we can to expedite this timeline and contribute to greater gender equity and representation across the board.

At dentsu, we have ambitious aspirations for female representation in both our workforce and our leadership, and we’ve made significant progress. As shared in our 2023 Diversity Equity & Inclusion Report , 54% of our global workforce is female and 37.2% of our leaders are female, up from 31.9% in FY2019. While we're proud of this progress, we recognize there's still work to be done. We continue to hold ourselves accountable by tracking representation at all levels of the organization.

Strategies For Empowering Women In Your Company

1. offer flexible, people-centered policies..

Foster an environment where everyone in your organization can thrive. Implement flexible work policies, such as a hybrid model, flex hours or compressed work weeks, to accommodate diverse employee needs. In McKinsey’s 2023 Women in the Workplace report , one in five women said that flexibility has “helped them stay in their job or avoid reducing their hours.”

In our organization, we offer employees hybrid work options, so they can choose to work where they can get their best work done, while still meeting client and business needs. We have flexible time-off policies that include sick time, caregiver leave and other leaves of absence, as well as 16 weeks of paid time off for the birth, adoption or foster placement of a child, for all employees. We’ve also introduced "Flex Fridays," which is meeting-free time Fridays after 2 p.m. in the summer, allowing our U.S. employees to catch up on work, focus on professional development or, with approval, get a head start on the weekend.

A culture of flexibility only works when it goes hand in hand with a culture of trust. Create an environment where employees feel that leaders trust them to manage their responsibilities and their work-life balance without constant oversight.

2. Invest in talent and career development programs.

Establish programs that advance careers by developing professional skills and providing mentorship and networking opportunities. Strive to identify and cultivate a pipeline of talent ready to step into leadership positions.

A few of the programs that I am most proud of include:

• People Discussions: Our global people discussion process helps us spot and cultivate a pipeline of talented individuals with diverse perspectives for key roles. Through these discussions, we can tailor personalized career growth opportunities and prepare people for their next leadership role.

• Path of Tabei: Our Path of Tabei program is designed specifically to fast-track the careers of our female leaders and help us build our senior leadership pipeline. Sponsored by dentsu Americas CEO Michael Komasinski and other top executives, this program has been incredibly well-received, boasting a more than 95% satisfaction rate from participants.

• OWN-IT: Outstanding Women Network Innovate and Thrive, OWN-IT, is a dentsu fellowship experience focused on mentoring and developing female business owners throughout the media, creative and technology ecosystem.

3. Create opportunities for connection and support.

Workplace loneliness is a growing problem. A BetterUp report found that “43% of employees don’t feel a sense of connection toward their co-workers.” People who had workplace friends reported feeling less loneliness, stress and burnout and greater belonging and engagement.

Create spaces where women can feel part of a community. We have a number of business resource groups focused on key constituents, including women, that enable members to connect with and support people who share similar experiences. I also recently hosted a "Women of Power" lunch during the Cannes Lions festival, bringing together female leaders from across our global network to forge connections, discuss challenges and exchange ideas.

4. Recognize your broader impact.

Brands and media have a powerful influence on society, and we have a responsibility to move the needle on gender equality through our work. The advertising industry plays a significant role in shaping societal norms, perceptions and values.

Our recent global survey in partnership with SeeHer found:

• 90% said media and marketing are critical in shaping gender roles.

• 16% said women were portrayed accurately “all the time” in advertising and media.

• 81% said brands are responsible for improving gender equality.

Advance equality within your brand’s sphere of influence by using inclusive language and responsible messaging, ensuring diverse representation in campaigns and increasing internal female leadership. It’s also critical to strengthen partnerships with other organizations that are making change in society and opening pathways to the industry. For example, we partner with SeeHer to advance research, with She Runs It to educate and develop our women employees and with NYWIC (New York Women In Communication) to provide scholarships to young women aspiring to be in the industry.

The future is in our hands. We have an opportunity and a duty to champion a more gender-equal and inclusive society, one action at a time.

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

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Hr Policy Overview PowerPoint Presentation Templates and Google Slides

Acknowledgment HR Policy Overview Powerpoint Presentation Ppt Template Pdf

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HR Business Partner

• Madison, Wisconsin
• SCHOOL OF MEDICINE AND PUBLIC HEALTH/DEANS OFFICE
• Human Resources
• Partially Remote
• Staff-Full Time
• Opening at: Aug 28 2024 at 10:40 CDT
• Closing at: Sep 11 2024 at 23:55 CDT

Job Summary:

Under the general supervision of the HR Services Associate Director, the HR Business Partner shares responsibility for a subset of employees within SMPH. This position serves as a main point of contact for assigned work units to process recruitment and life cycle transactions for all employee categories within the school (Faculty, Staff, Employee in Training, Student Hourlies, etc). These transactions cover areas such as recruitment, compensation, performance evaluation, retention, termination, classification, training, and diversity goals. The incumbent will have independent decision-making related to applications of human resources policies, procedures and guidelines. The incumbent will also be expected to work collaboratively with subject matter experts to continuously build professional HR expertise and to accomplish daily tasks, projects, and school-wide initiatives. The University of Wisconsin School of Medicine and Public Health (SMPH) is committed to improving the health of Wisconsin and beyond through service, scholarship, science, and social responsibility. As our mission states, "Together, we are advancing health and health equity through remarkable service to patients and communities, outstanding education, and innovative research." The HR Services team is responsible for providing centralized human resources services for nearly 8,000 employees within SMPH in support of this mission. We provide consultation and guidance for faculty, staff, and students on UW-Madison and SMPH policies and procedures. We are an open, engaged, and collaborative team that believes in approaching our work with integrity and accountability; compassion; diversity, equity, and inclusivity; and excellence.

Responsibilities:

• 30% Serves as a consultative Human Resources resource and liaison. Interprets, advises on, applies and disseminates complex policies, procedures, and options to leadership and employees; and recommends best strategies according to established objectives and goals
• 20% Facilitates and processes complex transactions and programs according to established policies and procedures
• 5% Audits human resources reports to ensure compliance with established policies and procedures
• 5% Develops and implements processes and procedures for one or many various HR functions such as employee trainings, recruitments, compensation, and payroll
• 25% Receives and responds to inquiries in-person, via email, and through various communication mediums and relays information to appropriate entities
• 5% Contributes to the development of strategic plans and directs staff implementation of initiatives in alignment with strategic goals
• 10% Delivers and implements health system HR priorities to achieve business unit objectives while ensuring a high degree of consistency throughout the health system

Institutional Statement on Diversity:

Diversity is a source of strength, creativity, and innovation for UW-Madison. We value the contributions of each person and respect the profound ways their identity, culture, background, experience, status, abilities, and opinion enrich the university community. We commit ourselves to the pursuit of excellence in teaching, research, outreach, and diversity as inextricably linked goals. The University of Wisconsin-Madison fulfills its public mission by creating a welcoming and inclusive community for people from every background - people who as students, faculty, and staff serve Wisconsin and the world. For more information on diversity and inclusion on campus, please visit: Diversity and Inclusion

Preferred Bachelor's Degree

Qualifications:

Required Qualifications: - One year of Human Resources related experience required. - Professional experience in interpreting, applying, and communicating complex policies and procedures. Preferably related to employment law and/or HR policies. - Proficiency in using multiple sources of information and software systems - e.g. databases, documents, and spreadsheets - to maintain accurate personnel or organizational data. - Ability to prioritize workload, effectively manage multiple projects and deadlines, and independently follow-through on tasks unsupervised. - Ability to work collaboratively to establish and maintain effective working relationships with colleagues, customers, and stakeholders. Preferred Qualifications: - Experience working within a Healthcare or Academic environment - Experience in an HR Generalist role (specifically including work in one or more of the following areas of recruitment, employee relations, and/or compensation)

License/Certification:

Preferred SHRM-CP - SHRM Certified Professional Certification Preferred PHR - Professional Human Resources Certification

Full Time: 100% This position may require some work to be performed in-person, onsite, at a designated campus work location. Some work may be performed remotely, at an offsite, non-campus work location.

Appointment Type, Duration:

Ongoing/Renewable

Minimum $65,000 ANNUAL (12 months) Depending on Qualifications The starting salary for the position is $65,000 but is negotiable based on experience and qualifications.

Additional Information:

The department will not be able to support a request for a J-1 waiver. If you choose to pursue a waiver and apply for our position, neither the UW nor UWMF will reimburse you for your legal or waiver fees. University sponsorship is not available for this position, including transfers of sponsorship. The selected applicant will be responsible for ensuring their continuous eligibility to work in the United States (i.e. a citizen or national of the United States, a lawful permanent resident, a foreign national authorized to work in the United States without the need of an employer sponsorship) on or before the effective date of appointment. This position is an ongoing position that will require continuous work eligibility. UW-Madison is not an E-Verify employer, and therefore, is not eligible to employ F1 STEM OPT Extension participants. If you are selected for this position you must provide proof of work authorization and eligibility to work.

How to Apply:

To apply for this position, please click on the "Apply Now" button. You will be asked to upload a current resume/CV and a cover letter briefly describing your qualifications and experience.

Aisha Liebenow [email protected] 608-262-5743 Relay Access (WTRS): 7-1-1. See RELAY_SERVICE for further information.

Official Title:

HR Business Partner(HR008)

Department(s):

A53-MEDICAL SCHOOL/ADMIN/HUMAN RESOURCES

Employment Class:

Academic Staff-Renewable

Job Number:

The university of wisconsin-madison is an equal opportunity and affirmative action employer..

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