unemployment insurance taxes and costs have increasingly become more important
and represent a potentially critical liability. For some employers, UI tax
liabilities and their relationship to other employment related costs have
become significantly more important and now have a measurable impact on the
While higher UI tax
liabilities are just most obvious risk created by employee separations and
unemployment insurance claims; they are only the beginning. Unemployment insurance claims increasingly
expose organizations to other potential liabilities: from wage and hour
violations for misclassifying independent contractors, to providing plaintiffs
with discovery opportunities in other types of employment litigation.
of your organization’s unemployment insurance experience provides you with the
opportunity to improve your talent management results, improve your hiring and
onboarding processes, enhance your performance management and discipline
procedures, and reduce your exposure to discrimination and wrongful discharge
claims. Effective UI management allows
you to use UI metrics to assess human capital risks, measure supervisor and
manager performance, more accurately allocate resources, and have a positive
impact on the bottom line.
This webinar provides
an update on federal and California UI issues, assesses the risks and costs
associated with UI taxes and benefits, reviews the interconnection between UI
and other employment and tax issues, and discusses effective UI tax management
and cost control techniques.
Areas Covered in this
- Update on 2021-2022 UI
- A discussion of
federal UI law and potential changes
- Critical assessment of
California’s UI laws
- Managing your
organization’s UI tax liabilities
- Managing employment
issues that impact your UI tax liabilities and other employment costs
Why You Should Attend:
The Federal and
California’s unemployment insurance issues are another employment liability
that employers must manage. Unlike other taxes however, California’ s UI taxes
and costs are experience-rated. Thus, employers have significant ability to
control their tax liability. Additionally, because UI often becomes the gateway
for other employment related costs, proper management of employers’ UI
activities can have a positive impact on these liabilities.
By attending this webinar You Will:
- Gain an understanding
of California's key unemployment insurance issues
- Discuss the strategic
issues of employment stabilization and employee separation management
- Learn to identify and
assess the risks associated with the federal-California UI program
- Discuss the financial
implications of UI liabilities
- Learn how sound HR
management practices reduce an organization’s exposure to UI liabilities and
- Identify and use UI
Key Performance Indicators (KPIs)
Who Will Benefit:
- HR professionals
- Payroll managers
- UI Specialists
- Operations managers
- Risk managers
- Compliance managers
- External and Internal
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance issues. Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool—now in the tenth edition.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Mr. Adler has additionally served as a certified instructor for the CPCU Society and conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), served as a subject matter expert (SME) to SHRM on HR metrics and other workplace issues, and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in Finance from the University of Maryland and an M.B.A. from Southern Illinois University.