These classes are fully-hands on and almost sold out with just ONE seat left for the full Excel Day and 3 seats left for Introduction to Excel only. We’ll also be offering “Advanced Excel” this fall, so stay tuned and brush up on those Excel basics skills now!
Instructor: Sarah Thurston, Allegheny Department of Human Services
Excel Day: Introduction to Excel
Thursday, June 27 from 9 a.m. – noon
Learn Excel basics in the morning session, including worksheet creation, formula creation, cell formatting using “mouse pointers,” absolute cell references, and printing your worksheet.
Excel Day: Intermediate Excel
Thursday, June 27 from 1 – 4 p.m.
Learn more about Excel in the afternoon, including worksheet template creation and use, using functions, creating links between worksheets, database features, and chart creation and formatting.
Fee: $65 each or $115 for both classes. Don’t delay – register online!
Small businesses and nonprofits are increasingly faced with a laundry list of local, state and federal laws that regulate how they hire employees, how they treat employees after they are hired and how they discipline employees. Because these laws and the interpretations given to these laws by the courts frequently change, businesses and nonprofits should engage an attorney to “audit” their employment practices to ensure they are compliant. Such audits will decrease the likelihood of employment claims and lawsuits and, if such claims and lawsuits do occur, will increase the likelihood of a successful result.
At a minimum any employment audit by counsel should examine the following subjects:
- Background Checks. Do your hiring practices comply with federal laws such as the Fair Credit Reporting Act (FCRA) and the Genetic Information Nondiscrimination Act (GINA), state laws such as Pennsylvania’s Criminal History Record Information Act (CHRIA) and the Medical Marijuana Act, and local “ban the box” statutes, all of which may limit the use of a prospective employee’s criminal, medical and credit history?
- Social Media. What limits exist on your ability to examine a prospective employee’s social media accounts when making hiring decisions?
EMPLOYEE HANDBOOKS. Handbooks should be updated by counsel at least every 2 years to ensure that the Handbook reflects changes in the laws relating to discrimination, retaliation, sexual harassment, use of personal cell phones, electronic monitoring and discipline for off-duty activities, including social media.
SEXUAL HARASSMENT POLICIES AND TRAINING. Despite a 10% overall drop in employment discrimination charges, the EEOC recently reported that sexual harassment claims jumped by 13.6% from the previous year and the Agency obtained a record $56.6 million in settlements and awards for victims of sexual harassment. These figures demonstrate the lasting impact of the #MeToo movement on the workplace. To avoid harassment claims from occurring and to best defend such claims if they do arise, counsel should audit your practices to determine:
- Whether your Handbook unequivocally explains that harassment in the workplace will not be tolerated and whether it includes concrete examples of the types of behavior that will considered harassment;
- Whether your harassment policy is disseminated to all employees;
- Whether you consistently enforce your harassment policy;
- Whether your policy provides a clear method for reporting harassment;
- Whether you promptly investigate all harassment claims and your policy clearly states that no retaliation will result from reporting harassment; and
- Whether you conduct annual sexual harassment training for managers and supervisors, along with separate training sessions for all other employees.
WAGE AND HOUR ISSUES. Any audit of your wage and hour practices should address the following issues:
- Do your exempt employees meet both the salary basis and job duties tests?
- Are the exemptions you are relying on recognized under both federal and state wage and hour laws?
- Do your practices relating to unpaid interns and volunteers comply with federal and state regulations governing the legality of such practices?
- Do your time-keeping practices for non-exempt employees, including rounding, meal breaks and travel time, comply with federal and state laws?
- Are your non-exempt employees compensated when they provide services from home?
- Are any persons you classify as independent contractors really employees due to the control you exert over such persons?
- Do you retain payroll records for the period of time required by law?
NONDISCLOSURE, NONCOMPETES AND NO-SOLICITATION AGREEMENTS. If employees are required to execute nondisclosure, noncompete and no-solicitation agreements as a condition of their employment, any audit should examine a number of issues, including:
- Are your Agreements enforceable under the applicable state law, some of which severely restrict an employer’s ability to enforce such Agreements?
- Do you include the language required by the Defend Trade Secrets Act?
- Are your Agreements used with all employees, even lower-level workers?
The topics and issues highlighted above are just some of the employment law compliance matters that should be the subject of any legal audit. As small businesses and nonprofits consider whether to expend the legal resources needed for such an audit, the old adage that an “ounce of prevention is worth a pound of cure” must always be part of the decision-making process, since the cost of even a single lawsuit is likely to exceed the legal cost of engaging counsel to review and revise your employment policies and assist in the training of your employees.
Larry Silverman, Esq.
The release of the 2019 Wage & Benefit Survey for Southwestern PA Nonprofit Organizations has received its fair share of news coverage. The new data was made public at the Leadership Briefing on February 1 to a full house of survey participants who eagerly discussed the results despite being greeted by a very snowy morning.
Dr. Carrie Tanctraitor chatted with KDKA’s Jon Delano on “The Sunday Business Page” on February 24.
Peggy Morrison Outon discussed gender pay disparity with KDKA News Radio host Lynne Hayes-Freeland on February 1.
Joyce Gannon covered the survey in the Pittsburgh Post Gazette on February 1 with her story, “Women still face gender pay gap at Pittsburgh-area nonprofit firms.”
The 2019 survey is available for purchase. The cost is $200 for nonprofits with budgets under $2M, and $300 for nonprofits with budgets over $2M. Visit our research page on our website to find out how to purchase the survey, and to see previous iterations of the survey for the last ten years.
The “Daring to Lead” research conducted by Building Movement Project and introduced to Pittsburgh by the Program to Aid Citizen Enterprise (PACE) asks provocative questions about equity access and justice in our social justice sector. Join PACE and The Bayer Center for Nonprofit Management as we explore this research further in this series and seek to bring greater opportunities to Pittsburgh nonprofits by insisting on practices that promote fairness. Both sessions are FREE, but RSVP is required and space is limited. Register online today!
Picking Up the Gauntlet: The Board’s Role in Achieving Greater Racial Equity in Leadership
Tuesday, March 5 from 4 – 7 p.m. at Co-Lab 18
In 2018, the Nonprofit Quarterly magazine challenged Pittsburgh’s nonprofit sector to use the impending retirement of nonprofit executives (who are primarily white) to increase the numbers of leaders of color. In this hands-on workshop, we will examine the cause as well as the effect and craft a Pittsburgh response to the challenge.
Instructor: Luci Dabney, Program to Aid Citizen Enterprise
Working with Our Foundation Allies: Equity in Grantmaking
Friday, April 12 from 9 – 11 a.m. at The Bayer Center for Nonprofit Management
The pursuit of equity in grantmaking is crucial in our community. Many generous gifts from foundations have often secured the future for nonprofits in our region, but how do they ensure that they are using a racial equity lens to determine their grantmaking? In this discussion, we’ll talk to foundation leaders who pay disciplined attention to race and ethnicity while still analyzing problems, looking for solutions, and defining success for an excellent return on investment.
Conversationalists: Peggy Outon, Bayer Center; Carmen Anderson, the Heinz Endowments and Michele Cooper, McAuley Ministries
February 12 launched the BNY Mellon “Ready to Compete” project, with 11 nonprofits making up the inaugural cohort. Our second cohort will launch in April, and we’re looking for 14 more nonprofits who are looking to address two key areas of nonprofit management: finance and human resource (HR) management. Applications are currently being accepted! The deadline to apply is March 15.
Like all work at the Bayer Center, this program will employ best practices and be custom to each organization. Thanks to the generosity of BNY Mellon, the cost of these engagements valued at $6,500 are just $500 per organization.
This thoughtful application and selection process will ensure selection of organizations to create a cohort ready to make full use of the expertise offered. Consultants will work carefully to identify the most significant challenges and put the right tools and team to work to resolve them. Each agency in the cohort will begin by completing a comprehensive assessment and be provided consulting support to analyze the findings. One or two urgent issues will be identified and resolved by our consulting team. The product of each engagement will be a roadmap of the particular issues facing the agency, ordered in priority, and a concrete solution to one or two of the most urgent.
Since we also believe in peer learning to lessen the isolation endemic to small organizations, each cohort will convene twice to share their lessons learned and to forge relationships.
Possible issues in finance may include
- Developing a cost-centered budget
- Better management of cash flow
- Creating necessary internal controls
- Assessing financial risks and equipping the board to provide proper oversight
- Working with board and staff to review annual audits and 990s
Possible issues in HR may include:
- Developing a performance management system that fosters values and culture
- Writing job descriptions, screening and interview guidelines
- Compensation studies or help with total employee rewards systems
- HR’s role and ensuring appropriate functions in supporting the board facing
The outcome of this investment will be twenty-five more capable, stable organizations that are equipped to deliver high quality services because their internal house is in better order. In short, this program will help to insure that these agencies are Ready to Compete! Apply today!
Thursday, Nov. 29 from 9 am–noon with Stacy Bodow and Julie Strickland-Gilliard, Global Links
For most nonprofits, the real challenge lies not in finding volunteers, but in keeping them. Volunteer engagement can be the key to making this link! In this session, we’ll explore how to:
- Enhance the volunteer experience so that your volunteers enjoy their time with you and feel it is well spent
- Empower your volunteers so they can take on important tasks that you need done and their time makes a real difference
- Engage your volunteers in ways that speak to them and that help them feel appreciated, vested, and connected to your mission
Learn different strategies and techniques for achieving these goals, including focusing on why people choose to volunteer with you, storytelling, personalization, social media tools, and well thought-out systems.
Fee: $65 Register online today!