Gayla R. Sherry is President of Gayla R. Sherry Associates, Inc., an Oklahoma-based consulting firm established in 1995; the firm's mission is to improve employee engagement and productivity by providing human resources services. The firm has conducted many engagements with a wide range of clients, including financial services, health care, government, higher education, public, private and nonprofit organizations. Projects include HR Audits, developing policies, procedures, handbooks, job descriptions, Affirmative Action plans, management training, employee relations, mediating conflict, conducting internal investigations and succession planning.
Gayla is a well-respected human resources professional, accomplished speaker and facilitator, faculty member and published author. She brings a broad range of business experience in senior management positions in human resources, operations, marketing and customer service. Gayla's business background includes senior management positions in commercial banking and the Federal Reserve System.
Gayla offers a highly-credentialed background as a Senior Professional in Human Resources, an EEOC-trained Internal Investigator and Certified Mediator. She is a member of the Society of Human Resources Management. She is the author of numerous professional articles and books, including: "Employee Retention: Reducing the Risk and Cost of Employee Turnover," and posts an HR or management tip on YouTube, "Tuesday Tip." She is a Strategic Business Partner with Profiles International, the largest provider of assessments for hiring, development and succession planning.
Gayla's education includes Bachelor's and Master's degrees in Business Administration from the University of Central Oklahoma; she is an honors graduate of the University of Colorado, Boulder.
The Fair Labor Standards Act (FLSA) is one of the most comprehensive labor laws and is, at the same time, a challenge for HR compliance experts. Further, legal experts state that 90% of employment law class actions are wage and hour claims. This webinar will provide an overview of all facets of FLSA and practical tips for compliance. Top wage and hour mistakes and other common areas of noncompliance, such as employee misclassifications, making deductions from an exempt employee's pay, paying incorrectly for travel time, not tracking time worked and providing "comp" time will be discussed. The webinar speaker will share a wealth of her experience in complying (and making mistakes!) to provide an informative session.
Conducting an internal investigation is a vital piece of EEO compliance. Title VII of the Civil Rights Act, which is the cornerstone of employment law, requires that any discrimination complaint be swiftly and thoroughly investigated. Organizations who do not properly conduct the investigation are at tremendous risk of lawsuits, fines and/or settlements, many of them in six plus figures. Other anti-discrimination laws, including Pregnancy Discrimination Act, Americans with Disabilities Act, Age Discrimination Employment Act, Drug Free Workplace Act and OSHA regulations also require immediate and swift investigations of discrimination and safety complaints. This webinar will include a step-by-step process for conducting an investigations and strategies for dealing with difficult investigation issues. The webinar speaker is an EEOC trained investigator and highly experienced investigator - she will share a wealth of her experience to provide an informative session.
Employee engagement is more than a 21st Century buzzword - it is a real issue for today's employers. There are many factors for considering the business case for employee engagement. With the continuing retirement of one of the largest generations - the Baby Boomers - there is a tremendous risk of brain drain from organizations. And, successor generations have alternative views of work and different expectations of employers. This webinar will help employers, business owners and HR executives prepare for the talent shortages created by Baby Boomer retirements, while simultaneously creating a work environment to inspire new leaders to replace those retiring. Tips for creating a succession plan will also be discussed.
An effective response to notice of an EEOC claim includes clear communication with management, legal counsel and the EEOC. Understanding how the process works can be very helpful in crafting the response, whether it is prepared by an internal staff or management member, or legal counsel. There are strategies in preparing the response that help contribute to a relatively pleasant experience in place of looming fear.