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Tallinn Startup Ideation Bootcamp with Siim Lepisk
8/5/2014 5:30 PM
Estonian Development Fund, Tallinn Tallinn Estonia
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If you have an idea for a startup that could use some refinement, then join us for the Startup Ideation Bootcamp. In just three hours, this intensive workshop will help you improve your idea, come up with new ideas and even recruit potential co-founders.

Statistics for the NonStatistician
8/7/2014 8:31 AM - 8/8/2014 4:30 PM
Mandarin Orchard Singapore 333 Orchard Road, Singapore 238867 Singapore Singapore
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The course covers the use of statistical software packages and the role of software in statistical analysis and statistical process control. Areas addressed include how to use statistics to properly trend data, support the annual product review, justify process changes and set product specifications.

Statistical Considerations for ICH Guidelines
8/4/2014 8:30 AM - 8/5/2014 4:30 PM
Hilton Sydney 488 George Street, Sydney, Australia 2000 Sydney Australia
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This unique hands-on course will provide attendees with an understanding of how to apply to Statistics to the ten ICH Quality guidelines. The course will deliver tools, templates and insight that will allow participants to immediately begin implementation within their organization/firm.

Startup Gauntlet
7/31/2014 11:30 AM - 1:30 PM
ATDC Community Room 235 Atlanta, Georgia United States
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Designed for both Community and Student Entrepreneurs

You MUST have taken the ATDC Customer Discovery Course Prior to signing up for this.Customer Discovery is held on the 2nd and 4th Tuesday of every month.

Social Media Sync
7/31/2014 9:00 AM - 10:00 AM
The Grove, Dallas Coworking Dallas, Texas United States
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Social Media Sync is serving up hot coffee, pancakes, and innovative ideas. Wake up and meet up with the Twittersphere, FourSquare, bloggers, and Facebook friends in the Dallas Community to discuss innovative ways social media is being used to grow businesses, develop communities, and create social change.

Shanghai International Conference on Social Science 2014
9/13/2014 8:00 AM - 9/15/2014 5:00 PM
The Qube Pudong Shanghai China
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The 2014 SICSS will be held during September 13-15, 2014 in Shanghai, China.

Seoul International Conference on Engineering and Applied Science
1/8/2015 8:00 AM - 1/10/2015 5:00 PM
Courtyard Seoul Times Square Seoul South Korea
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Seminar on Using Statistics in Compensation By David Wudyka
8/28/2014 9:00 AM - 8/29/2014 6:00 PM
Hilton Grand Vacations Suites at the Flamingo Las Vegas, Nevada United States
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Compensation professionals use "descriptive statistics" to convey the characteristics of data used in the development and management of pay programs. In this webinar, David J. Wudyka will describe a series of statistical concepts used by Compensation practitioners. The concepts to be covered include ideas such as pay structure development; "control points" in pay ranges, including minimums, midpoints and maximums; weighted and unweighted averages; means, medians and modes; weighted and unweighted averages; regression and correlation analysis; standard deviations, variance and data ranges; compa-ratios, and independent and dependent variables; and more.

All of these concepts will be explained in the context of their application in pay programs, including building a pay structure (i.e. sets of pay ranges), analyzing pay survey data, predicting

Executive base pay rates and total compensation from one or more independent variables, making associations in pay data between independent and dependent variables, and using comp ratios in merit pay programs and their budgeting.

Seminar on How to create a company harassment policy By TrainHR
7/24/2014 9:00 AM - 7/25/2014 6:00 PM
DoubleTree by Hilton Hotel San Francisco Airport Burlingame, California United States
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The workshop will start by assessing the group's "IQ" on what is workplace harassment by reviewing several scenarios. When a male supervisor harasses a male subordinate by engaging in verbal abuse and taunting gestures, does this constitute harassment? If an employee reports harassment and the complaint is immediately addressed, however, the harassment continues - does the employee have a case for harassment? When two employees are engaged in consensual relations, can this create a sexual harassment claim? The answers may surprise you. The purpose of this exercise is to heighten participants' awareness that harassment is not always black and white.

Why should you attend:

Harassment is very damaging to the work environment and business. It results in lost productivity, negative public relations, unnecessary litigation, excessive costs and ultimately damages employee morale. From January to September 2010, the EEOC received 99,992 charges which is the highest number of charges in the agency's 45 year history. Over this same time period the agency collect over $319 million in monetary benefits for individuals - which is the highest collected through administrative enforcement in the Commission's history (source: Another alarming statistic is that with every 1.5% increase in unemployment, there is a 21% increase in litigation.

While just "general" harassment in the workplace is not actionable, employees do have rights with regard to harassment if the harassment is based on what is called a "protected class". Protected classes include protection from harassment based on sex, age, race, handicap/disability, national origin and religion. Therefore, if an employer subjects an employee to harassment because the employee is a member of a protected class, it could cost hundreds of thousands of dollars (in some cases over $1 million).

Areas Covered in the Session:

Legislation overseeing harassment & discrimination

Examples of harassment

Creating a company harassment policy

Conducting an investigation

Workplace factors that impact harassment

HR management

Seminar on Family and Medical Leave Act
8/7/2014 9:00 AM - 8/8/2014 6:00 PM
DoubleTree by Hilton Hotel San Diego Downtown San Diego, California United States
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The federal FMLA requires employers to grant eligible employees at least 12 weeks of unpaid medical leave in the event of an employee's serious illness or the serious illness of immediate family members. As much as 26 weeks of leave is available to families caring for certain military service personnel, in addition to leave to care for seriously ill or injured military personnel the FMLA. Military families may also get up to 12 weeks of leave for a "qualified exigency," which includes such circumstances as preparing for immediate deployment. FMLA leave can be taken in one continuous period of time or taken from time to time as needed.

The issues that arise for employers include knowing, among others, when an employee has a "serious health condition" as defined by law and not by the employer's doctor, when an employer can seek verification from a physician that the employee still cannot return to work, and what notices employers must provide and when.

This program is designed to provide an overview of the FMLA and the relevant regulations, to discuss amendments or modifications from the last few years, to discuss integrating FMLA with your other leave programs and to provide suggestions as to how to minimize employee abuse of this valuable benefit.

Why should you attend:

New developments include the application of the statute to same-sex couples (in at least16 states), expanded benefits for military families and clearer guidelines in the regulations.

Virtually every HR Director in a company of 50 or more employees will have to administer FMLA leave. One of the most common complaints among employers, however, is that some employees will seek to abuse FMLA leave. Such abuse can impose significant cost upon employers in terms of time and money.

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