hrflorida.site-ym.com
August 28 - August 30, 2017
Hilton Bonnet Creek | Orlando, FL

Monday, Aug. 29 
10:30 a.m. - 11:30 a.m.

Reality Based Decision Making for Effective Strategy Development

Jennifer Hancock

Strategies are important. They help us know what we are working on, why we are working on it and most importantly, how. The problem is, not all strategies are effective. In order to give yourself the best chance of success, it is important to take several steps to ensure that your strategy is reality based. This session will help you learn how to answer the three most important questions for any strategy. What is your real problem? What is really causing it and what will really work to solve it?

Learning Objectives: One simple technique to ensure you focus your real problem and not a proxy problem. Six critical thinking skills necessary to ensure your strategy is reality based. How to evaluate your alternatives scientifically.

Monday, Aug. 29 
11:45 a.m. - 12:45 p.m.

Building a Business Case for Employee Engagement and Retention

Christopher Mulligan

This session will define desired business outcomes of engagement programs on key metrics including productivity, safety, sales and service. Once the solution has been identified, generate metrics for measuring engagement first establishing a baseline with a survey and then link the baseline to existing performance metrics. During this session we will outline a step by step approach to completing a business case for employee engagement and retention programs. We’ll provide a business case template including examples of specific content to include. This session covers defining business outcomes, budget development, calculating ROI, developing success metrics, critical communication plans, linking business KPI’s to engagement programs. During this session we will review the importance of using software tools to track information related to employee engagement initiatives.

Tracking accomplishes three goals: 1)Compliance and accountability. Documenting and providing access to data from employee surveys, onboarding and ongoing stay interviews and exit interviews to leaders ensures program schedules and requirements are adhered to. 2)Analysis. Online access to data collected through engagement and retention programs allows leaders to efficiently analyze metrics by groups and departments. 3)Continuity. When leaders move on to other opportunities, the new leader will have access to team and individual data on engagement metrics and can smoothly transition

Monday, Aug. 29 
1:00 p.m. - 2:00 p.m.

Strategic Leadership Solutions: Building Vision, Alignment and Execution

Mary White, SHRM-SCP, SPHR

The culture in any company stems from the actions, attitudes, and behaviors of its leaders as well as the organization's overall missions, vision and values. The best strategic planning efforts work only if the company’s leaders are committed to-and set an example of-its mission and vision and values. Ensuring that your organization’s leaders have the insight necessary to successfully build, navigate and reinforce the company’s mission, vision and values are critical to strategic success. Vision, alignment and execution are the three elements most fundamental to the work of leaders, and these elements are essential keys for strategic leadership effectiveness. Having a vision is the beginning, but that vision can’t become a reality in the absence of alignment and execution. There isn’t one right way to lead – not everyone has the same leadership style or natural tendencies. However, regardless of individual differences, everyone can learn how to lead to best practices, and that’s where vision, alignment and execution are possible.

Learning Objectives: Defining the 3 elements most fundamental to the work of leaders. Clarification of best practices specific to each of the 3 elements fundamental to the work of leaders. Practical strategies for crafting best practices in light of your own natural tendencies.

Monday, Aug. 29 
2:15 p.m. - 3:15 p.m.

The Strategic Partner Trap

Courtney Berg, SHRM-SCP, SPHR

According to a recent Harvey Nash HR Survey, two-thirds of HR professionals believe HR leaders are undervalued by their CEOs. Thinking about operations and striving to foster strategic partnerships are not building measureable results. Some CEOs say their HR departments are not delivering value or meeting objectives. HR’s job is to deliver results while building relationships and keeping the company safe. This presentation will introduce new ways to achieve top results, prove HR’s return on investment to the CEO, and how to enhance HR’s relationships within the organization.

Learning Objectives: Participants will learn how to align their HR strategy with the company strategy; directing initiatives to produce massive results. Participants will learn how to communicate their value and ROI to the organization and its leaders. Participants will learn the framework for building trust and credibility within the organization.

Monday, Aug. 29 
4:15 p.m. - 5:15 p.m.

Stop Waiting for Your Invitation: Boost Your Stock When You Align Strategically

Lori Kleiman, SHRM-SCP, SPHR

Enterprise growth requires executive leadership involvement when it comes to changing the culture, focus, or services an organization offers. To be successful, the growth strategy must focus on many things at once, including people. Every aspect of the organization has to work together, and here’s where HR’s role is crucial. Whether it’s a new product, or a shift in competitive focus, HR is intrinsic to helping the company stay competitive.

HR’s role in driving the success of the organization includes a number of factors. HR must ensure the administrative function of the organization are handled, but must focus attention on the important role of sharing the culture and vision of the organization. Internal and external relationships will help shape the HR function, as well as your career. In order to drive enterprise growth and achieve optimal business results, HR and the leadership team must get on the same page and keep communications open. But, how can you do this? We will share proven tips and tricks to being a strategic executive who is action oriented and technologically saving. We do this by defining a 5 step process to join the leadership team and have the career of your dreams today!

Learning Objectives: Align what your CEO needs from your HR department. Presenting your initiatives in way your leadership team will listen. Evaluate your skill set and growth opportunities to become the leader your organization needs.

Tuesday, Aug. 30 
7: 00 a.m. - 8:00 a.m.

Drive Human Capital Strategies That Support Your Organization's Strategic Plan!

Liz Weber, CMC, CSP

Are you tired of creating one Human Resource/Human Capital project after project? Have you arrived early and stayed late to work on projects to try to change the culture? Are you frustrated by being blind-sided with the random HR/HC requests of other managers? Would you like to learn why you're always playing catch-up just to keep up? If you answer ‘YES!’ to just ONE of those questions, this presentation is right for you! Through client examples, exercises, and assessments, Liz Weber will share her model: The Five Stages of Focused Leadership Development™. This model will help you quickly identify why you tend to react to HR/HC issues instead of managing them strategically. In addition, Liz will share how to logically influence the inclusion of HR/HC strategies and initiatives in the organization’s strategic plan.

As a pre-event bonus: You are invited to take a free leadership assessment to learn your current stage of leadership and to help Liz further customize her program for the event! As an additional post-event bonus, if you take the free assessment, you will receive a free, individualized virtual coaching program to help you continue to their strategic leadership develop journey! Take the free quiz! http://www.wbsllc.com/leadership-quiz/ and enter ""FLSHRM"" as the Group Event Name

Learning Objectives: Develop, influence and execute a continuum of Human Capital strategies that drive organizational change while balancing the needs of the organization, stakeholders, and employees. Facilitate, model and reinforce the organization's values and behavioral expectations through strategic leadership, communication, and Necessary Conversations. Ensure the projected Human Capital needs (you’ve identified in conjunction with other strategic partners) are included in the organization’s strategic plan.

Tuesday, Aug. 30 
10: 30 a.m. - 11:30 a.m.

The OC Equation™-Unleashing Your Employees’ Passion, Potential & Performance

Cindy Beresh-Bryant, SHRM-SCP, SPHR, RCC

According to Deloitte's 2015 Global Human Capital Trends report, Organizational Culture (OC) and employee engagement are the number 1 issue facing organizations throughout the world as they attempt to find and sustain a competitive advantage; yet, less than half believe they are equipped to deal with these issues effectively. This session will help prepare HR professionals to lead OC strategy initiatives within their organization to ensure the OC strategy aligns with and supports the achievement of the overall business strategy by creating an internal OC where employees and organizations thrive.

This session is focused 100% on strategic management and how to align human capital resources through a strong organizational culture to not only attract and retain top talent, but engage them with the organization. By engaging the hearts and souls of employees (not just their minds and talents) in the organization's purpose, values and philosophies and then backing those up with behaviors and actions that ""live"" those values and philosophies, creating a strong, positive OC, the organization is uniquely positioned to achieve its strategic plan by creating the organization's ONLY true competitive advantage.

Learning Objectives: Demonstrate the financial impact OC has on an organization. Identify the organization's current OC, the desired OC needed for a competitive advantage and the gaps that exist. Identify the 3 elements leaders need to drive success.

Tuesday, Aug. 30 
11: 45 a.m. - 12:45 p.m.

Your Title May Be Human Resources, But Trust Me: You’re in Marketing!

Jim Smith, SHRM-SCP, SPHR, PCC

Did you skip those Marketing electives in school because “I don’t want to be in Sales?” Well guess what, sweet pea: You’re in Sales anyway! Every time you roll out a new procedure, lead a change initiative, or run the annual benefits enrollment, your success goes up—and stress goes down—when you’re able to leverage a strong Brand, speak clearly to value, and know how to close a sale. In this hands-on session we will de-mystify Marketing and explore the many ways in which a deeper understanding of the Marketing/Sales/Branding process can increase your influence and impact in your organization.

Learning Objectives: Participants will be able to define and understand both the distinction between and importance of Marketing, Sales, and Brand Management. Participants will be able to create a Feature/Benefit/Value Matrix for their department/function. Participants will be able to consider how the emerging “HR Business Partner” title challenges them to position HR services as solutions to business needs and problems."

Tuesday, Aug. 30 
1: 00 p.m. - 2:00 p.m.

HR State of Change

Janet Hoffmann, SHRM-SCP, SPHR

Technology, the Multi-Generational Workforce, Social Media, New Company Initiatives, Government Regulations, a Global Workforce - these all present on- going challenges that call for new and progressive solutions. Change is no longer a one time initiative. HR professionals lead in a constant state of change and change readiness needs to be deeply embedded into the workflow of your organization. Your ability to help engage people and move your organization through successful on-going change is critical to you and your organization's success.

Learning Objectives: Understand how these changes are impacting your organization and your leaders. Learn winning strategies and techniques to personally handle change effectively. Design a successful organization strategy that engages employees in accepting and adapting to change.

Tuesday, Aug. 30 
2: 15 p.m. - 3:15 p.m.

Strategic Thinking Shortcuts

Alan Feirer

We can all think of situations when we spent too much time for too few results on strategic analysis, goal-setting, and action-planning. What if we could spend a fraction of that time on processes that generate measurable short-term results? We can. This program provides proven, quick, and sticky ideas to balance the needs of strategic analysis and planning with the limited number of hours in the day. Learn how to use simple tools that keep people engaged. Tools that everyone can adopt, and find ways to implement. In the process, we can see change sooner, experience the satisfaction that our time was well-spent, and know we’re on the right track.

Learning Objectives: Effectively implement the WWW/TALA tool for after-action event or project analysis. Describe, use and prescribe the MT goal format – the shorter version of the SMART goal format which yields 80% the same results. Use quick techniques for addressing stuck or neglected action plans quickly and effectively.

Tuesday, Aug. 30 
4: 15 p.m. - 5:15 p.m.

Get Your Social On: Leadership Skills for the 2020 Workplace

Janet Hoffmann, SHRM-SCP, SPHR

Social media literacy has become a competitive advantage for organizations. What was unknown just a few years ago has become our daily reality. Social media campaigns engage customers and employees, internal social networking sites and blogs encourage the sharing of ideas, on-line meeting and collaboration tools enable global teams to function more effectively and other social media tools augment training and knowledge management. Yet with all these benefits there is still unease about the use of social media. Leaders in the 2020 workplace will need a new set of skills to leverage the potential of social media and more importantly increase their effectiveness as leaders.

Learning Objectives: Learn how organizations are successfully harnessing the power of social media internally. Understand new skills your leaders will need to be successful in the 2020 workplace. Take home examples of how you can support your team in learning these new skills.

Wednesday, Aug. 31 
7: 00 a.m. - 8:00 a.m.

Achieve Strategic Influence with HR Analytics

Whitney Herrington

Oftentimes, HR is the last to know or be included in business decisions and strategy. Traditionally, the reason behind this exclusion is that HR departments have done a poor job demonstrating the value of people management or linking it to business goals and objectives. This session will help HR practitioners understand what it will take to make their HR departments more strategically integrated in the organization utilizing the hottest big-data trend, HR analytics. Participants will learn what HR analytics are and how to use them effectively to consistently have a seat at the strategic table.

Learning Objectives: Understand why strategic influence by HR is important in organizations. Understand what HR analytics are and how they are used successfully in organizations. Learn how to use HR analytics to influence strategic decisions.

Wednesday, Aug. 31 
8: 30 a.m. - 9:30 a.m.

Think like a business. Act like a business. Win like a business.

Rusty Lindquist

HR is under attack. The media has been calling for major disruption in the HR space, demanding for it to become more strategic, to solve more imminent business problems, and to step up its game or be replaced. The future of HR is now, and we have to solve this strategic need now. Using the famous Business Model Canvas as a lens, we’ll introduce an all-new approach to HR that will wake up your department and your organization to the real value HR can provide.

Learning Objectives: Learn how to gain relevance, influence and authority in your organization. Learn immediate steps you can take to reinvent your department and be more strategic. Learn the economic drivers of organizational and industry sentiment toward HR.

Wednesday, Aug. 31 
9: 45 a.m. - 10:45 a.m.

Talent Acquisition Analytics: Planning for Future Trends

Susan Hanold, Ph.D

Developing a recruiting strategy that meets current needs while offering strategic future benefits is a priority for many organizations – but keeping up with the constantly changing recruitment landscape can be a challenge. HR and talent acquisition teams are working on tighter budgets than ever before, with more pressure to provide stronger results in a shorter timeframe. Learn how to build and adjust talent acquisition strategies based on industry analytics and predictions.

Learning Objectives: Attendees will learn how the latest employment trends and statistics affect recruitment. Attendees will learn what changes, trends, and technologies to pay attention to when designing a recruiting strategy. Attendees will learn how to analyze their recruitment strategy in light of current and upcoming trends, innovations, and best practices.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

How to Implement a Successful Strategic Performance Initiative

Mack Munro

If you are looking to bring a strategic edge to your organization, a robust performance management system is a key component. This presentation will show the importance of balancing performance management, strategic goals and initiatives, wants and needs of employees and managers, and tight budgets while working to implement a culture of performance improvement.

This specific session will focus on the SHRM competency of HR Technical Expertise and Practice, and target the key behaviors of consultation and business acumen.

In this session, participants will learn to proactively initiate (or adeptly respond to a request for) a “performance management system or initiative.” Specifically, they will learn techniques to identify need, gather relevant data, leverage performance management, and communicate findings to senior management.

They will learn key areas to consider and standard traps to avoid falling into. Finally, they will learn how to keep a program energized and permanently ingrain it into the organization’s culture, all the while communicating its success in the language of business.

If you are looking to bring a strategic edge to your organization, a robust performance management system is a key component. This presentation will show the importance of balancing performance management, strategic goals and initiatives, wants and needs

Learning Objectives: Describe how critical thinking and careful diagnosis are key skills for HR professionals to properly develop and communicate performance management standards. Develop the skills and ability to communicate the needs, design, process, and results, and how they align with corporate strategic initiatives to senior leadership.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Control the Chaos: Excelling as a HR Department of One

Lori Kleiman, SHRM-SCP, SPHR

Sole member HR departments are saddled with administrative tasks, while they often have the desire to participate at a more strategic level. The executive team expects you to have CHRO depth of knowledge, the employees want answers to their question now. Finance wants benefit bills yesterday and Operations needs new candidates. How do you navigate to meet the needs of all your internal customers and still get your job done? Learn tips from a former sole practitioner and consultant to small businesses. Lori shares practical real world advice to get control of your day and shine in the HR function.

Learning Objectives: Determine the strategic position for HR in your organization. Set priorities to get strategic results. Embrace technology to move to a higher level of HR success.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

BoxBreakers: How Successful Companies Harness the Power of Teams

Fredda McDonald

Business breakthroughs happen when companies are able create meaningful innovation-getting ideas off the white board and into the marketplace. But it always starts with the people. How might you bring innovation to life in your company by tapping into the power of your team? This session will give you case studies of companies who have done that successfully and consistently and will give you a practical process to take back to your company so your business can be a ""boxbreaker"" too!

Learning Objectives: How to analyze your team to insure diversity of thought. How to catalyze your team to drive innovation. How to energize your company to support a creative culture.

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Gaining a Competitive Advantage from Your Workplace Genome

Charlie Judy, SHRM-CP, SPHR, CPA

Gaining a Distinct Competitive Advantage from Understanding Your Workplace Genome

Let’s take a step back and understand at a more fundamental (yet intricate) level who we really are, how we really work, and how our employees really experience it all. Let’s decode the distinct genetic markers – or cultural nuances – that make us tick. What if we stopped measuring how ‘good’ or ‘bad’ we are at becoming what everyone else says we should be, and simply focused on measuring who we need to be? What if we could take this new workplace intelligence and turn it into the blueprint for building an optimal workforce? In this session, we'll explore the competitive advantage to doing all of this in your own workplace.

Learning Objectives: Give participants a new way of thinking about measuring workplace effectiveness and drawing meaningful, tangible, and actionable business intelligence from it. Enlighten participants on the cultural dynamics and nuances that are increasingly driving evolved organizations to the future-of-work. Give participants some tools and techniques for leveraging HR technologies and communication platforms to create stronger cultural alignment within their organizations.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

The Power of Stay Interviews for Engagement and Retention

Dick Finnegan

Why do Stay Interviews work? Because managers, and not HR, apply Stay Interviews to build trust and own their talent? No longer do we rely only on surveys that provide data but give us no direction toward solutions. This session is based on the presenter’s book, The Power of Stay Interviews, which is top-selling SHRM book in history. Participants will leave ready to implement stay interviews with solutions for costs, goals, forecasting, and accountability.

Learning Objectives: Learn specific Stay Interview tools including questions to ask, data to record, and potential solutions. Learn the four required skills leaders must learn to make their Stay Interviews successful. Develop a tool to forecast employee turnover based on Stay Interview results.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Powering Innovation Through Engagement

Christine Pallesen

Thriving in business today takes a culture of innovation and disruptive thinking. Recent Dale Carnegie Training research suggests that the one-dimensional approach to innovation has expired in relevance, and that tomorrow’s successful organizations will be those whose culture and people embrace new perspectives and ideas at all levels of the organization. This interactive session explores cutting edge research on transcending corporate challenges and achieving success through innovation. It also introduces specific strategies HR Executives can implement to lead a culture of innovation of place, people and products.

Learning Objectives: Explore the six trending strategies being used by companies to address critical challenges to success. Focus on three initiatives to drive engagement and being a Top Workplace. Incorporate Dale Carnegie's time-tested principles to gain traction to support innovation and disruption

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

Drama & Diversity: Accepting Differences in the Workplace

Megan Richardson, PHR, SHRM-CP

Diversity in the workplace has a whole new meaning when your organization has to look at gender identity requirements, same-sex relationships, generational differences, and developing a healthy corporate culture. Employee engagement helps you retain the best talent no matter how they identify, so take steps to make your workplace a welcoming one.

Learning Objectives: Learn what accommodations you need in place. Learn how to communicate effectively regarding gender identity. Identify key areas for policy and training updates.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

Creating An Insanely Positive & Productive Workplace Culture

Larry Johnson

Companies like Google, Wegman’s, and USAA are consistently listed in Fortune Magazine’s 100 Best Companies To Work For. How do they do it? It’s more than onsite health centers and gourmet cafeterias. It’s management practices that inspire employees to contribute their best. Larry shows you how you can apply those practices with your own team.

Learning Objectives: You will learn the five most important actions a manager can take to keep associates motivated. You will learn techniques for motivating your team without money. You will learn how to become the manager everyone wants to work for.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Making The Connection: Building an Extraordinary Team

Liz Uram

During this presentation, attendees will discover the critical steps to developing top performing teams that set the standards for excellence and make going above and beyond a way of life instead of a once in a while occurrence. Developing high performing teams requires common goals that everyone is working toward, employee involvement, and communication. Many companies have one or two of these critical elements in place, but only a few are connecting all three.

This presentation demonstrates, in a surprisingly simple and common sense manner, the relationship of each element and how to create a solid, high performance team that is fully charged and excited about their work and the results they are achieving. Participants will learn the ABC's of building high performance teams: Alignment, Buy-In, and Communication: Alignment: Develop a clear mission and goals that align from top to bottom and define the culture to ensure the team is built with the right people in the right seats; Buy-In: Create a culture of accountability by gaining employee acceptance and encourage individual effort toward reaching organizational goals; and Communication: Set performance expectations, deliver feedback, and recognize efforts through ongoing two-way communication.

Learning Objectives: Discover 3 components to building high performance teams. Understand what team members really want, it’s not what you think. Uncover the barriers to getting buy-in from team members.

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

How to Maximize Your Workforce Using a 9-Box Grid

Justin Horne

This presentation seeks to highlight ways employers can increase performance levels within their teams by utilizing a 9-box grid to maximize workforce.

Learning Objectives: To identify hi-pots, future superstars, and subject matter experts. To execute proper succession planning. To continue to grow, develop, and challenge your people.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Not Your Executive’s Coaching: The New Approach to Coaching

Angie Brainard, SHRM-SCP, SPHR

Today’s leaders are navigating much tougher challenges than ever before, and informed leadership is needed to keep abreast of new ways of working. Organizations are using coaching as an effective way to support Leaders to cultivate Human Age leadership skills that are adapted to today’s more fluid business needs. These skills include being more flexible and collaborative, working across borders, and being effective talent managers…and coaching is for more than just executives. Coaching is being used to attract and retain Millennials, engage high potential talent, and create a culture where career development thrives.

Learning Objectives: Learn about four applications for coaching beyond traditional executive coaching and strategies for undoing the reputation that coaching is remedial. Understand how coaching can serve as a differentiator in your recruiting practices. Understand how organizations are using wrap around coaching solutions to engage high potential leaders.

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

Onboarding to Successful Assimilation

Pamela Fillmon

Onboarding is a profound approach and resource for executive onboarding that ensures that new leaders and their organization quickly leverage each other's strengths for mutual success. This workshop presents the framework, process and tools to seamlessly weave into the fabric of your organization the talent of your new hire so as to achieve significant organizational impact sooner.

Learning Objectives: Define onboarding. Benefits of onboarding. Summary of framework, processes and tools.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

From Gray Hair to Flip Flops: Total Rewards & Succession Management

Dan Margolis, MBA, GPHR

Attracting, engaging, and retaining a multi-generational workforce — with its changing needs — is a challenge most organizations are not prepared for. Wise organizations understand if they’re to get and keep the best talent, they’ve got to craft an employee value proposition that not only addresses current needs, but adapts as the workforce changes over time. And, with experienced Baby Boomers retiring, it’s essential to engage and develop Millennials now so they can fill future labor shortages.

Learning Objectives: Learn generational traits of today’s workforce and how they influence the employee’s perspective. Trends and projections for each generation and how they might affect your recruiting and retention efforts. How to integrate career development and successor strategies (that maximize the potential of all generations) to build a deeper pipeline of critical skills and talent for greater organizational success.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

What is Your Company's Culture and How Do You Hire for Cultural Fit?

Rich Williams

The objective of the session is to first understand what your company culture is. Peter Drucker said, ""Culture eats strategy for breakfast"". So, culture is extremely important. We will learn how to determine what your company culture is, then learn how to hire people who not only fit in your culture, but thrive in it! Lastly, we will learn how to keep that culture going for the long haul.

Learning Objectives: What is your company's culture. How to hire to that culture. How to keep it all going for the long haul.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

Outplacement: The Insight You Need – Right Here, Right Now!

Tom Shea

Today’s complex business environment of mergers, acquisitions and shifts in business strategy can impact the positions of talented employees. Current uncertain market dynamics means that employers and their employees have to be prepared for this change.

During this session we will explore how organizations can respond with agility, implementing workplace transitions in a way that maintains productivity, protects employer brand reputation, and reduces risk. This session will guide leaders through this transformation while empowering exiting employees to transition to the next stage of their careers.

Learning Objectives: Discuss how to prepare your organization for change while protecting your company’s brand image. Understand the latest trends in right-sizing and what employers need to think about regarding reductions. Learn how your last exited employee cam be your new brand ambassador.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Can HR Drive Business Results? You Bet We Can!

Carol Anderson, SHRM-SCP, CCP

HR professionals know where performance vulnerabilities are, because we know the people part of the business. And truly, the business of organizations is all about the performance of the workforce. When the workforce is aligned to the business strategy, the organization hums. When misaligned, it falters. Our challenge is to influence operational leaders to recognize the power of an aligned workforce. By focusing on four, and only four, key metrics, we can substantially improve our ability to influence.

Learning Objectives: Understand what matters to your operational leaders. Learn how to align your programs with metrics that matter. Shift responsibility of leading to operational leaders.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

Don’t Be Left Behind: What's Coming Down the Road with HCM Technology

Bill Hicks

Your employees and executives are focused on the future. Why leave your HR Technology in the past? Stay on the forefront of the HR and tech industries with an overview of today's hottest trends. The future of work is connected and fast-paced, and companies will have to become more dynamic, mobile, social, and person-centric to keep up. This session will lead you through the biggest trends of today and tomorrow, what you should be expecting down the road, and how these HR tech trends will impact your business so you can prepare for the needs of tomorrow while engaging your workforce today.

Learning Objectives: Understand what trends are impacting the decision you’re making about your systems and technology. Determine how the different generations together in the workplace impact your organization’s war on talent. How to gain a holistic view of your people instead of having just a partial view

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Building a Legacy of Leadership the Biltmore Way

Chris Maslin, SHRM-SCP, SPHR

Ann Ashley, SHRM-SCP, SPHR

Building a Legacy of Leadership the Biltmore Way explores these key areas of leadership in human resources: Vital to organizational goal alignment, particularly in the strategic planning process, is the ability for Human Resources to influence, and even lead, the organization in developing change initiatives. A deep understanding of the organization’s mission, vision, values, and business goals can set the stage for operational plans and processes that connect everyone to the fundamental driver of the business – the purpose or the “Why” behind the work that is done. For Human Resources and other organizational leaders to maximize their strategic influence and create understanding, we must master critical methodologies for talking when the stakes are high – often times when opinions vary, emotions run strong, and/or significant risks are involved. HR can demonstrate the power of dialogue and build relationships to influence decision making at these critical moments. A “learning organization” is the term given to a company that facilitates the learning of its members, and continuously transforms itself in order to grow and respond to market changes.

Benefits include maintaining levels of innovation, and remaining competitive; being better placed to respond to external pressures; having the knowledge to better link resources to customer needs; improving quality of outputs at all levels; and increasing the pace of change within the organization.

Learning Objectives: Way walk away with insight and best practices on these critical areas of leadership in the field of Human Resources. Learn concepts and techniques for gaining influence, and even leading, an organization in developing change initiatives. Demonstrate the power of dialogue and build relationships to influence decision making at critical moments in the growth and evolution of your organization. Play a leading role in creating a learning organization that continuously transforms itself in order to grow and respond to market changes.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

The Evolution of Leadership: What it Takes to Lead Effectively in the Human Age!

Lisa Gunther, Ph.D

Leaders today need to think beyond traditional business performance metrics and work equally hard towards achieving talent-driven objectives such as greater diversity, a shared sense of purpose, and meaningful career development opportunities and resources. That shift in purpose, in turn, requires a fresh look at the personal attributes and leadership skills that equip leaders to be most effective in the Human Age.

It’s time for new thinking about what constitutes effective leadership and how it’s measured – one that reflects the realities of today’s talent-centric business environment. Our approach differs from existing models in three key ways: performance outcomes are defined not only in financial terms but also in metrics that measure the impact on human motivation; capabilities are narrowed to those that matter most in driving overall performance; and inherent personal attributes are aligned to the challenge of leading in times of certain uncertainty.

Learning Objectives: Four measures that speak to a leader’s ability to build a talent-driven organization that is primed to achieve and sustain high performance in today’s business environment. Four enablers that are particularly predictive of individuals with the personality traits to manage the leadership challenges of the 21st century. Three core capabilities focused squarely on accelerating an organization’s ability to compete and win in a global marketplace characterized by significant opportunities and risks.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Visionary Leadership for the 21st Century: Creating an Engaging Culture

Beverly Lewis

Leaders are not born, they are developed. This session is designed to equip leaders with the keystones to avoid professional pitfalls and overcome personal hindrances in order to increase influence and effectiveness. A leader gives life and expression to a vision. Unity is created around a shared vision. Vision implies clarity. Division – divided vision – is a deterrent to growth and happens when team members haven’t created momentum around core values and an engaging culture. Momentum is a powerful force and comes through casting vision that excites, anchoring to core values that hold strong through change and developing unity that will weather the challenges ahead.

Good values within you + good people around you + good instincts to guide you = Success

Strategies change, but principles don’t. This workshop reviews the following keys to building an engaging culture. Overcoming Fear, Core Values, Vision Beyond Disappointment, Resolve, Discipline, Equilibrium, Authenticity, Rejection Blind Spots, Change, No Offense, No Foul Respect, The Happiness Advantage, The Leadership Legacy.

The future of any organization rises or falls based on the dynamic of leadership. Abraham Lincoln quipped, “If I had 8 hours to chop down a tree, I would spend 6 hours sharpening my ax.” This session is designed to sharpen your ax of excellent leadership.

Learning Objectives: Core Values of Leadership - The Heart of Lasting Influence. Modeling Leadership - The Mark of Multiplication. Legacy of Leadership - A Culture of Unity.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

“Well You See What Had Happened Was….."

Brett Ward, CFI

How many times have you been in the middle of a conversation with your employees (colleagues / siblings / children etc) and wondered what percentage of what’s coming out of their mouth is in the zip code of the truth? Having taught thousands of professionals the art of communication over the last two decades, it’s obvious that we are witty as heck, 20 seconds too late. How many times have you had to deal with sensitive scenarios at work where your “Spidey Senses” were tingling, but you just couldn’t put your finger on it until you were in the car driving home and had that “Wait a minute” moment? Want to learn proven techniques by skilled investigators who’ve conducted thousands of integrity based interviews around the globe? This is your session. Come learn from the leaders in the industry on how to effectively “negotiate” during the common denial portion of Workplace Investigations.

Learning Objectives: Develop a better understanding of this “Deny ‘Till You Die” world and how to use behavioral analysis and its application to counter the deceptive – a skill set every HR Professional needs to be effective during the investigative interview process. Learn how to consistently identify the savvy deceiver, their rehearsed denials to actions taken over months while not destroying the morale of real victims involved in sensitive investigations. Understand the effective use of behavioral as well as verbal tools to elevate the difficulty of rehearsed anticipation to being called on the carpet (Come learn how professional investigators attack wit with structured non-combative technique).

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

Good Riddance Performance Review: Hello Future of Performance Management!

Amy Barry

Charles Caulkin, Esq.

A growing number of major corporations, estimated at 6 percent of the Fortune 500, are rejecting the traditional approach to performance management. Company leaders are frustrated by their current performance management processes and HR managers are forced to defend flawed systems they don’t believe in. The source of their discontent? Annual reviews that are bureaucratic and time-consuming, confrontational rather than constructive, and a source of unhealthy competition. Beyond these obvious flaws, it is the psychological assumption underlying the ranking/review system that may be the most detrimental – namely, that employees need to be controlled, measured, and rewarded in order to perform well. Research shows the opposite to be true. It’s time to invest in the future of performance management.

Learning Objectives: Learn how to transition from a performance review discussion to a career conversation and five things you can do now to create a culture of development. Learn about three imperatives that enable performance; how autonomy, mastery, and meaning will transform, empower, and facilitate growth. Learn about the legal implications involved in this transition.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Recruit, Hire, Retain and Promote Individuals with Disabilities... Line

J. Kathleen Davis

Go Beyond Compliance: Recruit, Hire, Retain and Promote Individuals with Disabilities to Improve Your Company’s Bottom Line

Go beyond compliance: recruit, hire, retain and promote individuals with disabilities to improve your company’s bottom line. This informative session will detail efforts underway in Florida to increase the employment of individuals with unique abilities, including opportunities for businesses to engage in best practices for increasing their hiring of individuals with unique abilities. The complex system of disability support services will be demystified, and valuable resources will be provided to assist you with all of your disability inclusion efforts.

Learning Objectives: Be informed of an initiative in Florida to increase the employment of individuals with disabilities and the bottom line benefits of hiring individuals with disabilities. Explain and simplify the complex network of agencies and organizations that support individuals with disabilities and provide information on a single point of contact model in Florida that can assist businesses with navigating the disability system maze. Learn about the services available through Vocational Rehabilitation’s Business Relations program to support businesses’ hiring and retention of individuals with disabilities and current employees who experience disability.

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

We Are Not in Kansas Anymore

Carey MacConne II

Change is constant. That is one thing that does not change. How people manage, influence and lead others through the tough transition points of a change is the most difficult. Today we will explore the emotional transition people experience when change, large or small is facing them. You will be able to understand how to influence, lead and empower yourself and your team to move quicker through the chaotic stages of changes reaching your objective successfully.

Learning Objectives: Understand the emotional stages of change. Choosing your words and actions. Key steps of communication.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Performance Turnaround with a Coachative Leader

Sven Gade

Employee Engagement is a question of Leadership. Good leaders listen, connect and empower their people. Be inspired by this case study, it shows the measurable success of a team that develops to high performance levels enabled by a coachitive leadership style and a variety of HR tools.

Learning Objectives: Realize impact of coachitive leadership style on team performance. Find inspiring examples how HR can support team development. Employee engagement is a question of leadership.

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

Five Tips for Unlocking Talent Success with Specialized Recruiting Skills

Jim Stroud

It shouldn’t be a surprise that recruiters who have worked in the industries they recruit for have an advantage when connecting with job seekers. But as the need for niche talent grows, especially in technical fields, recruiters with both industry experience and specialized recruiting skills will be in high demand. Recruiters with subject matter expertise are becoming more important to organizations. If you seek to build specialist recruiting skills, join Jim Stroud, senior director, Recruitment Strategies and Support, to learn the five tips to unlock your talent success.

Learning Objectives: Gain insight into why recruiters with subject matter expertise are in high demand. Learn how to leverage your working knowledge and network to unlock talent success. Take away five tips for building specialized recruiting skills.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

Transformational Leadership Innovative Solutions for Managing the Workforce

Rick Goodman, Ph.D

Human resource professionals in today's world are faced with a multitude of challenges, which include keeping up with trends in the workplace, prioritizing those trends and developing an HR strategy to respond in an effective way that benefits the organization. As an HR professional and leader, you are at the forefront of change in your organization. You know how important it is to come up with solutions to engage, empower, motivate and connect with a dynamic and ever-changing workforce.

In this interactive and engaging program, you will learn how to engage and connect with your team by becoming a transformational leader. You will discover innovative tools and techniques and the processes that transformational leaders use to inspire, empower and motivate employees to exceed normal levels of performance. Attendees will learn how to transform their thinking, optimize their assets and accelerate their connectivity with these transformational leadership tools and implement them immediately!

The result: improved employee retention, increased employee engagement, accelerated productivity and a happier work environment.

Learning Objectives: How human resource professionals can utilize transformational leadership processes to empower and motivate employees to exceed normal levels of performance and productivity. HR professionals will learn specific techniques and transformational leadership tools that will help you create innovative solutions in both your organization and your life. HR professionals and leaders will walk away with strategies, tools, techniques and processes that will help them to engage and connect with a dynamic and ever-changing workforce producing amazing results.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Is it Time to Get Rid of the Annual Performance Review?

David Bracken, Ph.D; Joann Gammichia; Keith Lykins, Ph.D

To Be or Not To Be a Performance Review. Is it Time to Get Rid of the Annual Performance Review?

Despite our best efforts, the traditional employee review has very little to do with managing performance of today’s organizations. If we are honest, employee reviews are still viewed as subjective, prone to favoritism and really no more than a historical recording of what happened in the past. As a result, they remain intimidating, time consuming, and for many of our business leaders and workforce, a complete waste of time. So, if they don’t add significant value, should we get rid of them entirely? Or, do we just make another change in the format?

Learning Objectives: Is it time to get rid of your employee reviews? Alignment of performance with goals. Alternative to employee reviews.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

Litigation Management

Christopher Lunny, Esq.

When employee litigation ensues, an HR professional can often occupy the challenging position of “Litigation Manager.” Defense lawyers can interrupt workflow with a need for endless documents, unplanned requests to interview managers and other urgencies, all while costs spiral. Learn how to be an effective “Litigation Manager” and get practical advice on how to work with defense counsel to streamline the defense, avoid workflow interruption and lessen costs. Learn how to take back control without compromising the company’s defense.

Learning Objectives: Understand the mindset and expected workflow of defense counsel. Understand how to maintain control in the lawyer-client relationship. Understand how to facilitate the defense in an organized and effective manner.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Immigration Compliance: Tips to Avoid and Handle a Government Investigation

Matthew Westerman, Esq.

U.S. Immigration and Customs Enforcement continues to issue Form I-9 Notices of Inspection to businesses across the nation. This session, will provide guidelines on how to conduct an I-9 self-audit, how to handle an I-9 Notice of Inspection and how to avoid a Department of Justice immigration discrimination investigation.

Learning Objectives: Steps to conducting an I-9 self-audit and correct errors How to handle an I-9 Notice of Inspection Tips to avoid a Department of Justice immigration discrimination investigation.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

The Importance of Written Documentation Throughout the Employment Lifecyle

Andrew McLaughlin, Esq.

In Writing or it Didn't Happen: The Importance of Written Documentation Throughout the Employment Lifecyle

This session will explain how written agreements, employee handbooks, written discipline, performance evaluations, policies, and job descriptions can help protect an organization throughout the employment lifecyle. This session will also explain the limits of these protections. Topics covered will include the benefits of non-harassment policies, potential pitfalls under the National Labor Relations Act, the value of written job descriptions and others.

Learning Objectives: What written documentation an employer should have. Why it is important that documentation be kept up to date. What laws govern various written items used by employers.

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Navigating the Leave of Absence Maze

Leann Hoene, SPHR-CA, GPHR

Navigating the Leave of Absence Maze: Understanding the Interplay between FMLA and ADA

Between notice requirements, intermittent leaves, medical certifications, light duty obligations, and reasonable accommodations specified by the American Disabilities Act (ADA), just thinking about the Family and Medical Leave Act (FMLA) can make your head spin. This session will highlight the similarities, differences and basic statutory obligations between the two laws — as well as offer guidance on which law takes precedence, or “trumps,” the other when one law contradicts the other.

Learning Objectives: Learn the similarities and differences of the FMLA and the ADA. Understand the interplay between FMLA and ADA. Get guidance on which law should be followed when they contradict each other.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

Workplace Investigations...

Jessica Travers, Esq

Kimberly Doud

Workplace Investigations: Social Media, Confidentiality & Attorney Client Privilege

Internal investigations have become an all too regular part of corporate life. This interactive program will address strategies for workplace investigations through video vignettes and explore common concerns with the role social media now plays in the workplace.

Learning Objectives: Review the impact social media has on the growing number of investigations, and the legal limits on collecting and utilizing posts and other data from social media platforms. Discuss recent cases restricting an employer’s ability to require confidentiality by employees during investigations. Explore attorney-client privilege issues arising within the dynamics of workplace investigations.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

What’s Next for the ACA Employer Mandate...

Kristen Lewis

What’s Next for the ACA Employer Mandate: Managing Subsidy Appeals and Penalty Disputes

Affordable Care Act (ACA) regulations grow more complex. More employers and employees are impacted by new compliance thresholds for 2016, companies face difficult decisions related to subsidies appeals, and the IRS is assessing fines for failure to comply with coverage and reporting deadlines. In this session, attendees will learn best practices uncovered since the Employer Mandate took effect, what's to come for employers and how to avoid compliance pitfalls when managing new ACA requirements.

Learning Objectives: How to manage subsidies, including receiving notifications and future subsidy appeals. Navigating the penalty dispute process. Best practices for simplifying ACA management processes and reducing compliance risks.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

Avoiding Wage and Hour Violations, Penalties and Lawsuits

David Buchsbaum, Esq.

Don’t Be Penny Wise and Pound Foolish: Avoiding Wage and Hour Violations, Penalties and Lawsuits

Employers face an unprecedented risk of being targeted for wage-hour claims. Lawsuits and U.S. Labor Department investigations under the federal FLSA have now become one of the main sources of millions of dollars in employer liability. For an increasing number of organizations, even those that think they're doing it right and those that think they're too small to matter, it's just a matter of time before the wolf comes to the door. This session will give participants an understanding on how to avoid costly errors.

Learning Objectives: Steps employers can take to try to ensure that they are complying with the applicable laws. Share best practices on how to maintain clear, accurate records that meet all FLSA requirements. Steps employers can take to assure proper classification of employees.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

I’m on Leave, So They Can’t Fire Me – Can They?

Edmund McKenna, Esq.

The interplay between the FMLA, ADA, and worker’s compensation laws can be challenging to navigate. This session will highlight the similarities, inconsistencies, and interaction between these three related areas sometimes known as the “Bermuda Triangle” of employment law. Don’t get lost! This session will give your organization a practical approach to dealing with employees engaged in “the system."

Learning Objectives: Identify when any of the three pertinent laws are at issue. Understand the applicability of each and inter-relationship between them. Apply a practical and logical process to resolve the issues raised by the various scenarios.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Managing Pay Transparency in the Office

Charu Avasthy, SHRM-CP, PHR

The Final Rule on Pay Transparency took effect January 2016. The days of pay secrecy are ending. What happens when employees gather around the water cooler to discuss pay? What challenges are companies facing? Presenters share real world OFCCP enforcement observations collected from the time this rule took effect. Solutions and practical advice are given regarding protected activities, employee complaints, posting requirements, policy statement, exceptions, and conducting salary equity analyses to uncover pay gaps.

Learning Objectives: An overview of the pay transparency final rule, and the most effective ways to comply. Clarity on what contractors can and cannot do when it comes to regulating compensation discussions in the workplace. Techniques to incorporate the management of pay equity into everyday HR operations

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

Confidentiality, Social Media, and Workplace Recording – Handbook Policies

Steve Bernstein, Esq.

Over the past year, the NLRB has stepped up its scrutiny of handbook policies and procedures that run afoul of its evolving concerted protected activity doctrine. These enforcement efforts are increasingly invalidating routine policies regulating confidentiality, recording, electronic communications and other conduct within and outside the traditional workplace. At this briefing, we will review common employer policies that are now under fire, and how best to modify them for compliance with these developments while retaining their effectiveness. Along the way, we will generally discuss the policies you should maintain, those you must change, and those to avoid completely.

Learning Objectives: Develop and revise workplace policies that achieve legal compliance with the evolving doctrine of concerted protected activity. Administer practices that allow you to recapture and safeguard those rights you have left as an employer. Enforce workplace procedures that lawfully minimize disruption and safeguard protectable interests."

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Wage & Hour – A New Wave Is Coming – Misclassifications vs ROI

Eduardo Suarez-Solar, MMS, MPA, JD, SPHR

Wages and salaries are amongst the biggest costs for any business. Plaintiffs’ attorneys, heighten governmental enforcement, and new regulations only increase your risks and hold the real potential to compound your costs. Combatting these realities without creating new exposures and liabilities requires a strategy. This session will help you chart your strategy.

Learning Objectives: Techniques to Remedy Misclassifications. Laying a Foundation for the Upcoming Challenges. Neutralizing the DOL’s New Salary Thresholds.

REPEAT SESSION-Wednesday August 31, 2016, 7:00am-8:00am

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

How to Avoid a Lawsuit: Adverse Action Compliance

Nick Fishman

Background screening is under increased scrutiny due to an active Plaintiff’s bar. Multi-million dollar lawsuits focusing on the background screening process are being brought against companies like Whole Foods, Pepsi, and Food Lion. One of the most common claims is adverse action notification. Many industries are prime targets for adverse action class lawsuits. Don’t let the rapid developments in compliance threaten your reputation and brand

Learning Objectives: How to comply with FCRA and state adverse action requirements. How to write adverse action policies and procedures. Why Ban the Box laws affect adverse action.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

401k Fiduciary Responsibility - The 2016 Changes - Your New Role

Graham Lucht

Discover and understand the 2016 changes being made by the DOL of the definition of a ""fiduciary"" role and the impact on HR. Learn the ERISA requirements and how to go above and beyond. Also learn the steps it takes to have a ""healthy plan"", including a Health Report, Fiduciary Delegation Checklist and implamenting and education process.

Learning Objectives: Better understanding of new fiduciary defined role. Better understanding or ERISA requirments. Action Steps & Checklist to create a healthy plan.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Unemployment Fraud in Florida, Its Impact on Employers...

Robert Austin

Unemployment Fraud in Florida, Its Impact on Employers and What You Can Do About It

Right now Florida is facing a significant upsurge in unemployment fraud, with issues of identity theft and false claims at the center. Join this session to learn how improper claims make their way into the system and what the costly impacts are for employers. Attendees will hear unique industry perspectives on the related issues Florida employers face, best practices for managing claims, and real examples of how companies are solving for unemployment integrity challenges.

Learning Objectives: Learn how improper unemployment (Reemployment Assistance) claims make their way into the system and what the costly impacts are for employers. Understand current compliance legislation aimed to reduce fraud and overpayments in the context of a managed workflow. Hear unique industry perspectives on key unemployment issues Florida employers face, best practices for managing suspected false claims, and real examples of how companies are solving for unemployment integrity challenges.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

Medical and RX Claims: Data-Driven Health Outcomes Strategies for Employers

Kirstie Settas-Jones

Doing the Math on Medical and RX Claims: Data-Driven Health Outcomes Strategies for Employers

This presentation will illustrate how data analytics can help employers identify strategies that focus wellness programs on specific gaps in preventive care; solve for access to care utilization patterns identified in the member population; target individuals at risk for high costs with solutions for their clinical conditions; and integrate new types of solutions partners, such as telemedicine, patient advocacy, specialty case management, expert second opinions and cost/quality transparency.

Learning Objectives: How new health care data analytics can help employers leverage their own medical claims data for benchmarking against cost trends, usage patterns, gaps in medical care, which conditions account for the highest medical costs and more. How to identify strategies that work specifically for your plan members. How to integrate new solutions such as telemedicine, patient advocacy, and specialty case management to provide additional, more cost-effective member health care options.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Understanding and Solving the Frustration of Health Plan Cost Management

Matthew Snook

This session will help participants understand the three primary drivers of current health plan cost trend, as well as what solutions are available and emerging to help manage it more effectively.

Learning Objectives: Understand what the drivers of health care trend are. Understand the components of each driver, and what causes it. Understand methods by which these drivers can be addressed.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

Top Healthcare Cost Containment Trends

Matt Noe

Matt Rust, CEBS

Background on several strategies related to cost containment strategies for employee medical plans. Deploying Compliance Pharmacy Contracting Strategies, Working Spouse Surcharges, Self-Funded Migration, Alternative Funding Strategies.

Learning Objectives: Using alternate strategies to control benefit costs. Controling costs with self funded plan designs. Mitigating costs with alternate silos in benefit plans.

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

ERISA Reality Check: Top ERISA Myths and the Real Stories Behind Them

Kirsten Vignec

There are certain common misunderstandings about ERISA and its reporting, documentation and fiduciary requirements. This presentation will address these common misunderstandings by looking at how these “myths” came to be accepted and provide for the real story by explaining how the rules really apply. The presentation will address all types of employee benefit plans – qualified retirement, welfare, Section 125 plans and nonqualified plans.

Learning Objectives: Understand the common misconceptions about employee benefits administration. Learn how to correct for mistakes that may arise as a result of these common misconceptions. Come away better informed about the application of ERISA to employee benefit plans.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

PTO:Out with the Old, In with the New? Finding Programs to Support Workers

Pam Murray

PTO:Out with the Old, In with the New? Finding Programs to Support Workers & Your Bottom Line

What’s up with the vanishing American vacation? The U.S. is among the very few countries that do not mandate paid time off or parental leave. Of employees who do get PTO, 40% to 50% of them leave unused time on the table every year. But all work and no play makes for unproductive, dissatisfied employees. This session offers strategies and tactics for modifying your program to recognize and support employees’ wide-ranging needs while still helping them contribute at the highest level.

Learning Objectives: Review of paid leave practices around the globe and the vanishing American vacation: drawbacks for employees as well as your bottom line. Understanding the pros and cons of a traditional time off program and an integrated paid time off plan as well as innovative programs (such as unlimited paid time off and paid parental leave programs). Take-home tactics for encouraging employees to take time off, truly disconnect and refresh in ways that benefit them and your organization when they return — regardless of the type of paid leave programs you offer.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Know Your Benefit Numbers

Anjanette Simone

Over the past few years our industry has witnessed an insurgence of health and wellness providers. The strategy, claim many vendors, is to encourage employees to “know their numbers”. The storyline contends, employees who know their cholesterol, glucose, and BMI will make more informed decisions about their health. Using this same logic, employers should understand key metrics within their medical and pharmacy plan to make more informed and strategic decisions about their healthcare offering.

Learning Objectives: Review basic metrics as a cost per unit and understand the difference between projected and actual. Learn how complex conditions are impacting the ability to predict future expenses. Obtain a list of key metrics your organization should know and how they should align with your strategic plan.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

Sustainability in Your Benefits Program

Catherine Ratcliffe

Developing a sustainable benefits program is essential in order for employers to manage costs and reduce surprises at renewal time. Learn where to look to make sure your plan is on the right track and that it addresses the correct elements and cost drivers.

Learning Objectives: Identify where to look to see if their program is on a sustainable track. Determine potential cost related solutions that could be beneficial to their company based on its plan utilization and trends.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

How to Help Employees Afford Their Benefits

Jane Cooper

High deductibles and fear of how to navigate the system prevents employees and their families from getting the care that they need. This session provides tips that help employees reduce their costs and reduce the company’s costs. The session will also address access to care.

Learning Objectives: What is transparency and how can it reduce healthcare costs? Tips for keeping people out of the emergency room. Learning about private exchanges and defined contribution product.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Why Wellness Doesn't Work, Why We Need Wellness to Work, and What to Do...

Kristy Dalechek

Why Wellness Doesn't Work, Why We Need Wellness to Work, and What to Do About It

This session takes an in-depth look at the current state of our health in the United States. Seventy-five percent of the total spending on public and private healthcare in the U.S. goes toward the treatment of Chronic Diseases. Seventy-five percent of companies with over 500 employees offer wellness services as a part of their health benefits, yet only 20% or less of employees report actual participation. Further, the 20% that participate are the wrong 20%. In order to have true population health management we must engage the most at-risk population. Incentives are the key to increasing participation and enhancing engagement. We will take a look at different incentive structures, discuss the pros and cons of each and look at the benefit of using deductible credits as a cost-effective alternative.

Learning Objectives: Why wellness programs fail. Why we need successful wellness programs. Effective solutions that won't break the bank.

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

Healthcare Through a New Lens

Anjanette Simone

The healthcare industry is transforming rapidly: rising cost trends, health care reform, new payment models, and new care channels are converging and changing the entire landscape. Now more than even, employers need solutions that will help them master market complexities and keep their companies and workforces ahead of the curve.

Historically, most employers subscribe to the philosophy of “house money, house rules”. This meant the employer would pick the plan or plans to be offered, set the contribution accordingly, and tell employees how they could save extra money if they participated in wellness and other activities. This approach no longer works. It doesn’t work because costs are outpacing inflation, because the workforce is aging and people haven’t taken very good care of their health. It no longer works because millennials are entering the workforce and are demanding change and options.

Learning Objectives: Learn how a private exchange allows employers to offer multiple plans at different price points to meet the changing needs of your workforce demographics. Understand how technology today has gone beyond basic menu selection and is offering support tools that help the employee choose and use their plan. Empower employees to view health insurance as a larger part of their financial wellbeing.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Unlocking the Retirement Savings Potential of the HSA Plan

Jeff Petrone

As organizations move toward consumer driven health care and high deductible plans become more common, the HSA plan has gained popularity. Often overlooked, however, is this Plan's ability to aid in retirement savings. As one of the most efficient text vehicles in the code the HSA is uniquely positioned to prepare workers for the future. The session will discuss strategies and which HSA plans can be factored into retirement planning as well as health care planning, unlocking it's true potential.

Learning Objectives: Learn about HSA plans. Realize new applications for HSA plans. Build a wellness strategy including the HSA plan.

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

Medicare in 60 Minutes

Elizabeth Vipond

Learn the secrets of how Medicare is impacting your group health plan. Find out how to assist your employees on important Medicare questions including coordination of benefits and how to handle notices of creditable coverage. Avoid mistakes that can cost your employer up to $6,000 in fines. Learn why and how Medicare works differently than commercial benefit plans.

Learning Objectives: To understand basic coordination of benefit rules for Medicare and group plan. To master and manage creditable drug coverage issues. To learn the role of the CMS Data Match program.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

Ten Questions Your Retirement Plan Committee Should Be Asking THIS Year

Andrew Zito

The overall objective of the course is to translate “academic” best practices into practical, easy to accomplish steps for plan committees. To provide clarity on recent regulatory changes and how they effect retirement plans. To arm attendees with practical metrics for gauging the success of their retirement plan.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Treading the Murky ACA Employee Waters: What Employees do you Consider?

Melanie Hancock Brown

Determining who your employees are sounds easy, but it has never been more confusing…or more important. The Affordable Care Act has enhanced the reporting and benefit obligations of employers and has made it crucial that employers know who their employees are and what their obligations are to them.

Learning Objectives: Full-time employee status under ACA and what to do with seasonal, variable and temporary employees. Reporting under ACA for employers with common ownership or common employees: Who are your employees for whom you must report? Independent contractor status vs. employees: New guidance and its implications for ACA.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

5 Key HR Issues-From Reacting to Whistleblowing Allegations to FMLA Abuse

Jessica Travers, Esq.

Kimberly Doud

5 Key HR issues for 2016-From Reacting to Whistleblowing Allegations to FMLA Abuse

In this live scenario-based presentation, attendees with learn five new HR issues and how those issues should be handled in a practical way of thinking.

Learning Objectives include: EEOC’s initiative regarding pregnancy and the ADA’s potential applicability to pregnancy and light duty issues. New diversity requirements under the Dodd-Frank Act, including whether those requirements are mandatory to specific organizations or voluntary in nature, and how to respond to the Dodd-Frank diversity expectations. FMLA abuse and how to handle situations in which an employee may be manipulating such leave. How to deal more effectively with pay equity problems based on gender. Handling whistleblowing issues in their early stages in order to proactively reduce later risk.

Learning Objectives: EEOC’s initiative regarding pregnancy, New diversity requirements under the Dodd-Frank Act and How to deal more effectively with pay equity problems based on gender. FMLA abuse and how to handle situations in which an employee may be manipulating such leave. Handling whistleblowing issues in their early stages.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Starting Off On the Right Foot: Advanced Hiring Topics

Evan Gibbs, Esq.

The hiring process and its legal pitfalls are not typically addressed in-depth, even though there are many complex legal issues that can put an employer in hot water. From class action disparate treatment claims to lawsuits alleging violations of the Americans with Disabilities Act or the Fair Credit Reporting Act, the hiring process is fraught with tough legal issues. This presentation will highlight these issues for attendees and teach them best practices to avoid any missteps.

Learning Objectives: Identify critical issues in the hiring process. Learn the applicable legal rules to avoid potential liability. Understand best practices to apply during the hiring process.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

When Employees’ Social Media Activity is #NotGoodForBusiness

Katie Loehrke

When Going Viral Goes Wrong: Protecting Your Company When Employees’ Social Media Activity is #NotGoodForBusiness

Companies work hard to protect both their assets and their reputations, but this endeavor can easily be undermined by employees’ activity on social media. Throw in wasted work time, poor employee morale, and the potential for negative interactions between coworkers, and it’s no wonder employers are asking what they can do to control employees’ social media activities.

This session will take attendees through 8 of the most common real-life social media scenarios in the workplace, addressing employers’ options to address each one and also offering tips on prevention when applicable.

Learning Objectives: Determining when a company can discipline or terminate an employee for social media activity. Creating a compliant and effective social media policy. Strategies to prevent problems with employee use of social media.

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Repairing the Workplace When Generations Collide

Dave Nelson

As the retirement age increases, workforce demographics now span four vastly different generations. New research shows 1 in 3 people waste 5 or more hours each week on conflict between different generations—causing efficiency and quality to suffer. In this engaging session, you will learn the most common issues multigenerational workforces face and strategies to resolve them in order to restore productivity.

Learning Objectives: Learn the dysfunctional ways employees typically “act out” rather than “talk out” multigenerational issues—and their consequences. Apply strategies for holding effective crucial conversations regardless of age or background. Create a cohesive culture where Veterans to Millennials are enabled to candidly and respectfully speak up to resolve differences.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

A Simple Framework for Building Effective Workplace Relationships

Randall Olson

People-Reading Made Easy: A Simple Framework for Building Effective Workplace Relationships

Whether you’re a manager, HR professional or employee at any level, chances are that much of the stress you experience at work is related to ‘people’ issues – and these issues often result from basic personality differences. Chances are that you work with people of varying personality styles – some similar to you and some quite different, so treating people the way you want to be treated doesn’t always bring about positive results.

It’s a fact that personality style has a significant impact on how people approach work and prefer to interact with others. Wouldn’t your professional life be less stressful if you knew a simple way to reach accurate conclusions about your co-workers’ personality styles and could use that information to communicate most effectively to get the results you need? That’s exactly what you’ll learn how to do in People-Reading Made Easy: A Simple Framework for Building Effective Workplace Relationships!

This informative session provides you with two simple questions that will allow you to determine where the personality styles of your coworkers and employees fall within the four broad behavioral styles using the industry-standard Everything DiSC (Dominance, Influence, Steadiness and Conscientiousness) model. You’ll also learn how to self-identify your own DiSC style and discover key factors for effective communication specific to each DiSC style that you can immediately put to use to build stronger, more positive workplace relationships characterized by respect for individual differences.

Learning Objectives: Recognize your own DiSC style using a simple, two-question framework. ""Read"" the DiSC style of your coworkers using the same simple, two-question framework. Learn how to improve workplace relationships by effectively adapting to the needs of others based on what you know about your own personality style and theirs.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Top Five Ways to Avoid and Deal with the Department of Labor

Gregory Hearing, Esq.

Recently, the Department of Labor (""DOL"") has frustrated employers and human resources professionals through its unprecedented stances and aggressive actions. Participants will learn about the DOL's recent positions, recent DOL decisions, and anticipated DOL activity in the coming years. Participants will also learn about best practices for avoiding the DOL. Finally, participants will learn how to prepare themselves for dealing with the DOL if/when the DOL attempts to take action against an employer.

Learning Objectives: Learn how the DOL has targeted employers and HR professionals. Understand ways to avoid trouble with the DOL. Equip yourself with the tools for dealing with the DOL.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

A Simple Model for Building a Thriving and Collaborative Culture

Eddie Marmol

David Brown

Organizational culture impacts employee retention, talent acquisition, growth and innovation. It’s also a key factor in building a high performing, thriving company. Until now, it hasn’t been easy to work with an intangible such as culture to achieve business results.

In this unique integration of the groundbreaking works of Tribal Leadership and Simon Sinek’s Start With WHY, you’ll learn how to assess and grow your company’s culture and experience the different cultural stages. Leave with tools, a process and an experience you can immediately begin applying in your company.

Learning Objectives: Learn how culture is more important than leaders and strategy for getting things done in your company. Learn markers that identify your organization’s cultural stage and also help you build your culture. Experience a brief, 20-minute process for discovering purpose and creating alignment.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

Employee Engagement the Biltmore Way

Chris Maslin, SHRM-SCP, SPHR

Anna Sullins,SHRM-SCP,SPHR

Through effective engagement efforts, Human Resources keeps the pulse on the trends on factors critical to organizational health including the cultural wellbeing, external competition for top talent, conflicting priorities in work/life balance, leadership communication and relationships, and more. Leading this engagement initiative provides HR professionals with first-hand knowledge and understanding of this vital driver in organizational strategic planning, goal alignment, and mission fulfillment, affecting greater success as a contributing partner in organizational decision-making.

An organization is only as good as its people, and this crucial element must be considered a business metric in meeting overall company objectives. Through effective employee engagement programs and measurements, Human Resources can design and adapt workforce strategies that directly impact the organization’s success.

Adept Human Resources professionals understand business concepts such as competitive advantage, organizational branding, and corporate responsibility…engaged employees embody these concepts every day. Through comprehensive methods beginning on day one, employees become engaged with more than a paycheck, and understand the fundamental nature of the purpose of the organization, what sets it apart from competition, how brand alignment is achieved through individual and organizational efforts, the ultimate contribution of the organization to the greater community, and each employee’s role in making this happen. This presentation explores realistic methods to build processes, training, reward/recognition programs, and organizational/cultural practices that both support employees and optimize customer experiences.

Learning Objectives: Explore realistic methods to build processes, training, reward/recognition programs, and organizational/cultural practices that both support employees and optimize customer experiences. Gain insight into leading an engagement initiative that provides HR professionals with first-hand knowledge and understanding of this vital driver in organizational strategic planning, goal alignment, and mission fulfillment. Learn about effective employee engagement programs and measurements, allowing Human Resources to design and adapt workforce strategies that directly impact the organization’s success.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Independent Contractors - How To Use Them Properly

Ignacia Garcia, Esq.

More and more employers are using independent contractors regularly, yet many do not know how to properly use them and the potential liabilities from not using them correctly. The presentation will teach HR practitioners how to properly use independent contractors.

Learning Objectives: What court's say about independent contractors. How employers are using independent contractors. How to properly use independent contractors.

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

Terminations Without Tears: How to End the Relationship and Reduce Liability

Christopher Lunny, Esq.

Terminating an employee can be difficult for even the most skilled HR professional. Even worse, there are so many ways to get it wrong: failing to document all incidents leading up to a discharge, abruptly discharging an employee who has health or personal problems, or ignoring progressive discipline policies outlined in an employee handbook. In this session, attendees will receive a step-by-step guide for carrying out an effective termination and learn how to end the relationship while minimizing liability.

Learning Objectives: Understand best practices for preparing, communicating and documenting performance improvement plans for your employees. Learn the essential aspects of effective employee terminations, including best practices for employment termination meetings. Understand when severance is appropriate.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Should Employers Now Be Prohibiting Perfume and Deodorant in the Workplace

Janet McEnry, Esq.

Should Employers Now Be Prohibiting Perfume and Deodorant in the Workplace: Alternatively, Should Employers Require Deodorant Use When Dealing With a Stinky Employee

This session will cover the issues that arise when an employee requests a fragrance free work environment. We will discuss the steps an employer should take, including how to document the request, the employer’s response(s), and drafting and enforcing an appropriate policy. Finally, we will discuss dealing with the “stinky” employee and other employees’ objections to having to work with someone with poor hygiene or a “medical condition”.

Learning Objectives: When is fragrance sensitivity or being “stinky” a disability? What should an employer do when an employee requests a fragrance prohibition as an ADA/reasonable accommodation, including what adjustments should an employer consider and when to pull the plug? Finally, we will discuss dealing with employees who smell (whether because of a “condition” or poor hygiene).

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

Wage & Hour – A New Wave Is Coming – Misclassifications vs ROI

Eduardo Suarez-Solar, MMS, MPA, JD, SPHR

Wages and salaries are amongst the biggest costs for any business. Plaintiffs’ attorneys, heighten governmental enforcement, and new regulations only increase your risks and hold the real potential to compound your costs. Combatting these realities without creating new exposures and liabilities requires a strategy. This session will help you chart your strategy.

Learning Objectives: Techniques to Remedy Misclassifications. Laying a Foundation for the Upcoming Challenges. Neutralizing the DOL’s New Salary Thresholds.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

Performance Management Communication

Alan Feirer, Esq.

Communicate for connection, not control. Learn how to give feedback and assign tasks in ways that build relationships, improve staff retention and engagement. Over the years, we all accumulate insights on communication and engagement. As a teacher, and now as a trainer, this has been an obsessive interest of mine. I’ve been in charge of administering a program and staff, and had to personally ensure strong engagement from students, and now adult learners.

Over the last 16 years, two things have become quite clear: 1. There are obstacles that are created by forces beyond our control, but once we are aware of them, we can take constructive steps to overcome them. 2. The words we use (and how we say them) matter. In fact, they matter a great deal. The right words can bring people in, and the wrong ones can drive them away. We all search for the right words to use to maintain high expectations. We will identify and overcome three common obstacles to effective communication. Chief among these is the words we use and how we say them, so we will spend a lot of time on words to use, words to avoid, and ways to give better feedback. This session will be interactive, fun, and practical; the methods learned can be utilized right away.

Learning Objectives: Identify 3 common obstacles to communication, and their countermeasures. Begin developing a habit of looking at situations in terms of the “behavior-outcome” model for more effective communication. Choose from a menu of responses to unproductive behavior or lack of engagement.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Battling Bullies in the Workplace

Cynthia Krosky, CSP,LCSW

Work can be a volatile place when pressures increase and personalities clash, however tensions rise when someone feels he or she is being bullied. The cliché that knowledge is power is true when it comes to learning about what bullying is, why it happens and what we can do to be prepared for battle against it then the more powerful we are. Bullying is the ""silent epidemic,"" yet if effects over 53 million people in America. Bullies are far from silent. Their comments, sometimes subtle, can soar just under the legal radar screen, costing estimated $18million dollars in expenses to companies.

Learning Objectives: Understand key terms such as bullying, mobbing, civility and incivility. Identify three main types of bullies in the workplace and the behvaviors they exhibit and how to address these behaviors. Review policies and trainings that can be implemented to plan for battling bullies in the workplace.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

People: Often the Forgotten Aspect of Business Continuity

James Greene, CBCP, CUERME

When you think of business continuity, you usually think of restoring systems or fixing damage to your office. These functions are typically the responsibility of IT and Facilities. But what if the lights are on and there are no employees there? Companies historically underestimate their absenteeism during an emergency. In this session you will learn how to better gauge who will be in the office after a disaster, what those employees will need from their employer in order to come to work, and how to deal with the trauma they employees may be experiencing.

Learning Objectives: How to better predict absenteeism during and after a disaster We are ready to return to “business as usual”, what can we do to get employees to want to return to work? A disaster is a traumatic experience for people, how do we help our employees through this?

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Interviewer Tactical Training

Carol Quinn

It’s all about becoming a skillful interviewer. In today’s environment, job seekers have learned more about how to ace an interview than the interviewers have learned about how to hire High Performers. It’s time to change this. Ultimately it’s the interviewer’s responsibility to make a sound hiring decision despite interview-savvy applicant. This session will teach powerful applicant information gathering techniques that give you, the interviewer, the upper hand when it comes to correctly selecting the best.

Learning Objectives: How to get an applicant's guard down so they talk more openly and freely to the interviewer. How to gather accurate "weaknesses" information when the applicant doesn't want you to. How to expose the REAL reason they left a job and why their first answer isn't it

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

Finding Balance Between an Employee’s Freedom & an Employer’s Need to Monitor

Cathy Stutin, Esq.

Invading Your Employees’ Privacy: Finding a Balance Between an Employee’s Freedom and an Employer’s Need to Monitor

Employers want to be sure their employees are doing a good job, but employees don't want their every action monitored. What employers can monitor and to what extent employees relinquish their privacy rights has been a long term debate. That debate is becoming increasing complicated with the advancement of technology as traditional rules that govern areas of privacy law are changing. No longer do privacy issues strictly involve surveillance video. Employers now need to know whether they can and should read an employee’s text messages or whether they can review an employee’s personal internet searches.

Learning Objectives: How an employer can strike a balance between employee freedom and the Company’s needs. Understanding of the impact of new technology, considerations for dealing with privacy issues that arise. What policies and other tools Companies might need in dealing with workplace privacy issues.

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Identity Theft in the Workplace and its Impact on HR

Kris Evans, CITRMS

Identity Theft is currently the fastest growing white collar crime in the country and the risk has never been greater. From employees to customers, there is a major need to educate on all levels and protect sensitive data. In this presentation, participants will learn about the major types of identity theft, as well as how to be more prepared to protect non-public information (NPI). At the conclusion of this course, participants will: Have a better understanding of what identity theft is, and how it affects HR professionals. Have a clearer picture of what to expect if their organization is a victim. Understand how to educate employees on protecting company data and safeguarding non-public information (NPI). Learn how to implement a written policy on protecting sensitive data.

Learning Objectives: Have a better understanding of what identity theft is, and how it affects HR professionals. Understand how to educate employees on protecting company data and safeguarding non-public information (NPI). Learn how to implement a written policy on protecting sensitive data.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

The Fair Credit Reporting Act: Is Your Screening Process Compliant?

Gregory Kirsch

During this insightful and educational session, we will discuss the Fair Credit Reporting Act (FCRA) and how it applies to your company’s background screening process. The session will touch on the current state of the Fair Credit Reporting Act (FCRA), specific end-user responsibilities when using consumer reports in the employment or contracting context, disclosure and authorization requirements, relationship to state FCRA laws, and common FCRA compliance best practices supported by case law. If you are responsible for your organization’s screening process or the decisions that are made as a result of consumer reports, this is a “must attend” session!! Audience participation and questions are welcome and encouraged!!

Learning Objectives: End User Responsibilites. Disclosure and Authorization Requirements. FCRA laws and compliance best pratices.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Deception in Body Language

Alicia Cuello

Have you ever left a conversation wondering if you had been lied to? You’re not alone. The statistics for dishonesty in our society are staggering: 50% of candidates admitted to lying on their resume, 51% of students admitted they cheated on an exam, 18 months to 2 years is the average time fraud lasts before detection, and $50,000,000,000 is stolen annually from U.S. businesses by employees. It’s up to the Human Resources Department to determine who’s telling the truth. Unfortunately, most people are not trained to recognize what dishonesty looks and sounds like via body language signals. Body language account for almost 93% of the information exchanged between individuals and should be a part of every company’s investigative process.

Learning Objectives: Recognize common behaviors associated with lying. Discuss proven law enforcement interviewing techniques appropriate for in-house investigations. Iterpret body language signals, place them into context and draw conclusions.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

The Looming Liability of Target Date Funds

Tom Bastin, JD, LLM, AIF, CEBS

To help HR Professionals better understand basic Target Date Fund (TDF) concepts. Outline why & how utilizing DOL created tips to evaluate TDFs provides additional fiduciary prudence. Discuss how to determine if custom or nonpropietary TDF's might be a better solution for your retirement plans participants.

Learning Objectives: Provide a better understanding of the Target Date Fund marketplace. Provide a Framework to evaluate the prudence of a retirment plan's Target Date Fund offering. Protect retirement plan participants and fiduciaries.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

Managing Threats of Violence: Best Practices Using EAP in High-Risk Situations

Norbert Alicea, MA, CEAP

Incidents involving violence and threats of violence due to domestic issues, volatile employees and other causes are all too common in the workplace. Understand the potential impact of violence on your organization. Learn how to identify and possibly prevent violent incidents involving employees, as well as create an effective prevention and response plan to address this critical issue.

Learning Objectives: Identify risk factors and signs of potential violence among employees. Understand how to address volatile employees in the workplace. Prepare an action and response plan to address potential issues.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Florida Sunshine Laws: Not Necessarily a Day at the Beach for Private Employers

Andrew McLaughlin, Esq.

This presentation will provide an overview of public records and sunshine laws including situations where these laws may apply to private employers.

Learning Objectives: When do public records laws apply to private employers? What records of private employers are public? What should a private employer do if it receives a public records request?

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

How to Prepare for and Participate in Wage and Hour and OSHA Investigations

Gail Farb, Esq.

John Hament, Esq.

Knock, Knock! Who's There? United States Department of Labor...How to Prepare for and Participate in Wage and Hour and OSHA Investigations

Under the current Administration, the United States Department of Labor (DOL) has stepped up its enforcement activities. The DOL’s Wage and Hour Division has hired more investigators and has increased the number of targeted investigations. The DOL’s Occupational Safety & Health Administration (OSHA) is raising its penalties as of August 1, 2016, is focusing on its active whistleblower program, and recently established an initiative with the Department of Justice to cooperate on investigation and prosecution of workplace safety violations. Will you be ready if the DOL comes knocking on your door?

Throughout this high-energy interactive program, our panel of experienced labor and employment attorneys will explain how to prepare before a DOL Wage and Hour or OSHA investigator appears at your door. The speakers will also recommend what to do when the unexpected DOL investigation occurs, including scheduling, preliminary conferences, document production, on-site or walkaround inspections, employee interviews, closing conference with possible back wage findings or citations, and post-audit/citation considerations. The session will provide practical human resource tips to mitigate the potential for employer liability regarding DOL investigations.

Learning Objectives: Participants will gain knowledge regarding ways to prepare for a Department of Labor Wage and Hour Division or Occupational Safety and Health Administration investigation. Participants will obtain an understanding what to do during a Wage and Hour or OSHA investigation. Participants will learn practical human resource tips to help mitigate potential liability as a result of a DOL investigation.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

Flexibility Works: Transitioning to an Anytime, Anywhere Workplace!

Pam Murray

If technology makes it possible to work anywhere at any time, then why are so many companies still confined by the outdated “bodies in the office from 8 to 5” mentality? Top talent, especially Generation X and Millennials, have no interest is such a place. (And no one likes soul-deadening fluorescent light.) HR needs to re-think their flex policies for a “workplace” that’s more enriching, effective and productive. This session examines key flexibility strategies to help your organization soar.

Learning Objectives: Understand the factors impacting the work environment, as well as the current state of flexibility within the workplace and types of flexible workplace arrangements. Examine key HR strategies for implementing workplace flexibility and the inherent obstacles you will face (legal and otherwise). Grow your level of necessary knowledge and insight in order to take a strategic role in helping your organization re-think how the office is viewed and which workplace flexibility opportunities are provided to employees.

Wednesday, Aug. 31
7:00 a.m. - 8:00 a.m.

Hostility Management...in the Workplace and Beyond

Bruce Blythe

In the time it takes you to read this training description, an average of 1 murder, 5 rapes, 40 armed robberies, and 60 aggravated assaults will take place somewhere in the United States. One never knows when they will run into unexpected hostility. However, those who establish mental pathways regarding how best to handle hostile situations are much more likely to avoid provoking a violent outcome. Once you understand the hostile mind, you can influence it in desirable directions. In order to effectively manage hostile situations in the workplace or in daily living, you can program your mind with methods and tools as to how you will effectively respond if such a situation should unexpectedly arise.

Learning Objectives: Learn take-and-use methods for reducing and defusing hostile behavior. Better understand and manage the mindset of potentially violent individuals. Develop a plan for effectively handling threatening situations within various levels of severity.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

The Do’s and Don’ts of Workplace Privacy

Angela Miles, Esq.

This session will focus on the extent to which an employer can monitor and regulate an employee’s off-duty conduct. It will include a discussion of employer smoking, grooming and social media policies, as well as workplace romances and employee use of alcohol and prescription drugs. Attendees will receive practical and strategic advice, model policies, and up to date guidance on workplace privacy concerns to help them better understand the sensitive balance between employers’ business interests and employees’ privacy rights.

Learning Objectives: Understand the laws governing employee privacy rights. Identify employer policies that may infringe on employee privacy rights. Learn how to protect your organization’s business interests without violating your employees’ right to privacy.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Addressing the Challenges of Service Animals in the Workplace

Sacha Dyson, Esq.

Has Man's Best Friend Gone to Work? Addressing the Challenges of Service Animals in the Workplace

Service animals have become a hotly debated topic impacting the workplace as well as housing and areas of public accommodation. Once thought to be limited to providing assistance for obvious physical impairments, service animals are now trained to assist with a whole host of physical and mental disabilities. Last year, the Florida Legislature weighed in on this topic when it amended the law by expanding the protections for use of a service animals in areas of public accommodation, including imposing criminal penalties when a company or its employee denies the admittance of a service animal in places of public accommodation, as well as imposing new criminal penalties on individuals for misrepresenting the need to use a service animal.

In the workplace, service animals provide unique challenges to employers, including balancing the needs of the disabled employee as well as other employees in the workplace. As service animals become more prevalent, employers need to understand how to handle the request to use a service animal in the workplace. In this session, we will explore these issues, the recent changes to the law in Florida, and the requirements under the Americans with Disabilities Act for admitting or using a service animal in the workplace.

Learning Objectives: Learn the legal issues employers face with service animals in the workplace. Know the questions to ask when a request is made to use a service animal. Understand how to create a compliant process for addressing the challenges of service animals in the workplace.

Monday, Aug. 29
10:30 a.m. - 11:30 a.m.

8,000 Miles Apart: Five Keys to Global Onboarding and Training Success

Jennifer Barton, SPHR, SHRM-SCP, CCP

Kate Micelli

Onboarding and training new associates can be challenging when they’re in your office, let alone when they are 8,000 miles away. Communication is paramount, but how do you build a connection and ensure they feel part of your team regardless of physical location? How do you integrate cross-cultural teams? This session features five keys strategies to create an impactful program, successfully connect your onshore and offshore teams, and proactively mitigate your human capital risk.

Learning Objectives: Learn to build a plan that drives your business objectives and adopt blended learning approach. Enable your leaders in all locations with the right tools for success. Foster a culture of open and consistent communication and connection among virtual/Global teams in all locations.

Monday, Aug. 29
11:45 a.m. - 12:45 p.m.

Building Local Talent in a Globally Competitive Environment

Robert Robertson, Ph.D

In the US we often hear of a ""skills gap"" that may hinder our efforts to maintain a competitive advantage. This session will present an overview of the local community efforts being practiced to develop and retain talent in an increasingly global and competitive environment. Specific global examples will be used to highlight these efforts to develop employee workforce skills incuding : Ho Chi Minh City (Vietnam); Toronto (Canada); Ljubljana (Slovenia) and Tampa (FL).

Learning Objectives: Understand the increasingly global and competitive workplace with which we operate. Understand the need to address workforce skills needed strategically and holistically. Understand the value added in aligning workforce skills with employer needs.

Monday, Aug. 29
1:00 p.m. - 2:00 p.m.

Using Neuroscience Principles to Facilitate Strategic Alignment

Kim Ruyle, Ph.D, SPHR, MHCS

Complaining isn’t a Strategy: Using Neuroscience Principles to Facilitate Strategic Alignment

Do you participate in strategic planning for your business? Facilitate strategic planning sessions? That’s terrific, but how effective is your contribution? How do you assure stakeholder alignment? Avoid groupthink? Promote innovation? Encourage courageous contribution from all participants? How do you create an environment of threat-free urgency? This interactive session explains principles of brain science that address the challenges of strategic planning in a team environment.

Learning Objectives: Generate innovative, game-changing business strategies the leverage the expertise and perspective of all stakeholders in the planning process. Minimize threats that prevent balanced and enthusiastic contributions from all participants. Create an environment that stimulates strategic agility and accelerates learning

Monday, Aug. 29
2:15 p.m. - 3:15 p.m.

Advancing HR & Business Success in a Changing Global Workplace

Elissa O'Brien, MS, SHRM-SCP

As an HR professional, you can play a significant role in promoting the success of your organization by understanding your business objectives and the changing environment – nationally and globally – in which you compete. In this session, you will learn the business skills you need to develop to become a strong contributor to the “bottom line.” You will also review ways to leverage three key tools – analytics, leadership development, workplace flexibility, and others – to more effectively engage your human capital assets in fulfilling your business goals.

Learning Objectives: Understand the challenges of business in today's global workplace. Align your HR practices to the overall business strategies. Leverage resources and tools to effectively manage challenges and guarantee success.

Monday, Aug. 29
4:15 p.m. - 5:15 p.m.

Beer and Bounced Checks: Why Diversity Initiatives Can't Stop at the Front Door

Lisa Scott

What do beer and bounced checks have to do with diversity initiatives? Plenty, if your new hires can’t fit well into American culture. Join me as we discuss how to improve cross-cultural communication, not only by increasing the language skills of international employees but also by increasing awareness of varying communication and feedback styles across cultures. Your foreign- born employees will stay longer and engage more fully once you learn these strategies.

Learning Objectives: Attendees will understand and engage a heavily accented speaker more easily. Attendees will increase awareness of differing communication and feedback styles between culture. Attendees will understand cultural differences in leadership style and decision-making.

Tuesday, Aug. 30
7:00 a.m. - 8:00 a.m.

Improving Team Performance with Data Driven Decisions

Dolly Penland

In today’s workforce it is imperative that mangers understand each of their employee’s motivational needs and drives so they can create a dynamic team for optimal business success. This session will provide an overview of how to develop a plan to enhance the development of your team using group analytics. It will highlight how behavioral assessment data that is used for an individual can also be applied to improve a team’s performance and productivity.

Learning Objectives: Build organizational growth and productivity in today’s workforce. Apply behavioral data throughout the employee lifecycle to align individual and organizations’ goals and Enhance group collaboration and reduce conflict. Understand how behavorial data can be used for coaching to improve performance and productivity.

Tuesday, Aug. 30
10:30 a.m. - 11:30 a.m.

Best Practices for Success in Global Recognition

Michele Smith, CPIM, CRP

Organizational growth – and the growth and development of HR professionals – more often than not now involves an international component. HR needs to champion cultural sensitivity and guide their organizations through complex global total rewards programs. If you have a multi-cultural workforce and/or an international recognition program (or are thinking of developing one) you need to attend this session. International programs are complex and fraught with subtleties that can dramatically derail your best laid plans if you’re not extremely careful. The session will provide ample tools for HR leaders looking to grow professionally and to be viewed more strategically by their leadership.

Learning Objectives: Educational: What will attendees learn or be able to do? Attendees will discover how to grow and invest in recognition in ways that maximizes impact and optimizes spend, by applying the findings of an exhaustive 3-year international recognition study. Informational: What will attendees know after attending? Individual country employee engagement levels, top work motivators, satisfaction levels with current recognition initiatives, and most popular program types will be revealed. Motivational: How will this change organizational behavior? Attendees will learn the new opportunities these findings provide for HR leaders and their organizations, as well as the degree of importance of individual recognition program practices.

Tuesday, Aug. 30
11:45 a.m. - 12:45 p.m.

The Economic and Emotional Impacts of Global Migration

Mark Wade, Ph.D

Globally, one in every 122 humans is now either a refugee, internally displaced, or seeking asylum. If this were the population of a country, it would be the world’s 24th largest. Migration, or immigration, has historically been looked at by economists as simply the movement of the human resource from one place to another, to the benefit of the host country. However, migration of the magnitude seen in 2015 has shown that traditional economic theories are not holding true to form. This is placing tremendous pressure of human resource professionals, social workers and law enforcement personnel, alike. This session is designed to take a timely and transparent look at the global migration situation from the economist’s and the HR practitioner’s perspective.

Learning Objectives: Learn about the three legs of the global migration stool, and how each applies to the immigration issue. Learn why traditional theories of immigration fail in explaining today’s global problem. Understand why immigration today doesn’t simply increase the supply of labor.

Tuesday, Aug. 30
1:00 p.m. - 2:00 p.m.

Behavior Science: What You Need To Know

Nicole Gravina, Ph.D

Behavior is fundamental to the success of every business. Yet, few people understand the science behind why people do what they do. This session will share behavioral science concepts most relevant to human resources and business professionals through real life work examples and scientific research. Additionally, this session will discuss techniques on how to leverage the science of behavior to positively influence employee performance, interactions, and engagement.

Learning Objectives: Attendees will learn to use pinpointing to describe and understand behavior. Attendees will be exposed to the basics of behavioral influence. Attendees will learn a few basic techniques for influencing behavior that can be applied right away in the workplace.

Tuesday, Aug. 30
2:15 p.m. - 3:15 p.m.

The Science Behind the Identification of Early Potential

Hennie Kriek, Ph.D

Given the fact that we have seen a change in the economic climate, we find more mobility of employees. Companies also realized that this is a good time to reconsider and improve the way they make decisions about people. The early identification of candidates with potential to grow with organizations and take on more responsibilities, is becoming more important in the effective management of talent. The use of more scientific decision making models and the use of objective datapoints is giving valuable information to organizations to predict the future performance of applicants. In this presentation we will look at the value that objective assessments can bring to organizations while maintaining compliance with EEO legal requirements.

Learning Objectives: What do we mean by potential and are the most effective tools available to identify potential? What to look for in potential assessment and how to get the most value for your investment. New trends in the use of assessment devices and tools in talent management.

Tuesday, Aug. 30
4:15 p.m. - 5:15 p.m.

How to Design and Conduct Competency-Based Behavioral Interviews

Juan I. Sanchez

Learn how to: Structure and standardize interviews and yet tailor them to the interviewee’s prior experience. Choose the question (e.g., hypothetical, definitional, causal, willingness) that best captures the competency that you wish to assess. Develop Enterprise-Wide Competency Models that are in alignment with your organization’s HR strategy. Define measurable competencies. Balance positive and negative questions. Formulate follow-up questions after questions that fail to work.

Learning Objectives: Define strategically-aligned enterprise-wide competencies in behavioral ways so that they can be evaluated via behavioral interviews. Formulate positively and negatively-worded behavioral questions. Use probes and follow-up questions to further competency information.

Wednesday, Aug. 31
8:30 a.m. - 9:30 a.m.

Computer as Recruiter – Using Predictive Modeling for Hiring

Joe Murphy

The recruiter as computer is here. Big data, machine learning, talent analytics, algorithms and predictive modeling have all changed the nature of talent acquisition; the basis of recruiters’ work and the way hiring decisions are made is undergoing a transformational shift as well. Selection Science as predictive modeling has broken into talent acquisition, creating a powerful decision-making blend of human and machine. Learn how the result of this augmented reality and predictive modeling is changing how recruiters work and how hiring decisions are being made.

Learning Objectives: Examine how predictive modeling is changing the speed, cost and effectiveness of talent acquisition practices. Identify how to shift your candidate data collection to change the way hiring decisions are made. Apply talent analytics maturity model to your current practices to create action priorities for optimizing your talent acquisition decision making.

Wednesday, Aug. 31
9:45 a.m. - 10:45 a.m.

Accelerate Learning and Innovation with Neuroscience

Kim Ruyle, Ph.D, SPHR, MHCS

Firing the Brain Booster Rocket: Accelerate Learning and Innovation with Neuroscience

Innovation and learning are inseparable. Learning and innovation are so closely related, they can’t be separated. Innovative organizations are learning organizations. It’s that simple. This session explores practical application of neuroscience principles to the accelerate learning, enhance memory, and drive breakthrough creativity and innovation. Apply these principles to see learning in your organization skyrocket!

Learning Objectives: Accelerate shared learning in teams and across the organization. Apply neuroscience to understand and manage risk and conflict. Create an environment of threat-free urgency to learn and create.

Monday, Aug. 29
10:30 a.m. - 12:30 p.m.

Being Strategic by Partnering with the CFO

E. Wendy Sellers, SHRM-SCP, SPHR

The CFO calls the shots when it pertains to money. In the end, isn't every business decision connected to money (expenses, revenue, profit)? With this in mind, every HR professional must learn to align people processes with the company's financial strategy and talk the CFO's language in order to be heard.

Learning Objectives: Learn simple definitions of accounting and finance. Learn the ramifications HR decisions may have on the bottom line (Case Study). Learn how using measurable performance metrics gives you a seat at the table.

Monday, Aug. 29
1:00 p.m. - 3:00 p.m.

Assessing and Developing Executives’ Business Acumen

E. Ted Prince, Ph.D

Traditional competency assessments do not specifically focus on innate financial competencies and business acumen. This presentation discusses these and the nine financial signatures of executives. It shows how each of these impacts financial performance and valuation outcomes of organizations. Based on Dr. Prince’s book “The Three Financial Styles of Very Successful Leaders” (McGraw Hill, 2005) the presentation discusses how to identify and measure financial impact and business acumen using formal assessment instruments and how to use these findings to improve company financial performance and valuation.

Learning Objectives: Participants know how to assess the financial acumen of managers and leaders using formal assessment instruments. They understand how to implement individual and group feedback sessions to improve their alignment with the organization’s financial performance and value goals. They can design training and development programs to improve the financial performance impact of managers and leaders.

Monday, Aug. 29
3:30 p.m. - 5:30 p.m.

How Does HR Get a Respected Seat at the Strategic Planning Table?

Liz Weber, CMC, CSP

Are you struggling to keep up with daily operations? Are operational, strategic, and personnel decisions made without your input? Are you treated as an adversary instead of an adviser by others within leadership? Would you like to learn why you don’t have a respected seat at the Strategic Planning Table? If you answered yes to just ONE of those questions, this presentation is for you! As a leadership consultant, coach and trainer, our speaker, Liz Weber, CMC, CSP works with HR professionals constantly. Because of that, she’s seen what HR pros do to gain respect and what they do to lose it.

Learning Objectives: Identify what you’re doing that’s causing others to withhold your invitation to join the Strategic Planning Table. Learn what to do to gain and maintain your seat at the strategic planning table. Know how and when to use the ONE question that will position you as the Strategic Business Partner your organization needs!

Tuesday, Aug. 30
10:30 a.m. - 12:30 p.m.

Yes You Do Have a Crystal Ball: Business Megatrends Impacting HR

Lori Kleiman, SHRM-SCP, SPHR

CEO's are focused on long-term success - and HR should be too. But how do we know what will impact our organization in 15 years? Business futurists are consulted to predict where trends are going what savvy organizations need to do to complete. Social, environmental, and global issues are touching all businesses today faster and with more impact than ever before. HR departments have to get ahead of the megatrends that are facing their businesses and anticipate trends. Explore the top megatrends CEO's are watching for the next 15 years, and determine how you can implement these to focus your human resources initiatives. Megatrends will change your business in the next ten years. Don't miss this opportunity to get ahead of the curve an bring the latest thought leadership back to your organization.

Learning Objectives: What are megatrends transpiring in business that keep your CEO up at night. How do the megatrends business leaders are watching impact Human Resources. What long term initiatives can you develop for HR that will keep you aligned with your CEO.

Tuesday, Aug. 30
1:00 p.m. - 3:00 p.m.

HR’s Greatest Challenge: Driving the C-Suite to Improve Engagement & Retention

Dick Finnegan

The confluence of data is striking. Quits have sky-rocketed for six consecutive years while engagement has been flat since 2000. Fewer than one-third of our employees work hard while we spend $1.53 billion each year to “fix” this. Our CEOs want us to solve “talent”, yet they are the only ones with authority to do so. This session presents a five-step model for engaging your CEO by converting turnover & engagement to dollars, establishing leader goals, implementing Stay Interviews, forecasting turnover & engagement, and holding leaders and in selected cases HR accountable for all.

Learning Objectives: Participants will learn to place dollar values on turnover and engagement. Participants will learn to leverage leader power with data and costs to drive CEOs to set retention & engagement goals. Participants will learn methods to forecast turnover and engagement to further drive leader accountability.

Tuesday, Aug. 30
3:30 p.m. - 5:30 p.m.

Why HR Professionals Make Great COOs

Jennifer Barton, SPHR, SHRM-SCP, CCP

James Phillips

Research shows that CHROs are more than HR leaders: they’re business leaders with human resources expertise. And why not? They understand what drives success and revenue because their decisions regarding recruitment, rewards, retention and processes support those outcomes. The trick is to gain technical and financial skills along the career path. Add that to their deep insight, leadership style, approach to situations and ability to manage pressure and you’ve got a first-rate COO.

Learning Objectives: What traits align with higher executive levels; insights and outline for re-thinking CHRO role. Strategies needed to develop leadership potential into COO role; Career options to support CHRO to COO aspirations. How HR professionals support customer-centric behavior — and bottom-line success.

Wednesday, Aug. 31
8:30 a.m. - 10:30 a.m.

Prepare To Be Amazing: Four Keys to Being A Sensation in HR Leadership

Eric Kulikowski

Choosing to be AMAZING. Ahhh ... the freedom, the control and the drive to do whatever you (and only you) want to do. What an awesome feeling it must be doing and being exactly what you want for yourself.

The prospect of pursuing a really important goal can be both exhilarating and scary at the same time. The road to success is littered with many who have tried but not succeeded. What separates those that succeed and those you never hear about? The people and the companies that succeed take the time to prepare to be amazing. They define their goals with clarity. They have a plan to make it happen. And, they make decisions - big, small, hard, easy, ugly and pretty. In the end, they have a very clear vision of winning.

And when you sit back and look at it, those journeys (physical and mental) leading to success in business and in life travel many of the same roads. Making the choice to be amazing can solidify your destiny in so many ways. And after this choice, one must prepare to be successful. When you do, you will see just exactly what you are capable of accomplishing.

Learning Objectives: Four driving factors to being successful in business and in life. Real life examples of how to apply these factors to a vision or goal. A mindset that will remove self-imposed roadblocks to being amazing.