DAY ONE

8:00-8:30 am...............................Registration Open

8:30-9:00 am...............................Opening Remarks/HR Roles & Current Hot Topics in HR

The HR Camp is designed to provide a “life cycle” introduction to managing the HR function in your organization. The HR Camp is ideal for those just entering the HR field, those seeking a broader perspective of HR’s various roles and those seeking to keep abreast of HR trends and current legislation affecting HR. The HR Camp’s presentations are divided into 5 sections. In this opening session, we will provide an overview of the 5 section topics and highlight the current trends and “hot topics” in the human resources profession.

Section 1: The HR Office

9:00-9:45 am............................... Overview of HR Functions, HR Audits & HR Resources

This session will introduce the first of five broad topic areas for the HR professional, “The HR Office”. This first session will focus on understanding the various HR Roles professionals hold today, how to evaluate your HR processes through the use of an HR Audit and what Resources are available to the HR professional to assist them in managing their daily responsibilities and challenges.

Upon completion of this session participants will:

•           Appreciate the variety of specializations and the business impact of HR

•           Understand and experience the role of the HR Audit

•           Gain knowledge of helpful resources for the HR Professional

9:45-10:30 am............................... Employment Law Overview

This session will identify various areas of the law which affect HR and In-House Legal Professionals on a daily basis.

Upon completion of this session participants will:

•           Have a better understanding of the statutory legal landscape in carrying out HR and operational objectives.

•           Appreciate the relationships between HR and Operations and Employment Laws.

10:30-10:45 am.............................BREAK

10:45- 11:45 am.............................Creating and Revising Employee Handbook & Policies

The third and final session in the “HR Office” will explore crucial tools for your HR Office toolbox. Your employee handbook conveys the principles, policies, procedures and benefits of employment within your organization. But if you fail to create or revise your handbook correctly, it becomes a strong weapon in the hands of a disgruntled employee. This session will identify basic considerations all HR professionals should keep in mind as they develop and update their handbooks and how a detailed HR policy manual can further protect your organization.

Upon completion of this session participants will:

•           Identify what is and is not appropriate to include in a handbook

•           Understand the impact of this critical communication tool on their business

•           Understand the unique purposes of HR Policies Manuals and Employee Handbooks

11:45 am -1:00 pm .......................Lunch on your own

Section 2: Managing Recruitment, Selection & Hiring

1:00 am -2:00 pm… RECRUITMENT: Best Practices, 3 J’s, Application Design, and Effective Sourcing

Without a solid foundation or base, a building will crack and crumble. The same principal holds for recruiting. Without a solid base from which to build your recruiting program, you efforts will result in poorer quality hires, low job performance and high turnover. This session will focus on the necessary first steps of a successful recruiting process including a review and discussion of the key elements for job planning, job requisitions, and job descriptions. We will also review the familiar HR form, the application, and provide tips on getting the most out of this initial screening/assessment tool. We will end this session with an exploration of traditional and emerging sourcing venues.

Upon completion of this session participants will:

•           Review best HR practices for recruiting & retaining employees

•           Learn the 3 steps for effective Workforce Planning

•           Identify the critical elements for job requisitions and job descriptions and their impact on selection and performance management

•           Understand the do’s and don’ts of application design

•           Identify “red-flags” on the application

•           Know who’s an applicant and whose not …and why it matters

•           Explore traditional and e-world sourcing methods

2:00 -3:00 pm…… SELECTION: Prep, Assessments, Interviewing, Applicant Communications & Hiring

How will you determine who is the best candidate? We will begin this session with a brief discussion of objective ranking systems and then explore common assessment tools used by employers to help evaluate a candidate’s skill or fit for a job. “He interviewed really well, I liked him.” What does that mean? Many hiring managers fall into the common interview trap of bias, selecting or favoring a candidate because we “liked” them, discounting the real qualifications for the job. We will review objective and effective interview planning and design, providing tips on avoiding common interview bias and interview tools to help you discover the “real person” behind the resume. We will discuss of how to promote your business, build your goodwill, and attract quality applicants through effective applicant communications. So you think you found the perfect candidate? We will end this session with a review of risk avoidance, the employer’s responsibility to hire employees that are not a risk to their workforce, the company’s clients, or vendors. 

Upon completion of this session participants will:

3:00-3:15 pm...............................BREAK

3:15 – 3:45 pm...............................Employment Law Update

This session is a unique opportunity to catch up on the most critical developments in employment law in the past year.

Upon completion of this session participants will:

•           Learn about recent developments in employment law, including case law development with respect to Title VII, the ADA, the ADEA, and the FMLA

•           Understand the impact of recent developments on dealing with employment law issues

•           Revise policies or procedures to comply with recent changes in the law

3:45 – 4:45 pm.......................Drafting Non-disclosure and Enforceable Non-Compete Agreements

The session will address non-compete, non-solicitation, and confidentiality obligations and agreements.

Upon completion of this session participants will:

•           Understand the components necessary for a valid and enforceable non-disclosure agreement

•           Understand the appropriateness for and like enforceability of non-compete agreements

DAY TWO  

8:15 – 9:30 pm...............................FLSA and Wage Hour Law

This session will clarify one of the most confusing areas of employment law — the Fair Labor Standards Act. Participants will gain a clear, organized understanding of the distinctions between exempt and non-exempt workers, and the complex rules regarding overtime pay. This session will emphasize the importance of properly determining a worker’s exempt status in order to hopefully avoid facing employment law’s fastest growing type of claim.

Upon completion of this session participants will:

•           Better understand the distinction between exempt and non-exempt workers

•           Better understand the rules for overtime pay

•           Better understand the rules for making deduction from employee pay  

9:30 – 10:30 pm...............................Employee On-boarding and Retention

Retaining your best employees is more important now than ever before. Who is considering leaving your organization? What motivates employees to stay and what factors encourage employees to leave? Whether you are focused on hiring or retaining your top talent, HR professionals need to offer robust on-boarding and targeted retention programs to maintain the company’s competitive edge. Come learn how your peers and colleagues are launching targeted employee assimilation programs to optimize employee retention.

Upon completion of this session participants will:

•           Identify core requirements for an effective on-boarding program 

•           Recognize actions that lead to employee dissatisfaction

•           Identify factors that contribute to employee retention

10:30-10:45 am...............................BREAK

Section 3: Managing Employee/Family Illnesses & Disabilities

10:45 am – 12:00 pm....................The Bermuda Triangle: FMLA, ADA, & Worker’s Compensation

The ADA and the FMLA present unique challenges to the HR professional because of the difficulty in applying these laws to everyday situations. This session will provide participants with a clear, organized understanding of these two laws. Participants will also gain a better understanding of recent case law developments and how to apply those changes in their own workplaces.

Upon completion of this session participants will:

•           Better understand requirements of the FMLA and ADA

•           Better understand how the two laws overlap and differ

•           Understand the impact of recent case law developments in dealing with FMLA/ADA issues

12:00 - 1:00 pm...............................Lunch on your own

1:00 - 1:30 pm...............................Substance Abuse

One of the biggest trends in human resources today is the increasing need for the HR professional to address substance abuse.

Upon completion of this session participants will:

•           Draft an effective substance abuse policy

•           Better manage substance abuse issues with employees

•           Avoid violations of the ADA with respect to employees with substance abuse problems

Section 4: Managing Employee Relations

1:30 – 2:00 pm...............................Workplace Violence

One of the biggest trends in human resources today is the increasing need for the HR professional to address safety.

Upon completion of this session participants will:

•           Draft an effective Workforce Violence policy

2:00 - 3:00 pm...............................Discrimination: Litigation and Claims Prevention

This session goes beyond a basic outline of discrimination law. In this session you will learn the different types of discrimination claims, how those claims are being litigated, and, most importantly, what steps an employer can take to fortify itself against such claims. You will learn the three most important steps every employer should take to comply with discrimination law, how to respond to a discrimination claim before the EEOC or a state or local agency, and what steps can help your employer win critical discrimination litigation cases.

Upon completion of this session participants will:

•           Understand the requirements of the various federal laws directed at preventing discrimination

•           The actions you can take to prevent discrimination claims

•           How to respond to a discrimination claim before the EEOC or a state or local agency

3:00 -3:15 pm...............................BREAK

3:15 – 4:15 pm...............................Conducting Effective Workplace Investigations

As an employer, you have an obligation to investigate any claim or act of discrimination, to include sexual harassment. Such investigation should take place whether you have known, or should have known about such behaviors. Come learn those considerations in conducting an effective investigation.

Upon completion of this session participants will:

•           Identify what may trigger an internal investigation

•           How to recognize a complaint

•           Steps to consider in conducting the investigation

•           How to properly communicate the outcome of an investigation 

4:15 - 5:00 pm...............................Labor Law Update

This session gives you the opportunity to catch up on the most recent developments in labor law.

Upon completion of this session participants will:

•           Learn about the most recent developments in labor law

•           Get insight into what to expect in the future

DAY 3

Section 5: Managing Organizational Change

8:30 – 9:00 pm...............................HR Metrics

HR wants a place at the table, to have the same level of respect and value from the corner office that operations and finance have traditionally enjoyed. HR provides a critical service to the organization, but how do we place a value on that service in terms that our top executives will understand and value? In this session we will share some key HR metrics for valuing your recruitment, selection and retention efforts. 

Upon completion of this session participants will:

•           Learn how “talking the talk” can open the ears of & doors to the executive suite

•           Gain HR metrics that measure the value of the HR recruiting, selection & retention service

9:00 – 10:30 am....PERFORMANCE MANAGEMENT: Design & Process, Corrective Action and Coaching

What is performance management? Does it begin and end with the annual review in your organization? This session will explore the critical need for competitive organizations to review and revamp their ideas and practices concerning performance management. We will focus on designing a “life cycle” process that assist you and your managers in keeping employees on track, developing their skills for future needs and constructively addressing issues that get in the way of successful employee performance.

Upon completion of this session participants will:

•           Understand how to design a performance system and tools that fit their company’s unique needs.  

•           Understand the difference between Coaching and Corrective Action in the performance management process.

•           Learn how an effective performance management program provides a business competitive edge and can reduce your exposure to discriminatory claims.

10:45 - 11:45 am............................Reductions in Force: Terminations & Separation Agreements

Separation Agreements require special drafting consideration to avoid the cost of litigation and exposure for the very claims released in the agreements. This session will steer participants through the current laws and cases affecting these critical documents and prepare participants to draft better separation agreements.

Upon completion of this session participants will:

•           Understand the components necessary for a valid and enforceable separation and non-compete agreements

12:00 pm...............................Course Adjourn