Meeting

Learning Objectives:

 As a result of this program, attendees will be able to: 

1. Clearly understand the important role of HR before, during and after a crisis.
2. Implement pre-crisis prevention strategies and policies.
3. Take steps to mitigate the impact of a pending crisis and protect the company against future issues stemming from the crisis.
4. Respond to and defend post-crisis lawsuits.

Learning Objectives:

Learning Objectives:

• DOL, NLRB and benefits law updates and discuss predictions for the upcoming year
• Review key developments in EEOC law and #MeToo . . . what’s next?
• Medical marijuana is here to stay . . . how can employers comply with their legal obligations while maintaining workplace safety?

Learning Objectives:

• Progressive discipline that is well documented can be crucial to an employer’s defense of a discrimination claim.
• Understand when progressive discipline may be appropriately used and how to follow a process that is legally defensible.
• Understand how to apply and document progressive discipline as evidence to support your organization’s decision.  We will discuss how HR can construct evidence that will set your organization up for success.

Multi-generational work environments are commonplace today.  In order to bring out the best in each generation, managers will need to adjust their management styles accordingly.  This presentation focuses on the different work habits of each generation:  Traditionalists, Baby Boomers, Gen X and Gen Y workers – and how management can effectively “mesh” those styles for optimum organizational success.  Delivery is interactive exercises. 

Learning Objectives:

If you were planning to move to France and live there, would you learn to speak French?  Why…Of course, because it would make life easier and you could connect and get your needs met much easier.  Then let’s do the same in your Company or Team and learn to speak the 7 Languages that best help build, inspire and motivate your Employees!  Everyone likes all 7, but your people have a top one or two that connects with who and how they are.  Once we know their language, Leaders can mix their language and style with the Leader’s 7 to build, inspire, and moti

Leaders have a choice:  stay comfortable and continue to operate as they always have, or disrupt the status quo and become a high performing organization.  Comfortable is easy, but it results in just surviving at best.  Becoming a high performing organization requires hard work, patience, consistent effort, and risk taking.  The thought of change brings out a lot of fear!

#SHRM19 Sexual Harassment Case Studies Jonathan A. Segal, Partner and Managing Principal, Duane Morris Institute
 

Workplace Application:   Guidance for how HR can contribute to the creation of a safe, respectful and inclusive culture, in terms of what is done—and not done—by those at the level of supervisor and above.

Randall C. Schauer, Esquire, Partner at Fox Rothschild, LLP

How did we get here? Overview of Federal and Pennsylvania Marijuana Law & Policy.

How does it work? Pennsylvania Medical Marijuana Program.

What Now? Practical tips for employers: You will receive actual POLICY SUGGESTIONS! Hear about the Major Issues such as:

o DrugTesting&“ZeroTolerance”
o Hiring/Firing&ReasonableAccommodations
o Workers’CompensationandUnemploymentInsurance o Federalcontractors/grantees

Diversity and inclusion work isn’t easy, but here is a secret: It can be some of the most important and rewarding work you’ll ever do! The key is choosing to start – or if you’ve already started, to take your current focus to the next level.

Join a panel of professionals for an honest discussion on:

• the benefits of inclusion and diversity

• the challenges experienced

• and practical steps we can each take to make real progress in advancing diversity and

  inclusion