Keynote Address:
From Prominence to Prison: Dealing With Moral and Ethical Dilemmas in the Workplace
Patrick J. Kuhse
President, Speaking of Ethics
Back by popular demand and overflowing with new insights, Patrick Kuhse will share several key lessons, warning signs and critical thinking errors that often lead to grave outcomes both in the workplace and in life. With masterful storytelling ability, Patrick will show how a series of seemingly unimportant decisions ultimately can prove to be the difference between personal integrity and eventual fraudulence. In this entertaining, illustrative and informative keynote presentation, Patrick will take you on his own personal journey - from a successful stockbroker with a loving family in San Diego to the jungles of Central America as an international fugitive to incarceration in two countries. Along the way, Mr. Kuhse will detail various measurements to use as an "early detection system" to determine when employee behavior is not in alignment with established ethical and organizational standards. In human resources, raising personal awareness of subtle and covert wrongdoing is essential for the prevention of deceit and the erosion of values. After all, each of us is faced with moral and ethical dilemmas in life; Mr. Kuhse will illustrate the preventive techniques and lessons learned to develop practical, constructive and effective strategies for lasting success.


A Review of Proposed FMLA Regulations & the New FMLA Regulations for Service Members
Adam D. Fuller, Esq.
Attorney, Thompson Hine LLP
The Family and Medical Leave Act is a law that is still evolving. You are not alone if you consider the FMLA as a potential trap to make mistakes as it is often violated inadvertently by employers. This presentation will provide updated information about what employers really need to know in 2008 to make sure that they are in compliance with the most recent court decisions under the Family and Medical Leave Act. Going beyond the basics of FMLA, this session will focus on the top ten mistakes that employers make when applying FMLA in the workplace, including military leave. Adam will lead a lively discussion focusing on the examples and the hypotheticals that will help to explain FMLA in practical terms. In light of the significant damages that have been awarded recently in FMLA cases, this statute merits even more attention now than ever from both HR professionals and their counsel.


Creating a Culture of Accountability
Jim Smith, SPHR
The Executive Happiness Coach & President, People Inc.
Many employees hear the word 'accountability' and think that it is another word for 'punishment'. Meanwhile, many managers think 'accountability' is something you make people do; so when it is not present in the workplace, the fault must lie with them. But accountability is neither of these. Accountability is a decision - and it must be chosen or accepted by all of those in the organization. Leaders have a duty to create the environment in which people feel comfortable making that decision. Fortunately, putting a strong accountability system into place is far more simple than most leaders realize (simple, yet not easy). We create a culture of accountability when we utilize six basic tools: conversation, commitment, clarity, coaching, consequences - and courage. In this session, we will define what accountability is - and what it isn't - and then explore the six tools in greater detail. Participants will leave with a model that, if applied consistently, can nurture an environment in which employees at every level freely assume responsibility and accept accountability.


HR Metrics: Telling the HR Story with Numbers
Susan M. Pyles
Senior Consultant & Trainer, ERC
Do you ever feel like HR metrics are the Holy Grail and you are Indiana Jones? If you are new to HR metrics, frustrated with HR metrics, or on a quest to find a few formulas that work, then this session is for you. Get ready to apply practical methods to real-life situations and learn creative techniques for measuring which initiatives yield results. This session will help you identify areas to study, variables to track, analyses to apply as well as assist you in understanding what to do with all the information that you uncover. Areas of HR that will be quantified in this session include: talent management, performance management, leadership development, recruiting, retention, employee engagement, among others. The presentation will focus on practical solutions and will provide a wide variety of examples and approaches - some relevant to large organizations, some relevant to smaller organizations, and most relevant for everyone. For example, how do you know if the people you are hiring are better, the same, or worse than those they replaced? What can anniversary interviews tell you? What can you do with 360 degree feedback data? What can you learn by tracking goal achievement? How can you measure the impact of recognition and rewards programs? This session will fill your head with new ideas and – just maybe – help you fall in love with numbers again.


Wage & Hour Law Update
Robert S. Gilmore, Esq.
Partner, Kohrman Jackson & Krantz PLL
According to the U.S. Department of Labor, about 115 million employees, or 86 percent of the workforce, are covered by federal overtime rules set forth by the Fair Labor Standards Act (FLSA). Yet, the U.S. Department of Labor estimates that nearly 70 percent of employers are out of compliance with FLSA laws. Stay ahead of the curve and minimize liability by learning how to avoid the common pitfalls and unforeseen consequences of not being compliant with FLSA laws. This engaging session will dig deeper into FLSA nuances and provide practical steps enabling you to:
• Understand what the FLSA laws require of your company.
• Properly classify exempt and non-exempt employees.
• Know how to treat additional benefits for non-exempt employees.
• Identify and correct any unlawful pay practices.
• Establish procedures for reporting suspected wage violations or pay problems.
• Ensure that your company has the proper procedures in place that will remedy or limit liability in the event of legal action by employees.


Flexible Work Options: Building a Successful Initiative
Lori K. Long, Ph.D., SPHR
President, LK Consulting
Today's diverse workforce demands more balance between work life and personal life. Not all baby boomers are ready to retire, but many no longer want to work the traditional workweek either. Parents want more time with their families and disabled workers often require alterations to their work schedule or location. These and other societal trends create a demand for flexible work options. In response, many employers have discovered that offering flexibility in working arrangements can increase employee motivation, productivity and retention. Often, however, a conflicting company culture, untrained managers or poorly written policies lead flexible work initiatives to fail. This session will inform participants on the necessity and benefit of providing flexible work and will provide specific how-to on designing and implementing a successful flexible work initiative. From building the business case for flexibility to writing your flexible work policy, this session will provide you with the tools you need to get your flexible work initiative started.


Reaping the Benefits of Social Networking & Web 2.0
Debbie McGrath
CEO, HR.com
This session will provide a quick overview of the major Web 2.0 trends and technology with examples of how they can help you and your organization succeed in the Internet economy. In this session, learn how to effectively use LinkedIn, Facebook, Plaxo, Twitter and other social networking sites and Web 2.0 tools to:
• Build your personal network.
• Showcase your expertise.
• Connect with peers and industry experts.
• Source new employees.
In addition, you will learn how Web 2.0 and social networks can help your organization keep in touch with top talent, build talent pools and find hidden gems.


Getting What You Pay For: How to Effectively Manage Your Recruiting Firms
Jerome D. Gerber
Regional Vice President, Volt Workforce Solutions
Are you concerned that the recruiters you hire are not worth what you are paying them? Let’s face it, all recruiters do not perform equally, nor should they be paid equally. So what should you expect from your suppliers? Is it always preferable to have several placement firms working on your orders? How many recruiting firms should an organization employ? How can you recognize a true recruiter versus a mere "job board surfer"? Why do recruiters cost so much? When does the new technology help and hurt a company? What is the process that recruiters should use? Find answers to these and many more questions by attending this informative presentation. You will leave equipped with the tools to evaluate your existing recruiters and the knowledge to identify the really good ones. In addition, this session will provide best practices to ensure that your suppliers deliver on each and every placement.


King's Employee Development System (KEDS): A Case Study in Excellence
Marty Guastella, SPHR
Director of Human Resources, King's Medical Group
We have all heard the buzz words: performance planning, work team effectiveness, goal alignment, employee engagement, mentoring, empowerment, and performance appraisal. But what do these factors have in common? They are all important components of an innovative, new program designed and implemented by King’s Medical Group to maximize employee and organizational productivity. “KEDS” is a goals-driven, participative process for individual performance planning, management review and achievement. Annual goals are identified from both a top-down and a bottom-up approach where employees are empowered to develop their own objectives for professional contribution and personal skills development. Specifically, employees are encouraged to:
1) Define goals that directly relate to the daily performance of their particular job duties where they contribute to the organization.
2) Define goals which enable them to grow in their professional and personal skills.
3) Identify the resources needed to achieve success in both areas.
KEDS impacts everyone in the organization: the president establishes a KEDS plan for board review, each department head/manager/supervisor establishes a KEDS plan for executive review, and each employee establishes a KEDS plan for supervisor review. Each person takes ownership in the development, execution and measurement of their own individual KEDS plan. The supervisor’s role is to serve as a coach, leader and encourager. Consequently, both parties proactively share responsibility for the success of KEDS. As a direct result of the KEDS program, King’s Medical Group has experienced significant improvement in employee/supervisor relations, reduced turnover, higher morale and increased productivity. In addition, the core values of the corporate culture are being demonstrated in the daily work behaviors of the employees. Learn more about this successful program by attending this unique case study.


Creating an Effective Compensation Package to Attract and Retain Talent
Amy Petrus, SPHR
Senior Human Resources Consultant, ERC
As many employers are beginning to feel the pressure of an uncertain economy, sound compensation practices are becoming more and more critical to an organization’s ability to successfully attract and retain talent. This presentation will discuss the basics of developing an effective compensation structure. In addition, the session will highlight several creative ways for organizations to deal with tight, annual increase budgets. Additional topics covered in this session will include:
• Market pricing essentials.
• Current trends in variable compensation and annual increases.
• Benchmarking data to see what are other companies doing.
• Using pay ranges to make compensation decisions for new hires, promotions, pay increases and others.
• Resources for survey and benchmarking data.
• Non-traditional forms of rewards and compensation.


Total Employee Health: A Population-Based Healthcare Management Model for Making the Right Things Easier
Ruth E. Langstraat, MD
Vice President, Health Systems Design and Performance, Kaiser Foundation Health Plan of Ohio
Advancing science and clinical practices are allowing patients with chronic health conditions such as diabetes, heart disease and asthma to live longer, healthier and more productive lives. This progress comes at substantial cost though. The management of chronic health conditions drives overall healthcare resource use and underlies much of the rising direct cost of healthcare, especially over the last decade. Further, it is being increasingly recognized that decreased productivity and time away from work are important indirect costs of incompletely managed suboptimal health. Fortunately, evidence is emerging that this combined threat to overall business success can be directly addressed by a value-driven investment in benefit strategies that support Total Employee Health. Healthcare delivery leaders are actively seeking and implementing a broad range of value-based programs for the covered population. Through systematically delivered, highly personalized interventions, clinicians and patients are aligned in achieving optimal care consistent with best clinical science. This concept applies across the care spectrum, including common, chronic medical conditions and those additional conditions such as headache, chronic pain, depression and seasonal allergy that also frequently impact productivity. Collectively based on the Chronic Care Model, these programs promote healthy, active living and are designed to leverage teams and technologies to efficiently deliver the right care at the right time for the right person. The overarching goal is to “make the right things easier” with the patient, physician and employer all standing to gain. Learn more about these value-based programs at this engaging and informative session.


The I-9 on Steroids: Immigration Law Strategies for the New Electronic Enforcement Era
Charles H. Kuck, Esq.
Managing Partner, Kuck Casablanca & Odom, LLC
Every month we hear more news about the massive changes to the I-9 procedures – from Homeland Security's new "no-match" rules to unprecedented state laws to compel employers to electronically verify work eligibility. Yet despite these changes, compliance in the new era of I-9s is neither straightforward nor effortless. This session will offer practical guidance on how to get started, including the importance of putting the human, procedural and technological systems in place. Along the way, Chuck Kuck, noted immigration attorney and National President-elect of the American Immigration Lawyers Association will discuss the new rules and challenges of using the E-Verify system, including:
• The high "false-positive" rate and conflicting state laws.
• The top ten I-9 compliance mistakes.
• How best to train people company-wide on the new I-9 rules.
• Who should administer and oversee the new I-9 process.
• Why the AFL-CIO filed suit against the DHS proposed rules.
• What government actions are likely to occur in the near future.
In addition, the session will provide an overview of various electronic system options, as well as the advantages of employing an electronic system for more precise compliance, reduced workload, and improved reporting capabilities. Finally, Chuck will offer several tips for electronic I-9 management.


Strategic Planning for Employee Benefits: How a Well-Crafted and Well-Executed Plan will Enhance Your Organization's People and Profit
Tom Wirbel
Vice President, CPI
Most successful organizations use strategic planning to set priorities and to set goals for the future. A clearly-written, well-designed, and well-executed strategic plan can have a profound impact on the success of an organization. An Employee Benefit Strategic Plan employs the same approach, but the outcomes are specific to the organization's benefits plans. Obviously, one of the most significant costs for organizations these days is the cost of healthcare for employees. Uncontrolled healthcare costs can adversely impact an organization's financial performance, negatively impact shareholder value, become a drain on company performance, and reflect unenthusiastically on the human resources department. In an environment of consistently rising healthcare costs, it is essential for organizations to adopt a long-term strategy supported by short-term objectives to control these costs. By adopting an Employee Benefit Strategic Plan, companies can make decisions regarding benefits and healthcare with significantly less stress. In doing so, the ever-changing environment of healthcare may be addressed with a more thoughtful, long-term perspective which can be tied to the values and philosophies of the employer. Organizations that embrace Employee Benefit Strategic Planning are able to shift their energies from the reactive to the proactive, staying one step ahead of the rising cost curve. Learn about all the specifics by attending this incisive session.


Public Sector HR Challenges, Solutions & Triumphs: Lessons from the Cuyahoga County Public Library (Ranked #1 in the U.S.)
Debra K. Wells
Human Resources Director, Cuyahoga County Public Library
According to the independent HAPLR study by Thomas J. Hennen published annually in American Libraries, the Cuyahoga County Public Library (CCPL) is now ranked as the #1 large public library system in the entire United States. It is one of the true success stories of NE Ohio. In the past five years, CCPL has experienced a 16% increase in card holders, a 21% increase in circulation of library materials, and a 500% increase in job applicants. Over 16 million items were borrowed last year, making it the nation’s fifth busiest library system. But the rise to the top was neither straightforward nor easy. Moreover, it could not have been achieved without the congruent efforts of human resources. This session will present several unique service highlights as well as the key HR innovations that have helped to propel CCPL to national prominence. These include:
• Moving from HR to HCM integrated functions as demands call for doing more with less.
• Exploiting technology and "link" data.
• Mentoring and job swap programs that address retiring personnel.
• Shielding protected information of employees in a public records environment.
• Examining how companies with a strategic HR technology plan, including information management and security, fare better in this economic landscape.
In addition to sharing current successes, this case study will explore some of the challenges for CCPL on the horizon line such as how to secure additional funding and how the economic downturn has had an inverse effect on public demands for library services. The vision of the CCPL is to be the most convenient public library in the nation and known by their excellence in customer service. Find out how HR has helped them achieve this and so much more.


Is Your Employee Handbook Out Of Date?
Gregory A. Gordillo, Esq.
Partner, Gordillo & Gordillo LLC
By attending this presentation you will learn about some the key changes that should be addressed in every employee handbook, especially considering recent and developing employment and labor law issues. Some of the specific topics to be covered include:
• New policies to reflect military status and leave laws.
• Re-evaluating the anti-harassment policy.
• Getting ready for the new Americans with Disabilities Act.
• Keeping your electronic communication policies current.
• Conforming with Ohio's Minimum Wage Law.
In addition to learning about what should be included in your employee handbook based on the most recent laws that have changed and are about to change, this session will also provide crucial tips for effectively communicating these changes to employees and stakeholders. Finally, this session will offer advice on how you can reduce the cost of using outside counsel to assist in keeping your handbooks current.


Temporary Staffing: Why There Should Be Nothing “Temporary” About Managing It
Jerome D. Gerber
Regional Vice President, Volt Workforce Solutions
The world used to be so simple. Is someone on vacation? Call for a temp. Did someone just telephone in sick? Call for a temp. But things have changed, haven’t they? In today’s world, getting temporary employees has become a complex part of a company’s overall workforce planning strategy. And because of the intricacy, many people feel there are now more questions than answers:
“How many staffing companies should I use?”
“Why can’t my supplier find people with 24 hours notice?”
“Why aren’t these temps able to complete their assignments like we asked them to?”
“Aren’t temporary staffing companies all pretty much the same anyway?”
In this session, you will hear from the voice of the temporary – almost 100,000 of them – in a comprehensive survey covering everything from what they really want to why they are using temporary services in the first place to find employment. Along the way, you will learn the four key strategies for engaging temporary employees, including when the best time is to use them. In addition, you will find out about Managed Service Programs and Vendor Management Services and when they make sense for your organization. Finally, this presentation will arm you with the knowledge necessary to initiate a formal plan for managing the use of temporary employees and staffing firms.


Followership: The Other Half of Leadership
Amy B. Shannon
President, Pinnacle Leadership Solutions
Who is not fascinated by the intricate dance between leaders and followers? We are a society so in love with leadership and, at the same time, so uncomfortable with “followership” that we sometimes overlook the notion that these two concepts are quite inseparable. We certainly look up to our leaders, but rarely do we honor our followers. Yet, quite literally, there cannot be leaders without followers – it is a symbiotic relationship. Without a doubt, the leadership dynamic is far more complex than previously imagined. This program puts the leader-follower interaction at the forefront of discussion. It examines the various roles that followers play and their often multifaceted relationship to leaders. In addition, this presentation discusses how to identify and encourage strong followers who are capable of brilliantly supporting their leaders, but who can stand up to them when their actions or policies are detrimental and need rethinking. By attending this session, you will position yourself for success by learning:
• How the role of a follower in some ways resembles that of a leader.
• How to identify the types and styles of followers.
• How to close the gap between leaders and followers.
• How to appreciate the benefits of becoming a strong follower.
• How to identify your own “followership” style.


Succession Planning
Tom Tomasula, Jr.
Senior Consultant & Trainer, Employers Resource Council (ERC)
Hiring and retaining a quality workforce continue to be among the top priorities for most organizations. As such, organizations invest significant resources to attract and hire top performers. However, very few organizations have developed or have even discussed succession planning for their critical positions and for their top performers. The fact is that every organization has or will have a key leader or top performer exit their organization. The future success of an organization is adversely impacted by not being prepared for such a key leader’s exit. The key question becomes, "What is your company doing to develop a succession plan to retain top performers?" Savvy and strategic HR professionals must have a plan to retain key employees and to mobilize the right talent to fill critical vacancies - quickly and effectively. This session will provide HR professionals with the financial business case for succession planning and retaining top performers while providing practical guidance and tools to establish a succession planning process that creates long-term success. Specifically, the session will focus on:
• Implementing succession planning.
• Managing the succession planning process.
• Long-term value of succession planning.


The Pension Protection Act: Recent Legislative Updates
Jodi S. Bush, RPA, CRPS
Regional Vice President, Ameriprise Financial
The Pension Protection Act provides the most comprehensive reform to America's pension system in many years. Essentially, it attempts to shore up the nation's pension system by encouraging retirement saving, but it has also changed funding rules to most defined pension plans. Yet, in spite of its vital importance, many still do not completely understand the implications of the Pension Protection Act, especially as it pertains to personal financial situations and retirement plans. This session will offer insight into the details and consequences of this landmark piece of legislation. Feel free to bring along your questions.


The Search for Engaged Employees
Paul Meshanko
Managing Partner, Edge Learning of Ohio
Employee engagement initiatives are very much in vogue these days. The term certainly sounds enticing, and it is hard to argue against the implied rationale. Yet, the problem with such well-meaning phrases is that although handy during strategic planning meetings, they do not change the status quo. This presentation will provide a blueprint for understanding exactly what employee engagement is as well as how to measure it, create it and sustain it within your organization. In particular, this session will explore the three, central cultural priorities that organizations must commit to if they hope to create engaged managers and individual contributors: Mapping, Cultivation, and Invitation. If one of these priorities is ignored, postponed, or only partially embraced, engagement is unlikely to occur. Employees are the foundation of every organization, and engaged employees - at every level - are a strategic advantage. This presentation will provide HR professionals with the roadmap they need to capitalize on their most important asset. By attending, participants will learn:
• The difference between employee satisfaction and employee engagement.
• How to identify the single most reliable employee-centric metric that leads to engagement.
• The values and priorities that need to be embraced and demonstrated by an organization’s leadership to invite employees to engage.
• The leadership and supervisory behaviors that may cause employees to disengage.
• The attributes that must exist before an invitation to engage will be accepted.


Creating Custom Learning in Varying Business Environments
Anahid V. Berberian
President, PerformingPeople Consulting, Inc.
Oftentimes, organizations find themselves facing the challenge of whether or not to design and develop custom learning. In making this decision, certain important questions come to mind: When is custom learning appropriate? How can a smaller organization create custom learning with limited resources or a tight budget? How have other organizations - both large and small - developed custom learning to work for them? Will the investment in custom learning pay off? This session will consider the options for custom learning that are available in varying business scenarios. Focusing on practical outcomes and providing real-life examples, participants will walk away from this presentation with actionable tactics and strategies. Discussion points will include:
• Tips and techniques for designing and developing custom learning across varying business environments.
• Different scenarios in which custom learning may and may not be the best answer.
• Methods that have proven to be successful in developing custom learning.
• Organizational barriers and success factors that HR and training professionals need to consider.