You're constantly reminding, nudging and nagging employees to do the things you need them to do or to stop doing the things you need them to stop doing. You're exhausted from answering questions you’ve already explained via e-mail. Imagine a world where employees want to hear everything you have to say. How can you change the pattern so that they want to read what you've written? In this fast-paced session, we will cover 10 things you can do to get others to read what you write. You don't need to do all 10 all the time, but just a few subtle shifts can increase your response rate, save time and improve everyone's attitude. In this session, you'll get a chance to practice your new skills through interactive writing exercises.
- Identify reasons why employees don't read communications.
- Evaluate gaps in communication channels and expectations.
- Develop specific writing skills to improve communication.
Organizations that anticipate always succeed. These companies are frequently on the pulse of innovation, recognize market forces that impact their industries, understand thoroughly their customers' needs and provide proactive solutions to satisfy the customer. Establishments with this capability execute with precision and excellence and, as a result, dominate their industries in terms of revenues, market share and profits. Effective HR departments must also learn how to anticipate. HR leaders must become deeply knowledgeable about their organizational needs and must find unique strategies to provide value for the future. In the past, the HR function was viewed as reactive. Now, given the ever-increasing pace of business change, HR departments are required to show foresight and proactivity when servicing organizational stakeholders. Building capability for an anticipatory HR department is no longer an option; rather, it’s a requirement to providing long-term, strategic value.
- Learn the importance of an anticipatory HR mindset.
- Contrast the difference between “functioning” (i.e., executing on current business needs), “foreseeing” (i.e., uncovering future business needs) and “forecasting” (i.e., planning for future business needs).
- Review the categories of organizational needs and how best to service each category.
- Conduct an audit of the A2 level (anticipatory and action-oriented level) of your HR department.
- Learn the four steps to create an anticipatory HR team.
- Share strategies to maintain/strengthen your A2 level over time.
"Turnover's high, go fix it!" is a shudder-inducing phrase for HR professionals, who know that turnover is driven primarily by ineffective leaders who cannot build trust with their teams. Most people leave their manager, not their company. These same leaders who lose employees tend to have the lowest engagement scores and highest number of employee complaints. Yet HR remains stuck in this "How do I prove it?" bind, failing to establish influence and therefore power. This session provides established, reputable data every HR professional should not only learn but also take back to their C-suites in order to implement real manager-led engagement and retention solutions that work.
- Learn about detailed studies and resulting data that reinforce the primary roles leaders play in engagement and retention.
- Learn to deliver this data to C-suite teams, along with specific solutions to build leaders' skills.
- Learn to incorporate this data into leadership development programs so leaders understand both their impact and the right behaviors to build trust ... and therefore engagement and retention.
You hear it from your legal counsel all the time: document, document, document. But in reality, they never teach you or your managers how to effectively transcribe verbal coaching, counseling or disciplinary conversations into solid documentation. Learn the seven steps to creating “bulletproof” documentation, along with words to avoid, red flags for discrimination, and the benefits and hazards of electronic documentation. Walk away with a usable framework and tips for perfecting your documentation practices.
- Learn how to document expectations, policy violations, performance issues and consequences.
- Learn how to properly document an employee's incident explanation and action plan.
- Understand which words and phrases to avoid when documenting.
- Learn about documentation disasters that create liability.
It seems like we receive an FMLA request almost every day. Continuous leaves are, generally, simple to deal with and very straight-forward; it's hard to "fake" appendicitis. Managing intermittent FMLA leave, on the other hand, can be more difficult. This session is designed to help HR practitioners become more skilled in reviewing the tools we have at our disposal to remain compliant and minimize potential abuse of the system.
- Learn to distinguish among the alphabet soup of leave programs.
- Learn to stay compliant and effectively manage intermittent FMLA leave.
- Ease your anxiety over intermittent leave requests.
- Obtain a checklist for intermittent leave management.
This session hits on some of the most misunderstood and litigious topics still troubling employers today, such as “ban the box,” the EEOC’s not-so-new guidance and how it plays into the hiring process, applicant authorization forms (an extremely hot area of litigation against employers), the adverse action process, how your screening firm may put you in harm’s way, and more. It’s a must-attend session for all HR professionals who are responsible for talent management, recruiting, hiring, risk and compliance practices—and for all HR stakeholders in general.
- Learn new ways employers are at risk, including their own screening firm, class-action lawsuits and negligent hiring liability.
- Learn all the components of “ban the box” and how to be compliant: what it is, what it means, who has banned it, whether you can still ask about criminal history and what exemptions exist.
- Learn how to properly administer adverse action, still one of the most misunderstood and litigious areas of background screening.
- Learn how to create compliant applicant authorization forms, another key area of employer litigation.
- Understand the EEOC guidance of 2012 and how to prepare and conduct compliant individualized assessments.
Difficult people are everywhere. They can be customers, co-workers, bosses, neighbors, even spouses. This program humorously reveals the six basic difficult personality styles that are out to drain you and your organization of vital energy. You will learn what they do, why they do it and what you can do about it. Participants will learn how to stay empowered in the face of negative, reactive and draining people—and laugh while they do it.
- Uncover six basic difficult personalities while discovering what they do, why they do it and what you can do about it.
- Learn how to not react to reactive people.
- Develop strategies for improving your communication style and moving negative behavior toward positive results.
- Understand how to increase your behavioral repertoire when confronted with a difficult person.
- Explore how to create an energized culture and climate in your office and organization.
A number of states have now passed personal data protection laws that directly impact what HR can and cannot do with employee information. Learn about the new state laws and pending legislation that affect every employer dealing with employee data, and the best practices to implement to create and maintain compliance.
- Learn what privacy laws exist now and what legislation is on the horizon.
- Understand how to comply with the law while still obtaining and maintaining necessary employee information.
- Learn how to implement best practices to protect both the employee and the organization.
We are seeing a lot of changes coming in the HR arena. For example, HR leaders and practitioners are faced with increasing pressure to do more with less, including how to increase engagement and reduce turnover, all while modernizing the employee experience. These issues require having a strong communication and change management strategy in place for driving awareness and understanding, building buy-in, educating stakeholders, and driving desired behavior. This is particularly critical when addressing sensitive topics such as pay frequency changes, compliance/eligibility requirements, time-off policies, FMLA and FLSA changes, and the like.
- Learn how to develop a change management plan.
- Gain actionable advice on how to build and execute engaging communications.
- Glean insights from a real-life case study.
- Learn creative ideas, tips and tricks to support organizational change.
Business storytelling is a powerful way to sell ideas, drive connection and spur action. But often, when you're faced with a roomful of decision-makers or diverse perspectives, a story that resonates with one person may not move another. Storytelling expert Janine Kurnoff coaches the world's top brands on how to use storytelling in everyday business communication. This session gets hands on with practical, flexible storytelling fundamentals fit for the diverse audiences HR professionals face every day.
- Apply the fundamental concepts of storytelling to any business-related communication, from live presentations to meetings, e-mails and voicemails.
- Explore three common audience scenarios that require you to adjust your story and introduce flexibility into a business narrative.
- Discover how to analyze your audience to determine their needs and be able to address multiple constituencies.
Is employee turnover impacting your organization's ability to grow, to provide exceptional customer service or just to get the work done without overtime costs? Are leaders frustrated by the churn of constant new hires? Then learn how to elevate HR by grabbing the attention of the C-suite with the calculation of your cost of employee turnover. Shift from being not only an HR leader but also a credible business leader who drives improved results.
- Improve your credibility as a business leader by talking the language of business dollars.
- Learn to place dollar values on turnover to move your CEO and CFO to take actions to improve them.
- Leverage a proven accountability approach that cuts turnover by 30% or more per year.
A job posting does way more than just inform candidates of an opening. You need to attract specific candidates to your specific job. In this session, Thad Price discusses the new methods candidates are using to look for work, what they expect and how you can differentiate your organization from its competitors. He shares additional information on how you can get more for your budget with performance-based advertising and the best ways to measure your recruiting success—so you can turn up what works and turn down what doesn't.
- Gain a better understanding of your ideal candidates and where to find them.
- Optimize campaigns to create better candidate experiences and conversion rates.
- Identify the best metrics to measure recruiting performance.
It’s challenging to be strategically engaged when the executive team expects you to have CHRO depth of knowledge, employees want answers to their questions now, finance wants benefits bills yesterday and operations needs new candidates. HR departments of one are saddled with administrative tasks, but they want to participate at a more strategic level. How do you meet the needs of all your internal customers, create innovative new programs and still get your job done? Learn tips from a former solo practitioner, small-business owner and expert. Obtain practical, real-world advice to get control of your day and shine in the HR function by exploring various solutions that are appropriate for small business and within reach of participants. Through connections we will make during the session, the days of going it alone will be over.
- Determine the strategic position of HR in your organization.
- Evaluate priorities to get results.
- Make connections throughout the organization and leadership team.
- Explore external relationships and opportunities that will impact your function.
- Consider your goals for your career and the HR department.
- Embrace technology to ease the administrative burden.
HR isn’t simple on a normal day, and a pandemic makes it more complex. We handle complicated people issues and are faced with multiple audiences with very short attention spans. In this fast-paced session, our speaker outlines HR and benefits communication issues on the horizon, and then share ways to get employee and new hire buy-in using updated communication methods. Most importantly, we will discuss “next step” methods for reaching a distributed workforce with open enrollment, including the distributed workforce that is emerging in many of our work lives.
- Learn how to sell tough ideas to a distracted audience.
- Learn how to use valid motivational theories to break through barriers.
- Learn how to adjust your message and adapt technology to meet your audience needs.
- Learn how to consciously adjust your branding to the message you are communicating.
- Recognize that individual departments have defined styles and communication dialects that must be respected.
Goals can be SMART; your vision must be FLY. The executive team and organizational leaders must help employees see and feel how their work connects to the bigger picture. By doing so, you are also helping to build the capability you need today to achieve the transformation you want tomorrow. An empowering strategic plan drives the organization to achieve its long-term objectives while guiding what each person needs to focus on every day. That's the easy part. Building a plan that is a) relevant and compelling to drive profitable growth, b) sustainable where you consistently execute as one team instead of in silos and c) replicable so you can scale more quickly to outperform the competition? That’s the hard part—and why you need to attend this session.
- Establish Your Four Cornerstones in your marketplace, for your customers, within your organization and with your people so you have clarity on what's Really Most Important™ to your organizational culture and business strategy.
- Define your strategic pillars and deliverables to use as building blocks for your strategic path, milestones and key performance indicators.
- Clearly define a Fascinating, Lucid and Yearned-for (FLY) vision, followed by the goals and projects that lead to it, as well as ways to communicate that vision throughout the organization.
- Develop strategic discipline and hardwire your strategy into the fabric of the organization where it reaches every employee every day in how they achieve results—not just how they get things done.
Today’s workplaces must demonstrate a commitment to creating and sustaining a healthy, inclusive and equitable culture. Organizational leaders, particularly HR leaders, play a key role in reaching this goal. In this session, we will explore innovative ways to create a drama-free and healthy workplace environment. We will also address the litigation-avoidance paradox, how to anticipate and head off drama-producing events, and how to implement lessons learned from a culture of safety to the world of workplace conduct.
- Discover how lessons learned from safety principles can be applied to issues related to workplace strife.
- Learn how focusing on tested and proven methods to increase inclusion, belonging and equity leads to a healthy and drama-free culture at work.
- Learn how to make courageous workplace decisions rather than decisions based on a fear of getting sued.
Even the best-laid strategy will fall short without a healthy workplace culture and strong employee engagement. Learn from the lived experiences of a senior organizational development leader on how to best assess, build and maintain the culture your organization needs to achieve—and exceed—its goals. Be inspired by a case study of an organization that went from having over 50% employee turnover and abysmal employee opinion survey results to winning state and local “Best Place to Work” honors. See firsthand how training and HR can be key drivers in shaping organizational culture and, ultimately, business results.
- Learn how to assess current culture and conduct conversations with senior leaders.
- Learn how to prepare and implement a plan that drives behaviors that lead to achieving business objectives.
- Understand how to collect meaningful metrics that demonstrate progress on the plan.
The concept of personal branding may seem like a catchphrase being thrown around by authors and self-help gurus, but the concept isn't new. You already have a personal brand—whether you know it or not. Your personal brand is more than your reputation. It's a value proposition that helps companies evaluate whether to recruit, hire, develop and retain you—and also whether people want to work with you or at your company. Your personal brand is an important aspect of your career and impacts everything from future career aspirations to your existing compensation opportunities. Once you understand what drives you, as well as the qualities and skill sets that are unique to you, you can effectively manage your brand and communicate your best attributes to the constituencies that matter.
- Understand what is included in your personal brand, what isn't and why it matters.
- Discover how personal branding relates to managing and growing your career.
- Create your own personal brand statement and understand how to use it.
- Incorporate your "whole self" into your personal brand to create personal and professional opportunities.
- Develop an action plan for effectively communicating and promoting your personal brand.
Fewer than half of today's employees believe that their companies deserve their loyalty. Unfortunately, leaders too often confuse profits with purpose and disregard the principles that drive people. This workshop shows the process of developing exceptional leaders and retaining great employees. No matter where you are at on the leadership ladder, Follow Me™ will show that great cultures are intentional and they are cultivated by people who are engaging, transparent and maintain a style of communication that is frequent, authentic and deep. Employees of great companies see themselves as being part of a greater mission, something that goes beyond pure revenue and profits. This distinctive session will provide you a fresh vision of the leader you can be, and identify the knowledge, skills, and attributes necessary to grow yourself and your people.
- Learn the styles, mindsets, differentiators, and essentials of a leader that drive your culture.
- Learn the types of conflict, barriers to conflict resolution, constructive conflict management, and how to assertively confront people.
- Learn the blind spots to problem solving, four steps to consider when problem solving, and the essentials to problem solving.
- Learn why people resist change, keys to leading through change, and the dos and don'ts when administering change.
How prepared are you and your organization to work globally across geographies, cultures and time zones? What unique skills and talent are needed, and how can you help drive a global mindset as a HR leader? Most organizations take a myopic approach to going global and suffer the results. This session will share best practices, introduce innovative solutions and resources, and use small group breakouts to identify gaps and solutions.
- Identify areas where HR can play a strategic role in creating a global mindset and cultural savvy.
- Apply a model that is being implemented in many organizations.
- Explore resources that can be applied to promote a global mindset.
- Create actionable steps to implement your organization’s global mindset and encourage cultural savvy development.
Are you looking for guidance and direction on how to tap into global generational motivations, how to enhance communication and how to drive greater performance from multigenerational teams? Hear about case studies from Europe, the Middle East, Asia and North America that reveal insights and trends on this topic. Since generational identities are often viewed only through a Western perspective, this session presents a behavioral model that has been used globally to identify generational mindsets and trends while ensuring that unique cultural differences are not overlooked.
- Identify global generational trends that impact your human capital strategy.
- Apply a behavioral model to pinpoint generational mindsets globally.
- Detect unique cross-cultural differences within the same generation.
- Enhance global effectiveness through macro and micro data.
- Apply tips to enhance engagement and inclusion.
Learn how to navigate the challenging demands of pay equity laws around the world. This session covers the difference between “pay equity” and “equal pay for equal work.” Comparisons will be made between the litigation-based North American model and the reporting-based European model by using specific examples from the U.S., Canada, France, Germany, Switzerland, the U.K., Australia, Japan and China.
- Understand the pay equity requirements in major international jurisdictions.
- Identify issues in your organization’s global pay practices.
- Assess your workforce to identify disparities.
- Learn how to implement pay practices designed to comply with the increasing demands of new laws and regulations.
Discover how a profound cultural transformation at one of the world’s largest steel companies has paid off in a big way. Gerdau’s huge corporate transformation began with board buy-in and involvement, as well as a comprehensive diagnostic that charted the course for what the company should start, stop and continue doing. Four cultural attributes were prioritized: openness, simplicity, empowerment with accountability and leaders developing leaders. Coaching sessions, workshops and more played a role in the resulting transformation. The company built a more diverse workforce, changed 35% of senior leadership and re-evaluated all HR processes from hire to retire. This session will equip you to engage in transformation when needed, using tools, methodology and best practices from your daily work.
- Learn how a major organization transformed its culture.
- Obtain examples of tools, methodology and processes that can be used to build a successful cultural transformation.
- Engage in knowledge sharing, and learn what worked and what did not.
- Understand HR leaders’ role in a cultural transformation.
California is the world's sixth-largest economy, so odds are strong your organization will soon have a California employee who needs to be paid properly. This program demystifies California wage and hour law by identifying the essential legal rules that apply to a California employee at all stages of the employment life cycle. It provides a deep dive into California payroll and wage and hour rules, including distinguishing between wage rules for nonexempt and exempt employees; covers bonus, commission and final pay rules; discusses whether to pay nonexempt employees for de minimis time and the data that must be included on employee pay statements; and provides tips on how best to document pay decisions so you can defend employee claims made under the California Fair Pay Act.
- Learn how to comply with and enforce California wage and hour rules so you can effectively manage employees, reduce organization litigation risk and maximize employee engagement.
- Understand how multistate employers can use ethical practice in determining how to comply with California wage and hour rules that may conflict with federal law and the laws of other states.
- Learn how to audit the company's compliance with California wage and hour laws to ensure legal compliance and mitigate risk.
HR is a critical organizational function and a fantastic profession!! Too often, we sell ourselves short instead of leveraging the value and strength we bring each day. This session will show practitioners tangible ways to own their role in their company, effective ways to integrate HR across departments, and how to build and sustain the human factor in the workplace.
- Learn why HR needs to own who we are and what we bring to organizations.
- Discover how HR affects the organization from a behavioral perspective.
- Learn how to develop employees, from the C-suite management to front-line supervision.
- Learn how to model the behavior HR wants to see in others.
For many companies, expanding internationally has become less of an option and more of an imperative. With 85% of global GDP existing outside the U.S., expanding internationally is a strategic move involving new markets, revenue streams and hopefully an increased return on investment. But while global expansion offers tremendous opportunities, it can also be fraught with challenges—especially if you're unaccustomed to navigating the legal, regulatory and cultural terrain in a new country. Come to this session to learn how you can smooth the path to grow globally, hire internationally, control costs and get the green light from your CFO.
- Understand which risks represent the largest barriers to expansion into new countries.
- Know how to meet the challenges of international expansion in order to tap into the international talent pool and support your company's global growth.
- Learn how the Global Employer of Record model works.
Employee financial health is an urgent, cross-sector trending topic extending beyond employee benefits into opportunities for technology and innovation to create a more inclusive and equitable financial health culture for global workforces. Employers are increasingly aware that their employees' health and well-being—physical, emotional and financial—has a direct impact on work performance and the company's bottom line. In response, a growing number of organizations are incorporating financial health into the product suites they offer employees. HR professionals have a unique opportunity to lead innovation around financial health. This session helps you leverage your organization’s unique position as both a distributor of financial products and an influencer over financial decisions, including those related to retirement plans, insurance and pretax spending accounts. You will be better able to assist employees in navigating financial challenges and improving their financial health.
- Learn about the enormous demand and opportunity presented by workplace financial health, including its impact on a company's bottom-line performance.
- Learn how businesses can ensure that their entire workforce has access to the products and services that will best help them build resilience and thrive.
- Understand how HR teams can make the case for the importance of financial health alongside mental and medical health and provide a framework for assessing and measuring it.
- Learn how organizations can adapt and sustain financial health even as work rapidly evolves across industries, including the rise of the gig economy and the decline in traditional employment structures.
The job of human resource leaders is to foster a safe, effective and happy work environment. The challenge? Allowing employees to show happiness through laughter while also being aware that some humor may be considered offensive or inappropriate. Where is the line in the sand drawn? And who draws it? Join Greg Schwem in a lively session featuring stand-up comedy, true stories of jokes that missed their marks and video clips featuring workplace incidents that became major news even though they started as “just a joke.” Greg discusses the physical and mental benefits of laughing at work and explores the problems that can arise when one employee finds a text, meme, video, etc. hilarious while another finds it offensive.
- Understand the value of humor in the workplace.
- Learn why employees want to laugh at work but are often afraid to, fearful of how their laughter might be interpreted.
- Explore the lack of definition around what makes something “funny” or “inappropriate.”
Much has been written about the need to train employees in bystander intervention, equipping them with the skills to speak up and take action if they see harassment, safety or ethics violations at work. HR and other organizational leaders are also witnesses to these culture failures but often feel ill-equipped to speak up, particularly when the perpetrator is one of their colleagues, superiors or clients. In this session, we will explore how HR and company leaders play a unique and critical role in shaping workplace culture and stopping workplace misconduct, how bystander intervention skills are a fundamental leadership competency, and how leaders can overcome personal barriers and biases that may inhibit them from speaking up when they see pending harm.
- Understand the data about attitudes, misperceptions and barriers related to bystander intervention from empirical research and surveys on nationally implemented harassment and discrimination prevention programs.
- Learn how leaders can mitigate the effect of their personal biases and other impediments to being an effective ally and help stop concerning behavior at work.
- Learn actionable steps for developing the leadership competency of bystander intervention for ourselves and the leaders with whom we work.
Corporate immigration continues to lack transparency and predictability, and established technologies are limited to digitizing case workflow. But what if the latest advancements in technology could be leveraged to truly revolutionize global talent management? This session examines how organizations can bring the historically murky and anxiety-riddled immigration process into the modern era of intuitive and delightful user experience.
- Understand why technology is a must-have today when data privacy and security are not an afterthought.
- Examine how the latest cloud, predictive risk modeling and mobile technologies can help source, mobilize and manage foreign talent in a fast-changing world.
- Illustrate how technology can shift an immigration program’s mission from repetitive tasks to strategic value-adds to the organization.
- Demonstrate how innovative communication platforms, sophisticated compliance tools, machine learning and real-time global people analytics can be leveraged to create an amazing global people experience.
Effectively evaluating and rewarding employee performance is the cornerstone of everything HR professionals and managers are expected to accomplish. However, many organizations are just not doing it right. The reasons are twofold: 1) lack of consistency in management thought and application throughout the organization, and 2) a disconnect between employee performance assessment and compensation rewards. In his interactive and entertaining session, John A. Rubino offers practical tools, tips and techniques that specifically address these two critical concerns, with an emphasis on how to implement the most effective mix of base and variable pay components.
- Learn the critical importance of successfully aligning performance management with total compensation and the ramifications of not effectively accomplishing this important task.
- Understand the primary reasons why this crucial alignment is not achieved in many organizations, as well as practical tools, tips and techniques to change that.
- Learn how to design and implement the most effective mix of base and variable pay components to achieve optimal motivational value.
- Learn how to design and implement a strategic employee performance assessment and reward methodology that successfully aligns performance management with total compensation by studying pragmatic, real-world examples.
In most organizations, workforce flexibility isn't a structured program that leads to people working wherever and whenever. It just happens as a result of the mobile tools that make it possible. By simply letting it happen, rather than making it happen, organizations miss out on potential cost savings, attraction and retention opportunities, increased productivity and engagement, environmental impacts, and more. In this session, explore the triple-bottom-line benefits of flexible workplace strategies.
- Identify strategies to gain executive buy-in for workplace change in general, and flexible workplace strategies in particular.
- Examine and appraise the significance of involving HR, IT, corporate real estate and other functional areas of the organization in workplace change initiatives.
- Describe why it is important to establish goals and measurable results, and be able to provide examples.
How comfortable are you with leave administration? On the 20th anniversary of the FMLA in 2013, the Department of Labor found that 75% of employers believed complying with the FMLA was “easy.” Is that surprising to you? Navigating the FMLA can be challenging for most. But wait! What if you have employees working in California, too? Did you know that an eligible California employee can take more than seven months off in a 12-month period for certain leave reasons? Attend this session to gain a better understanding of California's medical and family leave laws and become more confident in administering leave-of-absence requests for your California employees.
- Understand the basic elements of the current FMLA, CFRA and PDL for organizations with employees inside and outside of California.
- Understand the notice process and its practical application.
- Ensure appropriate coordination of leave provisions.
- Explore other California leave laws.
As a CFO, CHRO and licensed benefits broker, Steve Watson knows each side of the conversation when it comes to creating benefits plans because he knows what's important to each party. In this session, Steve shares his passion for finding a better way to set up benefits plans with creative solutions that fight against the rigged system most employers have to wade through. Learn how to bend the cost curve without providing inferior health coverage, as well as the four core components to successfully negotiate benefits so your company can get the right care for the right price.
- Learn what is driving up medical premiums.
- Learn how broker compensation works and how it can influence (for better or worse) the health plans that are being presented to you.
- Learn the basics of fully insured and self-insured plans and what makes sense for each company.
- Learn innovative ways companies are cutting costs while improving the quality of health benefits.
HR professionals often get caught in the middle when their employer is contemplating something ill-advised or illegal. They may be asked to find bogus reasons for firing a whistleblower, for example, or to approve another slap on the wrist for an executive who is clearly a serial harasser. Faced with such pressure—and possibly with their own job on the line—HR professionals must, of course, consult their conscience. But they also should consider their personal legal risk. Depending on the scenario and the applicable law, HR professionals may be held individually liable in an employee's resulting lawsuit, or even convicted in a criminal proceeding. This session will identify the workplace laws that allow for such personal liability and will offer practical advice to avoid being named in a legal action. We will walk through three scenarios involving schemes that are recognizably illegal, offering suggestions that should spare HR professionals and their employers a trip to court.
- Learn the major workplace statutes that do—and do not—allow for individual liability by HR professionals.
- Learn how to identify common situations in which such risk is present.
- Recognize the behaviors and statements that may increase—or decrease—an HR professional's chance of being sued individually.
- Learn best practices for deflecting management requests to participate in, or turn a blind eye to, wrongdoing.
Radical transparency may sound frightening, but it’s the quickest way to a positive, collaborative culture. This session will explain the importance of transparency at all levels of an organization, starting at the top. By trusting your employees enough to be open and honest with them, you will earn their trust and loyalty. Many leaders may be skeptical of this approach, but we will break through that doubt. The early stages of transparency are the most uncomfortable, but the benefits to the workplace are far too important to let that stop you.
- As a senior leader, learn the importance of radical transparency/honesty in the workplace and how to champion transparency by example.
- Learn the benefits of requiring “transparency training” for all senior leaders.
- Practice using tools to encourage communication, such as AMA (ask me anything) sessions, one-on-ones and CEO/senior executive-led morning meetings.
- Learn about tools such as frequent one-on-ones that can replace the archaic system of annual performance reviews.
- Participate in practice drills that teach you how to directly apply radical transparency/honesty during one-on-one meetings.
Finding qualified candidates is one of the most significant business challenges facing employers, and solutions are elusive. Yet many organizations continue to recruit as if technological disruptions are a passing fancy. To complicate matters, many recruiters are promoted or hired without recruitment or digital marketing experience. To win the race for talent, every business—no matter the industry or size—must deliver a spectacular candidate experience. Whether you are an experienced recruiter or you landed in the position by chance, this is a must-attend session. Ira S. Wolfe will guide you through a candidate's job search; identify crucial touchpoints; and provide tips and insights on how to reach, engage and convert more qualified job seekers into applicants.
- Identify the 10 signs of a broken recruitment process.
- Learn how to improve the candidate experience at crucial touchpoints.
- Learn basic digital marketing skills necessary to create a spectacular candidate experience.
Recognizing unconscious bias and reducing its impact will improve all phases of talent management—from recruiting candidates to assessing and promoting leaders. Research shows that bias impedes merit-based talent systems. As Harvard Business School professor Francesca Gino says, “Biases cause us to make decisions in favor of one person or group to the detriment of others ... which leads some of the best people managers to not recognize some of the talents, skills and abilities of diverse employees.” This interactive session will deliver proven solutions to transform the effectiveness of talent management/development systems.
- Define where in your talent life cycle implicit bias may have its greatest impact.
- Learn how to use a practical tool to reduce the impact of unconscious bias in the performance appraisal process.
- Learn how to use DE&I awareness, empathy and strategy models to develop breakthrough solutions to talent life cycle management challenges.
Work used to be something done in offices. Today, it's done in coffeeshops, in co-working spaces and on couches across the world. Not only does remote work provide better work/life balance for employees, it can be highly beneficial to employers as well. Benefits include increased employee engagement, higher retention and lower operating costs. In a world where 76% of Millennials would prefer to have a job that pays less money if it offers flexible work, acquiring top talent is becoming more and more difficult without allowing employees virtual work options. As the CEO of a fully remote workforce with 26 full-time employees and 3,000 independent contractors, Chris Dyer has a deep understanding of the benefits and challenges that come with virtual teams. Chris attributes much of this success to creating a phenomenal virtual workforce where employees strive to do their best every single day. In this session, Chris shares secrets for a high-performance culture where virtual employees thrive.
- Learn how to develop a familial workplace culture where virtual employees feel emotionally connected and invested.
- Learn how to build two-way trust and better communication between remote employees and managers.
- Learn how to spot when certain job functions or employees are simply not compatible with remote work.
Change and the speed with which it keeps coming often brings an element of surprise. Companies are experiencing greater competitive pressure. Customer expectations are becoming more demanding. Mergers and acquisitions are more frequent and unpredictable. Situations like these create uncertainty and anxiety across all levels of an organization, as well as high absenteeism, high health care costs and high turnover. Failure to respond constructively and effectively in an environment of constant change and challenge increases business risk and has potential negative long-term effects. During this hands-on, skill-building program, Vivian Hairston Blade guides you through how to foster a culture of resilience in dealing with the greatest business and personal challenges, empowering your organization to Maximize the Power of Your Possibilities. We'll unpack the important role you play in building a culture of courageous resilience and practice resilience strategies.
- Examine how the emotion and stress from adversity and uncertainty weigh on personal and organizational well-being.
- Learn how to shift your mindset to open your perspectives to the possibilities in your present and future, recharging your courage to move forward.
- Learn how to engage your partner business teams in building resilience skills at an individual, team and organizational level using the five stages of resilience: perspective, purpose, perseverance, partnership and praise.
- Learn how to foster a culture of resilience in dealing with the greatest business and personal challenges.
HR is a strategic vehicle that can help small businesses to optimize efficiency in operations while empowering a people-oriented culture that transforms the way an organization operates. In this interactive, fun and informative session, attendees will learn new strategies to transform HR from a department of one into a strategic role by scaling their department, the operations of the small business and the overall growth of the organization to new levels. This will be an action-packed workshop utilizing real case studies on how the speaker has transformed small businesses by redefining the role of HR in entrepreneurship. Each attendee will walk away with at least three new strategies for elevating their impact in scaling small businesses through an HR lens of opportunity.
- Identify why most small businesses are failing today.
- Identify the role HR plays in redefining operations and systems in today’s small-business environment.
- Identify key metrics that HR can implement to transform accountability and scalability in today’s business environment.
- Identify why HR is misunderstood and how to get a seat at the table with an entrepreneur.
- Learn three secrets to building a small-business team with a big-business vision.
For an HR department of one, recruiting and hiring is a top priority, just like compensation, benefits, employee relations and everything else. Recruiting can take a lot of time and effort. Learn about daily to-dos that can help you streamline your recruitment process and automate areas to decrease the number of hours needed for recruitment and maintain a strong candidate recruitment and onboarding experience.
- Create a recruitment strategy that is streamlined and efficient.
- Understand how technology can assist with automation in the recruitment process.
- Employ effective time management to ensure you can recruit plus work on all other areas of HR.
HR has a reputation for being reclusive information hoarders and the department of "no." To effectively engage with organizational goals and initiatives as a strategic business partner, we must master the art of collaboration. HR business partners must learn how to effectively share knowledge, data and resources to better leverage internal relationships. Real collaboration highlights HR as a strategic resource, allowing us to change old perceptions. In this session, Tina Marie Wohlfield will share insights and lessons learned from the HR trenches on how leveraging the ability to listen and collaborate with internal business partners can help establish trust and credibility. You will learn techniques on how to better engage internal stakeholders through active listening, exhibiting organization/business acumen, and acting as a collaborator in practical and effective business solutions.
- Identify areas where HR can enhance internal/external relationships through collaboration.
- Review effective communication techniques.
- Identify ways to leverage business/industry acumen to establish and enhance internal and external relationships.
Student loan debt is a growing crisis, as is the difficulty of finding top employees. What if there were an employee benefit that could help solve both of these problems? Student loan repayment is a benefit that helps reduce employees' student loan debt and creates goodwill for your organization, which increases employee engagement and retention. It is also a great recruitment tool. Student loan repayment programs show that an organization cares about the financial well-being of its employees. It's a great way to support employees where they are financially today, and where they want to be in the future.
- Understand the benefits of employer-provided student loan paydown programs.
- Learn about alternative programs that allow employees to choose whether an employer match goes toward student loan repayment, a retirement plan or a combination of both.
- Know the budgetary impact of these plans on employers.
One out of every six employees in the U.S. provides care to a relative or friend, and the number is expected to grow exponentially over the coming decade as people live longer, often with complex care needs, and family members step in to fill caregiving gaps.
- Understand the issues regarding caregivers in the workplace.
- Discuss methods for creating a culture of awareness.
- Learn how to prepare for a conversation to obtain C-suite support.
- Identify the challenges associated with implementing caregiving benefits.
- Discover the resources available for employers and caregivers.
Today's workers are experiencing job burnout and stress in significant proportions. The undeniable daily demands on our time and attention often lead to feelings of being overworked, overwhelmed and overcommitted. Rather than spend each day in a frenzy of activities reacting to crisis after crisis, discover how to take control of your life. Learn how to identify triggers that cause negative stress and how to proactively prevent, reduce and better cope with stress more effectively. Decrease unwanted interruptions and distractions, allowing greater control of how you manage your time and energy. Teach your lips to respectfully say “no” or “not now” when appropriate, set and maintain healthy boundaries with others, lead productive meetings with positive outcomes, and delegate more often and in the right way. Avoid losing it! Instead, tame the turbulence in your life and become happier, healthier, more focused and productive—both professionally and personally.
- Learn how to prevent, reduce and better cope with negative stress.
- Understand how to get more done with clearly defined goals, a decluttered and organized workspace, a well-managed e-mail inbox and a structured process to enhance efficiency—allowing for greater concentration and focus.
- Learn how to enhance productivity by saying “no” when necessary, how to stop wasting time and lead meetings more efficiently, and how to delegate more effectively by empowering others with authority and responsibility.
Technology can help free you up from administrivia so you can focus on strategic goals. Joe Rotella will share a seven-step framework you can use to select the right technical solution. You will learn how to justify the investment to decision-makers by writing an effective business case, find out how to analyze the structure of a business case, explore your needs to support HR and discover why technology is important to HR. Finally, you will learn how to calculate ROI to support your business case.
- Understand a seven-step process for selecting an HR management system (HRMS).
- Discover the components of a business case.
- Learn how to apply three types of ROI calculations.
- Learn how to calculate financial ROI of an HRMS implementation.
Women are told to “lean in,” “DRiVE” and put on their “bossypants” to achieve success in the working world. Cultural perceptions that associate men with leadership qualities and women with nurturing qualities put women in a tough spot when it's time to command a room and influence an audience. We discuss how presence is made up of three essential elements: gravitas (how you act), communication (how you talk) and perceived identity (how you look). Get tips for making a great first impression, staying engaged during meetings and showcasing confidence in all that you do. Learn best practices for keeping your cool under pressure and exhibiting the type of decisiveness needed to succeed.
- Understand the power of executive presence—how you should look, act and talk.
- Learn how to build rapport through strong nonverbal communication.
- Understand how to exude confidence and trustworthiness in high-pressure situations.
- Learn how to speak assertively and deliver key messages with poise and purpose.
- Learn how to command a presence in group meetings and one-on-ones.
Change is constant, but it’s not always easy. Even when the change is needed, the transition can be difficult, frustrating and even immobilizing if it isn’t handled properly. As an HR practitioner, how do you encourage the C-suite to focus on the human experience of change, rather than just the financial implications? How do you lead your organization—and your people—forward confidently and assertively, all while keeping morale high along the way? Learn tactical coaching tips and insights on how to navigate the four stages of change to shape a culture of openness and acceptance.
- Identify the stages of change and manage the situation purposefully.
- Learn how to influence executives to be transparent and keep culture at the forefront of any change.
- Learn how to best lead during the different waves of change.
- Identify the tools needed to overcome resistance and manage difficult situations effectively and directly.
- Instill hope and confidence and champion a “we're in this together” attitude throughout the organization.
What adds value? Great companies with great cultures add value to their people, products and services. Added value is not always about money, discounts or giveaways. A quality product or service is only a slice of why customers will do business with you. Superior organizations add value for people—customers and employees alike. No matter what your company does, it will descend or ascend based on the value it creates in someone's life. If it doesn't meet a need or want, then there’s no value. This eye-opening session will show you how to add the right value, lower employee absenteeism, attract new hires, and create a workplace that can pay off in huge and surprising ways. This session is about placing “the cherry on top” by developing and delivering value in everything you do.
- Learn how to become an effective communicator and overcome communication obstacles.
- Learn how to build trust, foster cooperation and strengthen commitment.
- Learn how to cooperate with others and compete with yourself so you can learn more, grow more and add more value.
- Learn how to make employees feel valued and motivated, and how to build relationships that positively impact people.
HR leaders desperately need to understand, accept, and thrive in the midst of unrelenting change in our world. The pandemic, job losses, working from home, home schooling, violent protests, devastating fires, hurricanes and floods, constantly changing technology, and the whole political scene are causing stress, overwhelming anxiety, fear, and a lack of focus. This presentation helps people understand and navigate change in a powerful, productive and positive way, finally realizing that “All change comes bearing gifts!”
- Understand that the change process unfolds in recognizable stages.
- Identify what you have to let go of in order to move forward to a new beginning.
- Recognize that you have CHOICES to be proactive rather than reactive in how you deal with change.
- Learn new coping techniques for managing these transitions.
- Realize that change always brings gifts.
It's apparent that there's an extensive and ongoing global expedition to seek out and engage talent. So what should organizations be doing with their total rewards strategies to attract, retain and motivate the superior employees they need? While there are a number of similarities in total rewards across country boundaries, there are also marked differences in various regions of the world—due primarily to nuances in cultural orientation, management style, and the interplay between the government and the private sector. In his informative and highly interactive presentation, John A. Rubino outlines the hottest global total rewards trends and actual practices.
- Understand the specific total rewards strategies practiced in various regions of the world and learn real-life examples from pragmatic case studies.
- Learn the latest research data regarding global total rewards trends, segmented by world regions.
- Develop a “global schematic” of total rewards perspectives, methodologies and approaches that are, and should be, practiced in the majority of premier organizations around the world.
Most HR professionals will tell you the least favorite part of their job is terminating employees. Severing someone's employment relationship is an emotional and laborious process that requires careful planning and thought. Having been involved in almost 100 employee terminations, Melanie Peacock will share lessons learned and insights gained from these experiences. You will receive practical tools and strategies to ensure that employee terminations are carried out in the most effective, efficient and humane manner.
- Learn why terminating employees is a critical, yet difficult, part of an HR professional's role.
- Discover common problems encountered during the termination process and how to avoid them.
- Get responses to common questions regarding the termination process.
- Understand the termination planning process and receive a checklist to thoroughly prepare.
- Learn the critical actions that should be taken after the termination process.
With their ability to reduce bias, increase process efficiency, reduce cost and increase hiring accuracy, employee selection assessments meet an important need. But the alarming flood of flashy futuristic-sounding tools like machine learning, AI and gamification has made the testing landscape more complex (and intimidating) than ever. What kinds of hiring tools are appropriate for your organization? Where in the process should you use them? How will you know if they're working? You will leave this session an assessment pro!
- Discover what competencies will be most needed from workers in the future and explore how to measure them.
- Discuss several important HR metrics and learn how assessments can help you move the needle in the right direction.
- Review the latest candidate experience research and discuss how to leverage assessments to your organization's competitive advantage.
- Explore different categories of assessment instruments, including the relative effectiveness, strengths, limitations and appropriate uses of each.
What if we told you that your organization's key driver for success should be kindness? Would you scoff at the idea that something typically considered "warm and fuzzy" could be your primary driver of business results and create an unbelievable culture that engages both employees and customers? At a time when business is moving at breathtaking speeds and competition is fierce, irrefutable evidence shows that infiltrating your culture with kindness is the secret sauce to delivering an unprecedented ROI. You will hear accounts from best-in-class organizations, including Southwest Airlines and Chick-fil-A, on how kindness has propelled their success and how you can take actionable steps to put kindness at the forefront of your organization's culture.
- Recognize the value of kindness in the workplace and learn how to create a strong business case for it.
- Utilize proven techniques from world-class organizations where kindness is a key value.
- Learn how inspiring kindness leads to loyal employees and customers who become raving fans.
- Develop new ideas and implement effective strategies that build a positive and kind culture.
- Boost employee and customer engagement through methods that anyone can implement.
With each ruling, the Supreme Court of the United States is permanently shaping federal employment law principles. Recent and looming Supreme Court rulings on issues such as class arbitration, Title VII's exhaustive requirements and sexual orientation discrimination stand to bring significant changes to the workplace. This session examines these and other key employment law decisions from the last few terms with more than just a summary of the holdings. The facts of each case, the court's rationale, the long-term implications and, most important, how the decision will affect the employer community are analyzed in an interesting and entertaining fashion.
- Gain a thorough understanding of the most important labor and employment-related decisions from the highest U.S. court, and find out what you need to do to protect your organization from legal liability.
- Hear an analysis of how the different justices tend to "line up" on key business issues and what that tells us about the future.
- Learn practical applications you need to implement in your workplace policies and procedures.
Explore immigration scenarios that highlight the intersection of immigration with other areas of law such as employment and M&A in this session with experts from each field who interact and discuss the best practices for various hypothetical scenarios involving, among other things, wage and hour audits; I-9 audits and compliance; and payback, expat and non-compete agreements.
- Learn how to avoid immigration-related discrimination in hiring.
- Understand the effects of co-employment on employment visas and immigration compliance.
- Learn how to identify and avoid immigration-related problems in corporate restructuring.
- Learn best practices for internal and government audits.
Participation in the uniformed services can create disruptions in civilian careers and employment. Those affected include the people performing such service, their employers, their fellow employees and their communities. USERRA encourages participation in the uniformed services by eliminating or minimizing these disruptions. The act provides for the prompt re-employment of individuals upon their completion of service; prohibits discrimination against people because of their service; and prohibits retaliation against people seeking protections under the act and anyone assisting people seeking protections, even if they lack status in the uniformed services.
- Gain a better understanding of USERRA so that you can answer USERRA-related questions and provide advice and counsel to employers.
- Learn how to provide advice and counsel to veterans and uniformed service members as employees.
- Learn the process for filing a USERRA complaint, the Veterans’ Employment & Training Service’s role in the investigation of such complaints, and the potential referral of such complaints to the Department of Justice or the Office of Special Counsel.
Just how different will tomorrow’s workplace be? Today, the lines between work and life are increasingly blurring. There are many human capital, macro-economic and technology trends that impact the workplace, including how people are employed, such as through the gig economy; newly built environmental standards, such as the WELL Building Standard, that consider the people in the workplace in all aspects of building design and operation; a workplace culture focus on diversity and inclusion; and technology trends that include artificial intelligence and robotics. In this interactive session, you will play the role of futurist to design the workplace of the future with employee well-being as a foundation. You will work in three “thinking spaces" focused on physical space, employee experience, technology and culture.
- Identify human capital management, technology and social trends that impact the workforce and workplace.
- Identify how the workplace can be designed with employee well-being as a core element.
- Identify how idea generation techniques can be used to gather viewpoints and qualitative data.
When an employee's complaint ends up in court, HR professionals often end up getting blamed for not preventing litigation—sometimes even more so than the manager or executive who took a discriminatory or retaliatory action. What's more, employee lawsuits increasingly have focused on companies' failure to follow their own policies, a trend that has resulted in more HR professionals testifying at trial about what they did (or didn't do) to enforce an employer's policies. As with Watergate, a bad response may cause more legal damage than the initial "crime." This session will identify the five most common HR mistakes that could land your company—and you—in court, and then offer practical advice on how to avoid each of them. The presenter is an employee-side lawyer who previously advised employers, so this is a rare chance to hear from someone with inside experience on both sides of the conflict.
- Learn how to recognize (and avoid) the HR responses that are most likely to result in employees seeking the advice of an employment lawyer.
- Discover three simple actions that will convince even the unhappiest employees that HR is not their adversary.
- Gain best practices for limiting the legal damage that can occur after an employee's initial complaint.
- Understand the legal importance of your organization’s policy manual—and how it can be used as a weapon against you in court.
- Learn the value of encouraging internal whistleblowing.
Transforming your business begins with your employees. Employees are one of your greatest resources and allies in transforming the culture and values of your company. With 90,000 employees across the globe, United Airlines has been on a multiyear journey to transform its company culture. This session elaborates on the key moments and ongoing initiatives that helped United solidify its values and create a trusting and empowering environment so its employees could serve customers more effectively.
- Learn how to implement a company-wide cultural transformation that starts with regaining employee trust, redefining collective values and cultivating an engaged, empowered workforce.
- Learn how to integrate core values, integrity and accountability throughout all organizational and business practices.
- Learn how to leverage employees as one of your greatest resources and allies in building a diverse and inclusive culture at your company—while understanding that there is always a need for continuous investment in those employees.
The concept of work is being redefined faster than most people can keep up. New technologies and rapidly evolving work demands arrive at a dizzying pace. New employment arrangements and global platforms for work are now the new normal. This session examines the new way we work and unpacks what we know about the tight link between work and well-being. Salary, scheduling flexibility, interactions with teammates and supervisors, and access to paid leave are among the factors that impact our work experiences, which then impact organizational performance and outcomes. The session discusses Total Worker Health®, an integrated approach to advancing worker well-being. We also outline a new model and assessment tool for understanding worker well-being. This research-to-practice session highlights concrete examples and provides fundamental steps you can take today. Find out how to optimize work for today's workforce and for the generations that follow.
- Recognize three workplace and health trends in the future of work.
- Identify and discuss four domains for worker well-being.
- Develop strategies for designing work to help people thrive and reach their full potential.
- Outline three opportunities for shaping workplace policies, programs and practices through supportive leadership and culture.
Teams exist for one reason: to achieve results one person cannot achieve alone. Teams come together for a moment, for a project or indefinitely. They come together formally or informally, by mandate or through organizational hierarchy. They consist of like minds or combative ones. The situation is rarely perfect. How is a leader supposed to step up and set the team’s direction? How does an effective leader help the team find ways to value the hurdles along the way? How can a leader shape the team and make it unstoppable? In this session, Alden Mills will help us tap into the power of our human spirit and inspires us to go well beyond our perceived limits and help others to create their best-ever outcomes.
- Learn the 5 A’s (Aspire, Assume, Assess, Assure, Appreciate).
- Adapt CARE-based practices (Connect, Achieve, Respect, Empower).
- Recharge through inspiring stories that speak to the head as well as the heart.
- Learn how to teach others to build unstoppable teams.
Companies facing extreme talent shortages and struggling to get enough qualified applicants for their openings often resort to throwing serious cash at job boards and recruiters in the hope of finding someone. But in the search for quality applicants, the data is clear: Referrals yield the best results. Partners, present and past employees, vendors, friends, family, and even customers can all be advocates for you—but only if you motivate and make it easy for them. Hiring optimization expert Ryan Kohler walks you through the Hiring Equation behind creating an advocacy and referral program that gets more applicants for less money.
- Learn about the importance of implementing a referral process in your company that goes beyond employee referrals.
- See how the Hiring Equation maximizes applicant flow.
- Understand how hiring is really just marketing.
- Learn the must-know strategy for creating the ultimate “job product” that is unique, compelling and credible.
- Learn the method used by HR teams to multiply the number of applicants by 300% to 500% over other methods.
- Learn how to easily set up an advocacy and referral program that's administered by HR and almost effortlessly understood, shared and rewarded by referrers.
Your executive team wants the entire business, not just a single unit, to be profitable. They want all employees to understand and better contribute to how the entire company makes money. And employees want to feel that the work they do for their company is worthwhile and makes a difference. The problem is that most people “in” business, don't “get” business—they lack understanding of strategy, finance and business acumen. While we understand our jobs, the big picture seems too complex to grasp. Complexity is an underlying challenge in any business, regardless of size, industry or stage of development. How do we simplify the complex? Bestselling author Kevin Cope has helped top companies figure it out. When you break down an organization into its most fundamental elements, you'll find five drivers that power your business, or any business. If you want to be seen as a major contributor, someone who understands your overall business—not just HR—this a great session for you.
- Use the 5 Business Drivers® to improve your strategic, financial and business acumen.
- Understand how your entire company, not just your department or team, makes money.
- Learn five principles that CEOs expect their employees to understand.
- Learn how to speak the language of your CEO and CFO.
- Learn the keys to improving employee engagement.
The current state of U.S. employment laws has created a challenge for HR professionals as they consider how to navigate the FMLA in conjunction with the ADA and a plethora of related laws. Given this reality, and considering the influence you have in your organization, are you fully prepared for what tomorrow may bring? Or are you ignoring the critical decisions and guidance that exist to support your efforts to pragmatically assist your workforce? Are you aware of the most recent issues that exist and how they may impact your employees? In truth, your employees depend on you to avoid jeopardy in your organization. This engaging and highly interactive session will provide you with the information you need to address concerns you may not even have considered. Together, we will explore the latest issues, potential solutions and troublesome pitfalls as pointed out by courts from around the country.
- Learn about the latest court decisions that impact the FMLA and the ADA, among other laws.
- Discover how the respective decisions may alter the manner in which HR assesses situations.
- Learn about the interplay between leave, disability, and wage and hour concerns.