With ROI expectations higher than ever, the task of designing and implementing benefits plans involves walking a tightrope of competing interests. Responding to regulatory, legal, demographic and executive demands in the scope of plan design can be daunting, but the satisfaction of delivering a comprehensive and responsive benefits platform cannot be rivaled. This workshop is a two-part, highly interactive learning experience. In Part 1, you will explore benefits plan design and implementation, reinforcing your knowledge of benefits principles and law through themes such as the multigenerational workforce, well-being program management and development of a company's benefits mission statement. Then, in Part 2, you will immediately apply this knowledge to hypothetical situations in a team-based competition of strategy and tactics related to benefits plan design and implementation. The result of this two-part process is the reinforcement of a working knowledge of plan design schematics, built upon the practical experiences of conflict resolution and mitigation of impediments to total rewards implementation.
- Review ERISA basics.
- Review the basics of consumer-directed plans and cafeteria plans.
- Receive an introduction to plan funding methodologies.
- Review the basics of the Affordable Care Act.
- Receive an introduction to HIPAA for plan sponsors.
- Review benefits considerations for the multigenerational workforce.
*Additional fee and registration required.
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.
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.
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.
Pay equity laws move quickly: California, New York, Massachusetts, California (again), Colorado, California (again, again). Some prevent pay differences. Others require affirmative disclosure of traditionally proprietary information. These rapidly evolving laws create mismatched requirements that can extend well beyond any one state’s boundaries. This session will cover the emerging trends in pay equity and how employers can begin thinking today to prepare for what’s to come tomorrow.
- Learn about recent trends in pay equity.
- Discuss the benefits of proactive pay analyses.
- Review strategies to comply with ever-evolving laws—and the potential risk involved in failing to do so.
- Hear about the interplay between pay equity laws and fairness that employees and applicants demand.
Practicing HR isn’t simple on a normal day, and a pandemic makes the job even 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 will outline 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 communicating with a distributed workforce about open enrollment.
- 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 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.
A panel discussion with professions representing a Retirement Plan Sponsor, Recordkeeper, Third Party 3(16) Administrator and ERISA Law Firm. Learn about how these critical constituents work together to ensure a retirement plan sponsor’s fiduciary responsibilities are met. The added bonus – engaging with prudent experts is encouraged by ERISA and can give you the time to focus more on your business. In just 60 minutes you will attain some critical tips to get your retirement plan where it needs to be!
- Learn how to fulfill your fiduciary responsibilities.
- Understand what resources are available to outsource certain fiduciary functions.
- Learn what is on the mind of the Department of Labor and their areas of focus for audits.
- Hear directly from a plan sponsor about how to maximize relationships with retirement plan providers.
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.
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.
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.
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.
HR leaders need to learn how to thrive amid unrelenting change. 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 so they can finally realize that “All change comes bearing gifts!”
- Understand that the change process unfolds in recognizable stages.
- Identify what you must let go of to move forward to a new beginning.
- Recognize that you can choose 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.
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.
Do you feel stressed? Is someone you know having difficulty dealing with certain emotional situations? Do you have employees who look perfectly fine but assert a mental illness? For years, mental illness was the silent issue that employers never discussed. Then the COVID-19 pandemic struck, and, in the midst of lockdowns and unprecedented actions by governments around the globe, mental health emerged as a concern that employers could no longer avoid. In this timely session, we will explore the ADA, the FMLA and related leave laws that impact mental health issues in the workplace, including how to properly address potential concerns. We’ll even review a case or two and provide best practices for the non-medically trained professionals in every organization, providing attendees with a path to consider when evaluating their own cognitive conversations.
- Hear the latest impactful court decisions in employment leave law.
- Learn how mental health evaluations will change the manner in which HR conducts itself.
- Discuss the portions of the ADA, the FMLA and related leave laws that impact mental health.
Join active SHRM members, Chris Ourisman, CEO of Ourisman Automotive, a top 50 Automotive News auto dealer and Keith Lemer, CEO of WellNet Healthcare, a national leader in fixing the unaffordable healthcare mess.
• Learn the strategic way to shift to self-funding- at your own pace – with a change-management journey built for optimization.
• Hear the inside track of what the C-Suite wants in a group health insurance plan today and the path to build true cost-savings for a healthier workforce while continuing to elevate the HR position at the executive table.
• Meet employer executives who share their own pain points around traditional health plans and how they built smarter self-funded health plans for better employee experiences.
Gain exclusive insight on:
• The biggest challenges from moving to self-insured – and how to overcome them.
• Top reasons why employers stay fully insured – and how to shift with a 3-to-5-year strategy.
• The controversial data keeping the C-Suite in the dark- nearly 90% of broker/consultants acknowledge the long-term benefits of self-funded insurance and do not feel that working with large insurance carriers is in the best interest of employer groups.
• Why Ourisman Automotive finally decided to self-insure & what they learned after 2 years – Uncomfortable with the painstaking mediocrity of the traditional annual renewal process, CEO Chris Ourisman discovered that (going beyond just the structural cost-savings) proved a key enabler to a long-term healthcare strategy with access to data, flexible plan design and control.
If recent events have taught us anything, it is that life comes at you fast and you must be prepared to weather the changes. For many Americans, the pandemic has created a greater understanding and appreciation of the need to build financial resiliency. To better understand how financial wellness needs have evolved during the current crisis, Morgan Stanley at Work partnered with SHRM to conduct the first Financial Wellness survey of HR professionals, working Americans, un-employed Americans and which included detailed segmentation of the results along various key demographics. Join us as we dive into the results and examine the future of workplace financial wellness benefits and how these resources help both your company and your employees.
Attendees will learn about:
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.
Substance abuse has been exponentially rising, especially during the recent COVID-19 pandemic, and employers are quickly realizing the monumental impact drug abuse and misuse has in the workplace. Between lost productivity, healthcare costs, short-term and long-term disability coverage, and criminal justice fees, the total economic burden is estimated to be close to $100 billion. In this session, you will learn about resources and programs to help prevent addiction, and support recovery. Learn from leading companies with innovative programs and services that help prevent substance use disorders and overdose and support employees in recovery.
Substance use growth and the effect on the workforce - Causes for substance use (addiction; mental health challenges, etc.) - Post-pandemic pressures (life changes; return to work in person or hybrid; kids back to school) - Addressing challenges include substance use (prevention and recovery support)
SOURCE: AJMC (American Journal of Managed Care), October 2020
SHRM's annual Benefits Survey, conducted during the COVID-19 pandemic in 2020, reveals the many ways employers adjusted their benefits offerings to employees because of factors like cost-cutting, higher health risks, and remote work. Alex Alonso, Ph.D., SHRM’s Chief Knowledge Officer, shares the results of the results of the 2020 benefits survey of over 2,500 HR professionals and explores how the pandemic forced organizations to adjust their offered benefits, and how they used benefits to address ever-critical employee and family needs. Join this session to discover which benefits are on the rise as you prepare for your organization’s open enrollment for the year ahead.
Now that the dust has settled since the election, the DOL and Congress are updating their wage and hour agendas and undertaking new initiatives through new opinion letters, regulations and laws. The courts are also chiming-in on the legality of recent initiatives. Employers are also grappling with conforming to this changing landscape and adapting to the post-COVID culture of workplace management, including remote work issues. Along with adapting to what's new, employers are discovering that the FLSA still presents ongoing challenges with respect to determining who's exempt vs. non-exempt, which hours count for determining overtime pay eligibility, and even how to calculate the regular rate of pay for overtime purposes. These issues will be discussed and explored during this highly interactive session, with the goal being that employers will lessen their chances of incurring avoidable and inadvertent, but still potentially very expensive, FLSA compliance mistakes.
- Discuss the latest trends in the DOL's overtime enforcement priorities and approaches, the latest on DOL compliance and regulatory initiatives (particularly in light of the recent election outcomes and issues resulting from adapting to the COVID crisis), as well as what's on the Congressional wage and hour agenda.
- Discover how employers may be vulnerable to wage and hour litigation and techniques to help avoid litigation or limit or eliminate exposure in the face of litigation or DOL audits.
- Hear the major problems employers regularly face with respect to misclassifying employees as exempt from overtime pay, as well as techniques for analyzing jobs so that employees are properly classified as exempt vs. non-exempt.
- Receive insight on how employers too often become liable for miscounting time worked for overtime pay calculation purposes, and how to avoid such practices in your workplace.
- Gain an appreciation of the nuances involved in properly calculating the regular rate of pay for overtime pay purposes, and thereby being better able to avoid making little mistakes that could cost massive amounts of unpaid overtime pay, liquidated damages and attorneys' fees.
One in 5 U.S. adults have a mental illness in any given year, and they’re working across all types and sizes of organizations. Leaders who know how to recognize and support an employee with poor mental health can create a work environment that generates fewer absences, higher productivity and greater loyalty to the company. In this session, you’ll hear real-life stories and walk away with a three-step plan to gain confidence to engage employees in a potentially life-saving conversation.
- Discover the most common mental illnesses found in the workplace.
- Learn how other professionals handled real and complex situations.
- Receive practical tips for empowering managers to start difficult conversations.
- Hear ways to create a work environment that supports employee and business success.
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.