Employee Relations Sessions
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This content area covers topics that contribute to the development and maintenance of a productive work environment. While employee relations can and does include the union-focused “industrial relations,” it is a broader content area applicable to both union and non-union environments. The National Labor Relations Act has components that apply to both union and non-union employers. The topics in this content area help employers create positive relationships that foster employee motivation and contribute to organizational success.

Monday, April 28 | 10:30am - 11:30am
| Business Management & Strategy credit
Humanizing Employee Engagement

Speaker: Paul Hebert, Symbolist

The past few years has seen an increase in the focus on and the money spent on technology to drive employee engagement. Yet employee engagement is still dropping. While the immediate impact of these programs is positive, over time, companies spend more money on rewards in order to compensate for a lack of true emotional connection between the company and the employee. This presentation will present why humans need emotional connections, how technology is is failing us, and discusses the best way to create emotional connections with employees and provide 5 concrete examples of companies who are creating emotional connections.
Learning Objectives:

  1. Understand why technology is disconnecting employees from their companies
  2. Identify problem areas in their own company's engagement plans
  3. Increase their own company's engagement results by applying 5 specific techniques to connect better with employees

Monday, April 28 | 10:30am - 11:30am
Managing Crisis Situations

Speaker: Joseph Ledlie, The Ledlie Group

This session will show the HR officer how to position peers for leadership in a crisis situation through effective planning and efficient implementation. Crises include direct HR issues like EEOC complaints and other discrimination allegations, including sexual and religious harassment, third-party organizing efforts and disruptions. Indirect issues include: manufacturing defects and recalls, natural and manmade disasters, financial setbacks, and media intrusion. We will explore how to establish a parallel management team to control the crisis while freeing C-suite leaders to run the core business. Also, how to redirect the crisis to improve company operations in the future.  That includes the importance of post-op scrutiny and training following the crisis experience, and the power of message-training middle-management and frontline supervisors.

Learning Objectives:

  1. Position peers for leadership in a crisis situation though effective planning and efficient implementation.
  2. Learn how to establish a parallel management team to control the crisis while freeing C-suite leaders to run the core business.
  3. Equip employees with appropriate tools for managing a crisis.

Tuesday, April 29 | 9:15am - 10:15am
Workplace Bullying: What are the Employer's Obligations?
Speakers: Anne-Marie Shipe, Bovis, Kyle, Burch and Medlin & Scott Busby, Bovis, Kyle, Burch and Medlin

This seminar will focus on attempting to define workplace bullying and identifying employee behaviors that could rise to the level of workplace bullying, as well as behaviors that should be addressed merely from an HR Best Practices standpoint. The distinction between bullying behaviors and other legally-cognizable harassment and/or retaliation will be explored.  Participants will be given mechanisms for reducing workplace bullying in accordance with organizational goals, and for disciplining employees whose behavior constitutes a disruptive force in the workplace.  The seminar will also discuss state and federal legislative initiatives to curb workplace bullying. Special issues regarding the use of social media, by employers and employees, will also be discussed.

Learning Objectives:

  1. Participants will learn to identify bullying behavior before it rises to the level of harassment, retaliation, and other forms of legally-cognizable behavior
  2. Participants will learn how to diffuse bullying behavior and to discipline employees appropriately
  3. Participants will learn what state and federal legislative initiatives are being considered to address workplace bullying

Tuesday, April 29 | 10:45am - 11:45am | Business Management & Strategy credit
Engaging Employees to Maximize Business Results
Speaker: Sheila Dramis, SPHR, Lowden & Associates

During this session we will review what employee engagement looks like. We will look at the business impact of employees that are disengaged vs. engaged. This will be supported by several different studies with specific statistics. We will cover drivers of job satisfaction and employee engagement and what businesses can do. We will review several studies looking at Senior level management vs immediate managers impact and influence on employee engagement. We will review tips on improving cooperation and communication and tools to improve both. Attendees will walk away with very specific implementable tools the they can apply to their organizations. They will also be given statistics to help their business leaders understand the importance of employee engagement. 

Learning Objectives:

  1. 8 Drivers of Job Satisfaction and Employee Engagement
  2. Management’s impact on Employee Engagement
  3. What Successful and Engaged Team Environments look like

Sessions and speakers are subject to change.

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