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    • August 05, 2021
    • 8:30 AM (CDT)
    • August 06, 2021
    • 5:00 PM (CDT)
    • DallasHR Office 5001 Lyndon B Johnson Fwy. Ste. 800 Dallas, TX 75244

    Replace Liability with Credibility

    Returning Favorite! Even if you win an employment-related lawsuit, you lose!  The cost and loss to your employer – not just in legal fees but in management time, employee morale and public relations – can be significant.  As a human resource professional, you are in a unique position to help your organization avoid these problems.
    This fast-paced, highly interactive program provides situation-specific advice for handling the significant HR challenges that you experience on the job. You'll learn:

    • How to educate and support your management team through effective and ethical employee relations practices that minimize employer and personal liability
    • Scripted responses to use in sensitive situations and to prevent past events from being used to support future legal claims
    • How to avoid senior managers saying to you, “You should have anticipated this” after an avoidable legal claim
    Litigation-free leadership is a by-product of positive employee relations.  In this two-day dynamic program specifically designed for human resource professionals, an extensive array of employee relations scenarios will be covered, including:

    Best practices for handling:

    • personality and attitude problems
    • corrective action and discharge
    • potential & actual sexual harassment
    • generalized disparaging comments
    • previously unaddressed misbehavior
    • serious on- & off-the-job misconduct

     And how to respond to:

    • concerns about job security
    • discriminatory comments
    • personal hygiene complaints
    • requests for job accommodations
    • threats of violence and bullying
    • disclosures of medical conditions

    You will walk away with increased confidence in handling sensitive employee relations situations that, while difficult and uncomfortable, must be addressed carefully to prevent employee morale and legal problems.


    Michael J. Mirarchi

    Click here to learn more and to register.

    • August 12, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    As the legalization of marijuana continues to have a direct impact on workplaces across the country, the Substance Abuse and Mental Health Services Administration (SAMHSA) published guidelines for lab-based oral fluid drug testing (OFMG) on October 25, 2019. For many years urine testing has been considered by many to be a “gold standard” for drug testing. However, the OFMG now establishes a similar standard for oral fluid testing, which will likely motivate many HR professionals and employers to investigate how oral fluid testing compares to urine testing. This is particularly pertinent given that the legalization of marijuana in many states has created a new emphasis on recent-use detection in drug testing which SAMHSA believes may be more effectively accomplished with oral fluids.

    Click here to learn more & to register.

    • August 18, 2021
    • 7:30 AM - 4:00 PM (CDT)
    • Virtual or In Person

    Join SAHRMA at our 15th Annual Employment Law Conference and hear from the Keynote Speaker: James L Banks Jr., J.D. SHRM's General Counsel.

    Click here for more Information and to register:


    • August 25, 2021
    • 12:00 PM - 1:00 PM (CDT)
    • Virtual
    • 326

    As business recovers from the pandemic recruiting has re-emerged as the crucial HR issue of the day. Businesses of all sizes and industries are struggling to find the talent they need. The war for talent is likely back to stay for a while. The Federal Reserve projects unemployment rates in the U.S. at 4.5% by the end of 2021, and falling to 3.8% in 2022 and 3.5% in 2023.

    Join us in a panel discussion about these recruiting challenges and how companies can respond. Together we will look at:

    • The challenges we face in post-pandemic (and sometimes still remote) recruiting and interviewing
    • What companies are doing to respond to this talent crunch
    • The impact of the pandemic on recruiting budgets and how to build the business case for today’s recruiting challenges

      And more!

    Approved for 1 hour of HRCI & SHRM business credit.

    We will hear from a panel of three HR & talent leaders from diverse industries:

    After graduating from Texas Tech with a degree in Sociology, Justin attended Southwestern Seminary in Fort Worth to study Marriage and Family Counseling. While attending graduate school, he worked part time at Cellular World in the accounting department. When a position became available in Human Resources it seemed like a much better fit for his background. Since he lacked formal training in HR, Justin decided to attend courses at UTA to learn the basics of the role so that he could pursue certification. Cellular World promoted Justin to HR Manager and then to Director of Human Resources. He has worked in a variety of industries include medical, food and beverage distribution, and is now the Senior HR Business Partner for Freese and Nichols, a civil engineering firm based in Fort Worth. His primary focus is to enhance the candidate and employee experience throughout the lifecycle of their employment. This includes areas such as employee relations, training, HR technology, and employee engagement. From 2017-2018, he was blessed with the opportunity to serve as the President of Fort Worth HR. In 2019 he was recognized by the Fort Worth Business Press in their Top 40 under 40 program.

    Diana has over 25 years’ experience leading  and being a strategist in Talent Acquisition with focus efficiencies, best practice, innovation, and leading virtual teams.  She has held key corporate roles as a Managing Director and Vice President of Talent Acquisition, as well as starting her career as a Recruiter. She has significant experience in global consulting across many industries, including Hospitality, Entertainment, Oil and Gas, Financial Services, Electric, Retail, Technology and Utilities.

    Currently Diana leads Talent Acquisition for TDIndustries, one of the Southwest’s most admired companies and a leader in Mechanical Construction, Facilities Services, and Engineering.  Prior to this role, she held the position of Managing Director Talent Acquisition for FedEx. Where she led TA for their retail division with over 2,000 stores, 14,000 employees, $2B in Revenue and hired over 10,000 jobs annually.  In previous roles, as Principal for Riviera Advisors a global HR consulting firm, Vice President of Talent Acquisition for Wyndham Hotels and Resorts. As Director of Worldwide Recruitment for Westin Hotels & Resorts, she managed the global recruiting function that supported hotels in over 22 countries. She also was responsible for Executive Recruitment and College Relations for American General Hospitality and held corporate HR generalist roles for Embassy Suites, Inc. before the hospitality industry; she worked in other industries such as Healthcare, Executive Search, and the Army and Airforce Exchange Service.

    Diana has a Bachelor of Arts, Communications/Business Management from The University of Maryland - College Park and an Associates of Arts, European Studies, The University of Maryland - Munich Campus, Munich, Germany

    She has actively engaged in the Human Resources and Talent Acquisition profession by volunteering in key leadership roles in the community:  Board of Trustees - DallasHR (local mega chapter for Society of Human Resource Management), Founding member Association Talent Acquisition Professionals, member of DFW Texas Recruiter Network, CareerXRoads Colloquium, The Conference Board, and Society of Human Resource Management

    Past President the DFW Staffing Management Association (previously EMA), Board of Director positions for Woman’s Business Council Southwest, Talent Acquisition Executive Board/The Conference Board, SHRM Texas State Council and International Association of Corporate and Professional Recruiters, Wyndham External Diversity Board, Black Enterprise Magazine Board.

    Rose Ann Garza, SPHR, SHRM-SCP, is the Chief Human Resources Officer for Kerbey Lane Cafe. Prior to joining Kerbey Lane in 2006, Rose Ann spent years in the restaurant and hospitality industry working with Brinker International and Destination Hotel and Resorts. A member of Kerbey Lane’s Executive Leadership Team, she leads the execution of Kerbey Lane’s people strategy as well as builds organizational capability and team member culture to further enable Kerbey Lane’s growth and impact.

    In addition to her role at Kerbey Lane, Rose Ann currently serves on the Texas Society for Human Resources Management (Texas SHRM) Executive Team as State Director Elect strategically working support and guide the direction of the 32 chapters throughout the state of Texas. Rose Ann volunteers with the Austin Human Resource Management Association (AHRMA) where she has held the roles of President, President Elect and Vice President of Programs in addition to being active on several committees. Rose Ann is also an active member of the Society for Human Resource Management (SHRM). Rose Ann received a Bachelor of Arts from Texas State University and a Master of Fine Arts from The University of Texas at Austin. In her spare time, Rose Ann enjoys traveling, spending time with family and friends as well as cheering on the Texas Longhorns. Hook’em!

    • September 09, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Remote work, social distancing, and variable hybrid in-person/remote team configurations can leave everyone feeling demotivated and disconnected. Add in increased home demands and people can start “fraying at the edges.” This presentation addresses both the psychological and logistical challenges of keeping teams connected, focused, and engaged whether working remotely, in shifts, or in some hybrid configuration. Participants will leave with actionable insights they can begin applying immediately with no additional tools or training. Bonus benefit – these same practices can be used to improve both the “home team” and in-person team effectiveness as well!

    Click here to learn more & to register.

    • September 14, 2021
    • 9:00 AM - 1:30 PM (CDT)
    • Abilene Country Club

    Please join us for our September monthly general meeting of Big Country Society for Human Resource Management. 

    Discussing Employment Law Topics that Impact our Workplaces Today

    Featured Speakers:

    • Dustin Paschal - Partner, Simon Paschal PLLC
    • Paul Simon - Partner, Simon Paschal PLLC
    • Dr. Andy Little - Associate Dean, COBA, ACUHey S

    Click here to learn more & to register.

    • September 21, 2021
    • 8:00 AM - 5:00 PM (CDT)
    • Thompson Student Center at Tarleton State University Stephenville, Texas

    CTSHRM presents the 7th Annual HR Management & Leadership Conference at Tarleton State University. 

    Click here for more details. 

    • October 09, 2021
    • 8:00 AM - 5:00 PM (CDT)
    • Fort Worth Convention Center, 1201 Houston St, Fort Worth, TX 76102

    By invitation only.

    Agenda and room location to be shared as the date approaches.

    • October 14, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    The future workforce will consist of three segments: traditional, agile and Artificial Intelligence “workers.” The latter two are, by far, the faster growing, driven by employee preference, financial pressure and a necessary ability to pivot at moment’s notice. Within the next few years, 40% of a businesses’ workforce should be agile, deployable at any time. Jim Link will discuss steps HR leaders can take to rethink and redesign their employment models to ensure business sustainability. Learning Objectives: Understand why and how to make AI, robotics and automation a true employee segment, anticipating from it more than small 10-20% efficiency gains and, instead, using it as a scalable means of handling entire tasks and interactions. Uncover which functions are prime for agile workers, even core functions that can be completed as tasks and projects be contractors or AI rather than full- or part-time dedicated employees, and how to model what an ideal mix is based on the outputs your company needs. Learn how to set up an infrastructure for agile workers, starting with the hiring and evaluation processes. HR leaders need to start helping hiring managers think in these terms of what needs can be accomplished through a non-full-time employee and in breaking with the traditional way of evaluating workers – longevity and promotions can’t be the mechanism by which people are judged for a job. Learn how to tap into the existing agile talent pool and cultivate a network of talent through things employers have already been leveraging for years, such as alumni networks, reverse-mentoring and referrals. Companies need to effectively utilize these people and deliver an experience to them (in exchange for their output), and if they do so, they’ll have a group of people who are willing to gain their next work experience with them or come back in the future. Gain insight into how to sell the agile workforce into management and talent, as it’s generally a lucrative relationship for both. Companies can employ people on a more demand-based model, contract with talent with perfect skills for the task at hand and benefit from agile workers’ results-first mentality as they maintain their reputation. Workers can benefit financially, in diversity of work and work-life balance.

    Click here to learn more & to register.

    • November 11, 2021
    • 11:30 AM - 1:00 PM (CST)
    • Virtual

    To ensure all participants understand the rights of citizens to keep and bear arms per the U.S. Constitution’s 2nd Amendment, Texas authority to create and enforce laws related to weapons possession in public, and employers’ duty to provide safe and productive work environments. To reinforce the need for continuing education on the Texas Health and Safety and Occupations Codes, and the Occupational Safety and Health Administration laws regarding employee’s rights to a safe and healthy workplace, and employers’ responsibility to provide same. To emphasize the students’ understanding of the most basic and paramount safety values: Protection of property is subservient to the preservation of life, especially their own.

    Click here to learn more & to register.