Log in

    • June 29, 2021
    • 10:00 AM - 11:30 AM (CDT)
    • Virtual

    You have heard about the EEOC mediation program and the benefits of attempting the process, but what actually happens on the day of mediation? Join seasoned EEOC staff as they demonstrate a mock mediation which will show you how the EEOC’s mediation program can be your partner in workplace solutions.

    Learning Objectives:

    • Observe the EEOC’s mediation process.
    • Explore and understand the benefits of using the EEOC’s mediation program.
    • Discover how options can be generated during a mediation session.


    Katherine S. Perez

    Ernesto Escobedo

    Gwen Sneed

    Manuel Medina

    Danita Anderson-Richards

    Cecil Warren

    Click here for more information & to register

    • July 08, 2021
    • 11:30 AM - 1:00 PM (CDT)
    • Virtual

    Research on decision making reveals that when individuals are highly aware of their decision-making process, they can see how non-determinant data influences their thinking. This awareness mitigates bias in decision making by giving them access to a more extensive set of choices to reach their intended outcomes. Experiential learning is an integral component of the workshops and the participant development process. The workshops include simulated experiences that transform participant behaviors through awareness. The experiential learning model builds insights by having participants do the actions in a training space that will reduce the effects of bias on decision making. Learning Objectives In this initial workshop, participants will learn what unconscious bias is and how it affects their workplace relationships and decision-making. Through this workshop, participants will: Learn how priming bias works. See how bias can affect their choices at work. Conduct a personal social network analysis. Develop new practices and skills to minimize bias in business decisions. Participants will explore the following questions: What is bias? How does bias affect our lives and the workplace? What biases do I have? What tools are available to me to reduce the effects of bias in my workplace?

    Click here to learn more & to register.

    • July 13, 2021
    • 11:00 AM - 1:00 PM (CDT)
    • Sheraton Dallas Hotel by the Galleria - 4801 Lyndon B Johnson Fwy, Dallas, TX 75244 or VIRTUAL

    Back to The Future: Employee versus Employer Expectations in a Post COVID World

    Panel Discussion:
    Presented by: Sid Srivastava, Ariel Leonard, & Wendy Hatchell

    As many organizations are returning to the office, and many others still working through the planning to do so, please join our panel as we discuss what various organizations are experiencing. We will explore how a return to work plan is impacting engagement and performance, and how leaders are managing the strategy and communication for return to work policies.


    Ariel Leonard
    CHRO, Rug Doctor, LLC

    Sid Srivastava
    SVP & CHRO, Cinemark

    Wendy Hatchell
    VP of HR, McCarthy Building Companies'

    Click here to learn more and to register.

    • July 13, 2021
    • (CDT)
    • July 22, 2021
    • (CDT)
    • 4 sessions
    • Virtual

    As an HR Department of One (DOO) your wings have grown strong and your solo flights proven successful— now it’s YOUR time to stand out and shine.

    Invest in yourself, your future, and your career
    with the SHRM HR Department of One Specialty Credential.

    Are you an HR Department of One?
    Click here to learn more about this amazing opportunity!

    “The SHRM HR Department of One Specialty Credential gives you the information and empowerment you need to take your career to the next level and truly start making a greater impact in your organization."

    - Jennifer Currence
    MBA, SHRM-SCP, ACC, President, The Currence Group, LLC.

    • 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:


    • 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 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.