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:
Speakers:
Katherine S. Perez
Ernesto Escobedo
Gwen Sneed
Manuel Medina
Danita Anderson-Richards
Cecil Warren
Click here for more information & to register
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.
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.
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.
And how to respond to:
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.
Speaker
Michael J. Mirarchi
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.
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:
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!
CTSHRM presents the 7th Annual HR Management & Leadership Conference at Tarleton State University.
Click here for more details.
By invitation only.
Agenda and room location to be shared as the date approaches.
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.
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.
.png)
.png)