Certification CreditsPre-conference, two-day conference, and breakout sessions are being submitted for SHRM and HRCI credit.
This will be the LAST YEAR the Iowa State SHRM Conference will be offering pre-approved HRCI credits in 2018. Beginning in 2019, you will need to enter the conference or individual sessions on HRCI to apply for recertification credit. Look for more information at the conference.
Category Archives: Friday (7:15-8:30)
Participants will be refreshed on the employer’s legal obligations under the Family and Medical Leave Act. Participants will also hear about the centralization of all medical leaves of absence for 14,000 employees into the FSDS unit and what we have learned during this project. By the end of the session, objectives covered will include: 1) When has the employee “disclosed” a need for leave? 2) General leave requirements & leave entitlements. 3) How medical information can be used and how do we manage the medical documentation? 4) When FMLA overlaps with the ADA 5) Medical Leave centralization at the University of Iowa, the good, bad, and ugly? Examples will be provided and discussed regarding some of the most challenging cases at the University of Iowa.
- When has the employee “disclosed” a need for leave?
- General leave requirements & leave entitlements
- How medical information can be used and how do we manage the medical documentation?
- When FMLA overlaps with the ADA
Successfully blending the five generations currently in the workplace can be a tall order. Your HR leadership is essential in assisting all employees to better understand one another!
Our goal is to help support happier, dynamic, more productive employees while also maintaining focus on business, new laws and so much more.
Around the globe and in the U.S., today’s workers can have up to five different generations working side by side. And, productivity can decrease if your staff doesn’t understand the unique characteristics and talents each person/generation brings. After all, understanding and growing our talent and organizational culture creates opportunities for increase productivity, higher retention and better communications between staff and departments.
This highly requested interactive presentation covers strategic methods of improving employee morale, improving operational efficiency, increasing employee retention and improving employee productivity; how to find it, how to harness it and how to keep it. Important in all lines of work!
Millennials and Gen. Z get a special nod in this presentation- you’ll see why they deserve it in this fun, informative, interactive and fast paced session!
Over the past year there have been many changes in Fair Labor Standards Act regulations and enforcement. This presentation will summarize the changes implemented by the Wage and Hour Division of the US Department of Labor, and what could be on the horizon. Topics will include: “White Collar Overtime Exemption Regulations”, “Employment Relationship: Joint Employment and Independent Contractor Classification”, and “Interns, Tipped Employees’ Wage and Hour Opinion Letters”.
Inform attendees of changes to the to the Fair Labor Standards Act statute and regulations in order to ensure their firms are complying with the latest rules.
Click here to read more about this session
Roughly 25% of the US adult population has a criminal record. Applicants with a criminal history are still afforded certain rights under anti-discrimination laws, such as the Fair Credit Reporting Act (FCRA), Title VII and many more. Making a hasty decision to remove someone with a criminal record from the applicant pool can result in costly lawsuits that put your employment screening process under the microscope. This presentation provides step-by-step guidance to ensure you follow all necessary regulations when deciding how to proceed when an applicant has a criminal record.
- FCRA guidelines for employment screening
- EEOC guidance for Criminal Arrest and Conviction Records
- Best practice tips and policy considerations
- Document retention requirements
- State specific disclosure requirements
- Surnames and how they affect your reports
Are you looking for new strategies to turn your millennial employees into “rock star” performers?
Jeff and Randy have been doing just that for the past decade. Jeff brings 28 years of experience as a human resources professional, coach, and father of three millennials. Now, as a “headhunter” he finds himself successfully recruiting millennials for his clients. Randy, a millennial himself, has held leadership roles where he has inspired other millennials.
Through humorous anecdotes, live action role play, real-life stories and interactive participation, they’ve created a program which enables participants to learn what will unlock your millennials potential at work.
- Understand how to unlock the true potential of the millennial generation.
- Enable participants to develop a systematic plan to optimize the performance of millennials in their organization.
- Prepare participants to go back to their organizations and advocate to leadership that the millennials have the potential to be the next great generation.
- Motivate participants to stop complaining about the millennials and do something about it.
Effective managers are the key to any organization succeeding in today’s VUCA environment. Bring a creative edge to your organization and learn how to train and develop your managers to incorporate coaching as a key component of your performance management process.
During this session, we will explore: How to build a framework for updating performance management, how to make it meaningful without eliminating performance appraisals, how to improve the quality of employee development conversations by moving from a once-a-year conversation to a regular conversation.
- Learn how to foster a coaching culture that improves communications between managers and employees
- Learn a coaching process that takes the pain out of the annual performance review
- Learn a coaching mindset that facilitates an innovative approach developing effective employees
This specific session will focus on the SHRM competency of HR Technical Expertise and Practice, and target the key behaviors of consultation and business acumen.
In this session, participants will learn to proactively initiate (or adeptly respond to a request for) a “management coaching program.” Specifically, they will learn techniques to identify need, gather relevant data, leverage performance management, and communicate findings to senior management. They will learn key areas to consider and standard traps to avoid falling into. Finally, they will learn how to keep a program energized and permanently ingrain it into the organization’s culture, all the while communicating its success in the language of business.