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: Thursday (4:15-5:30)
On a daily basis, HR professionals and managers face difficult decisions. Some business, some personality, some personal. With this reality, this session will work through some common types of nightmare employees. Through interactive case studies, this session will require audience input and brainstorming to address some common problematic workplace behavior. From the disruptive rule follower to the sophomoric salesperson, this session will engage the audience with practice advice to address and mitigate the risks posed by the nightmare employee.
For many, Medicare is a confusing and unfamiliar topic. From a new set of guidelines, different products and a unique set of terminology and acronyms, Medicare seems intimidating to those new to the topic. However, with the Baby Boomer generation reaching retirement age and Medicare eligibility, many of our clients are hearing questions about Medicare, but lack the personal knowledge or resources to answer them. In this session, we will review Medicare basics, including basic terminology, eligibility, options for those who are or are thinking about retirement, and how human resources professionals can help answer employee questions. Additional resources and collateral will be shared to as a guide.
The objectives of this presentation are to provide attendees with a basic level of understanding regarding Medicare. We will review the program as a whole, options available to those who are or will soon reach Medicare eligibility and how to answer the most common questions related to Medicare.
Retirement plan sponsors face a challenge that is more complicated than it may appear in offering employees the opportunity to save at work. Employees need to retire. And employers need to provide this benefit in a cost efficient manner. Given the current legal environment, the stakes are high for understanding these challenges and reaching good answers.
Relative to employees saving in the plan: they are subject to the same pitfalls that challenge most investors, like lack of knowledge, poor decisions and regret. Employee education is critical in making this important benefit effective. Investor behavior, math and personalized goal planning are three topics that employers can share to drive improved choices and better results for savers.
As for the plan itself and its efficiency (or cost): unfortunately our financial system has created a maze that plan sponsors must navigate. The bright light needed for success in this regard is fee transparency, but ‘revenue sharing’ can make that difficult. Clarity on the true cost of the retirement plan requires identification of conflicts of interest and certainty as to how various parties are paid. Breaking cost into three distinct components: 1) investment expense, 2) administrative expense and 3) the cost of advice is a powerful way to measure actual retirement plan cost.
Over the past several years, the legal consequences of making a retirement plan available have increased in significance. Lawsuits against plan sponsors are common, and the Department of Labor has become more focused on retirement plans, in general. No matter what new regulations, if any, are finally implemented, a buzz word has been amplified in the retirement plan conversation: fiduciary. While it is important for fiduciaries to understand the applicable legal obligations, it is just as important to understand effective methods for retaining an outside advisor to provide advice, in an arena where conflicted advice can be common.
- #1 Saving for Retirement. Help retirement plan sponsors and employees understand the common pitfalls that retirement plan savers encounter and how to overcome them. A) Learn why stock market fluctuations lead to poor investing decisions: 401k savers often buy high, sell low and stay out, when left on their own. B) Explain the math showing that how much saved and how long one saves far outweighs other factors in achieving a successful retirement. In particular, the power of compounding may be a surprise for many people less familiar with investing. C) Demonstrate a useful tool that helps people plan and commit, which may act as a foundation for good investment choices, against the volatile securities markets: Shlomo Benartzi’s Retirement Goal Planning System.
- #2 Retirement Plan Cost Structures. Employers often have a difficult time understanding the retirement plan discussion, whether that concerns the jargon, proclaimed value or cost. Decoding revenue sharing practices is the best path toward finding transparency. This practice breaks retirement plan cost into three aspects: A) investment expense B) administrative expense and C) the cost of advice.
- #3 Legal Environment. Summarize some of the recent retirement plan litigation against retirement plan sponsors, which generally concerns a claim for breach of fiduciary duty under Employee Retirement Income Security Act of 1974 (or “ERISA”), especially the U.S. Supreme Court’s decision in May 2015: Tibble v. Edison International. Cover the current status of proposed regulation and the industry impact from the recently nullified Fiduciary Rule (What was the Department of Labor trying to accomplish?), as this environment impacts those tasked with fiduciary oversight of retirement plans.
Burnout is considered the occupational hazard of the 21st century. Yet many organizations still consider it an individual problem. The research however is very clear — burnout is a workplace issue that actually impacts an entire organization. Burnout’s effects can be seen in an organization’s attendance rates, attrition ratios, customer service scores and employee engagement metrics. It impacts an organizations ability to attract and keep talent – and it has a direct impact on an organization’s bottom line.
- Impact of burnout on an organization
- What organizations can do to become burnout resistant
- How leadership effects burnout
- Practical steps that everyone can take to reduce burnout
By: Amy Lasack, Judy Stoffel, and Gary Vogt
With the challenging workforce situation in Iowa, involvement in Industry Sector Boards has been one way employers are addressing the pipeline of workers as well as creating more awareness for the careers within their specific industries. Learn about the ICR IOWA Sector Boards and some of the innovative initiatives and programs these sector boards have implemented.
- Define Industry Sector Boards and benefits to the industry
- Provide examples of Industry Sector Board work to increase pipeline of workers and awareness of careers within specific industries
By: Anthony Arrington
To show HR and other leaders in charge hiring and managing people why D&I initiatives are a must, and arm them with data and case studies to take back to their organizations to leverage the initiatives.