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Top 5 Sessions at #SHRM18 in Chicago
This year’s SHRM Annual Conference has over 200 sessions and talks to choose from. That’s more than a little overwhelming but don’t worry, I’m here to help you separate the good from the great. Get the most from your time at the conference by filling up your SHRM schedule with sessions and meetings tailored for your position and skill level. And don’t miss these five must-see sessions if you’re an HR pro at the mid-stage of your career or higher.
Tsunami or Wave: The Washington Outlook for HR Public Policy
E450: Sunday June 17, 12:30 PM – 02:00 PM
As we head toward a pivotal mid-term election in November 2018, the Trump Administration and Congress face many HR public policy issues, each having a significant impact on the workplace. This session examines how these issues will affect you and your employees and how you, as an HR professional, can best engage and prepare for them.
Michael P. Aitken , VP Government Affairs at SHRM, hosts a session designed to catch you up on the latest HR news out of Washington, and to prepare you for the administration’s next moves on workplace legislation.
Developing Strategies for Managing Cognitive and Implicit Biases
S404: Monday June 18, 07:00 AM – 08:15 AM
Our brains are not perfect. Some of the qualities that help us succeed can get in our way because efficiency and speed often come at the cost of accuracy. Unknowingly, we take mental shortcuts that often lead us to make inaccurate assessments of situations and people. Add stress and a whole different array of short cuts and trade-offs emerge. This is the world of unconscious bias.
We all have implicit biases. Unpacking and dealing with them is the work of a lifetime, but it’s worth it because it means that when we make those biases conscious, we can make better and fairer decisions. Paul Meshanko, CEO of Legacy Business Cultures, hosts a session on creating practical, effective strategies to combat them.
Workplace Bullying IS Illegal: Bullying, Violence and Harassment (and How to Detect and Stop It)
E353BC: Monday June 18, 02:00 PM – 03:15 PM
OSHA’s definition of violence and the EEOC’s definition of harassment include workplace bullying, yet we insist we can’t solve bullying because it is legal behavior. A closer look at these definitions, mixed with the presenter’s real-world stories, will convince you otherwise. You will also receive step-by-step tips for surveying employees to make the business case for solving bullying, as well as actionable tips to do just that.
Bullying is all too common in the workplace, and in some sectors, it’s normalized. This session by Catherine Mattice, President, Civility Partners LLC, will break down what constitutes bullying, how to investigate it, and what your options are in responding to it.
How to Manage HR Data Globally Without Violating International Data Protection Laws
S106B: Monday June 18, 04:00 PM – 05:15 PM
Multinational employers are increasingly leveraging sophisticated, cloud-based solutions to manage their global workforce. HRIS databases provide great benefits, but also raise complex legal challenges. More than 70 countries now regulate the processing of employees’ personal data, including restrictions on cross-border data transfer. And in May of 2018, Europe’s landmark new data protection framework will take effect.
This hands-on session will guide you through the hazards of GDPR and other international data legislation, and help you get your data strategy into compliance. Its led by Philip Gordon, co-chair of the the Privacy and Background Checks Practice Group of Littler Mendelson, the nation’s largest law firm representing only management in employment law matters.
Benefits Compliance, Health Reform, and You
N227: Tuesday June 19, 10:45 AM – 12:00 PM
The Affordable Care Act, and it’s associated employer mandate, brought a renewed focus on benefit plan compliance requirements. It wasn’t just that the health insurance package had to meet certain guidelines – you suddenly had to comply with a complex web of regulations that required a new, more holistic approach to managing benefit offerings. We’ll examine the lessons learned, and discuss how to build a robust, compliant benefit management plan that can adapt to changes in the future.
Benefits compliance? Ugh. One of my least favorite topics. The ACA made employer health and benefit compliance immeasurably more complicated, but Mark Lam from Assurance Agency wants to help you navigate the mess.
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