Minding the Gaps In A Post-Performance Rating Environment
Much has been written about high profile companies like General Electric and Accenture doing away with annual performance reviews in favor of employees receiving timely feedback on an ongoing basis. Much less has been written about the pitfalls of such an approach.
Bryan Olson, CHRO, K&L Gates LLP and Deanna Fidler, CHRO, T. Rowe Price, explore those issues using their own organizations and experiences as concrete examples. They will explore why instead of getting rid of annual performance reviews, their organizations have put more structure around them.
Our panelists will shed light on the following topics:
Building Your Own High-Performing Team
Building a Talent Development Plan from the Top Down
Deanna Fidler Chief Human Resources Officer T.Rowe Price
Deanna Fidler is Chief Human Resources Officer for T. Rowe Price and is a member of the firm’s Management Committee, Executive Compensation Committee and Operating Steering Committee.
Prior to joining T. Rowe Price in 2015, Deanna was the chief human resources officer for Aetna, Inc., where she led global human resources strategies and operations for a firm of 48,000 employees operating in 16 countries. Previously, she was Managing Director for Human Resources and Training with Swiss Re, the global reinsurance firm headquartered in Zurich. Deanna came to Swiss Re from General Electric Insurance Solutions when that firm was acquired by Swiss Re in 2006. During her twelve year career at General Electric she held a variety of HR leadership roles. Her early professional career provided added experience on the commercial insurance, consumer, and retail industries from both a human resources and general operations perspective.
Deanna earned a B.S. in Business and a Master’s degree in human resources management. Deanna is involved with the American Heart Association’s Go Red for Women campaign and served as co-chair of the Forum in 2011 and co-chair of the Circle of Red in 2012. She currently serves on the Go Red for Women – Baltimore Executive Leadership Team and Circle of Red.
Bryan Olson is Chief Human Resources Officer of the global law firm, K&L Gates, LLP. The firm is comprised of more than 2,000 lawyers who practice in more than 40 fully integrated offices located on five continents, representing leading global companies in every major industry group, as well as public sector entities, educational institutions, philanthropic organizations and individuals. Bryan is responsible for the firm’s overall human capital and talent strategy, as well as the delivery of human resources services to colleagues worldwide.
With over 20 years of professional experience, Bryan previously held HR senior executive positions at Aetna and United Technologies Corporation (UTC). In those roles he gained substantial experience in international HR operations, employee relations, human capital management, M&A, HR consulting, HR information systems, talent development, total rewards, organizational design, HR policy, employment law compliance and process improvement. Prior to joining UTC, he was an executive compensation and employee benefits attorney at Skadden, Arps, Slate, Meager and Flom, and he also held several positions with Fidelity Investments.
It is time for our look ahead at the hot legal topics for 2016. Our seminar will feature three of the leading legal voices in the labor and employment law field, with an update on the legal topics that matter most to you.
Our panelists will shed light on the following topics:
Government Gone Wild: How to Comply with Aggressive New Initiatives by the DOL and NLRB
Retaliation: The New Frontier
The City Human Rights Law that Never Sleeps: Review of Major Developments under the NYCHRL
Rosemary Alito Executive VP and CHRO Time Inc.
Rosemary Alito is co-Chair of the firm’s 170-lawyer global Labor, Employment and Workplace Safety Practice. She represents management in disputes involving employment law and employee benefit law issues. Ms. Alito defends employers in litigation, including class action litigation, relating to employment discrimination, wage and hour, wrongful termination, harassment and employee benefit plan terminations. She also counsels on workplace policies and compliance.
Ms. Alito is an experienced litigator in trials and appeals in both state and federal courts. In 1999, the Trial Attorneys of New Jersey honored Ms. Alito with its Trial Bar Award for outstanding performance as a trial lawyer. She has served as lead counsel in the successful defense of class actions under ERISA and the LMRA involving multiple-employer welfare and pension trust funds, and trials of class actions challenging termination of retiree medical benefits. Her litigation experience in discrimination matters ranges from single-plaintiff cases to FLSA class actions and EEOC actions challenging company-wide and nation-wide policies.
Ms. Alito has written and spoken extensively on employment law issues. Her recent presentations have included a Glass Ceiling panel with former EEOC Chair Naomi Earp, an EEOC New York Region technical advice program on retaliation.
Ms. Alito has been listed in Best Lawyers in America in the areas of Employment Law (Management) and Litigation (Labor and Employment) since 1995, Chambers USA (First Band) and Super Lawyers’ Top 100. Law Dragon has named her as one of the 500 leading lawyers in the country. Since 2008, Human Resources Executive has named her one of the 100 most powerful employment lawyers in the country.
Brian Kaplan Partner
DLA Piper LLP
Brian Kaplan has more than two decades of experience representing employers and prominent senior executives in all aspects of employment-related litigation before federal and state courts, administrative agencies and arbitration panels.
His litigation experience includes defense of claims of discrimination, retaliation and harassment; disputes involving the enforcement of employment contracts and non-competition covenants; and tort claims such as fraud, breach of fiduciary duty, tortious interference and defamation. Brian also advises clients on a broad variety of subjects, including: terminations and other disciplinary actions; employment, consulting and separation agreements; investigations of alleged harassment and other employee misconduct; employment policies and practices; and litigation avoidance.
Brian has been selected as one of The Best Lawyers in America in 2013, 2014 and 2015 in the area of Litigation - Labor & Employment, listed among New York Metro Super Lawyers in 2013, 2014 and 2015, and recognized as a Top-Rated, AV Preeminent Lawyer in Labor & Employment by American Lawyer Media and Martindale-Hubbell.
Gena Usenheimer Partner
Seyfarth Shaw LLP
Seyfarth Shaw Headshots
Gena Usenheimer is a Partner in the Labor & Employment department of Seyfarth Shaw LLP’s New York office. Her practice focuses on a combination of single-plaintiff and complex litigation as well as on providing advice and counsel to employers in a wide variety of industries.
Ms. Usenheimer has significant litigation experience in both state and federal courts, in all manner of litigations, and has successfully defended claims of discrimination, hostile work environment and retaliation arising under federal, state and municipal laws. Ms. Usenheimer’s focus, however, is on defending employers in wage and hour class and collective actions. In addition to her litigation experience, Ms. Usenheimer regularly defends employers in administrative proceedings before various agencies, such as the U.S. Equal Employment Opportunity Commission, the New York State Division of Human Rights and the New York City Commission on Human Rights, where she assists clients in navigating through agency factfinding investigations. In addition, Ms. Usenheimer has represented employers in wage and hour audits as well as employee/independent contractor misclassification audits commenced by the U.S. Department of Labor and the New York State Department of Labor.
Based on her extensive experience, Ms. Usenheimer conducts training and counsels clients on a host of employment related matters, from wage payment and other wage and hour issues tobest practices with respect to compliance with state, federal and local laws, background checks and hiring, internal investigations, employee discipline and counseling, preparation of employee handbooks and employee terminations.
We will cover the art and science of strategic change management from the perspective of two prominent HR leaders. Both hail from venerable companies in midst of major transformations. However, the factors driving change at each company are very different, as are the prescriptions for adaption.
Time Inc. is undergoing change on many fronts, all of which impact its people. From the spinoff to the relocation to the powerful external forces associated with the transformation from print to digital, Time Inc. is swimming in a sea of change. It must move aggressively to train its existing workforce, and at the same time, attract top talent with the necessary digital expertise to complete this transformation. EVP and CHRO Greg Giangrande will talk about the strategic aspect of managing this magnitude of change.
Change is everywhere. It’s happening everyday on small scales, and if you’re part of an iconic, national brand like the Girl Scouts – change initiatives are occurring on far-reaching, ‘global’ scales. Against these backdrops, how will leaders know that change efforts are not monumental, expensive wastes of time? How can they be assured that the change will actually ‘stick’. More than dealing with resistance, it must be about making change non-negotiable. More than winning hearts and minds, it must be about accelerating the point at which an organization reaches the breaking point (i.e. revenue decline, irrelevance, loss of stakeholder trust) if they don’t change. CPO Joanne Rencher will share concepts and tools around creating this environment so that change is not only inevitable, but absolutely desirable once grounded in the right business strategies.
GREGORY GIANGRANDE Executive VP and CHRO Time Inc.
Gregory Giangrande is a C-Suite Human Resources executive with a deep generalist background in entertainment, news, business, sports and lifestyle multi-platform global media brands. Consistent track record of building smart, strategic and leading-edge HR teams and designing innovative solutions for global multi-media companies. Extensive experience in change management, developing and aligning talent strategies with digital innovation across multi-platform properties. Expertise in Talent Management, Staffing, Employee Relations and Labor Negotiations, Broad-based Compensation, Executive Contracts and Compensation, Learning and Development, Benefits and HR Technologies.
Currently the EVP and CHRO for Time Inc. Executive Officer and member of the global leadership team reporting directly to the CEO. Oversee all aspects of Human Resources for 7,000 employees and HR staff of 60 globally. Member of the executive advisory team that led the spin-off of Time Inc. to an independent publicly traded company. Liaison with the Board of Directors and Compensation Committee. Also write the weekly “Go To Greg” career advice column for the New York Post; appear periodically on “Good Day NY” television show and local news media outlets commenting on topical career and employment matters.
In his weekly NY Post column, Go To Greg, he shares career advice. He also frequently appears on local media such as Good Day New York to comment on career and employment issues.
Before joining Time Inc., Giangrande held executive leadership roles in HR at News Corporation (Dow Jones/The Wall Street Journal & HarperCollins), The Hearst Corporation (Hearst Books Division), and managerial level HR leadership positions at Conde Nast and Random House, specializing in staffing, employee relations, labor negotiations, compensation, learning and development, and benefits.
JOANNE RENCHER Chief People Officer
Girl Scouts of the USA
With more than 22 years of experience across the profit, non-profit, domestic and global arenas, Joanne brings a wealth of executive leadership experience to her roles.
She began her career in a bond insurance company – Financial Guaranty Insurance Company (FGIC) – as part of the GE/GE Capital conglomerate. She won several leadership and other awards during her tenure at FGIC.
With the opportunity to work with and for leading-edge innovators in the GE business, Joanne accepted a role as a Human Resources Manager supporting a dedicated client group, which began her move through progressively responsible roles in the field.
In 2001, she was recruited to build a global human resources unit from the ground floor, and nearly 7 years later, Joanne was leading a matrixed team on 4 continents and in 6 countries for the first public-private partnership to work on advocacy and vaccine research/development for an AIDS vaccine – the International AIDS Vaccine Initiative (IAVI).
Most recently, Joanne worked for the American Red Cross – a role that exemplifies the emerging strategic role of human capital management in the nonprofit sector. She held both human resources and P&L responsibilities as a member of the executive team at the largest regional office. During her tenure, the volunteer population more than quadrupled through the design and implementation of a new volunteer database, a technology project co-led by Joanne and the Chief Administrative Officer. A As an executive leader at the American Red Cross, Joanne was tapped to serve as the Acting CEO of a Red Cross Chapter during a period of great challenges and just as many opportunities.
She currently serves as the Chief People Officer of the national office of the Girl Scouts of the USA. In this role, Joanne has responsibilities for the strategies and execution of the human resource function for the Girl Scouts - including talent acquisition, talent management, organizational development, and total rewards. Joanne also serves as a member of the Executive Team partnering with her colleagues on organizational strategies and initiatives for the Girl Scouts Movement.
Our three esteemed panelists hold senior HR roles, have law degrees, and currently wear (or previously wore) HR and legal hats at the same time. They will tell us how their legal backgrounds have shaped their perspectives as HR executives. And, you are likely to be surprised by what they have to say. Rather than being more cautious, our panelists are often able to take bolder action based on their legal experience.
ADAM KOKAS Executive Vice President, General Counsel, Chief Human Resources Officer and Secretary Atlas Air Worldwide Holdings, Inc.
In his role, Mr. Kokas’ responsibilities include leading the company’s global legal, regulatory, compliance, corporate ethics, human resources, executive compensation and benefits strategy and execution. Adam joined the company as Senior Vice President, General Counsel, and Secretary in October 2006. The following year he took on responsibility for the company’s Human Resources department. He was appointed to Executive Vice President in 2014.
Mr. Kokas serves on the Board of Directors of several AAWW subsidiary companies, including Atlas Air, Inc., Polar Air Cargo Worldwide, Inc., a joint venture with DHL Express, and Titan Aviation, a dry leasing subsidiary.
In addition to his corporate responsibilities, Mr. Kokas is the Chairman of the AAWW Political Action Committee. He is also the Chairman of the Cargo Airline Association and the Airlines for America Law Council (each a non-profit trade organization).
Prior to joining Atlas, he was with Ropes & Gray LLP, where he was a partner in its Corporate Department, focusing on general corporate, securities and business law. Prior to joining Ropes & Gray, Mr. Kokas was a partner at Kelley Drye & Warren LLP.
Mr. Kokas earned his bachelor’s degree from Rutgers College, and is a cum laude graduate of the Boston University School of Law, where he was an Edward M. Hennessey scholar. He is a member of the Bar in New York and New Jersey.
HOWARD TIEGEL General Manager & Head of Human Resources, America Sumitomo Mitsui Banking Corporation (SMBC)
Howard Tiegel is General Manager and Head of Human Resources, Americas at Sumitomo Mitsui Banking Corporation (SMBC), and is a human resources executive and employment attorney with a distinguished 20-plus year career transforming organizations with strategies to increase teamwork, productivity, compliance and profitability, while reducing risk and cost. At SMBC he is engaged in the oversight of the Bank’s and subsidiary companies’ talent acquisition and development, total rewards, employee relations, expatriate services, employee communications, HR operations and HR business partner functions.
Before joining SMBC, Howard was President and CEO of GlobalBridgeHR, a unique human resources consulting firm which advised foreign-owned corporations on building outstanding HR platforms, practices and processes. Prior to that, Howard was the Chief Human Resources Officer and Senior Legal Counsel of Marubeni America Corporation.
Spending the first part of his career as an attorney with a leading national employment law firm, Howard advised both domestic and foreign-owned corporations ranging from 10 to 100,000 employees on a full range of workplace law topics, always focusing on positive HR solutions that prevent legal problems.
Howard earned his Bachelor of Science degree in Industrial and Labor Relations from Cornell University and Juris Doctor and Master of Business Administration degrees from Hofstra University.
ANDREW UPTON Head of Employee Relations and HR Legal, Americas Standard Chartered Bank
Andrew M. Upton
Andrew M. Upton has been practicing employment/labor/human resources law for over 30 years. He has litigated in Federal and State Courts across the United States, from trials to appeals up to the U.S. Supreme Court and has represented management in dozens of arbitration proceedings and before the Equal Employment Opportunity Commission and multiple state discrimination agencies.
Andrew has been in the financial services field since 1987, first at Prudential Financial’s Legal Department and then in Human Resources as Director of Employee Relations and Corporate Development. He spent 13 years in Citigroup’s Employment Law Department advising Human Resources and Management regarding employment issues in Citi’s Global Transaction Services business and its Smith Barney retail brokerage division. His last two years before joining Standard Chartered was in the Legal & Compliance Department at Morgan Stanley Smith Barney where he handled all aspects of employment law for most of the firm’s East Coast branches.
Andrew has an undergraduate degree in Economics from the City College of New York, a Masters Degree in Education from NYU and his JD from Brooklyn Law School.
He is currently Standard Chartered Bank’s Head, Employee Relations & Human Resources Legal, Americas, and is based in New York City.
Using Assessments to Drive Better Outcomes In Hiring And Development
You will hear the perspectives of three seasoned HR executives. Collectively, the panelists have experience and expertise across several of today’s leading assessment tools - from NBI to Hogan to Predictive Index and beyond.
Our panelists will discuss how and when assessments are effective and when they could be misleading, confusing and counter-productive. They will share their personal experiences and the assessments they use for promoting self-awareness, driving positive behavioral change, encouraging collaboration, and building efficient work teams.
They will also discuss the extent to which assessments have helped them to achieve remarkable gains in hiring and retention metrics.
In short, you will learn the good, the bad, and the useful in this jam-packed 90 minute seminar.
Carla Vilar VP, Human Resources, Worldwide at Orion Holdings, a division of Interpublic Group
Carla joined Orion in 2012. Six months later, her role was expanded to include all offices outside the U.S. Shortly thereafter, she was promoted to Vice President. Since joining the organization, the company has more than doubled in both size and billings. During her tenure, she has revolutionized the way the company recruits, hires and develops talent based on behavioral assessments. In addition, she has developed the global sales training program, created an employee diversity group within Orion, formalized an employee exchange program and implemented a global communications strategy.
Prior to joining Orion, Carla served as Director of Human Resources for two digital agencies experiencing exponential growth. One of them, agency.com was recognized as the first interactive agency in the U.S., and for its time was the largest digital agency in the world. It was purchased by Omnicom and later incorporated into TBWA.
Carla’s success is defined by her ability to project a company’s growth path and match incoming talent appropriately. She has an innate ability to perceive an employee’s strengths, and use them to both the company’s and the employees’ advantage. Earlier in her career, Carla worked as both a recruiter and an associate producer in broadcast production. Her job at Orion combines the skills of both worlds.
Arturo Pagán Deputy Director and Chief HR Strategic Partner at United Nations Population Fund (UNFPA)
Arturo has worked at UNFPA for over 10 years as Human Resources Specialist, then Chief of the Learning and Career
Management Branch before becoming the Deputy Directory. As Deputy Director, Arturo leads leads the Strategic Partnering Branch overseeing a group of seven HR business partners who provide strategic HR support in each of the Region they cover.
Before joining UNFPA, Arturo worked as a Human Resources Officer with the International Fund for Agricultural Development (IFAD) in Rome, Italy and as a Senior Program Officer with the Institute for International Education in Washington, DC supporting USAID-funded development initiatives.
He is currently a board member of AHRMIO, the Association of HR Managers in International Organizations, and is a member of SHRM and ATD (formerly ASTD).
SVP, Leadership Development Executive at Merrill Lynch Wealth Management / Bank of America
Shavit is responsible for the talent strategy, leader development, organizational design, performance management, assessment
design, and executive coaching. Shavit also drives cultural transformation work and regularly designs and delivers leadership and change management workshops.
Shavit joined Bank of America in early 2007 as a Global Markets Learning and Leadership Development Consultant, looking at strategic business initiatives as they relate to talent management, performance, and leadership development. In 2008, Shavit became the Leadership Development Executive supporting U.S. Trust, focusing on executive coaching and organization effectiveness, strategic talent management, and enhancing sales performance. In addition, she led the talent assessment and organizational design process for Global Wealth Management during the Merrill Lynch transition. From 2010 to 2014, Shavit supported GWIM Technology and Operations and Technology Infrastructure.
Prior to joining Bank of America, Shavit worked at Personnel Decisions International as a Senior Consultant and the Director of Leadership Development. At PDI, Shavit partnered with global organizations to evaluate pivotal talent constraints and create integrated systems for measurement, development and talent management processes to enhance bench and align current and future leaders with organizational vision.
Francine Esposito Partner in the Labor and Employment Practice Group at Day Pitney LLP
Ms. Esposito has been a labor and employment practitioner for more than 20 years. Ms. Esposito regularly represents employers before various administrative agencies, at labor arbitrations, in employment-related litigation, and conducts harassment and other workplace investigations.
Ms. Esposito also has extensive experience in designing and conducting training for employers on a wide array of employment-related topics, including but not limited to, harassment and discrimination awareness, diversity, FMLA, interviewing and hiring, wage and hour compliance, conducting internal investigations, effective documentation, effective employee relations, and union avoidance.
Ms. Esposito also regularly provides advice to employers regarding all aspects of the employment relationship, including but not limited to: discrimination, harassment, and retaliation, leave and accommodation issues, union avoidance, administration of collective bargaining agreements, discipline, discharge, and reductions in force, effective policies, severance, employment and non-compete agreements, sackground checking, and wage and hour practices.
Daniel Feinstein Partner in the Labor & Employment Practice Group of Davis & Gilbert
Daniel A. Feinstein is a partner in the Labor & Employment Practice Group of Davis & Gilbert. Mr. Feinstein has extensive experience working with corporate clients to find cost-effective business solutions to employment issues. He regularly advises and
counsels clients on a broad range of employment matters, including terminations, reductions in force, disciplinary actions, sexual harassment and other workplace investigations, whistleblower complaints, employee privacy issues, restrictive covenants, wage and hour issues and employment policies.
In addition, he represents employers in wrongful termination and other employment disputes in both federal and state courts, as well as before federal, state and local employment-rights agencies in race, sex, age, disability and other discrimination cases. Mr. Feinstein has also obtained numerous favorable rulings on behalf of the firm’s clients in non-compete, trade secret and related restrictive covenant litigations in various industries, including financial services, advertising and market research.
In addition, Mr. Feinstein has substantialexperience negotiating and drafting sophisticated employment agreements and separation agreements on behalf of both companies and executives.
He also frequently provides seminars to clients on employment issues, including sexual harassment and other preventative management strategies. Mr. Feinstein has been recognized by The Legal 500 U.S. 2013 for his knowledge in the area of labor and employment.In addition, Mr. Feinstein has repeatedly been selected as a Super Lawyer by New York Metro Super Lawyers.
HOW HR CAN CAPITALIZE ON THE LABOR MARKET RECOVERY'S ANOMALIES
The Economy's Paradox For Older Workers And The Employers Who Hire Them
The 63rd HR Network Breakfast Seminar will focus on the challenges and opportunities created by the historically slow Post-Great Recession labor market recovery. This comes right on the heels of the prestigious Federal Reserve Bank symposium in Jackson Hole, whose theme was “Re-Evaluating Labor Market Dynamics". We are excited to present the points of view of the academic, the federal government and the economist.
We will delve into the disproportionate impact the recession has had on certain demographic categories. For instance, the havoc created by the Great Recession has created a paradox for older workers and the employers who hire them. Employers need to know what compensation packages and working conditions will attract and retain the best older workers.
Never before have workers over 55 been so educated and diverse. And never before have they had so little bargaining power. Cutting edge research will be presented on how older employees adjust to demands in the workplace, including new skill acquisition.
Our seminar will put the labor market's performance during the most recent economic cycle in its proper historical context. Building on that, we will hear expert forecasts of what is to come. We will also take a look at industries and occupations that have fared best and worst, and discuss those that are most likely to show leadership in the years to come.
MARTIN KOHLI – Bureau of Labor Statistics
Martin Kohli, the Chief Regional Economist in the Bureau of Labor Statistics’ New York Office, will put a statistical perspective on the long road to recovery.
He has presented talks on the regional economy, emphasizing the importance of demographic issues, to numerous groups. His article on the healthcare industry in New York City was published in the Monthly Labor Review and cited in The New York Times. He is keenly interested in the consequences of the aging of the population, both in the nation and in the New York area, and in the changing geographic division of labor. The New York Times, The New York Post, Newsday, NY1, WNYC and other newspapers and radio stations have interviewed him.
He graduated from Northwestern University, where he majored in philosophy, and earned his Ph.D. in economics at The New School, where he studied under Robert Heilbroner. He has taught macro and microeconomics, international trade, and quantitative methods at several colleges.
When he is not working, Martin Kohli enjoys hiking, going to plays, and listening to Mozart.
Contact Information: Kohli.Martin@bls.gov
TERESA GHILARDUCCI – The New School
Teresa Ghilarducci is a labor economist, author and nationally recognized expert in retirement security.
Teresa holds the Bernard L. and Irene Schwartz Chair in economic policy analysis and directs the Schwartz Center for Economic Policy Analysis (SCEPA) at The New School.
Ghilarducci joined The New School in 2008 after 25 years as a professor of economics at the University of Notre Dame. Her most recent book - When I’m Sixty Four: The Plot Against Pensions and the Plan to Save Them – investigates the loss of pensions on older Americans and proposes a comprehensive system of reform. Her previous books include Labor's Capital: The Economics and Politics of Employer Pensions, winner of an Association of American Publishers award in 1992, and Portable Pension Plans for Casual Labor Markets, published in 1995.
Ghilarducci received her PhD in economics from the University of California at Berkeley. From 2007 to 2009, she was the Wurf fellow at the Labor and Worklife Program at Harvard Law School. She currently serves as a member of the Board of Directors of the Economic Policy Institute, a non-partisan think tank in Washington, D.C. that works to include the interests of low- and middle-income workers in economic policy and as a distinguished senior fellow at Demos, a non-partisan public policy research and advocacy organization.
Nancy Gill is the Chief People Officer at Sitrion, a technology company whose products aim to make "work" better. Sitrion's platforms and products enable great companies of all sizes to unleash the full capability of the talent within their organizations - boosting employee engagement, productivity and connectivity across the enterprise.
According to Nancy, great research over many years proves that employee engagement impacts company performance. More engaged employees drive better results. In this session, she will discuss the role of enterprise social technology in boosting levels of employee engagement and increasing productivity and connectivity.
Nancy came to Sitrion after leading the HR function for the Investment Bank at JPMorgan Chase, supporting over 28,000 employees globally. She also brings eight years of experience from the National Football League where she was the Senior Vice President of Human Resources, responsible for establishing and leading the League's strategic HR functions. Nancy is passionate about empowering leaders to achieve greater levels of success. She holds a BA in Fine Arts from Kean University and an MBA from Fairleigh Dickinson University.
When Leveraging Social Technology, A Few Ounces of Prevention Are Recommended
Francine Esposito, a partner in the Labor and Employment Practice Group at Day Pitney LLP, represents employers in all aspects of labor and employment law.
In her eye-opening presentation, Francine will review that, despite the many benefits of social media, some organizations’ “head first” leaps into social media often come with some unintended legal consequences. For instance, failing to make clear to employees that the employer owns their work-related social media accounts can result in an employee using the social media presence they created while employed by one employer for the benefit of another. Similarly, encouraging employees to engage customers on social media may invalidate such employees’ non-compete or confidentiality agreements.
Employees’ social media use can also result in a myriad of unintended negative consequences both to themselves and their employer, including but not limited to disclosure of their own personal information (which may result in discrimination or harassment against them), damage to their reputation, violation of harassment and other employer policies, disclosure of company confidential information, creation of liability under various legal theories (including but not limited to false advertising claims due to positive comments about their organization without disclosing the material fact of their employment). And this is just the tip of the iceberg….
MANAGING A REDUCTION IN FORCE TIED TO LARGE SCALE M&A
Bryan Olson, VP HR Operations & Integration and Head of HR, Consumer Products & Enterprise Marketing at Aetna, will share his insight as an attorney and an HR executive on how to most effectively conduct separation conversations in a caring way. Aetna completed the $7 billion acquisition of Coventry Health Care in May 2013. Bryan will share his experiences with merging the 14,000-employee Coventry unit with the 35,000-employee parent company.
Through examples and practical guidance, Bryan will discuss best practices in planning and conducting termination meetings and handling the potential aftershock with remaining team members. He will cover unique situations such as reductions in force tied to M&A activity, plant closures and international facilities. And, Bryan will explore the dangers of unprepared managers and unscripted employee communications and share practical advice to lessen risk.
THE PAYOFF FROM SHOWING COMPASSION AND DECENCY
Andrea Weinzimer, Senior Vice President of Human Resources and a member of the Executive Management Board at Hachette Book Group, will cover “Termination with Dignity” from an HR, not a legal, point-of-view, telling you the details from planning for individual as well as group terminations to what happens the day of.
You will see for yourself why Andrea received the HR Network’s HR Hero of the Year Award in 2007 for showing outstanding compassion and decency to employees while still getting the job done. When accepting the award, Andrea said: “I think that one key role of HR is to let people leave an organization with their heads held high and with their dignity as much intact as when they walked in. Because, really, they’re moving on to another chapter in their lives, so this isn’t the end of something. It’s really the beginning of something else for them. If we can ease the way for them, good for us.”
THE LEGAL PERSEPECTIVE OF BOTH MANAGEMENT AND THE EMPLOYEE
Brian Kaplan, a partner in the Employment Practices and Litigation group at Kasowitz, Benson, Torres & Friedman LLP, represents clients in employment-related litigation, and provides advice on a broad variety of subjects including: terminations and other disciplinary actions, employment, consulting and separation agreements, investigations of alleged harassment and other employee misconduct, and employment policies and practices. With approximately 75% of his practice spent representing employers and the other 25% representing senior executives, Brian will critically examine termination decisions from the perspectives of both management and employee. He views his role as three-fold: advising on the law, assessing risk, and formulating practical, creative solutions to employment problems.
Brian will share some of his best practices for navigating the termination process to maintain employee dignity and avoid unnecessary litigation. Brian has been selected as one of The Best Lawyers in America in the area of Litigation - Labor & Employment, listed among New York Super Lawyers 2013, and recognized as a "Top-Rated, AV Preeminent" Lawyer in Labor & Employment by American Lawyer Media and Martindale-Hubbell.
RETALIATION: STRATEGIES FOR AVOIDING TODAY’S MOST POPULAR EEOC CHARGE Daniel A. Feinstein, Partner in the Labor & Employment Practice Group of Davis & Gilbert will focus his remarks on how you can avoid retaliation claims. Since 2000, the number of claims filed with the EEOC each year alleging unlawful retaliation has roughly doubled, and retaliation is now the most common type of discrimination alleged nationally. Given that retaliation claims are among the biggest risks facing employers in every industry, it is critical that employers take steps to reduce exposure to retaliation claims.
Fortunately, there are numerous proactive steps that an employer can and should take to make retaliation claims easier to defend, and perhaps more importantly, to help reduce the odds of such claims being made in the first place. Our discussion will explore this dangerous area of employment law and focus on steps employers can take to reduce their legal exposure.
ACCOMMODATING DISABILITIES IN THE WORKPLACE: BEST PRACTICES Holly H. Weiss, a Partner at Schulte Roth & Zabel LLP, represents employers in all aspects of employment law. Holly will talk about the interactive process employers are required to engage in with employees about how to communicate with employees about these matters, and about what sorts of accommodations employers must provide. The discussion will address how to reduce litigation risk, limit liability and increase productivity and morale.
Holly will also talk about some recent legal developments that affect employers in New York City and make it easier for employees to prevail in litigation on these types of claims.
IMMIGRATION HIGHLIGHTS AND IMMIGRATION REFORM UPDATES Pierre Georges Bonnefil, a Member of the Firm at Epstein Becker Green in its Labor and Employment practice, will discuss several of the key issues that are bubbling up on this topic, like the mandatory use of E-Verify, an increase in ICE (Immigration and Customs Enforcement) raids and site visits, an increase in contradictory state laws resulting in constitutional challenges, additional I-9 audits, and the possibility of an increase in immigrant Visa numbers, to name a few.
He will provide guidance on potential new immigration issues facing employers in these uncertain times. Pierre will also have a few things to say about the prevailing political winds in Washington. President Obama recently met with key business leaders and has promised to put immigration reform at the top of his domestic agenda.
Kenneth A. Finneran, currently Chief People Officer - Americas, has been leading the strategic, human resources function within the Americas region for Hellmann Worldwide Logistics, Inc. since January 2006. Prior to that, from 2001 to 2005, Mr. Finneran was Founder, President & CEO of ICM - Intellectual Capital Management, an international consulting firm headquartered in Wroclaw, Poland, specializing in HR and organizational consulting. Previously, Mr. Finneran worked as Consultant to the President for a major, central European pharmaceutical
company and as a manager for two large, multinational HR services companies. He has held key management roles for companies in the U.S., Germany, and Poland and is a much sought after speaker at summits and conferences on topics of leadership, management, corporate social responsibility, change management, creativity and innovation, strategic HR, talent management, entrepreneurship, employee engagement and cultural aspects in business dealings.
He is a Member of the Advisory Board for Miami-Dade College’s School of Continuing Education & Professional Development, Florida State University’s Center for HR Management, Keiser Career College and the Casimiro Global Foundation. He is also a Senator & Lifetime Member of Junior Chamber International, Board Member of HR Connections, Founding Member of the Foundation for Corporate Social Responsibility in Europe as well as a Mentor for the DBC Young Professionals of Doral (YPOD). A proud father of two, Julia (11) and Oskar (10), he resides
with his wife, Alba, in Doral, FL. About Hellmann Worldwide Logistics, Inc. Founded in 1871 in Osnabrueck, Germany, Hellmann Worldwide Logistics, the global logistics network, operates in 443 branches in 157 countries and employs in excess of 19,000 dedicated people to serve our customers worldwide. Hellmann Worldwide Logistics, Inc. provides a full array of logistical support services including air, ocean and domestic freight forwarding, customs brokerage, contract logistics and other value added services. Following the principle of “Thinking Ahead - Moving
Forward”, it is the company’s goal to promote service customization and to meet the continually changing needs and expectations of its customers.
Peter Fragale is the SVP/Chief Human Resources Officer of CenterLight Health System. He began his health executive career at NYC Health & Hospitals Corporation in 1995 and was responsible for administering its network background investigations, until taking on a promotional
opportunity for HHC’s Generations+ Health Network. He joined CenterLight Health System in 2003 taking on various roles in human resources, was promoted to Vice-President in 2006 and his responsibilities were expanded, as he became the Chief Human Resources Officer in 2009.
Peter holds a B.S. in Criminal Justice and possesses certification in EEO studies. He is a member of Vistage International, a leading executive think tank organization. Peter is an expert baker, who often delights his staff with his creative sweet and savory delights. He enjoys his free time with his wife and five children.
Alessandra Cavalluzzi is Senior Manager of Community Relations for MSC Industrial Supply Co. in Melville, NY. In 2005, Alessandra developed and implemented the program’s strategic vision and business plan, which led to the formalization and creation of the Community Relations Department.
In her role, Alessandra manages planning and coordination of all of MSC’s charitable contributions and company-supported events. She is responsible for community involvement and associate volunteer initiatives for MSC’s 6,000 associates in the U.S. and Canada.
Alessandra is responsible for developing strong relationships with local and national nonprofit partners, including the United Way, the Ronald McDonald House, and Island Harvest to help build the corporation’s relationship with the community-at-large. Through this network with nonprofit institutions, she is able to ensure MSC’s participation in those organizations that complement the company’s strategy and satisfy associates’ interests.
Prior to assuming her current position in 2006, Alessandra served as a product operations manager, project manager for the database department, and instructional designer for the corporate training department.
Prior to joining MSC, Alessandra held a variety of positions, including one in employee benefits at Travelers Insurance Company.
Evelyn Rodstein is a recognized authority in Leadership, Talent Management, and Organizational Transformation. She has spearheaded leadership, talent, and organizational effectiveness initiatives for 5 Fortune 100 companies, KPMG and entrepreneurial companies. She advises at the CEO level, creating business transformation by aligning strategy, leadership, culture, organization design, and performance management. She has led large as well as start-up departments, creating innovative, results-oriented programs.
She is a recognized expert in executive coaching, team alignment, and off-site facilitation, grounded in clinical experience of what drives individual and organizational change. Most recently, she was Chief Talent Officer at Greystone & Co., where she coached the company’s divisional CEOs. She built strategy and people processes to enable this entrepreneurial organization to respond to market growth. During her tenure as Chief Talent/ Development Officer at KPMG, she led her department to the number two ranking in Training Magazine. Her programs were recognized as benchmarks in the profession.
As head of Leadership/Talent/Organizational effectiveness at corporate and divisional levels at KPMG, FleetBoston, JP Morgan Chase, JP Morgan, Deutsche Bank and Bankers Trust, Evelyn partnered with senior management on large-scale organizational change efforts, including: moving from product to client focus, collaborating across silos, and developing talent to manage business complexity. An expert in complex global mergers involving multiple legacy cultures, she helped lead the integration process for the Bankers Trust/Deutsche Bank merger, working with the executive committee and top 100 managers on the strategy and vision for the new firm. She was a key member of the JP Morgan/Chase merger team, helping to build the chairman-led leadership program for 2000 managing directors to align strategy, vision,
and culture. Evelyn has worked with many executive teams on group effectiveness, strategic off-site design, management committee and board issues. She has initiated multiple senior leadership programs with action learning components, utilizing senior management as teachers. She has built numerous strategy-linked life cycle curriculums, talent and performance management processes. She has been an executive coach for all levels from the C-Suite to high potentials.
At Fleet Boston, she led leadership, executive recruiting, and compensation/benefits as an integrated strategic function. As HR head for both Bankers Trust Global Private Bank and Securities Processing, she upgraded the entire talent base and transformed the businesses into vertically integrated profit centers. Evelyn’s extensive expertise in coaching and team building is grounded in her early experience as a clinician. She has taught graduate school and published original research, co-authoring a major textbook. Evelyn has been a valued speaker at the Conference Board, Fortune Magazine and done several global simulcasts for IBM. She has been a board member of the New York Human Resources Planning Society, The Conference Board Council on Executive Development and the Wharton Advisory Board for Executive Education and the New York City Leadership Academy.
Richard (Dick) Beatty, PhD, is professor of Human Resource Management at Rutgers University and a member of the Core Faculty of the University of Michigan's Executive Education Center. Dick is the author of a number of books and is a co-author of The Workforce Scorecard and The Differentiated Workforce: Transforming Talent into Strategic Impact.
Dick will cover "The Next Generation of HR Metrics." Measuring HR has long been a challenge. CEOs want cost reductions and CFOs want cost justification of HR. These are the wrong issues. We should be asking what is the deliverable of HR and how can we gauge the Firm's progress in impacting these deliverables? The workforce is also the deliverable of HR and in today's "brainware" world the workforce is the primary source of value creation for many firms. Metrics that evaluate the creation of a value-adding workforce and how effective HR and line managers create customer and economic value through the workforce are critical to build great, sustainable organizations. The assessment of workforce effectiveness through HR and leadership is the focus of this session.
The U.S. healthcare industry is among the world’s most heavily regulated industries. Employers and other entities must comply with a myriad of federal and state laws impacting health care, including the Affordable Care Act and HIPAA. With the re-election of President Obama, health care reform under the Affordable Care Act is here to stay, at least for now. Full implementation of health care reform is less than a year away. In 2013, the most important aspect for employers is the "employer shared responsibility" or "play or pay" requirements. Under these requirements, "large" employers must offer "minimum essential" coverage to full-time employees and their dependents or pay a penalty. Even employers that offer coverage may pay a penalty if that coverage does not provide "minimum value" or if it is not "affordable." The IRS recently released guidance providing additional detail and direction for employers as they address the play-or-pay provisions. Our estemed panelists will give you inside information you might not get elsewhere:
Pia D. Flanagan, Partner, Executive Compensation & Employee Benefits Group, Baker & McKenzie LLP.
Due to the flurry of healthcare-related regulatory activity, employers are currently faced with several
Pia D. Flanagan
legal compliance challenges. Among them is the employer mandate under the Affordable Care Act. In 2014, certain large employers will be faced with penalties for failing to provide health care coverage to full-time employees or for failing to offer coverage that is affordable or that provides minimum value. The Internal Revenue Service recently issued comprehensive proposed regulations that give much needed guidance and clarity to employers. Pia will discuss this new guidance which assists employers in determining whether they are subject to the “pay or play” requirements and under what circumstances an employer will be assessed penalties. In addition to healthcare reform, during 2013 employers also will need to focus on their compliance obligations under HIPAA and the HITECH Act. The Department of Health and Human Services released omnibus final regulations in January 2013 implementing the HITECH Act requirements of HIPAA’s privacy and security rules. These regulations have significant ramifications for employers who sponsor group health plans and their business associates. Pia will provide a brief overview of the key changes and identify the primary compliance challenges for employers who sponsor group health plans and their business associates.
Joseph Berardo, Jr. serves as CEO and President of MagnaCare, one of the largest regional Health Plan
Services companies in the country. Joe deals with hundreds of employers and has a different perspective from our other panelists. As we know, HealthCare Reform is redefining the rules we have always lived by, but we need to consider whether the Exchanges will really work. Some of the trends Joe would like to discuss include:
The evolving market focus on Alternative Care Delivery and Alternative Funding Arrangements.
A cultural shift in the acceptance of Narrow Networks (especially high quality ones)
Hospitals and Physicians will continue to jockey for position regarding ACO structure.
Infrastructure is needed to “plug” into product.
Data needs to be converted into “actionable Information” for provider, patient and plan sponsor.
Mike Thompson, Principal, PriceWaterhouseCooper’s Human Resource Services Practice. Healthcare reform has changed the landscape of healthcare benefits permanently. Mike will provide insights into
the key provisions that are influencing employer strategies. Some areas covered will include how employers are evaluating how to play and when to pay, new opportunities and challenges tied to evaluating private exchanges, bringing healthcare consumerism mainstream, bringing greater accountability to wellness and dialing up new healthcare delivery strategies. In addition, he will discuss major compliance issues and the likely future directions as health reform continues to evolve. Mike serves as one of PwC's national thought leaders for health strategies for the health industries practice including as a leading subject matter specialist on health reform. He has participated on the steering board of the World Economic Forum "Working for Wellness" initiative and for over a decade has been a leader in developing and promoting collaborative cross-sector health industry initiatives.
Changes are happening quickly. Our panelists will bring you up-to-the-minute news of what is likely to affect your job in 2013. In this special analysis, we'll take a look at what the election means, where we go from here and what you can be doing now to prepare. As they often say inside the Beltway, elections have their consequences. For the past few years, it seems as though much of the HR executive's role has revolved around legal issues and budgets. The turmoil is just beginning! This seminar will address the issues that you will be facing in 2013 and 2014. Time will not allow us to address every issue in detail. However, you do not want to miss what this informative, prestigious and diverse panel has to say about immigration and labor and employment priorities.
Pierre Bonnefil, a Member of the Firm at EBG in their Immigration Practice, will bring you up-to-date as of January 2013 and discuss the issues that seem to be bubbling up. Computer-savvy investigators are going after employers left and right. This is a big topic that will only get more intense. Pierre will focus on worksite enforcement; immigration compliance; state immigration laws; comprehensive immigration reform and related topics. He will also provide guidance on potential new immigration issues facing employers in these uncertain times. These might include:
mandatory use of E-Verify
an increase in ICE (Immigration and Customs Enforcement ) raids and site visits
an increase in contradictory state laws resulting in constitutional challenges
additional I-9 audits
the possibility of an increase in immigrant Visa numbers
Proskauer Partner in D.C., Leslie E. Silverman
Proskauer Partner in D.C., Leslie E. Silverman will tell you what to expect in Labor and Employment and EEO. She keeps her ear to the ground and will tell you the latest. Leslie formerly served as the Vice Chair of the EEOC, for five years as Labor Counsel in the U.S. Senate, and was a member of the U.S. Delegation to the United Nations' Committee on the Elimination of Racial Discrimination, will discuss the new Administration's top labor and employment priorities and what HR Executives can expect from both the EEOC and the Department of Labor. Ms. Silverman will also discuss the impact of the election on the 113th Congress and whether employers can expect to see Congress ramp up oversight or pass new legislation.
Deloitte’s not-yet-released annual survey of employers and employees, done in partnership with Forbes was presented by Tom Morrison, the Head of Deloitte’s Total Rewards program. The study includes:
the retention of critical workforce segments,
the causes of retention,
turnover red zones,
what employees find meaningful,
generational issues, and
the impact of leadership on retention.
An employee engagement, retention and performance roadmap was presented by Denise Spencer, VP Human Capital, for AAR MRO Group (airline servicing) in Miami. She showed us:
the five most important areas to consider and the drivers for each area.
for example, empowerment, development, relationship with management, and relationships with co-workers
how you can identify and reengage the disengaged and even use co-workers to help with engagement.
Denise has over 400 open positions, making it critical that she is able to recruit and retain highly trained blue-collar workers for airline maintenance. Her roadmap is a device that can be used in any organization.
A personal approach to the topic was presented by Cindy Durning, SVP, HR & Employee Services for Scholastic Inc., Cindy covered:
how the HR profession has changed from decade to decade (employee advocacy in the 70s and 80s, management advocacy in the 90s, and so on),
what you can do specifically to motivate people (with real-life case studies of very large issues),
how HR can be more flexible within the limits of the law, and
how you can take a stand and influence the action in your organization.
Her observations are based on over 20 years of executive-level experience in publishing, financial services, retail and education/not-for-profit.
Our moderator for this event was Rob Hellmann, VP and Associate Director of The Five O’Clock Club Guild of Career Coaches, senior Five O’Clock Club career coach and one of 22 Five O’Clock Club coach contributors to our new 350-page book, WorkSmarts: Be a Winner on the Job, which was given to all attendees.
Is your HR function the driving force to ensure that your organization has the leadership system and expertise to cost-effectively employ people? If not, your organization will never achieve all it could and all it should.
The first step in effectively positioning HR in your organization begins with providing a crystal clear understanding of its purpose. The purpose of HR is to insure the cost effective employment of people. Everything else you do is subordinate to that, such as determining the right number and the right kind of people. Amazingly, although we’re more than a decade into the 21st -Century, the field of HR still does not have a clear understanding of its purpose. Only when HR has clear understanding of its purpose, and has specific tools, methods, systems and expertise, will it be able to position itself as what the organization needs – a true expert in managing the performance of people.
John Roulet is a dynamic presenter who has received rave reviews from audiences. He is an HR executive and author of a highly acclaimed management book. He has also been published by Forbes and other prestigious business publications. Through this workshop, you will learn:
the 21st-Century and correct description of the purpose of HR: the purpose that your CEO and your organization’s shareholders want HR to have.
discussion points for you when you meet with your CEO to begin the process of repositioning HR
HR’s deliverable to the organization.
the two most important skills modern business leaders must have.
the critical skills and the tools, methods, systems and expertise that will enable you to begin the exciting journey of positioning HR as it should be.
This workshop will provide you with the basics of:
a training class that you can immediately deliver to the leaders in your organization.
a sample HR plan you can use to develop your own plan to position HR as the driving force ensuring that your organization has the leadership system and expertise to cost-effectively employ people.
HR can play a key role in increasing workforce output without increasing people costs. Your CEO wants to hear how you are managing workforce productivity in all areas of the organization and you need to learn the “nuts and bolts” required for leaders to effectively drive staff performance, business process performance and strategic performance.
HR may not be addressing the implications of the aging of our workforce:
Older workers are not necessarily being used to the best of their abilities.
Younger workers are being squeezed out of the job market.
Organizations are not capturing in an intelligent way the knowledge of the older workers so it can be passed on.
America is facing an unprecedented demographic shift. Historically low birth rates combined with increasing life spans are creating an older society. The Bureau of Labor Statistics finds that labor force participation will grow far more rapidly among older workers than among younger workers.
Younger workers are being squeezed out of the labor force as older workers stay on and the unemployment rate remains high. 80% of workers intend to work after retirement, and the traditional notion of retirement, where one stops working completely and enjoys leisure time with friends and family, is obsolete. How can we get the most from our older workers? What is the impact on the younger workforce? How can we protect our organizations from the knowledge gap that will occur when the older workers do retire?
The Facts:Martin Kohli, the Regional Economist for the U.S. Bureau of Labor Statistics will tell you the facts about the workforce population and the projections, including information by industry. You will learn some of the hidden impacts of the aging workforce on your organization. Martin will also talk about the competition between generations for a much smaller number of jobs, and the lifetime impact on the younger generation of being excluded.
Harnessing the Potential of Your Maturing Workforce:Lynne Morton is a globally recognized, award-winning consultant on talent management and author of the Conference Board publication, Managing the Mature Workforce. If you think that you are under-utilizing your mature workers, or not sure how your mature workers can fully contribute to organizational performance and culture, you’ll want to hear Lynne Morton’s perspective and advice. Lynne will discuss the key considerations for HR in managing a mature workforce: how to appreciate the contributions that mature workers make to organizations… how to manage the real issues of a multi-generational workforce… how to fully engage all workers. Learn how to enhance your organization’s effectiveness and create a more engaged workforce.
Capturing the Knowledge of Your Knowledge Workers:Ryan Harris, Esq. SPHR is the Chief Human Resource Officer for MetroPlus Health Plan, an organization where 25% of the workforce is over age 50. Many long-term staff members are the sole proprietors of the knowledge it takes (including what seems intuitive to them) to manage their jobs. Mr. Harris has managed the development of a system for capturing the knowledge in his organization (technical, organizational, intuitive and tacit). He will describe their very effective knowledge repository system to convert individual memory into institutional memory and the steps that it took to get there.
Our moderator for this event is Renée Lee Rosenberg, senior Five O’Clock Club career coach and author of The Five O’Clock Club book, Achieving the Good Life after 50, which will be given to all attendees.
An Elite Panel of Employment Law Leaders, never before on the stage together:
On the defendant’s (employer’s) side:
Ronald Green, a Co-Founder of Epstein Becker & Green, P.C., and founder of its national Labor and Employment practice.
Betsy Plevan, Partner in the Labor & Employment Law Department of Proskauer, co-head of both the International Labor & Employment Group and Class/Collective Action Group
On the plaintiff’s (employee’s) side:
Wayne Outten, the founding and managing partner of Outten & Golden LLP, one of the preeminent law firms representing employees.
Anne C. Vladeck, of Vladeck, Waldman, Elias & Engelhard, P.C., focusing on workers and civil rights cases.
And moderator: Cynthia Estlund, Catherine A. Rein Professor of Law, New York University School
of Law, who has written on a wide variety of topics in labor law, employment law, and workplace governance.
Ronald Green is a Co-Founder of Epstein Becker & Green, P.C., and founder of its national Labor and Employment practice. He is resident in the New York office. An accomplished trial attorney of international reputation, Mr. Green represents multinational and domestic corporations, defends corporate executives and sports and entertainment luminaries, particularly in sensitive and highly publicized litigation, and advises on a wide variety of labor and employment matters.
Mr. Green is one of the pioneers of the use of preemptive litigation in suing current and former employees, and others, who threaten to bring legal proceedings of an extortionate nature against the firm’s clients. He also is an innovator in the use of the federal Declaratory Judgment Act to protect clients’ business interests that may be at risk from disaffected employees.
Among the more than 100 cases that Mr. Green has tried to conclusion were a number of significant class actions, which are rarely tried and in which complex econometric models were used with great success. He often is sought by other law firms to lead their litigation teams in cases of unusual complexity.
Mr. Green has represented prominent companies and individuals in a range of industries and businesses, including David Boies, the renowned litigator; Bill O’Reilly, the author and FOX television personality; the New York Knicks basketball organization; NBC; Morgan Stanley; and The McGraw-Hill Companies. Although financial institutions and the media represent a significant portion of his clients, Mr. Green’s representation spans a cross-section of industries, as well as a host of U.S. and foreign trade and business associations, including:
The German-American Chamber of Commerce
The International Chamber of Commerce
The Keidanren (Japan Federation of Economic Organizations)
The Korean Society
The Japanese Chamber of Commerce and Industry
The U.S. Chamber of Commerce
A member of EBG’s Hispanic Business Group, Mr. Green’s affiliations with the Hispanic community are both personal and professional. His maternal family hails from Buenos Aires and remains mostly in Argentina. He has represented a number of Hispanic owned companies and has lectured frequently in Latin America, as well as in Europe and Asia, on conducting business in the United States. Mr. Green has traveled extensively throughout all of these regions.
Building on EBG’s achievement in co-founding the International Lawyers Network, which now consists of more than 90 law firms on six continents, Mr. Green led the firm’s Labor and Employment practice as it successfully trail blazed and continues to expand the use of global affiliations with law firms that are able to provide employment- related representation for multinational companies worldwide, including firms in Argentina, Brazil, and Mexico, as well as in China, Japan, and Korea, and throughout the European Union and the United Kingdom.
Prior to co-founding EBG, Mr. Green gained substantial labor regulatory experience while working for the U.S. Department of Labor. As wage and hour trial counsel and as civil rights counsel for the Department’s Office of Contract Compliance, and thereafter as head of the Civil Rights Division, he helped author many of the agency’s regulations. Mr. Green also played integral roles in the litigation and settlement of the landmark AT&T case and the Steel Industry Consent Decree. Previously, Mr. Green served as a captain in the U.S. Army Judge Advocate General (JAG) Corps.
Mr. Green teaches courses in labor law and equal employment law and policy as a member of the adjunct faculty of the Cornell University School of Industrial and Labor Relations. He has been a consultant to the U.S. Secretary of Labor and the American Arbitration Association.
In addition to lecturing extensively throughout and outside the U.S., Mr. Green is a prolific author. He is a co-editor of the HR Banker Newsletter, and has written and co-authored numerous articles for legal and business publications, including:
“The Employer’s ‘Sue First’ Strategy: In high stakes litigation, ‘preemptive strike’ has produced results,” The New York Law Journal.
“Contract Modification or Cancellation and Breach of Contract Defenses in Times of Economic Crisis” (White Paper) (co-author)
“Circuit City Stores v. Adams: The End of the Long and Winding Road to a National Policy Favoring the Arbitration of Employment
Disputes,” The Journal of American Arbitration, Tulane Arbitration Institute, Vol. 1, No. 2 (co-author)
“The 1992 State by State Guide to Human Resources Law,” Panel Publishing (co author)
“Negligent Hiring, Fraud, Defamation and Other Merging Areas of Employment Liability,” Bureau of National Affairs
“New Trends And Developments in Employment Law,” published by Visual Education Corp. for its Career Information Service
“Executive Guide to EEO Laws,” Hill & Knowlton
“Affected Class Relief and the Contract Compliance Program,” Employee Relations Law Journal, Vol. 1, No. 3, published by Executive Enterprises
“The Equal Employment Compliance Manual,” Callaghan Law Book Company
“Equal Employment Opportunity: Laws and Regulations Impacting on the Banking Industry,” Bank Personnel Division, American Bankers Association (co-author)
“Comparable Worth—The Compensation Issue for the 1980s?” Industrial Relations Research Association Series
“Trends in Age Discrimination Litigation,” reprinted from the Proceedings of The New York University 35th Annual National Conference on Labor, Matthew Bender & Company, Inc.
Mr. Green is a member of the Board of Directors and the Executive Committee of the American Jewish Congress. He also is a member of the Franklin Lodge of the Order of Free Masonry. He is active in the alumni associations of New York University, Brooklyn Law School, and The George Washington University Law School.
Mr. Green has been included in Chambers USA (2002 - 2011), The Best Lawyers in America (1987 - 2010), and Who’s Who Legal: The International Who’s Who of Business Lawyers (2002 - 2011). He has also been selected for inclusion in New York Super Lawyers - Metro Edition (2006 - 2009).
Mr. Green, who is (reluctantly) retired from formula auto racing, maintains collector car museums. He also is a collector of antiquities.
LL.M., George Washington University Law School, Labor law, 1973
J.D., Brooklyn Law School, honors program, Law Review, 1968
B.S., New York University School of Commerce, 1965
Ph.D., University of Cincinnati, Pending
Betsy Plevan is a Partner in the Labor & Employment Law Department, co-head of both the International Labor & Employment Group and Class/Collective Action Group, and a former member of the firm’s seven-person Executive Committee. She has built her practice handling all types of labor and employment litigation, as well as counseling clients in employment matters. In addition to maintaining her active practice, she recently completed a two-year term as President of the New York City Bar.
Betsy’s practice includes representing clients in such diverse industries as banking and finance, health care, entertainment, publishing and consumer products. She spends considerable time representing leading law firms in counseling and litigation assignments. She has handled both single plaintiff and class action lawsuits involving issues of discrimination, harassment and employee benefits matters. Betsy has successfully tried a number of jury and non-jury cases in New York and elsewhere in the U.S., and her trial work has been recognized by her induction as a Fellow of the American College of Trial Lawyers. She also has argued more than 50 appeals in state and federal courts, and she has been elected a member of the American Academy of Appellate Lawyers.
Betsy has been involved in representing employers in sexual harassment matters for many years. Noteworthy cases include, among others, her retention by Meritor Savings Bank to handle the remand of the landmark Supreme Court case in this area. She also handled, on appeal, the landmark case in which the New York Court of Appeals reversed a $4 million punitive damages award against the magazine Penthouse on the ground that no punitive damages are available under the State Human Rights Law.
In the employee benefits area, Betsy has handled class action lawsuits involving alleged breaches of fiduciary duty, COBRA violations and termination of retiree benefits. She also has extensive experience counseling employers on litigation avoidance and sexual harassment investigations and training management employees in these areas.
Betsy is frequently quoted in national newspapers, legal and other trade publications and has appeared on television to discuss employment issues, especially sexual harassment suits, about which she has lectured and written extensively.
Boston University School of Law, J.D. magna cum laude
Editor, Boston University Law Review
Wellesley College, B.A.
Lawdragon “3000 Leading Lawyers in America” 2010
Top 100 New York Super Lawyers 2010
Top 50 Female New York Super Lawyers 2010
New York Super Lawyers 2010
Fellow, American College of Trial Lawyers
Fellow, American Academy of Appellate Lawyers
Fellow, College of Labor & Employment Lawyers
“Nation’s 100 Most Powerful Employment Attorneys,” Human
Resources Executive, Lawdragon 2010
“100 Best Lawyers in New York,” New York Magazine
50 Most Influential Women Lawyers in America, National Law Journal
The International Who’s Who of Management Labour & Employment Lawyers
Best Lawyers in America 1993-2012
“Best of the Best,” 2009 Euro money Expert Guides
ORT Jurisprudence Award
American Jewish Congress Louis D. Brandeis Award
Boston University Law School, Silver Shingle Award for Distinguished Service to the Legal Profession
Jewish Theological Seminary, Simon Rifkind Award
John J. McCloy Memorial Award, Fund for Modern Courts
Milton Gould Award for Outstanding Oral Advocacy, The Office of the Appellate Defender
Human Relations Award, Anti-Defamation League Lawyers Division
Whitney North Seymour Award, Federal Bar Council
NYLPI Law & Society Award
Wayne Outten is the founding and managing partner of Outten & Golden LLP. His practice focuses exclusively on representing individuals in all areas of employment law. He co-chairs the firm’s Executives and Professionals Practice Group.
Mr. Outten has lectured extensively on employment law, especially on negotiation, mediation, and arbitration of employment disputes, on employment and severance agreements, and on retaliation and whistleblower claims. He is a widely published author whose work is frequently found in legal and popular publications.
Mr. Outten was selected by his peers as one of the “Best Lawyers in America” for at least 20 years and as one of New York’s Super Lawyers for many years - where he is listed as one of the Top 100 lawyers in New York. He was selected for the Lawdragon 500 Leading Lawyers in America in 2006 and for the Lawdragon 500 Leading Plaintiff Lawyers in America in 2007. Best Lawyers designated him “Lawyer of the Year 2010” for Labor and Employment Law - New York.
Mr. Outten is a founding member of the Executive Board of the National Employment Lawyers Association (NELA) and served on its Board for more than 11 years; he is co-chair of its International Law Committee. He founded the New York affiliate of NELA and was its president for more than 15 years. He is a co-founder and officer of Workplace Fairness, a charitable/educational organization.
He was a founding Governor of the College of Labor and Employment Lawyers (1996-2003). Mr. Outten served on the Council of the Section of Labor and Employment Law of the American Bar Association (2000-2008), is co-chair of the Section’s Membership Development Committee, was Liaison for the Section’s Committees on Employment Rights and Responsibilities and Pro Bono Work, and was the employee co-chair of the both the International Labor & Employment Law Committee and the Employment Rights and Responsibilities Committee
He is an active member of the New York State Bar Association’s Labor & Employment Law Section, is on its Executive Committee, and was co-chair of its International Labor & Employment Law and Alternative Dispute Resolution Committees. He is a member of the Employment Disputes Committee of the CPR Institute for Dispute Resolution. For almost 20 years, he was a member of the Board of the New York Civil Liberties Union (and its Nassau chapter), and he was a member of its Executive Committee.
Mr. Outten’s notable cases include a recovery of $12 million in a gender discrimination/retaliation case against Morgan Stanley in federal court and (with partner Larry Moy) a $18.9 million arbitration award in a breach of contract case against Deutsche Bank - one of the largest arbitration awards in an employment case.*
Mr. Outten received his B.S. from Drexel University in 1970 and his J.D. from New York University School of Law in 1974, where he was an Arthur Garfield Hays Civil Liberties Fellow. He was admitted to the New York bar in 1979. He was a law clerk for U.S. District Court Judge Gus J. Solomon, District of Oregon (1974-76) and was an instructor at the NYU School of Law (1976-1978). He was an associate and then a partner at Lankenau Kovner & Outten, LLP (1979-1998).
He is a member of the bars of New York, the United States Supreme Court, the Southern and Eastern Districts of New York, and the Second Circuit Court of Appeals.
*Prior results do not guarantee a similar outcome.
Anne C. Vladeck
Anne C. Vladeck is a partner at Vladeck, Waldman, Elias & Engelhard, P.C. where she focuses her practice on employment matters, including discrimination, sexual harassment, defamation, union-side labor law, and litigation. In addition to being an adjunct faculty member at Columbia University Law School, Ms. Vladeck is the President of the Federal Bar Council Inn of Court, a trustee of the Federal Bar Foundation, and a member of the Professional Discipline Committee of the Association of the Bar of the City of New York. Ms. Vladeck received her B.A., magna cum laude, from the University of Pennsylvania, and her J.D. from Columbia University School of Law. She has previously served as an adjunct faculty member at Fordham and Cardozo Law Schools. She regularly speaks on employment law and related topics at the Practising Law Institute, ALI/ABA, ABA, NYSBA, and N.Y.U. Conference, among others.
University of Pennsylvania, B.A., magna cum laude, 1975
William J. Milani (in the dark suit sitting on the right) is a Member of the Firm, EpsteinBeckerGreen, in the Labor and Employment practice, in the New York office. He heads the firm’s International Employment Law group and is a Vice-Chairman of the firm’s Board of Directors. Mr. Milani is actively engaged in the private practice of labor and employment law exclusively on behalf of multinational and domestic corporations, with particular experience representing clients in the financial services industry.
Advises employers in a variety of industries in all facets of employment law, including compliance with EEO laws and other statutes governing the workplace
Counsels employers on the prevention of personnel disputes, employee discharge and discipline and the development and implementation of personnel policies and procedures
Has significant experience with the preparation of employment agreements and noncompeting arrangements, the development of severance plans and policies and the employment- related issues attendant to mergers and acquisitions, reorganizations and alternative dispute resolution
Counsels multinational companies on the unique labor and employment law issues they face
Conducts training around the world concerning harassment, diversity and EEO issues
Mr. Milani is on the adjunct faculty of the Cornell University School of Industrial and Labor Relations, where he teaches courses concerning human resources and the law. He has lectured extensively throughout the United States and overseas, and is the author of numerous publications on employment law issues.
On the plaintiff’s (employee’s) side: Douglas H. Wigdor, a founding partner of Thompson Wigdor & Gilly LLP.
As a former Federal Law Clerk in the Eastern District of New York, Assistant District Attorney and senior lawyer at one of the nation’s largest and most prominent management-side labor and employment law firms, he has extensive trial experience in both state and federal court having successfully tried numerous cases in both venues.
Unlike many employment lawyers, Mr. Wigdor routinely tries cases in federal and state court as well as arbitrations at FINRA and the American Arbitration Association. Some of his recent verdicts include:
A $23.72 million arbitration award on behalf of the former Chief Financial Officer of Six Flags;
A $7.5 million verdict in a disability discrimination case against Wal-Mart one of the largest verdicts ever in a single plaintiff case under the Americans with Disabilities Act;
An approximate $8 million verdict on behalf of the former Editor-in-Chief of the Source Magazine who was retaliated against after she complained of gender discrimination;
A $2.25 million verdict on behalf of a former employee of Nassau County whose due process rights were violated.
Due to his trial abilities and prior verdicts, Mr. Wigdor has been able to settle amicably hundreds of other matters for a combined value of well over $100 million.
Two peer review studies, The Best Lawyers in America and Super Lawyers, have recognized Mr. Wigdor as one of the nation’s leading labor and employment lawyers. Mr. Wigdor has also received an AV rating from Martindale-Hubbell indicating that his peers rank him as one of the preeminent lawyers in the labor and employment field.
Mr. Wigdor’s handling of numerous high profile cases has resulted in frequent appearances on national television and being quoted in world-wide publications. Recently, Forbes Magazine documented in a cover story Mr. Wigdor’s representation of a group of women in a gender discrimination class action against Citigroup. In connection with that representation, Mr. Wigdor coined the phrase "Recessionary Discrimination" to characterize the growing trend by companies of using mass lay-offs to cover-up the discriminatory treatment and/or impact on groups of women, people of color and those over 40.
Mr. Wigdor has been interviewed on Nightline, Good Morning America, The Today Show, CNN American Morning, Your World with Neil Cavuto and many other television shows including regular appearances on CNBC, ABC News, CBS News and NBC News. Mr. Wigdor is frequently quoted as a legal expert in newspapers and magazines including The New York Times, Wall Street Journal, London Times, Daily Telegraph, London Independent, USA Today, New York Post, Daily News, EuroMoney and Der Spiegel .
Mr. Wigdor is also a lecturer, editor and author of articles on employment and criminal related subjects, having been quoted frequently in the New York Law Journal, presenting lectures to various Bar Associations and publishing articles in numerous journals. Mr. Wigdor has the rare qualification to practice law in both the U.S. and U.K. as a qualified solicitor in England and Wales. Mr. Wigdor’s practice focuses on litigation and counseling of individuals and companies in connection with a wide array of employment issues, criminal matters and international issues:
The former CEO of one of the largest environmental remediation companies;
a group of people of color in a race and national origin claim against Bank of America;
Individual women in an alleged gender discrimination class action complaint against Dresdner Kleinwort;
The former Tour Manager of ‘NSYNC’ in a lawsuit against ‘NSYNC’;
Numerous investment bankers against their Wall Street employers and in conjunction with negotiating employment and severance agreements;
Several employees in claims of race discrimination against Radianz, Reuters and Equant;
A marketing expert in an age discrimination case against a hedge fund; and
Several celebrity models, actors, actresses and well-known chefs in various legal disputes.
Prior to founding Thompson Wigdor & Gilly LLP, Mr. Wigdor was a senior lawyer in the Labor and Employment Section of Morgan, Lewis & Bockius LLP where he litigated cases on behalf of Fortune 500 clients on issues relating to a broad range of U.S. and U.K. labor and employment matters. While at Morgan Lewis, Mr. Wigdor headed the international labor and employment practice; regularly performed sexual harassment prevention and diversity training, including training to television commentators and financial executives; and acted as co-counsel in the successful defense of one of the nation’s leading defense industry contractors accused of age discrimination before a jury trial in federal court.
Based upon Mr. Wigdor’s expertise in labor and employment law, he was appointed to the Arbitration Panel of the Eastern District of New York. Mr. Wigdor has also held legal positions at the United States Securities and Exchange Commission, the United States Senate, the Washington, D.C. Corporation Counsel and the United States Attorney’s Office for the District of Columbia.
Social Media is everywhere and it’s affecting HR professionals. HR can leverage the popularity and possibilities of social media,while mitigating risks, both legal and otherwise, and measuring the effectiveness of any social media tools you may use. Social media can expand your reach and visibility and it can also waste your time, so find out how best to use it. Even though it may appear to be free, there is a labor cost – and many risks – involved.
On our panel we have a:
A social media guru
A social media legal expert, and
A compliance manager who developed the social media policy for a large company.
You will find out how to:
create value for your organization
develop corporate policies
Steven Z. Ehrlich is Global VP, Client Development and Campus Recruiting for TMP Worldwide.
Fueled by an addiction (and brand loyalty) to Diet Coke, Steven has spent the past 18 years as a complete "tech geek." As an early adopter of everything from the Apple Newton, AOL and the Compact Disc to Satellite Radio, Twitter and the iPhone, Steven has focused on the use of emerging tools and technologies to enhance both brand articulation and recruitment for a multitude of organizations including Exelon, Wal-Mart, Deloitte, Verizon, Areva, Disney, Enterprise Rent-A-Car, and Yale University.
Steven is constantly on the move, both in the office and out, working with TMPers and clients alike to explore, develop, and implement strategic initiatives leveraging social media, new technology, and innovative employer brand delivery channels. He is one of the agency's thought leaders and is often found in front of a crowd - large or small - yakking away about some new thing-a-ma-jig or a socially-enabled whos-a-what- sis.
Steven also brings campus marketing, brand articulation, Web site development and software development experience to his work at TMP Worldwide. While founder and President of Apply Technology, Steven created Apply!, the breakout product that revolutionized the online college and graduate school application market. Used by more than 750 colleges and universities, Apply! was the market leader in application technology from its inception. In 1996, Steven sold Apply Technology to The Princeton Review where he continued to manage it until 1998, when he left to head U.S. News & World Report's Education Group. At U.S. News, Steven was responsible for the marketing and further development of the U.S. News College Rankings as well as other related products and services, including the Getting into College kit and the U.S. News.edu website. Steven was also the founder and former President of the online college advising service PureAdvice.
Steven is a member of The Society for Human Resource Management (SHRM) and the National Association of Colleges & Employers (NACE). Steven has authored white papers for recruitment-related organizations such as NACE's Future Directions Task Force. Steven's past professional affiliations include the National Association for College Admission Counseling (NACAC), The American Association of Collegiate Registrars and Admissions Officers (AACRAO), The National Association of Graduate Admissions Professionals (NAGAP) as well as America's Promise and CSFA/Dollars for Scholars. Steven is frequently a featured speaker at events around the country. Engagements include the Conference Board's Annual Diversity Conference, the Conference Board's Extending Your Brand to Employees Conference, the NACE National Conference, the Students in Free Enterprise (SIFE) CCN event, Lehman Brothers' WILLPower, The Social Media Summit, and the Campus Recruiting Forum. Steven currently holds a non-executive board seat at SIFE and serves as an Advisory Board member for the Collegiate Employment Research Institute (CERI). Steven is a 2010 recipient of the SIFE Champion Award.
Steven can be found on most social networks as 99GR81 and can be found on LinkedIn at www.linkedin.com/in/stevenzehrlich
Jim Flynn is a member of the Litigation and Labor and Employment Practices of the national law firm of EpsteinBeckerGreen, and a partner in its Newark, New Jersey office. His practice focuses on civil litigation and corporate counseling, including trial and appellate work in the area of intellectual property, complex commercial matters, and employment law. Jim represents businesses in a broad spectrum of industries, including health care, pharmaceuticals and financial services. In addition to having numerous reported decisions across a wide span of subject matters, Jim is an accomplished author and speaker, who has published articles and lectured on developments in employment law, patent and trademark jurisprudence, protection of confidentiality and trade secrets, evidence rules and trial practice, as well as on the ethical rules governing attorneys. He also has written and lectured on the protection of confidential information and the risks and rewards associated with the use of social media in the workplace and in business.
A voracious reader with an inquisitive intellect that enjoys focusing on an eclectic array of subjects, Jim brings to his practice the sort ofimaginative faculties and linguistic capacity that such endeavors and interests engender. Jim further calls upon in the service of clients his legal, life, and educational experiences. These include being a member of the Board of Student Advisors while a Harvard Law School, a member of his hometown's Board of Education from 2000 to 2009, a current trustee of the Simpson Baber Foundation for the Autistic, the present secretary/registrar for the Bayonne Youth Hockey Association, and a recipient while at Wesleyan University of both the Davenport Prize (for excellence shown by a senior in the Department of Government and Politics) and the Morningstar Award (to the varsity basketball player who best exemplifies sportsmanship, leadership, determination and unselfishness). He is also a former law clerk to Associate Justice Marie Garibaldi of the New Jersey Supreme Court.
Sien Avalos is the Enterprise Compliance Manager for Becton Dickinson. She will discuss examples of effective internal use of social media that serves to enhance organizational communication, rise above the everyday noise and engage employees. Web 2.0 tools present an array of opportunities for companies and Sien will tell you about them.
Sien Avalos is BD's Compliance Manager. In this role, she led the development of BD's internal compliance risk assessment process. She has responsibility for BD’s worldwide compliance training and communications and developed an interactive, on-line Code of Conduct. Currently Sien is leading BD's cross-functional team tasked with developing the company's social media policy and supporting processes. Additionally, Sien created and runs BD’s award-winning associate networking group: Network XYZ. Prior to working for BD, Sien worked for New York City government on several economic development initiatives, including NYC’s successful Business Improvement District Program. Sien has a B.A. from Fordham University and an MBA from New York University's Stern School of Business.
Kate Wendleton, CEO of The Five O'Clock Club, welcomes you. One of our successful job hunters, Manny Esteban, tells his moving story. His coach, Michele Wood, comments on Manny's search.
Cindy Augustine, and Frans Johansson - Part 1
Cindy Augustine, SVP, Corporate HR at Scholastic Inc introduces our dynamic speaker, Frans Johansson.
Diversity Drives Innovation. Frans Johansson is speaker, consultant, and author of "The Medici Effect." His book was named one of the top-10 best business books by Amazon.com and has so far been translated into 13 languages. He spent three years interviewing individuals and teams at the intersection of different disciplines and cultures. He combined the results from those interviews with decades of existing research in psychology, economics and management of creativity and innovation. The result is The Medici Effect, the first book to fully explore the concept of cross-field and cross-cultural combinations and to offer clear guidance on how to make such an approach work effectively.
Prior to The Medici Effect, Frans was a founder and former CEO of Inka.net, a Boston-based enterprise software company and a founder and VP of Business Development for Dola Health Systems, a health-care company in Baltimore and Sweden. He earned his MBA at Harvard Business School and BS at Brown University. Frans has spoken extensively about the Medici Effect to companies, organizations and universities across the US and the world. Organizations worldwide have engaged him to speak on issues of innovation and managing diversity before a wide range of audiences, from C-level executives to human resource practitioners to investment directors. Frans was raised in Sweden by his African-American / Cherokee mother and Swedish father. He has always been passionate about pursuing intersections of disciplines and cultures in search for remarkable ideas.
The Medici Effect looks at how individuals, teams and organizations can create an explosion of remarkable ideas at the intersection of different fields, cultures and industries. Frans has written articles on healthcare, information technology and the science of sport fishing. He has been featured on CNN's AC360, ABC's Early Morning Show, and CNBC's The Business of Innovation series along with Jack Welch and Muhammad Yunus.
Frans Johansson - Part 2
This is an opportunity to experience Innovation Thought Leader Frans Johansson, author of the best selling book The Medici Effect and retained by leading global corporations including PepsiCo, Nike, Reebok, Microsoft, Volvo, General Motors, IBM, JP Morgan Chase, Pfizer, TeliaSonera, Handelsbanken, EDS, Honeywell, Lockheed Martin, Industrikapital, and Arla Foods. Frans presents at conferences and universities around the world.
How can you hold on to talent in a competitive environment when you’re also trying to hold down headcount? We’re all in a survivor mentality. It can be hard to motivate people to do more with less – especially when they hear the bad economic news every day. Our panelists will tell you what they are doing in the for-profit and not-for-profit worlds to help people feel valued and motivated. Whether your organization is large or small, the issues are the same. What can you do to reengage employees and help them to feel in control of their jobs and their lives? How can you quickly help those who are given new roles or a new direction to follow? How can you keep senior management visible and available, improve communication with employees, reinvest in terms of training albeit with a limited budget? These and more issues will be covered by our panelists.
At the same time, more lawsuits are being filed. How can you avoid having your former employees take this path? What are the recent trends in this area? A recovery starts with handling any terminations properly and keeping people engaged following these terminations.
Learn from our esteemed panelists and from each other. Your panel includes:
Juan Brito is theAssociate Director, Staffing and Employee Relations atThe Rockefeller Foundation, the former Director of Human Resources at the Foundation Center, and has served for fifteen years with PANO, The Personnel Association of Nonprofit Organizations, currently as President. With over 20 years in the not-for-profit industry, Juan will tell you the trends he is seeing in the industry as a whole, which often reflect the overall trends we are seeing in our economy. He will cover best practices he has seen in the exit process, lessons learned and what we can do now to find out what our employees are thinking and feeling (through stay interviews, employee engagement surveys, and so on). Juan notes that many not-for-profits are not in a layoff mode, but they’re not in a hiring mode either. What can organizations do now to restore credibility since employees are not as loyal as they once were?
Geanie Villomann, SPHR, is the Senior Vice President & Director, Human Resources for White Mountains Reinsurance Company of America, a property and casualty reinsurance company. Prior to joining White Mountains in early 2009, Geanie served as SVP/Director of Human Resources for North Fork Bank/Capital One Bank from 2005 to 2008, where she worked with senior leadership on strategies for restructuring the business and aligning M&A initiatives with the organizational culture. Prior to that, she held the position of VP & Director of Human Resources for Gruner + Jahr USA Publishing, a subsidiary of a major media company, Bertlesmann, Inc. Geanie’s diverse background spans manufacturing (Kraft - Entenmann’s, Inc.), high technology (Spectrum Healthcare Solutions, Inc, an IBM Joint venture) and service industries, from private/closely held operations to Fortune 100 organizations. She is known for her broad leadership experience in major business initiatives -- facility start-ups, acquisitions, mergers, talent and change management. Her experience in all these industries has given her a best and practical approach perspective in managing staff reductions and plans for recovery.
Wendi Lazar, Partner and co-head of Outten & Golden LLP’s Executives & Professionals Practice Group, which represents employees and executives both incoming and outgoing in the employment process. She will tell you why so many executives are coming to her these days, how she helps them negotiate employment and severance agreements and avoid non compete obligations that could prevent them from finding gainful employment in their industries in the future. This is your opportunity to hear from an expert on how employers can avoid liability and what the best practices are when it is necessary to terminate employees.
Bringing new executives on board and moving into new positions of leadership are two sides of one of the toughest challenges people face. 40% of new executives fail in their first 18 months because of mistakes made in the very beginning by those new leaders AND by the organizations bringing them in. Critical mistakes made so early can be devastating for all involved. It becomes especially difficult when the new hire is expected to be a change agent, but the organization has not paved the way for the new executive.
Learn how hiring managers and human resource professionals can help new executives and how new executives can take charge, build their teams and get great results in new roles.
Come away informed and prodded by the informative, prestigious and diverse panel. Our team includes:
Total Onboarding Approach: George Bradt will lay out the current state-of-the-art on executive onboarding and how the best hiring managers begin the process by crafting and getting alignment behind a Total Onboarding Program, manage their messages, and then hand off leadership to new executives. George founded the executive onboarding group PrimeGenesis and wrote the three books on which this program is based.
Helping Change Agents Survive Changes: Cindy Augustine, SVP, Corporate Human Resources at Scholastic, will discuss the way to avoid the common trap of bringing in high level change agents without necessarily paving the way for the change before their arrival. This creates obvious risk for failure. Human resources can and must play an important role in bridging that gap and setting the executive up for success.
Positioning New Executives for Success in a Service Organization: Denise Davin, SVP/CHRO and Labor Counsel for Visiting Nurse Service of New York, will discuss how her organization has implemented successful Onboarding practices to assimilate new executives in a large and complex organization with a distributed as well as unionized work force, including the pace/join/lead model used at VNSNY.
approximately 1 in 5 working adults is, has been or will be a victim of domestic violence at some point in their lives,
the impact of domestic violence on business includes more than $1 billion in direct annual medical costs, and
lost productivity equal to more than 30,000 full time jobs,
it is easy to see that domestic violence is an issue that HR Professionals need to be prepared to address.
In addition, in the current climate HR Professionals also need to be trained to address workplace bullying issues. As workplace stress continues to increase, it pays to be prepared.
In the session, you will learn:
the legal implications of domestic violence and bullying for your employer,
how to develop a strategy to recognize and respond to domestic violence in the workplace, and
the real facts about who commits domestic violence.
For example, in 2007, Harvard Medical School announced a national survey by researchers from the Centers for Disease Control that examined 11,000 men and women ages 18-28 and found 24% of heterosexual relationships have had violence in them, half of it reciprocal and half non-reciprocal, and women committed 71% of the non-reciprocal violence and were more likely to hit first in the reciprocal violence. Men, on the other hand, are less likely to report when they are the victims of domestic violence.
Come away informed and prodded by the informative, prestigious and diverse panel. Our team includes:
1. The surprising facts – not what you read in the newspapers. Dr. Richard Gelles, Dean, University of Pennsylvania School of Social Policy & Practice, Joanne T. and Raymond H. Welsh Chair of Child Welfare and Family Violence, School of Social Policy & Practice, University of Pennsylvania, and author of the highly influential book, The Violent Home, which was the first systematic investigation to provide empirical data on domestic violence. Dean Gelles addresses the gender issues related to domestic violence. According to Dean Gelles, “Contrary to the claim that women only hit in self-defense, we found that women were as likely to initiate the violence as were men.”
2. Legal issues regarding domestic violence and bullying. Jeffrey Landes of EpsteinBeckerGreen addresses the legal implications of managing employees who are victims of domestic violence, in light of recent legislation providing special protection for victims of domestic violence. Additionally, workplace bullying (bosses and co-workers who abuse others) is becoming more politicized. Legislative efforts are taking place at various levels to address the problem of the often highly-productive boss or co-worker who abuses others.Jeffrey tells you what the law is, how the workplace is regulated concerning these issues, and the liability of the employer, as well as the policies and procedures that employers should implement to address workplace bullying.
3. Recognition and Response: Dennis Butler, who specializes in domestic violence in the workplace and is Head of HR and the Office of Youth Protection for the Diocese of Paterson, NJ. In this session, Mr. Butler gives you a better understanding of domestic violence as a workplace issue and insight into how to begin developing an appropriate workplace strategy to recognize and to respond to domestic violence in the workplace.
Great change means great opportunity. These are exciting times for HR. Now that the economy is on the verge of recovery, HR can determine what needs to be done, drive the required change, and make sure everyone from the most junior staff to Board members have bought into the new direction, understand why it’s important and know what to do.
Many leading-edge human resources executives are true business partners reporting to a CEO and working closely with the Board. However, according to a recent survey (Accord Management Systems, Thousand Oaks, CA), five hundred CEOs indicated their disappointment in the HR departments because, in their opinion, HR rarely brings a strategic initiative to the “C-Suite”.
But HR is in the best position to initiate strategy because HR is in charge of people. Selecting the right talent for the right positions moves the company in the right direction. People are a company’s largest expense. Convincing others on the management team to do the right thing regarding people is HR’s job. HR should not be the last to know, but should be initiating moves, as many HR people are.
Our panelists will address why the opportunity exists and the steps that still need to be taken. Come away inspired and prodded by the informative, prestigious and diverse panel. Our team includes:
Diana Lee, former Senior Vice President, MTV Networks/Viacom, has the perspective that a golden opportunity exists for HR because of the recent failures of businesses and organizations. The near onset of a global depression is forcing businesses to look inwardly and become more reflective. What went wrong? What can be done better? The climate is ripe for HR leaders to take a more activist role in the company. Not only should HR press on with its agenda in talent management, leadership development, diversity and inclusion, etc. but also look at new opportunities where it traditionally has not been involved. How can HR expertise in job design and staffing help with the make up and effectiveness of Boards of Directors? Diana discusses this in addition to how HR can get in their own way while trying to accomplish this work.
Marc Hodak is the founder of Hodak Value Advisors, LLC. Mr. Hodak has advised dozens of companies, public and private, on value-based management. Marc argues tha, most corporations, despite their lip service to the contrary, have given up on HR as a genuine source of competitive advantage. The CEO typically looks to the chief of marketing or sales, top deal makers, or the CFO for strategic initiatives. HR is relegated to finding ways of achieving strategic goals at a minimum cost, or as a place to cut costs when things get tight. It doesn’t have to be that way. HR can drive investment in communicating the link between activities and the value-creation results that the CEO and board hold dear. HR can develop pay structures that drive teamwork, and give the firm a competitive advantage. But to become a genuine strategic partner, HR will need to learn the language of value creation. Marc will demonstrate how “best practice” in HR is often just a code for common practice, and how to adopt and instill an ‘owners mindset’ that enables HR executives to champion experiments in value creation for their organizations.
Marsha Haygood is president of StepWise Associates. She is a motivational speaker and a certified coach with The Five O’Clock Club. She is also author of the forthcoming book, “The Little Black Book of Success: Laws of leadership for Black Women.” We all remember that Fast Company article (July 2005), “Why I Hate HR.” Yes, HR is often thought of as the department that sits on the sidelines waiting to be invited to the table, and then offers “feel good” measures rather than strategies when they are asked. HR professionals need to work continually to change the perception of HR. Marsha will present strategies that can be used to demonstrate alignment with the overall business strategy of the organization. It’s time to move out of your comfort zone and Marsha will show you how to do it!