R4 - The Human Asset & Liability Conference of 2008

Posted by Jim Stroud
July 29, 2008

Are You Prepared for the Coming Crisis?

Who Should Attend

How Can the R4 Conference Help Me?

R4 is designed to help businesses understand the integrated challenges of Risk Management, Regulations, Retention and Recruiting. Government agencies and industries leaders will be presenting valuable information and insights on some of the most critical functions of workforce management and talent acquisition.

Some of the topics that will be covered are:

The Future is Now

R4 will leverage the latest in technology to offer every session of the conference as a LIVE interactive video broadcast. Either for a single topic or the complete conference, to be viewed live or as a show on demand to be experienced at in you own time.

Only the people attending R4 Onsite, will get the R4 BLUEPRINT. This is an integrated guide and workbook for use as a guidepost to navigating through the new Human Capital challenges of the 21st century. The attendees of R4 Onsite will also get access to the broadcast of the event to view later as a resource for review.

In two full days of expert presentation, insight and instruction; get an integrated view of the most critical problems that we are creating today. Hear directly from the regulatory agencies including EEOC, OFCCP and US Department of Labor. Learn from select industry experts and trainers as they carefully guide you from challenges to solutions. In two days leave with an R4 Blueprint to help you evaluate, modify, develop, or change your approach to preparing for the next 6 years.

HEDGING YOUR BETS

How is a slowing economy related to the actual risk of employment? How does this tight job market effect the numbers of EEOC discrimination claims? What should you know? What are the common mistakes? What types of preventative strategies, practices and insurances might be helpful?

EMPLOYEE WORK-LIFE AND WORK-FRIENDLY OFICE ENVIRONMENT

Research has proven that companies adopting more work friendly programs have increased their productivity, enhanced their employee retention, reduced absenteeism - and gained employee loyalty, while increasing their bottom line. Get personal feedback from the most recognized leaders in the work-life, work-friendly arena. These companies will be able to share their personal struggles and triumphs.

TALENT WAR MYTH

Is the Talent War Real? American Workers are being forgotten and displaced as companies continue to cry and yell that there is a shortage of talent in America. Are those who scream the loudest, the ones who have the most to gain? Today, wages continue to decline for the 4th time in 5 years and alarming drops in payrolls, and discrimination are on the rise as long term unemployment continues to increase. Positions stay open longer as companies’ selection process becomes more discriminate, stringent and rigorous. All these indicators contradict that there is a war for talent, as companies’ requirements to be competitive appear to have decreased.

H1 VISA LEGISLATION CRACK DOWN

The “what - & whys” that are behind the employment visa legislation and crackdown and what it will mean to your organization. Are the current and rising visa issues, employment rates, crackdowns on visas, knowledge worker drains and challenges from India and Asia creating critical challenges or unique opportunities? Is the great pressure to drive down the cost of labor slowly creating legal regulatory issues?

BUILDING YOUR LEADERS FROM THE INSIDE - ARE YOU OVERLOKING YOUR OWN TALENT

Wrongful termination, discrimination and perceived wrongs are fertilizing the environment for Lawsuits; how does(do) building leadership and talent from within lower the liabilities of costly and timely employee/corporate conflict?

Research has proven that the cost of poor hiring decisions can cost a company up to fifty percent of a base salary each year. What is the cost of developing passionate, loyal, customer driven leaders? Hiring outside ultimately becomes more expensive than developing employee loyalty. Developing leaders internally not only creates a synergy among your employees, but also with your clients. Promoting from within provides more loyal, more energetic, more engaged, and more customer driven employees, enabling your next generation of leaders.

INCREASING YOUR INFLUENCE/BRAND - WHY IT PAYS TO BE DIFERENT

There is a direct link between diversity in your workforce and the influence of your brand. The data on diversity is showing more and more the correlation between global competitiveness, financial performance and a diverse workforce. In the ever-changing world and uncertain global economy, employers have discovered the competitive advantage of having a workforce that represents and mirrors a universal customer base. An award winning Panel will discuss their corporate diversity recruiting and retention success stories with you.

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What Are You Doing To Differentiate Yourself?

DATA PROTECTION

In the advancing - and complicated issues of electronic data, are your prepared? Electronic data protection means more than protecting yourself from viruses, infected programs or compromised websites – It means knowing who has access to your critical, private and valuable data at all times, including your employees and external predators, and what they are doing with it. It also means being aware of the unfolding legal environment as the laws are changing every day.

EMPLOYEE RECRUITING, SCREENING, HANDBOOKS AND REGULATIONS – EEOC AND PRIVACY

Many companies forget to update their employer manual yearly. Some will even go as far as buying templates or using the cookie cutter approach, and often discover, when it is too late, that some or many of the policies do not apply to them; or, they are unable to utilize the information within their corporate structure. With the new reporting categories and enforcement guidelines there now comes a need to reassess your hiring, recruiting and selection processes.

IN SHORING, HOMESHORING THE NEW OUTSOURCING

With the many legal, financial, and payroll reporting challenges, compounded with the other concerns or complications deriving from time zone, cultural differences, and language barriers, companies have discovered that Outsourcing was not the panacea that they first believed and many are returning in-house. What are the real costs, legal and cultural concerns of this complex trend? What every global company should be aware of (hint: you’re all global!)

INFLUENCE OF CORPORATE GOVERNANCE - SOCIAL RESPONSIBILITY - THE BENEFITS TO A COMPANY

Social Responsibility + Knowledge + Ability = Business Excellence

COMPETITIVE HIRING

What are you doing to differentiate yourself from your competitor? Many companies are foregoing their staffing plans, by not anticipating future hire needs and how to fulfill them. A staffing plan should focus on three interconnected processes - Retention, Recruiting and Selection. Many companies’ staffing plans predominately focus on recruiting the ideal candidate from the competitor and unfortunately do not emphasize the retention or selection processes. A valuable retention plan demonstrates how to maintain your current employees, through enhancing company programs and benefits to improve retention and decreasing the need to hire outside the organization. The recruiting process should focus on the positions that hurt the most to lose and the hardest to fill, and providing a contingency plan that addresses unforeseen shortages due to disasters and crisis. Equally as important the selection process should not only consider measurement and testing of abilities but should also keep in consideration other legal and internal issues

TRADE SECRETS AND NON COMPETES

How are you protecting your trade secrets, during the hiring process or when you lose someone from your organization to your competitor? Do you have non compete agreements? Non- disclosures? What is legal in your jurisdiction? What voids these contracts? Intellectual property touches both sides of the equation. Who has the right to the information? When you are interviewing, are you divulging OR asking too much information? Is “Free Trade” “Fair Trade”?

EMPLOYMENT INSURANCE AND ERROR AND OMISSIONS INSURANCE

Are you covered and do you have enough coverage? Are they worth getting based on real world statistics? If so, what is best for your organization and needs? Who is the best, and why?

INDEPENDENT CONTRACTORS MISCLASSIFICATION

What is misclassification? Why are so many misclassifying? Why is the Government Forcing the DOL and IRS to crack down on this issue? With threat of large settlements and penalties, what should you know about misclassification of employees? Be aware of the new state and federal risks regarding misclassification.

WAGE AND HOUR OVERTIME LITIGATION

With every state having potentially different rules; how does this fit into the challenge of accurate classification? If you are like the majority of companies who are employing telecommuters, then this does concern you. Aggressive lawsuits and class actions are affecting the workplace in overtime and mileage compensation. This session will discuss the challenges, and how to define a strong, concise and fair employment telecommuting policy

BOOMERS AARP

Today, Baby Boomers comprise more than one-third of the U.S. workforce, and AARP statistics indicate that eighty-five percent are postponing retirement, instigating a rise in age discrimination suits. Only a small number of employers are implementing retention and recruiting strategies to reach out to them. Discuss the benefits and advantages of integrating a more mature worker into your workforce.

AUDITING YOUR RECRUITING FIRM

What are potential liabilities IN USING untrained or uncertified independent recruiters? For every finger pointing at them, there are three pointing back at you.

ENVIRONMENTAL AWARENESS

As environmental issues make their way into formal policies; how do we use these changes to create a real advantage?

UGESP - UNIFORM GUIDELINES ON EMPLOYMENT SELECTION PROCESS - DEFINING STAFFING AND RECRUITING GOALS

These Federal guidelines are often overlooked by many companies - but they help clearly define the staffing, recruiting and selection goals for companies. Have you defined your recruiting pools, and how to gain that talent (geographic and product market)? Have you clearly defined which qualifications are wants and which are must have, fulfilling the legal objective qualifications? Have you a structure in place to validate information? Does your behavioral interviewing, assessment, or skills testing fall under UGESP guidelines? Every company—including yours—is required to ensure that they preserve and manage electronically stored information (ESI) adequately. Does your policy fall under the Federal rules of Civil Procedure?

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