Human Resources Summit 2014: HR Traps - Don't Get Caught

Tips for the Small Business Owners and HR Professionals 
Conference qualifies for 4 HRCI credits
Legal Briefing Track:
Wage and Hour Update/FLSA Trends, Kevin Moore, Esquire - Leisawitz Heller
An overview of recent developments in the law will be covered.  Kevin will share observations on the latest court decisions, federal regulatory action and how they impact employers under the “FLSA” and the PA Minimum Wage Act. He’ll also provide practical insights on compliance and litigation avoidance for 2015.
Complying with Healthcare Reform, Mark Smith, Esq. - Barley Snyder
Please join us for a discussion of the most important compliance steps businesses should be taking now in order to stay on top of Healthcare Reform compliance in 2014 and 2015.  We will address the latest guidance and provide advice on how to prepare for the many changes that are scheduled to take effect in 2015, including shared responsibility penalties and reporting requirements. This discussion is designed to bring clarity to for decision-making regarding healthcare plans in the coming months.
Update on Discrimination Law,  John Roland, Esq. - Roland Stock
This session will focus on changes in the law of employment discrimination arising from the following:  impact of the change in law of same sex marriage; concerns arising from legalization(in some states) of marijuana use; pending passage of ENDA; EEOC’s opposition to use of criminal records in hiring (ban the box); as well as a general review of developments in the area of discrimination under Federal and State Law. 

Small Business Track:
The Affordable Care Act –Pros and Cons of Group vs. Individual Coverage, Andrew Schreffler, Employee Benefits Consultant - Power Kunkle
This session is designed for the small business with 50 or fewer employees and will assist in evaluating  your options and guiding your decision making over the next year in complying with the Affordable Care Act.
Managing Risk, Panel discussion facilitated by Chet Mosteller, President - Mosteller & Associates
Chet will facilitate a panel to help small business owners identify business risks including property, business interruptions, liability, key person loss and injury to employees. Prevention and mitigation strategies will be discussed to prepare contingencies and manage risk adversities. 
Conducting a Human Resource Audit,  Tom Hubric, MBA and Laura Rader, SPHR, Reading-Berks HR Management
Small businesses with under 100 employees seldom have a dedicated human resources professional on staff.  As a result, key human resources functions such as: compliance with Federal, State and Local employment regulations, adopting solid policies and procedures, implementing best practices and staying competitive with salaries and benefits, etc. are often overlooked. In this session, we will explain why conducting a human resources audit is essential for small business owners.  A sample HR Audit template will be distributed to all attendees.
Human Resource Professional Track:
Advanced Manufacturing Skills Training: Opportunities and Best Practices Dan Fogarty, Director - Workforce Investment Board
Pennsylvania’s thriving advanced manufacturing companies now face a long-term shortage of skilled workers to fill key positions, particularly in technical “middle-skill” occupations.
Fortunately, Berks County employers have unique opportunities to address these shortages by building proven best practices; such as apprenticeship programs, make fuller use of public training resources, including the Schmidt Technology Center at Reading Area Community College (RACC) and our two Career & Technical Centers.   Finally, in order to make sure that candidates are prepared for specific job openings, PA CareerLink can provide employers with affordable and effective WorkKeys skills assessments and job profiling services.
While much of the required infrastructure is already in place, these resources need to be further supported and aligned with the attractive employment and affordable educational opportunities which advanced manufacturing employers offer.  With the right industry engagement and financial support we can find equilibrium between the supply and the growing demand for skilled manufacturing occupations.
Signs and symptoms of drug and alcohol abuse in the workplace, Greg Kessler LPC, MAPC, CCS, CAADC, Director of Education and Training Caron Treatment Center
Workplace Violence – Gregg DeLapp, Senior Employee Relations & Employee Assistance - Carpenter Technology
A review of prevalence and basic responses to violence in the workplace. The focus will then shift to fundamental HR policies and procedures to allow for intervention prior to a problem, questions an organization must answer in developing a response to violence in the workplace, wrestling with the reality that a significant portion of workplace violence occurs as domestic issues play out at work, practical responses employers may want to put in place, the need to stay involved (in support of affected employees) long after the incident itself, and numerous examples of actual incidents requiring a response.​
Keynote Luncheon Speaker:
Theodore C. Phlegar, Esq, Senior Counselor  - Workforce Freedom Initiative, U.S. Chamber of Commerce
WHAT EVERY EMPLOYER SHOULD KNOW
The National Labor Relations Board has now returned to full strength for the first time in many years.  The NLRB is prepared to unleash several of its more dire agenda items on the business community, including ambush elections and expanded joint employer liability.  Moreover, the NLRB’s General Counsel is actively searching for cases involving use of employer e-mail systems, mandatory arbitration agreements and unilateral implementation of discipline.
Not to be outdone, the Department of Labor, is actively enforcing its current policies and developing new regulations against employers, often with the blessing and encouragement of organized labor. 
As traditional union ranks have declined, organized labor is embracing the emerging worker center movement, which are non-profit “charitable” organizations that engage in traditional union activities, all while being exempt from the laws regulating union behavior and that protect the rights of workers.
 
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In conjunction with SHRM: