The HRSouthwest Conference 2019

All sessions captured at The 2019 Conference

 

  • The Hidden Brain: The Power of Unconscious Bias in the Workplace

    Contains 3 Component(s), Includes Credits Recorded On: 10/29/2019

    Returning Favorite! We all know that the unconscious mind is a powerful and intrinsic force in helping to shape our overall behavior in our everyday lives. Similarly, organizations and thought leaders are beginning to appreciate and harness this deeper understanding of how our cultures help shape the automatic decisions that we make every moment of our lives and the profound impact that this phenomenon has on our personal and professional lives. Every human being gets triggered, either positively or negatively, when we are exposed to different kinds of people. The concept of “unconscious bias” impacts individuals and organizations at virtually every level of organizational life including hiring, performance management, succession planning, and strategic decisions in organizations. Cutting-edge recent studies and research within the cognitive sciences point us to the conclusion that most of these decisions are not made by bad people with bad attitudes,but rather by well-intended people who have no idea about the internal unconscious processes that may be affecting their decision-making every day. In this session we will a focus on the concept of us vs.them and realize it’s really more about us and inclusion of others. Learning Objectives: Understand the neurocognitive science behind bias; Interpret your own patterns of beliefs and perceptions so you are better able to support inclusion for others at your organization; Learn the ways bias can impact critical business decisions and results, and ways to mitigate that impact.

    Returning Favorite! We all know that the unconscious mind is a powerful and intrinsic force in helping to shape our overall behavior in our everyday lives. Similarly, organizations and thought leaders are beginning to appreciate and harness this deeper understanding of how our cultures help shape the automatic decisions that we make every moment of our lives and the profound impact that this phenomenon has on our personal and professional lives. Every human being gets triggered, either positively or negatively, when we are exposed to different kinds of people. The concept of “unconscious bias” impacts individuals and organizations at virtually every level of organizational life including hiring, performance management, succession planning, and strategic decisions in organizations. Cutting-edge recent studies and research within the cognitive sciences point us to the conclusion that most of these decisions are not made by bad people with bad attitudes,but rather by well-intended people who have no idea about the internal unconscious processes that may be affecting their decision-making every day. In this session we will a focus on the concept of us vs.them and realize it’s really more about us and inclusion of others. Learning Objectives: Understand the neurocognitive science behind bias; Interpret your own patterns of beliefs and perceptions so you are better able to support inclusion for others at your organization; Learn the ways bias can impact critical business decisions and results, and ways to mitigate that impact.

    James Wright

    James Wright is a dynamic and compelling leader with a demonstrated ability to inspire and catalyze large corporations to develop strategic plans and programs that frequently receive national recognition for their effectiveness in Diversity and Inclusion. A featured guest on NBC and FOX, Wright’s articles and commentary appear frequently on LinkedIn and his expertise has been included in The Washington Post as well as several SHRM articles. James, previously a senior leader of Inclusion and Diversity at Apple Inc, led a dedicated team focused on Inclusion Recruiting and External Partnerships. He was also a senior leader in LinkedIn’s Inclusion Recruiting as well as NBCUniversal’s Talent Acquisition focused on pipeline development. James attended Erskine College in SC & The Catholic University of America in Washington DC.

  • Arbitration: Be Careful What You Wish For

    Contains 3 Component(s), Includes Credits Recorded On: 10/28/2019

    Now that the US Supreme Court has endorsed the use of class waivers in arbitration agreements, employers have a choice, stick with the old-fashioned route of litigating in court or require employees to enter into arbitration agreements as the exclusive means of dispute resolution. This session will explore factors employers weigh in deciding whether to enter into arbitration agreements with employees, as well as how the plaintiff’s bar has responded to the Supreme Court’s full endorsement of arbitration. Participants will also learn how the Supreme Court’s decision squares with the increasing number of state laws banning mandatory arbitration of sexual harassment claims in response to the #MeToo movement. Learning Objectives: Describe the downsides of using arbitration agreements; Understand how arbitration agreements could be used to wire-around sex harassment claims; Articulate the pros and cons of requiring employees to sign arbitration agreements.

    Now that the US Supreme Court has endorsed the use of class waivers in arbitration agreements, employers have a choice, stick with the old-fashioned route of litigating in court or require employees to enter into arbitration agreements as the exclusive means of dispute resolution. This session will explore factors employers weigh in deciding whether to enter into arbitration agreements with employees, as well as how the plaintiff’s bar has responded to the Supreme Court’s full endorsement of arbitration. Participants will also learn how the Supreme Court’s decision squares with the increasing number of state laws banning mandatory arbitration of sexual harassment claims in response to the #MeToo movement. Learning Objectives: Describe the downsides of using arbitration agreements; Understand how arbitration agreements could be used to wire-around sex harassment claims; Articulate the pros and cons of requiring employees to sign arbitration agreements.

    Stephen Fox

    Steve Fox is the Office Managing Partner of the Dallas office of Sheppard Mullin Richter & Hampton. Steve has spent more than 25 years in boardrooms and courtrooms acting as a trusted advisor to and litigation advocate for a diverse array of clients—from Fortune 200 companies to cutting-edge entrepreneurs, representing them in often complex and high-profile business and employment disputes. Consistently recognized by peers and clients as a “go-to” courtroom advocate, Steve has been inducted as a Fellow into the prestigious College of Labor and Employment Lawyers and selected by his peers as one of the Top 100 attorneys in Texas. Steve graduated from the University of Virginia’s School of Law and obtained his undergraduate degree from the University of Notre Dame.

  • Have Employees Become Obsolete? Workers in the Gig Economy

    Contains 3 Component(s), Includes Credits Recorded On: 10/27/2019

    Gig workers are predicted to make up 40% of the workforce by 2020. While the flexibility and benefits for both businesses and workers are valuable, this growing segment of the workforce brings new and unexpected challenges. Now more than ever, employers are utilizing outside workers to support their business model, supplement their business needs, and minimize their costs. However, it is critical to understand the evolving implications of using temporary workers, independent contractors, and employees from staffing agencies and PEOs under the FLSA, Title VII, NLRA and common law. Learning Objectives: Identify the types of positions that are transitioning in the gig economy; Navigate the legal maze of issues and developing law nationwide that govern temporary works; Address the proper classifications of individuals as employees, versus independent contractors and project-based work workers.

    Gig workers are predicted to make up 40% of the workforce by 2020. While the flexibility and benefits for both businesses and workers are valuable, this growing segment of the workforce brings new and unexpected challenges. Now more than ever, employers are utilizing outside workers to support their business model, supplement their business needs, and minimize their costs. However, it is critical to understand the evolving implications of using temporary workers, independent contractors, and employees from staffing agencies and PEOs under the FLSA, Title VII, NLRA and common law. Learning Objectives: Identify the types of positions that are transitioning in the gig economy; Navigate the legal maze of issues and developing law nationwide that govern temporary works; Address the proper classifications of individuals as employees, versus independent contractors and project-based work workers.

    Michael Deponte

    Michael J. DePonte is a Principal in the Dallas, Texas, office of Jackson Lewis P.C. He is the Litigation Manager for the Dallas office. He is Board Certified in both Labor and Employment Law and Civil Trial Law by the Texas Board of Legal Specialization. Of the approximately 90,000 attorneys that are licensed in the State of Texas, only 29 are Board Certified in both of these areas. Mr. DePonte has extensive litigation and trial background having tried numerous cases in state and federal courts in Texas. Mr. DePonte’s practice focuses on the litigation of employment claims, wage and hour claims and collective actions, class actions, and civil rights claims under state and federal law. Mr. DePonte has defended national and regional employers on a broad range of employment-related issues including class actions. He has represented employers before numerous federal and state agencies, and Court across Texas.

  • The Power Of Play: The Missing Ingredient in Your Company

    Contains 3 Component(s), Includes Credits Recorded On: 10/28/2019

    Returning Favorite! Understanding the attitudes, aspirations and needs of the millennials that work for you is more important than ever. By 2025, millennials will represent 75 percent of the entire workforce. Currently, there are three different generations working together in any company or organization on any given day. With all the focus on how to understand millennials – attention has moved away from the rest of the team. Meaning now more than ever, team building is of the utmost importance in order to keep strong high performing individuals. If you are interested in learning how to keep your employees engaged, motivated and improve the culture of your company while having some fun – then this is the session for you to attend! Learning Objectives: Discover the top myths holding you back from connecting with millennials; Understand why passion, purpose and play are needed to create a culture that your entire team thrives in; Discover three different ways to use play to improve profits, morale, leadership and productivity.

    Returning Favorite! Understanding the attitudes, aspirations and needs of the millennials that work for you is more important than ever. By 2025, millennials will represent 75 percent of the entire workforce. Currently, there are three different generations working together in any company or organization on any given day. With all the focus on how to understand millennials – attention has moved away from the rest of the team. Meaning now more than ever, team building is of the utmost importance in order to keep strong high performing individuals. If you are interested in learning how to keep your employees engaged, motivated and improve the culture of your company while having some fun – then this is the session for you to attend! Learning Objectives: Discover the top myths holding you back from connecting with millennials; Understand why passion, purpose and play are needed to create a culture that your entire team thrives in; Discover three different ways to use play to improve profits, morale, leadership and productivity.

    Kai Dickens

    Kai is a Culture Strategist, Speaker and Team Building Consultant. He has over 15 years of experience in leadership development and brings a tremendous amount of knowledge in the areas of leadership presence and effectiveness, team building, millennial management, employee engagement and organizational culture. His passion for leadership development and talent for changing cultures lead him to create PLAYOLOGY, a transformational training company. As the go to millennial and culture expert, he is passionate about bridging the communication and cultural gap between executives, directors, owners and millennials. Using play as the vehicle for change, he has created a unique way of improving understanding, trust and communication between the generations and teams.

  • Proceed With Caution: Artificial Intelligence Ahead!

    Contains 3 Component(s), Includes Credits Recorded On: 10/27/2019

    There is lots of buzz about Artificial Intelligence (AI) and its impact on the HR field. The presentation will not only define AI and provide examples of how various AI programs and solutions are being used by HR professionals, but also and discuss legal problems that have arisen due to such use and how to avoid such problems minimize liability and bad PR in the future. Learning Objectives: Define what AI really is and is not; Understand how various AI solutions and programs are used by HR professionals globally; Discuss emerging risk and legal challenges that come along with using AI in the workplace.

    There is lots of buzz about Artificial Intelligence (AI) and its impact on the HR field. The presentation will not only define AI and provide examples of how various AI programs and solutions are being used by HR professionals, but also and discuss legal problems that have arisen due to such use and how to avoid such problems minimize liability and bad PR in the future. Learning Objectives: Define what AI really is and is not; Understand how various AI solutions and programs are used by HR professionals globally; Discuss emerging risk and legal challenges that come along with using AI in the workplace.

    Leiza Dolghih

    Elisaveta "Leiza" Dolghih is a partner in the Dallas office of Lewis Brisbois. She specialized in employment and business litigations and is a co-chair of the firm’s national Trade Secrets & Non-Compete Disputes Practice. Leiza has been selected to The Best Lawyers Under 40 in 2019 and 2018 and The Best Lawyers in Dallas in 2017 by D Magazine, and Top 50 Female Attorneys in Dallas in 2018 by Texas Diversity Council, and she board certified in employment law. Leiza frequently blogs on employment issues on her blog which was nominated as a top legal blog in 2018.

  • Untangle the Web of FMLA, ADA, GINA and Workers’ Compensation

    Contains 3 Component(s), Includes Credits Recorded On: 10/29/2019

    The interplay of the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and state workers’ compensation laws continues to cause compliance issues for many employers. Employees with injuries or illnesses may have rights under more than one statute. Add to that the protections of the Genetic Information Nondiscrimination Act (GINA), and the challenge of compliance for employers is even greater. Session participants will gain insights and practical steps to help chart a course to reducing your legal risk. Learning Objectives: Communicate an overview of the laws; Address common problems occurring under these laws; Navigate these legal issues successfully to support your organization and reduce your legal risk.

    The interplay of the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), and state workers’ compensation laws continues to cause compliance issues for many employers. Employees with injuries or illnesses may have rights under more than one statute. Add to that the protections of the Genetic Information Nondiscrimination Act (GINA), and the challenge of compliance for employers is even greater. Session participants will gain insights and practical steps to help chart a course to reducing your legal risk. Learning Objectives: Communicate an overview of the laws; Address common problems occurring under these laws; Navigate these legal issues successfully to support your organization and reduce your legal risk.

    Adam Dougherty

    Adam represents and counsels management clients of all sizes in a wide range of diverse industries including restaurants, retail, healthcare and long-term care, transportation, agriculture, colleges, manufacturing, energy and banking in connection with all types of employment and labor law matters arising under international, federal and state laws. In addition to representing companies all across the state of Texas, Adam also maintains a national and international practice, representing companies operating in each of the 50 states and across the globe. He has extensive experience representing his clients not only in single and multi-plaintiff cases, but also in class actions and FLSA collective actions with putative class members numbering in the tens of thousands. Adam is co-creator of “Monthly Conversations with Adam and Sean,” an interactive employment law briefing held regularly in Dallas for legal and human resources professionals.

    Sean Urich

    Sean has been Board Certified by the Texas Board of Legal Specialization in Labor and Employment Law since 2006. He regularly advises and trains managers, HR professionals, and in-house counsel regarding compliance with state and federal employment laws and numerous workplace issues, including harassment prevention and internal investigations, family and medical leave, military leave and reinstatement rights, and overtime pay. Sean frequently assists clients in preparing employment policies and handbooks, and he has considerable experience in drafting non-competition agreements and evaluating their enforceability. Sean is co-creator of “Monthly Conversations with Adam and Sean,” an interactive employment law briefing held regularly in Dallas for legal and human resources professionals.

  • Conducting Interviews for Investigations

    Contains 3 Component(s), Includes Credits Recorded On: 10/27/2019

    You need to find the truth in any situation, particularly when you are getting different stories from different people. Your critical thinking will prevent you from missing key information or being misguided by detractors. This dynamic, interactive session uses an engaging case study of alleged harassment to understand effective interview techniques for inquiries and investigations. Gain a unique perspectives from this session will help you foresee and prevent common problems in the investigative process. Learning Objectives: Comprehend and apply systems approach interview techniques; Understand critical thinking to ensure you are prepared to objectively focus on key information so your investigation will withstand scrutiny; Comprehend best practices to apply during investigations.

    You need to find the truth in any situation, particularly when you are getting different stories from different people. Your critical thinking will prevent you from missing key information or being misguided by detractors. This dynamic, interactive session uses an engaging case study of alleged harassment to understand effective interview techniques for inquiries and investigations. Gain a unique perspectives from this session will help you foresee and prevent common problems in the investigative process. Learning Objectives: Comprehend and apply systems approach interview techniques; Understand critical thinking to ensure you are prepared to objectively focus on key information so your investigation will withstand scrutiny; Comprehend best practices to apply during investigations.

    Max Dubroff

    Max’s HR experience includes teaching, consulting, business partner and director. He retired from the U.S. Air Force, having specialized in security, law enforcement, and anti-terrorism. His education includes a BS in Psychology and a Master's in HR.

    Christine Cave

    Christine Cave, Esq., SPHR, SHRM-SCP, is Director and Employment Attorney at Employers Legal Resource Center in Oklahoma City. Her experience includes business ownership, a volunteer on many local and national non-profit boards, lecturing and teaching on business and litigation-related topics, and representing businesses and management in lawsuits. She has served as the Chairperson of the Oklahoma Bar Association Labor & Employment Section.

  • Effectively Hire Veterans, Get Past the Assumptions

    Contains 3 Component(s), Includes Credits Recorded On: 10/27/2019

    Studies report that nearly one-third of veteran job seekers are underemployed, a rate 15.6% higher than non-veteran job seekers-and nearly half of all veterans leave their first civilian job within a year. In this session you will learn how to deconstruct the most common assumptions made by both employers and veterans and understand the missed opportunities in the hiring process and correct this gap. With this understanding, employers can get the best talent and veterans can build their new career. Learning Objectives: Comprehend the main barriers that employers control and those that bind veterans; Evaluate and understand the statistics surrounding veteran hiring and recruitment; Apply the insights to better help employers and veterans communicate more effectively and get the best mutual results.

    Studies report that nearly one-third of veteran job seekers are underemployed, a rate 15.6% higher than non-veteran job seekers-and nearly half of all veterans leave their first civilian job within a year. In this session you will learn how to deconstruct the most common assumptions made by both employers and veterans and understand the missed opportunities in the hiring process and correct this gap. With this understanding, employers can get the best talent and veterans can build their new career. Learning Objectives: Comprehend the main barriers that employers control and those that bind veterans; Evaluate and understand the statistics surrounding veteran hiring and recruitment; Apply the insights to better help employers and veterans communicate more effectively and get the best mutual results.

    Max Dubroff

    Max’s HR experience includes teaching, consulting, business partner and director. He retired from the U.S. Air Force, having specialized in security, law enforcement, and anti-terrorism. His education includes a BS in Psychology and a Master's in HR.

  • Applicant Tracking: A Guide to Mitigate Risks in a Data-Driven World

    Contains 3 Component(s), Includes Credits Recorded On: 10/27/2019

    Learn how employers can use the Internet applicant rule to develop a strategic and compliant applicant tracking system (ATS). This session will discuss how to effectively use screening questions and disposition codes, how and when to search for candidates, and how to deal with information storage. When set up properly, a well-developed ATS can protect you during OFCCP audits while still getting to the best candidates as quickly as possible. Participants will learn how to take the next step of developing and implementing an ATS that is not only compliant but strategically positions employers to prevail in OFCCP audits. Additionally, you’ll discover ways to strategically use an ATS to get to the best candidates as quickly as possible, effective applicant tracking processes, and, about hot topics like recruiting on social media, strategic dispositioning and overall record retention requirements. Learning Objectives: Know the legal framework for applicant tracking requirements; Understand the possible pitfalls of applicant tracking in a data-driven world; Redefine the applicant tracking system as a risk mitigation tool.

    Learn how employers can use the Internet applicant rule to develop a strategic and compliant applicant tracking system (ATS). This session will discuss how to effectively use screening questions and disposition codes, how and when to search for candidates, and how to deal with information storage. When set up properly, a well-developed ATS can protect you during OFCCP audits while still getting to the best candidates as quickly as possible. Participants will learn how to take the next step of developing and implementing an ATS that is not only compliant but strategically positions employers to prevail in OFCCP audits. Additionally, you’ll discover ways to strategically use an ATS to get to the best candidates as quickly as possible, effective applicant tracking processes, and, about hot topics like recruiting on social media, strategic dispositioning and overall record retention requirements. Learning Objectives: Know the legal framework for applicant tracking requirements; Understand the possible pitfalls of applicant tracking in a data-driven world; Redefine the applicant tracking system as a risk mitigation tool.

    Michelle Duncan

    Michelle is a Principal in the Denver office of Jackson Lewis P.C. and is a member of the firm's Affirmative Action Compliance and OFCCP Defense Practice Group. Michelle develops strategic AAPs for contractors and represents employers in affirmative action and employment discrimination matters before OFCCP. She provides advice on the design and implementation of company-wide AAP structures, applicant tracking systems, pre-employment tests and other compliance issues. Michelle joined the firm after working for nearly fourteen years as a trial attorney with the U.S. Department of Labor, Office of the Solicitor. During her tenure with the Solicitor’s Office, Michelle was widely regarded as a leading expert on OFCCP litigation. She litigated numerous OFCCP cases and provided counsel to high-level OFCCP officials. Michelle is the Co-Chair of the Colorado ILG and is on the faculty of the Institute for Workplace Equality.

  • Building a Conscious Culture

    Contains 3 Component(s), Includes Credits Recorded On: 10/28/2019

    There is significant evidence that engagement and culture impact organizational performance, attraction, retention and simply, joy at work. Participants will better understand intentional and unintentional practices that create a culture and receive clear guidance of actionable steps to further build your own unique, intentional culture. This session will provide practical examples, allow for participants to work in small groups to encourage discussion, and you’ll receive information you can take back to your organization to help guide the implementation of a conscious culture. Specific examples of application include creating a vision and mission statement, choosing unique and relevant organizational values, tips on choosing the best culture survey, examples of applicable culture-based manager training, examples of HR systems that must support company culture and the importance of an employment brand that shares the culture with the public. Learning Objectives: Define company culture and understand the key elements of culture that can be influenced; Assess your company’s culture and determine areas of improvement; Ensure HR systems support the intended culture by rewarding and recognizing defined behaviors.

    There is significant evidence that engagement and culture impact organizational performance, attraction, retention and simply, joy at work. Participants will better understand intentional and unintentional practices that create a culture and receive clear guidance of actionable steps to further build your own unique, intentional culture. This session will provide practical examples, allow for participants to work in small groups to encourage discussion, and you’ll receive information you can take back to your organization to help guide the implementation of a conscious culture. Specific examples of application include creating a vision and mission statement, choosing unique and relevant organizational values, tips on choosing the best culture survey, examples of applicable culture-based manager training, examples of HR systems that must support company culture and the importance of an employment brand that shares the culture with the public. Learning Objectives: Define company culture and understand the key elements of culture that can be influenced; Assess your company’s culture and determine areas of improvement; Ensure HR systems support the intended culture by rewarding and recognizing defined behaviors.

    Russ Elliot

    Russ Elliot is the founder of the Conscious Culture Group, a consulting and executive coaching company committed to linking culture to business performance by creating widespread ownership for shaping the culture and the business. Russ has been bringing his expertise in HR and coaching to organizations across the country for over 30 years. While serving as SVP HR Director, Russ led the efforts for the organization to be recognized as one of the Best Places to Work. Russ brings his practical results-oriented experience to his coaching practice. Russ holds a BS in Business and an MA in HR. Russ, SPHR certified, is on the faculty of UC Berkeley extension, Global Institute of Leadership Development, Center for Creative Leadership and Women in Leadership. Russ’ articles have been published in national HR magazines and he has been interviewed as an HR/culture expert for national HR articles.