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A Better Partnership


Apr 2014
April 22, 2014
Human Resources Seminar 2014

Amway Grand Plaza | Hosted By: Warner Norcross & Judd LLP


8:00 - 9:00 am Health Care Reform Update
What’s the latest with the Affordable Care Act?  This session will focus on current developments in the health care reform process, with a special focus on the employer responsibility rules.  This session will also cover the impact of the Supreme Court’s DOMA decision on employer-sponsored group health plans.
9:00 - 9:45 am Hot Topics in Retirement Plans
Join us for a review of the latest hot topics in retirement plans, including fiduciary litigation, fee disclosure and the impact of the Supreme Court’s DOMA decision on 401(k) and defined benefit pension plans.
10:00 - 10:45 am Communicating Employee Benefits
Employers must disclose to employees information about welfare benefits and retirement plans, but making the information understandable can be challenging. This session will review benefit plan disclosures an employer must make, including the law applicable to their content, form and distribution. We will also discuss the challenges to communicating benefits accurately and understandably, the risks posed by inaccurate communications, retaining records, and other best practices.
10:45 - 11:45 am The Nuts and Bolts of Fiduciary Protection and Due Diligence: Seven Steps to Putting Your Plan in Order
Plaintiffs’ lawyers recently discovered that Employee Retirement Income Security Act (ERISA) plans have won sizable judgments against plan sponsors. The IRS emphasizes that plans should have adequate internal controls, and the Department of Labor routinely reviews plan governance and practices and fiduciary compliance and training. This session will outline seven steps for putting an employer’s plan house in order to insulate employers from possible fiduciary liability and to assure that, upon IRS or DOL review, adequate procedures are in place to demonstrate the required levels of due diligence.
11:45 - 12:45 pm Lunch Program - Networking Lunch
A program-free lunch. No videos, presentations or interruptions, just a chance to network with colleagues and discuss best practices.
12:45 - 1:45 pm Afternoon General Session - “The Flip Side”
Like a lot of professional training, application of personnel management principles is often best learned “in the trenches,” or by experience.  This session will explore the use of best practices from the flip side, demonstrating through mock trial vignettes what happens to the HR Professional or other manager who fails to follow best practices.  Participants will learn from others’ mistakes, by seeing how those mistakes play out months later, under cross examination.

Breakout Sessions - Select one in each time slot
1:55 - 2:40 pm 1A) Data Driven Human Resources
Good data can make the HR leader a better executive. This session will explore human resources metrics that can be used to help drive decision-making on both a tactical and strategic level.

1B) Employment Legislative Updates  
While the past year was relatively quiet on the legislative front, the courts and administrative agencies have been busy interpreting and enforcing the various state and federal laws impacting the employment relationship.  Join us for a review of the significant developments regarding employment discrimination, the National Labor Relations Act, wage and hour issues, leaves of absence, accommodating disabilities in the workplace, and a discussion of what you need to do to stay in compliance with the law.  We will also look ahead at proposed regulations and legislation, as well as cases pending before the U.S. Supreme Court, and what they could mean for your business.

1C)  FMLA/ADA and Workers’ Comp  
Join us for an in-depth look at recent developments in the Family and Medical Leave Act and the Americans with Disabilities Act. We will also discuss the interaction of these statutes with workers’ compensation laws and provide guidance on avoiding workers’ compensation headaches.
2:50 - 3:35 pm 2A)  How to Handle and Properly Document Discipline and Discharge Issues
Do you find yourself wondering about the best way to handle employee misconduct or document issues with a problem employee? In this session, we’ll explore why harsh written discipline can be as bad as no discipline, why consistent record-keeping is a must, and discuss how to make sure your disciplinary records don’t come back to haunt you.

2B)  Workplace Violence and Bullying
Bullying was once confined to the playground.  Now, more and more employees are being subjected to bullying in the workplace.  Far too many cases of violence in the workplace occur every year and not all of them are high profile, front page news. In this program we will discuss how to recognize and prevent bullying and develop a workplace violence policy that works.

2C)  Workplace Investigations
How you conduct investigations into employee behavior could either protect your company or potentially expose it to additional liability. This session will focus on ways to conduct different types of investigations, including allegations of harassment, accidents and theft, and their legal implications.
3:45 - 4:30 pm 3A)  Succession Planning in Your Organization
Many organizations look to the HR department to prepare a robust succession plan with strategic talent acquisitions and employee development. We will explore the legal, business and practical challenges to this important process.

3B) FMLA/ADA and Workers’ Comp   (Repeat of session 1C)
Join us for an in-depth look at recent developments in the Family and Medical Leave Act and the Americans with Disabilities Act. We will also discuss the interaction of these statutes with workers’ compensation laws and provide guidance on avoiding workers’ compensation headaches.

3C) Background Checks: The Biggest Employment Litigation Risk You Aren’t Worrying About (But Should Be)
When making hiring decisions, more employers are relying on background checks. But what’s legal and what’s not? In an effort to balance an employer’s “need to know” with an employee’s privacy and Equal Employment Opportunity rights, many federal and state laws regulate the type and amount of information that employers may obtain. We’ll discuss the litigation risks associated with background checks and what information employers can and cannot use.


Full Day:  $140 for clients/$190 for non-clients
Morning or Afternoon session only:  $80 for clients/$130 for non-clients

NOTICE. Although we would like to hear from you, we cannot represent you until we know that doing so will not create a conflict of interest. Also, we cannot treat unsolicited information as confidential. Accordingly, please do not send us any information about any matter that may involve you until you receive a written statement from us that we represent you.

By clicking the ‘ACCEPT’ button, you agree that we may review any information you transmit to us. You recognize that our review of your information, even if you submitted it in a good faith effort to retain us, and even if you consider it confidential, does not preclude us from representing another client directly adverse to you, even in a matter where that information could and will be used against you.

Please click the ‘ACCEPT’ button if you understand and accept the foregoing statement and wish to proceed.



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