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Train-Retain-Comply Power Pass

Train-Retain-Comply Power Pass

Product Code: powerpass

Availability: Out of stock


Price as configured: $1,400.00

2 Conferences | One Low Price

OFFER SNAPSHOT: Get unlimited, exclusive access to a customized learning experience at two of the nation’s premier HR conferences. Access any session at either of these co-located events when you purchase the POWER PASS. VIP pass-holders get additional perks and presentations from both conferences.



Workforce L&D

November 16-17 | Las Vegas

The leading employment law event for forward-thinking HR professionals, executives and in-house counsel to get up-to-date on their compliance obligations and limit liability.


November 16-17 | Las Vegas

The latest training trends and proven ways to leverage technologies and cutting-edge strategies to enhance organizational performance. Position your learning program for success in just 2 days!


Do you wear all the hats in your organization when it comes to human capital management, from employment law compliance to workforce development?

Take advantage of our Train-Retain-Comply Power Pass and get unlimited access to both Workforce L&D 2017 and the Advanced Employment Issues Symposium, two superior concurrent conferences taking place November 16-17 in Las Vegas. Hand-pick your curriculum for a truly customized learning experience that will address your diverse business needs.

You will get the following VIP benefits:

  • Access to any session in either program (both programs occur concurrently in the same venue).
  • All expert presentations from both conferences.
  • Two virtual swag bags packed with free products and special discounts.
  • Up to 13 HR credit hours towards HRCI or SHRM recertification.


Cost for both programs $1899 Only $1400 with the Power Pass!*
Save your company almost $500 as a VIP pass-holder!

*Offer does not include the AEIS preconference workshops. To order the AEIS preconference workshops with your power pass, please contact our events team at 860-510-0100 ext. 8996 or  

Your 2017 AEIS Agenda


Choose from 2 Morning Workshops:
8:30 a.m. – 11:30 a.m.

Recordkeeping Audits: Best Practices for Paper and E-Storage, Meeting Mandatory Notice, Posting, and Policy Drafting Requirements, and More 
Presented by: Ryan Olson, Esq., Felhaber Larson and Catherine Gray, JD, BLR
Recordkeeping—in both paper and electronic formats—is something HR professionals should continuously address, as each year brings about new and updated requirements that add to the already existing laundry list of records you must retain under federal law. And, recordkeeping is just one piece of the compliance pie. You’ve also got to ensure that you’re up to date on mandatory workplace postings and are distributing written notices to employees as required by state and federal law. On top of that, you’ve got to ensure that you have policies in place to keep up with new legislative requirements. 

This pre-conference comprehensive workshop is your one-stop shop for all things related to employment recordkeeping, mandatory posting and written notice requirements, and policy drafting tips in light of new and existing federal requirements.

You’ll learn:

  • Key recordkeeping changes and additions you’ll need to make for the coming year based on recently enacted and pending legislation
  • Best practices for digital recordkeeping and what you must still keep in paper format—and how long you need to maintain records under federal law
  • Mandatory notices you must post for your workforce, including recommendations on where to display them
  • Mandatory written notices and forms that must be distributed to new hires and additional notices that must be provided in writing when certain events occur such as upon termination or changes in rate of pay.
  • Examples of state wage and hour recordkeeping requirements you also need to consider
  • Tips on how to draft essential policies, such as a written discrimination and harassment policy 

‘The Uber Effect’: How to Conduct Wage and Hour Audits to Determine Proper Classification of Contractors and Employees
Presented by: Ryan Frazier, Esq., Kirton McKonkieand Kelly O. Scott, Esq., Ervin, Cohen & Jessup LLP
Nowadays, full- and part-time employees aren’t the only types of workers. The “Uber” model of doing business has thrust independent contractors, dependent contractors, and freelancers into the legal spotlight. The ride-share service has asked a federal court to approve a $100 million settlement of class action lawsuits filed in California and Massachusetts by Uber drivers claiming they were employees. But, in Florida, a court ruled that Uber’s drivers were contractors not employees. The fact is whether workers are contractors or employees isn’t always cut and dried. And, given that the various federal and state court’s differ on what makes a “gig” worker an employee entitled to FLSA protections, now is prime time for an intensive workshop to examine: 

  • The many factors you should consider for determining whether a worker should be classified as a contractor or your employee
  • The general difference between independent and general contractors
  • How to tell which multi-factor tests your company should use based on where you’re located and, importantly, where your employees are located
  • The process for conducting an effective audit to determine independent and dependent contractor misclassifications under the FLSA
  • The records and other information that should be considered when evaluating whether your company is at risk for costly lawsuits, DOL or IRS investigations, and subsequent penalties as a result of employment classifications 
  • The latest court rulings on joint employment—and the likelihood that your organization could have legal liability if you use freelance workers supplied through a temporary or staffing agency

Choose from 2 Afternoon Workshops:
1:00 p.m. – 4:00 p.m. 

Avoiding Hiring Landmines: Navigating Pre-Employment Inquiries, Background Checks, Drug Testing, I-9s, and Other Legal Tripwires
Presented by: Susan Fentin, Esq., Skoler, Abbott & Presser, P.C
Hiring touches many types of employment practices and policies—from pre-employment line of questioning on applications and during interviews to background checks and post-offer drug testing to employment verification procedures for meeting I-9 requirements. If any of these policies and practices are out of whack, your company could face substantial risks of liability for claims of discrimination under a number of federal laws, includingTitle VII, the Age Discrimination in Employment Act (ADEA), the Americans with Disabilities Act (ADA), the Immigration Reform and Control Act (IRCA), and the Fair Credit Reporting Act (FCRA), among others. This intensive workshop is broken into distinct sections, addressing:

  • Why supervisor training is key to avoiding hiring claims
  • Best practices for conducting applicant interviews
  • Questions you are legally permitted to ask on applications and during interviews, and which ones to steer clear of so you don’t spark discrimination claims under Title VII of the Civil Rights Act of 1964, the ADEA, the ADA, and other federal laws
  • The latest guidance from the EEOC and the courts on how to conduct legal background checks
  • When a background check or associated waiver may violate the FCRA
  • Steps for legally mastering pre-employment drug screenings
  • Conditional job offers, the offer letter, and other documentation concerns 
  • The pros and cons of drug testing for marijuana or other drug usage in your applicant pool 
  • How equal pay legislation can affect your ability to hire the best person for the job
  • I-9 employment verification do’s and don’ts for minimizing legal risks of national origin- and citizenship-based discrimination

Workplace Investigations: Your Action Plan for Probing Complaints, Interviewing Witnesses, Reaching Reasoned Conclusions, and Taking  Action
Presented by: Charlie Plumb, Esq., and Paul Ross, Esq., McAfee & Taft
HR is legally required to thoroughly investigate every complaint of unlawful or potentially unlawful conduct that crosses your desk, even when it seems without merit. You want to investigate in a timely manner and limit your liability for keeping a guilty party on the payroll. If you act too quickly, though, you run the risk of cutting some key corners. The secret to conducting a successful inquiry is to get your complete investigation plan in place before the complaint ever hits your desk—because as you well know, in HR it’s never a question of if, but when. This pre-conference workshop will bring you up to speed on how to conduct efficient, effective, legally compliant workplace investigations.

You’ll learn:

  • What to do first when an employee comes to you with a complaint or allegation
  • How to handle those common requests for “complete confidentiality” and “I don’t want you to do anything about this, but …”
  • How to separate a complainant and the alleged wrongdoer without inviting retaliation claims (from either side)
  • Interviewing tips to help you get to the truth
  • Strategies for resolving those “he said, she said” situations
  • What you should and shouldn’t do before the investigation is concluded
  • When you should consider bringing in an outside investigator
  • What to do after the investigation is over to minimize your legal risks under federal laws


7:00 a.m. – 8:00 a.m.

7:55 a.m. – 8:00 a.m.

Hot Topic Power Talks

8:00 a.m. – 9:10 a.m.

AEIS 2017 kicks off with Hot Topic Power Talks delivering insightful and sophisticated commentary on some of the most interesting workforce challenges facing employers in 2017 and beyond.

  • Trump Era Game-Changers: Snapshot of Which Employment Laws Will be Killed and Which Will Survive the New Administration
    8:00 – 8:20 a.m.
    Presented by: Charlie Plumb, Esq., McAfee & Taft
    President Trump’s picks to head the National Labor Relations Board (NLRB), the Equal Employment Opportunity Commission (EEOC), and the Department of Labor (DOL) signal a sea change in how federal regulators are likely to approach to oversight of labor and employment policies and practices. But, which Obama-era regulations have withstood the “changing of the regulatory guards” in Washington, D.C.? And, which have already fallen or are about to fall under the new Administration’s oversight? AEIS 2017 kicks off with a fresh look at how the post-election shift in the federal regulatory landscape will affect your business for the coming year.

  • Redefining ‘He’ and ‘She’: How MiIlennials Are Reshaping ‘Gender Norms’ and the Shift’s Impact on HR Policy Development 
    8:25 – 8:45 a.m.
    Presented by: Kathryn Visosky, Esq., Kelley, Drye & Warren LLP
    According to a GLAAD survey Harris Poll conducted, one-fifth of millennials said they identified as something other than “straight” or as having a personal identify and gender that’s connected to his or her sex at birth, a recentcover story by Time explained. There’s a strong possibility that a cultural shift in how gender is perceived is happening. What impact does this change have on HR policy development for the future? This talk will shed light on this issue.

  • The Future of Work: How to Keep Up with the Changing Business Ecosystem
    8:50- 9:10 a.m.
    Presented by: Mark Schickman, Esq., Freeland, Cooper & Foreman LLP
    The automation of essential job functions, the gig economy, no more performance appraisals, upskilling—the list of new workforce disruptions goes on and on. As a result, the so-called “Future of Work” is a topic that continues to garner attention. This inspiring talk will focus on how the workplace is changing, whether it’s for the better, and the legal risks those changes could present for employers nationwide.


9:20 a.m. – 10:35 a.m.

H1-Bs: Business Growth Strategies for Hiring and Developing Global Talent
Presented by: Jacob Muklewicz, Esq. and Elaine Young Esq., Kirton McConkie
In a new poll, more than half of the companies Harris Poll surveyed said they intend to hire more foreign workers, Forbes reported recently. That’s an increase of more than 20 percent over 2016 levels, the news outlet noted. At a time when political debate about tightening U.S. borders is rampant, new federal legislation has been introduced to double the minimum salary of H1-B visa holders to $130,000, and the suspension of a fast-track process for H-1B worker visas, HR leaders in industries most likely affected, including tech, financial services, health care, and academia, need to think about how they’re going to balance the business needs of hiring and developing global talent amid a potentially shrinking pool of options to legally secure foreigners to enter the workforce in the United States.

This session will cover:

  • The impact the U.S.-based immigration system may have on hiring and retention strategies of the future  
  • How the High-Skilled Integrity and Fairness Act of 2017, proposed by Rep. Zoe Lofgren, D-California—and similar proposals likely to be rolled out—would revamp the H-1B visa program, and the practical impact this or similarly introduced legislation could have on business growth strategies for U.S.-based employers
  • The potential costs and benefits of hiring global talent vs. American workers (and vice versa) 
  • How to evaluate whether hiring foreign nationals will be important to your company’s talent acquisition strategy for the short-term and the long haul 
  • Why moving some business operations to Canada may make sense, given  Prime Minister Justin Trudeau’s commitment to “open” borders

Is Your TV Watching You? Cybersecurity Protection from the Internet of Things
Presented by: Usama Kahf, Esq., Fisher Phillips, LLP and Lucas Amodio, (C|EH), Esq., Armstrong Teasdale LLP
The expanding network of consumer-driven technology and the Internet of Things (IoT), which allows devices, buildings, vehicles, and other physical objects equipped with software and connectivity capabilities to work together to collect and share data, is creating greater risk for companies. An AT&T survey revealed that close to 60 percent of businesses polled reported a lack of confidence in connected-device security. And, according to Verizon’s 2017 Data Breach Digest compromised cybersecurity is becoming more complex and can affect every department within a business. As connectivity grows, so should questions about how organizations can identify threats and guard against vulnerabilities that could lead to legal risks related to privacy, encryption, and data breaches. The IoT Cybersecurity Alliance, a new group including representatives from AT&T, IBM, Nokia, Palo Alto Networks, Symantec, and Trustonic, is currently exploring how to manage this growing concern. Consider, too, that WikiLeaks has said the Central Intelligence Agency’s (CIA) hacking abilities allow it to tap into smartphones, smart TVs, and other every day gadgets. If the CIA can do it, who else can? This session will focus on what cybersecurity thought leaders are doing to assist companies with protecting their cyber assets amid the IoT superhighway.

You’ll learn:

  • Recommended multi-layer approaches for minimizing IoT-related data security risks 
  • Why businesses struggle to lock down end-point security and what legally can be done about it 
  • Common ways security issues may arise as a result of data/application, cloud, and connectivity layers
  • The latest types of threat analytics being used to evaluate IoT security 
  • Strategies for developing a legal, “bottom up” approach to device- or node-based security 
  • How to evaluate how much “control” you really have over a device
  • How penetration-test and threat-modeling exercises work for engaging in proactive cybersecurity testing 
  • Best practices for working with IT to develop and implement policies and employee training on how security vulnerabilities arise


Absence Management in the Compliance ‘Bermuda Triangle’: FMLA’s Intersection with Disability Accommodation, Workers’ Compensation, and Paid Time Off
Presented by: Stacie Caraway, Esq., Miller & Martin PLLC and Susan Fentin, Esq., Skoler, Abbott & Presser, P.C.
What are the top leave administration and tracking challenges related to the Family and Medical Leave Act (FMLA)? Chances are if you ask the most seasoned HR professionals that question they’ll point to the intersecting and overlapping compliance obligations under FMLA, the Americans with Disabilities Act (ADA), and other laws, such as paid sick and family leave laws, which, to date, have been enacted in five states and many cities across the country. This session will provide a comprehensive look into how to conquer the most confusing leave-related conundrums under leave-protection laws. You’ll get legal insight into the leave and benefit traps that employers of all sizes need to avoid so you can develop sound administrative procedures that withstand scrutiny if called into question by regulators, a judge, or a jury.

This session will cover: 

  • How to manage leave administration when an employee is “covered” simultaneously under FMLA, the ADA, and potentially under paid sick and family leave laws
  • Leave-tracking strategies to accurately and effectively manage your compliance obligations 
  • Policy concerns:  What to include and what not to include
  • Examples of how workers’ compensation benefits, short-term disability insurance benefits, and paid family leave (PFL) may interact with FMLA requirements 
  • What are your leave obligations if the employee is not eligible for or has exhausted available leave

Networking & Refreshments Break
10:35 a.m. – 10:55 a.m.

10:55 a.m. – 12:10 p.m.

Medical and Recreational Marijuana: How to Navigate a Shifting Legal Landscape and Enforcement Gray Areas Concerning Employee Pot Use 
Presented by: Peter Lowe, Esq., Brann & Isaacson
Marijuana is still illegal under federal law, but to date 28 states have passed legislation giving medical marijuana usage the green light. Also, in eight states and the District of Columbia recreational use of marijuana is now legal. Other states have enacted laws making the possession of small amounts of the drug a civil, not criminal, offense. How does the evolving legal landscape concerning medical and recreational marijuana affect employment policies on drug testing, workplace safety, and off-duty conduct? This session will explore: 

  • Where pot is legal—and under what conditions—and where legislation is pending to legalize marijuana 
  • What Attorney General Jeff Sessions and the Trump Administration are likely to do to enforce federal drug laws like the Controlled Substances Act, which lists marijuana as a Schedule I drug along with heroin, LSD, and other potent drugs  
  • The lattice of laws that come into play when marijuana is used for medical purposes, including the Americans with Disabilities Act (ADA)
  • Medical marijuana as a reasonable accommodation under ADA and state law
  • How to address the applicant or employee who tests positive for marijuana
  • Whether zero tolerance drug free workplace policies are enforceable
  • Best practices for keeping the workplace free of impaired workers
  • Tips for federal contractors to follow with respect to drug testing and marijuana usage to ensure they don’t lose federal funding  
  • How to clearly and succinctly lay out conduct-based expectations in the employee handbook 

Coaching, Employee Performance, and Discipline: Maintaining Legally Defensible Documentation in the Absence of Traditional Appraisals
Presented by: Natasha Bowman, JD, SPHR, Performance ReNEW
Millennials, now the largest segment of the U.S. workforce, crave real-time feedback and coaching. This could be a reason why more than one-third of U.S. companies have replaced traditional annual performance reviews. Companies like Adobe, Microsoft, IBM, Deloitte, Dell, and General Electric have opted for informal, regular check-ins between employees and their managers. But, what impact does the replacement of traditional performance reviews with real-time feedback have on best practices for ensuring you’ve got proper documentation in place to back up employment decisions concerning discipline, demotions, promotions, and discharge? This session will cover:

  • How to strike a balance—so you keep proper documentation of employment-based decisions in place even if you opt to increase the frequency of performance discussions and eliminate ratings altogether
  • Strategies for training supervisors and managers to continue to document performance-based issues as necessary even if they aren’t completing annual reviews anymore
  • And much more! 

Obamacare Unwrapped: Health Care Compliance Obligations and Design/Cost Considerations for HSAs and HRAs in the Post-ACA World
Presented by: Karl Ahlrichs, Gregory & Appel Insurance and John Hickman, Esq., Alston & Bird, LLP
House Republicans have wrestled with plans to replace the Affordable Care Act (ACA). But, how close will lawmakers come to killing the ACA altogether? Regardless of whether the debate resumes again over coverage for pre-existing conditions, repeal of the Cadillac tax, and tax break caps on employer-provided health insurance, businesses will have to comply with whatever law remains. At the same time, organizations will need to balance those compliance obligations against the need to secure cost-effective health insurance coverage that meets employees’ needs and doesn’t break the employer’s bank. The fact is that the vast majority of employers are turning to consumer-based plans (health reimbursement arrangements (HRAs) and health savings accounts (HSAs) as well as other cost-management techniques to make it work. This session will provide a comprehensive, timely overview of current legal obligations and design and cost considerations for HSAs and HRAs as ACA mandates are loosened and new incentive structures emerge. 

You’ll learn:

  • The latest on where the push to dismantle Obamacare stands 
  • The impact on ACA-related compliance and reporting obligations 
  • The types of questions business leaders should be asking as repeal and replacement measures are considered 
  • The expanding role of consumer-based health plans, and how HSAs may help control employers’ health care costs 
  • Likely changes to financial limits, distribution restrictions, and other compliance requirements concerning HSAs and other medical accounts 
  • Innovative strategies for using HSAs to achieve more savings through high-deductible health plans 
  • How wellness programs can help offset costs, the legal risks of administering them, and what to watch out for when offering incentives

Lunch, Networking & Exhibits
12:10 p.m. – 1:20 p.m.

1:20 p.m. - 2:35 p.m.

Robots at Work: Preparing for the Rise of Automation and the Evolving Human Capital Experience
Presented by: Miriam Cherry, Saint Louis University School of Law
Research firm Forrester predicts that by 2025, robots, automatic, artificial intelligence, and machine learning will replace 7 percent of jobs nationwide, leading to the “rapid” disruption of administrative roles, such as customer service representatives and office staff. But, the emerging “cognitive era” will spark job growth for data scientists, automation specialists, and content curators, Forrester’s report, The Future Of White-Collar Work: Sharing Your Cubicle With Robots, concluded. Management consulting firm McKinsey released a 2017 report, A Future that Works: Automation, Employment, and Productivity, that indicates workers across 800 jobs, performing 2,200 work activities collectively, are paid an estimated $16 trillion in wages. While less than 5 percent of all jobs could be completely automated, around 60 percent of jobs could have around one-third of “constituent activities automated,” McKinsey noted. This means occupations will change. It’s important for HR leaders to prepare for the impact automation will have on the workplace. 

This session will cover:

  • Which activities are most susceptible to automation
  • How automation can help improve data collection and processing to make better decisions related to human capital 
  • Technological, economic, and social factors that will impact the pace at which automation takes hold in the U.S. job market 
  • The benefits of incorporating cognitive solutions into roles to adapt to changing workforce needs
  • Examples of how automation will impact talent acquisition and job descriptions 
  • The training and re-training challenges that will need to be addressed in the transformative workplace 

Combatting Talent Shortages: Flexible Staffing Models for Meeting Ongoing Challenges and Staying FLSA-Compliant
Presented by: Kara Shea, Esq., Butler Snowand Arte Nathan, Strategic Development Worldwide
According to Gallup, over 20 percent of millennials reported changing jobs within the year they were polled. Millennial turnover adds up to $30.5 billion in business costs each year, Gallup says.  Whether your talent shortage is due to job-hopping millennials, baby boomers’ retirement, or a shortage of foreign skilled workers coming into the country under immigration policy, it’s clear that business leaders need successful strategies for addressing talent shortages so they’re equipped to manage evolving, competitive business demands. Flexible staffing models focused on recruiting and hiring contingent labor may be a viable solution for meeting this ongoing need. But, at what cost? And, what about investments in upskilling as a means for addressing talent shortages? Many companies have already started turning to training and development to upskill employees to fill talent gaps. For instance, Wal-Mart and other Fortune 500 companies, including McDonald’s, Starbucks, and CVS Health, as well as small- and mid-size businesses are among the companies that invest over $600 billion a year in the education, training and development of their workforce in the hopes of seeing greater returns on their human capital investments. Also, predictive scheduling should be on employers’ radar. Legislation is being enacted across the country that impacts how companies treat shift workers. Where does predictive scheduling fit into staffing and retention strategies? This session will examine:

This session will examine:

  • The latest strategies for filling the talent gap
  • The long-term impact hiring contingent labor and upskilling may have on turnover and employee replacement costs
  • How to evaluate your organization’s business needs against your current workforce’s skills to determine where talent shortages are most likely to occur within your company 
  • Legal and economic obligations under federal laws, such as the Fair Labor Standards Act, of recruiting and hiring contingent workers, such as dependent contractors, temporary workers, or other “gig” workers to manage talent shortages 
  • Examples of training and educational endeavors that can propel employees’ upward career mobility and keep talent shortages at bay
  • The business impact of predictive scheduling and the positive impact it can have on employees’ quality of life


Form I-9 and National Origin/Citizenship-Based Discrimination: How to Minimize Legal Risks in Recruiting Employment Verification and Re-verficiation, and Avoid ICE Penalties
Presented by: Jacob M. Monty, Esq. and Ruth Willars, Esq., Monty & Ramirez LLP
Immigration and Customs and Enforcement (ICE) agents have conducted “routine” raids to enforce President Trump’s order to crack down on the estimated 11 million individuals who are illegally in the United States. High-profile raids of workplaces and residences occurred in metropolitan areas including Atlanta, Chicago, Los Angeles, and New York, The Dallas Morning News reported recently. Given ICE’s crackdown, now is a good time to self-audit your organization’s process for collecting employment verification, re-verification, and eligibility documentation and completing and storing Form I-9s. ICE’s I-9 audit goal is expected to jump 20 percent from 1,000 to 3,000 investigations for the current fiscal year. Consider, too, that the Department of Labor’s Wage and Hour Division, as well as the Office of Federal Contract Compliance Programs (OFCCP), may review I-9s in the course of their investigations. It’s also a good time to evaluate whether any of your organization’s recruitment and hiring practices could spark discrimination claims based on citizenship or national origin. This session will focus on avoiding violations under Title VII and recommend strategies for self-auditing your practices for managing Form I-9s to avoid hefty ICE penalties and potential legal claims. 

You’ll learn:

  • What to look for when reviewing the new Smart Form I-9, which took effect January 22, 2017, and versions past to ensure they were properly completed 
  • Examples of national origin or citizenship-based discrimination that may arise during the internal review of Forms I-9 
  • Best practices for informing employees about the internal Form I-9 audit, including the scope of what to cover 
  • Form I-9 error and omission correction procedures for Sections 1, 2, and 3—and who should only correct Section 1 and who should handle Sections 2 and 3 
  • What to do if you discover that you never completed Forms I-9 on file for an employee or group of workers 
  • Examples of documentation identifying errors or omissions and indicating corrective action taken to bring your Forms I-9 into compliance 
  • What not to do with an eraser or whiteout—and the recommended way to display changes made to the Form I-9 
  • How to tell if the Form I-9 on file is acceptable under applicable rules and whether supplied Section 2 documentation is sufficient if it’s not on the list of acceptable documents under the current Form I-9 
  • What to do if you think Form I-9 documentation isn’t genuine or legitimate—and what you can’t do under the law 
  • How to handle a situation where you determine that a worker doesn’t have the documentation to prove he or she is authorized to work in the United States

Refreshments, Networking & Exhibits Break
2:35 p.m. – 2:55 p.m.

2:55 p.m. – 4:10 p.m.

Ideological Shift in Labor and Employment Oversight: The Business Impact of Trump’s EEOC, DOL, NLRB, and SCOTUS Priorities
Presented by: John Husband, Esq., Holland & Hart LLP and Kevin McCormick Esq., Whiteford, Taylor & Preston LLP
An ideological shift for federal regulatory oversight is happening in Washington, D.C. On the day he took office, President Donald Trump signed a “Regulatory Freeze Pending Review” memo, directing all federal agencies to temporarily postpone implementation of regulations published in the Federal Register that had not yet taken effect. The White House has also said that for every new regulation a federal agency enacts, it should cut two. Recently, Victoria Lipnic and Philip Miscimarra were named acting chairs of the Equal Employment Opportunity Commission (EEOC) and the National Labor Relations Board (NLRB), respectively. On the judicial front, what will the practical impact be of Neil Gorsuch’s confirmation as the justice to replace conservative jurist the late Antonin Scalia? What impact will Trump-era appointees have on regulatory and policy development impacting the workplace? This session will cover: 

  • The business impact of enforcement priority shifts at the Department of Labor,, NLRB, and EEOC
  • What’s “out” and “in” concerning controversial regulations on EEO-1 pay data reporting pay data and other issues following the transition away from a Democrat-controlled EEOC 
  • How a conservative, constitutionalist-centric Supreme Court majority could impact the outcome of labor and employment cases shaping the future workplace practices and policies 
  • The likely fate of “micro” organizing units under the National Labor Relations Act (NLRA), the NLRB’s decisions in Browning-Ferris Industries on joint employer liability for labor violations, D.R. Horton on waivers in employer agreements, and other controversial cases that expanded workers’ NLRA protections 
  • And more

Expansion of LGBT Rights Under Title VII: What Companies Can Do to Foster Inclusiveness and Minimize the Risk of Costly Lawsuits
Presented by: Ryan Frazier, Esq., Kirton McKonkie
In a landmark ruling, the Seventh U.S. Circuit Court of Appeals recently concluded that sexual orientation is a protected category under Title VII of the Civil Rights Act of 1964 (Title VII). This opens the door for federal courts in other circuits to issue similar findings; thus, expanded coverage of Title VII to members of the LGBT community across the nation is a real possibility. Legal risks aside, according to the Human Rights Campaign Foundation, if LGBT employees feel they need to hide their identity at work, this can adversely affect employee engagement and retention. This session will provide a framework for ensuring that your employment policies and practices don’t violate LGBT workers’ rights. It will also provide strategic direction on how to ensure a culture of inclusiveness toward LGBT employees. You’ll learn: 

  • Employment practices that could spark legal liability for the way LGBT workers are being treated
  • How companies can create an LGBT-inclusive culture to attract and retain talent 
  • Why having a strong culture of inclusion can help with your employment brand and more


Culture Club:  The Link Between Workplace Culture and Workplace Harassment Claims
Presented by: Mark Schickman, Esq., Freeland, Cooper & Foreman LLP
Sexual harassment. Racial discrimination. Hostile work environment.When the workplace culture perpetuates these types of unlawful activities under Title VII of the Civil Rights Act of 1964 or other laws, employers are at extreme risk of costly lawsuits—not to mention irreparable damage to the company’s reputation and brand, employee morale, and other negative consequences. According to the Equal Employment Opportunity Commission (EEOC), between FY 2012 and 2015, the number of private-sector charges including harassment claims rose, accounting for more than 30 percent of all charges filed. This session will examine: 

  • Recent cases illustrating the ways in which aggressive business practices may foster a culture that breeds harassment claims that violate federal employment law 
  • Findings from the EEOC’s recent Select Task Force on the Study of Harassment in the Workplace
  • The EEOC’s proposed guidance, released in January 2017, on what employers need to do to proactively eliminate harassment in the workplace 
  • How to evaluate whether company leaders’ messages and tone aligns with your efforts to maintain a harassment-free culture
  • And more

Closing Keynote: Embrace Your Inner Whistleblower! How to Avoid or Win Retaliation Claims Through a Solid Risk-Management Framework that Aligns with Company Culture
4:15 p.m. – 5:00 p.m.
Presented by:Dr. Ken Broda-Bahm, Persuasion Strategies and Bradley T. Cave, Esq., Holland & Hart LLP
Whistleblower claims continue to rise and now outstrip other types of discrimination claims. Responsible companies know they need to avoid retaliation or the appearance of retaliation, but they still face challenges in promoting the right kinds of whistleblowing, minimizing the risks of a retaliation claim, and defeating the meritless whistleblower claim. To address these challenges, Dr. Ken Broda-Bahm, a senior litigation consultant, and employment attorney Bradley Cave will look at the psychology of whistleblowing within the company culture and how to build a risk-management framework that aids the defense of retaliation claims. You’ll learn:

  • Personal and organizational factors that facilitate constructive whistleblowing
  • The nuanced psychology that influences perceptions of whistleblowers both in and out of the jury box
  • Ways to build a culture of criticism that leads to loyalty
  • Why having a strong culture can help your company avoid or beat retaliation claims


7:00 a.m. – 8:00 a.m.

BLR Solution Demo: and
7:15 a.m. - 7:30 a.m.
Join BLR's sales team for a dynamic demonstration showcasing the power of BLR's resources. You won't want to miss this high-energy talk where we'll announce the conference raffle winner. You must be present to win, so we hope you can join us!

7:55 a.m. – 8:00 a.m.

Opening Keynote: The 10 Steps of Employee Engagement to DRIVE Results!
8:00 a.m. –  9:00 a.m.
Presented by: Bob Kelleher, The Employee Engagement Group
According to Gallup, in 2017, a staggering 67% of employee are still disengaged. Join acclaimed author, speaker, and thought leader Bob Kelleher as he outlines the 10 key steps for building and sustaining an engaged culture to combat the disengagement reality. These 10 essential steps of engagement have been culled from years of experience working as an award-winning internal practitioner who led engagement initiatives that transformed corporate cultures. He will share specific best practices, case studies, and ideas from his best seller, Louder Than Words, 10 Practical Engagement Steps, and his newly released book, I-Engage, Your Personal Engagement Roadmap.

You’ll learn:

  • The importance of trust and empathy in the workplace
  • Why one’s direct line manager is the #1 driver of engagement and disengagement
  • The importance of a robust communication culture—the “cornerstone of engagement”
  • Why you need to engage the whole person, and not just the employee
  • Why you might have a hiring problem and not an engagement problem

Breakout Sessions
9:10 a.m. – 10:25 a.m.

Federal Contractors—What Now? Navigating Post-Obama, Trump Era Enforcement of Executive Order Mandates and OFCCP Compliance Requirements
Presented by: Elizabeth Bradley, Esq., Fortney & Scott LLC and Kevin McCormick Esq., Whiteford, Taylor & Preston LLP
President Barack Obama issued several high-impact executive orders giving the Office of Federal Contract CompliancePrograms (OFCCP) broad authority to keep tabs on federal contractors. Then, came President Trump. He, along with the Republican-controlled Congress are working to eliminate what they consider to be the “job-killing” regulations issued by the Obama Administration. This means the fate of the Department of Labor’s final overtime rule, the OFCCP’s “blacklisting” rule, and the revised EEO-1 report are in jeopardy. But, what’s the practical impact the current administration’s focus on reducing regulations will have on federal contractors? This session will explain:

  • How the priorities of the new Department of Labor secretary, OFCCP director, and EEOC chair will impact federal contractors for the coming year
  • What’s out, what’s staying in place—at least for the time being—out of the Obama-era executive orders covering federal contractors  
  • Why federal contractors should not let their compliance guard down, and biggest threats concerning OFCCP Corporate Scheduling Announcement Letter (CSAL) audits
  • How to meet data requests to avoid “denial of access” lawsuits 
  • Practical solutions for protecting your organization from costly legal liabilities stemming from equal pay or other discrimination claims


Artificial Intelligence: Balancing the Algorithmic Benefits, Legal Risks and Privacy Rights Concerning Cognitive Analytics
Presented by: Crystal Miller Lay, Branded Strategiesand Brian Garrison, Esq., Faegre Baker Daniels, LLP
There’s nothing fake about the powerful ways in which artificial intelligence (AI) can help business leaders predict, plan, and adapt to meet organizational needs. HR plays an important role in evaluating the ways in which AI can be used for candidate screening, engagement, onboarding, learning and development, and HR compliance. But, as the use of AI grows, important questions emerge on how legal risks are impacted through the use of cognitive analytics. Technology researcher Gartner predicts that by 2018, half of business ethic violations will stem from improperly using big data analytics. How will such violations emerge? And, what should businesses do to minimize their legal risks? You’re likely already using AI, so now’s the time to make sense of the broad legal and practical implications of such usage. This session will address these questions and more. You’ll learn:

  • Examples of AI at work in HR systems to assist with researching business intelligence, monitoring performance benchmarks, and tracking activities  
  • Trend-spotting and pattern recognition benefits of AI, and how these can be used to make well-reasoned business decisions 
  • How AI can used to make well-reasoned business decisions
  • Data storage protocols for minimizing legal risks stemming from breaches impacting data security and privacy 
  • How to structure organizational data and analytics governance committees responsible for balancing opportunities stemming from the use of AI and the risks of using data analytics 
  • The business objectives prescriptive analytics can achieve, and examples of models that work

Invisible Disabilities: What’s Protected Now, What Isn’t, and How to Provide ADA-Compliance Accommodations
Presented by: Jonathan Mook, Esq., DiMuroGinsburg P.C.
The Americans with Disabilities Act (ADA) covers physical and mental impairments that substantially limit employees from performing major life activities. But, it’s an ongoing challenge for HR that not all disabilities are readily apparent. Mental health-related issues, such as those stemming from bipolar disorder, major depressive disorder, post-traumatic stress disorder (PTSD), anxiety, and other conditions recognized under the DSM-5, as well as intellectual or cognitive impairments resulting from autism and other conditions, may be invisible. Also, employers often have questions about whether alcoholism or drug abuse may result in protections under the ADA. This session will take a deep dive into:

  • The types of protections employees with “invisible disabilities” may be entitled to under ADA
  • Functional limitations employees with invisible, including psychological and cognitive impairments may experience and how to tell if such impairments would impact the ability to perform essential job functions 
  • Workplace accommodations a doctor may recommend for someone undergoing treatment for a mental health-related condition, such as major depressive disorder, bipolar disorder, or PTSD
  • When such accommodations would likely be or not be deemed undue hardships based on federal case law
  • How to manage day-to-day productivity and communication when someone is tardy or absent frequently, gets into interpersonal conflicts, has trouble concentrating or following direction without legal missteps under federal leave and disability laws  
  • How to deal with concerns that a medication an employee is prescribed to treat a mental health-related condition could pose workplace safety risks 
  • How to manage confidentiality compliance obligations when communicating with supervisors and coworkers about an employee’s medical condition or accommodation
  • Best practices for dealing with employees struggling with addiction to drugs or alcohol

Networking & Refreshments Break
10:25 a.m. – 10:40 a.m.

Breakout Sessions  
10:40 a.m. – 11:55 a.m.

#ProtectingInformationSystems: When Policies Outlining Social Media and Email Ownership and Usage Are Likely to Hold Up under Federal Law—and When They Aren’t 
Presented by: Jonathan Hyman, Esq., Meyers, Roman, Friedberg & Lewis
Earlier this year, a writer for Saturday Night Live was suspended indefinitely for a tweet she posted about President Donald Trump’s young son. When a media firestorm ensued, she promptly took it down and apologized. When an employee posts something inappropriate online or sends an email, it may be too late to un-do the reputational or other harm it’s caused. But, that doesn’t mean you should relax your expectations about how employees use your email and social media accounts to communicate.  How far can you legally go, though, to monitor and restrict the ways in which employees are using information systems like email. Facebook, Twitter, Instagram, Snapchat, and others? It’s important for company leaders to know the legal strategies for protecting social media and email accounts and how to enforce policies designed to protect the company’s interests without legally misstepping under the National Labor Relations Act (NLRA) or other federal laws. During this session, you’ll learn: 

  • What you may control concerning your information systems, and where the legal line is
  • The NLRB’s current position on Purple Communications Inc., a ruling giving workers authority to use a company-owned email system to communicate off hours about protected activities under the NLRA 
  • The latest strategies for managing your email and social media usage policies to protect your company’s interests and minimize the risk of legal liabilities 
  • Recommendations on who should and shouldn’t be granted access to tweet, post, and share information via social media on behalf of your organization and why 
  • What to do if an employee “goes rogue” and posts something that could harm your business’s reputation or spark legal liability for the organization 
  • Who owns what related to social media and email accounts—and the steps to take to preserve your company’s ownership as needed 
  • When “advertisements” or “endorsements” on social media might spark legal and ethical concerns  
  • How post-employment social media posts might spark non-competition violations 
  • Best practices for ensuring the smooth and effective transition of “power” when a worker with certain information system permissions leaves the company


Paid Leave in 2017 and Beyond: Strategies for Managing Emerging Compliance Obligations
Presented by: Charles H. Kaplan, Esq., Sills Cummis & Gross P.C. and Bradley T. Cave, Esq., Holland & Hart LLP
Right now, five states have paid/earned sick leave laws on their books—with three more taking effect this year or in 2018.  Many cities also have enacted paid leave ordinances. Large companies like Amazon, Adobe, and Spotify offer paid parental or sick leave—with as much as six months off at Spotify. Netflix takes its paid leave policy a step further, giving new parents as much time off as they need in the first year following the birth of a child. And, recently, Facebook upped the ante even more, providing its employees with up to 20 days of bereavement leave—that’s on top of six weeks of paid leave to care for sick relatives. But, even if your state, county, or city doesn’t yet require you to offer paid leave, the tide is shifting in favor of offering paid sick and family leave benefits to employees. Addressing a joint session of Congress in February, President Trump pledged that his administration will work toward ensuring that new parents have paid family leave. Time will tell whether and when a federal paid leave mandate for private employers will take effect, but the issue of paid family leave raises important issues for HR leaders. This session will cover:

  • Updates on paid sick and family leave laws nationwide and how employers operating across state lines should amend policies to ensure seamless paid time off (PTO) administration 
  • How recent developments related to paid leave affect your daily operations and workplace policies
  • Best practices for administering PTO—from accurately accounting for partial day absences to instituting vacation time caps 
  • Benefits and potential drawbacks of open leave policies 
  • How to evaluate the pros and cons of offering paid leave if it’s not mandated by law

‘Red Pencil/Blue Pencil’ Rulings: Evaluating Restrictiveness in Employment Agreements Designed to Protect Trade Secrets and Guard Against Unfair Competition
Presented by Mario Bordogna, Esq., Clark Hill, PLC and Ryan Olson, Esq., Felhaber Larson
Non-competition agreements are governed by state law, and state law isn’t always on the employer’s side when it comes to enforcing restrictive covenants to prevent departing employees from competing or sharing. State courts may take the position that the entire agreement should be red-penciled, meaning, thrown out altogether. Other courts subscribe to the notion that by “blue penciling” an agreement, only overreaching provisions can be struck—leaving the remaining provisions enforceable as the employer intended. This session will provide:

  • An overview of recent ‘red/blue pencil’ rulings illustrating when non-competition agreements could come under heavy legal scrutiny
  • The impact the Defend Trade Secrets Act (DTSA) has on employers
  • The type of evidence that could prove trade secret violations under the DTSA
  • Whether continued employment remains sufficient consideration to validate a non-competition agreement
  • And more

Proceed immediately to the Ballroom for the AEIS 2017 wrap-up panel Q&A and raffle drawing!

Expert Q&A Panel: Your Employment Law Questions Answered
12:00 p.m. – 12:30 p.m.
Presented by: Mario Bordogna, Esq., Clark Hill, PLC
Brian Garrison, Esq., Faegre Baker Daniels, LLP
Charles H. Kaplan, Esq., Sills Cummis & Gross P.C.

Our skilled panel of employment attorneys is ready to address your specific concerns before you head home to implement the compliance best practices and strategic insights you’ve learned at AEIS 2017!

Grand prize drawing/wrap up
12:30 p.m. – 12:35 p.m.

Conference adjourns

*Agenda Subject to Change

Your 2017 Workforce L&D Agenda

MAIN CONFERENCE DAY 1 | Thursday, November 16, 2017

Training Solutions Showcase: Technology Test Drives and Exhibitor Attractions
7:00 a.m. – 5:00 p.m. 
Workforce L&D 2017 brings together learning, development, and training vendors providing the latest technology-driven corporate training software and platforms. Take a test drive at our Learning Solutions Showcase, which features exhibitor attractions focused on ways to enhance the way you deliver, manage, and measure corporate learning-based initiatives.

Welcome Remarks
7:50 a.m. – 7:55 a.m.

Opening Keynote
Talent Development to the Rescue: How L&D Professionals Can Positively Impact Retention Efforts & Reduce Turnover
Approved for HRCI business credit!
7:55 a.m. – 8:55 a.m.
Presented by: Cara Stiletto, MBA, Cresendo Strategies
Focusing on retaining talent should be priority #1 for your company. But, with changing employee demographics and expectations, as well as evolving business needs and technology, employers can't take the "same old" approach to talent development if they're to succeed at retaining talent. Right now, talent development professionals sit in a unique sweet spot for impacting the organization and its bottom line. Workforce L&D 2017 kicks off by showing you how your role in cultural transitions, executive leadership development, new-hire orientation, retirement knowledge transfer planning, and more will play a critical role in ensuring successful employee retention efforts as your organization moves forward.

Building a Learning Culture: Expanding Your Company Learning Beyond the Training Room
9:00 a.m. – 10:35 a.m.
Presented by: John Isbell, JWI Hospitality
Companies that succeed at building and maintain a dynamic workforce have mastered the integration of learning and development into every day work life. In this highly interactive session, you will learn ways to take your training and development outside of the traditional methods and create a culture of life-long learners. This session will include a 30-minute interactive “Buzz-Session” that will allow you to gain ideas from each other that will provide dozens of tips on how to expand learning far beyond the training room to consistently and effectively engage talent.

Refreshments, Networking & Exhibits Break
10:35 a.m. – 10:55 a.m.

Gamification for Talent Development: Key Design Principles Proven to Drive Learning Success
10:55 a.m. – 12:10 p.m.
Presented by: Carol Leaman, Axonify, Inc.
Gamification can improve learner satisfaction and retention, and  increase knowledge and skill gains among employees. Choosing the right gamification can be a huge asset to HR and training professionals, but the difficult part is implementing “proper design.” Your goals as the trainer, communication with the employee, and the proverbial toolkit you use will all play a part in whether your experience is a success. Thankfully, with a few science-driven recommendations, you can be on your way to an effective learning and development program that leverages gamification. This session will focus on how different organizations are using gamification as a talent development technique and how, when properly designed, it can work for your organization.

You’ll learn:

  • Examples of successful uses of gamification for developing talent
  • Why making learning fun is a valuable goal for designers
  • The differences between gamification, simulations, and serious games as learning tools and how to tell when it’s best to use each
  • How games can provide assessments of learning and training transfer
  • How badges, points, and leaderboards are just one little piece of the gamification toolkit


12:10 p.m. – 1:10 p.m.

Training Up: What It Takes to Develop Lasting, Engaged Leaders 
1:10 p.m. – 2:35 p.m.
Presented by: Dan Day, TRACOM Group
You want the best out of current and future departmental and organizational leaders. But, what should you be doing to help them excel as impactful leaders? Being a manager doesn’t always translate into being a natural leader, and leaders aren’t always high performers. There can be lots of reasons for this—sometimes the manager lacks accountability, self-awareness, or the ability to attract and inspire talent. So, what can you do to ensure that managers  at all levels of the business cultivate their leadership capabilities?

During this session, you’ll learn: 

  • How to engage leaders in your company’s mission and business goals
  • How to assess leadership development strategy strengths and weaknesses
  • Examples of how to nurture talent to stay strong as leaders, regardless of changes to the business structure, company’s goals, and other variables 
  • How to help leaders recognize their own communication style and the styles of others to develop stronger teams

Refreshments, Networking & Exhibits Break
2:35 p.m. – 2:55 p.m.

Mentoring Hub: How to Formalize Knowledge Transfer Opportunities to Zap the Skills Gap
2:55 p.m. – 3:55 p.m.
Presented by: Jodi Davidson, Sodexo
Pew Research Center reports that 10,000 baby boomers reach age 65 each day. That means more and more boomers are retiring. Whether employees depart due to retirement, other job opportunities, or personal reasons, when they leave they take invaluable knowledge with them. And, it’s not enough for a departing worker to write a manual on their duties for successors to follow. To stay at the top of the talent management game, it’s important to focus on tacit knowledge, which is rooted in workers’ skills, their experiences, and their ideas. This session will:

  • Explain the difference between information and knowledge 
  • Provide real-life examples of how knowledge transfer experiences—some as short as 1 minute—among mentors and mentees can be integrated into every day work life to ensure that the workforce is well prepared for talent shortages
  • Reveal expert tips on how to formalize knowledge transfer experiences so your mentoring program is equipped to zap the skills gap

The Data-Driven Leader: Case Studies on How People Analytics Can Be Used to Evaluate the Strategic Alignment of Business and L&D Goals
Approved for HRCI business credit!
4:00 p.m. – 5:00 p.m.
Presented by: Jenny Dearborn, SAP
It’s important for corporate learning and talent management professionals to understand what makes various aspects of the underlying business successful. Only then can they effectively evaluate how their learning programs can be improved upon to drive future business success. Enter big data. With data analytics, L&D stakeholders can identify new types of learning content to training requirements, examine learning patterns, user interaction with learning content—and, in turn, create personalized learning content that meets learners’ needs—and predict future learning needs. This session will provide real-life examples through case studies on how data analytics related to HR and people management can be used to foster L&D strategy. 


MAIN CONFERENCE DAY 2 | Friday, November 17, 2017

7:00 a.m. – 8:00 a.m.

Training Solutions Showcase: Technology Test Drives and Exhibitor Attractions
7:00 a.m. –  1:30 p.m.  
If you didn’t get the chance to check out Workforce L&D 2017’s Training Solutions Showcase on Day 1, now is the time to get your learning engines really revving! Connect with L&D vendors providing the latest—and greatest—technology-driven corporate training software and platforms, and test drive our exhibitor attractions, which are focused on ways to enhance the way you deliver, manage, and measure your corporate learning-based initiatives.

Breakfast & Learn Solutions Demo |
7:30 a.m. – 7:50 a.m.
Grab your lunch and join us for an informative test-drive of BLR’s winning digital solution TrainingToday® is a leading provider of online education programs for employees and supervisors. Each course in our extensive library addresses a specific topic with engaging and interactive presentations, delivering practical advice and clear instructions that trainees will remember long after the training is complete. And with a built in LMS, TrainingToday does all the assignment, tracking, testing, and reporting for you. It’s your turnkey training solution. Attendees will be entered to win one of the hottest new technologies on the market!

[Announcements: 7:55 a.m. – 8:00 a.m.]

Opening Keynote: The 10 Steps of Employee Engagement to DRIVE Results!
8:00 a.m. –  9:00 a.m.
Presented byBob Kelleher, The Employee Engagement Group
According to Gallup, in 2017, a staggering 67% of employee are still disengaged. Join acclaimed author, speaker, and thought leader Bob Kelleher as he outlines the 10 key steps for building and sustaining an engaged culture to combat the disengagement reality. These 10 essential steps of engagement have been culled from years of experience working as an award-winning internal practitioner who led engagement initiatives that transformed corporate cultures. He will share specific best practices, case studies, and ideas from his best seller, Louder Than Words, 10 Practical Engagement Steps, and his newly released book, I-Engage, Your Personal Engagement Roadmap.

You’ll learn:

  • The importance of trust and empathy in the workplace
  • Why one’s direct line manager is the #1 driver of engagement and disengagement
  • The importance of a robust communication culture—the “cornerstone of engagement”
  • Why you need to engage the whole person, and not just the employee
  • Why you might have a hiring problem and not an engagement problem

Demo Done Right: From-the-Trenches Tactics on How Real-Life Companies Are Driving L&D Success  
9:10 a.m. – 10:25 a.m.
Presented by: Mohit Garg, MindTickle and Guila Muir, Guila Muir and Associates LLC
This session features 4 inspiring segments showcasing the real-life application of how to:

  • Successfully integrate varied modes of training—classroom, mobile, online—to maximize the effectiveness of blending learning-based strategies 
  • Drive positive business outcomes through effective sales onboarding 
  • Train the trainer 
  • Secure quality, low-to-no cost training tools to create infographics, tutorials, and other interactive training materials designed to fit your budget

Refreshments, Networking & Exhibits Break

10:25 a.m. – 10:40 a.m.

Millennials at Work: Top Employment Brands’ Strategies for Continuous Learning and Engagement
10:40 a.m. – 11:40 a.m.
Presented by: Tanya Bakalov, Better Skills Inc.
According to Bersin by Deloitte’s Future of Corporate Learning report, Millennials crave training and development above benefits like flexible schedules and cash bonuses. A PwC report, Millennials at Work: Reshaping the Workplace, reflects the same sentiment, noting that Millennials want constant feedback and encouragement and are likely to embrace digital learning delivery methods. Since Millennials have surpassed Generation X as the largest segment of the workforce, it’s important to understand precisely what millennial learners expect from work and how you can deliver it in an effective way. This session will examine how successful employment brands like Yelp, Adobe, Salesforce, and Facebook approach learning and development to ensure that Millennials and other generations of workers are continuously engaged.

How to Make Required Training Fun—Yes, We Said Fun!
11:45 a.m. – 12:35 p.m.
Presented by: Gina Worthey, Worthey Solutions International
Training on legal and compliance obligations related to reporting of workplace harassment, safety training, fiduciary responsibilities, or other areas may be mandatory under federal or state law depending on your industry, specific workers’ roles, etc. But, just because you’re legally required to address a certain subject matter doesn’t mean the content of the training needs to be so dry that the learning experience turns into a snooze fest. This session will teach you:

  • Strategies for infusing pizazz into required workplace training
  • How to make required trainings informative and fun, so employees easily recall and set into practice what they’ve learned—so you can minimize legal risks
  • How to evaluate whether your preferred method of delivery for required training, e.g., via Skype, a mobile device, or another platform—is legally permissible under the regulations that mandate a particular type of training

Lunch, Networking & Exhibits

12:35 p.m. – 1:35 p.m.

Smartphone Cinema: Mobile Design Considerations to Satisfy Microlearning Objectives    
1:35 p.m. – 2:35 p.m.
Presented by: Micah White, CGS Enterprise Learning
To excel at learning and development, it’s essential to recognize that a smartphone or tablet is likely the preferred method of delivery for many workers. With the use of mobile technologies becoming more prevalent, particularly with respect to microlearning, designing learning-based content for smartphones comes with a host of challenges that companies must be ready to address. This session will focus on:

  • Design criteria for adapting training content for mobile learning
  • Examples of cost-effective tools for developing video-based training for mobile devices 
  • Design and integration trouble spots that may arise from screen size and other smart phone attributes 
  • Checklists for ensuring that mobile modes of delivery satisfy key learning objectives

Refreshments & Networking Break
2:35 p.m. – 2:50 p.m.

Strategy Speed Talk: Ditching the Corporate Ladder—How the Corporate Lattice Aligns with L&D Strategy
2:50 p.m. – 3:20 p.m.
Presented by: Cathy Benko, Deloitte Consulting LLC
Forget about climbing the corporate ladder, nowadays it’s about straddling the corporate lattice. This Strategy Speed Talk is a burst of insight into how a career lattice works to maximize employee performance, engagement, and improve retention—all fundamental goals of L&D programs.

The Art of Storytelling: The Psychology of Learning and How to Incorporate Memorable Vignettes into Training Content
3:25 p.m. – 4:25 p.m.
Presented bySharon Lucas and Jessica Du Preez, CDT3 Training
Stories connect us through emotion, and emotion to a large extent drives cognition, according to neuroscientists. But, what really makes a story great? The art of storytelling in large part lies in being able to effectively and succinctly tap into the subject’s emotions. Workforce L&D 2017 closes with a look at:

  • The psychology of learning and the scientific evidence supporting the theory that our brains crave stories   
  • How stories can be used to help you achieve training goals
  • How to tell a story when you are not a story-teller
  • Weak training storylines that fall flat in creating an engaging learning experience  
  • Examples of tales that do an exceptional job of tapping into emotion and, in turn, breed A-list training content 

Closing Remarks
4:25 p.m. – 4:30 p.m.

Conference adjourns
4:30 p.m.