Spring Schedule

Wednesday, April 3, 2019, Schedule Outline: 


9:00 AM - 10:00 AM: Registration 

10:00 AM - 11:30 AM: Keynote Presentation 

11:30 AM - 12:30 PM: Lunch 

12:30 PM - 1:45 PM: Breakout Session 1 

2:00 PM - 3:15 PM: Breakout Session 2 

3:30 PM - 4:45 PM: Breakout Session 3 

Thursday, April 4, 2019, Schedule Outline: 


8:00 AM - 9:15 AM: Breakout Session 1 

9:30 AM - 10:45 AM: Breakout Session 2 

11:00 AM - 12:15 PM: Breakout Session 3 

12:15 PM - 1:15 PM: Lunch 

1:15 PM - 2:30 PM: Breakout Session 4 

2:45 PM - 4:00 PM: Breakout Session 5 


Image result for schedule at a glance button 


*Attendees will not pre-register for breakouts. Breakouts will be filled on a first come, first serve basis.       




WEDNESDAY, APRIL 3, 2019                                      * Please be advised this schedule may be subject to change.  






10:00 AM - 11:30 AM 


Sarah Noll Wilson 

Bishop A 





Major innovations and creative solutions have one thing in common - they started with curiosity. Now more than ever companies are craving innovation. The challenge is that while we desire new ideas, we don't always foster a culture of curiosity and sometimes our behaviors stifle the very results we seek. Join Sarah as she breaks down how we can begin to build curiosity in ourselves and in our teams by understanding the Curiosity Code.  


Learning Objectives: 

1.     Describe key internal and external barriers to curiosity 

2.     Define the research between curiosity and business results 

3.     Explore and practice exercises to strengthen curiosity 


Intended Audience: Private Sector / Public Sector  



12:30 PM - 1:45 PM 

Navigating the Bermuda Triangle Between FMLA, ADA, and Workers' Compensations Laws 

Holly Corkery / Patrick O'Connell 

Bishop A 



Both employees and employers often find themselves lost in the Bermuda Triangle of the interplay between the Family and Medical Leave Act, Americans With Disabilities Act, and Iowa's Workers Compensation Laws.  This seminar will provide practical information necessary for employers to identify when each of these laws have been invoked; best practices for advising employees with respect to their rights under each of these laws ; and mitigating employers' risk in navigating the waters between these & laws, including understanding all aspects of employer and employee rights, medical examinations, interactive process, reasonable accommodations and/or modified duties,& and/or modified schedules, and the very difficult process of return to work. 


Learning objectives bullet points: 

1.     Identifying when Family Medical Leave Act is applicable. 

2.     Identifying when an interactive process under the Americans With Disabilities Act is necessary.  Identifying when an employee could be assigned the breakdown of the interactive process. 

3.     How to run leaves concurrently.  How to avoid retaliation and interference claims. 

4.     What to do with suspected fraudulent claims and/or abuse of leave.  What to do when an employee cannot or will not provide a return to work date. 

5.     When a fitness for duty or return to work examination is necessary. 


Intended Audience: Private Sector / Public Sector  



2019 Wage and Hour Updates 

Mike Staebell 

Bishop B 



In 2019, USDOL's Wage and Hour Division will be proposing new Fair Labor Standards Act (FLSA) regulations on the salary test for white collar exempt workers, overtime pay requirements, joint employment, tipped employees, and child labor rules. The presentation will explain each of these FLSA changes, and others that may follow. 



1.     Details about the 2019 changes to the FLSA; 

2.     How prepare in advance for these changes;  

Intended Audience: Private Sector / Public Sector  



Culture Shift: Combatting Harassment by Creating Healthier Workplaces 

Kirsten Anderson 

Bishop C 



As the country wrestles with the aftermath of the #metoo movement, Kirsten will provide a comprehensive 

look at what many are not talking about, dealing with, and thinking about when it comes to sexual 

harassment and healthy workplaces. This session focuses on what needs to be examined, communicated, 

and proactively accomplished in order to avoid damaging workplace outcomes and make a 

culture shift to create productive work environments. 

1.     Recognize sexual harassment, harassment and bullying behavior 

2.     Know and understand appropriate responses to inappropriate behaviors 

3.     Know their recourse regarding responses to inappropriate behaviors 


Intended Audience: Private Sector / Public Sector  



Social Excellence: Strategies to Influence & Connect in the World of Technology and Social Media  

Liz Nead 

Skinner A 



Today's corporate culture relies less on face-to-face communication and more on conference calls, e-mails and social media. The benefits are many—speed and ease that overcome geography and time zones. Without focus, social technology increases the information stream while decreasing meaningful connection. It is clear technology is the norm. It is clear this new normal makes "social excellence" essential to utilizing technology effectively.   


Social excellence is a mindset, characterized by personal connection, collaboration and authenticity. Liz digs into the internal work that must occur before we click on that send, post or share button and shares important social excellence strategies to strengthen professional connections in a meaningful way.  


Fun ideas to increase positive engagement within the diverse communication strategies available to your team.  

1.     Three simple strategies to interpreting and diffusing potentially negative communications.  

2.     When, How and Where tips to choose between technology and verbal communication.   

3.     New rules for separating personal and professional online profiles.  

4.     How to create your own social excellence mindset.  


Intended Audience: Private Sector / Public Sector   



How to Use Micro-Learning to Boost Employee Performance  

Frank Russell 

Skinner B 



This presentation will show participants how to develop and use micro-learning as a performance support tool. During this session, Frank Russell will present several examples that illustrate how micro-learning can be used to support and reinforce a variety of training topics such as leadership development, safety training, and employee onboarding programs.  


Participants will be able to: 

1.     Understand 6 reasons why micro-learning such a hot topic is today 

2.     Identify the basic elements of an effective micro-learning module 

3.     Understand the difference between traditional training and performance support 

4.     Integrate micro-learning into an effective employee performance support program 


Complimentary access to a variety of micro-learning courses will be given to session participants at the conclusion of the presentation.  


Intended Audience: Private Sector / Public Sector  



Human Resources and Wellness Programs: A Collaboration to Increase Cancer Screenings 

Ellen Maahs / Tessa Allred 

Skinner C 



1.     Understand the Iowa Cancer Consortium Worksite Screening Challenge, including how to get involved Learn the benefits of joining the Worksite Screening Challenge, including the cost savings associated with providing cancer screening for employees compared to later-stage cancer treatment 

2.     Learn how to acquire actual insurer screening data and how to use it to create an action plan to increase cancer screening rates among employees 

3.     Learn about the evidence-based activities that are most effective at detecting cancers early and how to implement them at your worksite 


Intended Audience: Private Sector / Public Sector  



Working Effectively Across Cultures 

Brenda McGuire 




In today's ever-changing global environment, knowing how to work with culturally diverse clients, colleagues and clients has never been more important, and in this engaging and interactive session, you'll learn how to:  


1.     Increase cultural competence and awareness 

2.     Communicate and collaborate effectively across cultures  

3.     Avoid common cultural pitfalls & mistakes  

4.     Connect, lead, and succeed in today's cross-cultural world 


Taught by a globally recognized cross-cultural expert who has experienced cross-cultural challenges first-hand traveling to over 80 countries, you'll discover her 'lessons learned' and tips for developing a global mindset. You'll also receive an e-copy of her best-selling book "Professional Performance 360: Success." 


Intended Audience: Private Sector / Public Sector  



2:00 PM - 3:15 PM 

Diversity and Inclusion Initiatives: What are the Legal Risks? 

Patrick Smith 

Bishop A 



Despite the prevalence of employer diversity and inclusion initiatives, such programs present legal risk if done for the wrong reasons or structured in ways that deny opportunities to persons who do not satisfy the employer's definition of who qualifies as diverse. 

1.     What are the legal requirements for diversity and inclusion initiatives? 

2.     Difference between Affirmative Action and Diversity 

3.     Are there different requirements to public and private sector employers? 

Intended Audience: Private Sector / Public Sector  



"I Haven't Been Paid for All My Work Time" - Hours Worked Under the FLSA 

Mike Staebell 

Bishop B 



The most common complaint received by USDOL's Wage and Hour Division comes from employees who have not been paid for all their hours worked. This is also the basis for numerous private class action lawsuits     

millions of dollars in back wages. This presentation will review FLSA hours worked requirements that place a significant burden on employers to ensure their non-exempt workers are paid for all work time 



1.     Why employers fail to pay for all work time 

2.     What the hours worked regulations say 

3.     Steps employers can take to avoid violations and reduce the odds of a Wage and Hour investigation or private lawsuit. 

Intended Audience: Private Sector / Public Sector  



Tools + Tips for Change Guides: Empowering Employees, Managers and Senior Leaders for Change Efforts  

Cathy Belmont 

Bishop C 



The reason 50-70% of change initiatives fail is that typical approaches to managing change don't consider human biology and that we are wired to resist change. But once you understand the four brain structures activated by change, you can intentionally mitigate their effects, increasing people's adaptability and resilience. This groundbreaking approach to change management will give you new tools and strategies to lead change and to empower change in your organizations.   


As a result of this session, you will understand the neuroscience of change and its impact on your change efforts:  

1.     Recognize all change is not created equal, and identify 4 main types of change  

2.     Assess people's motivation for specific changes  

3.     Identify which brain structures are involved with any change and how to mitigate their effects  

4.     Utilize strategies to empower each role in a change effort  

Intended Audience: Private Sector / Public Sector   



Get Back to the Future!!  Leveraging Generational Perspectives to Advance Your Organization 

Cassandra Halls 

Skinner A 



The workforce is experiencing a unique transition.  Currently, there are 5 generations represented in the workplace.  With so many varying perspectives, it is easy to get lost in assumptions and perceptions we have of each other and forget the value we all bring to our organizations.  We must be honest and recognize NOBODY is perfect, and then focus on understanding we all have a unique way of contributing to accomplishing goals and achieving success.   Join us for an interactive discussion, processing lessons learned from the past to help launch you into the future, with a bit of magic from 1985! 



1.     Learn about generational influences that impact the way we approach our work. 

2.     Understand the reality and value generational diversity brings to work culture. 

3.     Have new strategies to implement to improve generational relationships in your organization. 


Intended Audience: Private Sector / Public Sector  



Having the Conversation 

Meredith Jinks 

Skinner B 



Having difficult conversations with co-workers, direct reports, and customers are critical to business success, though they are often avoided. This session will give participants a communication model to help establish confidence and credibility during challenging discussions, as well as a road map to guide the conversation. 


Throughout this session, participants will learn and practice a professional, direct communication model, identify common mistakes that are made in having conversations, and determine the cost of not having difficult conversations.   


1.     Address difficult conversations 

2.     Set the stage for positive intent 

3.     Mutually explore issues 

4.     Encourage others to actively engage in meaningful dialogue  


Intended Audience: Private Sector / Public Sector  



Recent Workplace Drug & Alcohol Screening Changes in Iowa, Old Rules to Keep in Mind & How to Save Money! 

Bill Judge 

Skinner C 



Although workplace drug and alcohol testing in Iowa has gone through some recent changes, there are many other, older, rules that keep tripping employers up. We will discuss the recent changes that present options to employers - some that, if done right, can save employers money! 



1.     Learn about hair testing in Iowa. 

2.     Learn how to take advantage of new workers' compensation claim defenses - the rebuttable presumption of intoxication. 

3.     Learn about the state of Iowa's supervisor training requirements. 

4.     Learn about old rules that keep tripping employers up, so you can avoid the same mistakes. 

Intended Audience: Private Sector  



The St ate of Health: Astounding Truths that Will Blow Your Mind! 

Dr. Amy Willcockson 

Salon 1 



Wellness strategies and behaviors are not just the responsibility of individuals anymore! With health care costs and chronic disease rates skyrocketing, health care reimbursement changes, and the devastating costs of "presenteeism" to local Iowa companies, the health and well-being of employees is even more critical than it has ever been. If you don't take the time and invest the money to turn well-being into a priority NOW, you will be forced to make the time and spend the money on sickness, disability and disease LATER! *DO NOT MISS OUT on this engaging conversation with Dr Amy! 



1.     WHAT: shocking secrets are literally threatening the survival of your company. 2- WHY: the U.S. health care crisis continues to spin out of control.  

2.     HOW: you can "step-·up" your internal well-being game to turn this around immediately.  

3.     TAKE HOME: real world examples from around the state & Dr. Amy's best personal advice for your company's wellness strategy in 2019. 


Intended Audience: Private Sector / Public Sector  



3:30 PM - 4:45 PM 

The Feedback Factor in Employee Engagement 

Julie Caspar 

Bishop A 



EMPLOYEE ENGAGEMENT MATTERS! Organizations are discovering first-hand the force behind employee engagement and its potential impact on success. Feedback is one of the critical elements of engagement and will be discussed in this session along with the changing workforce, employee trends and ways in which a feedback environment may be developed and fostered. 


After attending this presentation, participants will be able to: 

1.     Define Employee Engagement and its link to organizational success 

2.     Identify key factors that lead to engagement 

3.     Explain the connection between feedback and employee engagement 

4.     Discuss feedback practices that will contribute to increasing employee engagement 


Intended Audience: Private Sector / Public Sector  



Modernizing Compliance in the #MeToo Era 

Kelsey Knowles 

Bishop B 



Companies and HR professionals need to reevaluate their harassment trainings, policies, and investigation procedures in light of the #MeToo Movement.  Historically, policies, trainings, and investigations have focused on avoiding legal liability.  This session will focus not just on avoiding legal liability but creating a workplace culture that does not tolerate workplace harassment.    


Key topics include: 

1.     Changes in light of the #MeToo Movement 

2.     Key ways to change training to positively influence workplace culture and empower employees 

3.     Effective policies 

4.     Responding to complaints 


Intended Audience: Private Sector / Public Sector  



Creating the Land of Opportunity 

Melynda DeCarlo 

Bishop C 



Organizations have known for years that inclusion and equity is good for business. In fact, research by McKinsey & Company has found that inclusive companies: 


    Win the war for talent 

    Forge stronger bonds with their heterogeneous customer base 

    Improve their employee engagement scores 

    Foster innovation and creativity through a greater variety of problem-solving approaches, perspectives, and ideas 

    Have higher financial returns 


And now, as a society, we're learning that it's also the right thing to do.  


Inclusion in the workplace goes beyond racial and cultural, and expands to political, poverty, generational, LGBTQ, gender, sexual harassment, and disability.  


In this session participants will learn how to:  


1.     Recognize discriminatory business practices 

2.     Address disrespectful behaviors, practices and people 

3.     Optimize inclusion opportunities 

4.     Create the land of opportunity  


Intended Audience: Private Sector / Public Sector  



Don't Let the Bad Apples Make You Go Bananas 

Michele Matt 

Skinner A 



Disruptive or disengaged employees exist in the workplace. Recent studies indicate 8 out of 10 employees are either disengaged and/or trying to disengage others. As a result, 87% of C-Suite leaders recognize this as one of the biggest challenges to managing their businesses. 


So how are you responding to these difficult situations? Do you have the skills needed to react and respond appropriately? Can you respond in such a way that maintains a positive relationship while redirecting and resolving the negativity at hand? During this presentation you will learn to: 


1.     Describe the characteristics of "Bad Apples" 

2.     Understand how negativity impacts the workplace 

3.     Utilize a 5-step process for dealing with difficult people 

Intended Audience: Private Sector / Public Sector  



Leaning in Together: Empowering Women at Every Level 

Cassandra Halls/Liz Nead 

Skinner B 



Women's work relationships are portrayed as complex, contradictory and largely negative in the media, cinema and even anecdotally. Words used to describe female leaders are not much better: catty, mean, intrinsically untrustworthy, confrontational and event aggressive. Often the misfires between women are characterized as a personal problem when workplace norms are working against them. In this very unique session focused on WOMEN only, join Liz and Cassandra as they share their personal story and how to identify and overcome obstacles to maximize four key "female strengths" in the workplace. 


Participants who attend this session will learn: 

1.     Common challenges that impact or sabotage women working together.  

2.     Debunking the assumptions around what is required for women to succeed. 

3.     Five thought processes to rewire in female to female communication. 

Intended Audience: Private Sector / Public Sector  



Understanding Psychological Issues in the Workplace: A Practical Approach to Navigating Mental Health at Work 

Kelsey Crosse 

Skinner C 



Employers are frequently overwhelmed by the thought of managing issues related to mental health in the workplace. Individuals want to provide support for those struggling with a mental illness, but often they don't know how. Others are intimidated by the thought such of difficult conversations or the potential legal minefields that can be activated when broaching mental illness. This presentation will discuss how employers can navigate the legal and practical issues that can arise regarding mental illness. We will discuss best practices, complying with the ADA and FMLA, how this relates to present-day hot topics (like the #metoo movement and gender identity), and how to foster a work environment that supports mental wellbeing to retain and attract talent. 


Intended Audience: Private Sector / Public Sector  



Employer Opportunities 

Ryan West 

Salon 1 



Employers all over the State of Iowa are suffering to find the skilled workers to meet the increasing demands of the workforce. There are opportunities for employers in areas they may not always think of or afraid of. The state is full of people who are looking for the right opportunity and/or simply just a chance. Some key take-away points from this presentation include, 

1.     Tax Breaks  

2.     Underserved Populations  

3.     Registered Apprenticeship opportunities  

4.     High School Relationships  


Intended Audience: Private Sector / Public Sector  









8:00 AM - 9:15 AM 

Winning the War for Talent 

Scott Burgmeyer 

Bishop A 



Nearly all organizations are fighting the war for talent - open positions, bidding wars, and sometimes finding any resource to keep things moving. During this session we will explore four approaches centered around improvement that can support your organization to win battles through a strategy of enhanced focus on quality and continuous improvement tools. 


The multiple pronged approach during this session is a way to garner some quick wins while you concurrently deploy additional tactics and strategies. 

1.     Learn and understand 4 approaches that can add to your arsenal for the War for Talent. 

2.     Describe tactics that are opportunities to apply within your organization. 

3.     Discover the impact improvement can have on the War for Talent. 

4.     Create initial action plan(s) to take back to your organization as first steps. 


Intended Audience: Private Sector / Public Sector  



The Bermuda Triangle 

Beth Coonan / Ann Kendell 

Bishop B 



1.     Join employment attorneys Beth Coonan and Ann Kendell as they navigate the intersection of FMLA, ADA, & worker's compensation, also known as the Bermuda Triangle 

2.     We will evaluate and examine real examples  

3.     Provide strategies to manage your headaches. 

Intended Audience: Private Sector  



Creating Tangible Success for Your Virtual Employees 

Dee Oviatt 

Bishop C 



Teams today often include "virtual" employees - separated by distance in multiple locations or working remotely (including from home). While technology makes collaboration possible, leaders and employees face unique challenges making this type of "dispersed" arrangement successful.  


In this session participants will: 

1.     Identify difficulties and "best practices" in leading and working from a distance 

2.     Discuss how to build a sense of teamwork and trust within a dispersed team 

3.     Identify ways to provide direction, feedback, and coaching to dispersed team members, and how to engage and hold them accountable 


Intended Audience: Private Sector / Public Sector  



Active Shooter Response Program 

Amy Ratekin 

Skinner A 



Does your organization have a tactically proven plan to respond to an active shooter attack? Smart companies are being proactive and preparing for an attack and other violence in the workplace. 

We have been teaching our COBRA-Defense Active Shooter Response Plan (ASRP) since 2003. The ASRP workshop is a variety of drills and scenarios that pull from law enforcement training. The drills and scenarios help people react with sound strategic and tactical skills despite the hysteria of an attack.    


Participants will learn:  

1.     15-Step Active Shooter Response Plan                     

2.     A comprehensive plan and action steps for their security in an active shooter situation                           

3.     How to bring their company into compliance with OSHA U.S.C 654 (a)(1)   to provide a workplace free from violence.          


Intended Audience: Private Sector / Public Sector  



Respectful Workplace Culture:  Why You Need This Now 

Kevin Pokorny 

Skinner B 



Why is it that employers provide a wide array of workplace benefits and beautiful office spaces, find that people are not engaged with their work?  Is there something else that people deeply hunger for that is not a tangible workplace benefit?  New research is discovering that of all workplace benefits, employees prefer WORKPLACE BEING to material job benefits.    

1.     What is meant by workplace being? 

2.     Why is a respectful work culture so vitally important to productivity and employee engagement? 

3.     What employers are the role models? 

4.     What are the benefits for organizations to foster a respectful workplace culture?    


Intended Audience: Private Sector / Public Sector  



Opioids in the Workplace  

Nikki Gunn /  

Haley Pederson 

Skinner C 



"The Opioid Crisis is not going to go away anytime soon. As employers and leaders, it's time to know what the issue is, what to look for and how to react to it. This is a national and state issue and needs to be approached in our workplaces." 



1.     Discuss signs and symptoms of abuse and definition of "Reasonable Suspicion" 

2.     Discuss supervisor role and referral to Employee Assistance Program (EAP)  

3.     Recognize enabling behaviors 


Intended Audience: Private Sector / Public Sector  



Addressing Unconscious Bias: Are You More Biased Than You Think? 

Claudia Schabel 

Salon 1 



Workshop Objectives: 

1.     Explore the concept of unconscious bias and how it plays out in the workplace and community 

2.     Discuss strategies to mitigate your own unconscious biases 


Workshop Outcomes: 

1.     Participants in this session will leave with an improved understanding of how the brain functions and shapes their behaviors, both consciously and unconsciously. 

2.     Participants will also explore ways to mitigate their own unconscious biases. 


Intended Audience: Private Sector / Public Sector  



9:30 AM - 10:45 AM 

Instead of Conflict Resolution, Resolve to Make Conflict Productive 

Alan Feirer 

Bishop A 



Conflict doesn't need to be destructive to workplace performance or relationships. Teams who engage in productive conflict rely heavily on trust and are better able to voice their opinions and concerns without fear, anxiety, or stress. Employees who participate in productive conflict are more likely to commit to change, hold themselves and others accountable to the goals of the team and company, and get results. This session will help learners effectively respond to the uncomfortable and inevitable challenges of workplace conflict. This program is designed to help curb destructive behaviors so that conflict can become productive, improving workplace relationships and business results. 

Learning objectives: 


1.     Employees can identify their own tendencies to engage or restrain during conflict. 

2.     Learn how to identify and move away from destructive behaviors. 

3.     Encourage and adopt constructive behaviors in conflict. 

4.     Use proven phrases and questions to encourage healthy conflict. 


Intended Audience: Private Sector / Public Sector  



Common Discipline Problems Employers Face 

Matt Brick /  

Erin Clanton 

Bishop B 



Employers have a great deal of responsibility in maintaining a productive and satisfied workforce. During the course of operating a business, there will be challenges; however, you can minimize the impact of employee disciplinary issues by understanding the cause and how to correct them.  


This seminar will focus on common issues and helpful solutions to typical problems in areas, such as: 

1.     Attendance and Punctuality; 

2.     Violation of Company Rules; and 

3.     Low Productivity or Insubordination. 


Intended Audience: Private Sector / Public Sector  



Strategic Leadership Development 

Thom Powell 

Bishop C 



Learning Objectives: 

1.     Understand how leadership development can help achieve an organization's mission, vision, values, strategic goals and objectives 

2.     Understand how to guide and lead the change process required for effective leadership development 

3.     Understand how to evaluate the contribution of leadership development to organizational effectiveness 


Intended Audience: Private Sector / Public Sector  




Silence Kills:   Why Crucial Conversations Matter and How to Discuss the Undiscussables  

Denise Forney 

Skinner A 



When communication breaks down, it breaks down in two very different ways:  honest mistakes and undiscussables.  Each category as a different cause, produces a different range of outcomes, and requires different solutions.  Honest mistakes include accidental or unintentional slips and errors.  Somehow the baton is dropped in the handoff - these honest mistakes are the human equivalent of gravity.  They are inevitable and must be guarded against.   


During this interactive training session, you will be able to identify how to resolve undiscussables by using six sources of behavioral influences, including personal, social and structural abilities and motivations.  


Come join in the discussion.   By learning these skills and using the tools provided at this session, you will not only help your team, you will help yourself.   


1.     Understand the importance of having the knowledge and tools for crucial conversations  

2.     Apply core practices and processes of Crucial Conversations to our real-life and work situations 

3.     Utilize the process of resolving undiscussables by using six sources of behavioral influence 


Intended Audience: Private Sector / Public Sector  



5 Disciplines of Exponential Growth 

Monte Wyatt 

Skinner B 



Every business leader wants a great business. Having a great business is a grand aspiration, but also vague. A great business is one that is achieving ultimate, optimal success by being sustainable, predictable, stable, consistent and has an emotional connection. To put it more simply, we define a great business as one that is "Adding Zeros." Where do we want to Add Zeros? Bottom line…In every aspect of the business - revenue, margin, profit, customer acquisition, customer retention, employee engagement, employee retention, and community involvement.  The 5 Disciplines of Exponential Growth are the key message in the upcoming book "Pulling Profits Out of a Hat" by Monte Wyatt.  


Learning Objectives: 

1.      Understand the 5 Disciplines organizations must have to create a great business 

2.      Learn who the 5 Constituents are that every business must satisfy 

3.      Gain insight on how to implement the 5 Disciplines 


Intended Audience: Private Sector / Public Sector  



Drug Use in the Workplace 

Dwight Taylor 

Skinner C 



1.     Presentation will discuss drug issues faced by employers. 

2.     How to Identify Users by explaining signs & symptoms of the various drug categories. 

3.     Newest drug trends. Law enforcement is seeing changes in the drug being abused in Iowa. 

4.     How drugs are brought into the workplace & the paraphernalia used. 

5.     Opiates are not our biggest problem. Learn how the drugs of choice are always changing.    


Intended Audience: Private Sector / Public Sector  



Tools to Create LGBTQ Inclusive Environments in the Workplace 

Daniel Hoffman-Zinnel 

Salon 1 



Tools to Create LGBTQ Inclusive Environments in the Workplace is a training to help employers and employees retain and attract LGBTQ employees. This interactive training will include an overview of LGBTQ terminology, learning multiple specific applicable skills to creating a safe and welcoming environment for LGBTQ employers, and reviewing One Iowa's new LGBTQ Employee Resource Group Toolkit for employers to use in the workplace.  



1.     Discuss steps employees can take to develop LGBTQ inclusive environments in their workplaces  

2.     Learn about how to navigate structures, leadership, and colleagues to develop community in the workplace  

3.     Review the LGBTQ Employee Resource Group Toolkit, a new resource from One Iowa  

Intended Audience: Private Sector / Public Sector  



11:00 AM - 12:15 PM 

I-9s in the Age of Increased Enforcement: Walking the Tightrope 

Lori Chesser 

Bishop A 




In I-9 compliance, employers walk a tightrope between Immigration & Customs Enforcement  

(ICE) on one side and Department of Justice (DOJ) on the other. Balancing becomes harder when juggling Social Security "no-match" letters, ACA Compliance, "Buy American, Hire American" and low unemployment. 


This session will provide the support you need to make your I-9s audit-ready, your hiring process compliant, and to keep your footing when faced with an ICE visit, DOJ complaint, or adverse information about an employee. It will also provide tips to avoid common missteps and evaluate safety nets to become more secure. 


Learning objectives: 


1.     Understand employer compliance responsibilities connected to the I-9. 

2.     Learn to avoid common mistakes in the hiring process and on the I-9 form (including completion and storage). 

3.     Learn how to prepare for an I-9 audit, ICE enforcement action or DOJ complaint. 

4.     Learn how to respond when potentially adverse information is received regarding an employee, including an SSA "no-match" letter (which will again be sent starting in 2019), ACA compliance verification, or notification of ID theft. 


Intended Audience: Private Sector / Public Sector  



Avoiding and Defending Retaliation Claims 

Jaki Samuelson 

Bishop B 



Protected class members who complain, employees who report statutory violations, and employees who exercise legal rights related to their employment all have potential claims for retaliation if their employment is later terminated - regardless of whether the complaint or report is valid. This presentation will help employers identify circumstances when retaliation claims are possible and strategies to minimize risk in terminating such employees for legitimate performance or behavior issues.  


Intended Audience: Private Sector / Public Sector  



Succession Planning-Leadership Competencies to Support Organizational Strategy 

Randy Woehl 

Bishop C 



Succession planning and management is best described as an effort designed to ensure the continued effective performance of an organization, division, or department by providing for the identification, development, replacement and strategic application of key people.  

Given the current economic growth, historically low unemployment rates and the impending retirement of baby boomers; organizations are going to have look inside to fill many of the key positions that are going to be vacated by retirement and employee's exiting companies for better opportunities. 

In the past, Human Resources has been responsible for succession planning. I believe that's a major misconception and is not a sustainable strategy. 


In this session you will learn: 

1.     Why it important to succession plan 

2.     How it increases the talent pool 

3.     How it provides opportunities for high potentials and  

4.     How it taps the intellectual capital of your organization.  

5.     How to take a common-sense approach to succession planning.    

Intended Audience: Private Sector / Public Sector  



Intriguing Employee Benefit Strategies for Cost Containment 

Nataliya Boychenko 

Skinner A 



During the session, we will review trends in the employee benefits market.  We will look at the strategies employers are considering to address the increasing cost and the development of disease within their population, including both unique funding and clinical solutions.  We will also look at unique third-party additional services that could help with the cost containment.  

Learning Objectives: 

1.     Understand the opportunities and the challenges facing employers such as medical trends, prescription drug costs and demographic changes. 

2.     Learn the successful and disruptive strategies other employers are utilizing in creating a more robust and attractive employee benefit package. 

3.     Discuss the practical ways attendees can transform their employee benefits creating an adaptive benefit package while controlling costs.  

Intended Audience: Private Sector / Public Sector  



Background Screening Trends in 2019 

Jeff Ernste / Patrick Schmidt 

Skinner B 



With historically lowa unemployment, organizations are in a race to fill open positions. At the same time, local, state, and federal employment and drug laws continue to evolve changing the complexion and complexity of background screening for all employers. This presentation will highlight many of these issues and provide guidance with how policy may be updated to address these nascent trends. 


Learning Objectives 

1.     Continuous Monitoring Solutions 

2.     Ban-the-Box Legislation Updates 

3.     Candidate Experience - Reduce Anxiety, Maximize Satisfaction 


Intended Audience: Private Sector  



Creating an Engaged Workplace 

Alia Stowers 

Skinner C 


Engagement isn't just a buzzword—it's a crucial business strategy that goes right to the bottom line! In a climate in which companies are competing for great employees, competitive edge goes to those organizations that take a serious look at their environment and invest in engagement as a retention strategy. This fun, inspiring keynote session puts images and description to engagement, and sets participants on first steps to becoming a more engaged workplace.  


Participants will: 

1.     Learn the cultural and financial benefits to engagement 

2.     Discover what it looks like when an employee is truly engaged 

3.     Envision their workplace fully engaged 

4.     Learn first steps in becoming an engaged workplace 

Intended Audience: Private Sector / Public Sector  



Resolve Conflict with Your "Sandpaper Person"!            

Warren Phillips / Kimberly Phillips 

Salon 1 



This workshop will help participants individually explore a conflict they are experiencing, the emotions involved in it, and the important messages these emotions are communicating. Participants will learn how to use this valuable information to break through conflicts, whether in the workplace or elsewhere. Participants will gain first-hand experience connecting to their own emotions, in a safe way, through a creative, experiential activity that can be readily used to resolve conflicts in many areas of life. This workshop utilizes multiple teaching styles including didactic presentation, discussion, and hands-on experiential exercise. 


Learning Objectives: 

1.     Identify your "Sandpaper Person" 

2.     Explore why they "rub you the wrong way" 

3.     Recognize beliefs and patterns within yourself that may be maintaining your conflict experience(s) 

4.     Learn how to apply this knowledge to set you free from conflict        


Intended Audience: Private Sector / Public Sector  



1:15 PM - 2:30 PM 


Immigration and the Workplace: Meet the Agents of ICE and Learn IMAGE, Forms I-9, and Counterfeit Documents 

Brett Stanley / Jack Morris 

Bishop A 



U.S. Immigration and Customs Enforcement (ICE) is responsible for enforcing the nation's immigration and customs laws. In 2006, to minimize the vulnerabilities that help unauthorized workers gain unlawful employment, the ICE Mutual Agreement between Government and Employers (IMAGE) program was created. The goal of the IMAGE program is to reduce the employment of unauthorized workers through outreach, education, and training. 


Participating in the IMAGE program reduces unauthorized employment and minimizes the use of fraudulent identity documents. 


This IMAGE training event will cover topics such as: 

1.     Overview of the IMAGE program and its benefits to businesses 

2.     Overview of the Form I-9, to include some common mistakes businesses make when completing the form 

3.     Overview of the ICE - Homeland Security Investigations 


Intended Audience: Private Sector / Public Sector  



New Technologies in the Workplace and Implications for Employment Law 

Lindsay Vaught / Becky Reif 

Bishop B 




Organizations continue to explore and utilize new technologies at a rapid pace. While these new technologies are helpful, they also create new legal considerations and risks. This session will discuss the employment law implications for use of new technologies in the workplace, including the use of algorithms that screen applicants, obtaining and retaining biometric information from employees, issues with telecommuting, and 24/7 connectivity. Employers should be aware of these risks and how to incorporate the right strategies early to avoid potentially costly legal implications. 


Learning objectives: 

1.     Explore the use of new algorithms and technology in the applicant screening process, and how they could implicate antidiscrimination laws; 

2.     Learn about emerging state laws on obtaining and retaining employee biometric information; 

3.     Best practices regarding social media, technology use, and 24/7 connectivity to avoid legal issues under the NLRA, FLSA, and other laws. 

4.     Minimizing and responding to data breaches. 


Intended Audience: Private Sector / Public Sector  



The Resiliency Recipe   

Tammy Rogers 

Bishop C 



Burnout has been called the occupational hazard of the 21st century.  Why? 

 The pace of work is increasing 

·         The amount of information needed to be successful at work is multiplying   

·         Many people are so hyperconnected to work that they respond to workplace demands - anytime and anywhere   


That's the bad news.  The good news is that resiliency and tenaciousness can be learned.  Come and discover the steps you can take - right now - to recover from adversity, bounce back after difficulties, thrive in the midst of chaos and excel, even under the most difficult circumstances.    



Self-care:                        What can you do to prevent burnout?  

Self-awareness:              What are the warning signs?      

Self-management:          What can you do differently?    


Intended Audience: Private Sector / Public Sector  



How to Control Employee Benefit Costs 

Dean Zelle 

Skinner A 



The two biggest challenges in the realm of benefits for employers is the need to control costs while attracting and retaining a competitive workforce.  We will explore and discuss solutions to help you become better prepared.    


1.     How do we accommodate the changing employee benefits landscape? 

a.     Employees are desiring more options/choices 

b.     Avoiding the "cookie cutter" approach to employee benefits 

2.     What options exist to fund benefits? 

a.     Traditional 

b.     Defined Contribution giving employee choices 

c.     Self-funded 

d.     Level self-funded 

e.     Partial self-funding 

f.      Electronic enrollment tool 

3.     Compliance issues 

a.     Section 125 docs 

b.     Section 105 HRA docs 

c.     ERISA wrap docs 

d.     1094/1095 tracking and reporting 


Intended Audience: Private Sector / Public Sector  



Your Success is in YOU! 

Bernie Frazier 

Skinner B 



With employee engagement near an all-time low, many employers want to help their employees engage more. What they don't know is the best way is to understand what's caused employees to disconnect. By gaining this understanding, employers can help their employees regain their "mojo," boost engagement, and maximize performance.  


At the end of this session, participants will:  

1.     Be able to help employees understand the role they must play in having a successful career  

2.     Know the one question they need to help their employees ask and answer to make smart career decisions  

3.     Be able to help employees understand the silent requirements for getting and staying ahead  

4.     Help employees understand why the most common reasons given for getting ahead don't work  

5.     Be able to show how applying a simple vacation principle can help to catapult an employee's career  


Intended Audience: Private Sector / Public Sector  



Incent What? 

Julie Enga 

Skinner C 



Presentation and Workshop: Discuss the traditional approach to well-being programs that often rely heavily on incentives. Reference data and research behind incentives- what works and what does not.  Demonstrate how these programs have not achieved what organizations had hoped they would deliver on such as ROI, Reduction in claims expense-etc. This will lead into an interactive activity that will demonstrate how to align an organizational well-being program to organizational goals where organization metrics can be measured with those that are meaningful to the organization.  


Key Takeaways: 

1.     Interactive Exercise that allows participants to apply learnings and key concepts to a real organizational case study  

2.     Take-away workbook which will include concepts presented, key validation points, questions to reflect on and document at their respective organizations. Workbook will include actionable tasks that participants can take to engage their respective organization to transition from traditional well-being incentive programs to holistic program that tie into organizational culture 


Intended Audience: Private Sector / Public Sector  



4 Keys to Employee Engagement with Emotional Intelligence 

Warren Phillips / Kimberly Phillips 

Salon 1 



Employee Engagement is not just for benchmarking anymore.  With the unemployment rate currently at a 30-year low, it is more important than ever to retain your best talent.  Research shows employees who are engaged stay put.  Based in the 6Seconds model of Emotional Intelligence and research by Richard Deci, you will learn how to increase employee engagement through fostering autonomy, feelings of competence, connection with other employees and connection to your organization's "big picture". 


1.     Identify 4 ways higher employee engagement leads to higher productivity, better individual and organizational performance, and a reduction of turnover 

2.     Use 6 "active" questions to better engage self and employees 

3.     Identify the 3 competencies of the 6 Seconds EQ model which predict higher employee engagement  

4.     Apply knowledge learned in the presentation through experiential activities 


Intended Audience: Private Sector / Public Sector  



2:45 PM - 4:00 PM 

CONTINUATION: Immigration and the Workplace: Meet the Agents of ICE and Learn IMAGE, Forms I-9, and Counterfeit Documents 

Brett Stanley / Jack Morris 

Bishop A 




Public Employment Law 

Hugh Cain /  

Brent Hinders 

 Bishop B 



Public employers are covered by an array of both statutory and constitutional requirements that do not apply to private sector employers.    


This presentation will help public employers identify: 

1.     When a hearing is required before adverse action can be taken. Which employees are protected from all but misconduct and incompetency terminations 

2.     What personnel records must be provided in open records requests 

3.     How to coordinate ADA, FMLA, and workers' compensation when dealing with an impaired employee 


Intended Audience: Public Sector  



Overcoming the Blame Culture for Improved Performance and Results 

Lorri Wright 

Bishop C 



It has been said that when we blame others, we give up our power to grow. Yet, more and more, we live in a society of blame. We must break free of those blame chains and focus on holding ourselves and others accountable in order to grow our businesses! This workshop is about how to do just that. It will provide impactful take-aways that can be implemented back at work immediately. It will also include an opportunity to score your business on an accountability model and to start to develop an improvement plan that is sure to make a positive difference.  


1.     Participants will discover how the blame culture we live in is hurting themselves, their customers, and the success of their business.  

2.     Participants will learn and practice specific accountability strategies to help them take greater ownership and control of business-related issues.  

3.     Participants will score their business based on The Buyosphere Accountability Model.  

4.     Participants will prioritize their areas of needed improvement on The Buyosphere Accountability Model and begin to develop an improvement plan. 


Intended Audience: Private Sector / Public Sector  



Are Student Loan Benefits Right for Your Employees 

Jeff Hubbard / Steven McCullough 

Skinner A 



Student loan debt is rapidly becoming one of the biggest financial issues facing Americans today, with total outstanding debt of approximately $1.5 trillion. Benefit programs focused on this issue can reduce financial and emotional stress on employees and help employers recruit and retain top talent. Attend this session to learn more about student loan benefit programs in general and find out if they are the right option for your employees. 


1.     Recruitment and Retention: The impact of student loan debt on the economy and how it affects employees. 

2.     Student Loan Benefit Options: Voluntary loan programs, financial wellness, student loan contribution programs, etc. 

3.     Implementation and Administration: The challenges associated with operationalizing student loan benefit programs. 

4.     Vendor Partnership: What to look for from vendors that administer student loan benefit programs. 


Intended Audience: Private Sector / Public Sector  



Human Resources - The Game Show 

Tom Cunningham 

Skinner B 



The presenter will cover numerous Human Resources issues in the areas of discrimination and harassment, reasonable accommodation, employee discipline, FMLA, and NLRA issues. The format will be that of a fun, fast-moving and interactive game show in which the audience will be given situations and issues taken from actual court cases and select the best solution. Question and answer and discussion will accompany each scenario. 


Intended Audience: Private Sector / Public Sector  



Disabilities in the Workplace 

Michele Brott 

Skinner C 



The presentation will discuss disability and accommodations generally, including a discussion of more niche/topical issues in disability law such as worker's compensation injuries implicating disability laws, obesity, alcoholism, emotional support animals, and odor. 


1.     Understand the basics of disability law 

2.     Discuss various court cases and examples  

3.     Discuss practical application for specific issues like obesity, alcoholism, emotional support animals, and odor 


Intended Audience: Private Sector / Public Sector  



The Power of Yes: Using Improv Techniques to Boost Teamwork and Improve Decision-Making 

Steve Hughes 

Salon 1 



Did you know that the "secrets" improv comedians use on stage can fuel a healthier work environment, stronger decision-making, and better customer service? All it takes is a shift in mindset from saying "no, but..." to "yes, and..." Good Better Yes is a fast-paced, interactive program that gives you simple-to-use tools to unlock your super-computer brain to listen better and engage more deeply with people inside and out of your organization. Using these principles will help develop better teams and yield more out-of-the-box ideas. Plus, you'll not only use these concepts at work, but in your personal life, too. 


Attendees will be able to: 

1.     Overcome the "we've-always-done-it-that-way" attitude 

2.     Generate better ideas and solve problems easier 

3.     Build a better team and increase collaboration 


Intended Audience: Private Sector / Public Sector