What to Do When Managers Expect HR to Do the Dirty Work (and won't do their part!)
Ever feel like managers expect you to do the dirty work for them? That you have to be the "bad guy" because managers want to avoid difficult conversations? Are managers skirting the tough stuff and counting on you to clean up their messes?
The list of tasks that some managers expect HR to do for them is endless. Feedback. PIPs. Performance Appraisals. Documentation. Progressive Discipline. Conflict Resolution. Terminations. Exit Interviews. Interviews. Salary Negotiations.
What are your options in this situation? You don't want to be the process police, constantly looking over managers' shoulders. On the other hand, you don't want to let managerial oversights become big, costly issues for the organization.
Join this highly interactive, virtual workshop for tips on resetting expectations and getting managers to do their part. Participants will:
Speaker Bio
Deb brings 25 years of experience in leadership development, organizational effectiveness, and management training. She was an HR Director with a Fortune 500 company prior to founding People First Productivity Solutions in 2005 and People First Leadership Academy in 2021. Deb is an ICF-certified executive coach, licensed practitioner in numerous assessment tools, and a Certified Master of The Leadership Challenge®. She is a published author, and her research and methodologies have been published globally in academic journals.
French Quarter FestivalThursday, April 13 through Sunday, April 16, 202311:00 am - 8:00 pm View Map
Volunteer jobs:
The Fest offers ten different volunteer jobs, such as an information booth, volunteer check-in, beer booth, and more. A complete listing can be found here: Volunteer Job Descriptions. In addition to these positions, Green Team volunteers are needed. This is a great opportunity for anyone, especially those with a passion for protecting the environment. Green Team members will be assisting event patrons with recycling and composting through education and awareness.
Volunteer perks include:
· A limited edition collectible volunteer shirt, to be worn while volunteering and after
· $10 in merchandise and beverage tickets, per volunteer, upon completion of shift
· A Volunteers-only Blue Bike promo code to help get to and from the fest!
· Having a hand in preserving Louisiana culture while keeping the festival free!
· Tons of appreciation from the community and festival staff!
Sign up for the Fest Family of Volunteers newsletter to receive all the latest information about the Fest and receive volunteer VIP access to the sign-up portal on 2/14 before it goes live to the general public.
For questions or more information, please contact Community Relations Director, Jacqueline Minor at workforce@nolashrm.org
April Breakfast Meeting
Wednesday, April 19 at 8:30 AM
The Cannery, 3803 Toulouse St. NOLA
$30 EARLY BIRD Member Rate ends April 10! $40 Regular Member Rate
Getting the People Equation Right
People are not your greatest asset. Having the right people, in the right jobs, effectively led are your greatest asset.
Every leader today has a heightened challenge in getting the right people in the right jobs. You will not be equal to that challenge if you follow the traditional approach for making a hiring decision. That is assessing qualifications—experience, education and skill set—and then conducting and interview that is inherently subject to confirmation bias.
There is a better way, the People Equation:
Attitude (Suitability) + Qualifications (Eligibility) + Culture Fit = Job Success
You have people who can do the job successfully, but do they want to do the job for you? This presentation will also set out 5 leadership commitments that support engaging and retaining talent.
Logan Loomis is the best-selling author of Getting the People Equation Right, How to Get the Right People in the Right Jobs and Keep Them. He has an international executive coaching practice and works with companies to bring advanced people analytics into their hiring, promoting and people development decisions. Logan held executive positions as a CEO and Vice President of Sales and Marketing in the natural gas industry and started his professional career practicing law with a prominent New Orleans law firm. For over 25 years, he has consulted with a broad range of companies to help them grow their business and their people.
NOLA-SHRM is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program has been submitted for 1 PDCs. For more information about certification or recertification, please visit shrmcertification.org.
NOLA-SHRM is a recognized provider of recertification credits. HR Certification Institute® pending approval for 1 HR (General) credit towards aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
Drug Testing, Cannabis, and the New Normal
You asked. We heard you! The membership had lots of questions surrounding the legal landscape of drug testing policies in light of changes across the United States to the laws on marijuana use. To be compliant but also responsive to the need for employees in this environment, many employers have begun considering major changes to their drug testing policies. In doing so, employers are forced to navigate a labyrinth of federal laws, state statutes and court decisions when developing polices around the various issues. Those issues include pre-employment screenings, accident-related policies and drug testing practices around cannabis use inside and outside the workplace. This Legal Perk will explore some of the changes that are being made by employers around drug-testing policies. It will also explore some of the common missteps employers are making and provide tips for moving forward with a progressive yet protective plan for the workplace and the employees. Come armed with your questions and concerns and Ms. Perez will provide invaluable information regarding this important issue.
Speaker Info
Kathlyn Perez of Perez Law LLC is an attorney and consultant whose hybrid practice focuses on all aspects of the employment relationship. For nearly 15 years, she has represented all types and sizes of businesses ensuring compliance with federal, state and local laws, counseling on employee relations and HR issues, conducting internal investigations, negotiating employment contracts, navigating high risk departures, non-competes, severances, and settlement agreements. Kathlyn is also a certified mediator who focuses her mediation practice on pre and post termination employment dispute resolution and commercial mediations.
The Changing landscape of Non-Compete: Federal considerations and updates on State Law Issues
The Federal Trade Commission (FTC) has made a proposal to bar nearly all noncompete agreements between employers and employees. It is believed that such a ban would affect about 30 million workers. The proposed rule would prevent employers from entering into noncompete agreements with workers and require employers to rescind existing noncompete agreements and provide notice that these clauses are no longer in effect. The FTC said noncompetes—contractual covenants in which employees agree not to accept similar employment with a competitor after their employment period is over—harm competition by blocking workers from pursuing better opportunities and by preventing employers from hiring the best available talent. In this legal perk, we will discuss the proposed rule, the current backlash and where Louisiana rules currently stand with regard to non-competes. Our presenter will provide current caselaw examples, provide real-life experience and provide information so you have some knowledge regarding whether or not your non-compete stands up to current scrutiny under the law.
Admitted in Texas and Louisiana, Drew works with employers on issues arising under Title VII, ADEA, ADA, NLRA, FMLA, FLSA, WARN, ERISA, and state laws concerning drug testing, non-competition agreements, trade secrets, and handbooks. He also defends claims of defamation, invasion of privacy, wrongful discharge, and intentional infliction of emotional distress based on state laws. Drew has extensive employment law experience representing employers in both federal and state courts and federal and state administrative agencies. He often resolves matters favorably at the summary judgment stage.
A significant part of Drew’s work is defending companies against overtime lawsuits under the Fair Labor Standards Act and corresponding state laws. Because of his experience defending such lawsuits, Drew has expanded his practice in training clients and reworking policies to mitigate against the risk of future suits for unpaid overtime.
Working with clients in collective bargaining relationships, Drew regularly handles grievance and arbitration matters as well defends unfair labor practice charges for organized and union-free facilities.
Drew works with clients on policy updates and advice for clients on a national and international basis. Thanks to Ogletree Deakins’ Cross-Border Practice Group, Drew’s clients have received advice about stock options in the European Union, employment agreements in Zambia, restrictive covenant issues in Norway and South Africa, as well as independent contractor agreements in Canada.
Contact us:
nolashrm@nolashrm.org