Is Your HR Data Going Rogue? Practical Steps for HR pros

Is Your HR Data Going Rogue? Practical Steps for HR pros

Overview

With more and more electronic data being created and stored by human resource and employee benefits professionals, it’s no surprise that controlling that data and preventing data breaches has become more and more of a challenge. Is there anything that can be done? And when that inevitable data breach happens, what then?

Dan Schwartz, a employment law partner at Shipman & Goodwin LLP and a member of the firm’s Privacy and Data Security team, will offer practical suggestions for attendees about how to comply with the law as breach scenarios arise. He’ll discuss other data trends in the workplace, like wearables and electronic monitoring. Come with your questions for an interactive and informative discussion on the intersection of HR data and employment laws.

Date: Tuesday, March 28, 2017
Location: Phoenix, 1 American Row, Hartford, CT
Free Parking: Phoenix Visitor Garage (across from the CT Science Center, on Columbus Boulevard)
Cost:$15 Members, $35 Non-Members, $15 Students

Doors Open: 5:00 PM
Dinner: 5:30 PM to 6:15 PM
Speakers: 6:15 PM to 7:45 PM

Approved for 1-hour of SHRM, HRCI and WorldatWork recertification credit.

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Job Posting: Compensation Manager

Job Posting: Compensation Manager

Our client is looking for a Compensation Manager with 5 plus years of exp. in the comp area. Workday or other related compensation software a plus. Must have experience with both domestic and international programs. High attention to detail within analytical reporting and auditing. This role will pay up to $130K plus a potential sign-on bonus. This job is in Stamford, CT. If you are interested or know of anyone in the market that would be a fit, please email me.

Nancy Marino
Mackey & Guasco Staffing
Nancy@mackeyandguasco.com
REFERRAL BONUS: Please keep in mind that we have a referral bonus. If you refer someone to us and we place them, you will receive a $250.00 bonus.

Pay Equity: An Increase in Obligations and Exposure

Pay Equity: An Increase in Obligations and Exposure

Overview

Employers face a growing threat from pay equity claims, both internal and external, pressure from activist investors and increased government-mandated reporting of sensitive pay data. Join us to learn about the new laws and how best to protect your company from pay discrimination claims.

Date: Wednesday, November 16th (Note: Storm Date is Thursday, November 17)
Location: Phoenix, 1 American Row, Hartford, CT
Free Parking: Phoenix Visitor Garage (across from the CT Science Center, on Columbus Boulevard)
Cost:$20 Members & Guests, $35 Non-Members, $15 Students

Doors Open: 5:00 PM
Dinner: 5:30 PM to 6:15 PM
Speakers: 6:15 PM to 7:30 PM

Speaker

CTRA welcomes Tanya Bovée , Managing Partner of the Hartford office of Jackson Lewis P.C. to talk about the obligations and exposure employers face relative to the new pay equity rules.

Ms. Bovée helps employers resolve employment disputes and handle personnel matters, including disability leave management. She regularly trains employers on myriad employment law issues. She also has an active litigation practice, defending employers from federal and state claims. Ms. Bovée also defends employers in OFCCP compliance reviews and oversees the preparation of affirmative action plans for employers around the country.

Ms. Bovée is the Co-Chair of the firm’s Asian American Resource Group. She is a past President and current board member of the Connecticut Asian Pacific American Bar Association. She is a board member of the Lawyers Collaborative for Diversity, a member of the Oliver Ellsworth Inn of Court, a Fellow of the Connecticut Bar Foundation, James W. Cooper Fellows Program and was appointed to the Connecticut Client Security Fund Committee and Federal Grievance Committee for the U.S. District Court for the District of Connecticut.

Among other awards, Ms. Bovée has received the Best Lawyers under 40 award from the National Asian Pacific American Bar Association (2009) and the Ladder Award from the Connecticut Bar Association (2016). She is recognized by The Best Lawyers in America and was identified as top 50 Connecticut Super Lawyers and top 25 Women Connecticut Super Lawyers.

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Non Profit Total Reward Strategy: Earning Your Return on Investment

Non Profit Total Reward Strategy: Earning Your Return on Investment

As a result of the slow growth economy, non-profit organizations are facing decreased funding due to federal and states’ fiscal deficits as well as a significant shift with grant-makers who are increasingly funding awards on a performance/return on investment basis. In addition, the soaring costs of healthcare insurance are adding significant pressure to operating costs. Without new revenue growth, many non-profits are looking for ways to measure and increase the value/return on their social mission and investments. Consistent with these changes, some non-profits are responding by trying to increase the “return” on their services and programs in terms of program execution, utilization, and measurable results. Given this environment, non-profits are being forced to examine the viability of their highest cost centers, most particularly, employee compensation and benefits for value against performance as well as market competitiveness.

Non-profit Boards and senior management are questioning what the appropriate compensation and benefit programs should be, at what levels they should be funded, and how to drive accountability and performance in the employee workforce. While non-profit organizations have predominantly been about social service and charity with their cultures reflecting a “do-good” environment and a concern for employee welfare, present conditions have forced many to consider a culture shift toward performance and accountability as well as changes in their Total Rewards programs. This delicate balancing act between affordability and the ability to attract and retain a stable and talented workforce presents challenges in nonprofits’ capacity to assure effective organizational culture, management practices, labor market relevance, and strategic/operational priorities. To help navigate this challenge, the following insights to six key questions provide a prescription for change in Total Rewards:Read More and Join the Discussion…