A Day for Front-Line Managers & Supervisors

The Heart of Legal Compliance

Friday, May 14, 2019 | 8:00 AM – 4:15 PM | Registration Fee: $295


The following information is from the completed 2019 event. Please check back in the fall for details on next year. 

What’s it all about? No matter how well the HR Department is schooled in employment law and HR practices, front-line managers and supervisors are the ones who can make all the difference. This is true for employers of any size. Day-to-day conversations, inquiries, and performance processes are what determine the legal health of your workplace. That’s why we offer this valued bring-it-home program for managers from outside of HR to get a better feel for the behaviors and practices that impact employers and employees alike. This full-day track offers perspectives and takeaways from the legal and HR community. Supervisors and managers will leave better attuned to making fair and consistent decisions that encourage the best legal workplace culture.

This Friday program includes: breakfast, lunch, access to the Friday morning and afternoon keynotes, access to a Samoset overnight room on Thursday evening, and most important – the following Learning Modules:

  1. Hiring and interviewing issues.
  2. Onboarding challenges.
  3. Performance management and recordkeeping.
  4. Federal and Maine employment laws.
  5. Workplace acccommodations.

Faculty: Dan Rose, Sharon Decato, Laurel McClead, Peter Felmly, Michael Buescher, and Anne-Marie Storey


Program Outline:

7:00 | Registration Opens

Visit the Registration Desk in the lobby to check in and grab your event materials.

7:00-8:00 | Breakfast

Enjoy breakfast and complimentary barista-made coffee from Bard before starting your day.

8:00-9:00 | KEYNOTE

The Workplace as a Venue for Healing

Susan Schmitt, Applied Materials

Millions of people struggle to thrive as adults after growing up with a dysfunctional or abusive family life. The result? Adult Survivors of Damaged Pasts (ASDP). ASDPs grow up learning how to survive by avoiding conflict, working in isolation, and keeping their thoughts and ideas to themselves. Alternatively, high-performing perfectionism can also be a sign of ADSPs struggling to prevail over a wounded past that continues to threaten their well-being and careers. The modern workplace presents an opportunity to help these employees discover emotional safety and confidence, freely collaborate inside team environments, trust their own judgment, and look to the future with optimism. The benefit to employers? Retention and cultivation of valuable talent in a healthy corporate culture, where all employees feel empowered to contribute their best.

Susan Schmitt (Chief HR Officer at Applied Materials in Silicon Valley) tackles this pervasive issue using insights and stories from her experiences as an ASDP, extensive psychological research, and a 31-year career working with emotionally complex employees.

Why you’ll want to participate in this session:

Understand the costs of loneliness and emotional conflicts on business vitality, company cultures, as well as personal careers.
Identify opportunities HR has to develop a culture that is a brave space for employees to heal from the past and bring their full gifts, potential, and professionalism to high-performing teams.
Explore ways that HR professionals can discover new levels of joy in their own lives and career fulfillment by creating a healing culture inside their company.

9:15-10:30 | Hiring and Interview Issues

Hiring the right person at the right time sets the tone for that employee’s future in your organization. This opening segment looks at what constitutes the best, non-discriminatory recruiting practices, with a tutorial on conducting strong interviews and checking backgrounds. Learning Objectives:

  • Understand basic concepts of discrimination law, with a particular emphasis on how our subconscious biases come into play.
  • Discover how your recruiting practices can create a discrimination claim.
  • Build your toolkit on preparing for and conducting effective interviews, and receive a checklist of the kinds of questions that may get you into legal trouble, and alternatively, the kinds of behavioral questions that properly get you the information you need.

Faculty: Dan Rose, Laurel McClead, Peter Felmly, Michael Buescher, and Sharon Decato

Approved for CLE credit.

10:45-12:00 | Performance Management

This is where supervisors and managers really hit the road – ensuring that the work gets done, dissipating workplace conflicts, and learning how to measure employee performance and call them to greatness. The employment community is on a slow path moving from numbered checklist performance reviews to something more holistic and interactive, and we’ll explore this trend. Learning Objectives:

  • Discover the latest trends and practices in performance management and employee evaluations, with an emphasis on giving and receiving feedback effectively.
  • Discuss your role in preventing and mitigating workplace conflict.
  • Understand the critical role of documentation and record keeping for both performance issues and conflict management issues.

Faculty: Dan Rose, Laurel McClead, Peter Felmly, Michael Buescher, and Sharon Decato

12:00-12:30 | Lunch

Rejoin the full HR Convention audience for lunch and conversation.

12:30-1:30 | KEYNOTE

Mentorship Matters: Lessons from the Olympia Snowe Women’s Leadership Institute

Christina McAnuff, Olympia Snowe Womens Leadership Institute

What’s it all about? In 2015, former Maine Senator Olympia Snowe launched her Women’s Leadership Institute, an innovative three-year program designed to help develop leadership, collaboration, and problem-solving skills in future generations of Maine women. The program facilitates meaningful mentor relationships between high school girls and women advisors throughout the state with a curriculum focused on three themes: My Values, My Voice, and My Vision. We invite Christina McAnuff, Executive Director of the Institute, to discuss the impact of this evidence-based program, and its implications for developing leaders in the state. Students from the Institute and their advisors will join Christina on stage to share their stories, experiences, and the impact of mentorship on their lives.

Why you’ll want to participate in this session.

  • Uncover the evidence-based outcomes of successful mentorship relationships.
  • Learn how this innovative program was developed and implemented in the state of Maine.
  • Take ideas back to your office on how to foster a mentor network within your organization or empower external mentor relationships in the community.
1:45-3:00 | Maine and Federal Employment Laws

This is a basic introduction to the purpose of the law of the workplace and the many forms non-compliance may take: from investigations, to litigation, to resolution. Learning Objectives:

  • Receive a summary of the laws impacting the employment relationship, including: FMLA, ADA, FLSA, Whistleblowers, Workers’ Compensation, and a range of anti-discrimination laws.
  • By way of example, learn how front-line supervisors can limit problems on all these fronts by using the right words at the right time, asking the right questions at the right time, and avoiding conversation in other situations.
  • Know the protocols for sharing information with HR and others, issues of confidentiality, and when you shouldn’t try to play lawyer on your own.

Faculty: Anne-Marie Storey

Approved for CLE credit.

3:15-4:15 | Workplace Accommodations

The Americans With Disabilities Act (ADA) sets standards for employers to accommodate the needs of employees with disabilities. And the Maine Human Rights Act has expectations as well. Supervisors are in the best position to implement and understand the evolution of an accommodation. Is it appropriate for business necessity? Does it match the needs of the employee? And how does it impact others? Learning Objectives:

  • Gain an understanding of the accommodations requirements of the ADA, and a sense of what constitutes a valid request.
  • Watch some demonstrations that will help you understand how a properly executed accommodation leads to a win-win for employer and employee, and how accommodations gone awry impact the business bottom line and the culture of the organization.
  • Leave with strong documentation tools for monitoring the progress of an accommodation.

Faculty: Anne-Marie Storey

Approved for CLE credit.