Title	Don’t Jump to Conclusions – Stop to Ponder and Think
Date	02/23/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am Strategic Thinking can be defined as the way people think about planning, assessing, evaluating, and creating plans and objectives. It could also be said that Strategic Thinking is thinking about thinking. Many of us spend some part of our day in thought. But how much of it is truly beneficial? Does the thinking lead to positive action? Does it help move the organization forward? Critical thinking does not assure that one will reach either the truth or correct conclusions. A well cultivated critical thinker performs some very specific actions and those will be part of the discussion, which will include: How to think outside your comfort zone; How to think smarter by raising vital questions and concerns and considering possible answers; Steps to gather and assess relevant information, using abstract ideas to interpret it effectively; What alternative systems of thought can be learned and taught to others; How to compensate for your biases; Communicating with others in a way to stimulate their thinking; and, How to prepare for the change that strategic thinking will make in your personal and professional life. Attendees will walk away with a new sense of their own thinking capability and practical ways to apply it. Join Judy for this intriguing and challenging session. Presenter: Judith (Judy) Clark, SPHR, CPC, Owner and President, has over 35 years of human resources experience, more than 25 of which have been in consulting. Additionally, she serves as adjunct faculty to the School of Business at Portland State University and at the University of Washington, teaching a variety of HR classes, and she is also Contributing Faculty at the Atkinson School of Management at Willamette University, teaching in the MBA program. Judy is certified as a Senior Professional in Human Resources (SPHR) through the Human Resource Certification Institute and as a Certified Professional Consultant (CPC) through the International Guild of Professional Consultants. An active member of the Society for Human Resource Management, Judy served for six years as a Director on its national Board. She currently serves on the Board of Directors of the SHRM Foundation, is a Past Director and former President of the Board of Governors of the national Consultants Forum, and is a former Vice President of SHRM Area V. She has a busy national presentation and training schedule, giving more than 15 presentations each month. Judy has been a writer for the Portland Business Journal, a manuscript reviewer for the national HR Magazine, and serves on a variety of community service boards and committees.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	When They NEED a Pat on the Back – Ways to Effectively Say “Thanks!”
Date	02/25/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am In this economic climate, it is more critical than ever to recognize staff for their contributions. In a 2009 article in Fortune Magazine, Good to Great author Jim Collins noted that the organizations that are able to weather the economic storm and come out as industry leaders are those that have strong values and understand that it is “their people who would get them through.” Often, however, organizational response is to stop talking, and begin taking away --- training, pay increases, and co-workers. Many employees have responded and commented, in a variety of recent surveys, with a common theme; “Recognition for work well done or contribution to the organization would increase their job satisfaction more than any other factor.” This plea needs to be heard. Organizations need to help their supervisors understand that the business needs to focus on its people. We can do this by building a culture of appreciation. This program will focus on ideas you can use to motivate and recognize your employees, in turn offering you a high employee retention rate. At the conclusion of the program you will walk away with: An understanding of recent survey results around the topics of morale, recognition, retention; The knowledge of what employee motivation is and how to make it work for you Ideas for managing more effectively in turbulent times; How to make employee recognition an “everyday” practice in your organization; and, Inexpensive and innovative options and ideas for celebrating victories. This session is designed for HR professionals to attend with managers and supervisors to offer suggestions on ways the relationship can be strengthened with employees. The economy will turn, and our best and brightest will have lots of options, so employers need to create an environment where people feel good about their contributions and feel like an integral part of the organization.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	Write a BIG Check or Go Directly to Jail – Organizational and Personal Liability
Date	03/02/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am Risk for employment related decisions that supervisors make go beyond just potential liability for the organization. The risk can sometimes extend right to you, because you are involved in the decision-making process. HR professionals, supervisors, and managers may not be aware that the actions they take in response to a workplace situation or discipline events may have deep implications. Some labor laws have provisions that can directly affect them personally and professionally – not just the organizations they are employed by. It is important that managers recognize this potential for personal liability as well as organizational liability, and then take appropriate steps to protect against either type of risk. This workshop is designed to identify the laws in which they can be personally liable for their actions including: Sexual and Other Harassment Invasion of Privacy Fair Labor Standards Act Equal Pay Act Defamation of Character Intentional Infliction of Emotional Distress State Laws for Wrongful Actions This session will offer attendees ways to avoid getting into trouble in the first place. Real-life examples of what not to do will be shared. This is a practical session with a focus on preventative methods, activities, and behaviors. The focus will be on development and implementation of multiple protective steps that a manager can take. It’s a matter of making sure that policies fit practices and that both are focused on accomplishing the organization’s objectives while still providing protection against liability. Once the fit has been established, then making sure that practices are followed reduces liability for the individual manager as well as the organization. This session will not only look at the preventative methods, but also at techniques for ensuring consistent application of policies and practices. Presenter: Kellye Wise, J.D. has provided labor and employee relations’ assistance to employers in the Pacific Northwest and California for more than 26 years. He has represented employers in collective bargaining for more than 70 labor negotiations with a broad range of unions, as well as assisted employers with administration of their labor agreements including the grievance process and representing employers in arbitrations. As a Senior Consultant for HR Answers, Inc., Kellye has worked with employers in a wide scope of employee relations’ matters, ranging from development and application of employee policies, job performance standards, compliance issues and leave administration matters. He regularly assists employers with addressing disciplinary situations, including the termination process. Kellye has worked with employers to successfully investigate and address both state and federal agencies’ complaints alleging various types of discrimination and harassment. As a trainer, he has developed and presented management training on a wide range of employee relations’ matters, including harassment and discrimination, job performance, documentation and discipline and successfully meeting the issues that impact today’s workplace supervisor. In addition to presenting training for individual companies, Kellye has spoken extensively to employer audiences both locally and regionally, and has been a regular speaker for the Oregon Employers’ Council (OEC) groups and has served for several years as an advisor to the Tualatin Valley Employers Council (TVEC). He is also on faculty at Portland State University’s School of Extended Studies, teaching the Equal Employment Opportunity, and the Corrective Action for Performance Management classes. Kellye has been a member of the Oregon State Bar since 1983, after graduating from the University of Oregon School of Law. He also has a Journalism degree from California Polytechnic State University, San Luis Obispo.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	Successfully & Strategically Responding to BOLI & EEOC Complaints: Know the Process and The Law
Date	03/09/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am It’s always alarming to find a letter from the Oregon Bureau of Labor & Industries (BOLI) or the Equal Employment Opportunity Commission (EEOC). There’s the immediate nervousness or even concern regarding what complaint is being raised. And it’s important to remember the flip side, that BOLI or the EEOC investigating a seemingly small and “harmless” claim can raise very complex and potentially damaging issues for an employer. Each agency has its own terminology, investigative process, procedural rules, ability to demand information, and rules for preserving the confidentiality of information discovered during the course of an investigation. Each agency also has its own enforcement and remedial authority, creating different potential liability for the organization. As a result, it is critical for employers to be familiar not only with both the state and federal employment laws under BOLI/EEOC, but also with the manner in which each agency seeks to enforce those laws. Knowing how to respond to a BOLI or EEOC complaint not only eases the nerves and concern, but also increases the likelihood of successfully addressing whatever is being contended. This program will cover: The different authority that BOLI and the EEOC have; The different processes that BOLI and the EEOC pursue; The different remedies that BOLI and the EEOC administer; How to successfully investigate a BOLI and EEOC complaint; and, How to strategically respond to a BOLI or EEOC complaint. Understanding the strategy and steps involved with a BOLI or EEOC complaint is essential for successfully protecting your organization. Learn to effectively take those steps! Presenter: Kellye Wise, J.D. has provided labor and employee relations’ assistance to employers in the Pacific Northwest and California for more than 26 years. He has represented employers in collective bargaining for more than 70 labor negotiations with a broad range of unions, as well as assisted employers with administration of their labor agreements including the grievance process and representing employers in arbitrations. As a Senior Consultant for HR Answers, Inc., Kellye has worked with employers in a wide scope of employee relations’ matters, ranging from development and application of employee policies, job performance standards, compliance issues and leave administration matters. He regularly assists employers with addressing disciplinary situations, including the termination process. Kellye has worked with employers to successfully investigate and address both state and federal agencies’ complaints alleging various types of discrimination and harassment. As a trainer, he has developed and presented management training on a wide range of employee relations’ matters, including harassment and discrimination, job performance, documentation and discipline and successfully meeting the issues that impact today’s workplace supervisor. In addition to presenting training for individual companies, Kellye has spoken extensively to employer audiences both locally and regionally, and has been a regular speaker for the Oregon Employers’ Council (OEC) groups and has served for several years as an advisor to the Tualatin Valley Employers Council (TVEC). He is also on faculty at Portland State University’s School of Extended Studies, teaching the Equal Employment Opportunity, and the Corrective Action for Performance Management classes. Kellye has been a member of the Oregon State Bar since 1983, after graduating from the University of Oregon School of Law. He also has a Journalism degree from California Polytechnic State University, San Luis Obispo.
Location	Tualatin
Cost	$60.00
Seats	38
	Register

Title	I Have to Write Down What How Often?
Date	03/10/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am In the world of fears about employer liability, good management documentation is a #1 priority. As consultants, we say “document….document….document…..” And then we hear, “what do I write, when do I write it, how much is enough, is it possible to write too much, where do I keep it, does it have to go in the personnel file?” One thing is for sure;: poor documentation is just as bad as no documentation. We can help you answer these questions and ensure that your documentation will NOT get you into more trouble. This session will explore the answers to the following questions: When should you start the documentation process? What is appropriate documentation and what is not acceptable? How do I say what I need to and yet still cover my …..? What is the value of documentation to the employee, the supervisor, and the organization? What is the difference between what I need for internal vs. external documentation? What are the common traps of documentation so I don’t end up in court? And then, we’ll address the questions you have……. This session will provide attendees with practice time using case studies, as well as sample materials and forms that can be used with an organization’s existing corrective action, performance improvement plans, coaching and counseling sessions, separation activities, etc.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	Desk Rage: A Growing Problem
Date	03/17/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am Do you know people who have lost their temper, yelled at work, or gotten angry enough to throw something? Maybe you've witnessed it, or perhaps you've even been involved in a scuffle at work. It might start as a few well-chosen angry words between office co-workers whose desks are located within close proximity of one another. Soon, the verbal battle escalates, sometimes even becoming physical. This condition has been coined "desk rage," which is anger at work that takes the form of yelling, verbal abuse, and rudeness. The problem is that desk rage, much like road rage, is happening all too often as office workers become more and more stressed, constantly on edge, and at the boiling point. Unfortunately, as the stress builds, the hot buttons of anger can get even hotter until all heck breaks out. Bad manners have become more prevalent as workplace stress, small workspaces, and long hours increase. Rudeness and a lack of civility naturally increase stress, decrease productivity, cause arguments, and cause employees to break down under pressure. The session will cover: Understanding the trends that are causing desk rage How to help employees deal with high stress levels Proper interpersonal communication skills How to prevent anger by reducing irritations and frustration at work Confronting employee aggression so it doesn't impact others How to offer criticism constructively and professionally This program offers solutions on reducing the small irritations in the workplace so that desk rage doesn’t occur, as well as educating employers on their roles, responsibilities, and method for managing out-of-control situations. Presenter: Judy Clark, SPHR, CPC, Owner and President, has over 35 years of human resources experience, more than 25 of which have been in consulting. Additionally, she serves as adjunct faculty to the School of Business at Portland State University and at the University of Washington, teaching a variety of HR classes, and she is also Contributing Faculty at the Atkinson School of Management at Willamette University, teaching in the MBA program. Judy is certified as a Senior Professional in Human Resources (SPHR) through the Human Resource Certification Institute and as a Certified Professional Consultant (CPC) through the International Guild of Professional Consultants. An active member of the Society for Human Resource Management, Judy served for six years as a Director on its national Board. She currently serves on the Board of Directors of the SHRM Foundation, is a Past Director and former President of the Board of Governors of the national Consultants Forum, and is a former Vice President of SHRM Area V. She has a busy national presentation and training schedule, giving more than 15 presentations each month. Judy has been a writer for the Portland Business Journal, a manuscript reviewer for the national HR Magazine, and serves on a variety of community service boards and committees.
Location	Tualaitn
Cost	$60.00
Seats	38
	Register

Title	I Have to Write Down What How Often?
Date	04/14/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am In the world of fears about employer liability, good management documentation is a #1 priority. As consultants, we say “document….document….document…..” And then we hear, “what do I write, when do I write it, how much is enough, is it possible to write too much, where do I keep it, does it have to go in the personnel file?” One thing is for sure;: poor documentation is just as bad as no documentation. We can help you answer these questions and ensure that your documentation will NOT get you into more trouble. This session will explore the answers to the following questions: When should you start the documentation process? What is appropriate documentation and what is not acceptable? How do I say what I need to and yet still cover my …..? What is the value of documentation to the employee, the supervisor, and the organization? What is the difference between what I need for internal vs. external documentation? What are the common traps of documentation so I don’t end up in court? And then, we’ll address the questions you have……. This session will provide attendees with practice time using case studies, as well as sample materials and forms that can be used with an organization’s existing corrective action, performance improvement plans, coaching and counseling sessions, separation activities, etc.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	You Want Me to Not Only Manage, But to Lead?
Date	05/12/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am Maintaining...processing...physical control of day-to-day operations. These are MANAGEMENT skills. Creating...facilitating...inspiring others to excel. These are LEADERSHIP skills. What is the difference between leaders and managers? Some say leaders point out the right things to do, while managers ensure that things are done correctly. Following that definition, anyone can be a leader when his/her experience and knowledge encourage others to do great work, and provide the keys to overcoming obstacles. Leadership is a process of using one’s interpersonal influence, guidance, and direction so that it impacts the thinking, attitudes, and actions of a group. It ends with a sense of achievement and satisfaction for the whole group. This program will: Describe the differences between management and leadership behaviors; Identify the characteristics of leadership; Discuss the importance of leadership and the contribution it makes to an organization; and, Broaden attendees' understanding of how their own personal skills can lead employees to perform better and build greater capability. Today's business environment focuses on aspects of motivation, teamwork, and facilitation. These require a high degree of leadership capability. This workshop is designed to reinforce and enhance the leadership skills of those who must motivate, facilitate, or inspire the work of others.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

Title	How Do I Get Them to Want To?
Date	06/09/10
Description	*All Advantage Clients: to receive your discounted pricing you must call the HRA office at 503-885-9815 and register by phone. 7:30am – 9:30am In this economic climate, it is more critical than ever to recognize staff for their contributions. Employees continue to report that “Recognition for work well done or contribution to the organization would increase their job satisfaction more than any other factor.” This program will focus on ideas that attendees can use to motivate and recognize employees, which will increase loyalty, productivity, and energy. As the job market begins to improve, employees may begin to think about their next job opportunity. This session is designed to help attendees ensure that valuable employees stay put and continue their commitment to organizational results. Specific areas covered will be: Identifying employee motivation methods that work for all the different generations now in our workplaces; Building effective mentoring and strategic partnerships with employees; Learning how to determine what excites or energizes individual employees; and, Discovering inexpensive and innovative ideas for celebrating victories and recognizing achievement.
Location	Tualatin
Cost	$60.00
Seats	40
	Register

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HR Answers, Inc. -- 7659 SW Mohawk Street -- Tualatin, OR -- 97062 -- (503)-885-9815 -- 877-287-4476