Filtered Sessions

This training session is dedicated to companies headquartered outside of California with facilities and employees in California, for firms just entering the California HR arena, or anyone that wants a deep dive into CA HR compliance. This session will cover some of California's complex and often confusing employment laws and regulations including the 'danger zones' where you need to be savvy. We will exercise your brain and tone your HR muscles so that you are able to recognize the issues that can present risks to your organization in California. With this high intensity and interactive training, you will obtain tools to navigate the complex employment landscape of California and will learn practical skills for reducing liability.

Learning Objectives:

• Learn the key elements of California Wage and Hour.
• Distinguish between exempt and non‐exempt Employment Classification.
• Become familiar with current and new CA protected categories regarding harassment and discrimination for 2023 and 2024.
• Become familiar with California’s unique Leave Administration and how they interact with FMLA.
• Learn the differences and similarities between Federal ADA and California's disability protections.
• Review Workers Compensation Insurance, Unemployment Insurance and State Disability/Paid Family Leave.
• Discuss employee benefits and regulations related to Vacation, Paid Time Off (PTO), Kin Care and new mandated Paid Sick Days.
• Discuss current recruiting challenges including Ban the Box and Pay Transparency Laws.

No one likes talking about mental health. It's stigmatized, it's scary, and it's anything but comfortable! It's also very often misunderstood. And, it's here to stay.   As we navigate life post Covid, effectively addressing mental health is more important than ever. This session will explore the concepts of Brave Conversations, Brave Boundaries, and how to advocate for yourself and others. You will leave with actionable strategies to create safer, more supportive workplaces for everyone to thrive.

Learning Objectives:

• Understand the dangers of perfectionism, people pleasing, and approval seeking.
• Learn the signs of everyday stress versus panic and anxiety, and how to prevent burnout.
• Explore how other mental health diagnosis' present themselves, so as to recognize signs in co-workers.
• Gain strategies and confidence to engage in brave conversations, and advocate for what you need.
• Leave a little more comfortable, being uncomfortable addressing mental health.

Attendees will get a contextual overview and summary of core HR, leave and benefits requirements that all HR professionals should know.  The presenters will give the attendees a structure to bring some order and understanding to the seemingly arbitrary rules associated with HR and Benefits Compliance.   Just knowing the internal structure and logic of individual rules and regulations help to broaden and clarify the rules when applying them to specific instances.

Learning Objectives:

• Learn the overall structure, organization and methodology (versus just a recitation of specific rules) of ERISA, IRC and other laws and regulations that govern employee benefits.
• Learn the overall structure, organization and methodology of the core HR rules and requirements.
• Learn the basics of the various paid leave requirements in the various states and other jurisdictions and how they interact with the federal rules.
• Learn how the various rules and regulations interact in various situations to understand the overall structure and be able to apply the rules in specific situations.

Creating a cohesive Global Total Reward Strategy for your organization is a tough challenge! You need a unified approach worldwide, but your programs must also be adjusted at the regional and local levels. You know the old adage: Think Globally and Act Locally. Of course, there are a number of similarities in total rewards across country boundaries. However, there are also marked differences in various regions of the world, primarily due to nuances in cultural orientation, management style, and the interplay between the government and the private sector. In his informative presentation, John Rubino outlines the 'hottest' global total reward trends and actual practices. Participants will come away with a real-world 'global schematic' of total reward program perspectives, methodologies and approaches that are practiced in top-notch organizations in various regions around the world. This is all for the purpose of attracting, motivating and engaging the best and brightest global employees!

Learning Objectives:

• Learn specific total reward strategies practiced in various regions of the world, through the use of real-life examples and pragmatic case studies.
• Hear the latest research data regarding global total reward trends, segmented by world regions.
• Discuss a 'global schematic' of total reward perspectives, methodologies and approaches that are, and should be, practiced in the majority of premier organizations around the world.
• Adapt and implement these strategies and techniques within your own organization.

Employers are seeking any advantage in the war for talent.  Flexible work and leave options are increasingly popular and the new generation of workers is vocal in seeking ongoing mentorship, career development and 'sustainable performance expectations.'  Nevertheless, attractive compensation and benefits are still the main components of a total rewards package employees are seeking.  Employers are looking to make their comp and benefit packages more relevant to the new generation of employees while still meeting the needs of all of the generations in the workplace.  From telemedicine to concierge medicine, onsite clinics, expanded mental health and fertility benefits as well as home office reimbursement, paid leave, student loan repayment options, and lifestyle accounts are being considered as employers seek to make their programs more attractive to their employees.  This session will discuss those options and best practices for their implementation and  ongoing administration.

Learning Objectives:

• Learn new compensation and benefits options being sought by employees and potential employees.
• Discover new compensation and plan designs and new twists on traditional plan designs including telemedicine, concierge medicine, onsite clinics, and other plan options,
• Hear how ERISA, ACA, IRC, HIPAA, COBRA and other laws that apply to employer plans apply to these options.
• Review what compliance issues apply to such plans.
• Hear best practices to structure compensation and plan options to avoid those compliance concerns.

As an HR professional, you are expected to be knowledgeable on a wide breadth of topics.    Join this session to gain a basic understanding of the rules and requirements of offering a retirement plan.  Whether you are new to this role or looking for a refresher, this is a great way to ensure your plan is compliant while also looking for ways to improve your offering to employees.  We will explore regulatory requirements, vendor management, non-discrimination testing, plan design options, fiduciary governance and investment management decisions. And of course can answer questions that may be top of mind to you.  The 401k/403b industry has experienced tremendous change in the last few years; now is the time to update your education!

Learning Objectives:

• Learn the basic requirements for a retirement plan to be qualified for tax benefits.
• Understand the core responsibilities of the plan sponsor (i.e. employer) when offering a plan to employees.
• Outline the primary decisions that an employer must make when establishing a plan.
• Consider best practices for strong fiduciary governance, investment management, plan administration & employee experience.

Empower HR with a fully compliant LOA platform. Leave of absence made easy: Say goodbye to spending hours managing leave requests, switching between systems, and tracking down paperwork. In this session, you will learn how Pulpstream fully streamlines the LOA process through end-to-end automation of every milestone in the leave process. It uses advanced machine learning and easy customization to create tailor-made LOA processes that ensure compliance, decrease costs, and save time.

• Automation can give you back 90% of your time while managing absence.
• How a machine learning-driven engine can guide you with the most appropriate leave.
• How streamlined processes keep everyone on the same page and provide a 360-degree view of every leave.

REPEATED ON TUESDAY AT 2:00pm

Employees have been under significant stress and anxiety since 2020, with mental health conditions more prevalent than ever and a heightened need for HR to properly handle more and unique accommodation requests under the ADA for things like mental health days, hybrid work, support animals, and more. This engaging and interactive session will analyze these and related issues, review legal and practical considerations involved, analyze specific accommodation scenarios, and provide fresh best practices for compliance.

Learning Objectives:

• Recognize the unique reasonable accommodation issues employers are presently facing with respect to employee anxiety, mental health, and psychological conditions.
• Understand both legal and practical considerations involved with these novel accommodation issues and scenarios.
• Identify and apply going forward fresh best compliance practices for handling these particular scenarios and related challenges under the ADA pertaining to mental health.

A roth employer match? Emergency savings inside your 401k? 401k matches on qualified student loan payments? These are just a few of the sweeping legislative changes made to retirement plans with the passing of SECURE 2.0. We’ve dug through the minutia to pull out the top changes you need to know now, and how to prepare. Have no fear… this isn’t a boring legal presentation! These improvements are fun, exciting and a great opportunity to re-energize your retirement plan. This session is specifically geared towards organizations that already have a retirement plan.

Learning Objectives:

• A breakdown of the the 'need to know' changes included in SECURE 2.0.
• How these will be administered in existing retirement plans.
• What benefits the changes will provide employees.
• How to communicate this to your team.

Companies are looking at ways to meet or exceed the now more than 30 different paid sick leave laws. The idea of unlimited paid time off (PTO) is still splashing through HR professionals' minds as an alternative way to beat the many paid sick leave laws and as a way to attract and retain talent. Need to go to Hawaii for five weeks? Yes, go -- it's paid time off! Need the afternoon off to watch your child in a school play? Sure, it's paid time off! Need a 'mental health' day or two (or five)? Why not -- it's paid time off! No questions asked. But before implementing such a program, there are some things to consider. Is it too much of a good thing? Will it improve morale and work-life balance? Is it a true total rewards element that attracts and retains top talent? What about employees who need an extended medical leave of absence? What about your remote workforce? 'Unlimited' may not really mean without limits.

Learning Objectives:

• Why rethink paid time off?
• What should you consider before implementing an unlimited paid time off program?
• Does it really work for every organization?

Results from SHRM's Annual Employee Benefits Survey will be covered, including which employee benefits are offered by employers, their prevalence, societal factors that may be influencing employers to increase or decrease their offerings, and how members can utilize the interactive Employee Benefits Benchmarking Tool to view benefits benchmarking data applicable to their organization's size, location, and industry.

Learning Objectives:

• Identify which employee benefits are offered most prominently from SHRM member organizations.
• Interpret increases or decreases in employee benefits offerings based on current societal and workplace factors.
• Understand how to use SHRM's interactive Employee Benefits Benchmarking Tool.

Specialty care “deserts” are a key factor driving the growing challenge of health inequity. By virtue of geography, people around the country lack access to the expertise needed to support them in their health journeys – today, more than one-third of Americans live in a county that does not offer adequate access to primary care providers, hospitals, pharmacies, or trauma centers. Access to a specialist who can meet the healthcare needs of a patient varies dramatically across states, and the situation is likely to become worse, as 100,000 physicians are projected to leave the medical profession by 2025.

Care providers recognize that care equity benefits everyone. Access to proactive and preventive care results in fewer acute episodes and hospital stays, making practices and health systems more efficient and cost-effective. Still, lack of access makes it challenging to schedule an appointment with the right specialist for a single opinion related to an employee’s (or their loved one’s) condition, let alone a second opinion to confirm the accuracy of a diagnosis or the suitability of a treatment plan.

Even when specialty expertise is available locally, an appointment with a specialist can take weeks or even months to confirm, and gathering the necessary medical records can be complicated and time-consuming. As employees balance other obligations, such as work and/or caring for their family, finding the time to consult with an expert physician can be difficult.

Many people are uncertain where to find an appropriate specialist for their case or are faced with long travel distances to obtain an in-person consultation. In these cases, virtual opportunities can make a significant difference. Virtual care facilitates connections to the right specialist at the right time by removing geographical constraints to specialty physician visits.

With digital advancements in care delivery, individuals can receive consultation for their health needs, no matter how long they’ve been dealing with them or where they live. Technological advancements are opening the door to high quality medical expertise on complex conditions—anywhere in the country or the world. Virtual programs offer the advantage of not having to leave home and can also relieve employees of the complex and time-consuming efforts required to gather medical records from multiple sources.

Learning Objectives:

• The impact of specialty care deserts on health equity for employees across diverse geographic locations.
• The role of virtual health in complementing and enhancing traditional healthcare services.
• The tangible benefits of leveraging technology to expand access to medical expertise, including reduced healthcare costs and improved health outcomes.
• New strategies to tackle rising health spend, innovate to meet the needs and expectations of today’s employees, and more effectively manage workforce health.

REPEATED TUESDAY AT 3:30pm

Employer focus on employee well-being continues to grow in popularity. Employers may feel overwhelmed as they navigate through the sea of well being vendors and available initiatives. But do you know what your employees really want? Have you researched suggested areas of focus based on industry type?   In this presentation I'll share MedVet's strategy to Employee Well-being focusing on Physical, Mental and Financial well-being.

Learning Objectives:

• Strategy on identifying 'the need'.
• How to build an all inclusive support model.
• Communication- don't fumble at the 5 yard line.

REPEATED ON TUESDAY AT 7:30am

This session will educate HR professionals about the expansion of legalized gambling in the US, video gaming, and how they are showing up in the workday. We will discuss how gaming and gambling can impact productivity at work, because it's not about 'if' but 'how much' your employees are gaming and gambling on the job! The ADA does not protect for process addictions - are you prepared for this?

Learning Objectives:

• Articulate the expansion of Gambling and Gaming in the US.
• Learn the continuum of at-risk, problematic and disordered  gambling and gaming.
• Articulate how gambling and gaming can impact work productivity.
• Review the HR policies that impact EAP and other resources for those employees that need it.

Every day, we are faced with news about the state of the workers in the United States, and there is more attention than ever on mental health and creating psychosocially safe working environments. The U.S. Surgeon General even released a report and framework on workplace mental health and well-being. But what exactly can you do? This session will share steps that C-suite as well as front-line supervisors can take to protect the mental health and well-being of workers. Human resource (HR) professionals are particularly positioned to play a role through benefits design, healthy work design, and healthy culture. By engaging workers to identify pain points and develop solutions, HR professionals can help businesses to minimize work-related stress, promote a sustainable work and non-work interface, reduce work organization-related chronic health conditions, and enhance worker satisfaction. Go home with simple steps to get started on ensuring a thriving workplace and organizational culture.

Learning Objectives:

• Identify three challenges to mental health in the workplace.
• Discuss five promising practices for creating psychosocial safety in organizations.
• Provide three reasons to make the case for designing healthy jobs.

An all-female, multi-disciplinary expert panel will converge to discuss their perspective on pay equity, the Pay Gap, and the Glass Ceiling.  The panel will discuss how pay equity and The Glass Ceiling are inter-connected and will review what a pay adjustment process looks like, as well as what salary changes and policy changes may be imperative.  The panel will also focus on important implications such as the allocation of resources at the start of a project related to salary adjustments or remedies to barriers that are identified. The discussion will also emphasis what is practical to implement for organizations in influencing impactful change.

Learning Objectives:

• Developing knowledge on the interconnection between pay equity and glass ceiling analytics to provide organizational recommendations;
• Avoiding pitfalls when implementing salary remediation strategies; and
• Developing practical strategies for establishing a successful pay equity or glass ceiling project- with a focus on the end result and impact it will create.

REPEATED FROM MONDAY AT 3:00pm

This session will educate HR professionals about the expansion of legalized gambling in the US, video gaming, and how they are showing up in the workday. We will discuss how gaming and gambling can impact productivity at work, because it's not about 'if' but 'how much' your employees are gaming and gambling on the job! The ADA does not protect for process addictions - are you prepared for this?

Learning Objectives:

• Articulate the expansion of Gambling and Gaming in the US.
• Learn the continuum of at-risk, problematic and disordered  gambling and gaming.
• Articulate how gambling and gaming can impact work productivity.
• Review the HR policies that impact EAP and other resources for those employees that need it.

HR Executives are searching for ways to measure well-being factors beyond simple engagement surveys. This session focuses on the need to find measurable solutions that are data-driven. Throughout 2022, Cardinus researched the impact of hybrid working models on well-being and productivity. Using Healthy Working Analytics, a high-power statistical survey and analysis, we can show data that will help you to identify groups within your workforce with high levels of presenteeism, absenteeism, and attrition.

Learning Objectives:

• To understand the key drivers of well-being and their effect on presenteeism and productivity.
• To understand the differences in well-being and presenteeism between groups such as age, work location, department, employment type, time with the organization, and gender.
• To understand the costs of presenteeism in relation to absenteeism.
• To understand where to invest your organization's time and resources.

As reported in the DOL's first MHPAEA enforcement report to Congress in 2022, the DOL's Employee Benefits Security Administration offered details respecting hundreds of private employer MHPAEA compliance audits conducted by the agency in 2020. Disturbingly, not one employer audited was able to demonstrate substantive compliance with the law's requirements. This program is designed to provide intermediate and advanced HR practitioners with a practical and actionable survey of MHPAEA's requirements. Participants will survey compliant plan design schematics respecting both Quantitative Treatment Limitations ('QTL's') and Non-quantitative Treatment Limitations ('NQTL's'). Participants will also review requirements related to the employer's NQTL comparative analysis obligations. Finally, program participants will review the plan-level participant and beneficiary directed responsive communication requirements for employers responding MHPAEA related claims and coverage issues.

Learning Objectives:

• Understand and apply the concepts underlying MHPAEA, including, without limitation, mental health parity, substance use disorder parity, classification of plan-level benefits, identification of prohibited QTL's and NQTL's within a specific benefit plan; and, specific benefit testing rules;
• Learn to identify and interpret regulatory compliance obligations respecting the plan-level administration of QTL's and NQTL's, both as written and as in actual operation of the underlying benefit plan;
• Survey and apply the components of the DOL's required comparative analysis of NQTL's across the six (6) permitted classifications of plan-level benefits;
• Review and understand MHPAEA's required participant and beneficiary communication requirements related to plan-level covered services and benefit claims arising in the mental health and substance use disorder context; and,
• Review and understand the enforcement protocols and various interdiction levers available to the DOL, HHS and state-level insurance and regulatory bodies, respecting MHPAEA compliance obligations for the employer benefit plan sponsor.

Required automatic enrollment and escalation? Major tax credits for new plans? The Starter(k)? These are just a few of the sweeping legislative changes employers implementing a new plan will face. We’ve dug through the minutia to pull out the top requirements you need to know now, and how to prepare. Have no fear… this isn’t a boring legal presentation. These improvements are fun, exciting and a huge motivation to start a retirement plan. This session is specifically geared towards organizations that do not have a retirement plan or are considering leaving a PEO.

Learning Objectives:

• A breakdown of the the 'need to know' changes included in SECURE 2.0.
• How these will be administered in retirement plans.
• What benefits the changes will provide employees.
• How to communicate this to your team.

REPEATED ON WEDNESDAY AT 7:30AM

After passage of the ACA and updates to ERISA, there are even more requirements that employers sponsoring health and other welfare plans need to ensure they are performing correctly. During this fast-moving session, one of SHRM's most highly rated speakers, Gary Kushner, SPHR, CBP will walk through 11 items you'll want to review to make sure you have all of the processes and documentation you'll need if your employer is ever the subject of a DOL audit of your health and welfare plans.

Learning Objectives:

• Learn what the DOL looks for when they do an audit (and what you can do to be totally prepared).
• Identify the pitfalls that many employers miss when sponsoring plans that can show up on audit.
• Understand the rules around electronic SPD and notice disclosures.

REPEATED FROM MONDAY AT 1:30pm

Employees have been under significant stress and anxiety since 2020, with mental health conditions more prevalent than ever and a heightened need for HR to properly handle more and unique accommodation requests under the ADA for things like mental health days, hybrid work, support animals, and more. This engaging and interactive session will analyze these and related issues, review legal and practical considerations involved, analyze specific accommodation scenarios, and provide fresh best practices for compliance.

Learning Objectives:

• Recognize the unique reasonable accommodation issues employers are presently facing with respect to employee anxiety, mental health, and psychological conditions.
• Understand both legal and practical considerations involved with these novel accommodation issues and scenarios.
• Identify and apply going forward fresh best compliance practices for handling these particular scenarios and related challenges under the ADA pertaining to mental health.

Pay equity will continue to be a primary focus for organizations in 2023. As the landscape evolves to include ESG reporting, state requirements, and continued pay transparency, it can be difficult for organizations to keep up with and manage priorities. Environmental, social, and governance data, known as ESG, is encouraging transparency in organizations. The social aspect include areas relevant to HR, DEIA, and company leaders. The session is designed to prepare participants to conduct pay equity analyses, racial equity audits, diversity metrics, and consider public disclosures. While federal regulation still applies, employers may now be required to perform additional analytics across their respective workforces in different states. We will discuss upcoming regulations, priorities for employers, and tips for keeping organized amidst ever-changing laws. Presenters will also discuss different types of pay equity studies and tips for successfully navigating them.

Learning Objectives:

• Understand the demand for ESG reporting and analyses they should consider when supporting ESG efforts.
• Receive resources for tracking state pay requirements.
• Develop a broad understanding of the different state requirements currently in place as well as anticipated additions.
• Compare different pay equity analysis options and learn about tools to evaluate which analysis might be best for their organization.

How well do you know your people and when they show up differently? Are you able to recognize when their patterns of behavior shift and how that can disrupt your organizational performance? How well are you and your team communicating your organization’s commitment to mental health? And do your wellness practices incorporate how trauma in the workplace could be impacting employee experiences?

Today’s employees expect to be seen and treated as whole people and compartmentalizing thoughts and feelings about their life changes is unlikely to occur during the workday. Failure to initiate helpful dialogue and offer organizational support is something that can impact their relationships with stakeholders, work productivity and overall well-being. During this conversation, you will better learn how to recognize the trauma your people may be facing in their personal or professional lives and how to leverage your organization’s employee resources to help them through it.

Learning Objectives:

• How to identify shifting employee behavioral patterns,
• How to assess the current workforce and well-being strategy against the needs of your staff,
• How to effectively communicate trauma support resources for your workforce,
• How to foster a culture of wellness and well-being,

REPEATED FROM TUESDAY 2:00PM - 3:00PM

After passage of the ACA and updates to ERISA, there are even more requirements that employers sponsoring health and other welfare plans need to ensure they are performing correctly. During this fast-moving session, one of SHRM's most highly rated speakers, Gary Kushner, SPHR, CBP will walk through 11 items you'll want to review to make sure you have all of the processes and documentation you'll need if your employer is ever the subject of a DOL audit of your health and welfare plans.

Learning Objectives:

• Learn what the DOL looks for when they do an audit (and what you can do to be totally prepared).
• Identify the pitfalls that many employers miss when sponsoring plans that can show up on audit.
• Understand the rules around electronic SPD and notice disclosures.

Preventing targeted violence in the workplace requires an approach founded in science, empathy, and teamwork. Behavioral threat assessment is a relatively new methodology bringing together subject matter experts to assess threats to employees and implementing interventions to keep them safe. This presentation is a primer on understanding the known pathway predatory actors follow, the eight warning behaviors to look out for, and how to assemble a team to prevent mass casualty violence.

Learning Objectives:

• The difference between affective and predatory violence.
• Understanding the scientifically established pathway to violence.
• Learning the eight warning behaviors HR professionals should be watching for.
• The crucial role of HR in assessing, managing, and preventing predatory threats to employees.

Today, few companies offer benefits focused on mental health for employees or dependents. Today's HR professionals are faced with employee mental health burdens like never before and don't have tools or answers, resulting in fear and stigma by all parties.   Dan Pontius will address the stigma associated around mental health, what businesses can do to address the youth mental health crisis and why it is costing your company money by not acting now.

Learning Objectives:

• Gain a better understanding of the youth mental health crisis in the U.S. and how it is negatively impacting the performance of working parents.
• Learn tools and options for how Human Resource professionals can have meaningful mental health conversations with staff.
• Understand what mental health and wellness benefits should be added to employee benefits packages and identify actionable steps to implement support for mental wellness into corporate cultures.
• Hear why supporting the mental health of employees and their dependents makes sense for the long-term success of a business.

Build your rewards culture from the inside out by focusing on outcomes that dazzle recruits, keep your top talent and drive productive people. Learn how to remove distractions and frustrations from the employer-employee contract and add more 'human' to human resources with analytics designed for the benefits professional.

Learning Objectives:

• Learn how HR philosophies are as important - and sometimes more important - than additional benefits!
• Time out: When an employee needs to be off work, it's imperative to have your benefits program designed and in place to ensure proper protocols.
• Can we talk? How to effectively explain additive value to your workforce for the most impact.
• Learn how to deliver a quality employee experience using an integrated approach that puts the employee at the center to minimize distraction, increase productivity, and solidify engagement. Learn how culture and connection are magnified by its role in the employee experience with benefits, and how by using technology and analytics, employers can better understand the needs of their employees.

In 2021 King's Hawaiian embarked on an ambitious journey to ditch their annual performance review and merit process and radically reimagine the mutual pact between employer and employee. What emerged was a holistic Total Rewards philosophy and approach that invests in people who, in turn, create value for the business. Join Amy Hirsh Robinson, Chief People Officer at King's Hawaiian, as she shares what the path to 'irresistibility' looks like and learnings from the journey.

Learning Objectives:

• Promote wellness to improve employees' physical, mental, financial, social, and professional health to be their best at work and at home.
• Provide development to grow employees and build leadership so that everyone can achieve their full potential.
• Ensure that pay is appropriately aligned with people's capability:  their talents, strengths, skills, knowledge, and their role in the organization.
• Create opportunities for recognition that celebrate the success of employees in the moment and turn those moments into experiences with lasting emotional value.
• Deliver rewards for the contributions that people make that create value for the organization.

Everyone has an opinion on women's health, but the real question is: how are we showing up to support women across the age spectrum? Women's health is not going anywhere. Speaker will discuss how workplaces encounter 'taboo' topics, and the direct impact they have on the (lacking) healthcare benefits and wellness offerings of employers.

Learning Objectives:

• Explore an expanded definition of women's health beyond the bounds of fertility & reproductive health.
• Why do workplace reports consider the age range of women in the workplace to be between 20-54 y/o yet the health and resources for women across this age spectrum are focused on reproductive years only?
• The importance of valuing 'menopausal' women, and how to keep one of the fastest growing employee populations (i.e. women over the age of 40) supported, healthy, and in the workforce.
• How employers can develop better and more adequate healthcare offerings to meet the real needs of their female workforce, including better education, more inclusive health plans, and support groups.