Continuing Professional Education Credits (CPEs)
CEB Annual Conference workshops, excluding Hot Topics, may be submitted for Continuing Professional Education credits for CEBS, SPHR, PHR and the new SHRM certifications, but are not guaranteed.
Additional company presenters will be added as confirmed.
Work/Life Balance – Paid Time Off, Sick Time, and Leaves. According to the Center for Economic and Policy Research, the U.S. is the only advanced economy that does not guarantee paid vacation or holiday. There is also no federal law requiring paid sick days or mandated annual leave in the U.S.
Employees rely on employer-sponsored paid time off plans for personal or family time. Even among those who receive paid vacations, more than half (54% - Source: Glassdoor) did not take all their vacation days. To keep a healthy work/life balance for your employees, what approaches are you taking to ensure your employees are fully taking advantage of their paid time off benefits? Is there a place in your organization for the enhanced fringe benefits many companies are beginning to offer (e.g., unlimited paid time off, paternity leave, fertility benefits, etc.)? In addition, how do you ensure compliance with the multitude of new state requirements for paid time off and leave?
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Benefits Administration & Strategy
M&A Activities. What role should benefits play in a merger, acquisition, or divestiture? Hear firsthand from experienced colleagues to get tips on how to provide data and execute due diligence, closing, and post-closing activities. The facilitators and participants will also share tips on some common pitfalls to watch out for such as unfunded DB liabilities, union plans and required consents, operational plan errors, and more. Learn strategies for helping ensure a smooth integration and employee experience throughout the life cycle of the transaction.
Focus
Benefits Administration & Strategy
Stop the “Generationalities” for Better Benefit Results. Defining your workplace demographics and identifying communication preferences across the generations are important steps in developing your strategy to increase engagement and improve results of retirement, health and wellness programs. But that’s just a start. By examining the wants, needs and concerns, and learning styles of “real-life-like” individuals (and families), you can identify gaps in your offerings and pitfalls in your plan designs, and develop a more robust communication strategy. Working in teams in this hands-on workshop, participants will learn how to create personas to inform benefit program design and engagement strategy, and discover ways these personas can help infuse more meaning into your multi-media communication plan.
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Communication
Global – Wellness Lessons the U.S. Can Share and What Can be Learned from Other Countries. Wellness is well established in the US, and in those companies where it’s been embraced and successful, the question may get asked: how can we do this in the other countries we operate in? In addition, what can the US learn from other countries engaged in wellness initiatives? Presentations from companies that have done something, anything to offer wellness programs and benefits outside of the US and vice versa. How are they doing it? Who are their vendor partners? How are they making the business case since health plan expenses are embedded in payroll taxes? What about cultural, legal, language, privacy differences from country to country?
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Global
Reducing Workforce Anxiety, Depression and Stress to Improve Productivity. This session would focus on the innovative ways organizations are trying to reduce anxiety, depression and stress within their population. How can employers be equipped to support employees in these situations and identify them before they become a crisis. For example, a 2017 survey showed that the top five drivers of worker stress are: 1) financial situation; 2) work changes; 3) work schedule, 4) work relationships; and 5) control over how I do my work. These and many other factors can lead to anxiety, depression, and high levels of stress.
Many employers have an EAP, but do employees really leverage it? What can be offered beyond EAP to equip your population to manage anxiety, depression, and stress that are becoming more prevalent?
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Health & Wellness
Choice That Matters – Finding the Right Level of Benefits Personalization and Choice to Drive Your Business and Talent Strategy. From the heyday of flexible benefits to private exchanges…the concept of “choice” has been a constant in constructing a benefits strategy. In this session, we will look at choice from a new perspective…starting with a deeper understanding of your workforce through data analytics and your business and talent strategy. With this foundation, leading employers are designing programs that deliver “choice that matters” and result in meaningful personalization and engagement strategies that are customized to their workforce.
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Health & Wellness
Understanding “Change” and Its Impact on Your Benefits Strategy. We live in a world of accelerating change with unprecedented legislative uncertainty surrounding benefits. Establishing an adaptive strategy that responds quickly to market changes, embraces strategic opportunities, adopts technologies and addresses the diverse needs of the workforce is foundational. Making it matter by inspiring employees to understand, engage in and value their benefits is the challenge and a business imperative. Discover successful approaches that employers have implemented to help prepare, equip and guide employees to embrace change more quickly and realize the full potential of a new benefit or entire benefits package. Explore key elements that drive successful, sustainable outcomes, including but not limited to: design thinking to tailor/target year-round communications; innovative/disruptive technologies that enable personalized choice and guidance; role of culture and built-environment.
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Professional Development
Developing an Overarching Strategic Framework. Sitting between an organization’s mission statement and specific initiatives, there should be a clearly defined strategy. Well before you set upon building out a work plan with all of your projects and initiatives, you must define a strategic framework for your business area that is based on defined drivers and outcomes. Come hear from benefits leaders who have broader influence on strategy development beyond just implementing specific programs to learn what guides their strategic planning and decision making.
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Professional Development
401(k). Roth. HSA. FSA. ESPP. 529. Helping Employees Understand the Tradeoffs. Never before has so much responsibility, and so many choices, been put on employees' shoulders to fund their retirement, pay for their health care, and meet other long-term goals (such as saving for a house, funding a child's education, etc.). What strategies and tactics work best to help employees evaluate the various options and implications of each so that they can make the most of their money?
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Retirement, Communication
Get Personal to Inform, Enable and Inspire Employees. Google does it. Amazon does it. HR can do it too! By leveraging existing data and technology, you can move beyond sharing information about your programs to marketing them effectively by ensuring the right messages get to the right people at the right time in the right way.
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Technology
Digital Navigation is Coming. Should This Be Part of Your Long-Term Strategy? Digital navigation is the concept of taking data residing in multiple, non-connected places (think medical/pharmacy claims, biometric results, electronic medical record information, demographics, employer-sponsored services and patient preferences), aggregating that data and creating a patient profile, then using apps and websites with push notifications/emails to capture attention to help your people navigate an increasingly fragmented ecosystem. The goal is to reach those elusive goals of patient engagement, directing people to the right service, the right place at the right time, and improving the efficiency and cost/quality effectiveness of the programs we have put together. This discussion would focus on what companies have already done, the varied vendor landscape and what the future potential holds.
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Technology
Hot Topics – Health & Wellness
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Health & Wellness
Hot Topics – Retirement
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Retirement