Keynote Speaker, Jonathan A. Segal, is a partner at Duane Morris LLP in the Employment, Labor, Benefits and Immigration Practice Group. He is also the managing principal of the Duane Morris Institute. The Duane Morris Institute provides training for human resource professionals, in-house counsel, benefits administrators and managers at Duane Morris, at client sites and by way of webinars on myriad employment, labor, benefits and immigration matters. Previously a litigator, Jonathan’s practice now focuses almost entirely on helping employers meet their business objectives or missions by minimizing legal risk, maximizing compliance and focusing on relationship with business objectives or mission and legal requirements or restrictions.

Kathy Speaker MacNett focuses her practice on assisting businesses with the burgeoning web of labor/employment laws/regulations and audits, and related legislative and regulatory developments. Her practice combines practical preventive approaches to labor relations matters and representation of employers before federal and state administrative agencies and courts. Kathy utilizes her personal experience in the legislative, executive, and judicial branches of state government to gain effective results for her clients. She represents public and private sector employers in a wide range of labor and employment law matters including wage and hour compliance (both state and federal), workers’ and unemployment compensation, FMLA, prevailing wage disputes, discrimination complaints, restrictive covenant enforcement, handbook and policy preparation, unfair labor practices, union organizational defenses, collective bargaining negotiations, strikes, injunction and contempt proceedings.

Prior to joining Mette, Evans Woodside, Kathy was a managing member at Skarlatos Zonarich LLC; a shareholder with the Harrisburg office of Buchanan Ingersoll, P.C. and associated with the law firm of Baskin, Flaherty, Elliott & Beren. She also served as the Research Director to the Labor Relations Committee, Pennsylvania House of Representatives, clerk to the late Pennsylvania Supreme Court Justice, Honorable Roy Wilkinson, and Assistant Counsel to the Pennsylvania Labor Relations Board.

Brandon Harter is a tech-savvy attorney and the founder of Lancaster Tech Law PLLC. With extensive experience in civil litigation, he serves as a discovery master for Lancaster County courts and holds leadership roles in the Lancaster Bar Association. Recognized for his contributions, he received the 2022 Community Partner Appreciation Award and was named an eDiscovery Rising Star by Super Lawyers. Brandon regularly presents before attorney and community groups alike on issues where the law intersects with technology. A lifelong computer enthusiast and avid gamer, Brandon is known for his “tech aura” that seemingly resolves tech issues just by his presence.

Angela Sanders is a Principal in Post & Schell’s Employment and Labor Group. She provides proactive counseling to employers on employment, labor, and workplace safety issues. Angela provides practical advice and guidance to help employers achieve their business objectives, mitigate risk, and keep their HR Professionals from going off the deep end. She assists employers with business and employment contracts, handbooks and personnel policies, manager and employee training, and safety planning. Angela also represents employers in litigation matters in state and federal court and before various administrative agencies.

Caitlin Donahue is an Associate in Post & Schell’s Employment and Labor Group. She counsels employers on a wide range of employment topics, including wage and hour issues, FMLA compliance, harassment and discrimination, employee handbooks, policy development, and employee training. Caitlin’s past experience in workers compensation defense helps her to provide practical advice on the intersection of workers compensation and disability issues. Caitlin defends employers in employment-related litigation matters and administrative agency charges.

• 7:45 – 8:15 ……….. Breakfast and Registration

• 8:15 – 8:35 ……….. Chapter Announcements, Platinum Sponsor: Hubric Resources  

• 8:35 – 10:05 ……… Jonathan Segal – The Presidential Election, Middle East, and More

• 10:05 – 10:25 …… Break, Sponsor: Members 1^st  

• 10:25 – 11:55 ……… Kathy MacNett – FLSA & Medical Marijuana Update

• 11:55 – 12:45 ……… Lunch, Sponsor: PSECU 

• 12:45 -12:55 ………. SHRM Foundation Presentation 

• 12:55 – 1:55 ……….. Brandon Harter – 2024 Legal Trends in Technology: What HR Needs to Know 

• 1:55 – 2:15 ………….. Break, Sponsor: Workplace Talent Solutions

• 2:15 – 3:30 …………. Angela Sanders and Caitlin Donahue – Handbook Jeoparty 

• 3:30 – 3:40 ……….. Program Survey 

• 3:40 – 4:00 ……….. Wrap Up and Raffles 

Presenter:
Holly Morreels, Owner and Consultant, Workplace Leadership Solutions

Description: HR leaders must support employees during workplace crisis but may be unsure of how best to help.  This session will present 10 foundational crisis management concepts to help guide you with managing and supporting employees during and after workplace crises.  Participants will have an opportunity to share lessons learned from past crises and to start preparing for future ones. Topics will include communications, employee needs during crises, basic guidelines regarding trauma and its impact, suggestions for leaders, utilizing outside support to help navigate a crisis, and more.  Participants will have the opportunity to share examples of crisis response that either employed these concepts or strayed from them, and the positive or negative results, as well as strategize in small groups how they would manage the immediate aftermath of a crisis using a basic crisis response template that will be provided.

Learning Objectives: As a result of this program, attendees will be able to:
1. Identify 3-5 common employee needs during times of crisis
2. Utilize basic crisis management concepts and strategies to enhance their leadership ability in the wake of any crisis
3. Advocate for uniformity of messaging during workplace crises
4. Communicate the importance of crisis response planning to other leaders within their organization

Approved for 1.0 SHRM and 1.0 HRCI credits

Recruiting, Retention and Work-life Balance in Manufacturing, Retail and Healthcare

Presenters:
Kathleen Schulz, Global Innovation Leader for Organizational Wellbeing, Gallagher Benefits and HR Consulting
John Chain, Area Vice President, Gallagher

Description: As many employers and companies continue to develop remote work guidelines and other job flexibilities in the post-pandemic era, this presentation will focus on industries with traditionally more limited options, such as manufacturing, retail, and healthcare. The speakers will explore competitive benefits, wellbeing resources and engagement methods for those with on-site and non-desk duties. Key challenges are worker logistics and generational and cultural differences in how information is absorbed and engaged with. The presentation will provide insights into what competitive benefits are being offered in these industry verticals, how to address people’s Physical, Mental and Financial Well-being needs, how best to address work-life balance for on-site employees, and what modes of communication are best to engage on-site employees of different generations and backgrounds. There will also be sharing of benchmarking data for these key industry verticals and case studies of solutions.

Learning Objectives: As a result of this program, attendees will be able to:
1. Evaluate current benefit offerings for industry competitiveness
2. Use wellbeing resources to support employees physically, mentally, and financially
3. Use multiple methods and best practices to engage the on-site and non-desk duty workforce

Approved for 1.0 SHRM and 1.0 HRCI credits

Reducing the Stigma of Mental Health and Addiction with Language

Presenter: Elena Taylor, Job Developer, PA CareerLink Business Services (EDSI, Inc.)

Description: The Lancaster PA CareerLink Business Services Team is honored to recognize May as Mental Health Awareness Month by sharing a program about “Reducing the Stigma of Mental Health/Addiction in the Workplace with Language.” Mental health and addiction stigma in the workplace can increase fear, shut down relationship building, and contribute to performance concerns and personnel turnover. In this presentation, attendees will define what a stigma is using the language of mental health and addiction. The presentation team will report on statistics on people who don’t seek help and how millennials play a part in this conversation. A new narrative will be shared following the “Instead of this… Try using this…” model when talking about an individual living with mental health and/or substance abuse. Information will also be provided about obtaining a Mental Health First Aid Certification through WellSpan-Philhaven.

Learning Objectives: As a result of this program, attendees will be able to:
1. Define stigma as it applies to mental health and substance abuse
2. Reflect on data and statistics highlighting the value of understanding stigma in the workplace
3. Develop new narratives and language patterns for speaking about mental health and substance abuse

Approved for 1.0 SHRM and 1.0 HRCI credits

Use this link to find all the information for the Spring Conference and presentation materials

As we embrace another vibrant month at LSHRM, I find myself reflecting on the pillars that not only hold our organization aloft but propel it forward. Among these, the importance of investing in talent stands paramount. As your President, I’m continually inspired by the talent, willingness, and innovative spirit of our board and committee members. It is truly my pleasure to serve alongside every one of them.

In the ever-evolving landscape of business, where change is the only constant, HR professionals know that fostering a culture of learning is not just beneficial; it is essential. It is the soil where the seeds of innovation are sown. However, cultivating a learning culture involves more than acknowledgment; it requires action.

In the workplace, you may not be as lucky as I have been to have instant teams comprised of engaged, intelligent, inquisitive people who are willing to pose questions, debate ideas, and seek solutions. This is where the work comes in. The pathways to enriching a team’s capabilities and knowledge are as diverse as the skills and abilities they possess. From formalized programs and internal training to leveraging online resources or external expertise, each avenue offers unique advantages. Yet, the challenge often lies not in identifying these resources but in securing the buy-in from senior leadership necessary to bring these initiatives to life.

In instances where formal training programs might not be feasible, HR needs to be nimble, seeking alternative routes that still foster growth and learning. Mentoring relationships can offer connections and serve as powerful vehicles for knowledge transfer and personal development. Whether formally structured or developed more organically, they offer both parties a sense of belonging and an investment in each other’s success, weaving a stronger fabric for organizational culture. Whether the relationships are within departments or across functional boundaries, mentoring provides a foundation for a more cohesive and collaborative environment.

On a personal note, I cannot overstate the value of mentoring. I have been on the receiving and giving end of several mentor relationships for countless years and I have found through the exchange of experiences and insights, that both participants find new avenues for growth, innovation, and leadership.

The investment in talent is also about creating an ecosystem where people feel valued, challenged, and engaged. This investment signals to team members that their growth is the organization’s priority, fostering a sense of loyalty and commitment that transcends the ordinary.

As HR professionals navigate the complexities of today’s business environment, remember that our greatest asset is our people. When our team members grow, they don’t just rise alone; they lift our organization to new heights, driving innovation and ensuring our collective, continued success. For in our people lies the potential to not only envision the future of our organization but to create it.

Whether you are contemplating opportunities to grow and develop yourself or others, trying to change or enrich your company culture, or searching for or considering becoming a personal or professional mentor, I would strongly recommend registering for our upcoming Spring Conference on April 19th at the IU-13. We have a tremendous day planned! I am so excited to hear from our incredible line-up of nationally recognized speakers! Liz Weber and Dr. Katie Sandoe are not to be missed! I hope to see you on April 19th and see how you are nurturing the potential within yourself and your teams.

Happy Spring!

My best,

Jen