|Thursday, November 4, 2021
||Employment Law Update
Alisa Nickel Ehrlich, Partner and Hailey Perkins, Associate, Stinson, LLP
Colorado and the federal employment law landscape has changed significantly over the last 18+ months. Healthy Families and Workplace Act (HFWA), Whistleblowers and Public Health Emergencies, Vaccine Mandates, Equal Pay for Equal Work, Elimination of Sub-Minimum Wages, Amended Definition of Sexual Orientation, just to name a few. Join us as we dive into these issues and more!
Alisa Ehrlich is a partner at Stinson LLP. She focuses her practice on employment law advising, compliance, and litigation. As a member of Stinson’s COVID-19 Task Force, Alisa has been helping employers manager a variety of pandemic employment issues including employee absences, return to work issues, paid and unpaid leave, and navigating new legal requirements imposed by new laws and state and local orders.
Hailey Perkins, Attorney, Associate, Stinson, LLP. With a focus on employment law, business litigation, and general commercial litigation, Hailey brings effective legal solutions to her clients’ most complex legal needs. She enjoys working with individuals as well as in-house counsel and provides a personable approach. Hailey believes in a team approach when tackling legal issues and feels it is important to keep an open communication with clients in order to provide regular updates. Hailey has experience representing businesses and individuals in claims before administrative agencies and state and federal courts. She has the knowledge and experience to defend clients facing claims involving claims of discrimination and retaliation, Title VII of the Civil Rights Act of 1964, various state human rights acts FLSA, ADA, FMLA, FERPA, Title IX, First Amendment, and 42 U.S.C. § 1981.
||Talent Assessment & Succession Management
Julia Johnson, Director of Organizational Performance Consulting, Wipfli
The changing workforce and aging baby boomers are realities leading more financial institutions to seek help in understanding which of their staff is able and willing to fill key roles over the next five years. Determining the depth of the talent pipeline internally and externally isn’t easy. Succession planning is not a new concept, yet many struggle at creating processes and a robust approach that move beyond a static list of names kept in a file. A succession planning program includes a focus on position critical to the institution’s strategic plan as well as a focus on employees and their development. This session will talk about the issues and challenges of succession in today’s workplace and provide some practical approaches and tools to guide effective succession planning.
Julia Johnson, Director of Organizational Performance Consulting. Julia has more than 25 years of diversified human resources and organizational development experience. Working closely with bank boards of directors, presidents, executive management teams, and human resources leaders, she helps clients achieve optimal alignment of organizational strategy with human resources management strategy. She consults on initiatives including, but not limited to: organizational structure, role alignment, succession planning, talent assessment, performance management, compensation, executive recruitment and selection, organizational culture, executive coaching, and leadership development. Julia holds a Master of Arts degree in Industrial/Organizational Psychology, is a certified Executive Coach, Predictive Index® Analyst, and a member of the Graduate School of Banking faculty.
||Winning the Game of Banking by Engaging Your Team
Chris DiLorenzo, President and Connie West, Regional Vice President, The James Paul Group
Engagement is a heightened emotional connection that an employee feels for his or her company, that influences them to put in greater effort. Higher engagement levels yield higher employee productivity and retention rates, which is especially important in today's hiring environment. Engaged employees are more productive, customer-focused, and profit-oriented, which in turn leads to higher value creation for stakeholders. This makes employee engagement a powerful factor in the success of any financial institution. Hence, banks that have a robust engagement plan in place are better equipped than their competitors to succeed over time. In today’s competitive banking space, employee engagement is becoming crucial in winning the game of banking. At the end of this session, attendees will be able to:
Chris DiLorenzo is the president and co-founder of The James Paul Group, a training, assessment, and advising company that helps community banks increase their profits, grow their market share, and achieve their goals by improving employee sales, sales management, customer service, leadership, and coaching skills, resulting in a remarkable internal and external customer experience. In his 40 years of working with financial institutions, Chris has assisted thousands of bankers not only prepare for today’s success, but for the future as well. He has a knack for making even the most inexperienced bankers feel comfortable and confident when serving their customers, as well other team members.
- Define and recognize employee engagement
- Create an engaging work environment
- Use employee engagement strategies
- Prevent disengagement
Connie West, The James Paul Group, has more than 20 years’ experience in community banking. She is proficient at developing individuals and teams with an emphasis on driving results for profits. Her consulting expertise enables her to create programs that increase revenue through measurable customer acquisition and retention. She has won several industry awards for results driven campaigns, has been featured in industry publications, and is a frequently requested speaker at industry conferences. Prior to joining The James Paul Group, Ms. West worked in various capacities within the financial services industry including as a teller and marketing officer with United National Bank.
|Friday, November 5, 2021
||From Baby Boomers to Gen Z – Benefit Ideas to Attract, Retain and Incentivize a Diverse Team
Rich Bratten, CFA, FSA, Regional Managing Director, Bank Compensation Consulting
Discover ideas on how to use different types of targeted benefit plans to attract and retain varying personnel in an increasingly competitive landscape. There is no “one size fits all” solution. What motivates Millennials can be different from what motivates Baby Boomers. During this presentation we will discuss some of the similarities and differences of the different demographic groups that are working in your bank and demonstrate how benefit plans can be tailored to meet their needs, creating a win-win for the bank and your key people. Takes aways:
Richard K. Bratten has worked in the executive benefits and corporate owned live insurance markets for more than two decades. Since 1999 he has worked as a national sales consultant and a consulting principal at two large national firms specializing in executive benefits and bank-owned life insurance (BOLI). Prior to his consulting role, Mr. Bratten worked in the insurance industry for more than a decade as an actuary. He concentrated on developing products for the corporate-owned life insurance (COLI) and BOLI markets, including new products for the nonqualified deferred compensation markets.
- Insights into different generational/demographic employee groups
- How a difference in a person’s life-stage can impact their motivations
- How benefit plans can be created and tailored for different groups, or even customized by individual
||Diversity, Equity, and Inclusion
Deborah Bayles, Partner, Stinson LLP and Ann Jenrette-Thomas, Chief Diversity and Inclusion Officer, Stinson LLP
Deborah Bayles, partner, Stinson LLP, knows first-hand how to efficiently manage a commercial transaction to achieve the business objectives of her lender, business and real estate clients. She advises lenders on secured loan and lease transactions. These projects include the financing of acquisitions and operating lines of credit for business borrowers, and acquisition, construction and development loans for real estate borrowers. In addition, she is experienced in documenting loans to ESOPs and Profit Sharing Plans as well as loans to bank holding companies secured by bank stock. She continues to guide her lender clients even after a loan closes through compliance, workouts, foreclosures and disposition of assets.
Ann Jenrette-Thomas, Chief Diversity and Inclusion Officer, Stinson LLP
||Performance Management is a 12-month Process!
CJ Juleff, Principal, CJ Juleff & Associates
Who’s more excited about performance reviews – the manager/supervisor or the employee? It’s probably a tie with both parties preferring a dentist appointment! Join us for an opportunity to reimagine the performance review as an ongoing dialogue. Discover how to connect the organization’s goal to employee performance. Explore expectations of a 90-day employee versus a 2-year employee. Identify the biases that stand in the way of accurate measurement. Walk away with renewed energy to develop your team and a new perspective on management.
CJ Juleff has been a strategic partner to public and private sector organizations for 20+ years. She has a wealth of experience helping organizations to clarify vision and mission, establish leadership competencies, identify management strengths and gaps, and create development solutions. Over the course of her career, CJ has been successful as both an internal and external consultant, enabling organizations both small and large to achieve bottom line goals. CJ enjoys working with individuals and teams to discover effective ways to maximize their potential. Her customers value her ability to provide practical solutions and techniques that help them achieve their business objectives (with a sense of humor). CJ holds a Master’s of Nonprofit Organization and Leadership from Regis University and a BA in Politics and Government from Ripon College.