Calendar of Events

The goal in presenting this workshop is to maintain and support a harassment-free workplace by agreeing to an understanding of respectful communication, increase our understanding of harassment and examine how harassment impacts on workers inside and outside of the workplace.

A Visit from Marshall & Lucien How do you Like dis Stress? The human race has only one really effective weapon, and that is laughter. The moment it arises, all our hardnesses yield, all our irritations and resentments slip away and a sunny spirit takes their place.” -- Mark Twain Marshall Button believes in the positive power of humour in the workplace. During his popular and energetic workshops, he expands on the notion of how goodwill and appropriate comedy are essential skills for a healthy and productive work environment. The 45 minute session includes three basic elements: a talk, a show, and a participatory workshop. Mr. Button gives examples of comedic monologues that were commissioned by the CBC and others. These presentations often are based on very serious issues where humour played a vital role in relieving tension. The talk/show is interspersed with group activities designed to keep the energy flowing in the room and serve to bond the group in a positive and lighthearted manner. During the presentation, 18 different types of humour are described and analyzed as to their potential to help or hinder the workplace.

The conference will explore the legal consequences of alcohol or drug consumption in the workplace and the tools needed by employers to act within different applicable laws and higher tribunal decisions. To be discussed… • Why implement an alcohol and drug workplace policy? • A question of authority or obligation for companies that have high health and safety risk jobs? • Can alcohol or drug consumption in the workplace be stopped by implementing a policy? • What criteria are applied by tribunals to determine the validity of a policy? • What should be contained in the policy and what should be its reach? • What are the limits of various screening tests? May an employer demand them? • The duty to accommodate in regards to alcohol or drug problems and its limits. • Last chance agreements as a management tool: a few guidelines and a tribunal’s role when an agreement is disregarded.

Each year produces its fair share of ground breaking le¬gal cases and trends that HR professionals and business leaders should be aware of. Our present¬ers will speak to one or two specific cases that, in their opinion, represent the latest legal trend. Participants will also be asked to submit questions in advance, and ample time will be provided for the speakers to respond to your most important issues. PLEASE NOTE: CHRP Information Session A 15 – 20 minute information session will be held on January 28th in advance of the monthly breakfast session. The information session will focus on the basics and latest developments related to obtaining your professional HR designation. We encourage anyone who is interested in obtaining their CHRP to attend, and to stay afterwards for the breakfast seminar – 2009 Legal Year in Review. The CHRP Information Session will begin at approximately 8 a.m. at the Delta Fredericton.

Charting the course for employee benefits and pension plans should not be a guessing game. As Human Resources professionals we should keep ourselves informed of current market trends. Join us on Tuesday February 16, 2010 for an educational session from Mercer. Katherine Burgess will speak to the challenges organizations face in this economic context in dealing with group benefits and provide trends on plan design, cost management, technology and vendor marketing. Yves Plourde will address how defined benefit pension plans have performed over the last few years and will discuss the challenges faces by their sponsors.

Given the current economic crisis, human resources managers are often called upon to restructure, eliminate positions, minimise reorganization costs, etc. However, they must keep in mind that once the economic crisis is over, businesses will have to address one more undeniable fact: a labour shortage. Talent management must remain at the forefront of any business reorganization. What are the applicable rules regarding mass layoffs? Is it possible to lay off an employee that has more seniority than another? What compensation must be paid out? What benefits should be maintained? Here are but a few questions that will be explored during this exercise.

Failing to meet the needs of individual employees struggling through personal and family crisis paves the way for a whole host of problems not the least of which is turnover, absenteeism, presenteeism and alienation. It seems as if more and more of our time as HR professionals is devoted to issues not just with our employees but with their families and personal challenges. The Saint John Chapter of HRANB in partnership with Lawson and Creamer is pleased to present this comprehensive session on appropriately supporting employees through difficult times. Kelly VanBuskirk and the team from Lawson and Creamer will lead us through: • Understanding the legal aspects of accommodation and failure to accommodate; • Exploring where our responsibilities began and end; • Recognizing the boundaries between where it is appropriate for us to act and where we need to be referring the employee to EAP or other professionals. After working through the legal framework, Dave Veale and the team from Vision Coaching will help us understand: • How to coach employees through the situation without crossing the line to counselor; • Developing fair and reasonable plans that will meet both the employees and the organization’s. • Recognizing when the employee is genuinely dealing with crisis and when they are ‘working the system’ and dealing with this situation positively. After lunch we will form discussion groups to work through questions and issues together.

In a recession, employees are happy to have a secure job so you won’t lose anyone. Right? Think again. Good employees are always marketable and most times the boss is the last to know they are planning to leave their jobs. Come and listen to why people really leave their employers!

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is March 1, 2010. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

“The best indicator of future behaviour is past behaviour.” (Janz, 1989) That is why so much attention is paid to one’s curriculum vitae during the selection process. From the initial analysis to the choosing of a candidate, highly experienced and knowledgeable individuals tend to be the ones chosen first. Consequently, a curriculum vitae has a very important role to play in the hiring decision. When there is a labour shortage, organisations must expand their recruitment pool and re-evaluate the profiles of targeted candidates. It becomes crucial to take another look at the road map, since it is no longer sufficient to adequately measure the potential of candidates coming from different cultures, industries or fields or to measure the potential of young candidates that have not yet gained the required experience. This new reality makes us question the traditionally used evaluation methods and whether they can be adapted to fit the current challenges. During this webinar, we will see how other methods of evaluating a candidate’s potential, skills and talents can reach beyond what appears in one’s curriculum vitae and be a better indicator of a candidate’s future performance and commitment. More specifically, we will explore targeted interview questions and simulations as well as psychometric tools that measure a candidate’s job fit and ability to mesh with a company’s values and culture. Real life cases will be presented to better illustrate. Participants will be asked to share their experiences, any challenges they may have faced when choosing candidates as well as any solutions they may have found to build on the advantages of a curriculum vitae and go beyond its limits.

The Northwest Chapter of the Human Resources Association of New Brunswick invites you to its annual general meeting preceded by a presentation by Paul Albert and Sonia Michaud. Agenda: French presentation by Paul Albert, Vice Rector at the Université de Moncton, campus d’Edmundton, and Sonia Michaud, Assistant director, Educational Services at the Collège communautaire du Nouveau-Brunswick, campus d’Edmundston on: - What is the educational project of cohabitation between the Université de Moncton, campus d’Edmundston and the Collège communautaire du Nouveau-Brunswick, campus d’Edmundston? - What are the parameters of the project of cohabitation? - What is the vision for 2020? - Period of discussion and exchange on the question of education and training in the northwestern New Brunswick.

• An overview on the present situation regarding drugs in the Province • Substance Abuse in the Workplace • General Drug Information

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is March 1, 2010. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is March 1, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Through case studies, provocative questions, a few tools and techniques, HR professionals get to crack the Courage Code of Courageous Leadership and Organizational Change. Kathleen Howard, organizational change and leadership expert promises to wake up your own path of courage in the vital HR role. Take away Organizational Change Leadership formulas along with personal clarity and commitment to your own leadership courage.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is March 1, 2010. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is March 1, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

The ultimate determination of a CSST claim lies with the CLB court, being that its decisions are final and without appeal. Favourable results are never certain given that many chance elements may influence the decision that is eventually handed down by the court. To ensure a successful claim, a few essential steps must be respected. The manager will have to know each and every step of the claim’s progression, including both its administrative and therapeutic aspects. The manager must also be well informed of the stakes of the claim as well as of its financial and legal implications for the employer. Details allowing managers to reach these objectives will be covered during this exercise. The various elements that usually need to be examined by the manager before heading to court or forwarding the file to outside council will also be studied. Objectives • Learn to identify the elements of documentary evidence (CLP file and CSST updated file) that have an impact on the case proposed by the employer. • Know how to target the employer’s key element arguments as they appear in the file and anticipate the order they will eventually be presented before the court. • Anticipate the general elements of the proposed argument presented by the opposing party. • Learn, if needed, the abilities required to present arguments in a convincing manner during the hearing.

THIS EVENT HAS BEEN CANCELLED. Lunch Event What are your current struggles with regard to labour relations? What innovative practices are you using to improve labour relations? What trends do you see that will impact labour relations practices? Join fellow HR Professionals for discussion and networking on questions related to improved labour relations. The World Café is an innovative yet simple methodology for hosting conversations about questions that matter. These conversations link and build on each other as people move between groups, cross-pollinate ideas, and discover new insights into the questions or issues that are most important in their life, work, or community.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is March 1, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

All Registrants receive a FREE* eBook on “HR Answers Now – Employment and Labour Law””! (400 pages and valued at $149) HR practices are always on the front line and mistakes can put your organization at risk, not to mention impact your bottom line and jeopardize your department's credibility. This session will look at the top ten mistakes in HR, providing you with the tools you need to recognize them in advance and implement the appropriate mitigation strategies.

In order to hand down decisions, especially in situations dealing with musculoskeletal occupational illnesses or an employee’s ability to return to work or engage in other suitable employment, the Commission des légions professionnelles (CLP) needs to be well informed on the work performed by the employee in question. A pertinent job description, the conditions in which the job is performed as well as a description of the physical demands of the job are needed. A thorough ergonomics study makes it possible to identify various musculoskeletal illness risk factors. Risk factors are workplace conditions that favour the development of specific health problems. For musculoskeletal illnesses, a qualitative and quantitative ergonomic analysis of different risk factors can evaluate the level or risk to which the employee was exposed. Content overview • What is ergonomics? • Musculoskeletal illness risk factors • Determining the existence or the absence of risk factors • Ergonomics studies : a tool used to objectively analyse work • CLP expectations regarding work studies • A few case studies

Despite the alluring temptation for some, the duty of reasonable accommodation is not an exercise to be performed in a vacuum. The employer is not the sole person responsible. The employee in question and his or her representatives (including the union) must also participate in the reasonable accommodation process, accept to make compromises and ultimately, be willing to flex the work contract beyond its acquired rights and certainties. The duty of reasonable accommodation is also team work. Human resources managers should always seek out the input of the ones responsible for an organisation’s operations since they are the ones who know the job best and the overall context in which the organization produces its activities or services. In light of recent decisions handed down by the courts, we will look at the nature of each parties’ obligations, at some of the measures successfully implemented as well as at the consequences of refusing to contribute to a solution that respects the duty of reasonable accommodation without undue hardship on an employer and his or her organisation. To better illustrate the various avenues offered to parties, we will also identify the elements to be verified and documented while looking to accommodate.

One of the current issues facing employers is the trend of employees who are in the performance management process or a progressive disciplinary process for absenteeism, obtaining cryptic medical notes from their medical practitioners stating that the employee is absent due to medical reasons. Information will be provided to participants on what their rights and obligations are as employers, from a legal human rights perspective, including obtaining additional medical information from the employee indicating what the employee is required to provide and who should pay for that information. Information will be provided indicating what kind of documentation the Commission looks for when we investigate complaints of alleged physical and/or mental disability discrimination which will assist employers in identifying the steps that they need to take to ensure that they meet their duty to accommodate or to identify if the duty to accommodate is triggered. Further, in the past few years, there have been issues surrounding employees who have been placed off work for medical reasons by their treating physician but that this medical leave is not approved for payment by a benefit provider. Information will be provided to employers, from a legal human rights perspective, of what their obligations are in this type of situation, including, can they demand that the employee return to work?

The goal in presenting this workshop is to maintain and support a harassment-free workplace by agreeing to an understanding of respectful communication, increase our understanding of harassment and examine how harassment impacts on workers inside and outside of the workplace.

All Registrants receive the following: • FREE* “Hiring Training” Module from HR Training Tools in PowerPoint • Article on "10 Truths Your Employees Aren't Telling You: How Recognition Issues Are Costing You Turnover" created by Pauline Fleming With reports of an improved economic climate on the horizon, organizations must start preparing for the changing job market. Employees who were forced to maintain or take lesser positions will start to explore the market looking for increased benefits, flexibility and compensation. Now is the time to re-evaluate your organization's retention strategy in order to remain a competitive leader in your field. Join us as we explore strategies for retaining top performers within your organization.

Generation Y, also known as millennials, are becoming major players in the workforce and are bringing their own set of unique challenges and opportunities. Learn how to motivate and manage Generation Y. We’ll show you tips on attracting, retaining and energizing this segment in an increasingly multigenerational workforce.

This presentation will talk about the Work Essential Skills program offered by the Province of New Brunswick and how it works, the positive effects of this program on the employees and the employer, the components of a Work Essential Skills program and how to develop this program in the workplace.

French presentation by Marcel Leboeuf, business man and accomplished man of theater, is a captivating, sincere and motivating lecturer who communicates to all his passion for work and business. He wishes today to share his experience with the most people possible in order to encourage and motivate them to achieve the goals they have set for themselves.

Over the last few years, psychological health problems have been steadily increasing. According to a Statistics Canada report, one person in five will develop a mental health problem during his or her lifetime. This trend will undoubtedly affect workplaces and organisations. This exercise will give you an overview of this new phenomena and its impact on managing employees. Objectives • Become aware of how important it is to manage absenteeism files linked to psychological disabilities. • Understand ones’ rights and obligations. • Know the compensation consequences in regards to both the insurance plans and the Act respecting industrial accidents and occupational diseases. Content • Legislative environment • Employer consequences • Collecting of medical information at the time of invalidity and when returning to work • Medical follow ups • Managing return to employment

Many Quebec organisations have factories in other Canadian provinces. Consequently, managers within these same organisations often ask themselves many questions. What are the applicable laws for each of these factories? How are employee rights and recourses different within these other provinces? This conference will seek to explain the workings of the Canadian labour law justice system. It will show the differences and similarities between the system in Quebec and that of other provinces. More specifically, the differences regarding dismissals, end of employment compensation, the Charter of the French Language, protection of personal information, psychological harassment, etc.

We are pleased to announce that the HR interns from the HR Management Program at NBCC Moncton Campus will be our guest presenters at the May 18 breakfast meeting. They will make several presentations on the results of their research conducted during their work term – industry project over the past few weeks. Topics to be presented include: • Leveraging Social Media in HR • Legal Aspects of the Employment Cycle • Beyond these Four Walls – Life Beyond Work • Gaining Through Training This is one meeting you will not want to miss. See how your organization measures up against other companies surveyed. After the presentations the students will be available to chat with you about their findings and do a bit of networking. Come out and meet these future HR leaders. They are anxious to share with you some of the HR knowledge and tools they have learned and researched over the past few months.

What’s going on in Saint John? There is lots happening in the Old Port City and surrounding areas. So, what does that mean, for hiring, retention and reengagement? What does it mean to you? Is there any way to make your life easier? The Saint John Chapter of HRANB is pleased to have representatives of Enterprise Saint John and the Province of New Brunswick update HR Professionals on the labour situation in Saint John’s current economy and alternatives for finding employees of various skill levels. Where is the talent? Where are the gaps? Where are the workers? How can you attract the resources you need? Join us for a Breakfast Session at “The Saint John Hilton” and find out.

Join us for a session with Worksafe NB discuss¬ing emerging trends in Fredericton and through¬out New Brunswick that Employers need to be aware of. In addition to statistics, Worksafe NB will discuss key areas of interest such as duty to accomodate, stress as a disability, and and Bill C-45’s impact within Atlantic Canada.

Great news, this year we’ve drastically improved our annual Golf Tournament but we still need your help. One of our major changes this year is that we’ve partnered with the Canadian Cancer Society. Everyone has faced challenges or tragedy with cancer either themselves or with someone they know and the HRANB is not immune. This past year we have had members fighting cancer and have even lost members to that fight. We think it’s time to fight back! That’s why a portion of all registration fees this year will be going to the Canadian Cancer Society. But that’s not all; make sure you bring extra money with you to the course as we will have events throughout the day to raise money as well. Back by popular demand we will once again have our Beat the Pro option where for $5 you get a chance to try and be closer to the hole than Mike Perry the pro. If you beat him, Mike will give you pro shop dollars to spend. We will also be holding a silent auction in the club house and a testimonial will be given by a local cancer survivor about their battle with this deadly disease. We are also making a few minor changes to our event this year but another big one will be your chance to win $10,000. That’s right; we are having a $10,000 hole-in-one contest. So for the low registration fee of only $100.00 per golfer you get - Donation to the Cancer Society (receipts will be issued for the net amount after costs) - Every golfer gets a nice gift - A new and improved putting contest; $1 for one putt or 3 putts for $2. - Everyone who makes a putt gets a prize. You can pay and play as many times as want until you win - Longest drive and closest to the line prizes - $10,000 hole in one. - Chicken or Steak dinner included - Hear the story of a local cancer survivor. Our goal this year is to raise at least $2,000.00 for the Cancer Society but as we said, to do that we need your help. Whether you golf or not, for the modest sum of $100 your organization can sponsor a hole and have your company name displayed on the wall of fame. We are also looking for door prizes. If you can assist in this area please contact Emile Gallant at 869-6554. Don’t hesitate register your team of 4 or enter individually today. If you are not a golfer, that’s okay, this is a scramble format and new golfers are welcome. If you can’t make it we hope to see you next time and ask that you please forward this on to anyone in your company or circle of friends who may be interested.

All Registrants receive the following: • FREE archived webinar* titled "Jump Start Your HR Strategy" along with presentation slides, supporting paper and Q&A document (valued at $119) • FREE section** of the CCH published Ultimate HR Manual, "Developing a HR Strategy" Overview Based on your feedback, we determined that you are looking for more than just an introduction to strategic human resources. Leverage your existing knowledge in the area of HR Strategy and join us as we take you a step further by exploring some of the complex issues around the strategic alignment of your organization's goals and HR processes. Recognize the steps needed to transform HR from a 'business partner' to a 'business leader' by maximizing HR's contribution to organizational strategy and success.

You are invited to attend the HRANB Fredericton Chapter social event on Tuesday June 8th. Please join us for wine, food and conversation. It will be a great opportunity to catch up with other members. We would invite you to bring a guest. This year the event will be held at Gallery Connexion. Gallery Connexion is an artist run center showing contemporary and experimental art. Come and see how the old Chestnut Canoe Factory and then the Chestnut Night Club at 440 York Street has been transformed. We will be given a tour of the artist’s studios and be entertained with some classical music. We will be gathering between 4:30 and 6:30 PM. So please stop in for our year end social event.

MORNING SESSION: 9:00AM - noon Disney’s Approach to Leadership Excellence WebCast Hear the story of leadership that started with Walt Disney himself and discover how his corporate visions translated into practical, effective strategies. Explore manageable processes for improving leadership skills in areas such as vision, involvement, organization, and change. Learn proven leadership philosophies used to exhibit the values and behaviors that generate results – period. • Communicate a compelling vision • Understand how to capitalize on change • Identify the power of partnering LUNCH: noon - 1:30PM AFTERNOON SESSION: 1:30PM - 4:30PM Disney’s Approach to People Management WebCast Employees do more than represent a company – they ARE the company. By keeping your employees happy they will keep customers happy. At Disney, employees are called “Cast Members” and our leaders work hard to ensure their satisfaction. Learn how to recruit and train the best employees available and build up commitment and enthusiasm through communication and recognition. Discover some proven techniques used to sustain and supportive and interactive culture. • Describe the selection and hiring of “right-fit” employees • Identify the role of training • Outline ways to motivate and support employees

MORNING SESSION: 9:00AM - noon Disney’s Approach to Leadership Excellence WebCast Hear the story of leadership that started with Walt Disney himself and discover how his corporate visions translated into practical, effective strategies. Explore manageable processes for improving leadership skills in areas such as vision, involvement, organization, and change. Learn proven leadership philosophies used to exhibit the values and behaviors that generate results – period. • Communicate a compelling vision • Understand how to capitalize on change • Identify the power of partnering LUNCH: noon - 1:30PM

AFTERNOON SESSION: 1:30PM - 4:30PM Disney’s Approach to People Management WebCast Employees do more than represent a company – they ARE the company. By keeping your employees happy they will keep customers happy. At Disney, employees are called “Cast Members” and our leaders work hard to ensure their satisfaction. Learn how to recruit and train the best employees available and build up commitment and enthusiasm through communication and recognition. Discover some proven techniques used to sustain and supportive and interactive culture. • Describe the selection and hiring of “right-fit” employees • Identify the role of training • Outline ways to motivate and support employees

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is August 3, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is August 3, 2010. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is August 3, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is August 3, 2010. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam had been revised for May 2009, and the course instruction and materials reflect the new format. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Join a panel of McInnes Cooper Labour and Employment lawyers facilitated by Crystal Gamble as they provide HRANB members with their annual update on the law surrounding the following key HR issues: • The $7.6 Billion Dollar Problem: the status, reduction, and prevention of workplace violence in Canada and in New Brunswick • Yes, you CAN have too many “friends”: what’s hot in social networking in the workplace and how to cool it down • “Off work for medical reasons ... Again”: strategies to continue to manage – and to reduce – innocent absenteeism in the workplace The panel presentation will be followed by an open Q & A session and panel discussion where you can get the answers to the labour and employment law questions you are facing right now.

Program HR Without Limits, the World Congress theme, wasn’t chosen at random. It means that we can contribute, as individuals and as a profession... - beyond borders (global context and trends) - beyond the organization (business context) - beyond HR (think outside HR) - beyond our own limits (HR skills and personal equity) Discover a program that is without limits… - 5 keynote sessions - more than 80 concurrent sessions - 6 SuperSessions - table topics breakfast networking events!

Join a panel of McInnes Cooper Labour and Employment lawyers facilitated by Crystal Gamble as they provide HRANB members with their annual update on the law surrounding the following key HR issues: • The $7.6 Billion Dollar Problem: the status, reduction, and prevention of workplace violence in Canada and in New Brunswick • Yes, you CAN have too many “friends”: what’s hot in social networking in the workplace and how to cool it down • “Off work for medical reasons ... Again”: strategies to continue to manage – and to reduce – innocent absenteeism in the workplace The panel presentation will be followed by an open Q & A session and panel discussion where you can get the answers to the labour and employment law questions you are facing right now.

Friending, Tweeting, Flickr, statuses, fan pages, like, YouTube – these are just some of the terms that describe the ever-changing and advancing technology known as social media. Social media, whether it’s Facebook or Twitter or YouTube, are easy-to-use communications tools that are changing the relationships between individuals and groups and organizations. The aim of this presentation will be to explore: - emerging legal issues and hot topics, - the current technology trends in social media, - positive and negative examples of social media effects on organizations, and - where the public and private sector is heading in terms of governance and policies.

Bonus materials for all paid registrants: • 30 day FREE* trial of the Ultimate HR Manual - Online Version • FREE section** "Change Management" from the Ultimate HR Manual published by CCH In an increasingly fast paced business environment, change is inevitable. The ability of an organization to adapt to and manage change are critical factors in their capacity to succeed long term. Effective organizational planning, communication and employee involvement are all important elements of change management that HR professionals must be aware of as they develop workforce strategies and proactively plan for the future. Join us for a closer look at best practices in change management and learn how to more effectively manage employees through periods of change and uncertainty.

Information session which will address the following standards: Minimum wage increases in the coming years and its impact; notice of dismissal; paid public holidays; sick leave; bereavement leave; equal pay for equal work, etc.

Information session which will address the following standards: Minimum wage increases in the coming years and its impact; notice of dismissal; paid public holidays; sick leave; bereavement leave; equal pay for equal work, etc.

Come hear about Canadian trends in absenteeism and new perspectives on why employers are facing so many challenges in attendance management. Derek Wier, Manager, Health and Productivity at Medavie Blue Cross and has worked in the area of occupational health and disability management for almost 10 years. He is committed to helping groups mitigate the human and financial costs associated with ill health, absenteeism and disability. Prior to joining Medavie Blue Cross, he was the Director of one of the largest private health centres in Nova Scotia, where he led a multi-disciplinary team in the delivery of diverse medical, occupational health and disability management services. He has worked extensively with patients, employers, healthcare providers, insurance carriers and Workers' Compensation Boards will offer you recommendations on what to consider when developing an approach to your absenteeism policy and support services to get the outcomes your organization is looking for.

Information session which will address the following standards: Minimum wage increases in the coming years and its impact; notice of dismissal; paid public holidays; sick leave; bereavement leave; equal pay for equal work, etc.

The 2010 Atlantic Human Resources Conference, “Stepping Up, Standing Out, From Best Practice To Next Practice” will be held October 20 – 22, 2010 at the Delta Fredericton in Fredericton, New Brunswick. Presented by the Human Resources Association of New Brunswick (HRANB), this conference affords a tremendous opportunity to nurture important relationships among HR professionals, HR service suppliers and those interested in the latest trends and practices in Human Resource management. Encompassing an industry convention and trade show, the 2010 Atlantic Human Resources Conference, is a must attend event for HR practitioners in Atlantic Canada. This year’s conference theme “Stepping Up, Standing Out, From Best Practice To Next Practice” will highlight educational opportunities in the following streams: New World of Work Change - Innovation Effectiveness Engagement Extended sessions with Conference Key Note speakers will provide ample opportunity for in-depth learning. Attended by 200+ Human Resources Professionals, CEO’s, service providers and other HR stakeholders from across the Atlantic Region, the event offers opportunities to learn from experts, share best practices with colleagues and preview the latest supplier technology and tools to enhance business operations and client service delivery. The Human Resource Association is excited about the possibilities for learning and sharing that will be available at this conference. With a membership of over 1,000 and Chapters in five areas of our province, we promise to deliver value for both Anglophones and Francophones, and for both emerging and experienced professionals. Please join us in Fredericton between October 20th and 22nd 2010.

Please join us in recognizing your colleagues in Atlantic Canada who have demonstrated leadership and distinction in four categories: Excellence in Human Resources Human Resources Innovation Strategic Partnership New Human Resources Leaders Please plan on joining us as we celebrate the Atlantic Canada Human Resources Awards on October 21st. The deadline for submitting a nomination is June 25, 2010. Visit the ACHRA website for the online nomination form.

The 2010 Atlantic Human Resources Conference, “Stepping Up, Standing Out, From Best Practice To Next Practice” will be held October 20 – 22, 2010 at the Delta Fredericton in Fredericton, New Brunswick. Presented by the Human Resources Association of New Brunswick (HRANB), this conference affords a tremendous opportunity to nurture important relationships among HR professionals, HR service suppliers and those interested in the latest trends and practices in Human Resource management. Encompassing an industry convention and trade show, the 2010 Atlantic Human Resources Conference, is a must attend event for HR practitioners in Atlantic Canada. This year’s conference theme “Stepping Up, Standing Out, From Best Practice To Next Practice” will highlight educational opportunities in the following streams: New World of Work Change - Innovation Effectiveness Engagement Extended sessions with Conference Key Note speakers will provide ample opportunity for in-depth learning. Attended by 200+ Human Resources Professionals, CEO’s, service providers and other HR stakeholders from across the Atlantic Region, the event offers opportunities to learn from experts, share best practices with colleagues and preview the latest supplier technology and tools to enhance business operations and client service delivery. The Human Resource Association is excited about the possibilities for learning and sharing that will be available at this conference. With a membership of over 1,000 and Chapters in five areas of our province, we promise to deliver value for both Anglophones and Francophones, and for both emerging and experienced professionals. Please join us in Fredericton between October 20th and 22nd 2010.

The 2010 Atlantic Human Resources Conference, “Stepping Up, Standing Out, From Best Practice To Next Practice” will be held October 20 – 22, 2010 at the Delta Fredericton in Fredericton, New Brunswick. Presented by the Human Resources Association of New Brunswick (HRANB), this conference affords a tremendous opportunity to nurture important relationships among HR professionals, HR service suppliers and those interested in the latest trends and practices in Human Resource management. Encompassing an industry convention and trade show, the 2010 Atlantic Human Resources Conference, is a must attend event for HR practitioners in Atlantic Canada. This year’s conference theme “Stepping Up, Standing Out, From Best Practice To Next Practice” will highlight educational opportunities in the following streams: New World of Work Change - Innovation Effectiveness Engagement Extended sessions with Conference Key Note speakers will provide ample opportunity for in-depth learning. Attended by 200+ Human Resources Professionals, CEO’s, service providers and other HR stakeholders from across the Atlantic Region, the event offers opportunities to learn from experts, share best practices with colleagues and preview the latest supplier technology and tools to enhance business operations and client service delivery. The Human Resource Association is excited about the possibilities for learning and sharing that will be available at this conference. With a membership of over 1,000 and Chapters in five areas of our province, we promise to deliver value for both Anglophones and Francophones, and for both emerging and experienced professionals. Please join us in Fredericton between October 20th and 22nd 2010.

Information session which will address the following standards: Minimum wage increases in the coming years and its impact; notice of dismissal; paid public holidays; sick leave; bereavement leave; equal pay for equal work, etc.

Bonus materials for all paid registrants: • FREE unlimited access to 5* archived webinars for continued career progression It can be easy to become complacent with your current career opportunities, particularly when economic conditions suggest fewer opportunities for advancement exist. Take control of your career and realize your true potential regardless of external factors. In this webinar learn strategies for better managing your career and positioning yourself for more fulfilling opportunities. Capitalize on the chance to take your career from good to great.

This event is hosted by the Bathurst and Area Chapter, Entreprise Chaleur & the Multicultural Association Chaleur Region Inc. Workshops 1. How to recruit the best candidate irrespective of their cultural background 2. Workplace Essential Skills 3. How to deal with different communication styles (visual, auditory and kinesthetic)

The presentation will focus on strategies for attracting and retaining different generations of employees to enhance the success of your organization. Ensuring maximum employee engagement and motivation involves building bridges that link these different groups. Practical approaches to help you reach these goals will be discussed.

Workshop Summary In recent years, the job market has undergone profound changes. Today, it is no longer a question of candidates calling upon companies, but of companies calling upon candidates. Organisations are looking for new and creative ways to attract the best candidates for available positions. Along with this new phenomenon, new technologies have invaded our lives and are now part of everyday life. In fact, they have been implemented in many companies who not only use them to attract candidates but also to retain employees. Small Preview of Content Items Preparing HR Positioning o Evaluating digital reputation o Evaluating risks associated with social media use o Determining the measures of success First Web Generation of Online Recruiting o Optimal ergonomics of career sites o Microsite Usage o ATS Learning to Use Web 2.0 o Social networks (Facebook, MySpace, Bebo, etc.) o Professional networks (LinkedIn, Viadeo, Xing, etc.) Exploring Mobile Recruitment o SMS/MMS o Blue tooth

Prior to our monthly breakfast session, HRANB (Fredericton) will be holding a brief AGM starting at 8:00 a.m. Various reports will be given, including Financial, PD Events, Mentorship, Students, CHRP, and Marketing. A call for nominations will be made at the meeting for various Director roles as well as Treasurer.

Please join us following the Fredericton Chapter breakfast meeting for the provincial HRANB Annual General Meeting.

One of the current issues facing employers is the trend of employees who are in the performance management process or a progressive disciplinary process for absenteeism, obtaining cryptic medical notes from their medical practitioners stating that the employee is absent due to medical reasons. Information will be provided to participants on what their rights and obligations are as employers, from a legal human rights perspective, including obtaining additional medical information from the employee indicating what the employee is required to provide and who should pay for that information. Information will be provided indicating what kind of documentation the Commission looks for when we investigate complaints of alleged physical and/or mental disability discrimination which will assist employers in identifying the steps that they need to take to ensure that they meet their duty to accommodate or to identify if the duty to accommodate is triggered. Further, in the past few years, there have been issues surrounding employees who have been placed off work for medical reasons by their treating physician but that this medical leave is not approved for payment by a benefit provider. Information will be provided to employers, from a legal human rights perspective, of what their obligations are in this type of situation, including, can they demand that the employee return to work?

In a period of uncertainty and high turnover, workforce planning is an important element of an organization's overall strategic plan. Being proactive in anticipating workforce needs helps to maximize organizational efficiencies and avoid unnecessary costs that commonly result from unanticipated change. Today's HR professionals must have a clear understanding of how to develop an effective workforce plan that will cultivate organization-wide efficiencies. Learn how to better prepare for HR related contingencies that could prevent an organization from reaching its strategic goals.

This webinar will present the most current information on recommended strategies to enhance employee engagement within today's workplace. The webinar speaker will explore human resources strategies that can be implemented company wide and what it takes to support the implementation of these strategies. Especially how you can prepare managers to positively impact the implementation and the resulting employee engagement. In this webinar you will not only learn strategies but also specific tactics that can be implemented immediately to impact productivity and company results.