Human Resources

Sessions by Track

Human Resources

For a personalized experience, attendees may elect to attend sessions in any track. Tracks do not include general sessions or deep dives.

  • Termination Preparation, Process and Pitfalls

    Human Resources
    Monday, 10:30 am - 11:30 am

    This session will provide attendees with risk management strategies and practical solutions for ending relationships with employees. Topics will include best practices for pre- and post-termination documentation, termination meetings, severance and release, and exit interviews, as well as considerations when terminating employees out on leave, handling COBRA and other challenges.

    Learning objective: Participants will come away with a process to follow for preparing and processing terminations, as well as an understanding of what to consider and best practices in regard to legal considerations.

    Diane Byrne, Director of Finance and Operations, Fay School
    Brian Garrett, Partner, Schwartz Hannum PC
    Dawn Lewis, Head of Human Resources, The Episcopal School of Dallas

  • A Conversation About Evaluating Multiple Employer Plans

    Human Resources
    Monday, 1:15 pm - 2:15 pm

    A multiple employer plan (MEP) allows two or more unrelated employers (associations, institutions or organizations that share common interests) to create a single retirement plan if certain ERISA requirements are met. Ideally, the arrangement can help employers achieve economies of scale through centralized support of administrative and fiduciary obligations. Join us for a discussion of key considerations of MEPs and learn about current trends, nuances and the latest regulatory updates.

    Learning Objective: Attendees will learn about the structure, potential benefits and considerations of starting or joining a MEP. The session will provide a firm understanding of the statutory basis and current regulatory environment for MEPs. TIAA will also explain the value it brings to MEP sponsors and members.

    Eva Lee, Senior Director, TIAA
    Benjamin Lewis, Senior Managing Director, TIAA

  • Hot Topics in Human Resources

    Human Resources
    Monday, 1:15 pm - 2:15 pm

    Independent schools are not all the same, and human resources challenges and opportunities can vary wildly. This session is designed to provide an opportunity for individuals managing human resource functions to join roundtable discussions with other HR professionals from similar types of schools. Groups will examine differences and commonalities of individual roles and school communities. The discussions will allow for unscripted conversation, shared experiences and learning from each other’s successes and failures. Explore how other schools handle many of the same challenges you face.

    Learning Objective: Participants will engage in unscripted conversations, learn from each other and make connections with human resources professionals from similar types of schools.

    Sara Skinner, Director of Human Resources, Lakeside School

  • Aligning Your Diversity Goals and Hiring Practices

    Human Resources
    Monday, 3:00 pm - 4:00 pm

    Aligning diversity goals and hiring practices is a challenge for most schools. Research shows that best practices for hiring employees should follow five key phases: articulating vision and deep goals; widening and deepening the candidate pool; focusing on outreach and advertising; considering, interviewing and recruiting; welcoming and retaining employees. However, the majority of schools begin their hiring with phase three and end it halfway through phase five. In this session participants will receive pragmatic advice on how to demonstrate their school’s commitment to diversity in hiring, mitigating bias and thinking outside the box for recruiting candidates by following through with all five phases of the process.

    Learning Objective: Participants will learn the five-phase hiring plan, receive a detailed 40+ page workbook with specific plans to be implemented immediately and a digital library of resources to support the process at school.

    Jen Cort, Founder, Jen Cort Educational Consulting

  • Independent Schools’ Top Ten Pay Practice Mistakes

    Human Resources
    Monday, 3:00 pm - 4:00 pm

    Today's wage and hour laws are a minefield for the unwary business officer. We will address the most common mistakes that independent schools make in paying workers, ranging from inappropriately classifying employees as exempt, improperly utilizing independent contractors and interns, and committing pay equity errors with faculty. In a workshop format, this session will use examples drawn from a number of real-life scenarios and guidance literature from state and federal enforcement authorities. Attendees will leave this session better equipped to manage wage and hour compliance concerns.

    Learning Objective: Participants will learn how to discover and correct lack of compliance with federal and state wage and hour laws.

    Charla Stevens, Attorney, McLane Middleton
    Susan Schorr, Attorney, McLane Middleton

  • Retaining Focus on Your Mission Despite Employee Challenges

    Human Resources
    Tuesday, 8:30 am - 9:30 am

    Schools need to guide employees to support the school’s mission and discipline employees who refuse to follow suit. Using real-world scenarios, panelists will discuss school-employee interactions and opportunities to promote the school’s vision. Discussion will cover some of the more disruptive employee types, how they can be addressed and what practical and legal steps will either bring them back into the fold of the community or counsel them out.

    Learning Objective: Participants will learn how to communicate with difficult employees, how to manage communications and misconduct that is undermining the school without increasing the school’s legal risk, and how to ensure that the school’s values are supported by its employees through proper management techniques and community messaging.

    Michael Dyson, Chief Financial Officer, Gladwyne Montessori
    Susan Guerette, Attorney at Law, Fisher Phillips LLP

  • The Top Ten Elements for Developing an Effective HR Practice

    Human Resources
    Tuesday, 8:30 am - 9:30 am

    Whether you're a recently appointed human resources professional, have a non-HR job with HR responsibilities or are thinking about adding a dedicated HR position, this session will provide you with the top ten elements to focus on while developing an effective HR practice. Gain the knowledge needed to avoid legal pitfalls, improve your effectiveness in handling HR issues and identify where time and resources should be focused. Session presenters will cover employee classifications, policy manuals, FMLA/ADA, background screenings, regulatory compliance, recruiting/retention, employee relations, harassment training, benefits and data management.

    Learning Objective: Participants will gain an action plan of the top ten areas to focus on while developing an HR practice; understand the importance of effectively communicating compensation, benefits and employee performance and the importance of key regulatory compliance issues that should be followed to avoid legal consequences.

    Anita Pittman, Director of Human Resources, Oakhall School
    Sara Skinner, Director of Human Resources, Lakeside School

  • Keeping Up with the Courts: a School’s Employment Law Update

    Human Resources
    Tuesday, 10:15 am - 11:15 am

    This session will review recent developments from agencies and courts that affect independent schools and their operations. Topics include a discussion of the Department of Labor's changes to wage and hour issues, including the overtime exemptions, salary threshold and regular rate of pay, as well as joint employer and independent contractor determinations. Additionally, we will discuss court opinions of interest to independent schools, including those addressing the federal anti-discrimination statutes and protections for sexual orientation and gender identity. We will provide practical advice with concrete examples of how schools’ existing policies should change.

    Learning Objective: Participants will learn to identify areas of employment law where previous or commonly accepted interpretations are changing; how to review their school’s policies, practices and procedures; and how to ensure their school is compliant with current and controlling legal guidance.

    Janice P. Gregerson, Attorney, Venable LLP
    Caryn G. Pass, Attorney, Venable LLP

  • Managing the Complexities of School Parents as Employees

    Human Resources
    Tuesday, 10:15 am - 11:15 am

    Independent schools are generally communities where faculty children are warmly welcomed. In this session, we will talk about the benefits and challenges for schools of employing individuals who are also school parents. We will explore the concerns around confidentiality, favoritism and fairness as well as the complexities in disciplining or terminating an employee who is also a parent, or disciplining a student who is the child of an employee. We will discuss best practices, potential policy revisions (boundaries, mandated reporting, divorce issues, etc.) and strategies to manage the risks of this overlapping constituency.

    Learning Objective: Participants will learn strategies for managing the risks of employee parents, including suggested policy revisions and best practices for managing the thorny situations that arise with this unique group.

    Mark Brossman, Partner, Schulte Roth & Zabel LLP
    Donna Lazarus, Attorney, Schulte Roth & Zabel LLP

  • A "Summa Cum Laude" Health Plan Degree with Five Fs

    Human Resources
    Tuesday, 2:45 pm - 3:45 pm

    Create a world-class health plan for your enrollees with five Fs: facts, figures, foundation, forward thinking and fun. Discover proven principles and structures that are reshaping 28 schools' long-term strategies and transforming their benefits plans from budget-draining to thoughtful, dynamic and cutting-edge. This session will help participants identify plans that will impact their schools’ culture and wellbeing, govern their schools’ health care plan and help employees become smarter consumers.

    Learning Objective: Participants will learn the principles and actions taken by 28 schools that came together to create their own insurance plan, stabilized costs and saved money in a self-governed environment that keeps faculty and staff at the top of the consideration list.

    Dirk De Roo, Director of Compensation and Benefits, Phillips Exeter Academy
    David Saltzman, Director of Marketing and Business Development, Borislow Insurance
    Dean Sidell, Acting Head of School, The Tower School

  • Pets, Pot and Pay: Hot Topics for Residential Life Programs

    Human Resources
    Tuesday, 2:45 pm - 3:45 pm

    Pets on campus? Medical marijuana in campus housing? Properly paying dorm parents? Requests for FMLA leave? Explore these and other unique employment challenges facing independent schools with residential life programs in this interactive session led by experienced administrators and legal counsel. Incorporating real-world scenarios, attendees will engage in discussions about planning for, managing and responding to these legal issues. Panelists will walk through proactive steps schools can take to identify and mitigate legal risks impacting their residential life programs.

    Learning Objective: Participants will learn how boarding schools can plan for, manage and respond to challenging issues in ways that promote safe residential life programs.

    Diane Byrne, Director of Finance and Operations, Fay School
    Sarah Fay, Attorney, Schwartz Hannum PC
    Rebecca Kadden, Human Resources, Walnut Hill School for the Arts

  • 18 to 80 Challenge: Leading in a Multi-Generational World

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    Many researchers believe that for the first time in the history of generational research, five generations will be living and working together throughout our communities. This has distinct implications for how teams interact with each other and the need for new leadership models to support these groups. Explore the life experiences that shape each generation and discuss their traits. Hear recommendations on how to help your intergenerational teams not only get along but also appreciate their differences. Discover ways to match strengths with weaknesses and achieve new levels of success. Participants will leave challenged to think differently about this topic.

    Learning Objective: Participants will learn about current and future generational trends and enhance their ability to lead intergenerational teams.

    Joseph Sherrill, Risk Management Consultant, Marsh & McLennan Agency

  • Closing the Gender Pay Gap

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    In this session, we will discuss hiring and pay practices that have unintentionally led to the current gender pay gap. The compounding effect of this pay gap over time is astounding and can account for over a million dollars in a lifetime. We will discuss what states are doing from a legislative standpoint, what your institution can do and what you can do personally to close the pay gap.

    Learning Objective: Participants will learn what practices in hiring and pay have caused the pay gap, what federal and state legislators have changed to combat the pay gap and best practices for their institution, as well as what participants can do personally to advocate for themselves.

    Melissa Woodin, Interim Chief Financial Officer, The Hotchkiss School

  • Envisioning and Hiring the Leadership Team for the Future

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    As schools prepare to envision a new strategic future, they need a diverse and talented leadership team at the helm. Every senior role is critical, yet hiring for those positions is becoming harder and more competitive as talent pools shrink and demands of the job increase. Unfortunately, many schools struggle during these times of critical transition. In this session, participants will learn how to prepare for, execute and benefit from a more thoughtful, intentional and professional way of hiring senior leadership positions without the need for expensive third-party assistance. The end result: a better hiring process that yields exceptional talent.

    Learning Objective: Participants will learn how to attract a more diverse talent pool of senior administrators, evaluate those candidates in multiple active dimensions and present their school in a more professional manner — with the overall goal of increasing the chances that they are able to land the absolute best senior administrator on their leadership team.

    Gabriel Lucas, Principal, Ed Tech Recruiting

  • Hardwiring the Hiring Process from A to Z

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    Hiring decisions are ripe with both opportunity and liability. This session will review procedures to hardwire the hiring process to ensure that schools are thoroughly vetting their candidates and that hiring managers consider all information when making their ultimate decisions . The presenters will review the job application process, including evolving legal guidance regarding what information can and cannot be requested, and share tips to ensure that reference checks are conducted in a manner designed to gather useful information. Learn how to improve the interview process by developing meaningful questions that do not run afoul of the law. The session also covers strategies to ensure schools thoroughly vet applicants and conduct reference checks in a manner that will gather useful information.

    Learning Objective: Participants will learn strategies for developing their own hiring protocols to ensure that every candidate is treated equally and fairly so that the school gathers all available, relevant and permissible information needed to make an informed decision.

    Janice P. Gregerson, Attorney, Venable LLP
    Caryn G. Pass, Attorney, Venable LLP

  • Health Insurance Consortiums: a Better Way to Manage Your Plan

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    Employee benefits represent one of the largest cost line items in any independent school budget. Going it alone in a traditionally funded arrangement affords no opportunity to affect the cost of your health insurance plan. This session will offer ideas and strategies that enable schools to take control of their plans and manage the levers that impact cost without disrupting benefits to their employees and families.

    Learning Objective: Participants will learn about insurance and healthcare marketplace trends and how they can be implemented and incorporated into their program.

    Kurt Meinberg, Senior Client Executive, Oswald Companies

  • The Benefits of a Behavioral Code of Conduct

    Human Resources
    Wednesday, 10:30 am - Noon
    15-min Goldmine

    The impact of a traditional compliance-based approach to risk management is limited by its focus on preventing and responding to rule breaking. This session will explore how a behavior-based code of conduct supplements and enhances compliance efforts at all stages of the employment process by enabling intervention before rules are broken and significant harm occurs. Participants will learn to create a behavioral code that promotes effective feedback, provides a common vocabulary and contributes to a healthy and safe school culture.

    Learning Objective: Participants will learn why a behavioral code of conduct is an important tool to supplement traditional compliance-based risk management, as well as the steps involved to create a behavioral code of conduct.

    David Wolowitz, Director and Co-Chair, Education Law Group, McLane Middleton