DATE:          Tuesday, June 15, 2010
TIME:           8:00am –12:00pm
PLACE:         Doubletree Portland – 1000 NE Multnomah Portland, OR 97232
COST:           $50.00 for CWCG Members $75 for non-members
RSVP:           On or before June 9, 2010
REGISTER:    Reply to this e-mail, visit our website www.cwcg.org, or call CWCG at 503.263.1792.
*Important Notice: If you are not a member of CWCG, then join today for a small annual membership fee of $45 and you’ll save money on future CWCG certification courses and events!

 

8:00 am - Registration for Program – Breakfast Buffet Served

 

 

9:00am: Positive Organizational Transitions – Anne Murray Allen – Director Executive Development Center at Willamette University

Anne will speak about organizational change, integration, transition successes and challenges, as well as cultural and organizational design as the economy begins to recover.

 

 

10:00am- Break

 

 

10:15 am:  How to Pay Competitive Wages in a Tight Labor Market Without Violating Antitrust Laws  - Michael Shea, CCP, SPHR Director of Compensation and Benefits for Palomar Pomerado Health

In order to recruit and retain key employees, HR professionals are spending more time than ever making sure their organization is paying competitive wages. This may put you at risk as an employer. The mere existence of similar employees with similar compensation levels at different employers within the same geographic area may be seen as circumstantial evidence of anti-trust violations, whether or not participants actively talk to one another. With analysis of recent cases and personal experience of an antitrust investigation, this presentation helps protect you from the risk by analyzing what causes antitrust concerns and red flags.

 

 

11:15am - Break

 

 

11:30am – Roundtables CWCG Board Members will lead Round Tables focusing on 4 topics, you will be able to pick 2, each will last 15 minutes.

 

·         What are companies doing following a slowly recovering economy

·         Stock Programs (Options/Restricted) – Are companies moving back towards options?

·         Variable Pay Programs – Changes?

·         Merit Programs – Having them or not, polling merit budgets