Dee Ann Turner, LLC, works globally with organizations who want to grow talent management practices, transform and strengthen culture, and develop an “It’s My Pleasure” service model. Dee Ann serves as a frequent speaker to organizations and conferences where she shares her more than 30 years of experience hiring and developing talent and transforming organizational culture.
Keynote Speaker: Chris Tuff
Chris Tuff became the youngest partner in the 100-year history of the Atlanta-based advertising agency, 22squared, where he turned a team of Millennials from an “investment” to a major profit center in short order. He serves as their EVP and Director of Content Marketing and Partnerships.
Millennials, the world’s largest generation, will make up 75% of the workforce by 2030. What does it really take to successfully harness the talent of Millennials in the office? The author of a new book, The Millennial Whisperer, Tuff knows what it takes to succeed in the workplace and manage Millennials.
Cutting Edge Lineup of Topic includes:
Employee Engagement and Best Practices
Positive Employee Relations And Labor
CUEAPALOOZA: Work, Life, and Very Little Balance
|It wouldn’t be a CUE event without a great off-site networking event on Monday night.
Join us for food, fun, networking, and entertainment on Monday night (6 – 8 PM) while enjoying sweeping views of the Atlanta skyline from the 26th floor of the beautiful Buckhead Club, located just across the street from the InterContinental hotel.
Need help getting approved? We even wrote the approval request for you to share with your boss.
The Labor Department introduced a proposed regulation today that would make it harder to hold businesses jointly liable when their franchisees or contractors violate the Fair Labor Standards Act.
The DOL proposal would use a four-part test to determine whether a business is jointly liable under the 1938 law, which governs minimum wage and overtime. The test would weigh whether the business has the power to hire and fire; to supervise schedules and “conditions of employment”; to set pay, and to maintain employment records.
The proposal would weaken an Obama-era DOL guidance that said a business need have only indirect control over employees to be held jointly liable.
“The proposed changes would provide courts with a clearer method for determining joint employer status, promote greater uniformity among court decisions, and reduce litigation,” said Keith Sonderling, acting administrator for DOL’s Wage and Hour Division, in a written statement.
According to a report from POLITICO, four former employees of IBM sued the tech company today in New York district court on grounds that it violated federal laws prohibiting age discrimination.
The lawsuit charges that in 2014, IBM altered its policy of disclosing the ages of employees affected by group layoffs as required under the Older Workers Benefit Protection Act.
The law, which is intended to protect older workers from age discrimination, requires that when an employer requests that employees over age 40 waive their rights under the Age Discrimination in Employment Act, the company must furnish a breakdown of the ages of those being fired.
The legal action follows an investigative report published last year by ProPublica that found IBM shed more than 20,000 employees aged 40 and over in a span of five years.
According to today’s legal complaint, IBM altered its severance agreements to require employees waive their rights to file class-action lawsuits alleging age discrimination.
IBM was not immediately available for comment.