2010 HR Summit
What an event! The 2010 HR Summit provided valuable information on running toward team goals, accountability, legal updates, and up-to-the-minute information on healthcare reform. It was truly an informative day of HRRRRR’s.
We had the honor of hosting such notable speakers as Mike Murphy of Sharp Healthcare, Jennifer Sedlock of Jennifer Speaks, Jan Zaragoza of High Performance Training Solutions, Chris Olmsted of Barker Olmsted & Barnier, and Suzanne Whitlock of Barney and Barney. A very special thanks to our presenters whose insight and presentations were relevant, timely, and valuable to the HR professional.
The 2010 HR Summit is made possible through the generous contribution of our sponsors, exhibitors, advertisers and presenters. In appreciation of their affiliation, we encourage you to support these businesses.
Note: Each company logo is hyperlinked to their website.
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KEYNOTE & REFRESHMENT SPONSOR
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ADVERTISER
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REFRESHMENT SPONSOR
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EXHIBITORS
Robin Rogers - Special Events Co-Chair
Specialevents@ncpasd.org
Graybill Medical Group
760-291-6638
2011
MEMBERSHIP DRIVE
COMING SOON!
SEPTEMBER LUNCHEON
Breaking Barriers to Wellness
Presented By: Bryan Van Noy and Danna Korn
Our workforce is growing less healthy each year. We tend to first associate this with rising health care costs, but in reality healthcare only represents 25% of the cost. The real cost associated with unhealthy lifestyles is absenteeism and presenteeism. Learn more.
REGISTER NOW
SPONSORED BY:
Reliant Senior Care
www.reliantseniorcare.com
LEGAL UPDATE
Drop An F-Bomb, Forfeit Unemployment?
Employees Discharged For Profanity May Be Disqualified From Receiving Unemployment Benefits
By Christopher W. Olmsted
NCPA Legislative Chair
Can an employee terminated for using profanity lose entitlement to unemployment benefits? Maybe. California employers know the basics when it comes to EDD unemployment benefit eligibility. If the employee voluntarily quits or engages in willful misconduct, he or she is disqualified. If the employer otherwise terminates the employee (with or without cause), the employee is eligible for benefits. At what point does a foul-mouthed employee cross the line into willful misconduct territory? Read More
