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Take Advantage of Mid-Year* Rates!
INDIVIDUAL MEMBERSHIP
Mid-Year Rate: $40.00
In Transition Rate: $25.00
Includes access to all events at member pricing, individual listing in the annual NCPA Member Directory**, and special invitations to workshops, seminars, and other Members-Only NCPA events. Individual Membership belongs to the individual and is not transferable.
BECOME AN INDIVIDUAL MEMBER
CORPORATE MEMBERSHIP
Mid-Year Rate: $100.00
Includes membership for 1 primary and 2 alternate members with access to all events at member pricing, multiple listings in the annual NCPA Member Directory**, and special invitations to workshops, seminars, and other Members-Only NCPA events. Corporate Membership belongs to the holding company and is transferable to other employees.
BECOME A CORPORATE MEMBER
* Mid-year rates apply to memberships through the 2010 calendar year and are applicable through 12/31/2010.
** Memberships obtained after 4/30/2010 will not be printed in the annual NCPA directory.
AUGUST LUNCHEON
Eldercare and the Workplace - A Panel Discussion
It is estimated by the Administration on Aging that one in five or 20% of households informally provides eldercare for an aging family member, friend, or neighbor. The elder population over 65 is expected to double from 2000 to 2025. It is likely that a high percentage of employees will be involved with eldercare in the upcoming years.
During the lunch, a panel will discuss:
- Legal parameters around elder care leave (employer’s perspective)
- Employee Education
- Resources and support provided by the Caregiver Coalition, including types of care
- Planning. Advance directives, financing and the caregiver toolbox
CLICK HERE to learn more about the panel.
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U.S. Supreme Court To Decide Whether Title VII Protects Employee's Fiancée
By Christopher W. Olmsted, NCPA Legislative Chair
The U.S. Supreme Court has agreed to review a case where an employee claimed he was illegally fired because his fiancée filed an EEOC charge. The case, titled Thompson v. North American Stainless LP, follows on the heels of another retaliation case decided by the Court. Regardless of the outcome of this case, employers should keep the facts of this case in mind when responding to discrimination claims. Read More
