Mike Coffey is president of Imperative Information Group.
Mike is an entrepreneur, human resources professional, licensed private investigator, and HR consultant.
In 1999, he created Imperative to bring high quality, high tech, and high touch to the employment screening market. Today, Imperative serves hundreds of businesses across the US and, through its PFC Caregiver Services brand, many more private estates, family offices, and personal service agencies.
In addition to Imperative, Mike has been involved in retail and property management startups and regularly consults and speaks on people and process issues. Mike maintains his certification as a Senior Professional in Human Resources (SPHR) through the HR Certification Institute. He is also a SHRM Senior Certified Professional (SHRM-SCP). Mike lives in Fort Worth with his very patient wife and three amazing sons. He maintains his sanity by practicing yoga and improv comedy, often unintentionally at the same time.
How to Legally and Meaningfully Discuss Criminal History with Applicants
In order to effectively and consistently evaluate the criminal histories of prospective and current employees, it is important that employers consider which criminal offenses are relevant to specific jobs. Additionally, the age and frequency of offenses should also be considered when evaluating relevancy. In this event, we will walk through the process of developing a criminal history relevance matrix, an effective tool for documenting employers’ policies with regard to the impact of individuals’ criminal histories on their employment eligibility.
SHRM Recertification Credit: Pending
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that this program has met HR Certification Institute's criteria to be pre-approved for recertification credit.
HRCI Recertification Credit: Pending
Ann manning is a Managing Shareholder with the Underwood Law Firm.
The Intersection of ADA, FMLA, and Worker's Comp
A review of the intersection of FMLA, ADA, Medical Leaves of Absence, and Worker’s Comp with an emphasis on determining whether an individual is “qualified” and what are reasonable accommodations.
Randy Anderson is co-founder of E3 Professional Trainers...a training firm that provides workplace and life training for individuals, teams, and companies. His strategies are designed to help people become more engaged in their work, better equipped to do it, and feel empowered to live a more fulfilling and influential life.
Before starting E3 in 2005, Randy spent 20 years in sales and management. Most of that time was spent in media sales, which gave him the opportunity to work with virtually every type of business and industry. It is from that experience that he draws the ideas and strategies to help his clients improve their performance in the workplace and to achieve their maximum potential in life.
Randy was awarded the designation of Certified Speaking Professional in 2012. This is the highest earned designation given by the National Speakers Association, recognizing proven expertise in speaking eloquence, business enterprise, and professional ethics.
Randy received his Bachelor of Science in Agricultural Communications from Texas Tech University in 1990. Since that time, he has participated in and completed numerous training courses including; Your Leadership Legacy (Ken Blanchard Co.),Changing the Picture (Ziglar Corp.), Ethics 101 (Cox Enterprises, Inc.), LifeNet Time Management Training (Life Net Inc.), Basic Selling Skills (AVI International), Top Selling (Ziglar Corp.), Professional Selling Skills (Learning International), System 21 Selling (Executive Decision Systems), and Fast Track Media Sales (Cox Media, Inc.). His most valuable experience has come through more than 25 years of on-the-job, real world experience: 12 of which were spent managing others, and over ten years running his own company.
Confronting Loveable Underperformers and/or Despicable, Landmine Employees
Many HR Professionals (and managers in general) find it difficult to effectively correct underperformance. But, two chronic underperformers are particularly difficult to address.
Whether we worry about hurting the feelings of a really nice/popular team member, or simply want to avoid the emotion of an angry, defiant one; poor performance is often ignored under the guise of “preserving peace.” This presentation will teach you how to facilitate a constructive initial conversation, create a coaching strategy that directly ties performance to key objectives, and hold the person accountable with quantifiable metrics. If you or some of your supervisors/managers are avoiding having courageous conversations, these strategies will help you to more effectively improve results and ensure progress. This approach minimizes the emotional or subjective aspect of coaching/correction and allows (or forces) both parties to focus on the objective facts and the logical steps to improvement. By creating measurable benchmarks, subsequent coaching and/or disciplinary conversations can be conducted rationally and eliminate claims of unfairness or favoritism. While no one can guarantee that a person who feels threatened won’t react in a negative fashion, these strategies do ensure a clearer path to a resolution. You can even use this on managers with “squatter’s rights.”
1) How to eliminate the emotion and create an objective environment where candor is the norm.
2) The importance of effectively diagnosing the problem(s) and identifying the contributors.
3) Create an outcome-based improvement plan that ties personal objectives for growth to organizational objectives.
Supersize Your Impact
Register at https://www.westtexashrsymposium.com/
State of the City
A board-certified labor and employment lawyer, Texas Board of Legal Specialization, Claudine Jackson practices in the areas of labor and employment, workplace injuries, medical and professional liability, as well as commercial litigation. Claudine has over 20 years of litigation and trial experience and has tried employment, personal injury, and commercial cases for both plaintiffs and defendants. She has represented parties in arbitration and in claims with the EEOC, Department of Labor, Texas Workforce Commission, and Texas Education Agency.
Medical Marijuana in the Workplace
Championship Community | Culture | Communication
Please join us as we celebrate the accomplishments of 2020 and prepare for an exceptional 2021! You don't want to miss the induction of our new Board of directors, the presentation of awards, and our annual Silent Auction!
Lubbock SHRM Chapter #186
PO Box 64183
Lubbock Texas 79464