Are you tired of clicking through several websites with numerous links to keep current on provincial employment standards? Join us for a delicious buffet breakfast and meet Christine Pitre who will provide us with up-to-date information on proposed minimum wage increases for 2011, paid public holiday provisions, and current information concerning notice of dismissal, layoff or termination, vacation leave and pay, and other various types of employee leaves including sick time, reservists’ leave, family responsibility leave, compassionate care leave, bereavement and maternity/child care.

For Human Resources Professionals, the beginning of the 2011 year is a great time to reflect on new developments in employment law. In this discussion led by Kelly VanBuskirk of Lawson Creamer, you will hear the latest in wrongful dismissal, human rights and employment standards cases from New Brunswick and beyond. Some of the topics to be considered are: - alcohol and drug testing: when can it be done and why? - is the new trend in human rights damages awards forcing employers to be more careful than before? - what strategies have evolved for cost-effective restructuring of non-unionized workforces? and - the reality and mythology of employment class actions: when is your company really at risk?

French presentation by Jean-Yves Francoeur, Northwest Resource Center for Newcomers Inc., Juan Manuel Toro Lara, Consortium national de formation en santé and Nadia Benlamlih, Welcoming Committee of the Edmundston Region Chamber of Commerce. Come to learn about immigration services and resources available for the employers of northwestern New Brunswick.

Career Portfolios Have Many Uses Have you started the practice of using career portfolios in your organization? The career portfolio can be used for selection, promotion, succession and retirement planning. The career portfolio does not always have to be limited to paper. Today, the employee who takes charge of his or her career and uses the portfolio to enhance their career is limited only by imagination. Can you keep up with them? Come and find out more about portfolios and how to best use them in your organization.

The presentation will address the 5 decisions and how they apply to employers. Jamie Eddy has extensive experience in all aspects of employment, labour and human rights law.

Social media participation is an essential tool in networking with professional contacts, making new contacts, recruiting employees, and keeping in touch with the world. If you’re not participating in the top social media and networking sites, the world is leaving you behind! Join us for a delicious buffet breakfast and meet Susan Jones who will speak about social media sites, their role in our organizations and their ties to the evolving practice of HR. Susan will also touch upon the implications of social media, employee communication and some of the protocols in participating in activities involving social media such as Twitter, LinkedIn and Facebook.

We all know that Emotional Intelligence (EQ) is a vital factor in the effectiveness of all employees, especially leaders and managers. Emotional Fitness (EFit) are the tools that move people to greater levels of EQ. Warren Redman will talk about the 9 Steps to Emotional Fitness and how using just the first step – Listening Power – will provide participants with a remarkably powerful tool to relate to people in the work setting. Author of the award willing book The 9 Steps to Emotional Fitness, Warren has provided Emotional Fitness Coaching for over 1 000 individuals. His unique methods have proved highly effective and empowering. He has trained over 300 people since being in Canada, enabling them to bring emotional fitness to their work and organizations.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is March 7, 2011. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam was revised in 2009, and the HRANB Preparation course was revised accordingly. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is March 7, 2011. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Did you know that WorkSafeNB offers New Brunswick employers a comprehensive set of services and resources designed to improve health and safety at work through education, consulting, intervention, and the promotion of safe work practices? Join us for a delicious buffet breakfast and meet Nicole Melanson who will speak about WorkSafeNB’s commitment to promoting proactive workplace safety cultures. Nicole will also provide us with valuable information on prevention initiatives and their role in assisting employers to meet legislative responsibilities under the Occupational Health and Safety Act and Regulations.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is March 7, 2011. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam was revised in 2009, and the HRANB Preparation course was revised accordingly. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is March 7, 2011. If you are writing the NKE this May, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Friending, Tweeting, Flickr, statuses, fan pages, like, YouTube – these are just some of the terms that describe the ever-changing and advancing technology known as social media. Social media, whether it’s Facebook or Twitter or YouTube, are easy-to-use communications tools that are changing the relationships between individuals and groups and organizations. The aim of this presentation will be to explore: - emerging legal issues and hot topics, - the current technology trends in social media, - positive and negative examples of social media effects on organizations, and - where the public and private sector is heading in terms of governance and policies.

Come and learn how the Leadership in your Workplace could be responsible for the Physical and Mental Health of the Organization. Understand why the Canadian Mental Health Association states that, according to their Surveys, "70% of the Stress people experience in their lives comes from their work!" Epidemiologist have determined there are 3 Primary factors influencing the Longevity of Life to 85 years: 1. Family History 2. Job Satisfaction 3. Life Satisfaction. These 3 Factors affect 80% of our Longevity and 20 % is affected by our Lifestyle You will also Participate in a short Workplace Satisfaction Survey and an Analysis of your Stress Symptoms to determine how your Workplace could be affecting your Health!!

All paid registrants receive a FREE* section (45 pages) of the CCH published Ultimate HR Manual, "Performance Management" Click here to see the table of content of this section To remain competitive in today's economy, organizations must make the most effective use of limited resources. A well managed, performance driven workforce, improves not only your daily operations, but the company's future outlook. Learn key strategies for resolving employee performance issues, whether they lie in the employee's ability to do the job or follow your rules and policies. The end result - a workforce which strives towards successful job performance.

Discussion group for management personnel keen to support employees in balancing work and family. The session’s goal is for managers to share their opinion, best practices and discuss trends to help employees find a better balance between the demands of working life, parenting and family. This activity will be held in French.

All paid registrants receive a FREE* section (100 pages) of the CCH published Ultimate HR Manual, "Staffing" View the table of content of this section In order to succeed, an organization must be flexible and agile to effectively compete in a rapid evolving global economy. While the effective use of knowledge management can provide a critical edge over the competition, it is the right employee whether front-line or senior manager that can spell the difference between winning or losing market share. How does the HR manager recruit strategically, in a just in time fashion, to place the right talent to the right part of the organization in an effort to meet key organizational objectives?

Come learn about the factors influencing your drug benefits; from the ever changing pharmacy landscape to the pharmacy business model for generating revenue. Sam Lanctin, Registrar at New Brunswick Pharmaceutical Society will discuss, • Bill 102 drug and the Ontario drug reform initiative • how pharmacists are changing their service offering and the pharmacy business model • how drugs are priced • what opportunities there are for employers to protect and improve their benefits plans while ensuring best practices for providing protection to their employees This is a great opportunity for HR professionals to gain a better understanding of the pharmacy landscape and broaden their knowledge of the best practices in benefits management.

The best employers recognize that their employees want to do a great job, and when their employees are struggling, it is often due to outside stressors or work related circumstances. This half day session will begin with a focus on a powerful outside stressor – family violence. Although the employer’s responsibilities related to family violence may be limited, handling this situation can have a significant impact – positive or negative. Family Violence and the Workplace Committee members from the Muriel McQueen Fergusson Centre for Family Violence Research will explore this important topic, including the benefits of a compassionate response. A presentation by Dr. Judy MacIntosh from the Faculty of Nursing at UNB will follow, and is designed to explore what workplace bullying is, its impacts, how to recognize employees who are being bullied in the workplace, and how to begin to address it. Dealing with workplace bullying requires more than compassion – employers have specific responsibilities. Finally, Jennifer LeBlanc & Sarina McKinnon from the New Brunswick Human Rights Commission will present employer responsibilities surrounding issues such as discrimination as well as other prohibited grounds. This is an area where being proactive can save you precious resources. The session will end with an informative panel Q&A.

Aligning Talent with Operations DO YOU HAVE A NEED:  To increase accountability  To improve people productivity  To get more done at lower cost  For more transparency  To eliminate redundancy and waste  To improve employee morale and retention  To create a healthier workplace  To improve operations management effectiveness If you have answered yes to any of the above then this conference will benefit you and your organization. Session Objectives:  Explain a framework for defining and solving problems and setting priorities through a fact-based decision process  Understand how standards and metrics can increase accountability and efficiency  Identify your organization’s needs and identify possible ways to enhances organization-wide accountability and transparency TalOp TalOp is a disciplined, fact finding approach for improving: 1) People Effectiveness and Engagement, and 2) Process Efficiency. The four core objectives of TalOp: 1. Validate and improve talent and operational results. 2. Provide executives with a methodology to identify organizational opportunities and risk factors. 3. Give management a framework for defining standards for people effectiveness, engagement and process efficiency for generating targeted performance results in products or services. 4. Implement talent and operations management standards and best practices that increase the potential for long-term sustainability. Bill will introduce the TalOp methodology for aligning talent and operations. TalOp is a disciplined, fact finding approach for improving: people effectiveness and engagement, and process efficiency. During the session Bill will lead participants through ‘6 Steps to Action' - how to properly identify organizational problems and potential risk factors to support building and implementing action or change management plans. Dr. Howatt's coaching clients include senior leaders in major manufacturing companies, executives of top tier financial institutions, independent professionals, and provincial and federal government leaders. Bill is known internationally for his expertise in Strategic HR, Operations Management and the Treatment of Addictive Disorders. He has published Over 100 books and articles, such as: the Howatt HR Elements Series, The Addiction Counsellor's Toolbox and for five years he authored Coach's Corner, a monthly business column in The Chronicle Herald.

All paid registrants receive a FREE* 6-month subscription to the monthly Ultimate HR Manual Newsletter. Organizations and businesses need to develop broadly experienced and seasoned managers in a way that is simple, practical, meaningful and fair. "Grooming your replacement" is no longer an adequate solution to a succession policy. In today's dynamic work environment, organizations have come to realize that to respond to the changing demographics of the workforce, they must put energy and innovation into succession planning.

The HRM class from NBCC – Moncton will be doing two presentations this year. They will be putting you through the main course. One presentation will address: Telecommuting as the way of the future. What are the benefits of telecommuting to your organization? What are the costs of telecommuting? What is the ROI of having employees working from home? The other presentation will focus on the under-represented workforce. What is this largely untapped resource? With the birthrate at an all time low and baby boomers retiring at all time high rate, is it not time to realize the true potential of the under-represented workforce? This is a breakfast meeting you will not want to miss. Oh, by the way, stick around for dessert! Pierre Battah and Diane Allain are going to wrap up with this month’s question: How to overcome networking challenges and make networking fun – tips for rookies and master networkers?

We all understand the importance of employee engagement. But do we know how to measure employee engagement? Determining engagement is not as simple as going to Survey Monkey and throwing together a few questions. Come and listen to a market expert who knows how to design and analyze the results of employee engagement surveys.

One of your employees tells you that he needs to take a daily break in order to consume medical marijuana in order to treat his severe back injury. Do you have to accommodate this request? A job applicant takes a pre-employment drug screen and tests positive for marijuana but then proceeds to tell you that he has a prescription for medical marijuana, sanctioned by Health Canada, to treat his medical condition. Can you refuse to hire him? What is the difference between a diabetic employee who requests an extra daily break to inject insulin vs. a registered medical marijuana employee? What is the impact from a health & safety perspective, if your employees are under the influence while at work- if it is legal for them to do so? Does it matter if your work environment is an office, a manufacturing plant or a school? This seminar will address these topics and allow you to ask some of the above questions and more; especially as it pertains to hiring, disciplining or any special accommodation that is required by your organization and the legal ramifications of permitting or refusing the usage of medical marijuana in your workplace. Space is limited so please register early. We are anticipating that this seminar will be sold-out quickly.

Themes explored :  Most frequent causes of conflicts and possible consequences  Verbal, nonverbal and symbolic signals in communication  « I » communication technique  Conflict resolution strategies

We are busy planning for the next year and are hoping to involve more Chapter members. Below, you will find a description of the committees we are hoping to populate. If you are interested in serving on any of these committees, please attend our mixer on June 16th or email us. There will be a brief presentation on the various activities of the Saint John chapter as well as the Chairpersons on the various committees. There will also be an opportunity to speak to the existing committee members to learn more about their work this past year. Please register on-line for this event if you plan to attend the event. Looking forward to hearing from you. HRANB Saint John Chapter committees Professional Development • Set schedule for professional development activities • Develop content/engage speakers • Manage registration/venue etc. • Market and manage activities Member Satisfaction and Retention • Administer satisfaction surveys, report data, provide action plans to Chapter Executive • Checks email and handle member complaints and issues • Maintain partnership s with other groups eg Saint John Board of Trade and Enterprise SJ • Solicit nominations to fill vacant committee chairs and other executive positions Student Liaison • Set up student chapters at local post secondary institutions • Manage Student Intern Program • Support student events • Organize annual event for students sponsored by HRANB-SJ • Assign Advisers to student groups as needed Mentorship • Develop and implement a mentorship program for junior HR Professionals • Recruit mentors • Match mentors and their protégés • Train mentors Community Outreach and Partnerships • Establish and maintain relations with community groups with common interests, eg SJ Board of Trade, Enterprise Saint John, International Coaching Foundation – SJ Chapter etc • Explore possible joint efforts with other groups

People management can be very frustrating at times. For a variety of reasons, people don’t always perform the way we expect. Some managers avoid having difficult conversations --- they ignore issues or mishandle them, after which, they end up in the HR department. Join us for a delicious buffet breakfast and meet George Raine, who will demonstrate how to have the difficult conversations that build a high performing team. He will share some of the secrets for bringing about behavioural change while maintaining your credibility and authority. Using real stories from past experiences and well known organizations, George will also illustrate the beneficial effect of setting high standards on employee morale and engagement. This talk will change the way you and your managers react to non-compliant behaviours in your organization! Your managers will not want to miss this opportunity to save time and avoid headaches for the rest of their career!

Join your Fredericton Chapter executive and other members to talk about your ideas and suggestions for next year’s professional development events. Let us know what topics are important to you and ideas you may have on speakers or presentations that would be of interest to other members. Then join us for drinks and appetizers as we continue to network and share good ideas. We welcome and value your input.

Please note that the deadline to register for the upcoming CHRP National Knowledge exam is August 2, 2011. If you are writing the NKE this October, please note that HRANB is proud to offer our CHRP NKE Preparatory Session again. This program, developed by the British Columbia Human Resources Management Association is now the official NKE preparatory program provided by five provincial HR associations including HRANB. This two-day course is designed to help you consolidate the knowledge you already have and - more importantly - identify where you need to focus additional studying in order to be successful in the National Knowledge Exam. During this interactive workshop, you will receive, review and discuss important HR theory for each competency area. You'll also receive the RPCs, terms, definitions and sample exam questions, which will enable you to identify and rectify knowledge gaps. You Will Learn o The structure and format of the CHRP knowledge exam - components and weightings o An overview of the body of knowledge covered by the exam o To apply the knowledge using sample questions and group activities o How to design and implement an individualized learning plan You Will Receive o a 300+ page manual containing concepts, terminology, principles, legislation and practices from the eight discipline areas covered in the exam o eight glossary exercises (over 350 terms and definitions) you can use to enhance your understanding of HR terminology o over 400 sample questions

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is August 2, 2011. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam was revised in 2009, and the HRANB Preparation course was revised accordingly. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

Please note that the deadline to register for the upcoming CHRP National Professional Practice Assessment is August 2, 2011. Learn with the best. HRANB offers the BC HRMA CHRP National Professional Practice Assessment (NPPA) Preparatory Session as a one-day preparatory program for the NPPA Exam. Developed by the British Columbia Human Resources Management Association, this is now the official program provided by five provincial HR associations including HRANB. The NPPA Exam was revised in 2009, and the HRANB Preparation course was revised accordingly. This course is designed to enable you to enhance your understanding of the revised exam format and testing process, review areas of study, learn tips and tactics for writing this scenario-based exam, practice sample questions to evaluate your individual knowledge, and share learning with colleagues through discussion and participation in learning teams.

You are encouraged to join us for a timely and informative panel discussion on the topic of harassment in the workplace. The members of the panel will be from the law firm of McInnes Cooper. The session will cover a full range of issues related to all types of workplace harassment, including bullying, personal, discriminatory and sexual harassment. McInnes Cooper will address the practical and legal requirements of harassment prevention, including creation and enforcement of employer policies and training. McInnes Cooper will also deal with how to properly handle harassment complaints, including best practices for dealing with the investigative process. Finally, McInnes Cooper will look at post-investigation activities, such as when and how to discipline for harassment and termination for cause based on harassment, the steps to conclude the process and how to deal with reprisals and false complaints.

Agenda: Discussion group for management personnel on the annual evaluation of performance of employees. The goal is to share best practices and discuss trends. To get the most out of this meeting, bring your evaluation models; we will discuss the various issues that should be included in a good performance appraisal meeting. This activity will be held in French.

You are encouraged to join us for a timely and informative panel discussion on the topic of harassment in the workplace. The members of the panel will be from the law firm of McInnes Cooper. The session will cover a full range of issues related to all types of workplace harassment, including bullying, personal, discriminatory and sexual harassment. McInnes Cooper will address the practical and legal requirements of harassment prevention, including creation and enforcement of employer policies and training. McInnes Cooper will also deal with how to properly handle harassment complaints, including best practices for dealing with the investigative process. Finally, McInnes Cooper will look at post-investigation activities, such as when and how to discipline for harassment and termination for cause based on harassment, the steps to conclude the process and how to deal with reprisals and false complaints.

You are encouraged to join us for a timely and informative panel discussion on the topic of harassment in the workplace. The members of the panel will be from the law firm of McInnes Cooper. The session will cover a full range of issues related to all types of workplace harassment, including bullying, personal, discriminatory and sexual harassment. McInnes Cooper will address the practical and legal requirements of harassment prevention, including creation and enforcement of employer policies and training. McInnes Cooper will also deal with how to properly handle harassment complaints, including best practices for dealing with the investigative process. Finally, McInnes Cooper will look at post-investigation activities, such as when and how to discipline for harassment and termination for cause based on harassment, the steps to conclude the process and how to deal with reprisals and false complaints.

The past year has produced several ground breaking legal cases in various industry settings that all HR Professionals should be aware of. Jamie will review several of the cases that have arisen over the past year here in Atlantic Canada as well as in other Provinces. Do you have an employment law question or situation that you are currently in or a topic that you would like discussed during this breakfast session? Please email your employment law topics or questions to ldekleva@unb.ca by September 16th, 2011 in order to have similar cases discussed. Please note that time may not allow for all topics or questions to be answered. Please Join us for a high intensity breakfast session that will provide employer and employee legal perspectives on the most influential employment decisions of 2010/2011. We encourage you to bring your business leaders along. For those of you in unionized environments, why not invite your union leadership!

All paid registrants receive a FREE* section (90 pages) of the CCH published Ultimate HR Manual, "Compensation" Compensation Planning is a strategic endeavour aimed at aligning your Compensation and Rewards programs with the organization's mission, goals and business objectives. The intent is to ensure that your Compensation program enables you to attract, retain and motivate employees, contributes to the organization's overall success, supports your culture, and keeps your CFO happy.

The Human Resources Association of New Brunswick is proud to partner with Enterprise Restigouche to offer you the first HR Professional Development Day to be organized in Restigouche region entitled Pursuing your organization’s future. More than 200 participants from New Brunswick and the Gaspé Peninsula will converge to Campbellton on this important event, which looks mighty promising!

REGISTRATION DEADLINE HAS BEEN EXTENDED TO OCTOBER 16, 2011. MORNING SESSION: 9:00AM - noon Disney’s Approach to Inspiring Creativity • In today’s rapidly changing business climate, organizational success is more dependent than ever on creativity and innovation. Tapping the wellspring of employee creativity is a hallmark at Disney and the primary driver behind its continued success. Understand how leaders create a steady flow of ideas that result in innovative products, services and experiences. • Define a collaborative environment • Identify ways to maximize creative output • Recognize how to take an idea from expression to implementation LUNCH: noon - 1:30PM

REGISTRATION DEADLINE HAS BEEN EXTENDED TO OCTOBER 16, 2011. MORNING SESSION: 9:00AM - noon Disney’s Approach to Inspiring Creativity • In today’s rapidly changing business climate, organizational success is more dependent than ever on creativity and innovation. Tapping the wellspring of employee creativity is a hallmark at Disney and the primary driver behind its continued success. Understand how leaders create a steady flow of ideas that result in innovative products, services and experiences. • Define a collaborative environment • Identify ways to maximize creative output • Recognize how to take an idea from expression to implementation LUNCH: noon - 1:00PM AFTERNOON SESSION: 1:00PM - 4:00PM Disney’s Approach to Quality Service • Increased market share. A solid reputation. The ability to exceed customer expectations. These are just a few of the rewards of outstanding customer service that Disney delivers every day. Discover how attention to detail can create a consistent, world-class service environment for your employees and consumers. • Understand a service philosophy • Recognize a service culture • Deliver on the service theme

REGISTRATION DEADLINE HAS BEEN EXTENDED TO OCTOBER 16, 2011. LUNCH: 12:00PM - 1:00PM AFTERNOON SESSION: 1:00PM - 4:00PM Disney’s Approach to Quality Service • Increased market share. A solid reputation. The ability to exceed customer expectations. These are just a few of the rewards of outstanding customer service that Disney delivers every day. Discover how attention to detail can create a consistent, world-class service environment for your employees and consumers. • Understand a service philosophy • Recognize a service culture • Deliver on the service theme

This presentation will focus on how employee engagement impacts evolving benefits and retirement plan trends in Canada today. Mercer research confirms that employees are increasingly disengaged. One in three is seriously considering leaving his or her organization; one in five is indifferent. New Mercer research shows that Canadian employees are less committed to their employers and less satisfied with many aspects of the work experience compared to the previous survey, and they have one of the highest levels of disengagement among the countries surveyed, with a total of 58% "checked out" on some level. Peter will speak to our chapter on how these trends impact our companies and outline trends in benefit and retirement plans. As HR professionals and business partners, it is critical that we are aware of these trends and act proactively to secure our current talent pool and have the ability to attract new talent to our organizations. This presentation will appeal to Senior HR professionals, Front line HR Managers Benefits & Compensation Managers and Specialists, HR Generalists & Students interested in the field of Benefits & Compensation. It will also appeal to HR professionals who work in both unionized and non-unionized environments.

Today’s employers must face new challenges, especially when it comes to regulating workplace technologies and monitoring employees. Not to mention that the fact that this subject raises many questions regarding employees’ fundamental rights adds an additional challenge. It is therefore quite reasonable for employers to question themselves on the scope and on the limits of the law in this matter. Learning objectives At the end of the course, the participant will be able to: • Understand the principles behind employee monitoring and regulating the use of technologies. • Identify the scope and also the limits of employer rights regarding employee monitoring and regulating the use of technologies. • Identify the cases where disciplinary action is warranted. • Apply legal principles to concrete examples taken from case law. Content • Fundamentals and limits of regulating technologies and their use for surveillance purposes. • Principles and examples regarding regulation o Knowing the rules: applying a policy o Obtaining the employee’s consent o The work environment and the nature of information collection o Aggravating factors o Proportionality and rationality criteria • Considerations regarding proof An interactive, practical and dynamic approach was applied to this educational activity. Targeted Participants Human resources professionals with five to fifteen years experience. Do you have any questions regarding this activity? Contact us by email at inscriptions@portailrh.org.

Description: All paid registrants receive a FREE section of the Ultimate HR Manual, entitled "HR Metrics" published by CCH This webinar will provide participants with a working knowledge of HR Metrics, introduce measures and associated metrics most commonly used to support HR strategies, provide insight into how to choose the right HR metrics for your organization, and help participants to understand how to implement and manage HR Metrics once they're introduced. The webinar speaker will share her experiences with introducing HR Metrics and the resulting acceptance of HR as a business unit within the organization. See Agenda

Agenda: French presentation by Lucie LaBoissonnière, lawyer/associate from the McInnes Cooper law firm. The session will cover a full range of issues related to all types of workplace harassment, including bullying, personal, discriminatory and sexual harassment. She will also address: • The practical and legal requirements of harassment prevention • Creation and enforcement of employer policies and training • How to properly handle harassment complaints • The best practices for dealing with the investigative process • The post-investigation activities

Come prepared to learn how two New Brunswick companies are overcoming recruiting issues by thinking outside the box. Join us for a delicious buffet breakfast and meet Sherri Deveau (Ganong) and Maura McKinnon (Imperial Manufacturing) who will speak of their experiences with recruiting and hiring foreign workers. They will share with us the challenges they faced, the obstacles they overcame and the rewards of foreign worker programs.

All paid registrants receive a FREE section (100 pages) of the Ultimate HR Manual, entitled "Training and Development" published by CCH. This webinar will provide participants with a realistic approach that translates the theory of talent development into practices, strategies, and techniques that can be immediately applied to the development and retention of top performers. The session content will help you to understand the expectations of top talent and how the fulfillment of these expectations influence whether they stay or leave your organization. It will also present ten components of a successful talent development program and describe the link between engagement and the retention of top talent. See Agenda

‘Every advance, every achievement of mankind, has been connected with an advance in self awareness.’ C. G. Jung, Psychological Reflections In this presentation, Mr. Arsenault will address the need for us to become more aware of behaviours and how this relates to conflict in the workplace. We are what we think. What we think influences our emotions and vice versa. This, in turn determines our behaviour. Our behaviour is manifested in our communication, in our leadership and in our ability to manage difficult situations. The key is to learn to react positively and effectively to personality differences that can result in conflict. Before you can work on dealing with other people’s personalities and behaviours, you have to know your own first. The more we become aware of our own personalities and that of others, the more we can make conscious choices in our behaviour.

Prior to our monthly breakfast session, the Fredericton Chapter will be hosting a brief Annual General Meeting starting at 8:00. Various reports will be given, including Financial, PD Events, Mentorship program, Students, CHRP and Marketing updates. A call for nominations will be made for various Director roles.

Today’s stretched labor market is making it more difficult for organizations to find, recruit, and select talented people. The competition for talent is intensifying, as there are fewer qualified applicants available. This shortage of talent in Atlantic Canada makes it all the more important that organizations be able to not only attract and select top candidates, but to also retain their talent over the long-term. Candidates are looking for more than just an attractive salary; they are seeking organizations that can offer them various kinds of benefits, the potential to advance, and an environment in which they can learn and thrive. If an organization cannot offer these, job seekers will find ones that do. Anna Stuart, Vice President of Knightsbridge Robertson Surrette, will share her experiences on today’s best practices for recruitment and selection. The more effectively in which organizations recruit and select candidates, the more likely they are to hire satisfied employees. You will learn during Anna’s interactive presentation that an organization’s selection process can influence tomorrow’s bottom-line business outcomes. Tony Case, Human Resources Consulting Practice Leader, and Jennifer Murray, Senior Consultant with Knightsbridge Robertson Surrette, will speak to how organizations are using on-boarding methods in their quest to encourage talent retention once the candidate has been placed. Whether you’ve heard the term before or not, on-boarding is more than just new-employee orientation, and Tony and Jennifer will explain the many ways in which organizations are using these techniques to define expectations and objectives, develop employee self-awareness and insight around leadership strengths and skill gaps, and encourage their reputation as an accessible leader and relationship-builder. Together, these presentations will demonstrate the interconnectedness between effective recruiting and on-boarding methods to the long-term success of the organization.

The use and abuse of intoxicants at the time of an accident, the excessive consumption of prescription drugs after an injury as well as addictions of all kind raise many questions when exploring the backdrop of a dispute before the Commission des lésions professionnelles (CLP). This conference will explore, from a practical perspective, the different cases identified at the CLB involving situations of drinking, drug abuse, addiction and drug dependence, including questions stemming from these situations, ranging from eligibility to cost allocations. Learning Objectives At the end of the course, the participant will be able to: • Understand the consequences of drinking and substance abuse and dependencies when analysing a claim with the CSST or when analysing a transfer request or a cost sharing request. • Understand the CLP case law trend involving drinking, substance abuse and dependencies, when addressing the eligibility of a claim and the cost allocation breakdown. Content • Defining the use and abuse of intoxicants and drug dependencies • Claim eligibility • Cost allocation • Suspending the income replacement indemnity Targeted Participants Human resources management professionals, health and safety generalists or specialists Do you have any questions regarding this activity? Contact us by email at inscriptions@portailrh.org.

It’s not easy communicating with teams when they are located in different work locations or countries, let alone engaging them when they are far away! However, despite the many limitations generated by distance, it is possible to maximise a team’s level of engagement. The basic principles remain the same: involvement, empowerment and recognition. However, ways must be adapted to new situations. In this webinar, you will learn how to use the latest technologies such as instant messaging and forums, to give employees a more spontaneous means of interaction since it is impossible for them to simply chat in front of the water cooler. Also, we will see which manager and employee behaviours need to modified and which reflexes must be developed, such as how to establish frequent communications and make sure that information is made available to all. The biggest pitfall to avoid: not addressing the group dynamics that is needed to engage employees and must be supported as much as the physical infrastructure. Regular in person meetings or web conferences are good ways to accomplish this. Learning Objectives At the end of the course, the participant will be able to: • Understand the characteristics of a virtual team • Master the engagement process Content • Terms of reference: o Communication components: relational and informational o Virtual team possibilities and limitations • Practices for engaging virtual teams o Developmental approach for managers o Consultation, participation and empowerment methods o Team dynamics management o Recognition methods • Tools : o New media as tools for communication management Targeted Participants Human resources professionals and managers Do you have any questions regarding this activity? Contact us by email at inscriptions@portailrh.org.

Enclosed is your personal Invitation to the HRANB Christmas Social evening taking place on December 8, 2011 from 5:30PM – 7:30PM. This is a holiday networking opportunity where you can enjoy Trio Carte Blanche and have some finger foods. On behalf of the Food DEPOT Alimentaire, a registered non-profit charity that services more than 20 food banks, community kitchens and agencies in southeastern New Brunswick, HRANB encourages you to bring along a non-perishable food item with you. Here is a list of recommended items: Vegetables and fruit: Unsweetened applesauce, pasta sauce, canned fruit, canned vegetables, juice boxes potatoes, carrots and raisin boxes. Grain products: Brown rice, whole wheat pasta, whole grain low sodium crackers, granola bars, hot cereal or oatmeal mixes, cold cereal and infant cereal. Milk and alternatives: Canned evaporated milk, soy, almond or rice beverage and powdered milk. Meat and alternatives: Canned fish, tuna or salmon, canned ham, turkey or chicken, canned chili, peanut butter, canned or dried beans and canned nuts. Oils: Vegetable oil, salad dressing, baking mixes for muffins or biscuits, tea, coffee, low sodium canned soup. Non-food items: Shampoo, soap, toothpaste, diapers, toothbrushes, toilet paper, laundry and dish detergent. Come join us for some Holiday Cheer!