Benefits & Compensation2018-07-05T01:26:37+00:00

Benefits & Compensation

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Explore below for descriptions of each workshop session associated with the Benefits & Compensation track. For questions, contact Lori Jo Goff at or 502-848-8727.

Workshop Educational Levels:

(1) Fundamental – For those who are new to HR or to the particular topic being addressed, often broad overviews and updates of current topics.
(2) Intermediate – For those who have HR experience in the topic being addressed, with focus on in-depth examinations of specific topics and their solutions.
(3) Advanced – For those with senior level HR experience, with focus on cutting-edge and strategic topics.

B1: Redefining Delivery and Cost of Healthcare for Employers (2)
Christina Heckathorn, Benefit Advisor, Employee Benefit Associates, Inc.
Jeremy Stich, MD, Physican, Medical Director, Access Med
Health care reform has altered the course of employee benefits and employers are becoming far too familiar and accepting of continuous high increases on their health insurance renewals. As one of the top expenditures of an organization, typically just below payroll, an employer must employ strategies to lower costs, improve health and sustain results. This session will arm you with the ability to redefine your company’s philosophy on managing claims and reducing risk within your health insurance plan.

B2: Advanced HR Advisory Skills: Making Your Pay Program Drive Engagement (2)
Daniel Ripberger, CCP, PHR, Managing Director, RSC Advisory Group, LLC
Scott Schreiber, Managing Director, RSC Advisory Group, LLC
The way an organization pays its employees contains the most sincere truth about how that organization values employees. HR is the lynchpin in driving managers – those with direct control of employee work and careers – to deliver pay correctly and in the context of engagement desired by the organization. Into the theory of pay program design, this seminar will instruct participants on how to help managers use their pay program as an effective tool to build short- and longer-term employee engagement.

B3: Driving Education Partnerships That Benefit Employers and Their Employees Using Bridging the Talent Gap Data (1)
Bridgett Strickler, Director of Network Engagement, The Graduate! Network
Dan Ash, Research Director, The Graduate! Network
Jeff Nally, MBA, PCC, SHRM-SCP, SPHR, Founder, The Nally Group
This workshop is not only a chance to once again celebrate Kentucky SHRM’s 2017 Pinnacle Award for Bridging The Talent Gap (BTTG), it is an opportunity to learn more about a recent analysis of the data showcasing the benefits that employers reap by supporting their employees continuing education.

Participants will discover four (4) key takeaways:

  1. Hiring is significantly easier for employers who provide college tuition benefits for their employees.
  2. The labor pool accessed by employers who provide financial support for college coursework is significantly more skilled.
  3. Despite popular myth, employers say that employees with college degrees have more of the applied skills that employers need.
  4. Additionally, presenters will facilitate discussion of how this information can affect change within participant’s respective organizations.

B4: Advanced ADA and FMLA Update (2)
Demetrius Holloway, Esq., Lawyer, Stites & Harbison, PLLC
More than 20 years after its inception, the Family and Medical Leave Act (“FMLA”) continues to give employers fits! This program is designed to inform  and prepare HR professionals for the potential traps inherent in the approval and administration of FMLA leave.

B5: A Roadmap to a Stronger Plan (2)
Jonathan Butcher, CRPS, Senior Retirement Plan Consultant, UBS Financial Services, Inc.
Historically, participant-directed defined contribution plans (such as 401(k) and 403(b) plans) were considered a supplement to other sources of retirement income. Today these plans are now recognized as America’s primary source for retirement savings. Given their importance, regulators are focused on this market to ensure plans are managed in the best interests of plan participants. This is illustrated by legislative and regulatory activity – beginning with the Pension Protection Act (2006) and fee disclosure initiatives including 5500 Schedule C reporting, participant disclosure rules, pre-sale rules, and now the recent Department of Labor Fiduciary Rule. With the regulatory changes, enforcement and litigation has increased as well. All of this is causing plan sponsors and administrators to reassess their plans and processes to align with best practices today. Please join Jonathan as he shares his insights on how to best adapt and engage in this new regulatory environment.

B6: Combating FMLA and Benefits Abuse (2)
Jim Anderson, President, Infoquest Information Services, Ltd.
Traditional and forward thinking investigative options to combat benefits fraud, malingering and abuse.  The presentation will discuss Social Media and Internet Background Investigations including legal parameters and ethics.  The presentation will discuss Red Flags to help identify suspect claims. The use of Surveillance will be discussed in detail with case examples and effective use of the information obtained. The presentation will cover the use of video for claimant and witness statements, incident reenactment and Video Job Descriptions for multiple uses from hiring, safety, training and claims management.

B7: Wage and Hour Update: Exempt or Non-exempt (1)
James Cockrum, Member, Frost Brown Todd LLC
In 2016, the US Department of Labor announced changes to the eligibility requirements for federal overtime exemptions. The changes were set to go in effect in December 2016, but were enjoined by a court. This session will provide the latest, most up-to-date information about the status of those changes, and provide the most up-to-date suggestions for compliance. This session will also provide advice regarding what legally constitutes “work” and must be compensated, and what must therefore be included in calculation of overtime. The session will also include discussion of other related issues, including the use of independent contractors and other important wage and hour issues that arise daily in the course of doing business. It will give employers of all sizes practical tips on compliance and the best practices to protect your business from wage and hour liabilities.

B8: Innovative Solutions for Employers that Promote Wellness and Productivity and Drive Down Health Care Costs (2)
Dorothy Lockhart, MBA, MSN, RN, CCTC, Regional Director for Central Eastern Market, KentuckyOne Health Partners
Carrie Schanen, Pharm D, Managed Care Pharmacy Specialist, KentuckyOne Health Partners
Don Lovasz, President of KentuckyOne Health Partners
The Commonwealth of Kentucky is one of the unhealthiest states in the country. Education and preventative services are critical in moving the needle to a healthier more engaged population. KentuckyOne Health Partners has partnered with providers, payers, and patients to improve health outcomes while driving down cost. This presentation includes some of the strategies we have implemented to positively impact care.

B9: Health Care Innovation – Not for the Faint of Heart (2)
Jenny Goins, Commissioner, Department of Employee Insurance, Ky State Personnel Cabinet
Designing and offering innovative health care benefits is a delicate balance between costs and returns. Successful benefit strategies require the willingness to be open-minded, flexible, and sometimes even willing to take a leap of faith. Since becoming a self-insured plan in 2006, the Kentucky Employees’ Health Plan (KEHP) has balanced the need for innovation with the need to reduce costs while providing best-in class health insurance for public employees and retirees across the Commonwealth. The plan has been recognized as a leader in providing cutting edge, free to low cost benefits such as telemedicine, transparency, diabetes support, wellness, behavioral health and substance abuse support. Engagement is always the key to every benefit component – especially in health care benefits. This session will provide you with examples of Implementing innovative health care strategies and the positive financial results that can be gained.

B10: Compensation Basics and Trends (1)
Tiffany Cardwell, CCP, PHR, SHRM-CP, CTA, HR Consulting Princinpal, MCM CPAs & Advisors LLP
Debbie Fisher, Director of Total Rewards, HRIS and Organizational Development, Tempur Sealy International
In today’s competitive environment, a company’s compensation practice is key to attracting and retaining top talent. In this session, you will learn about creating a compensation philosophy, understanding compensation basics and determining pay strategy. This session will also provide an overview of the primary components of compensation, market pricing basics, as well as sample variable incentive plans. We will walk through an exercise of market pricing a position as well as an example of an incentive plan design for that position.

B11: Wellness Program Design for a New Day and Age (2)
Travis Burgett, President, Integrated Corporate Wellness Solutions, LLC
Ryan Byars, Vice President, Integrated Corporate Wellness Solutions, LLC
Wellness programs have been around for decades, yet today’s companies and the employees who work for them struggle to gain traction with old school approaches to wellness programming. New approaches are required and we will look at three new approaches to wellness programming: utilizing data to drive wellness efforts and measure ROI within your wellness program, balancing technology based tools with personal touch and face to face interactions, and developing specific and targeted wellness initiatives as opposed to the traditional broad based strategies typically used in wellness programming.

B12: Benefits Are No Longer Voluntary (2)
Paula Frizzell, Chief Gratitude Officer/Partner, Frizzell and Associates
Benefits Are No Longer Voluntary Paula C. Frizzell, Frizzell and Associates Lexington, KY In a world where social media feed is peppered with “Go-Fund-Me” and “Donate Now” campaigns to pay for unexpected and unplanned medical or burial expense it is essential that we re-evaluate what were once considered “Supplemental and Voluntary” benefits. A jar on the counter of nearly every convenience or gas station asking for help for an employee sends a strong message that a paycheck and major medical coverage are no longer enough. These benefits are now considered “Employee Paid” benefits. Learn how to integrate “Employee Paid” benefits with your chosen major medical via riders, special programs, and technology available from most top rated carriers. Creative solutions providing financial wellness for your employees.

B13: Cash vs. Non-cash: Developing the Right Incentive Program to Drive Employee Motivation (2)
Brad Shuck, PhD, Associate Professor, University of Louisville
In the employee incentive space, cash is king! Overwhelmingly, employee’s tell us that money motivates, and organizations have in many cases responded. More money though, can mean more problems. Often, developing the right employee incentive plan is a moving target. Recent research in behavioral economics shows that a purposeful and well-developed incentive plan, balanced with intrinsic forms of motivation can propel employees to do their best work. Intrinsic forms of motivation, combined with the right incentives, at the right time, can go a long way in driving a compelling value propositions for employees at all levels. But what kind incentives are best? Using the latest decision-science research, explore the world of employee incentives and the individual and organizational outcomes of cash vs. non-cash based incentives. This evidence-based, yet interactive and relaxed presentation is designed for those at all levels of experience and interest levels. Is cash king, let’s find out.

B14: The Big, Bad Retirement Plan RFP (2)
JeanneFisher, CFP, CPFA, Senior Financial Advisor, ARGI Investment Services
The DOL recommends ‘shopping’ your retirement plan every 3-5 years. You know now is the time to do it, but you don’t even know how where to begin. This presentation will give you step-by-step instructions on how to run a prudent and organized RFP for your retirement plan. Attendees will learn how to draft an RFP, who to communicate with, how to evaluate responses, and how to guide your committee through the decision-making process. There’s no need to re-create the wheel! Learn from our experiences and save time, money and your sanity!