In Part I, we heard from experts on how small to mid-sized manufacturers can understand, develop and leverage their ability to attract and retain a skilled workforce. The central theme was creating the right cultural, technological and employee-benefit enhancements which you can implement now and see immediate and significant results.
 
Part II will build on this theme by developing three additional strategies: 
Create an environment where legal compliance is the floor, not the ceiling – go beyond requirements and do what is right regarding employees and:

• Pay issues
• The #MeToo movement and beyond
• Workplace violence
• Employee compliance issues you might have missed
• Use creative benefit programs that allow employees to cater to their diverse needs knowing one size does not fit all.
• Pre-tax 125 plans – paying for more than just insurance premiums
• Wellness programs
• Create effective communications strategies where you know the full risks and rewards.
• Lunch with the Boss
• Opinion surveys
• Open door policies
• Employee committees
• How to and when to blow your own horn.

Who should attend: 
Owners, executives, managers, supervisors, HR personnel.

About the Presenters:
Robert G. Brody
In 1997, Robert G. Brody founded Brody and Associates, LLC, a Labor, Employment, and Benefits law firm which represents management. Before founding Brody and Associates, Bob was a Managing Partner for Jackson Lewis, one of the largest Management Labor and Employment law firms in the United States. He is licensed to practice law in Connecticut, New York, Michigan, Illinois, and the Mashantucket Pequot Tribe, as well as admitted to nine United States District and Circuit Courts of Appeal. Bob has been in private practice for over thirty years. As a counselor, he aggressively solves client personnel issues using common sense and thirty years of experience.

Katherine M. Bogard
As an Associate of Brody and Associates, LLC, Kate represents employers in both Labor and Employment matters. She also provides counsel to management on daily employment issues such as anti-discrimination laws, leave, and best hiring and firing practices, among many others. Prior to joining the Firm, Kate worked with Baker, Donelson, Bearman, Caldwell, & Berkowitz, P.C. in Memphis, Tennessee where she represented employers in employment disputes covering wage and hour claims, discrimination, sexual harassment, and retaliation, both in court and before administrative agencies.