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Join retired Major, Chief of Detectives Stephen Campbell;attorney Rebecca Bruch; Undersheriff Robert Quick; and Labor Relations Contractor Jeanne Greene from 1:00pm to 4:30pm in this deep dive of NRS 289. 

Clarifying agency and officer expectations is the key to positive and responsible culture.  Informing officers of the rights they are entitled to, and not entitled to, is vital for effectively managing your officers.  In this training, we will: 

• Use realistic scenarios to demonstrate the crucial role of HR departments in internal affairs investigations.
• Informing entity HR personnel of their critical role in NRS Chapter 289 investigations. 
• Highlight how law enforcement can leverage knowledgeable entity HR personnel to achieve better outcomes in NRS Chapter 289 investigations.
• Feature insights from an experienced trial lawyer, law enforcement veterans, and a current labor relations practitioner with extensive knowledge in this complex field.   

Four (4) POST credit hours are pending for this training.  

Join us for a social hour immediately following.

Check in at the registration table for your name badge and swag bag, then grab a bite from the continental breakfast spread. 

POOL/PACT HR General Manager Stacy Norbeck delivers a welcome message to members and outlines the agenda for the 2024 POOL/PACT HR Leadership Conference.

Have you noticed Fear, Adversity, Mindset and Excuses to name a few are often the difference makers for those that are truly successful and those that aren’t? 

We all face them each and everyday, but a select few know how to overcome them. So how do you overcome these obstacles that we all face every single day both personally and professionally?

You teach your organization a model that speaks to their inner core, mindset and thought process to breakthrough these barriers.

That’s where David comes in. The “One Decision Away” Philosophy

Objectives:

1) Having a Vision
Often we think about what we truly want to achieve but we must have the Vision within
ourselves, to live it, to breathe it, to read it and to focus on it so everything we do is in
alignment with making our Vision become a reality.

2) Our Mindset
If our mindset isn’t strong we will constantly let life’s circumstances dictate how we respond.
But when we flip that upside down we learn that we cannot control what happens to us but we
can control how we react. A positive focused Mindset is the most powerful tool for one’s
success.

3) Sense of Urgency
We often talk about the things we are going to do and accomplish. We talk about starting
“tomorrow” or “someday.” It’s the start that stops most people. But the fact is tomorrow is not
guaranteed and success is never convenient. It will never be the perfect time to start. It’s about
creating it.

Join your peers from similar entities to discuss the issues on your mind right now. The groups will include:

1. Special Districts - Room Emerald A
2. School Districts - Room Emerald B
3. Counties - Room Emerald C
4. Cities and Towns - Room Emerald D
5. Public Safety - General Session Room Grand 1, 2, 3

Grab a cup of coffee and get ready for the next session. 

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Download AI generated podcast about this presentation.

In this session, participants will learn some of the basics terms and technologies that drive this current wave of artificial intelligence. Appropriate use of generative AI will be discussed along with the HR policy implications for its use inside organizations. By the end of the session, attendees will be walking away with plenty of ideas for a policy framework to help keep their employees and organization safe in this ever-evolving landscape.   

George McEwan

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Abrasive leaders rub their co-workers the wrong way. Their words and actions create interpersonal friction that grates on subordinates, peers, and even superiors, eroding employee motivation and organizational productivity. Abrasive conduct can range on a continuum from mildly irritating to severely disruptive (otherwise known as workplace bullying). Changing this behavior is possible, but it takes backbone and focused effort.

Participants will walk away with a clear picture of how to quickly and accurately diagnose workplace bullying behavior, and how to make a well informed decision on whether to terminate the employee or fix the behavior.

This interactive session will engage participants in the following:

• Early identification and diagnosis of abrasive behavior
• Reflection and forecasting on past, present and future bullying situations
• Understanding management's role in behavior change
• Understanding why abrasive behavior is tolerated for so long in many organizations

Mark Batson Baril

A brief 10-minute transition break for attendees to move between sessions.

Room Emerald A: Responding to Requests for Employee-related Public Records with Scott Husbands - Nevada Office of the Attorney General
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* Understand the legal framework and regulations governing public records requests for employee-related information.
* Learn best practices for handling and responding to employee-related public records requests efficiently and in compliance with legal requirements.
* Identify potential pitfalls and risks associated with disclosing employee information and how to mitigate them.
* Develop strategies for maintaining confidentiality and protecting sensitive employee data while fulfilling public records requests.

Room Emerald B: Managing Educational Due Process Claims for School Districts with Stephanie Bedker - Freeman Mathis & Gary LLP
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Room Grand 1, 2, 3: Embracing the Human Side of HR Training with Jeff Coulam - Carson City

The core of every HR training is people.  But how do we ensure that people remain the primary focus to make training more engaging, meaningful, and effective?  This session will reveal how a child’s cancer diagnosis became the driving force for a human resources and learning development professional to embrace the human side of training.  Together we will explore the value of purpose, vulnerability, engagement, and partnership in creating and facilitating better people-focused trainings.  By the end of this session, attendees will be able to:

• Discover or reignite their purpose and passion to make trainings more enjoyable for both the trainer and participant.
• Embrace their own vulnerabilities and imperfections to keep training focused on the people.
• Engage and involve participants for memorable and effective learning experiences.
• Partner with subject matter experts to provide content participants need to learn.

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Please join us for a discussion surrounding two recent cases, one from the Supreme Court of the United States and the other from the Ninth Circuit Court of Appeals.  The Supreme Court decided to water down the test that is used for adverse actions in the context of discrimination claims which has the potential to significantly expand the number of discrimination claims from employees.  The Ninth Circuit recently held that a coworker's Instagram page could provide a basis for an employee's hostile work environment claim against a governmental employer.  This case raises a plethora of issues including the adequacy of investigations, off-duty conduct, and first amendment retaliation.

Jonathan McGuire

Join us in rooms Emerald A - C for cocktails and appetizers, mingle with friends (new and old), and chat with our expo vendors to learn about services available to you through POOL/PACT. 

POOL/PACT staff welcomes you and outlines the agenda for the final day of the 2024 POOL/PACT HR Conference.

Discover the power of internal strategic communications and collaborative competition to ensure everyone is able to improve their craft in an environment of trust and psychological safety. 

Will Baggett

Stretch, grab some coffee, and make your way to the breakout session of your choice in the Emerald Rooms. 

Room Emerald A: Translating Respectful Intentions into Respectful Action: Transgender 101 with Pryce Scott - Northern Nevada HOPES
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Inviting people to enter the conversation without fear, we will discuss the basics of transgender people, having transgender people in the workplace, and special considerations that can be made in policy and procedures. 
 

Room Emerald B: Supporting Moms at Work: Navigating Legal and Practical Accommodations for Pregnant and Lactating Employees with Kimberly Cullen - The Childrens Cabinet and Charity Felts - Univerity of Nevada, Reno

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* Review the legal obligations for accommodating pregnant and lactating workers, including relevant regulations and standards.

* Learn practical strategies and best practices for applying legal requirements in the workplace to support pregnant and lactating employees effectively.

* Identify and address common challenges and barriers in accommodating pregnant and lactating workers, with actionable solutions.

Room Grand 1, 2, 3: Supporting Mental Health in the Workplace by Ethan Opdahl - Specailty Health
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In this session, participants will explore actionable strategies to foster a mentally healthy work environment. The presentation focuses on creating a supportive culture, offering accessible mental health resources, and empowering both employees and leaders to prioritize well-being. 

Take advantage of this extended 25-minute break to go check out from your hotel room (check out time is 12:00 PM). Meet us back in the general session room for the next presentation at 11:00 AM.

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• Learn techniques for managing and de-escalating interactions with First Amendment auditors and difficult citizens, ensuring compliance with legal and organizational policies.
• Explore strategies to minimize disruptions and maintain order in public spaces.
• Examine real-world examples to identify best practices and lessons learned.

Rebecca Bruch

Join us in rooms Emerald A - D for a hosted lunch and a few raffle prize drawings. But we still save the best for last - our grand prize give away will occur at the end of the final session today (about 2pm). You must be present to win - stick around and you could be a winner!

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Leading people and cultivating a culture where relationships, behaviors, and emotions drive us to thrive is one of the biggest challenges of being an organizational leader. People leaders spend an average of 8 hours per week on conflict management. 85% of employees report experiencing some type of conflict in their daily lives right now. 65% of employees say they have never received conflict resolution or communication training. It is common for employees to hit ""burn out,"" conflict to fester until someone blows, and we somehow find ourselves spending 80% of our time putting out fires or managing a crisis. This workshop will focus on sharing strategies for navigating difficult conversations, building accountability across your team, and cultivating radical care in the workplace with integrity and improved effectiveness. If you have feelings of stress when thinking about the relationships, obstacles, conversations, or challenges you are facing at your organization, this workshop may be just right for you.

Session Objectives:

• Increase ability to negotiate and navigate in difficult conversations
• Improve relationships across the team and build team integrity and accountability
• Resolve conflict more effectively with improved cohesion across the team
• Implement new communication strategies to create spaces of trust and care
• Align professional and the mission of the organization to employee coaching and strategic action planning

Christine Perigen-Fonner