Meeting

Learn how to use modern neuroscience to rewire your brain for happiness.

Learn why happiness increases productivity and staff satisfaction.

Take away practical, new, evidence-based tips and techniques that you can apply to your personal and professional life.

Hey, all! Hope you are all staying warm during this bitter weather we’re going through! Below is the information for our February meeting. We’ll have our regular meeting from 11:30 – 12:00, followed by a presentation from Debra Keller on background checks. Laws regarding background checks can be confusing and misunderstood, which can lead to expensive lawsuits. Debra will give us some insight on how to handle background checks efficiently, effectively, and legally. I hope you all can join!

We want to get our committee back on track and get ready for a new year! We are having our regular monthly chapter meeting on a different day and time this month due to a free program to follow. If you did not receive an invitation, please contact Carol Smith. We will plan on introducing the 2021 Board Members as well as discussing some plans for the new year.

Dorene Rusk from Voc. Rehab will be joining us to talk about the benefits of using resources such as Iowa Vocational Rehabilitation Services to find workers for your company. This job pool not only helps our businesses find qualified, skilled employees, it also helps individuals with disabilities maintain some independence in their lives. Dorene has worked as a Rehabilitation Association with IVRS for 4-1/2 years covering Union County. She has served on the area 14 Workforce Development Board for the past eight years.

Regular monthly meeting to preceed our guest speaker.

Participants will be able to walk away with the following:

1) When has an employee said enough to "notify" the employer of a FMLA request or ADA  accommodation request?

2) When should the employer request medical information, and how can we use this information?

3) Who should be included in the ADA interactive process?

4) How should we be training our supervisors?

4) Who determines what is reasonable and are we expected to be the accommodation experts?

5) When does FMLA overlap with the ADA?