Monthly Archives: July 2013

The Great Success of the Launch Event in Dallas takes The HR and Employee Benefits Summit to New York in January 2014


 HR professionals from across the region gathered at the very first Dallas HR and Employee Benefits Summit on July 15th and 16th to explore the benefits of this unique appointment-based format. United States Staffing Association was a supporter to the event. To the delight of its organizers, the launch was a tremendous success. Two days of highly targeted one-on-one business meetings between senior-level executives and the nation’s top solution providers, engaging educational sessions and networking at the highest level, resulted in nothing but praise from all the participants. Delegates commended the summit for its efficiency, flawless organization, strong educational component, and relaxed atmosphere: 

Delegate Quotes: 

“This was one of the best conferences I’ve attended in my HR career.” – The Children’s Medical Center 

“The summit was great, it exceeded my expectations, I got so much more than I expected.” – Centerplate 

“Very beneficial, good use of my time, I connected with several vendors/ products that were not on my radar but are now!” – Rosewood Hotels & Resorts 

Vendor Quotes: 

“We loved it” – Meyer Dunlap 

“Very beneficial, the delegates were professional decision makers and experienced in dealing with vendors. An excellent summit” – International Talent Management & Mobility 

In addition to the scheduled face-to-face appointments, all attendees had the opportunity to participate in six featured seminars presented by a lineup of nationally acclaimed speakers. The programme included current and inspiring topics from, increasing productivity and motivating a team to strategic leadership and making better decisions. They also covered ways to identify top sales talent and building a magnetic culture within their organizations. 

The summit in Dallas was a prelude to the lineup of events planned for 2014. 

Shane Doherty, the event manager quoted: “I was excited about the inaugural HR & Employee Benefits Summit in Dallas which met my expectations and much more. The event was a huge success with nothing but positive feedback from vendor and delegate alike. This concept was brand new to many of the attendees and to see a skeptic turn into a believer is truly rewarding. We are now focused on the New York HR & Employee Benefits Summit in January and looking forward to all the future business relationships that are being created from the summits we produce”. 

On January 27th, 2014 Forum Events Inc will be hosting the New York HR & Employee Benefits Summit. This will serve as a great opportunity for senior level HR & Employee Benefits Executives to explore the latest innovations from top solution providers. In addition they will network with fellow peers within the industry. 

For more information email 



5731 Rosin Way, Sarasota, Florida, 34233, Phone 941-925-7585, Fax 941-923


Appointment Based Events with Limited Competition


4 Key Benefits of the Employee Stock Purchase Plan for your Business.

Initially offered only by cash-poor Silicon Valley startups, later on available exclusively to company senior executives, stock purchase options are now accessible to other employee groups and are becoming more and more popular in old-line manufacturing and service firms competing for top talent.


Employee stock options (ESO) is the right given to an employee to purchase shares of company stock at a set price. Because a stock purchase option is designed to reward the employees for their contribution to the company’s growth, there are usually time limits on when it may be exercised. While the potential  benefits of stock option for the employees are pretty obvious, it is not always clear what’s in it for the employer.

Here are four key points outlining the advantages of  offering  employee stock purchase as an option:

 Attracting and retaining valued employees. Offering a personal stake in the company’s financial performance attracts motivated and skillful professionals who are interested in contributing to company’s improvement and success. They are also more likely to look for a long term commitment and growth opportunities within the company.

Employee incentive to make the company do well. Naturally, an employee who owns some of the company’s profits will be more motivated and invested in the company’s future and performance. Because the company’s success (and hence success of the stock value) relies on employees achievement, workers who own shares perform more effectively and are more dedicated.

Moderate cost.   The only real cost that the employer needs to bear is the cost of administrating the plan and the potential profit of selling some stocks at market value (since the employee gets to purchase it at a discounted price).

Postponed  requirement for immediate capital.  Employee stock options are a form of deferred compensation.  It can be offered in place of a pay raise to increase company’s available cash.  For new companies, it may be advantageous to lower the starting salary and commit to pay more in benefits in the future if, and only if, the company increases in value.

More articles on stock purchase options are available here

We’re overjoyed to hear all the positive voices about the format of The HR and Employee Benefits Summit!


 Dallas HR & Employee Benefits Summit 

July 15th– 16th, Hyatt Regency Hotel, Richardson, North Dallas, Texas

 Vendor Testamonials 

“We loved the event” 

Meyer Dunlap 

“Met contacts in a short amount of time, good concept” 

SumTotal Systems 

“Very beneficial, the delegates were professional decision makers and experienced in dealing with vendors. An excellent summit” 

International Talent Management & Mobility 

“This forum was much more organized than previous events we have attended. Quality of delegates were much better. Venue, food was awesome!” 

FEI Behavioral Health 

“Excellent Show and meaningful introductions were available beyond the 30 minute sit downs” 

Paycheck Direct 

“This forum was very effectivein developing possible business investments. I have more confidence this investment will have a good R.O.I” 

IRI Consulting 

“I was reluctant to come because I am a small business with limited funds but was pleasantly surprised that the people I met with were receptive and interested in my services” 

Personal Health Partners 


This is the property of Forum Events Inc 

5731 Rosin Way, Sarasota, Florida, 34233, Phone 941-925-7585, Fax 941-923-5806 

Appointment Based Events with Limited Competition

Business productivity at its best – The HR and Employee Benefits Summit in Dalals!



 Dallas HR & Employee Benefits Summit 

July 15th– 16th, Hyatt Regency Hotel, Richardson, North Dallas, Texas

A very special Thank you to:

our great sponsors

Paycheck Direct, Fei Behavioral Health, SHL, IRI Consulting, Personal Health Partners, Trinity, Tango Card, Sumtotal, ADP, Castligh Health, Meyer Dunlap, Hyatt Legal Plans, ChallengerGrayInternational Talent & Mobility Management

our speakers:

Kevin A. Sheridan and Timothy Hartwell

our Official Partner

The United States Staffing Association






5731 Rosin Way, Sarasota, Florida, 34233, Phone 941-925-7585, Fax 941-923-5806 

Appointment Based Events with Limited Competition

ASHRAE just published a new comprehensive guide on underfloor air distribution systems

The American Society of Heating, Refrigerating and Air-Conditioning Engineers (ASHRAE) has published a new comprehensive guide on the systems’ design, construction and operation.


UFAD GUIDE—Design, Construction and Operation of Underfloor Ai

According to the organization, this design guide provides assistance in the planning, construction, and operation of UFAD systems, while carefully detailing the major differences between UFAD and more traditional forms of space conditioning. UFAD GUIDE: Design, Construction, and Operation of Underfloor Air Distribution Systems incorporates updated results from laboratory and field experiments. Also included are simulation studies, manufacturer’s literature, design experiences from practicing engineers, as well as other relevant guidelines from users of UFAD. For those in the construction, building commissioning, and operations and maintenance industries, this design guide provides a wealth of information on an emerging technology, all while keeping in mind the typical flow of decision making.

Find the book here

Top Reasons Why Emergency Notification Systems Fail.

According to a national communications Regroup survey about 10% of emergency notification systems fail at least once during a crisis. Their most recent Regroup guide lists top 10 reasons why ESNs fail and provide tips on how your organization can prepare to avoid these common mistakes.


 Here are the 10 failure reasons in a nutshell:

  1. Failure to deliver messages in a timely manner.
  2. Failure to deliver messages to all recipients.
  3. Incorrect contact information, poor adoption rate.
  4. Local system failure or power outage.
  5. Insufficient communication mediums.
  6. Failure to execute or have cohesive plan
  7. Partial or complete failure of the system.
  8. False alarms, security breaches.
  9. Too many different systems, lack of interoperability.
  10. Lack of or insufficient training.

Read the full guide. 



Access Control Steps to Follow When Conducting Security Audits in Hospitals.

It’s one thing to have policies and procedures in place for high security risk occurrences and theoretically meet the security standards, yet another to be practically in compliance with them and effectively respond to emergencies.


That is why Join Commission requires hospital to plan and conduct regular tests for various emergency situations in healthcare facilities, such as natural disasters ( we all remember Hurricane Sandy or the tornado that roared through St.John Mercy Hospital the  all too well),  violence occurrences (active shooters, gangs, staff on staff, staff on patients, family on patients, patients on patients, family on staff etc), sudden influx of patients, abductions, etc.

One of the most effective ways to assure that your healthcare facility is prepared for these emergencies is to focus on security audits and compliance assessments: practice, analyze the results, and plan for improvements.

To successfully begin the audit process at your hospital, The Campus Safety Magazine suggests to follow these four aspects of access control:

  1. Lockdown Readiness  in many instances hospital must be able to quickly and efficiently lockdown  corridors, wings, or the entire hospital. Unfortunately, the results of a healthcare security survey conducted a few years back, showed results way below the desired range. 20% of the hospitals had a lockdown time of over 15 minutes and 7% of them weren’t able to complete the lockdown. Naturally, the larger the hospital, the longer the lockdown time. The survey emphasized, that in order to improve the emergency preparedness, hospitals need to drastically reduce the lockdown time.
  2. Creating a Lockdown System  Using the latest technology in in security hardware is no less essential than planning and practice. Among currently the best  options we have:hardwired electronic locks connected to the network for easy and rapid centralized management;or  a wireless electronic locking system that, in addition  to enhanced security of the hardwired system, provides flexibility  and simplicity of installation (minimal disruption to patients and easy integration with other electronic hardware). For a long time, there had been one lockdown shortcoming of the wireless technologies –   the communications delay. However, with the newer modular wireless locks, 10 seconds is the longest it will take to initiate the lockdown.
  3.  Control Access to Better Facilitate Lockdowns –  protecting patients privacy (rooms and records) remains crucial even during an emergency, such as patients influx. Its is therefore imperative to maintain perimeter access and control intra-facility movement. The latest advances in facility security  have been shown to go a long way in achieving that. An access control system with strategically placed  readers and electronic locking solutions not only  enables the instantaneous lockdown of a facility, but also provides  administrators with the autonomy to control traffic by  denying access  to  the perimeter or any intra-facility area. Additionally, there are now more options of integrating new solutions into your existing system.
  4. Credential Management – In addition to the credential plan for employees, each hospital needs a plan for banding and controlling the movement of prospective volunteers, whoa re major participants in emergencies. An access control system allows you to quickly add, delete or edit credentials of employees and temporary workers, as well as set up temporary access codes for contractors and volunteers. A wide range of credentials may be used: from the magnetic stripe and proximity cards to the smart card solutions.

 More details in the ‘Conducting Access Control Security Audits’ article in the Campus Safety Magazine.