To make a reservation for the next CCHRA program, simply click the "Register Now" link.  The fee for our regular programs, which includes beverage and lunch, can be made through PayPal using Visa, Mastercard, American Express, Discover or your PayPal account, or is payable by cash or check upon entry the day of the program.  The fee for our regular programs for members with a reservation by the required deadline is $25. The fee for a non-member with a reservation is $40. The fee for members and non-members without a reservation (walk-in) is $45.  The registration deadline to receive the reduced rates is by the Thursday prior to the Thursday meeting. However, if you are unable to register by the deadline, we still encourage our members to come at the walk-in rate ($45).  On-line registrations will not be accepted after the Thursday prior to the Thursday meeting.  After that date, please call Jo Warley at 831-645-1440 or email her at reservations@cchra.org to register at the walk-in rate.  Payment can be made at the door by cash or check.

Cancellation Policy:

We definitely understand that unforeseen circumstances may arise that would prevent someone from being able to attend. Unfortunately, CCHRA has been burdened in the past with the expense related to reservations made that are not kept as we are billed by the meeting venue and catering services for the number of reservations received. Understandably, the Board of Directors and general membership prefers to manage CCHRA's funds in a more fiscally responsible way. If you reserve, and are unable to attend, please be sure to cancel in advance by NO LATER THAN THE THURSDAY PRIOR TO THE THURSDAY MEETING to avoid being billed although you were absent. To cancel, please send an email to reservations@cchra.org with a subject header of "cancellation and your name" or call Jo Warley at 831-645-1440.  If we do not receive your cancellation, we will need to bill you. Thank you for your understanding!

We look forward to seeing you at our upcoming program!

Investigating Errors and Determining Appropriate Responses: The Just Culture Model

March 11th, 2010

We all make mistakes occasionally.  When errors happen in the workplace, how should the employer respond?  Do we discipline an employee for any and every error that occurs?  What is the difference between human error, at-risk behavior, and reckless behavior?  How do these behaviors factor into decisions in the disciplinary process?  To find out, please join us for an informative presentation on March 11 to learn about a model developed in the healthcare industry called Just Culture that can be applied in many types of businesses and industries.

Born out of a need to promote the reporting of medical errors by employees in the healthcare industry to learn from them and to determine ways of not repeating these errors, a group of healthcare organizations joined together to develop the Just Culture model; one that creates a learning culture, fosters an open and fair culture, helps design safe systems, and manages behavioral choices.  The Just Culture model is flexible enough to apply in many industries.

Think about employees who operate machinery and equipment or those who work with chemicals. How about accounting errors?  When do mistakes point to problems in systems and processes?  When do mistakes require disciplinary action?

About the Speaker

Theresa Manley

Our presenter is Theresa Manley, Director of Clinical Operations and the Patient Safety Officer at the Palo Alto Division of the Palo Alto Medical Foundation.  Theresa has organization-wide responsibility for patient safety and nursing scope of practice.  She serves as a consultant and executive coach in various healthcare leadership programs.  Theresa is instrumental in the coalition that developed the Just Culture model and actively promotes the concepts of a fair and just culture in the workplace. 

Theresa earned her BS, Nursing from Florida State University and a MBA from St. Mary’s College in Moraga, California in 2001. 

Come hear this dynamic speaker on March 11 at the beautiful Corral De Tierra Country Club.  And don’t forget to pre-register…the cost which includes lunch and the program, is only $25 for CCHRA members ($40 for non-members) when you pre-register by the Thursday before the program.

 Conducting Internal Investigations

May 13^th, 2010

This presentation will discuss the importance of conducting an effective investigation into any allegation of employee misconduct including sexual harassment, discrimination, workplace violence and threats of violence, substance abuse, theft, and violations of the organization’s ethics policies.  We will provide  practical guidance on the skills necessary to conduct these investigations including how to:  ask effective questions, interview reluctant witnesses, interview the accused, access credibility, and arrive at a legally-defensible decision.  The attendees will learn how to prepare and utilize all of the necessary documentation which is needed as part of an investigation. 

About the Speaker

STEPHEN J. HIRSCHFELD is a founding partner in the San Francisco office of Curiale Hirschfeld Kraemer LLP.  He is also the founder and Chief Executive Officer of the Employment Law Alliance, the world’s largest network of labor and employment lawyers.  Mr. Hirschfeld practices in the areas of labor and employment law and related litigation.  He has substantial experience in wrongful termination and discrimination litigation, employment law counseling, collective bargaining, labor arbitrations, union organizing issues, and training management to minimize litigation and human resource problems.  Mr. Hirschfeld is a member of the Bar Association of San Francisco, the State Bar of California (Labor and Employment Law Section), the Missouri Bar and the National Association of College and University Attorneys, and a Fellow of The College of Labor and Employment Lawyers, Inc.  Mr. Hirschfeld is the author of Stopping Sexual Harassment In The Workplace:  An Employer’s Guide and Conducting An Effective Internal Investigation.  He is the author or co-author of numerous publications including Office Romance: Are the rules changing?; Policymakers, Take Note: The Force Is With Workplace Bloggers; Stopping Sexual Harassment:  An Employer’s Guide; Workplace Bullying: The Next Legal Frontier? and Workers Behaving Badly.  He was a contributing author for The CEO Contract:  Creating a Winning Partnership and How ADR Works.  Mr. Hirschfeld was named by Who’s Who Legal – Management Labor and Employment Law, Human Resource Executive and Lawdragon, The Expert Guide and AsiaLaw as one of the top  labor and employment lawyers in the United States.  He is listed in Northern California Super Lawyers 2007 and 2008.  He is regularly quoted and featured in publications such as The San Francisco Chronicle, The New York Times, Wall Street Journal, Los Angeles Times, Washington Post, Chicago Tribune, San Jose Mercury News and the Chronicle of Higher Education as well as contributing to national and local television and radio programs regarding labor and employment law issues.  He received his B.A., summa cum laude, from St. Lawrence University (Phi Beta Kappa) and his J.D. from The George Washington University Law School.