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Schedule At-A-GlanceTuesday, March 18, 2008

7:30 am – 4:30 pmRegistration & Resource Partner Showcase

Earn Up to 5 CEU Credits!

11:15 am – 12:30 pmLunch

7:30 am – 8:30 amBreakfast

8:30 am – 9:30 am(5) Concurrent Sessions

9:30 am – 10:00 amRefreshment Break

10:00 am – 11:15 amKeynote Session

12:30 pm – 1:30 pm(5) Concurrent Sessions

1:30 pm – 2:00 pmRefreshment Break


3:00 pm – 3:30 pmRefreshment Break


It is my pleasure to invite you to attend the 3rd Annual Spring

Assembly. Over the past few years, this event has brought together

thousands of HR professionals from virtually every industry and

company across Atlanta! The theme for this year is Human Resource

Champions, and we have an incredible agenda planned for this

exciting one day conference. With a dynamic keynote speaker and

over 20 concurrent sessions, partnered with a networking reception

and resource partner showcase, this event is certain to be an

opportunity you do not want to miss.

The Spring Assembly was created in light of the tremendous success

of the Southeast Human Resource Conference. For seventeen years,

SHRM-Atlanta has sponsored a two-day conference in the fall that

has proven to be a valuable resource for HR professionals throughout

the Southeast. In 2006, the Spring Assembly was created, making it possible to have a similar experience

earlier in the year in a one day format. We hope that both the spring and fall conferences add value to you

and your organization, and we hope that you take advantage of these wonderful events.

SHRM-Atlanta is pleased to partner with the SHRM Georgia State Council to offer this state-wide event.

Normally the Georgia State Council hosts a separate event but by working together we are pleased to invite

any member of any SHRM Chapter within the state of Georgia the opportunity to attend at the member rate.

Please join me in thanking our outstanding volunteers for their hard work and efforts in making the 2008

Spring Assembly a reality. It is because of them that this event continues to have such success. We

appreciate our volunteers and their commitment to our profession by giving back through SHRM-Atlanta.

In addition, we would like to thank Georgia Tech-College of Management for hosting this event. We are lucky

to have access to such quality facilities, and we appreciate their gracious hospitality and continued support.

On behalf of the SHRM-Atlanta Leadership Team and Board of Directors, we look forward to seeing you

on March 18th!

Sincerely,

Alisa P. Cleek

2008 SHRM-Atlanta President

Dear Colleagues,

On March 18, 2008, the human resource professionals in the State

of Georgia will have an opportunity to attend the very first SHRM

state-wide human resources conference, “HR Champions.”

The SHRM Georgia State Council and SHRM-Atlanta Chapter will join

forces to present a program

that is a “must” for all human

resources professionals. There

are excellent speakers, exciting

topics and great workplace

solutions. Don’t miss this

opportunity! Come join us,

bring a friend, and make this

event the very best. All Georgia SHRM chapter members can attend

the conference at the membership rate. Sign up today!

Sincerely,

Eunice M. Glover

SHRM Georgia State Council Director

Elliott FriedmanVP of Spring AssemblyElarbee, Thompson,Sapp & Wilson, LLP

Stephanie KallisVP of Annual ConferenceCardiovascular Medicine, P.C.

Candace KollasNetworking ChairWorkable Options

Justin ConnellExhibit Hall ManagerElarbee, ThompsonSapp & Wilson, LLP

Jim OttoExternal Marketing ManagerHayGroup, Inc

Beth Van LoonInternal Marketing ManagerMcDonald’s Corporation

Rita WilsonConcurrent Session ManagerGreenberg Farrow

Micah DysonPromotional Items ManagerCoca Cola

Kenny ZailKeynote ManagerMaking Teams ROCK

Lauren MoyerResource PartnerDevelopment Chair Consultant

Valerie FricksVolunteer ManagerCapstone Financial Partners

Greg HareEVP of ProgrammingOgletree Deakins

Tom DarrowGA State Council RepresentativeTalent Connections

Eunice GloverGA State Council Director

Del LeftwichGA State Council RepresentativeHughston Orthopaedic Hospital

Thank you to the 2008Conference Committeefor covering all the bases!Your dedication and hard work are appreciated!

Does Investing in Health Make Good Business - 5 Years Later

Is investing in health a movement or a fad? Learn how some leading

companies have implemented a “Value Based Benefit” design and

understand what were the metrics used to build the business case and

to track the results. You will learn about the VBD design process which

is focused on Data, Design, Metrics, and Process Improvement. Other

case studies will be shown to provide the breath and depth of the Value

Based movement. Lessons learned will be provided.

David Hom is a Vice President in the Strategic H.R. Initiatives Department at Pitney Bowes in Stamford,

Connecticut. Since 1992, Mr. Hom has been responsible for developing a nationally recognized and

award-winning integrated health care strategy that focuses on increased employee productivity through

disease, disability and demand management programs.

Mr. Hom received his undergraduate degree in economics from the State University

of New York at Albany and his MBA degree from Hofstra University.

He is co-author of Total Value/Total Return: Seven Rules for

Optimizing Employee Health Benefits for a Healthier

and More Productive Workforce and BeneFIT

Design: Seven Steps to Value-based

Health Benefit Decisions.

This year at SHRM-Atlanta, we will be delivering programs that provide our members with the opportunities to develop the

competencies needed to ultimately become Strategic Partners in their organizations. Ulrich identifies personal credibility as

a key competency that successful HR professionals must develop. There are a number of components to personal credibility,

and we are planning programming this year that will assist our members in practicing those behaviors. It is one thing to talk

about these ideas theoretically, but what our members want is some practical ways to put these concepts to work.

10:00 am - 11:15 am

Sponsored by GlaxoSmithKline

Sessions At-A-Glance Tuesday, March 18, 2008

These sessions are designed to enhance critical thinking, analytic and strategic planning skills andaddress business literacy, partnering strategy and developmental issues.

SHRM-Atlanta’s programming will be built around the four quadrants presented by Dave Ulrich in his classic book Human Resource Champions in which he defines

HR competencies into four quadrants:

Administrative Expert: Measurement and improvement of daily operational efficiencies and effectiveness of processes

(benefits, payroll, recruiting, training).

Employee Champion: Ensuring a fair & just, safe and secure workplace, helping employees understand where and how they add value, and providing

opportunities to learn and grow (legal, compliance, performance management and assessment, conflict management, coaching).

Change Agent: Increase an organization’s ability to implement change, enhance an organization’s culture of change, and interpret business

strategy and implement into HR’s areas of responsibilities (scorecards, metrics, culture, facilitation, organizational design).

Strategic Partner: Contribute to strategic discussions by providing the implications and costs within HR’s areas of responsibilities of proposed strategies,

align HR plans with approved business strategy, and measurement of results (executive strategy, business mastery, technology, financial).

These sessions focus on specific compensation and benefit practices and approaches to apply on the job.

These sessions address the challenging issues related to hiring and retaining the best workforce possible.

These sessions include various tools and techniques you can use in your daily work to manage the employment relationship and to reinforce and reward the individual employee’s contributions to the organization.

These sessions highlight the legal implications of workplace policies and practices and focus oncritical legal issues that affect the way an HR professional conducts day-today business.

Business Operations & Strategy

Compensation & Benefits

Employment Issues

Employee Relations & Communications

HR & The Law

Solving the UninsuredProblem Creating a300 Million Payer SystemRonald Bachman, FSA,MAAA, President & CEO,Healthcare Visions

Talent Management -Why It MattersHarry Osle, ManagingDirector, The Hackett Group

Strategic Diversity for the WorkplaceJon Walker, ProfessionalRegistered Master Trainer

Defining HR’sValue PropositionWilliam Schiemann, Ph.D., CEO, Metrus Group, Inc.

Retirement Plan Feesand NegotiationAl Otto, ChFC, CLU,Investment AdvisorRepresentative of Securian Financial Services, Inc.,Executive Vice President,White Horse Advisor

How HR Can Educate the Healthcare ConsumerAndrew Ceccon, ChiefMarketing Officer,OnlineBenefits,An A.D.A.M. Company

The Pension ProtectionAct of 2006 and DefinedContribution PlansBruce H. Wynn, Partner,Morris, Manning& Martin, LLP

The True Cost of IllnessDavid Rearick, DO, MBA,CPE, VP of MedicalManagement, StrategicBenefit SolutionsStephen Cherniak, MS, MBA, Wellness Director, Strategic Benefit Solutions

Successful RecruitingStrategies for aTight Labor MarketLiz Hagestad, CertifiedRetention Specialist,Marketing Director, Pro Staff

Off Duty Conduct:When 5 to 9 Impacts 9 to 5Lisa Ballentine, Partner, Smith, Gambrell & Russell, LLPChristine Tenley, SeniorAssociate, Smith,Gambrell & Russell LLP

The Worst Kind ofTurnover: How to AvoidGetting BurnedJack Brantley, President,Fitability Systems, LLCPhil Davis, Senior VicePresident, FlexHR, Inc.

Road Map to Becoming an Employer of ChoiceRose Retter, SPHR,Advertising Sales Manager, Atlanta Journal-ConstitutionMargot King, President/CEO, OnSite Resource Solutions

Arbitration and Mediation - The Better Alternativeto LitigationChauncey Davis, RegionalVice-President, AmericanArbitration Association

The Hunt for SuccessTM - Change Managementand Vision fromThe African LeopardKivi Bernhard,Kivi Bernhard International

The Art ofPositive ConfrontationJoyce Divinyi, M.S.,Licensed ProfessionalCounselor, President,The Human Connection

The SIMPLE Method forKeeping EmployeesAccountable for ResultsBrian Miller, Consultant,Working Solutions

Getting Mad and GettingEven - Guarding AgainstRetaliation ClaimsMary Anne Ackourey, J.D.,Partner, Freeman Mathis& Gary, LLP

Contingent Workers:Who’s Their Employer?Jose A. De La Cruz, J.D., SEDivision HR Executive,Manpower Inc.

Employer or Big Brother:Responding to EmployeeBlogging, IM’ing andOff-duty ConductGinger McRae, J.D., SPHR, Senior Consultant,Employment Practices Solutions

Uniformed ServicesEmployment andReemployment Rights Act (USERRA)Amesheia Buckner, Employer Support of the Guard andReserve (ESGR)

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8:30 am - 9:30 am 12:30 pm - 1:00 pm 2:00 pm - 3:00 pm 3:30 pm - 4:30 pm

General ChangeAgent

Strategic Partner

Administrative Expert

Advanced EmployeeChampion

Audience Level: HR Champions Quad:

Session Descriptions Tuesday, March 18, 2008

Solving the UninsuredProblem Creating a300 Million Payer SystemRonald Bachman, FSA, MAAA, President & CEO, Healthcare Visions

Sixteen percent of Americans are uninsured - a situation that creates not only financial problems across-the-board, but also, for the uninsured, leads to lower quality care and unnecessary illnesses and deaths. CHT Senior Fellow Ron Bachman discusses how we can solve this problem - making the case that the answer does not lie in expanding government-run healthcare but through developing an expanded marketplace with more choices of higher quality at lower cost.

Retirement Plan Feesand NegotiationAl Otto, ChFC, CLU,Accredited Investment Fiduciary Analyst,, Investment Advisor Representative of Securian Financial Services, Inc., Executive Vice President, White Horse Advisor

Al is an expert on fee analysis and fee negotiation. He developed Plan Resource Allocation (PRASM), a proprietary tool to benchmark the total cost/value in retirement plans versus best in breed. Al has applied this analysis to hundreds of companies in the mid- to large-sized plan market. From Al’s perspective, the key to successful fee negotiation is complete information.

Successful RecruitingStrategies for aTight Labor MarketLiz Hagestad, CertifiedRetention Specialist,Marketing Director, Pro Staff

How can your organization remain competitive during a tight labor market? Do you know which positions will be nearly impossible to fill? What are the choices you have today and in the future for finding and attracting top talent? This workshop will cover sources, techniques and ideas that attract both the active and passive job seekers with the abilities and attitudes needed to meet your organization’s objectives. Key topics include: recruitment plan development; high-demand skill sets for the future; technology’s impact on recruitment; talent messaging; social networking and dozens of other recruiting ideas that will help you stay ahead of your competition.

Arbitration and Mediation - The Better Alternativeto LitigationChauncey Davis, Regional Vice-President, American Arbitration Association

We will give a brief overview of the arbitration process and the mediation process. We will also discuss mediation/arbitration versus litigation and the unique concerns regarding jurisdiction, venue and discovery. We will discuss the intricacies of arbitration and the benefits of mediation/arbitration including cost, speed, efficiency, maintaining business relationships and subject matter experts. We will provide sample language and what to include in a clause as well as where to use an arbitration/mediation clause and the benefits of doing so.

Getting Mad and Getting Even - Guarding Against Retaliation ClaimsMary Anne Ackourey, J.D., Partner, Freeman Mathis& Gary, LLP

A significant number of all EEOC charges now involve claims of retaliation. The success rate for plaintiffs withretaliation claims is among the highest of all cases both in terms of their win percentage and the average damage award. This seminar will address the common issues arising from retaliation claims, including: 1. Can you discipline for false charges? 2. How do you handle discipline issues for employees who have EEOC charges pending? 3. What are the preventive steps to take to stop retaliation claims from being filed? Model policies and a seminar article will be distributed as well.

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8:30 am - 9:30 am

General ChangeAgent

Strategic Partner




**Concurrent sessions are subject to change and current as of time of printing

Talent Management -Why It MattersHarry Osle, ManagingDirector, The Hackett Group

This session is focused on the tactical differences between WC and Median performers. Through this presentation, the audience will be able to understand why world-class HR organizations drive higher metric performance and achieve a better relationship with their operational stakeholders. The reality is that to be a “strategic business partner” HR must achieve the very thing that customers desire. For HR it is pretty simple: “give me the right person, at the right time, with the right skills, to do the right job”. For years, the majority of HR organizations have grossly underperformed in this area, only to frustrate their customers and drive greater costs in trying to achieve the goals. This presentation will clearly articulate the do’s and don’ts of achieving the TM goal and meeting stakeholder needs.

How HR Can Educate the Healthcare ConsumerAndrew Ceccon, ChiefMarketing Officer,OnlineBenefits,An A.D.A.M. Company

Elements of health care consumerism are finding their way into health plans, whether through new plan designs like high deductible plans or increased employee cost sharing in traditional plans. Thus, employees need guidance to assume the new responsibilities. For the first time, they need to become health conscious and financially savvy consumers. What is HR’s role in guiding them? This presentation explores the seven steps to healthcare consumerism, focusing on how companies can use an employee portal to assist employees. It will enable employers to identify portal strategies that will facilitate transition to a consumer-driven benefits environment and financial savings.

Off Duty Conduct:When 5 to 9 Impacts 9 to 5Lisa Ballentine, Partner, Smith, Gambrell& Russell, LLPChristine Tenley, SeniorAssociate, Smith,Gambrell & Russell LLP

We will address employees’ off duty conduct and ways such conduct can impact an employer’s work force. Topics addressed will include smoking, weight, political/civic/social activities, internet usage/personal web sites, alcohol use, personal relationships, second jobs, and high risk recreational activities. We will also discuss what options an employer has to address employees’ off duty conduct, when necessary. We will review and evaluate what types of internalprograms an employer could implement to assist employees with issues, such as obesity and smoking. We will further address potential civil liability that can arise when an employer attempts to regulate its employees’ off duty conduct.

The Hunt for SuccessTM - Change Management and Vision from TheAfrican LeopardKivi Bernhard,Kivi Bernhard International

A high energy and penetrating audio visual presentation that will take you on an imaginary safari, deep in the African bush. The African leopard, is the most successful and adaptable predator on earth. With incredible stage presence, Kivi will amaze and inspire audiences, as he articulates six Pillars Of Positive Predatory Thinking, gleaned from the hunting techniques and habits of this majestic animal. The concrete and tangible lessons-from-the wild, are only topped by award winning footage and an amazing motivational and inspirational experience. Invaluable paradigm shifts in how HR has traditionally approached change management, vision and business practice are introduced with incredible speaker skill. Kivi’s own hunt for success is woven into this presentation, as the story of his relocation to the United States from South Africa with only $860.22, some ten years ago, unfolds.

Contingent Workers:Who’s Their Employer?Jose A. De La Cruz, J.D., SE Division HR Executive, Manpower Inc.

Contingent (temporary) workers are becoming more prevalent in the workforce strategies of many organizations and many workers prefer the flexibility and variety offered by temporary work. Yet, there are co-employment issues inherent in the business relationship between organizations and their staffing company vendors. This session explores those co-employment issues and gives specific examples of how an organization takes on legal risk, when it doesn’t have to, by their actions in the process of obtaining and managing temporary workers.

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12:30 pm - 1:00 pm

General ChangeAgent

Strategic Partner





Session Descriptions Tuesday, March 18, 2008

Strategic Diversity forthe WorkplaceJon Walker, Professional Registered Master Trainer

In this highly interactive session, participants will learn how to strategically align their organization’s goals with the daily activities of its diverse population. Participants will learn how to utilize the individual talents within their organization, increase service delivery outcomes and accomplish the goals on their strategic plan.

The Pension ProtectionAct of 2006 and DefinedContribution PlansBruce H. Wynn, Partner,Morris, Manning& Martin, LLP

The presentation will discuss the major changes made to current law under the Pension Protection Act of 2006 that impact defined contribution plans.

The Worst Kind ofTurnover: How to AvoidGetting BurnedJack Brantley, President,Fitability Systems, LLCPhil Davis, Senior VicePresident, FlexHR, Inc.

Sometimes the worst kind of turnover is not the employee who quits within days, or even the employee who isterminated for cause. The worst turnover, financially speaking, is the person who gets off to an acceptable start but leaves some time within the first year, after the employer has invested months of salary and training, but before the new employee can contribute. Using case studies, this session will present proven ways to avoid getting burned: common causes, ways to detect potential turnover, and ways to minimize overall cost related to hiring decisions.

The Art ofPositive ConfrontationJoyce Divinyi, M.S.,Licensed ProfessionalCounselor, President,The Human Connection

Participants will learn specific skills for defusing emotionally charged situations and moving communications to a thoughtful, problem solving mode, using a simple model of the brain’s natural design. Managers and supervisors will learn how to avoid the stumbling blocks to effective confrontation, how to time positive confrontations to achieve the maximum outcome and how to end a confrontation with positive emotions, even when participants have significantly different perspectives.

Employer or Big Brother: Responding to Employee Blogging, IM’ing andOff-duty ConductGinger McRae, J.D.,SPHR, Senior Consultant,Employment PracticesSolutions

This presentation will explore problems caused by employee blogging, IM’ing and off duty conduct and the options available to the employer in response to this conduct. The session will provide guidance on fashioning responses that meet legal requirements and avoid the employer being branded Big Brother. Session attendees will gain insight into a growing area of conduct enabled by technology that can cause a public relations nightmare for an organization, as well as practical guidance on both preventing such problems and responding to problems when they occur.

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2:00 pm - 3:00 pm

General ChangeAgent

Strategic Partner





Defining HR’sValue PropositionWilliam Schiemann, Ph.D., CEO, Metrus Group, Inc.

This session will explore how strategic thinking and quantitative HR metrics can help HR measurably increase its net worth to the organization. It provides best practices in measuring, managing and maximizing the investment in human capital. This session explores three key questions: 1. What’s the relationship between business strategy, scorecards, people, and HR metrics? 2. How can metrics be connected to resource allocation decisions? 3. How can HR develop the ROI on human capital investments? Attendees will learn how to identify performance measures and develop results-based metrics for HR.

The True Cost of IllnessDavid Rearick, DO, MBA, CPE, VP of MedicalManagement, StrategicBenefit SolutionsStephen Cherniak, MS, MBA, Wellness Director, Strategic Benefit Solutions

Dr. Rearick and Mr. Cherniak will humorously educate why improving the health of your organization is the only long term strategy to control health care costs and improve worker productivity. What works and what doesn’t, mine fields from experience, how to deal with the ROI issue, and how to measure your program’s success.

Road Map to Becoming an Employer of ChoiceRose Retter, SPHR,Advertising Sales Manager, Atlanta Journal-ConstitutionMargot King, President/CEO, OnSite Resource Solutions

As the Atlanta job market continues to heat up, smart employers will take competitive steps in their messaging not only to attract the top talent, but also to deliver an outstanding candidate experience. Rose Retter of the AJCJOBS, and Margot King, Co-author of McGraw-Hill’s recently released Perfect Phrases for Perfect Hiring, team up to share some insider tips on how you can coach your hiring teams to: commandeer the right messaging for job postings that really work; connect with the passive candidate through job board access; cultivate positive street talk through all candidate touch points. Make your company stand out from the rest! Deliver a roadmap to your colleagues, be it recruiters orhiring managers that will turbo charge your company’s employment brand collateral.

The SIMPLE Method for Keeping EmployeesAccountable for ResultsBrian Miller, Consultant, Working Solutions

A manager’s job is to get work done through others. The key to any manager’s success is holding employeesaccountable for results. Unfortunately, many are overwhelmed by the time, effort and know-how required. They lookto you “HR” for help. SIMPLE Accountability is quick and effective: a 6-step method that gets results through goals,commitment and buy-in. This is not a traditional disciplinary process masquerading as an accountability model.It’s simple enough to learn and apply today and effective enough to positively impact your employees forever.

Uniformed ServicesEmployment andReemployment Rights Act (USERRA)Amesheia Buckner, Employer Support of the Guard and Reserve (ESGR)

When members of the Guard and Reserve return to work from active duty, what are your responsibilities as employersand where can you turn for assistance? You may already know that the Uniformed Services Employment andReemployment Rights Act (USERRA) protect job rights and reinstatement of benefits for individuals who voluntarily or involuntarily leave employment for military service. However, did you know that final rules were issued on the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) in December 2005? Are you familiar with these rules? ESGR support staff will discuss the ESGR mission, as well as employer requirements under the federal law.

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3:30 pm - 4:30 pm

General ChangeAgent

Strategic Partner





Resource Partner &Exhibitor Contract

FOR CONFERENCE MANAGEMENT USE ONLY:

PAYMENT METHOD (check one)

o Check or Money Order: Make checks or money orders payable to “SHRM-Atlanta”

and mail, along with your completed application to:

SHRM-Atlanta | 3525 Piedmont Road | Building Five, Suite 300 | Atlanta, GA 30305

o Credit Card (check one) o Visa o MasterCard o American Express

Credit Card # Exp. Date:

Card Holder’s Signature:

Printed Name:

Card Holder’s Billing Address:

CONTRACT AGREEMENTPlease be sure to review the Terms and Conditions, Payment Terms and Cancellation Policy and complete the payment options section. All applications MUST be accompanied by full payment in order to be accepted. We, the below signed company, having read and agreed to the terms and conditions hereof, The Official Contract for Resource Partner & Exhibitor Opportunities and services at the Spring Assembly, scheduled for March 18, 2008 at Georgia Tech - College of Management.

Signed:

Print Name and Title:

Date:

RESOURCE PARTNER & EXHIBITOR OPPORTUNITIESo SILVER $4,000 • Table top exhibit space with priority booth selection

• Brochure distribution to attendees

• Full page ad in program guide

• Three (3) conference registrations

• Post conference attendee mailing list

• Recognition in pre- and post-event materials

and on www.shrmatlanta.org

• Choice of silver sponsorship item (first-come basis)

• One 6 ft skirted table, 2 chairs, wastebasket, and sign

o BRONZE $2,500 • Table top exhibit space with priority booth selection

• Brochure distribution to attendees

• Half page ad in program guide

• Two (2) conference registrations


• Recognition in pre- and post-event materials and on

www.shrmatlanta.org

• Choice of bronze sponsorship item (first-come basis)


o EXHIBITOR $1,100 • Table-top exhibit space (first-come, first-served)


• One (1) full conference registration

• Company logo and description in Program Guide

• Recognition in pre- and post-event materials and

on www.shrmatlanta.org


o PATRON $275

CONTACT INFORMATION (please print or type)

Company:

Mailing Address: Ste/MS/Rm:

City: State/Province: Postal Code: Country:

Phone: Fax:

Web site:

Primary Contact Name:

(Will receive all correspondence pertaining to this event)

Title:

Phone: Fax:

(if different from above)

City: State/Province: Postal Code:

E-mail (required):

What is your company’s industry?

PAYMENT TERMSResource Partner & Exhibitor opportunities are limited, and

will be allocated on a first-come, first-served basis. The

opportunities are secured by faxing or mailing a signed

application with full payment to SHRM-Atlanta.

Full payment must be made upon submission of contract. If

payment is not received, SHRM-Atlanta has the right to refuse

this agreement. The following means of payment will be

accepted: Check, Money Order, Visa, MasterCard, and AMEX.

Requests for cancellations and refunds must be made in

writing. Cancellations received on or before February 1, 2008

will result in SHRM-Atlanta retaining $75 for each booth

space rented. Cancellations received between February 2 and

February 15, 2008 will receive a 50% refund. No requests for

refunds will be granted after February 15, 2008.

CANCELLATION POLICY:

If you have questions regarding the application, please

contact Jean Yahres, CMP, at 404.442.7335 ext. 8129

or send an e-mail to [email protected].

QUESTIONS:

Application Received:

Order Number:

Booth Number Assigned:

ATTENDEE INFORMATION (please print clearly)

First Name (as you wish it to appear on your badge):

Last Name:

Certification:

Company Name:

Address: Ste/MS/Rm:

City: State/Province: Postal Code: Country:

Phone: Fax:

E-mail (required for confirmation):

PAYMENT METHODSelecting the “check” option does not confirm your registration rate. Your registration will only be confirmed

once payment is received. You will not be admitted if you payment has not been received.

PAYMENT OPTIONSo Check o Money Order o Credit Card

CHECK OR MONEY ORDERS:

To pay by company or personal check,

please make checks payable to

SHRM-Atlanta. Please print this form

and mail with your check to:

SHRM-Atlanta

3525 Piedmont Road

Building 5, Suite 300

Atlanta, GA 30305-3306 USA

CONFERENCE REGISTRATION FORM

Register online at www.shrmatlanta.org or fill this form out in its entirety and submit via fax to 404.240.0998.

A separate form must be completed for each attendee. Please DO NOT mail/fax/e-mail a duplicate registration

as a follow-up to an already submitted registration. Online registrations will receive automatic confirmation

of receipt within three business days from the date the form is received.

If you have any questions

regarding this application,

please contact Jean Yahres,

SHRM-Atlanta Conference

Manager at 404.760.8129 or

[email protected]

REGISTRATION FEES & DEADLINES

EARLY REGISTRATION

Before or On February 15, 2008

o Early Member of any SHRM Chapter $250

o Non-Member/Join Now Rate $385

o Early Student $50

REGULAR REGISTRATION

Between February 16 and March 12, 2008

o Regular Member of any SHRM Chapter $295

o Non-Member/Join Now Rate $430

o Regular Student $75

CANCELLATION POLICY

Substitutions from the same company

are always welcome. Cancellations

received before February 8, 2008 are

100% refundable, less a $50 processing

fee. Cancellations received between

February 9, 2008 and March 3, 2008

will receive a 50% refund. No refunds

will be granted after March 3, 2008.

To be eligible for the applicable refund,

all cancellations must be submitted to

[email protected]. All

refunds will be issued within 30 days

after the conference. Please note that by

submitting this form, you are confirmed

to attend this event. If we do not receive

a cancellation notice (in writing) you will

be required to pay for this event even if

you are unable to attend.

Chapters are separate organizations

under the SHRM umbrella with separate

finances and products. SHRM-Atlanta is

not financially supported by the SHRM

organization and therefore can not

extend the member rate to SHRM

members, just as SHRM does not

extend the member rate at their events

to Chapter members. Both SHRM and

SHRM-Atlanta encourage you to join

both organizations and participate as

much as you can both locally and

nationally. Because this event is in

conjunction with the SHRM Georgia

State Council, and this event is serving

as the Georgia State Conference this

year, we are extending the member rate

to any person who is a member of any

SHRM Chapter in Georgia.

CREDIT CARD: (check one)Please charge conference registration only to my: o Visa o MasterCard o AMEX

Card Number: Exp. Date:

Card Holder’s Signature:

Card Holder’s Name (please print):

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2008 Spring AssemblySHRM-Atlanta3525 Piedmont RoadBuilding Five, Suite 300Atlanta, GA 30305 USA

SILVER

BRONZE

EXHIBITOR

ajcjobs.com

Express Personnel of Georgia

GA ESGR, PSS

Right Management

AAA Auto Club South

Andretti Entertainment

Avilar, Inc.

CBIZ Benefits & Insurance Services, Inc.

Conflict Management at Kennesaw State University

Dave & Busters

Employment Screening Services

escreen

Fitability

Georgia Federal Credit Union

GlaxoSmithKline

IBM Southeast Employee’s Federal Credit Union

LTC Solutions, Inc.

O.C. Tanner Company

OBrien Production

Ogletree Deakins

Paragon Benefits Inc.

Paycom

Ultimate Software

Wolters Kluwer Law & Business

A Special Thanks toOur Resource Partners!

(Current as of time of print)

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