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Human Capital Conference

18-21 October 2015Palmer House Hotel | Chicago

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Winds of innovation

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EY would like you to join our top Human Capital professionals from around the globe at the 2015 Human Capital Conference, which will be held from 18-21 October 2015 at the Palmer House Hotel, Chicago.

We will be hosting a variety of sessions including an innovative networking session that will be led by you, the attendee. This session will focus on topics chosen by you and provide new insights into the top-of-mind issues many of your peers are facing today.

Breakout sessions will cover an extensive array of timely and insightful topics, including HR transactions, short-term business travelers, global immigration developments, developing talent in a global environment and analytics that will explore how the concept of analytics has been applied across a number of case studies, including examples of how new technologies are making it easier to visualize your data.

With 25 breakout sessions to choose from, you will be able to design a personalized program to best suit your individual needs. Through the breadth of experience and insight provided by our speakers, presenters and facilitators, we are confident that you will walk away with innovative ideas and perspectives on how to successfully manage the challenges that your organization faces today.

This year’s conference will also feature compelling guest speakers Greg McKeown, author of the NY Times and Wall Street Journal bestseller Essentialism: The Disciplined Pursuit of Less and Erik Wahl, innovator, business strategist and author of the bestselling book UNthink, as well as EY thought leaders who alongside your peers will share insights, success stories and best practices on how organizations have successfully leveraged their human capital investments.

You will also have the opportunity to schedule time to meet with members of our Human Capital practice to discuss issues that most affect your business. Private meetings may be scheduled at the time of registration or by contacting the private meeting team.

We look forward to seeing you in Chicago!

Kind regards,

Anabela Silva Tatyana KovalchukPartner, 2015 Human Capital Conference Partner, 2015 Human Capital Conference Co-Sponsor Co-Sponsor

Welcome

We look forward to seeing you at the event in October.

Palmer House HotelAddress: 17 East Monroe StreetChicago, Illinois 60603, USATel: +1 312 726 7500

If you have any questions about the conference, please contact:

Nicola BriggsTel: +44 20 7951 1912Email: nbriggs@uk.ey.com

Randi SchonfeldTel: +1 212 773 3039Email: randi.schonfeld@ey.com

If you have any questions about private meetings, please contact:

Jayne Lee-WrightTel: +44 77 9566 6607 Email: eyglobaltaxevents@uk.ey.com

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15:00—15:30 Break

Concurrent breakout 2

15:30—16:45 It’s always something. Developing and maintaining an immigration compliance framework

How to successfully socialize the value of mobility to the C-suite

What’s new in global mobility policies — is a one-size-fits-all approach or segmentation the way to go?

Short-term business travelers: senior management buy-in, program design and implementation, and beyond

Social Security: the ongoing quest for compliance

16:45—17:00 Break

17:00—17:30 Wrap-up

18:30 Coaches depart for International night

19:00—23:00 International night

Agenda

Sunday, 18 October 201516:00—19:00 Registration

19:00—22:00 Welcome cocktail reception

Monday, 19 October 201507:00—08:30 Registration

07:00—08:30 Breakfast

08:30—10:30 Welcome and Plenary 1: Guest speaker — Greg McKeown — Essentialism: The Disciplined Pursuit of Less

10:30—11:00 Break

Concurrent breakout 1

11:00—12:15 How to successfully integrate internal functions with mobility

Developing talent in a global environment — pursuing success with the employment value proposition

Global payroll — your most undervalued asset

Mobility and transactions

Analytics: creating actionable insight through data

12:15—13:30 Lunch

13:30—15:00 Plenary 2: Peer-to-peer networking — a rare opportunity (client only)

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Tuesday, 20 October 201507:00—08:30 Breakfast

08:30—10:30 Plenary 3: Erik Wahl — The Art of Vision

10:30—11:00 Break

Concurrent breakout 3

11:00—12:15 Total Reward Investment Optimization (TRiO)

Know your XYZs: leveraging generational motivations to enhance recruiting, retention, mobility strategy and performance

From here to there: developing and launching a global enterprise people strategy

The user experience: how to transform mobility services through a user-experience lens

Policy solutions and specialized programs to support international assignments globally

12:15—13:15 Lunch

13:15—14:30 Plenary 4: How technology is changing the role of HR

14:30—15:00 Wrap-up

15:00—15:30 Break

15:30—18:00 Private client meetings

18:30 Coaches depart for gala dinner

19:00 Gala dinner

Wednesday, 21 October 201508:00—09:00 Breakfast

Concurrent breakout 4

09:00—10:15 Reshaping global mobility policy — contribute to HR transformation through the strategic alignment of the company global mobility policy

The power of video — taking your employee communications to the next level

Managing severance payments in a global tax compliance framework

Enhancing mobility through integrated tax and immigration

Putting expatriate compensation data to work for you

10:15—10:45 Break

Concurrent breakout 5

10:45—12:00 The HR function: blow up or grow up?

Volkswagen satisfaction survey: the spirit and worries of a global employee assignment

The contingent workforce — are you aware of the traps to avoid?

Unleashing the value of HR transaction

Bombardier’s global mobility function transformation: where next?

12:00—12:15 Break

12:15—13:45 Closing plenary: Dr. Tassu Shervani with wrap-up huddle

13:45 Lunch

13:45—15:00 Financial services

Getting ahead of the game: managing corporate immigration from the front foot

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Private meetings

Please let us know your meeting requirements as soon as possible, so that we can schedule your meeting accordingly. Meetings will be allocated on a first-come, first-served basis. If your requested timings are unavailable, we will do our utmost to provide a suitable alternative for you. Your meeting schedule will be confirmed to you on-site in Chicago.

Contact:

If you have any enquiries regarding the private meetings, please contact:

Jayne Lee-Wright+44 77 9566 6607 eyglobaltaxevents@uk.ey.com

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Plenary sessions

Plenary 1: Welcome and keynote speaker Greg McKeown — Essentialism: The Disciplined Pursuit of LessAuthor of the New York Times and The Wall Street Journal bestseller Essentialism: The Disciplined Pursuit of Less, Greg McKeown is a business writer, consultant and researcher specializing in leadership, strategy design, collective intelligence and human systems. CEO of THIS, Inc., a company whose mission is to encourage people and companies to spend 80% of their time on the vital rather than the trivial, Greg will open our conference by offering his engaging insights into why some people break through to the next level and others don’t. He will inspire participants to challenge conventional wisdom about what drives success.

Plenary 2: Peer-to-peer networking — a rare opportunityAs a busy professional, you may rarely have a chance to exchange views and insights with your peers, let alone with 200 of them from many of the world’s leading organizations. But you will this year during this networking plenary.

In this session, we will break into smaller groups, led by attendees, and discuss specific topics of interest, chosen by you. Skilled EY facilitators will also be on hand to bring out insights and then help you share the outcomes with the entire audience. You will set the agenda for the session, so please let us know what topics you would like us to consider. We will select the most popular topics for discussion and share these with you ahead of the conference.

Plenary 3: Erik Wahl — The Art of Vision Graffiti artist, speed-painter, best-selling author and entrepreneur, Erik Wahl is both an innovator and a business strategist. He uses his on-stage painting as a poignant visual metaphor for his core message, encouraging organizations toward profitability through innovation and superior levels of performance. Author of the bestselling book UNthink, Erik’s creativity adds a new dimension to the usual motivational message, one sure to inspire and entertain this year’s conference attendees.

Plenary 4: How technology is changing the role of HRThis interactive plenary session will bring together experts to help you think of the digital economy in new ways. We will discuss how technology is leading HR departments to explore and challenge the past norms. This team of professionals will help you to identify future-state aspirations and how technologies can help to align and integrate HR and business strategies. This will be completed while also considering risk-identification criteria and mitigation strategies for successful technology adoption.

Closing Plenary:Dr. Tassu Shervani — the workforce of the futureA Marilyn and Leo Corrigan Endowed Professor at the Cox School of Business at SMU in Dallas, Professor Tassu is a consultant in the areas of global strategy and organization, shareholder value, business models, innovation and business development. During this closing plenary, he will demonstrate how looking at basic demographic data, there is a need for four types of diversity — gender, generation, ethnic and global. Global diversity is best served by locating in the right regions and countries, and focusing on mobility as the “topping” to create value from a global workforce. Mobility then helps develop a cadre of leaders who are global in their outlook and experiences. It’s a not-to-be-missed plenary.

The conference will close with a wrap up that looks at what the future will hold for today’s businesses.

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Breakout sessions

Developing talent in a global environment — pursuing success with the employment value propositionThe constantly challenging talent crunch and evolving global environment have influenced PETRONAS, a global oil and gas company, to ”reimagine” the moving forward propositions to attract, develop (motivate) and retain talents across its global operations.

Mobility as a talent component under the PETRONAS Employment Value Proposition (EVP) is being re-focused as the strategic driver in a greater talent management ecosystem. Specifically driving talent development, the mobility strategy works hand-in-hand with the propositions of sourcing the right talents and driving a pervasive performance culture where a wholesome rewarding experience is created to maintain motivation in the face of the current global environment.

To date, PETRONAS has taken an aggressive role in developing its people through involvement of the highest levels of leadership in decisions to mobilize the right talent into the right environment. The re-positioning of mobility as the strategic vehicle has steered focus for reward from merely competitive remuneration to acquiring meaningful career growth within the organization, which thereon elevates the stature of the company workforce to be agile, resilient and distinctive.

How to successfully integrate internal functions with mobilityConfronted with increasing volumes and complexity of mobile employee programs, it is vital for global mobility to effectively manage compliance and risk — not only on the individual assignment level, but also on the cross-functional and organizational level.

The global mobility function is challenged to successfully integrate with the functions that it depends on, to execute its mission and to be a reliable business partner to functions that depend on global mobility to be compliant and mitigate risk. By successfully integrating with cross-functional stakeholders, global mobility can demonstrate its increased importance and value to the business and gain access to, and the confidence of, leadership and stakeholders. This session will:

• Explore the internal functions that global mobility typically depends on to execute services and tasks

• Identify the functions and stakeholders that depend on global mobility to be compliant and mitigate risk

• Give examples of the successful deliverables and typical exchanges with these functions

• Go over potential risks and pitfalls when functions work in silos

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Global payroll — your most undervalued assetIn a world of economic uncertainty and fragile recoveries, your employees are asked to cope with many external factors that detract from productivity, job satisfaction and company loyalty.

Your payroll is the one global constant that impacts every employee and represents your commitment to them. Have you ever thought how your operational effectiveness and ability to uphold that commitment is impacted by business decisions? Are you ready for your company’s next acquisition/divestiture?

This session will explore this very fast evolving back-office operation and how companies can introduce performance improvement initiatives to prepare for the future.

Topics include:• Strategy — what are the present and future business challenges

that payroll will need to solve?• Regulatory environment — how will you need to adapt your

payroll policies to address future business challenges and talent management issues?

• Service delivery — how will your payroll model need to change in order to be able to execute payroll effectively in a more complex and volatile environment?

In this interactive session, we will be joined by guest speakers who will share their vision of payroll in the years to come.

Mobility and transactionsThis session will focus on the critical role that mobility plays in the success of a deal and how it links in with the broader activities that need to take place to get ready for day one go live. We will review the real-life experiences of companies going through a spin-off and the various issues, opportunities and challenges they faced while working through all of the key mobility areas, including tax, relocation, immigration and interdependencies with the rest of HR and the broader company when it comes to organizational development and strategy, as well as process and technology. We will also take a similar look at a company that went through a major acquisition and the similar activities that needed to take place to acquire and integrate a significant new organization. The session will focus on planning, execution, time sensitivities and the need to prioritize the most critical areas while addressing the new needs of the business for day one and beyond.

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Analytics: creating actionable insight through data The mobility landscape is shifting. Data, and the collection of it, is growing exponentially across the business, and how we use it in mobility is creating a gap between those organizations that are gaining a strategic advantage through the insights uncovered and those that are still viewing data as an operation asset.

This interactive presentation will show you how the power of data you have within your program can be used right now to deliver quick, valuable solutions to your program’s biggest challenges, while providing assurances that accurate data is driving value in the program along every step of the mobility life cycle.

The presenters will explore how the concept of analytics has been applied across a number of case study examples in mobility, provide insight into the steps you can take to deliver the best from your data and provide a roadmap of how to get there, plus provide live examples of how new technologies are making it easier than ever before to visualize your data.

It’s always something. Developing and maintaining an immigration compliance frameworksHow do you know if your immigration policies are working as intended? Come and listen to the Accenture journey in developing a comprehensive and consistent global immigration compliance program which measures, monitors, and enforces compliance, while at the same time, ensuring accountability and increasing awareness of immigration requirements.

An Egan LLP representative will share how the firm worked with Accenture for an independent assessment of its immigration program.

How to successfully socialize the value of mobility to the C-suiteIn this session, you will learn about the journey Scotiabank, Canada’s most international bank, took to evolve its mobility program, the steps taken to align the program to the strategic priorities of the bank and what it took to socialize that value to the most senior executive levels within the organization.

What’s new in global mobility policies — is a one-size-fit-all approach or segmentation the way to go?This session will explore the latest trends in the market, including the impact of megatrends on the development of global mobility policies, and how companies are overcoming these. We will be joined by two companies who will share their experiences on adapting their policies for different types of assignees, different regions and introducing flex versus core assignment benefits. We will also review the use of different compensation approaches and the impact on tax and cost.

Participants in the session will be encouraged to share their experiences on how they are adapting their assignment program to meet the changing needs of their business and assignees.

Breakout sessions continued

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Short-term business travelers: senior management buy-in, program design and implementation, and beyondThe compliance risks and obligations arising for international business travelers are complex and burdensome. Companies can be challenged when conducting their business and maintaining full compliance at the same time. Business managers may have been used to doing things in a certain way in the past; however, immigration and tax authorities have become more sophisticated, leading to an increase in questions and detentions at the border, tax penalties and audits.

While these compliance risks are generally understood by mobility or tax teams, the bigger question is how to effectively manage these risks in your organization.• Buy-in from senior management is generally required before a

program can be approved for development and implementation. But how can you get this buy-in?

• Once you have buy-in, how should you finalize the design and subsequent implementation of your processes or program?

This session provides detailed insight into how these difficult questions can be tackled, as well as the design and implementation of processes to assist with managing compliance.

What is clear is that there is no one-size-fits-all solution. Three organizations with different approaches will take you through their journey to date, what has worked well, their key challenges and what is next on their business traveler agenda.

Social Security: the ongoing quest for complianceEY’s International Social Security (ISS) survey has revealed that companies continue to face a number of challenges and issues when navigating their way through Social Security compliance obligations. They are also experiencing a lack of clarity when assessing the effectiveness of their Social Security policy. This lack of clarity has contributed to the final issue — a need for greater cost management and reduction methodologies.

This session will cover considerations to administering Social Security for your expatriate population. It will walk through the thought process from a client of the insourcing/outsourcing decision, as well as outlining the issues to consider when creating a policy for those expatriates who experience gaps in Social Security coverage.

Finally, the session will provide a summary of the key global ISS developments in the last 12 months, as well as an insight into those that are just around the corner.

Total Reward Investment Optimization (TRiO) Are you getting the optimal return on your investment in total rewards?

For most organizations, total rewards represent their single largest expense. But is it an expense? Or is it an investment in your people? Viewing it as an expense may sabotage your ability to make sound, strategic decisions that will grow and sustain your business. Seeing it as an investment raises game-changing questions about how to optimize the investment. But, answering these questions requires new tools and techniques.

Come hear about EY’s new Total Reward Investment Optimization (TRiO) technology and how it can help you take a more effective approach to managing total rewards.

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Know your XYZs: leveraging generational motivations to enhance recruiting, retention, mobility strategy and performanceA robust performance culture takes into consideration the organizational cultural characteristics that fuel performance in the human behavior that drive those attributes. Too little time is spent, however, evaluating the generational differences that impact talent strategy and mobility strategy. What motivates Generation X does not necessarily motivate Generation Y or the upcoming Generation Z.

Understanding these generational motivations, and how to leverage that knowledge for effective talent and mobility-strategy planning, will assure that your talent and mobility strategies are aligned with the career strategies and goals of an ever-changing workforce.

From here to there: developing and launching a global enterprise people strategySince 2010, Caterpillar’s Human Services Division (HSD) has been on a journey to elevate HR’s value and impact to the business, by focusing on a set of HR must-wins that are strategically aligned to their overall business strategy. Together with the business, HSD successfully executed on these must-wins and in the process, gained the trust and confidence of the business — resulting in it asking HSD to provide even more to support their refreshed enterprise strategy in 2014.

In response, Caterpillar’s Chief Human Resources Officer (CHRO) and global leadership team made the decision to take HR beyond the table stakes and must-wins and develop and launch a future-focused global enterprise people strategy that delivers a promise to their people, equal to the promise Caterpillar makes to their customers and shareholders.

During this session, Caterpillar’s CHRO/VP of HR Kim Hauer and EY’s Scott Leuchter will share what led Kim and her team to develop and launch an enterprise people strategy, the process and approach they used and the lessons learned during the process. In addition, Kim will discuss the global business, workforce and talent trends as well as assumptions that informed their strategy design and development process.

The user experience — how to transform mobility services through a user-experience lensGlobal mobility professionals are frequently challenged with the complexities of mobility processes and compliance, while often working in an environment of disjointed connectivity with internal stakeholders (HR, compensation and benefits, payroll, the business). This is often further complicated with multiple service providers (relocation, tax, immigration). Employees often feel the effects of this fragmentation, and it can lead to frustration and negative assignment or relocation experiences.

This session will look at the steps both Honeywell and Genentech’s Global Mobility Services team took to improve the user experience and their goal to “make mobility easier” for the HR community and employees. The presenters will discuss:• Tools used to identify the scope for change and to implement

those changes• Lessons learned• How to improve metrics

Breakout sessions continued

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Policy solutions and specialized programs to support international assignments globallyAre your international assignment policy solutions and special programs aligning with the businesses goals? How do you frame your policies and build the right level of flexibility for talent management and growth? Segmentation of the workforce and managing the policies that support global moves, while achieving the businesses goals, is becoming more critical for the global mobility function; how does this affect your function? Creating the balance of talent attraction and worker reward vs career development is getting harder as the geography of global workforce changes with pace. Helen Walton, Director of Global Mobility at Astra Zeneca, will share Astra Zeneca’s journey with policies and programs and how one can often drive the other.

Reshaping global mobility policy — contribute to HR transformation through the strategic alignment of the company global mobility policyIn this session, you will learn about the business transformation initiatives currently in place in AgustaWestland (the Step Change and Service Excellence programs) as well as the impacts and requests to the HR department that drove the HR transformation.

We will walk you through the steps for a general HR transformation model, from HR infrastructure to HR capabilities to global mobility policies.

The power of video — taking your employee communications to the next levelVideo is the secret sauce to communicating with your mobile employees. At this session, you will learn some tangible ways to use video to drive your mobile employee experience.

Come and hear how Cisco is using video to transform their mobile employee experience. The power of video is that it creates a personal experience in a scalable, low-touch way. It cuts through the noise and gets your message across to your mobile employees who are bombarded with communication from many sources. Cisco welcomes mobile employees to their services, introduces them to their relocation manager and sets expectations about their journey ahead — all through videos strategically triggered at critical mobility lifecycle milestones.

You will see how Cisco leverages the power of video and take away some easy to implement ideas for your company.

Managing severance payments in a global tax compliance frameworkIn this session, we will take a detailed look at the specific area of termination payments and consider how your employment tax framework can manage the risk of both cross-border and in-country terminations. Exposure often exists where there is a disjoint between corporate functions — HR, finance, tax — because of the sensitivity of the issue.

We will look at the key risks, best practices and recent developments worldwide in order to help develop global policy and governance for an employer, as well as managing the sensitivity and financial implications for the employee.

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Enhancing mobility through integrated tax and immigration Businesses continue to demand from their mobility teams and advisers a holistic approach to managing the long-term or short-term moves of their people. This allows for maximum speed of deployment and the best understanding of costs and issues for consideration at the outset.

Couple this with the revenue and immigration authorities working increasingly closer together to identify risk areas and non-compliance, and the need for an integrated approach to these matters becomes even more critical.

Hear in this session how one global organization has looked to address this problem by integrating tax and immigration across all of its working platforms with the overriding commitment to deliver outstanding customer service to the business and its assignees.

Putting expatriate compensation data to work for youThis session will demonstrate how your organization can leverage your compensation data to drive business intelligence. Topics covered will include program-demographics analysis, financial metrics, cost analysis, cash flow, accruals, cost-estimate variances and project-cost planning.

The HR function: blow up or grow up?The talent agenda has never been higher, as globalization, technology opportunities and cost pressures combine to demand new skills in leadership and the workforce at an ever faster pace of change.

This agenda ought to be the preserve of the HR function, and yet, in many organizations (despite successive attempts at transformation), HR is not seen as rising to the challenge — to the extent that it has been argued in this year’s summer Harvard Business Review that “It is time to blow up HR … and replace it with something new.”

In this session we look at whether HR can instead “grow up” in this changing environment through building new business and analytical skills, shedding the cocoon of administrative tasks and building a new and more mature relationship with business leadership.

Volkswagen Satisfaction Survey: the spirit and worries of a global employee on assignmentAmong Volkswagen’s worldwide population of approximately 4,500 foreign service employees, a global survey is conducted every two years in order to gauge morale, work and team spirit and obtain general feedback. The fields surveyed are pre-assignment, collaboration of HR home and host country, partner support, family challenges, vendor coordination, reintegration, post-assignment, etc. This allows Volkswagen to take corrective actions, should they be required.

Learn more about the concerns and experiences of foreign employees on assignment and see the methodology and the results of the latest Volkswagen survey as well as the follow-up actions defined.

The contingent workforce — are you aware of the traps to avoid?In today’s ODE (on-demand economy), companies are relying more and more not only on their own workforce to get the job done, but also on the external, or contingent, workforce.

The increasing recourse to this contingent workforce raises complex HR labor law (and even tax) issues and may expose corporations to financial, criminal and reputational risk. Awareness of these risks is key to ensuring that the appropriate compliance tools are put in place in order to avoid unexpected liabilities and costs.

In this session, we will discuss the key risks and costs related to workforce noncompliance.

Breakout sessions continued

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Unleashing the value of HR transactionsWhen a company undertakes corporate deals such as initial public offerings (IPOs), mergers, carve-outs, spin-offs or partnerships, its deal value can be adversely affected when the many HR facets of the transaction are not properly analyzed and managed. Among other variables, it is imperative to identify and address the impact of people issues in order to enable the post-transaction phase to capture the additional value-add originally envisioned in the transaction.

Businesses must correctly assess the post-transaction workforce profile, address talent gaps, identify and retain critical employees, and understand proposed deal risks and enablers. During this session, EY and corporate presenters will share practical insights on people-related issues that should be on the radar of any company considering a corporate deal.

Bombardier’s global mobility function transformation: where next?In today’s changing environment, companies require well-designed and efficiently operating global mobility programs — based on the right organizational structure, equipped with tools and processes to support business priorities and drive the organization to out-grow and out-perform its competitors. But what works today may not work well tomorrow, and the global mobility function needs to be constantly aligned with business strategy to deliver its full potential.

In this session, participants will have the opportunity to learn about Bombardier’s global mobility function transformation, consisting of merging the two global mobility functions each previously run independently by the Aerospace and Transportation divisions. Cost pressures, inconsistency in case delivery and different policy interpretations were the key drivers of the transformation. Participants will leave with useful insights on the importance of change of environment, how to get stakeholder buy-in for the project, requirements for change management and communication, as well as Bombardier’s experience in moving from strategic to implementation mode.

Financial servicesThis session will be a facilitated discussion including valuable polling information that will cover current key organizational challenges in the financial services sector while sharing experiences on the best ways to address them.

Getting ahead of the game: managing corporate immigration from the front footThe world of immigration is complex and rapidly changing. We are pleased to invite you to join a select client group, together with a team of EY immigration professionals from around the world, for a luncheon to discuss how to improve outcomes for your company’s immigration program.

Please join us as we explore best practices in navigating complex immigration requirements, confusing and protracted process, and conflicting geopolitical influences so that your company can be well-positioned to manage risk and uncertainty in this critical business function.

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Travel A taxi from O’Hare Airport to the Palmer House Hotel will take around 40 minutes, depending on traffic, and costs approximately US$50 one way.

The City of Chicago has a very integrated train and bus system. Current rates are US$2.50 per ride and passes may be purchased at a kiosk at every train station. The train system goes to both O’Hare International Airport and Midway International Airport. Visit the Chicago Transit Authority website (http://www.transitchicago.com) for additional information.

O’Hare Airport• The blue line train is located at the airport • Take CTA blue line train (blue line — southbound-loop) • Get off at Monroe and Dearborn stop• This will leave you 1 block west of the Palmer House at

Monroe and Dearborn

Midway Airport• The orange line train is located at the airport• Take CTA orange line train (orange line — north-loop)• Get off at the State/Van Buren CTA stop• Walk .26 miles on N State Street• Turn right on E Monroe

If you would like to book a private transfer, please send your travel details directly to:

Worldwide Destination ManagementContact: Aileen CaleroTel: +1 855 993 3784Email: operations@worldwidedestinationmanagement.com

Passports and visasPlease ensure that your passport has at least six months’ validity. Kindly check visa requirements with your travel agent or local embassy before traveling. If you require a letter of invitation for your visa application, please contact sharon.costa@ey.com.

Should you require accommodation in Chicago, EY has reserved rooms at the Palmer House Hotel for the nights of Sunday, 18, Monday, 19 and Tuesday, 20 October at the special rate of:

US$249 per room per night (single or double occupancy), excluding tax (16.40 % per room per night).

Palmer House HotelAddress: 17 East Monroe Street, Chicago, Illinois, 60603, USATel: +1 312 726 7500Check-in: 15:00Check-out: 11:00

Please see the Accommodation and logistics page on the registration website for the link to the hotel.

Please note that accommodation will not be booked for you at the Palmer House Hotel unless you book it yourself using the EY reservation link above.

As the reserved rooms are limited in number, please book your accommodation no later than Friday, 25 September to avoid disappointment. Special room requests are subject to availability. Please note that nights outside the period of the program will be determined by the hotel on a space and rate availability basis.

In the event you change any of your details, please make sure that your travel, transport and accommodation details match up. For any changes to your hotel reservation, please contact the hotel directly. EY will not be responsible for any cancelations or changes to your room reservations.

Accommodation and logistics

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Registration costs:

Early registration client (ends 31 August) US$2,300 Client registration (beginning 1 September) US$2,800Clients 3 + from one company US$2,300 per personEY registration US$2,950International night guest fee US$100 per guestGala dinner guest fee US$200 per guest

The costs do not include travel or accommodation expenses.

Contact us

For all enquiries, please contact:

• For general event information please contact Nicola Briggs on +44 20 7951 1912 or Randi Schonfeld on +1 212 773 3039.

• For private client meeting enquiries please contact Jayne Lee-Wright on +44 77 9566 6607.

• For any technical questions please contact our helpline on +44 20 8481 3313.

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