Newsletter Detail

April 2016 - MVHRA Connections

 

 

 

 

MVHRA Connections April

Presidential Pen

Membership has its Privileges Congratulations!  Our chapter was awarded a Membership Superstar award by SHRM for the 2015 Silver EXCEL Award.  Thank you to our board members and all of our volunteers for their dedication and all the work you do to advance the HR profession. By achieving this award, our chapter distinguishes itself as an outstanding organization dedicated to serving the needs of our members and to the advancement of the human resource management profession. One of the most important things you can do to help us reach and maintain our goal is to make sure that if you are a member of SHRM and MVHRA, that your membership profiles accurately reflect this information.  So, please, take a moment and visit your MVHRA profile and make sure we have your SHRM member number on file; similarly, make sure your SHRM member profile shows your membership in MVHRA, chapter 194.  And if you are a certified professional, make sure that both profiles show all of your certifications. If you aren’t a member of SHRM national, I encourage you to go to www.shrm.org and see what they have to offer.

LaTonia McCane, SHRM-CP, PHR, GBA 


UP AND COMING!

SHRM Annual Conference & Exposition Annual Conference Chapter Delegation – Special Discounted Pricing! Act Soon! As announced in February, SHRM is excited to offer the Chapter Delegation Program for the 2016 SHRM Annual Conference & Exposition in Washington, DC June 19 – 22.  This is a great opportunity for our chapter members to take advantage of a $200 discount off the current registration rate of $1,520.  Our chapter must commit to having at least 5 chapter members attend. Contact our President Elect Cecilia Vocke, for additional information and to get your chapter’s unique promotion code and link to marketing materials. This program will run through Friday, April 8. 


HR Summit and Healthiest Employers

Working in partnership with the Dayton Business Journal, MVHRA will assist in identifying key industry themes and speakers. These form the foundation of the summit and permeate every layer of the content-rich program.  Please join us for these powerful HR geared morning sessions and a luncheon to honor our local HR leaders and Healthiest Employers!  You will leave feeling well-informed about keeping your organization's healthy and happy!  See advertisement below to learn more.  

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WORKFORCE DEVELOPMENT

The workforce development committee met on March 10th.   They discussed the three initiatives that they are going to focus on for 2016: (1) Support to veterans pre-employment training through WSU’s Aerospace Professional Development Center (APDC), (2) Support to the Centerville Library’s teen pre-employment training awareness, and (3) support to Jobseekers through the Dayton Public Library.  The next event on the docket that our members are participating in is the “Interviewing with Confidence” seminar at the APDC from 5:30-7:00 on the last Wednesday in April.  This is a re-occuring function the last Wednesday of every month.  (for more information contact dmsemsel@roadrunner.com)


WORKPLACE VIOLENCE

Some employers are requiring their staff to take the attached active shooter training created by FEMA.  Feel free to implement in your workplace.  After opening the link, click “take this course” on the right hand side.

http://training.fema.gov/is/courseoverview.aspx?code=is-907


NEW MEMBERS

NAME

TITLE

COMPANY

 

 

Belinda Wright, PHR

HR Manager

Premier ProduceOne, Inc.

 

 

David Glenn

HR Consultant

PSA Airlines

 

 

Nancy Raffoul, PHR

Human Resources Manager

Edict Systems, Inc.

 

 

Suzanne Stein

HR Coordinator

Clopay

 

 

Carmen Rodriquez

Student - Wright State University

 

 

 

Topher Bates

Employee Benefits Consultant

Arthur J. Gallagher (Business Partner)

 

 

Jen Egbert

Manager Organizational

Precision Strip

 

 

Stephen Nofzinger

Human Resources Manager

Clopay

 

 

Kathryn Fusco

Senior Human Resources

Cintas Corporation

 

 


Winner of the "Renew Early and Win" is........

Lisa Lyons & Joyce Whitaker!

If you renewed your 2015 MVHRA membership by December 31, 2015 you were automatically entered to win a free registration to the OH SHRM State Conference.  Lisa Lyons’s name was selected and will receive a gift value of $300 for admission to the conference in September 2016 compliments of Miami Valley Human Resource Association.  We also held a separate drawing for the board and Joyce Whitaker won.  Thanks to everyone for renewing your membership!  We value your membership and look forward to serving your professional needs.

 

SPOTLIGHT MEMBER

Jeffrey A. Mullins - Taft Stettinius & Hollister LLP?

Jeffrey A. Mullins – Lawyer of the Year Award


Jeff Mullins, a partner at Taft Stettinius & Hollister LLP practicing in the areas of labor and employment and health care law, was named “Lawyer of the Year” in the Labor Law – Management category by Best Lawyers 2016. Jeff has been included on the Best Lawyers list since 2009. Best Layers is the oldest and most highly-respected peer review guide to the legal profession worldwide. Ranked attorneys reflect the high level of respect earned among other leading lawyers and clients within their communities and the same practice areas for their abilities, their professionalism and their integrity. Jeff was the President of MVHRA from 2008-2009 and continues to support our organization as a subject matter expert and frequent presenter at chapter and professional development meetings. Please join us in congratulating Jeff on his most recent achievement.         

 


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GOVERNMENTAL AFFAIRS

EEOC to Begin Releasing Employers’ Position Statements to Charging Parties


Jeffrey A. Mullins, Esq. Jessica A. Lordi, Esq.
Taft Stettinius & Hollister LLP 40 N. Main Street Suite 1700 Dayton, Ohio 45423
Email: mullins@taftlaw.com Email: jlordi@taftlaw.com


The Equal Employment Opportunity Commission (EEOC) subtly announced on its website that it will now supply employers’ position statements and non-confidential exhibits to charging parties during an investigation. Employers, on the other hand, are not entitled to a copy of the charging party’s reply. These new procedures apply nationally and to all requests for position statements made on or after January 1, 2016.


Prior to the new procedures, the EEOC provided charging parties with a verbal summary of the position statement, but the charging party could obtain the position statement only after the charge was dismissed by submitting a request under the Freedom of Information Act (FOIA) or under Section 83 of the EEOC’s Enforcement Manual.


The EEOC continues to encourage employers to focus position statements on the relevant facts of the discrimination charge and to identify the evidence that supports the employer’s position. The EEOC also cautions employers to be careful when submitting “confidential information”, which may include:
1.sensitive medical information (excluding information about the charging party); 2.social security numbers; 3.proprietary commercial or financial information; 4.trade secrets; 5.personal information of witnesses, other employees, and third-parties (e.g. social security numbers, phone numbers, addresses, etc.).
The EEOC recommends placing such information in separate attachments titled “Sensitive Medical Information”, “Confidential Commercial Information”, “Confidential Financial Information”, or “Trade Secret Information” along with an explanation of the confidential nature of the information. The EEOC will review the employer’s justification for redacting the confidential information and may redact it before relaying it to the charging party.


Employers should be more cautious and thoughtful than ever in drafting position statements because the charging party will benefit from having access to the employer’s defenses and strategic positioning, which the charging party can use to draft its reply.  

 

The SHRM Foundation is off to a rocking start for 2016! So far this year, with your support, we have manage to raise $124.00!  We have a ways to go to meet our goal of $480.00, but I am confident we can do it.

At this month's luncheon, we will be conducting an Arm and Leg Raffle. The length of any arm in tickets (shoulder to wrist) will be $5.00 or leg (hip to floor) will be $10.00. The winner will walk away with a Gift Certificate from Massage Envy ($59.00 value) plus a Massage Envy Cup, Tote, and sample products.

So, bring your money and get in on the fun!  And, Thank You for your support! 

 

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MVHRA at the Dayton Dragons! Come join your fellow MVHRAers for a fun night of food, drink, and fun! We have reserved two Suites for MVHRA members and guests. When:  Tuesday, May 31st, 2016  7:00 pm, Gates open at 6:00 pm Early Bird Special!  $15 per person (MVHRA members may register themselves and one guest).  RSVP and Pay Online at www.mvhra.org.  

Each Ticket includes:
                Entry to Luxury Suite                 Dayton Dragons Hat                 All you can eat & drink menu

 

Sponsors for the event:

 

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EMPLOYMENT CORNER!

 Check out these exciting Human Resources job opportunities:

  • Internship – Graceworks Lutheran Services
  • Lead Talent Acquisition Coordinator – NuVasive
  • HR Generalist – IMC
  • Director of Talent Management and Learning – Wright State University
  • HR Business Partner – Wright State University
  • Recruiting Manager – PSA Airlines
  • Recruitment and Retention Manager- The Dayton Metro Library
  • Talent Acquisition Specialist- Dayton Superior Corporation
  • Human Resources Inter/ Dayton Office- Woolpert
  • Human Resources Generalist- Dayton Manufacturing Facility
  • Human Resources Director- Dorothy Love Retirement Community

To see full job descriptions and/or apply for these employment opportunities, please visit the MVHRA website and click Job Opportunities

 

April 2016 MVHRA Luncheon 

Tuesday, April 12th , 2016 from 11:15 AM to 1:00 PM

Presented by: Jackie Smith, Vice President, CareSource University

You may have heard the quote, “ The company that LEARNS the fastest will be the one that not only survives, but thrives.” In the current business environment talent development is becoming an even more critical business imperative. Although organizational leaders know that employee learning and development is important many companies still struggle to support, fund and implement a learning strategy to support organizational outcomes. In this discussion we will hear how to build the strategic case for learning with any level of resources through the journey of a local organization, CareSource.

Credits: This program is under review for recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).

Location:

Sinclair Community College
Building 12, Ponitz Conference Center
444 West Third St.
Dayton, Ohio 45402

Visit mvhra.org for more information and to register.

 


April 27- HR Collaborative- 7:30am – 5:00pm

Location : Sharonville Convention Center, 11355 Chester Rd. Sharonville, OH 45256

Topic: Navigating The Course: Leading the Way

Speakers: Mike Abrashoff, Keith Webb, Kelly Holden, Dow Scott, Keith Friends, Dr. Linda Gravett, Jenny Banner, Pamela Stroko, Dr. Stacie Holloway, Priya Klocek, Maggie Frye, Donna Chrobot, Cassandra Faroute, Julie Pugh, Lee Geiger

Register  here


LEGAL UPDATE!

“Tackling Legislative Changes”

Attorney Matthew Bakota JD, PHR

mjb@dmfdayton.com

Dunlevey Mahan + Furry, Labor & Employment Group, 110 North Main Street, Suite 1000, Dayton, Ohio 45402-1738
 

            The best football coaches prepare and work hard to put players in the right position.  Not just the right position in the lineup, but the right position on the field from play to play.  That’s especially important on defense.  A successful tackle usually starts by being in the right spot at the right time to bring down the ball carrier, while complying with rules that seem to be increasingly stacked in favor of the offense.

            There are a lot of similarities when tackling legislative changes in the labor and employment arena.  Advance preparation and hard work are necessary to get in the right position to tackle changes in the law.  And despite a current climate that also seems to be making things harder on the defense, there are some game planning strategies that companies can use to still come out on top.

1.                  Be cautious when it comes to proposed legislation.

The right timing is an essential part of the game plan as to proposed legislation.  Watching for new legislation and regulations is prudent, and information on the topic is more available than ever.  Often, however, the best strategy is to “R-E-L-A-X,” as Aaron Rodgers put it.  Most things that are proposed never become law, and the final version of a law can be vastly different from what was initially proposed.

Therefore, applying a few suggested rules about proposed legislation can help avoid an ill-timed tackle that’s too early or too late; both will draw a flag and lead to lost ground. 

Focus monitoring efforts mainly on jurisdictions in which your company does business—i.e., focus on your game first.  Remember that bills normally are not a serious threat to become law until (at the earliest) they have already passed one house and are being considered in another.  Political gridlock is real. 

As to rumored federal regulations, keep in mind that they typically are not a serious threat until proposed regulations have been published in the Federal Register. Finally, as to all of the above, caution must be exercised in a presidential election year.    

2.                  Analyze applicable legislative changes that seem likely.

Those rules notwithstanding, experienced HR professionals, trusted legal counsel, and trade/industry associations can help identify legislative changes that would apply to your company and seem worthy of your attention.  A current example could be the U.S. Department of Labor’s proposed changes to the rules on overtime pay eligibility.  While there is no guarantee that any changes will be enacted, many companies have contingency game plans in the works already.

Such companies have analyzed both the requirements and practical impact of the proposed new rules.  They have recognized that there could be new salary thresholds for determining whether workers covered by the Fair Labor Standards Act are eligible for overtime pay.  They also have recognized the likely practical effect—i.e., that many salaried workers who are currently exempt from overtime could become eligible for overtime pay.  This type of analysis and understanding is invaluable.    

3.                  Evaluate existing HR policies and practices.

When legislative changes are looming, proactive companies may consider an audit of current HR policies and practices potentially affected by a new law.  There are several benefits to such an audit. 

A properly conducted audit can evaluate a company’s compliance with current law.  That is a very tangible benefit, even if proposed legislation is delayed or tabled. 

An audit also will help determine the scope of HR policy and procedure changes that may be necessary if proposed legislative changes become law.  That could include, but not be limited to, identifying specific positions and employees likely to be affected by the proposed changes. Again, the DOL’s proposed overtime rule changes, discussed above, are a good example (which positions and which workers could be affected, etc.?) 

4.                  Budget for change.

The financial aspects of professional football (and maybe football at other levels) simply can’t be ignored.  Similarly, some new legislation can make or break a company’s financial budget.  Once again, the DOL’s proposed overtime rule changes are a good example of this.  Having to pay more overtime could be a budget-buster for a company that fails to plan in advance. 

5.                  Consider affected employees.

Most football coaches have learned that a poorly handled mid-season lineup change can hurt a team’s culture and morale.  Similarly, advance consideration should be given to how pertinent legislative changes may be explained to affected employees (whether before or as changes become effective). 

For example, reactions by some employers to overtime rule changes may not be welcomed by their workers—i.e., a worker switched from salaried-exempt to hourly non-exempt status may not like that, but it may be necessary to help the company better manage wage and overtime costs under the new rules. 

Using a different but just as recent example, some employees obviously may not have appreciated that even a state constitutional amendment legalizing marijuana would not have given them the right to use and/or be impaired by marijuana while at work.  They also may have been surprised to learn that employers could continue to use reasonable work rules and regulate their workplace to ensure a safe work environment free of hazards; that employers need not permit impaired employees to perform work, regardless of state marijuana laws; and that federal laws, such as the Americans with Disabilities Act, still do not provide protections to even medicinal marijuana users.  Further explanation would have been necessary.

6.                  Timely implement changes that become law.

Finally, companies obviously should act quickly to comply with proposed changes that become law.  The grace period between a new law’s enactment and its effective date often can be helpful, but it shouldn’t be taken for granted.  Just like in football, good clock management is essential.

Ultimately, most companies with a plan similar to that described above should find themselves in good position to tackle even the most challenging legislative changes.

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