July 2016 - MVHRA Connections
Become a Millennial Magnet:
Ten Ways IT Can Make Companies More Millennial-Friendly
by Nancy S. Ahlrichs, SPHR
Organizations are turning to the best and the brightest Millennials to fill their entry-level customer-facing positions, project specialist positions and supervisory training programs. But the technology gap between small and medium-size employers and potential young hires could easily be enough to stop the hiring process even before it gets started. This same gap could increase new-hire turnover in any organization if the new hire is less than 30 years old. It therefore behooves Human Resources to team up with IT to make their companies more Millennial-friendly.
If you’re in charge of hiring and retaining talent, here are ten ways you can work with IT to make your
organization a Millennial magnet:
1. Upgrade your website navigation and speed, with a direct link to your careers page.
More than half the visitors to your organization’s website go straight to the careers page—if it
is one click from the homepage. If not, it’s adios! Nothing relevant to job seekers should be
more than one click away. They must have a way to easily apply for positions online—and
2. Upgrade your website content. Assuming that you have speed and ease of navigation,
then content is king—with photos and videos, of course! Showcase your culture with photos
of work and fun. Feature 30-to-60-second clips of long-term and short-term employees
speaking about “Why I work for the Best Corp.” Be sure to list benefits, including healthcare
coverage, flexible work arrangements, partner benefits, training opportunities, career
development methodologies, average training hours, and more.
3. Showcase your culture on the website and on flat-screen TVs in the lobby. Show your
diversity through photos of real employees (not models) doing their jobs and also enjoying
employee picnics, sporting events, holiday parties, etc. Showcase your employee recognition
efforts so that job seekers are able to tell in advance what is valued.
4. Enable mobile job applications. According to an April 2013 Wall Street Journal article, 33
percent of Fortune 500 companies already have career portals optimized for smart phones.
This is good because by 2015 smart phones and tablets will take the place of laptops as the
preferred technology for accessing the internet. Since 2008, McDonald’s has enabled 25-to-
30-minute smart phone and tablet job applications. Mobile versions have dropdown boxes
instead of free-text boxes. In 2012 alone, McDonald’s received 2 million applications via this
technology. HR staff is happier to have less inputting.
5. Teach the CEO to tweet about “what matters.” Twenty-five-year-old job seekers are
tweeting and finding job openings through Twitter. “What matters” includes examples of
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A link for the Why Join MVHRA Video can be found below…..
October 2016 Luncheon - Celebrate Boss’s Day with MVHRA
Tuesday, October 11, 2016 from 11:15 AM to 01:00 PM
Boss’s Day 2016. Enjoy our guest speaker, KAY FITTES, CEO of High-Heeled Success, LLC. Kay’s topic of discussion will be: “Leading Men and Women to Impact the Bottom Line”
Have you ever been confident in your clarity of communication only to have it backfire on you? Maybe it was because you were speaking a foreign language. Men and women often speak a different language in the workplace, even in the year 2016. Join us on October 11 to learn some of the differences regarding our perspectives on teamwork, workplace relationships and communication idiosyncrasies both verbal and non-verbal. You’ll walk away armed with new strategies to help you succeed with both genders and impact the bottom line of your business.
Save the Date on your Boss’s Calendar
Each member that brings a boss will be put in a raffle to win a prize!
Registration for bosses will be at the Member Rate ($19.00).
11:15 AM - 11:30 AM: Registration & Networking
11:30 AM - 12:00 PM: Announcements & Lunch
12:00 PM - 1:00 PM: Speaker
This program has been submitted for recertification credit by the HR Certification Institute (HRCI) and SHRM Professional Development Credit (PDC).
Sinclair Community College
Building 12, Ponitz Conference Center
444 West Third St.
Dayton, Ohio 45402
Visit mvhra.org for more information and to register.
All registrations are to be made online, even if you will be paying at the door. Members and guests must register online first, then select the option to pay online or pay at-the-door. To pay at the door, ENTER and APPLY the MVHRA Promo Code: MVHRAPAYATDOOR at checkout when registering online.
• Reservations must be received by 12:00 noon on the Friday before the event and if not, you will be charged an additional fee for your registration.
• Cancellations must be received by 12:00 noon on the Friday before the event in order not to be billed.
• Contact Jennifer Walling Jennifer.Walling@mma-mw.com - regarding cancellations. All cancelled registrations are confirmed.
Two Reasons To Update Your Trade Secret Protection Strategies Now
By Matthew Bakota, JD, PHR
How does your company protect its confidential information and trade secrets? A new Federal law—the Defend Trade Secrets Act of 2016—highlights that now is the time to update your strategies for protecting your valuable business, financial, and technical information. Here are two reasons why:
1. The Act provides new Federal civil remedies against those who steal or fail to maintain the secrecy of your valuable information—but only if you’ve taken “reasonable measures” to protect the information.
For most companies, this new Act is significant mainly because of the following: (a) it adds a Federal civil cause of action and some strong new remedies in an area of the law that primarily had been regulated by the States; and (b) it opens the door to Federal court, without the need to satisfy some other basis for Federal court jurisdiction. Litigating in Federal court often can be preferable to State court for complex cases, but there are exceptions and many variables to take into account. Therefore, which claims to pursue, and where to pursue them, typically will depend on the specific facts of your case. Ultimately, this new Act at least offers your company some options.
But there’s a catch. Before any information will be treated as a “trade secret” covered by the new Federal Act, your company must be able to show that it took “reasonable measures” to protect the information. (This is a concept that generally exists in State law as well.) For the reasons discussed below, making that showing may not be as easy as it sounds.
The Federal Act includes a broad definition of “trade secret” that specifically includes tangible and intangible information, and information stored in electronic form. Combined with the Act’s “reasonable measures” requirement, this is an area that is ripe for litigation regarding what constitutes “reasonable measures” to keep electronically stored information secret. Companies should expect a lack of such measures to be an often-raised defense. Because federal law and federal courts (generally speaking) tend to be more current on issues pertaining to electronic data, companies should expect their security measures to be carefully scrutinized. Some companies could be in for a wakeup call if they venture into Federal court on a trade secret case.
Therefore, this aspect of the new Act highlights a need for companies to evaluate the security measures, if any, they are applying to any electronically stored information they believe should be entitled to trade secret protection. With out-of-date security measures, or measures that are too lax, your company risks losing the ability to pursue relief under the new Federal law. If that bad news doesn’t come until after suit has already been filed in Federal court, it could also lead to the dismissal of pending State law claims and loss of time and resources.
Assuming your company is electronically storing at least some such information, what is reasonable likely will depend on the size of your company. However, if you are not currently (a) restricting electronic access to such information, (b) cutting off the access of individuals that have separated from your company (including any contractors and/or consultants you may have granted access), and (c) doing at least something to prevent access by those outside of your company (especially competitors), then your efforts likely will not meet the level of reasonableness required by the Act. Therefore, the time to assess your company’s situation and take action is now.
2. Full relief under the Act is not available unless you have provided required notifications.
The consideration and, where desired, use of confidentiality, non-disclosure, and non-compete agreements should be an important part of your company’s trade secret protection strategy. Some companies also choose to address confidentiality and non-disclosure obligations through policies in their employee handbooks. Wherever and however your company addresses these issues, you should consider updates that incorporate some new notifications provided for by the Act. These notifications must be provided before your company can pursue its attorney’s fees and additional types of damages in a claim under the Act. Therefore, there are significant incentives to providing the notifications.
Specifically, the Act calls for companies to notify employees, contractors, and consultants that they are entitled to immunity under the Act from civil and criminal liability if they disclose a trade secret to a government official or attorney in confidence solely to report or investigate a violation of law, or in a legal complaint or filing under seal. If your company is not inclined to provide such notification for some reason (such as to avoid planting this seed with your workers), you must be aware that you are significantly limiting the remedies available in a claim under the Federal Act. That, in turn, may impact other decisions, such as the where to file a potential lawsuit against an individual or entity that may be misappropriating your company’s trade secrets.
With the above information in mind, the enactment of the Defend Trade Secrets Act is the perfect reason to assess and update your company’s approach to protecting its trade secrets. For additional information about how your company can do so, or for additional questions regarding the Act and how best to implement and take advantage of its provisions, contact Matthew Bakota at (937) 223-6003 or firstname.lastname@example.org. Matthew is licensed in Federal and State courts in Ohio and Kentucky.
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Federal Holidays through 2020
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Chase’s Calendar of Events – Special Months
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