Newsletter Detail

July 2016 - MVHRA Connections

 

JULY 2016 NEWSLETTER

 

President's Pen

Does Your Company Have an Enviable Workplace Culture?

Many years ago I worked for a company that was effecting change on a national level. It was known for excellence, vision, and world-class leadership. It had a clear mission and strategy. With my acceptance into this organization came the respect of my friends and family for the achievement of such an honor.

But within a few months, I began to realize the area where I was placed did not represent the values of the overall organization. The leadership was more interested in saving face than making decisions based on integrity. Staff members talked about one another in highly negative terms. Complaining and whining were the most common modes of communication. There was little respect for the contribution of others on the team.

A friend and I tried to swing things back to a positive place, but we were sarcastically branded "Danny and Darla Do-Right" since we wouldn’t participate in the negativity. Efforts to make central leadership aware of the toxic nature of the culture were directed back to department leadership—which, of course, was where the problems began. The department completely fractured toward the end of our assignment, and most team members left the organization hurt and disillusioned. I later learned the following:

Having a great workplace culture can appear to be rare—and creating one is elusive and near impossible for some managers. People are often frustrated by their culture, with some describing their workplace as being dominated by negative and toxic personalities, with underhanded and manipulative infighting that stifles growth, innovation and results.

There is nothing worse than working for a company that has a bad culture. It doesn’t matter how much money you make or how many weeks of vacation you are given; when you work in a toxic environment, you still come home tense and stressed at the end of each day. And it isn’t worth it.

On the other hand, there is nothing better than working for a company with a great culture. You wake up every day looking forward to getting back to work on the mission with people you enjoy being around.

I’m sure this list isn’t exhaustive, but here are a few signs taken from fast company.com that determine when great culture exists in your organization or company:

1. People are Waiting In Line To Join Your Team

It’s not because you are offering more money than they could find somewhere else. Many times the pay is less. But people have heard about your team, and they would give anything to be a part of it.

2. Turnover Is Low

You should especially pay attention to this in entry-level and mid-level jobs. Often top leaders will stay forever because it’s safe and the pay is good. But if you see people staying for an unexpectedly long time in facility care or accounting, you are probably looking at a healthy culture.

3. Top Leaders Are Not Insecure About Other Leaders Succeeding

In fact, they encourage it.

4. Gossip Isn’t Tolerated

It isn’t just the leaders calling for people to take the high road in their communication. At every level, gossip is shut down with an encouragement to speak directly to the individual.

5. Lateral Leadership Is Outstanding

Leading people below you is easy. That is, it’s easy compared to leading people next to you over whom you have no authority. A great culture sees people coming alongside their peers to encourage, or occasionally to correct and redirect.

6. Team Members Are Energized By The Mission

You hear leaders at all levels of the organization talking about the mission. It gives them energy, and they are constantly thinking of ways to get it done.

7. It’s Not Just A Job

People go to movies, hang out at one another’s homes, and sometimes even vacation together. This doesn’t mean they don’t have other friends, but they really enjoy the company of the people they work with.

8. The Team Believes They Are More Important Than The Task

There is a sense that, as employees, they really matter. They aren’t just people filling tasks; but the culture, systems, language, and structure communicate value. Even in tough times with salary freezes or benefit changes, the vibe is still, "You matter!"

9. People Are Smiling

Walk the hallways and you will see people smiling, enjoying conversations, and having a good time in the midst of high productivity and intense focus.

10. Fear is Missing

People don’t fret if they say the wrong thing in front of the wrong person. There aren’t hushed conversations because of the fear of what will happen if they are overheard. Employees in an organization with a great culture can walk into the boss’s office with a concern and walk out knowing they were heard.

11. Communication Is Strong

From the top to the bottom, people communicate. The staff isn’t surprised with information they didn’t hear until it was announced at a Sunday service or came out in a new product brochure. It is communicated well in advance, with leaders even asking the staff to help find solutions.

12. Change Is Welcome

People aren’t afraid of change. It’s not that everyone likes change, but most have been through it so many times and have seen the leaders manage change with care and dignity that they no longer dread it. Identifying the evidences of a great culture is all fine and good.

This list might be discouraging if you aren’t working in an environment with such a healthy culture. To that person I would suggest: You have the power to change the culture, one day at a time! Building a healthy culture starts with a few determined people.

In just one department, in one corner of the building, a new culture can begin to emerge. As others interact with the healthy department, they are attracted to it. At their core, no one wants to live in a culture of negativity. People want to love their job. They might not know how to act in a positive environment, and they might resist as you call them out of a place of mediocrity, but ultimately love and positivity always wins out.

Get with others who have the same desire, and take that first step!

LaTonia McCane, SHRM-CP, PHR, GBA

 

Upcoming Events- Save the Date!

July 14, 2016 -  Human Resources Forum 

Thursday, July14, 2016 from 10:00 AM to 1:30 PM

Speakers: Karen W. Borgert, CareSource; Karen Pierce, Working Partners; Marc Fleischauer, Coolidge Wall; Suzanne and Perry, Staffmark

Session Description: 

With insight of experts and interactive panel discussions, attendees will leave feeling more confident in navigating common HR challenge.

Location: Crowne Plaza Dayton 33 E. Fifth Street Dayton, OH

In collaboration with the Dayton Chamber of Commerce: 

  • MVHRA Member Cost: $40.00 
  • Future Member Cost: $50.00 

Click HERE to Register.

ACA Update:  Have You Received a Marketplace Notice?

By Matthew Bakota, JD, PHR

The Federal Marketplace, i.e., the “Exchange,” has begun sending out notices to applicable large employers if they have an employee who has claimed eligibility for a subsidy to purchase health insurance through the Exchange.  These notices are a precursor to a potential penalty against such an employer under the ACA’s employer mandate.  As a result, any employer who receives such a notice should immediately and carefully review it, because there is a limited window of opportunity to appeal if any information in the notice is incorrect.  A successful appeal of an incorrect notice can help the employer avoid the penalty. 

Why might these notices contain incorrect information?  Mainly because the subsidy application process is based on information provided by the employee concerning his or her eligibility, which means that an employee, for various reasons, may have provided information that is not accurate concerning matters affecting subsidy eligibility, such as the health insurance coverage options offered by their employer.  When reviewing and responding to these notices, however, employers must be mindful of potential ACA retaliation claims. 

For further questions regarding the handling of such notices, or regarding additional, separate notices that may come from the Internal Revenue Service on these matters, contact Matthew Bakota at (937) 223-6003 or mjb@dmfdayton.com.   

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Click HERE to learn more about our sponsor.

 

Employment Corner

 Check out these exciting Human Resources job opportunities:

·         Benefits Coordinator – Wright-Patt Credit Union

·         HR Specialist – Boost Technologies, LLC

·         HR Director – Wright State Physicians

·         Nurse Recruiter – Dayton Children’s Hospital

 

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

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August 2016 Professional Development Workshop

Tuesday, August 9, 2016 from 07:45 AM to 11:15 AM

Inclusive Leadership: Leveraging Diversity for Organizational Success 
Speaker: Karen M.R. Townsend, Ph.D., KTownsend Consulting

Session Description:

The highly-interactive seminar is designed for professionals who possess an awareness of, and an understanding of diversity in the workplace and are ready to “up-level” their knowledge and expertise. Emphasis will be on moving from theory to application of practical diversity strategies. The focus of this session—which has been designed specifically for organizational leaders and administrators—is on skill-building and increasing cultural competency.


7:45 AM - 8:00 AM: Registration & Continental Breakfast
8:00 AM - 11:15 AM: Professional Development Workshop

Credits: This program has been submitted for recertification credits by the HR Certification Institute (HRCI) and 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.


Note:

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. 

Remember:
• 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.


August 2016 Luncheon

Tuesday, August 9, 2016 from 11:15 AM to 01:00 PM


Successful HR Strategies for Building an Ethical Workplace Culture
Speaker: Dan Griffiths, Northeast Regional Field Service Officer

Session Description:

This presentation will help you assess the degree to which your organization has an ethical culture and the steps needed to build a stronger one that will contribute to your business success. You will look at the current status of workplace ethics, the reasons good ethics equal good business, the elements of an ethical workplace culture, HR strategies to build a stronger culture, and the importance of ethical practice as an HR competency.


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).

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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.


Note:

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. 

Remember:
• 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.

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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

quickly.

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

  • being a good corporate citizen (including your employees’ involvement in the community),

    stories about happy client outcomes, family-friendly benefits, quality services and products—

    and job openings.

    6. Teach the organization to text, tweet, use Facebook and Instagram, and take

    advantage of other forms of social media. Use lunch and learns and other small group

    gatherings to introduce social media and get everyone on the same page.

    7. Support flexible work arrangements with technology. Make it easy for employees to work

    from home—or anywhere!

    8. Install collaboration technology to unite far-flung members of cross-functional teams.

    Nothing says “Millennial” like technology that enables them to communicate and contribute

    remotely!

    9. Convert training content to YouTube and mobile devices. Training needs to be just-in-

    time, just enough, and just where needed (which might be on a plane, train or automobile).

    10. Help the workplace to go paperless. This goal has been around for 25 years. Millennials

    have been operating in a paperless environment all through school. They do not want to start

    deforesting now!

    Millennials are the next wave of top talent for our organizations. The employers who make them feel

    welcome and who offer leading-edge technology and approaches will have their pick of the “best of

    the best.”

    Nancy S. Ahlrichs, SPHR, is Consultant, Business Development at FlashPoint, an Indianapolis-

    based talent management consulting firm. She is the author of Competing for Talent: Key

    Recruitment and Retention Strategies for Becoming an Employer of Choice and is also a

    contributing author for On Staffing

 

CHECK OUT MVHRA ON YOUTUBE!

A link for the Why Join MVHRA Video can be found below…..

https://youtu.be/okgRpdjhlTs

 

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High-Heeled Success!  The Book?

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

Session Description:

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).

************************************************************** 

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.


Note:

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. 

Remember:
• 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.

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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 mjb@dmfdayton.com.  Matthew is licensed in Federal and State courts in Ohio and Kentucky.

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SHRM CALENDAR AND UPDATES

Federal Holidays through 2020
http://www.opm.gov/fedhol/index.asp

National Health Observances
http://www.healthfinder.gov/nho/default.aspx

Religious Holidays 
http://www.interfaithcalendar.org/ - calendar
http://www.interfaithcalendar.org/calendardefinitions.htm - glossary

Worldwide Holidays and Festivals
http://www.journeymart.com/tools/holidays.htm 

Chase’s Calendar of Events – Special Months
http://www.mhprofessional.com/templates/chases/special-months.php

U.S. Presidential Proclamations
http://www.whitehouse.gov/briefing-room/presidential-actions/proclamations

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