Newsletter Detail

August 2016 - MVHRA Connections

 

August 2016 Newsletter

President’s Pen

2016 Ohio HR Conference

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I love summer in Ohio as there is so much to do. Festivals, movies in the park, outdoor concerts, Dragons and Reds games, farmer’s markets and last, but certainly not least the 2016 Ohio HR Conference so……Save the Date - September 21-23, 2016 at the Kalahari Resorts 7000 Kalahari Drive Sandusky, Ohio 44870.

The conference is presented by the Ohio State Council of SHRM and it is huge. The theme is Play like an HR Champion and they have great speakers lined up. The opening speaker will be Lou Holtz. Coach Holtz is a former American football player, coach, and analyst. He is best known as the head coach for the University of Notre Dame (1986–1996). The closing speaker will be Jim Tressel. He became the ninth president of Youngstown State University in July 2014 and has been busy moving the campus forward on many fronts ever since.

There are few better opportunities for professional education, networking, re-certification credits for HRCI and SHRM certifications, and opportunities for fun with your HR peers. It is a tremendous value, and asset to our state. Registration is still open - click HERE to register.

The MVHRA 2016 Conference Registration Award Recipients are Lisa Lyons & Joyce Whitaker! All members who renewed their 2016 membership by December 31, 2015 were automatically entered in a drawing to win a free registration to the Ohio HR Conference.

I hope to see you there

LaTonia Mccane, SHRM-CP, PHR

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HR Certification Prep Course 2016 Fall Scholarship Application

MVHRA offers two HR Certification Prep Course Scholarships per year through our ongoing partnership with Wright State University, one Summer/Fall and one Winter/Spring.  These scholarships are provided by Wright State University as part of their commitment to the development of Dayton-area HR professionals and are offered as a benefit to MVHRA members only. 

Scholarship applications must be received by August  29th in order to be considered. The scholarship winner for the Summer/Fall session will be selected by the committee. The winner will be notified on or before September 2nd.  

Thank you for taking time to apply for an MVHRA HR Certification Prep Course! To ensure we have all the information needed, please complete this application in full and submit it to MVHRA by emailing it directly to the HR Certification Committee Chair at certification@mvhra.org.

 

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MVHRA Mixer

Please join the Networking Committee for our first social mixer of the year.  

Date:  Wednesday, September 21st from 5 to 7 p.m

Place:  Bar Louie at the Greene (4492 Glengarry Drive, Beavercreek, OH 45440)!

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MVHRA - National Boss's Day 2016

High-Heeled Success!  The Book?

National Boss’s Day is a day dedicated to all employers. It is a time for employees to show appreciation to their bosses and thank them for being kind and fair throughout the year. This day was created for the purpose of strengthening the relationships between employers and employees. In recognition of National Boss’s Day, I would like to personally thank your boss for being supportive of you and for allowing you to be a member of MVHRA.

Please use the following LINK to complete the survey and submit by Thursday, September 22, 2016. During the first week of October I will send a letter to your boss thanking them for allowing you to be a member of MVHRA.

Remember to Save the Date on your boss’s calendar to attend the October luncheon (at member price) on Tuesday, October 11th.

Thank you, again, for your support on behalf of MVHRA!

If you have any questions, please contact Chad Dresnick at cdresnick@shiversecurityservices.com.

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Member Spotlight!

I would like to applaud Topher Bates, who is an Employee Benefits Consultant with Arthur J. Gallagher & Company and just recently became a member of MVHRA in April of this year. Topher is off to a great start by expanding his professional network and building lasting relationships. I had a great conversation with him recently and learned that he also participates in the Ironman Triathlon competition. He is new to the Dayton area and has been with Gallagher & Company for six years and previously worked in the Chicago area. Welcome to MVHRA and welcome to the Dayton area!

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Recertification Made Easy

SHRM believes that recertification should be about learning and growing in your profession, not about paperwork, so we're making the process easier. To eliminate the hassle of memorizing or writing down the Activity ID's for many learning programs that SHRM offers, SHRM has added a new feature to the Recertification Portal: auto-fill.  HRCI is also making recertification simple.  See below for some of the free activities available for credit.

From now on, all SHRM conferences, seminars and e-Learning programs that you attend, that can be matched to your SHRM membership account*, will auto-populate in your recertification portal, so you don't have to enter anything yourself. Get started earning your PDCs today!

*If your SHRM certification e-mail address matches your member e-mail address, you're all set.

If they are different - of if you're not sure - simply log in to shrm.org/my/account to update your information.

        HRCI Free Online Recertification Credit Activities

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MVHRA - "Tell Us Your Story" about Certification!

We welcome your feedback on the HRCI/SHRM Certification experience. How has receiving the PRH/SPHR or SHRM-CP/SHRM-SCP certification changed your professional life? Click HERE to share your breakthrough moment with other MVHRA members.

 

Chad J. Dresnick, PHR, SHRM-CP
Director of Human Resources and Business Services

I have been in the Human Resource Field for over 20 years now. I’ve worked in every facet of HR that I can think of at this point from recruiting all the way through helping employees find opportunities that they are better suited for. My career has been comingled in the finance side of the business as well. Several years ago, though I am not sure how many years to be exact, my manager at the time successfully passed the PHR certification exam. We started talking about it, but I wasn’t serious at the time. The conversations were more informational than anything else at that point. I always kept the PHR in the back of my mind. Fast forward to my current career at Shiver Security where my growth is encouraged. I decided it was finally time to get my PHR. I registered for the exam and was at a MVHRA Luncheon talking with people at the table. One of those people was Brandon Bernzott, who told me about the MVHRA WSU Scholarship. I decided to apply, and was rewarded a scholarship so I could take the WSU prep course. I took the course and passed the exam. I decided I should just “go for it” with regards to my SHRM exam. I sat for the SHRM-CP exam in the next open window. I passed as well.

In addition to the many friends and acquaintances I have made through MVHRA, I have been able to further my development through the certification exams. The exams provide validation of my knowledge.I am currently studying for my SHRM-SCP exam and will text in the winter!

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Practical Strategies to Address New Overtime Rules

Last Saturday, during his weekly address to the nation, President Obama described the recently announced overtime rules as “the single biggest step I can take through executive action to raise wages for the American people” He explained:

[We] finalized a rule to extend overtime protections to 4.2 million more Americans. It’s a move that will boost wages for working Americans by $12 billion over the next 10 years . . . . . [M]ost salaried workers who earn less than about $47,500 a year will [now] qualify for overtime. Or, their employers can choose to give them a raise so that they earn more than $47,500. Or, if employers don’t want to raise wages, they can let them go home after 40 hours and see their families or train for new jobs. Any way you slice it, it’s a win for working families.

Employees who were listening to President Obama’s comments might well be expecting a large pay increase or additional time off once the new regulations go into effect in December of this year. The reaction from most employers is likely to be more complex and nuanced. As we saw with the implementation of the Affordable Care Act, regulations of this type often have unforeseen consequences.

The key question on the minds of many employers is: Where will we find that additional $12 billion dollars to compensate our employees over the next ten years? Given the current state of our economy, most employers will struggle to generate the additional profits necessary to cover such increased wages--especially when the increases are not supported by improved productivity or increased efficiency. Employers could look for cost reductions to offset the wage increases called for under the new regulations, but given the changes most of these employers have already made over the last eight years, it will be challenging to identify additional areas where fat can be trimmed.

Absent either of these options, employers will need to find a way to balance a desire to retain good and loyal employees with the need to preserve profitability in the face of intrusive government regulations. As with many journeys of this type, the only way to find answers is to begin by asking questions. We recommend that employers start to develop a strategy by considering each of the questions listed below:

  1. How many exempt employees do you have who fall below $47,500 the  threshold?
  2. Do you have job classifications that bridge the threshold? Do you want to allow employees in the same classification to be exempt and nonexempt? How will that impact the workload of the nonexempt employees when hours in excess of 40 are required?
  3. If you have exempt employees who are under the threshold, how many and by how much? If the employees are close to the threshold and comprise a small group, a simple solution might exist. If there is a significant gap and a large group of employees who are affected, the solution could be more complex.
  4. Are the employees who are under the threshold working more than 40 hours a week on a regular basis? If so, how much more? 2 or 3 hours? 5-10 hours? If you don’t know because you have not been tracking this information for salaried employees, can you set up a system to monitor the hours worked over the next several months to help you develop a strategy for moving forward?
  5. If the employees are working more than 40 hours per week on a regular basis, what is driving the need to work the additional hours? Does the nature of the job demand it? Is it a situation where employees are not being efficient in the use of their time? If it is the former, can you do something to help employees get the job done more quickly? If it is the latter, can you push back on employees who are working too many hours so that the job is being completed within a 40-hour timeframe? If there are a large number of employees who need to work more than 40 hours per week on a regular basis, could you add another full-time employee or several part-employees to pick up the additional hours and reallocate the work? 
  6. How will people react to being hourly, not salaried? This could be a significant issue for people who worked hard to join the exempt ranks. Will this impact employee satisfaction and engagement? If so, could you use the salaried non-exempt category for certain individuals? 
  7. Should you use a time clock or some type of electronic data entry for the new hourly employees or just have them fill out time sheets on the honor system? 
  8. As you move certain employees to the hourly category, how do you calculate the new hourly rate? Current salary divided by 40 hours or some other denominator? 
  9. What should you do about employees who take calls or emails outside of the workday? Should you purposely schedule employees for fewer hours to build a buffer before overtime is triggered? 
  10. How will you communicate with your employees about these changes?
  11. Should you implement your new approach before the guidelines become effective?
  12. How can you create the right set of expectations for affected employees and executeyour strategy in a way that does not alienate your workforce?

Submitted by:  Jessica Lordi, Esq.  - Taft Stettinius & Hollister LLP

Email: jlordi@taftlaw.com

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Sector Partnership National Emergency Grant Provides Funding for Training

Did you know that there is funding available to hire and train workers to become proficient in critical job skills?  Montgomery County has grant money that can provide on-the-job training and internship opportunities for dislocated workers who are interested in manufacturing and other industries. 

The Sector Partnership National Emergency Grant (NEG) will partially reimburse employers the cost associated with new hire training and fully pay the wages for internships while the participant attends school for industry certification.  The grant will also cover the cost of training toward the completion of the certification. 

Qualified candidates must have lost their jobs due to no fault of their own from a Reduction of Workforce, Lay Off, Closure or a Notification of Termination. The candidate must also be eligible for, or has exhausted unemployment insurance, or is a recently separated veteran (any veteran within 48 months after discharge or release from active military, naval, or air service).  Candidates must be seeking training in one of the four eligible sectors:                    

Manufacturing, Healthcare, Trucking, or Information Technology.

“Earn and Learn” training options may be completed in one of two ways:

  1. On the Job Training – 50% of wages are paid for up to 6 months or $8,000.
  2. Working as an Intern – Interns participate with the employer for 20 hours per week while attending an accredited educational provider to obtain a relevant industry certification.  The grant pays 100% of the wages up to $8,000 and concurrently funds the training up to $15,000.  ($12 or more per hour – wage cap is $21.11).

Career and supportive services are also available to job seekers to assist with such things as career planning, job search, transportation, child and dependent care.

If you are planning to hire and think your candidate might qualify for this grant, contact us at 937-225-5531 for further information.

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September Events

Speaker: David A Galloway, Continuous MILE Consulting

Topic: Improving the Customer Experience through Empathy and Creativity

Date/Time and Location: September 13 at 7:45 A.M. - Chapter Workshop, 444 West Third Street, Dayton

Session Description:

Almost all companies believe that they understand their (external and internal)customers. Unfortunately, the customer is rarely enthusiastic when many product or service improvements are introduced. One primary reason: We do not know the customer’s true unmet needs.

To develop an empathic solution, we first need to identify the job our customer is trying to get done. Then we should list all of the customer’s expectations. Improvements are targeted on those expectations that are very important, but not well satisfied. After we have clearly named the opportunity, we can use our creativity to discover and develop solutions that have a high likelihood of improving the customer experience.

The author will show how a diligent, structured approach on the front end of any customer-focused improvement effort enables a stronger solution set. Participants will also learn some powerful creativity tools to generate a greater number of diverse ideas.

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Speaker: Mary Sacksteder

Topic: Put Your Money Where Your Mouth Is: Are your Compensation Structures Supporting Your Culture?

Date/Time and Location: September 13 at 11:15 A.M. - Chapter Workshop, 444 West Third Street, Dayton

Session Description:

Compensation structures communicate all kinds of messages to employees. Most companies are trying to build a “good” culture. However, many don’t stop to consider how our job and pay structures can either support the culture we want, or convince employees that we don’t mean what we are saying:

·  Are behavioral expectations built into our job descriptions?

·  Are employee development sight lines built into our job level steps?

·  Are their fair and logical guidelines for how base pay rates are set?

·  Are bonus programs rewarding the actions we want?

·  Are incentive plans creating an environment where employees have to be paid to go above and beyond?

·  Are we ensuring that all programs are administered consistently and fairly?

This presentation will discuss the possible cultural effects of different structure options, and encourage HR professionals to examine their current programs’ practical realities with fresh strategic eyes.

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New Members

NAME TITLE COMPANY
Vicki Pottenger HR Generalist Select Industries Corp
Georgie Cummins, SPHR HR Director Assurant
Crystal Lockard, PHR Human Resources Manager Internal Medicine Care, Inc.
Sherri Herrick, SPHR HR Director (In Transition)
Tammy Baughcum, PHR Talent & Training Coordinator Wright State Physicians
Kevin Anderson Attorney Glenmore Springs LLC
Patty Ross-Stamper, PHR HR Director HealthSouth Rehab Hospital
Michele King Attorney, Workers Compensation Pickrel, Schaeffer and Ebeling
Evelyn Gordon, PHR Interim Director HR Central State University
Vera Tangeman HR Manager Bitech
Amanda Jones, PHR Director HR DRT Holdings, Inc.
Robin Brun, PHR Business Development Director University of Dayton
Christopher Boeckman HR Specialist Boost Technologies
Joycelyn James Sr. HR Leader United Technologies
Lori Shope HR Associate City of Fairborn
Ginger Brooks, PHR HR Manager SEEPEX Inc
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