Newsletter Detail

September 2016 - MVHRA Connections




We are preparing for our 2017 executive board election.  If you have an interest in running for any of the following positions or have questions about the roles, please contact Kelly O’Connor, Immediate Past President, no later than Friday, October 21, 2016.  You can reach Kelly at

The elected positions are as follows:

  • President
  • President Elect
  • Vice President/Programming
  • Treasurer
  • Secretary
  • Membership Director

We hope you’ll consider running, and be sure to watch your email in November for the official executive board election ballot.

If elections aren’t your thing, please consider inquiring about some of the non-elected, volunteer roles with MVHRA’s full board of directors.  They also are a great way to get more involved in MVHRA!


Please join us in welcoming:

NAME                             TITLE                                              COMPANY

Theresa Dulaney             Superintendent, Command            USAF

Vicki Rhodehamel            HR Manager                                   American Thermal

David Sherrin                   Director of Relocation                    Coldwell Banker Heritage Realtors

Nichole Jackson              HR Generalist                                 Tenneco

Kerri Gregg                      HR Manager                                   CoorsTek Medical

Karen Walser                   In-Transition 

Yongjun Choi                   Assistant Professor                         Wright State University

Laurie Wells                    US Benefits Manager                      Avaya Inc.

Joyce Conrad, SPHR       President                                        Conrad Consulting LLC


Please join the Networking Committee for an MVHRA social mixer!  

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

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


President’s Pen


By LaTonia McCane, SHRM-CP, PHR, GBA

I wasn’t able to attend the SHRM’s Annual Conference and Exposition in Washington DC this year but I had friends that did and they shared their material with me.  The theme was “BreaktHRough”, and throughout the conference they were all encouraged to define or articulate some of their breakthrough HR moments. I was inspired and challenged by much of what I saw.   I think my biggest take away was something I saw Steve Gilliland included in one of his Power Points: “Is what you are about to say or do going to improve the situation?”  This stuck with me for a variety of reasons.

It reminded me that in the quest to accomplish “big” things for our organization, the journey is made up of moments, and in each of those moments we have choices, and most of those choices will affect individuals. We work hard to be fair and consistent, but fair doesn’t mean equal; fair means equitable. I can never forget about the individual who is affected by a decision.  In fact, I should work very hard to be present in every moment, so that I am intentionally improving someone’s situation.

And that isn’t only at work. I am pretty good at bringing my A-game to work and my volunteer commitments. I am not so good at taking that A-game home or to the people who matter to me the most - my family. I spent a lot of time talking to some of my friends about that.  I wasn’t the only one who admitted to having that issue and we all agreed to help one another on our quest to bring that A-game home or to the people who matter the most where it needs to be.

Breakthroughs come in many different moments. I hope that you have had many breakthroughs this year, and continue to experience those moments on your journey. We’d love to hear about those breakthroughs, if you’d like to share. Post them on our Facebook page or our LinkedIn page.

Thanks for sharing!

News from the SHRM Foundation Committee

By Jefferson Alcott

As your SHRM Foundation Committee Chair, I am thrilled to report that you have managed to raise $430.00 for the Foundation so far this year!  Our goal for the year is $450.00, so with your continued support I am confident we can far exceed that number.  A big thank you for supporting the Foundation!  For September and October Luncheons, we are continuing our 50/50 raffle and possibly a gift certificate or two from local retailers.  Please bring your spare change and dollars to help support the SHRM Foundation!

Coming in November and December is our annual Wine Cork Pull raffle.  The way this raffle works is wine corks are purchased for $5.00 a piece or 5 for $20.00.  At the December Luncheon, 5 corks will be pulled and the lucky winners will have a choice of a bottle of wine with a retail value of about $20.00 to $25.00 dollars.  You do not have to be present to win.  Simply provide your business card, which will be wrapped around your cork.  Your chances of winning a quality bottle of wine while contributing to the SHRM Foundation is a win-win!

We also have some SHRM Foundation NEWS.  Applications are now being accepted for undergraduate scholarships ($2,500) and graduate scholarships ($5,000) for SHRM student members. In 2016 the SHRM Foundation will award more than 225 scholarships worth a total of more than $295,000. For more information visit the SHRM Foundation student scholarship page. The application deadline is November 1, 2016.

The DOL Exemption Is Here…Now What?  

By Erin Henry, Servant Leader, ITsHRc, LLC

On May 18, 2016 the Department of Labor (DOL) issued a final ruling on the Exemption requirement. This new rule will affect a wide variety of businesses and employees. Our firm does quite a bit of work around compensation. What we find is many employers aren’t categorizing their employees accurately to begin with but this new ruling will offer the opportunity to review your current employees, their duties, and ensure appropriate classification between “exempt” (exempt=not eligible for overtime) and “non-exempt” (non-exempt=eligible for over time at one and half times the hourly rate of hours worked over 40 in one week).

“Burden of proof” has always rested upon the employer/business to justify why they make the decisions they do regarding employees. Classification is not a new area that is immune to DOL scrutiny. DOL has always concerned themselves with regard to “are you (business owner/employer) paying employees as exempt, salaried, when they really should be (based on the amount of pay and the duties they perform) in a non-exempt, hourly role”. The findings have always proven quite costly if in fact, an employer has improperly categorized an employee as an exempt worker when they in fact should have been non-exempt. The costs to employers could include up to 3 years of back pay for the employee who worked on average 20 hours a month of overtime over that 3-year period. Do the math business owner, it would have been more cost efficient for you to get it right the first time!

What should employers do now? Now is the time for businesses to review all of their employees and their current classifications. The new ruling will take effect December 1, 2016. While the duties test remains the same, the new ruling on the salary test sets a standard of $913 per week or $47,476 annually (a change from $455 per week; $23,00 annually) in order to be considered exempt. There are exceptions to the exemption status (as there always has been) to include executives, administrative, professionals, computer, outside sales and highly compensated employees. These exceptions have a variety of nuances to consider and can be tricky if you are not familiar with all of the tests in each category.  As well, title is NOT a reason to justify why a business has put an employee into a specific class. Rather, there are a variety of things to consider and we suggest starting with reviewing the ‘primary duties’ of the individual. From there, the business should evaluate how and what they are paying employees including the amount of pay equal to the new DOL standard. If the outcome of the research lends to making a change to an employee’s status from exempt to non-exempt, establish the new time reporting procedures and policy about over-time (whether it should be pre-approved by a supervisor), communicate it to the affected employee(s), then document the status change in writing and file it in the employee’s file.

Why Employee Engagement Matters

By Rosalie Catalano, Workforce Solutions Manager, Sinclair Workforce Development

Just because an employee seems to be satisfied at work does not mean they are fully engaged at work.  One may be motivated by money - putting food on the table, paying rent or mortgage, and the like - and, therefore, satisfied with their job.  They put in just enough time and effort to get the job done in a satisfactory manner; they are dependable, reliable, and an overall good employee.

Engagement, as in the prelude to marriage, is about commitment and passion.  An engaged employee has an emotional stake in the employer's organization.  They give their all - heart, spirit, and mind - to the success of the company.


Looking at it from the negative perspective, employers should care because the statistics related to disengaged employees are staggering.  We hear about the three types of employees.  Engaged ones we just characterized, while the other two types at the "not engaged" who have checked out emotionally, and the "actively disengaged" who spend time actively acting out their unhappiness.  Disengagement costs U.S. Employers alone over $500 million a year; two thirds of employees fall into the disengaged category; and 34 percent of employees regularly search for new job opportunities.

It takes a lot of time, effort and money to hire and retain employees.  Losing them costs even more when you factor in the costs to replace them plus the drain on morale of those employees left behind who must pick up the slack left by the departing worker until you rehire and train someone new.

From the positive perspective, you as an employer should care about employee engagement because it translates into greater productivity, customer satisfaction, and profitability.  Study upon study shows that companies with higher employee engagement scores had twice the customer loyalty that companies with average employee engagement levels.


We measure data about our customers and slice and dice it no no end.  But too many employers do not measure engagement.  They may thing they are simply because they conduct annual employee satisfaction surveys that target more hygiene=type factors such as good food in the company cafeteria.  So, first, work with a expert who can help you identify and conduct the best engagement survey for your business.  The very popular Q12 from Gallup is one set of 12 questions that get at engagement.  Acknowledging that employee engagement is a complex because many factors affect it - including corporate culture and management style.  Harvard Business Review, in its Nov. 12, 2014 article titled "A Primer on Measuring Employee Engagement," identifies four areas employers might analyze to gauge engagement.  These include the amount of work that occurs outside of normal working hours, the number of connections and time spent with people outside of one's immediate team or area, percentage of participation in non-recurring meetings and processes, and time spent collaborating with customers outside of normal scope of work.

After you measure employee engagement, take steps to find a model that works best for your organization that will provide you ways to improve engagement.  DecisionWise, an organization that partners with companies to provide employee engagement surveys, uses its MAGIC model to illustrate when engagement occurs.  An acronym for Meaning, Autonomy, Growth, Impact, and Connection, MAGIC represents the elements identified as contributing to engagement.  Engagement will remain a top business concern in the years to come.  As younger generations become the driving force in the workplace, peer-to-peer recognition will take on greater importance.

Member Spotlight:  Anne Haye, Care One Connect

By Matthew Bakota

MVHRA member Anne Haye wears many hats.  Anne is a Wellness Strategist, Health Educator, and New Business Developer at Care One Connect.  Anne and Care One Connect work with an organization’s HR managers, health insurance brokers, and HR specialists to begin and implement wellness programs in the organization.  The wellness programs are customized to the organization’s needs and typically include a variety of services, such as access to a nurse who assists employees in taking full advantage of other program services.  As Anne describes it, it’s all part of helping organizations and their employees take “small steps toward big results.”  The targeted results include positive changes in employees’ lives, and improved employee productivity and reduced health insurance costs for employers.

Anne brings a wealth of knowledge to her role with Care One Connect.  She has a bachelor’s degree in community health promotion and master’s degree in physical education.  She is also a certified Group Fitness Instructor who focuses on sports training and assisting women in developing personalized training regimens.  She is currently working on obtaining her personal training certification as well.

Probably not surprisingly, given that background, Anne truly loves her job—especially the people she gets to meet and the many roles she gets to play that have a positive impact on people’s health.  She also very much appreciates how helpful HR managers and HR specialists have been to her in the organizations with which she works.

Outside of work, Anne is happy to report that she has three teenage children who still actually enjoy being around her—“It’s a miracle!” she said.  Anne and her family are very active and enjoy hiking and exploring different parks.  Even so, Anne tries to find time each day—really, really early in the day—to grab some coffee out on her back porch before the rest of the house wakes up.                                                                                                                

The next time you “run” into Anne, please welcome her to the MVHRA community.

MVHRA Board Honors Virgil McDaniel

The MVHRA Board is pleased to announce that it has granted Virgil McDaniel with Honorary Lifetime Membership based on his many years of dedicated service and HR leadership to the Dayton community, including our own chapter.

After serving an illustrious 27+ years in law enforcement with the Dayton Police Department, Virgil embarked on a second career, Human Resources. Over the years he filled key HR roles at both Ernie Green Industries and Project Cure. Most recently he served as the Executive Director and CEO for Project Cure, having retired earlier this summer. He was on the MVHRA Board from 2002 – 2015, serving in a wide range of leadership roles, including President in 2005.

Over the years Virgil has served as a mentor to many members of the association including those who have served on the board. A quality that best defines Virgil’s career, from his early years in law enforcement all the way through his time with Project Cure, is that of a servant leader. He is selfless, humble and puts the needs of others ahead of his own. He is a consummate professional, very deserving of this award. Please join us in congratulating Virgil McDaniel on receipt of this special designation from MVHRA.

See Your Article In Our Newsletter!

MVHRA members, do you have something to submit to the MVHRA Newsletter?  Please send it to Matt Bakota, Newsletter Committee Chair, via email at

Or maybe you’re interested in preparing an article but aren’t sure where to start?  Give Matt a call at 937-223-6003 for help in getting started.


Keep Your HR Certification(s) Current

Just a friendly reminder that the Ohio SHRM State Conference is a wonderful (and easy) way to earn both 1) PDCs for your SHRM Certification and 2) recertification credits for your HRCI Certification.

The 2016 Ohio HR Conference has been pre-approved for 18.25 SHRM Professional Development Credits (PDC) and pre- approved for 18.25 recertification credits from the HR Certification Institute. And, 2016 Ohio HR Conference attendees may earn up to 10.75 business-approved recertification credits! Note: Masters' Series attendees may earn up to 12.25 recertification credits when opting to attend Masters' Series session plus the business-approved sessions from the regular conference track.

You can still secure your Ohio SHRM State Conference registration at:

SHRM Certification exam applications are currently being accepted for the upcoming testing window (December 1, 2016 – February 15, 2017); the regular exam application deadline is October 21, 2016 and late applications (additional $75 nonrefundable fee) will be accepted through November 11, 2016.  More about the application process can be found at

HRCI Certification exam applications are currently being accepted for the upcoming testing period beginning November 1, 2016 and any day thereafter.  Effective June 20, 2016 HRCI started a continuous testing opportunity and there is no longer a deadline to apply nor do they require a specific deadline to test.  More about the application process can be found at

Tell Us Your Story:  Kelly O'Connor, SHRM-CP, PHR, GBA

In late 2006, I applied for the MVHRA certification scholarship for the prep course at Wright State University. I won the scholarship and attended the course in spring of 2007. I connected with two individuals in the class and we formed our own study group. Between the prep course and our study group, I was well prepared to take the PHR exam in May 2007. I passed the exam – as a matter of fact, all three of us in the study group passed our certification exams. We were thrilled. Since then, I maintain my certification through professional development and volunteering/serving the profession. In late 2014, I had the opportunity to be a part of the inaugural class to take the SHRM-CP exam at the SHRM Volunteer Leaders Summit. I proudly display both certifications and encourage everyone to take the exam to broaden your knowledge of our profession.


October 2016 MVHRA Luncheon - Celebrating Boss’s Day

KAY FITTES, CEO of High-Heeled Success, LLC will present “Leading Men and Women to Impact the Bottom Line.”

Additional Details:  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:  Tuesday, October 11, 2016 from 11:15 AM to 1:00 PM.

Each member that brings a boss will be put in a raffle to win a prize!


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

This program has been submitted for recertification credit by the HR Certification Institute (HRCI) and SHRM Professional Development Credit (PDC).  Visit for more information and to register.


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