Newsletter Detail

MVHRA Connections - March 2021

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MARCH 2021


Check out these exciting Human Resources job opportunities:

  • HR Business Partner – ACCO Brands
  • HR Advisor – HR Elements
  • HR Recruiter – HR Elements
  • HR Manager – Rush Transportation
  • Recruiter/HR Generalist – O’Neil & Associates, Inc.
  • HR Recruitment Specialist – Miami Valley Child Development Centers
  • HR Coordinator – Miami Valley Child Development Centers
  • HR Coordinator – IDC Spring

Details regarding employment opportunities can be found on the MVHRA website.












Updates from MVHRA Government Affairs Committee

Submitted by: Tanya Pinkelton, MVHRA Government Affairs Committee Chair

Federal Updates:

  1. U.S. Department of Labor (“DOL”) Discontinued the Payroll Audit Independent Determination (“PAID”) Program

Effective January 29, 2021, the DOL ended the PAID program, which allowed employers to self-report wage and hour violations.  The PAID program was launched to resolve claims arising under the Fair Labor Standards Act (FLSA); however, the program was not applicable to state wage and hour claims. 

More information can be found here:

  1. Updates to Religious Discrimination Guidance from the Equal Employment Opportunity Commission (“EEOC”)

The EEOC made changes to the Compliance Manual Section on Religious Discrimination on January 15, 2021. The revised Guidance offers clarity on religion-organization exemptions, reasonable accommodations, and other considerations for employers navigating employment decisions. Important Note:  Although the compliance manual “does not have the force and effect of law”, the revised manual offers guidance for employers and employees and were designed to “reflect recent legal developments and emerging issues.” The guidance was last updated in 2008.

More information can be found here:

  1. Updates to the Equal Employment Opportunity Commission (“EEOC”) Conciliation Program

Changes to the EEOC’s conciliation process went into effect on February 16, 2021.  Updates to the conciliation program provide for greater transparency to employers when the EEOC reaches a reasonable cause finding.  More specifically, the EEOC will now provide employers with a “written summary of the known facts” when a charge of discrimination is filed. 


More information can be found here:

State of Ohio Updates:

No significant updates to report at this time. 

Upcoming Diversity & Inclusion Committee Events

Thank you for your completing the D&I Survey for MVHRA. We appreciate your feedback and will be utilizing the results to develop content and programming to meet our members’ specific needs and interests around these topics. Based on survey results, the Committee has decided to plan small roundtable group discussions using some of the topics generated from the survey. These virtual roundtables will allow members to have open dialogue and discussion on topics that may otherwise be considered too sensitive for large group settings. The hope is that we can collaborate on best practices, share suggestions, and learn from one another during these roundtables over the next few months.

Register Today: Please click here to register for the events. Once you register, you will receive the Zoom link and login information to add to your calendar.

March 25th 12:00-1:00 = Unconscious Bias (Roundtable open discussion facilitated by Debra Monk)

Also known as implicit biases, these are the underlying attitudes or unconscious beliefs we may have about another person or group of people. In this discussion, we will look at how to begin to identify unconscious bias and how to combat it in the workplace.

April 22nd 12:00-1:00 = Vaccine (Roundtable open discussion facilitated by Shelly Smith)

Information on how to speak to your black and brown employees about the importance and value of getting vaccinated.

May 19th 12:00-1:00 = Training Supervisors (Roundtable open discussion facilitated by Coretta Tengesdahl)

Discuss best practices on how to train supervisors on the value and importance of D&I efforts, what can supervisors do in the workplace to make their environments more equitable, and leadership basics FAQs.

June 24th 12:00–1:00 = Surviving the Workplace (Roundtable open discussion facilitated by Carlina Figueroa)

If you find yourself in a toxic work environment filled with drama, negative people, bullying or colleagues with destructive behaviors, we will discuss ways to boost your resiliency and best practices to begin to change the culture.

HR Metrics That Matter: Driving Toward Bigger, Better, Faster, and Stronger Outcomes

Submitted by: Steve Black

“The goal is to turn data into information, and information into insight.”

- Carly Fiorina

We live in a metric crazed world!  Look around and list everything you track.  Heart rate, water consumption, steps, number of hours asleep, number of minutes listening to audio books, likes on social media …the list goes on and on.  The data is there, but does it matter? 

The same can be said within the workplace.  Mounds of data exists, but does it lead to meaningful outcomes?  HR has an opportunity to turn “people” data into breakthrough insights.  Many HR departments track traditional metrics (e.g.—time to hire, turnover), but they fail to translate the data into meaningful insights.  So many missed opportunities!  HR will improve organizational outcomes in the pursuit to become bigger, better, faster, and stronger when the right metrics are tracked and properly translated into insights.

When aligned with organizational goals, “people” data will help drive meaningful outcomes.  This requires HR to track the right key performance indicators for the right purposes and then communicate them in the right ways. 

Here are some tips for HR to better utilize and create data to communicate meaningful insights:

  1. Select Metrics that Matter!

HR metrics are plentiful!Do a quick Google search, and you will see there is no shortage of metrics!The key to success is selecting the RIGHT metrics.The key is to find the core outcomes your organization needs to realize and then align the right “people” metrics.For instance, if you work in the restaurant industry, you know turnover is high.In many cases, it will exceed 100% each year.What if you could reduce turnover to 75%?Being better than industry average will create competitive advantages.Therefore, it makes sense to track turnover.

  1. Connect the Metric to Meaningful Insight!

Now, that you selected a “metric that matters,” it is essential to use them to drive meaningful insights.It is easy to spout off numbers, trends, or anomalies, but it is difficult to use the data to uncover insights.Take our previous restaurant example.After reviewing trend data, a pattern may emerge showing a spike in turnover during the months of March and April.Why?After focus groups and surveys, you may learn that the turnover coincides with tax returns.At that time, many people temporarily leave the workforce.Year after year, you see this trend.What to do?You may decide to increase staffing, create “stay” incentives, and/or develop new “floater” roles to fill open shifts.The trend data led to this insight, which can be leveraged to improve outcomes.

  1. Communicate the Insight to the Right People in the Right Way!

Who needs to know this information?Bottling it up within the HR department serves little value.Company leaders and managers need to know, and they need to help develop solutions.To do this, be sure not to overwhelm people with too much data.Showing a spreadsheet with hundreds of data lines creates confusion.Use graphs and charts with key data points to deliver the information.Too many PowerPoint presentations and Excel spreadsheets exist with distracting graphics, multiple fonts, information overload, and things flying in and out of the presentation.Such distractions fail to drive home the key information leading to insights.Get to the point.Simplify the data.Tell the story of what the data means.

  1. Be Consistent in Tracking and Communicating the Data…and Insights!

It is easy to start tracking data once you determine what matters.Once you begin, stay consistent.Create a rhythm to track and communicate the data.Personally, I do this every Monday.In less than thirty minutes, I populate our company’s Human Capital KPI Dashboard with selected information.I send this dashboard to our President prior to our weekly meeting.This is a consistent and expected practice.Do not fall into the trap of sporadically tracking and communicating data and insights.HR leaders can help organizations realize better outcomes by connecting them to people realities.

  1. Develop an Easy-to-Read KPI Dashboard!

Collecting and communicating data is made much easier when there is an easy-to-use dashboard.By creating feeds to collect data and graphs and charts to communicate insights, a dashboard is a valuable tool!Start simple!It may be as simple as having a couple key metrics on one tab of a spreadsheet and tracked weekly.From there, create graphs and charts on the same page of or on a separate tab.This visualization will help tell the story.

If you want to realize bigger, better, faster, and stronger results, it is essential to connect your company’s desired outcomes with what people do.  So often, people issues surface derailing desired outcomes.  HR leaders can provide better insight by tracking metrics that matter and then turning that data into breakthrough insights.  Over the next few weeks, I will explore what HR metrics can do for your organization. 

Need assistance with addressing short and long term HR needs for your business? Contact me at, and we will address them proactively.

Disclaimer: This is not legal advice, but merely informed opinion or general information meant for no particular purpose.  Issues addressed often implicate federal, state, and local labor and employment laws.  This is not intended as a substitute for legal advice.  Readers should consult labor and employment counsel to determine whether their particular policies, procedures, decisions, or courses of action comply with such laws. 

Reminder:  MVHRA Legal Services Plan Available

MVHRA has an agreement with local attorneys to provide a legal services plan for MVHRA members (the “Plan”).  The Plan is available again for 2021 and is included as part of your current membership at no additional charge.  Further details available at

Note:  You must be a MVHRA member AND logged into to access this service within the "MY MVHRA" link at the top of the page.

See Your Article In Our Newsletter!

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


March 9, 2021

Lunchtime Webinar:  Book of Yes! Rethinking Employee Handbooks!

Speaker:  Erin Rastikis

Time: 12: 00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

Upon arriving at a new client to conduct an HR Audit, Erin found herself in love with the client! No, I mean, really-a love interest in the workplace! An absolute “No, no” in the world of HR! Afterall, “you don’t find your honey at the place where you make your money”. Because of this conflict of interest, she offered the option of being fired and, the client did-fire her. Then after a weekend away with the ‘steady boyfriend’ to Canada, she was rehired because together is better and together they discovered a different way to do employee handbooks….born was “The book of YES!” It teaches employees how to behave and builds a culture of encouragement and mutual respect. This session is a call to action for Human Resources practitioners; it is designed to inspire attendees to rethink the traditional way employee handbooks have been written.

Speaker Bio:
Erin Rastikis (many know her by the maiden name of Henry) has worked in Human Resources for over 30 years and has operated her own business “IT’s ‘HR’, c?!” for over 10 years. She’s taught Business courses at the college and university level for more than 15 years. She is certified by both HRCI and SHRM and has an Associates from Sinclair Community College in Business, a Bachelor’s from Capital University in Human Resources Management and a Master’s in Organizational Behavior from Central Michigan University. She has actively participated in her home SHRM chapter the Miami Valley Human Resources Association for over 30 years. Her personal and professional life took a turn in 2019 when she fell in love with a client and together, they discovered an unconventional way to think of employee handbooks.

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).


March 31, 2021

IN PERSON - Talent 360

Time: Registration and continental breakfast opens at 7:45 AM; Program: 8:30 AM - 1:30 PM

Location: Marriott at the University of Dayton

In-person event! The Dayton Area Chamber of Commerce, in partnership with the Miami Valley Human Resources Association (MVHRA) is proud to announce Talent 360 will be held IN-PERSON on Wednesday, March 31 at the Marriott at the University of Dayton. We're committed to providing you a SAFE opportunity to network, learn and grow- for professionals in HR, Recruitment, Hiring, Retention, On-boarding and Compliance. Take advantage of this opportunity to engage without a computer screen!

  • Resources for HR Professionals: Where Can You Turn When You’re Busier Than Ever?
  • Identifying HR functions or issues that may be particularly challenging
  • Pros and Cons in using outside resource
  • Employment Law Hot Topics
  • Pitfalls of Mandatory Vaccines
  • Ohio Discrimination Tort Reform
  • HR changes in the Biden Era
  • Reinvigorating Company Culture amid COVID-19
  • Best practices and new ideas to help boost company culture and move from ‘surviving’ to ‘thriving

*SHRM and HRCI credits are pending

We'll be practicing social distancing with tables of no more than 4 people spaced 6-feet apart, mask requirements, additional sanitizer and a plated lunch. Registration options are available for attendees who prefer to participate virtually.

Registration ends Friday, March 26th at 3 p.m.
Sponsored by: Coolidge Wall, Sharp Leadership Development and Benefits Network Insurance, a division of Risk Strategies Company


April 13, 2021

Lunchtime Webinar:  A Focus on YOU - The Humans in Human Resources

Speaker:  Dr. Karen Townsend

Time: 12: 00 PM - 1:00 PM

Location: via Zoom - you will receive login information at the bottom of your email confirmation

Credits: This program is being submitted for approval of recertification credits by the HR Certification Institute (HRCI) and for SHRM Professional Development Credit (PDC).


April 21, 2021

2021 HR Collaborative Conference

Time: 8:15 AM - 2:15 PM

Location: Virtual Conference

Click HERE for more information and to register.
Continuing Education Credits: Earn up to 3 strategic/business credits and 2 general credits from SHRM and HRCI!


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