Newsletter Detail

MVHRA Connections - August 2021



Check out these exciting Human Resources job opportunities:

  • Director of Human Resources – Rocking Horse Community Health Center
  • Human Resource Specialist – Scott Industrial Systems
  • Employment Analyst I – City of Dayton
  • JFS/CSD Human Resources Manager II – Montgomery County Department of Human Resources
  • Human Resource Director – Miller’s Textile Services

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






HR Professional Certification Prep Course 2021 Fall Scholarship Announcement

Submitted by Leigh Oldham, MVHRA HR Certification Committee Chair

Through our ongoing partnership with Wright State University (WSU), MVHRA offers HR Professional Certification Prep Course Scholarships twice per year (for the September and February course sessions). These scholarships are provided by WSU as part of their commitment to the development of Dayton-area HR professionals and are offered as a benefit to MVHRA members only.

Provided you are an MVHRA member in good standing, submit an application to Leigh Oldham, MVHRA HR Certification Committee Chair at to apply for a scholarship. Before submitting a scholarship application, check your certification exam eligibility through SHRM and/or HRCI. This scholarship covers $599 of the $1199 prep course fee; prep course participants are required to purchase the text used by the course provider. Course participants will need to meet their certification exam eligibility requirements and also apply for certification prep course participation. 

Scholarship applications must be received no later than August 15 in order to be considered. Scholarship recipients will be selected by members of the MVHRA Board. Scholarship recipients and applicants will be notified of scholarship selections no later than August 17.  Following award of scholarship, recipients will need to register for the prep course and purchase required materials, if needed. Scholarship recipients will be given a specific point of contact who will guide them through the registration process.

The WSU prep course begins Saturday, September 11 (9:00 am – 1:00 pm) and meets weekly for ten (10) sessions (see WSU website for specific dates).

Questions can be directed to  Thank you for your interest in an MVHRA HR Professional Certification Prep Course scholarship.  Best wishes as you undertake your certification journey!


Looking for Rest

Submitted by Steve Black

“I’m exhausted.”  Until last month, I was not willing to admit this.  This past year and a half had finally caught up with me.  Home, work, and community responsibilities (all good things for the most part) turned my life into a never ending game of “Whack-a-Mole.”  Attend this event…complete this task…fire off this email…go to another meeting…et cetera, et cetera.  Finally, I started to hear a common message from family members, friends, and acquaintances helping me realize that my current pace was unsustainable.  My pace was not only having an adverse physical toll but also negatively impacting me emotionally, mentally, relationally, and spiritually.  Instead of being excited, energized, and optimistic, I found myself anxious, drained, and clouded with negativity.  The more I admitted this to people, the more I realized I was not alone.  According to recent research studies, I seem to be in some sort of “club.”  This is the sort of “club” I want to escape!

Consider these statistics from a 2021 Robert Half Global Study of 2,800 workers:

  • 44% are more burned out now than a year ago
  • 25% forfeited paid time off in 2020
  • 28% feel they cannot fully disconnect while on vacation

Consider these statistics from various studies in 2020 and 2021:

  • Burnout doubled from March 2020 to April 2020 (Glint survey of more than 700,000 employees)
  • 75% of people have felt burned out at work, and 40% have felt so during the pandemic in particular, according to a FlexJobs and Mental Health America survey of more than 1,500 people.

Recently, I embarked on a journey exploring what it means to rest.  In full disclosure, my religious beliefs heavily influence how I define true rest and how it manifests itself in my life.  For the sake of this blog, though, I plan to explore rest as a vital leadership quality, which is under-developed, under-appreciated, misunderstood, and under-practiced.


Misunderstanding of Rest

In the past, I equated “rest” to going to bed and amassing enough hours asleep to get through the next day.  Why, then, was I exhausted each day after sleeping 7+ hours?  I quickly learned that “being asleep” is only one aspect of rest.  Rather, there are different types of rest needed to live productive, fulfilled, and purposeful lives.  A lack of rest in one area creates problems.  A lack of rest in several areas leads to burnout.

  • Types of Rest (taken from the book Sacred Rest: Recover Your Life, Renew Your Energy, Restore Your Sanity by Dr. Saundra Dalton-Smith):
    • Creative – “The experience of allowing beauty to inspire awe and liberate wonder.”
    • Emotional – “The freedom to authentically express feelings and eliminate people-pleasing behaviors.”
    • Mental – “The ability to quiet cerebral chatter and focus on things that matter.”
    • Physical – “The chance to use the body in restorative ways to decrease muscle tension, reduce headaches, and promote higher quality sleep.”
    • Sensory – “The opportunity to downgrade the endless onslaught of sensory input received from electronics, fragrances, and background noise.”
    • Social – “The wisdom to recognize relationships that revive from ones that exhaust and how to limit exposure to toxic people.”
    • Spiritual – “The capacity to experience God in all things and recline in the knowledge of the Holy."


Doing Less to Do More

In a 2019 blog post, leadership consultant John Maxwell shared three reasons why leaders must practice rest:

  • It allows you to recover.
  • It allows you to reflect.
  • It allows you to rekindle.

In a society prizing hard work, long hours, and constant connectedness, rest is under-valued.  In fact, many organizational cultures view rest as a weakness.  Modern research, though, shows that greater rest leads to greater effectiveness.  Consider this quote from Cal Newport (Deep Work: Rules for Focused Success in a Distracted Word):

“If you keep interrupting your evening to check and respond to e-mail or put aside a few hours after dinner to catch up on an approaching deadline, you’re robbing your directed attention centers of the uninterrupted rest they need for restoration. Even if these work dashes consume only a small amount of time, they prevent you from reaching the levels of deeper relaxation in which attention restoration can occur. Only the confidence that you’re done with work until the next day can convince your brain to downshift to the level where it can begin to recharge for the next day to follow. Put another way, trying to squeeze a little more work out of your evenings might reduce your effectiveness the next day enough that you end up getting less done than if you had instead respected a shutdown.”

In a connected world, sensory overload is real.  Sensory overload wreaks havoc on all facets of our humanity (creativity, emotions, mental state, physical makeup, relationships, and spirituality).  When out of control, it leads to anxiety, depression, burnout, et cetera.  Such states of being sap creativity, minimize deep/meaningful work, harm relationships, and decrease deep satisfaction both personally and professionally.  Is this any way to live?


Leading by Example

Leaders must embrace a lifestyle of rest.  Modeling it to team-members and encouraging them to follow suit is essential.  If you want to see productivity increase, engagement scores sky rocket, turnover decrease, and creativity blossom, create a culture that prizes rest.  Before calling me out of touch or unrealistic, consider the following articles:

  • 2017 Inc. article entitled “6 Reasons Why You Should Encourage Your Employees to Get More Sleep
    • It will limit procrastination.
    • It will help improve creativity and problem solving.
    • It will enhance work performance across the board.
    • It will increase workplace safety.
    • It will reduce absenteeism.
    • It will boost morale. 
  • 2018 Forbes article entitled “New Study Shows Correlation Between Employee Engagement and the Long-Lost Lunch Break”
    • Increased productivity.
    • Improved mental well-being.
    • Creativity boost.
    • More time for healthy habits.

If a consultant walked into a board room and stated that she had a sure fire way to improve productivity, board members would sit at the edge of their seats.  If the consultant mentioned creating more opportunities for rest, she would be booted out of the room.  However, there is enough evidence showing that practicing rest (in various forms) produces positive results. 


What to Do Next?

Rest is not for the faint-hearted as it is a complete re-programming of one’s life.  If it were as simple as going to bed early one night a week, we would not see an epidemic of restlessness in our world.  If it were as easy as taking a week-long vacation on a beach, we would see quick rejuvenation at the end of each Summer.  No, building true rest into one’s life requires a new mindset, a new commitment, and a new courage to ward off misunderstandings, guilt, and peer pressure.

Here are areas of life potentially needing better management.  I purposefully did not list a bunch of “tips” or “tricks.”  Rather, I opted to provide areas of life for each of you to consider, explore, and develop your own unique “rest” plan.  Rest may look different for each person, so it is vital that each person take ownership of thinking what may best work for him/her.  You will find that each of these areas to manage connect with one another.  For instance, connecting with deeper purposes may be facilitated by journaling and finding time to be quiet.  This requires blocking off time each day to rejuvenate. 

  • Manage Your Mindset
    • Take Time to Connect with Deeper Purposes
    • Take Time to Be Still and Quiet
    • Take Time to Be Authentic with Yourself and Others
    • Take Time to Disconnect from Life’s Frantic Pace
  • Manage Your Health
    • Prioritize Time to Sleep, Exercise, and Eat Right
    • Prioritize Time to Journal, Read, and Meditate
  • Manage Your Relationships
    • Connect with Healthy People
    • Disconnect from Toxic People
  • Manage Your Calendar
    • Build Margin into Your Schedule
    • Block Off Times of the Day to Rejuvenate
    • Learn to Say “NO”

Stuck in a rut?  I recommend picking a small practice such as taking a daily walk for ten minutes.  Start with this and build upon it.  Do not get overwhelmed by taking on too many rest “initiatives.”  Rather, build rest into your schedule slowly, methodically, and deliberately. 


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. 



Childcare at Miami Valley Child Development Centers

Submitted by Coretta Tengesdahl

Miami Valley Child Development Centers provides early learning opportunities for children ages 0-5 across 3 counties (Montgomery, Madison and Clark). We have over 27 centers across these communities.  Our services are FREE to those who quality because of their income- this free service can translate into free childcare Monday through Friday full-day and part-year programs at a $200/week value.

We know that childcare can be a barrier to employment and with the market being so competitive and so many employers having a hard finding talent, we have realized that outreach efforts to the business community may be a good win-win strategy!

  • Child care is a barrier to employment for entry level roles.
  • MVCDC offers FREE childcare for children 0-5 and family resources that schools don’t offer.
  • If an employer is seeking to hire an employee with young children and the potential hire becomes eligible and enrolls in MVCDC Head Start, the family/employee remains eligible for Head Start for up to two years, even if their income changes.
  • The employer can help connect the family to MVCDC Head Start, they enroll, begin receiving services, the employee get hired and their new income becomes irrelevant for Head Start eligibility services- this change in income has happened after enrollment in Head Start and the family remains eligible
  • for more information

It is not the answer for everyone who needs childcare, but for those entry level positions it could be a game changer.



Government Affairs Committee Update

From Tanya Pinkelton, Chair; Ben Watson, Assistant Chair

Federal updates:

1.         U.S. Department of Labor (DOL) Rescinds Joint Employer Rule

On July 29, 2021, the U.S. Department of Labor rescinded a final rule, issued by the Trump administration, on Joint Employer Status under the Fair Labor Standards Act.  The rescinded rule identified standards for vertical and joint employment and outlined factors for “determining if a company is a joint employer.”  The rescission will take effect on September 28, 2021. 

Read more here:


2.         Stricter Vaccination Policies for Federal Employees

On July 29, 2021, Biden announced new vaccination requirements for federal workers. Specifically, federal workers will now be “required to confirm that they are vaccinated” or face more frequent testing for COVID-19.

Read more here:


3.         U.S. Department of Labor (DOL) Issues Proposed Rule on Federal Contractor Minimum Wage Increase

On July 21, 2021, the U.S. Department of Labor announced a proposed rule on raising the minimum wage for federal contractor employees to $15 beginning January 30, 2022.  The proposed rule would implement Executive Order 14026 signed by President in April 2021.  The public comment period is open until August 23. 

Read more here:


4.         “Promoting Competition in the American Economy” (Executive Order 14036)

Executive Order 14036, issued on July 9, 2021, “encourages the Federal Trade Commission (FTC) to ban or limit non-compete agreements.”  The order is expected to aid worker mobility and promote fairness for jobseekers attempting to bargain for better wages and working conditions.  

Read more here:


5.         “Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce” (Executive Order 14035)

President Biden issued Executive Order 14035, “Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce” on June 25, 2021.  This order provides directives for federal agencies on diversity, equity, and inclusion initiatives.  Specifically, this order directs federal agencies to assess employee demographic data in areas such as hiring, promotion, and attrition. Additional directives include working to address workplace harassment, advancing pay equity, and establishing chief diversity officers.  

Read more here:


6.         Equal Employment Opportunity Commission (EEOC) Conciliation Changes

On June 30, 2021, President Biden signed a resolution withdrawing reforms to the conciliation at the Equal Employment Opportunity Commission.  The EEOC Conciliation rule, previously issued under the Trump administration, would have increased the information-sharing requirement during the conciliation process.  

Read more here:


7.         Occupational Safety and Health Administration (OSHA) issues COVID-19 Healthcare ETS (Emergency Temporary Standard)

The Occupation Safety and Health Administration (OSHA) issued an emergency temporary standard (ETS) on June 10, 2021.  This standard, which focuses on protecting healthcare workers, “requires covered employers to create a written plan to identity and control COVID-19 workplace hazards.” 

Read more here:


8.         U.S. Department of Labor (DOL) publishes Spring 2021 Regulatory Agenda

On June 11, 2021, the U.S. Department of Labor published its Spring 2021 regulatory agenda.  Consistent with Executive Order 14026 (“Increasing the Minimum Wage for Federal Contractors”), regulatory protections include a plan to increase minimum wage to $15 per hour for “employees working on or in connection with a covered federal government contract.”  The agenda outlined plans to address other protections including Fairness for Workers who rely on Tips. 

Read more here:


9.         The Supreme Court Upholds the Affordable Care Act (ACA)

On June 17, 2021, the Supreme Court voted (in a 7-2 decision) to uphold the Affordable Care Act (ACA).   Accordingly, employers should continue to adhere to “coverage obligations and reporting requirements.” 

Read more here:


10.       The Equal Employment Opportunity Commission (EEOC) Extends EEO-1 Filing Deadline to August 23, 2021

The filing deadline for the EEO-1 form was extended from July 19 to August 23.  The EEO-1 form must be submitted by employers with 100 or more employers in addition to some federal contractors with at least 50 employees. 

Read more here:


State of Ohio updates:

No significant updates to report at this time. 


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




August 10, 2021

Workshop: Culture of Engagement: Why/How to Build Passionate and Engaged Teams

Speaker: Joshua Evans

Location: Sinclair Community College

Time: 7:45 AM - 8:00 AM: Registration & Continental Breakfast

8:00 AM - 11:15 AM: Professional Development Workshop

Joshua Evans is a #1 best selling author in Leadership and Management Training, a TEDx Programmer, and the leading expert on company culture and organizational engagement ( check him out at ). For our August 10th PDW beginning at 8a/registration 7:45am, Mr. Evans has an exciting interactive session planned and his focus is Culture of Engagement: Why/How to Build Passionate and Engaged Teams. Learn how to build an engagement-focused working environment, obtain tools for re-engaging employees and helping them find fulfillment in their work, and learn how to identify negative triggers and eliminate workplace toxicity. A deep-dive and timely topic with tips we can immediately implement in our own workplaces. Plan now to join us for this collaborative engagement!

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

Luncheon: Culture of Engagement: Why/How to Build Passionate and Engaged Teams

Speaker: Joshua Evans

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Note: this event is being offered in person or virtually. You'll be asked to choose either "in person" or "virtually" during the registration process. Zoom login information will be included with your registration confirmation.

Mr. Evans will continue the “Culture of Engagement” as we meet for lunch (noon, registration opens at 11:45am) where we will discover how to increase effective communications in the workplace for authentic interactions. Joshua is on a mission to help people rediscover fulfillment, purpose, and meaning in their work. We are so excited to be coming back together in person to network and enjoy the company of fellow MVHRA members.

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


September 14, 2021

Luncheon: Culture as a Competitive Advantage: Creating Compelling Cultures and Teams

Speaker: Steve Black, SPHR; SHRM-SCP

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Session Description:
Everyone knows the importance of having a great culture and being on a winning team. BUT, how do you create them? During this presentation, we will explore not only what cultures and teams are but also how to create compelling ones. Organizations that create compelling cultures and teams unleash competitive advantages that help them attract, develop, and retain the best people.

Speaker Bio:
With over 15 years of human capital management experience, Steve Black leads Brixey & Meyer's HR Practice Line where they work with clients to help reduce potential legal risks, build strong human capital processes and structures, create engaging cultures and retain top talent, and connect people with organizational strategic aims.  Outside of work, you will find him at some sort of sporting field/court cheering on his kids as they hit, throw, or kick some sort of ball.

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


October 12, 2021

Luncheon: Is Your Learning Strategy Making Strategic Impact?

Speaker: Jaclyn Smith

Location: Sinclair Community College

Time: 11:15 AM - 11:30 AM: Registration & Networking

11:30 AM - 12:00 PM: Announcements & Lunch

12:00 PM - 1:00 PM: Speaker

Session Description:
With our work environment and technology changing more rapidly than ever before, keeping a competitive edge through individual and organizational learning is more critical than ever. In order for us to thrive in this unprecedented space and time having the foundation of an aligned learning strategy has never been more important.

In this interactive session come prepared to learn about the following or evaluate your current strategy against these key points:

  • How to develop a learning strategy framework
  • How to ensure the learning strategy is aligned to your business strategy
  • How to demonstrate and measure the impact of learning at your organization

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

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