montgomery county shrmmcshrm.shrm.org/sites/mcshrm.shrm.org/files/mcshrm...tune 500 companies on...
TRANSCRIPT
Join MCSHRM on Social
Media
President’s Corner by: Rana Katsha, MS PHR
Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM S E P T E M B E R 2 0 1 3
MCSHRM
Calendar of Events
SEPTEMBER 18
MCSHRM
Breakfast Meeting
Hilton– Gaithersburg
7:00 am to 9:00 am
HREvolution: Moving from
Tactical to Strategic
Approved for Strategic
Credit!!
Click here for more details!
OCTOBER 16
MCSHRM
Dinner Meeting
Hilton– Gaithersburg
5:30 pm to 8:30 pm
Creating and Sustaining a Strong Ethical Culture
Click here for more details
Sponsor a Meeting! Contact Joyce Sherwood at
joyce.sherwood@mdau
s.com
Sponsor a
Networking Event!
Contact Kelly Collins
301-217-5415
V O L U M E 2 4 I S S U E 9
How HR Can Help Your New Leaders
Dori Meinert, wrote a very informative article for SHRM in June of this year providing some insightful recommendations she gained from a workshop she attended at the National SHRM Annual Con-ference & Expo.
Dori noted that 40 percent of executives fail in new positions in the first 18 months, which is shocking especially if these new leaders had to pack up the family and move to another state for the job. Diane Egbers, president of Leadership Excelleration Inc., addressed this SHRM workshop at the Annual Conference & Expo in which her reason why leaders fail is because they are una-ble to assimilation to the culture of their new workplace (SHRM, 2013).
To help new leaders, HR can partner with them early on during their onboarding and help improve the leader’s ability to succeed and contribute to the company. Egbers, who co-authored the book The Ascending Leader: Conquer the Seven Enemies of Success – A strategic Guide for the Newly Promoted (Smart Business Network, 2013) recommends that HR profes-sionals should advise the leaders to study and understand the culture first so they can ensure that their proposed changes are a good fit for the company. Egbers recommended spending at least three months learning the culture before trying to implement any changes. If they push change too quickly they might cause alienation of their employees and have to spend time and energy on the wrong things. The HR professional in the organization can help the leaders assess and understand their strengths and weaknesses in the new role, and to help them identify potential stress-related behaviors and how they affect others. Egbers, lists some stress-related behaviors that managers should avoid, such as:
Isolating themselves because they want to appear competent
Developing a reputation as a know-it-all by referring too often to their past accomplish-ments
Focusing on the wrong things
Being too aggressive
Needing to be liked
Appearing to be out for themselves
Repeating old habits
Egbers also offered other common mistakes new leaders make:
Not understanding their manager’s expectations of them
Overlooking key stakeholders and peers who have power within the organization
Alienating their teams by note seeking input or recognizing their successes
Not developing long-term goals and plans.
HR Professionals can assist by preparing a process that helps new leaders gather the infor-mation they need and plan for the long term.
Retrieved on 8/27/2013 from http://www.shrm.org/Publications/HRNews/Pages/How-HR-Can-Help-New-Leaders.aspx
M O N T G O M E R Y C O U N T Y S H R M
Reminder – Two New Laws Go into Effect on October 1
A quick reminder that the “Pregnancy Fairness Act” takes effect on October 1, 2013. This Act applies to employers with 15 or more employees and requires an employer to make reasonable accommodations, upon request,
for an employee's temporary disability caused by pregnancy or childbirth, as long as it does not impose an undue hardship on the employer. An employer will be required to post in a conspicuous location and include in its employee handbook, the employee’s right to reasonable accommodations and leave for disability caused or contributed to by the pregnancy. Another law that goes into effect on October 1, 2013 is an employee’s right to lien an employer’s property for unpaid wages. If you have any questions concerning these new laws please do not hesitate to contact Darla McClure, Esquire at 301.838.3284.
Legislative Update by: Darla McClure, Esq.
Maryland SHRM 1 Day Strategic Credit Course by: Kim Diebling, SPHR
2013 MD SHRM ~ Finance for Strategic HR Partners
MD SHRM will be offering the SHRM One-Day Business Course again this year on October 28 from 8:30 to 4:30 pm at Turf Valley Resort and Spa in Ellicott City, MD.
The language of business is finance, and it is critical that HR profession-als understand key terms and concepts. This course will provide valua-ble insights into the corporate financial structure, key financial responsi-bilities and financial statements. Components of the balance sheet and income statement will be described and analyzed to gain insight into company performance. When the topic of discussion is finance, you will have a greater understanding and more confidence.
This event is pre-approved for 7.5 Strategic HRCI Recertification Cred-its. Courses like this one are normally priced at $1,905 for SHRM mem-bers, the MD SHRM State Council is offering this course for $995.00; early bird discount is $745 if you register by September 6, 2013.
For more details and to register, please click here.
V O L U M E 2 4 I S S U E 9 P A G E 2
P A G E 3 V O L U M E 2 4 I S S U E 9
Programs by: Joyce Sherwood, PMP
HREvolution: Moving from Tactical to Strategic
About the Program: The theme of this interactive presentation is that you have to know where you’ve been in order to know where you’re going. It looks back at historical events that have helped to shape the HR profession and challenges participants’ knowledge of these events to explain where the profession is today. By understanding how we made the leap from personnel administration to busi-ness partner, it emphasizes what HR professionals need to do to maintain its strategic edge. Learning objectives (After participating in this workshop, participants will be able to):
Recognize the relationship between the past, the present and the future regarding the evolution of the HR profession.
Name the social and economic challenges that face the HR professional in today’s business environment.
Articulate the critical skills they need as strategic business partners.
About the Speakers: Cornelia Gamlem is President of the GEMS Group ltd., a management consulting firm that offers Human Resources solutions. She consults with a wide range of clients including government agencies, non-profit organizations, privately held firms and For-tune 500 companies on topics related to HR initiatives, business effectiveness and compliance, sexual harassment, employee relations, affirmative action compliance, and workplace diversity. Prior to starting the GEMS Group in 2000, she served in a sen-ior HR leadership role with CSC. Cornelia and Barbara Mitchell co-authored The Big Book of HR, published in January 2012 by Career Press. She is also co-author of two books on affirmative action, Roadmap to Success: 5 Steps to Putting Action into your Affirmative Action Program and Roadmap to Success: AAP Briefing for Managers. She has also written articles and white papers for SHRM and other professional and industry publications. She is often consulted by members of SHRM’s staff. Her expertise in provided her the opportunity to testify before the Equal Employment Opportunity Commission on three occasions. Barbara Mitchell, Managing Partner of The Mitchell Group, is a human resources and organization development consultant working with clients including Marriott International, The National Institutes of Health, GCS and Fairfax Neonatal Associates/Management Consultants to Affiliated Physicians. Prior to co-founding The Millennium Group International, LLC (TMG) in 1998, Barbara served in senior human resources leadership positions with Marriott International and Human Genome Sciences. TMG was sold in 2008. Programs Continued on Page 4
Thank you to our September
Chapter Meeting Sponsor
Date: September 18, 2013, 7:00am – 9:00am
Organizer: Joyce Sherwood
Location: Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877
Price: $20.00 Chapter Members, $30.00 Nonmembers, $35.00 Walk-ins
This event has been approved for 1.5 HRCI Recertification Credits – Specified – Business Management and Strategy
P A G E 4 V O L U M E 2 4 I S S U E 9
Save the Date! MCSHRM Networking Event
Programs Continued by: Joyce Sherwood, PMP
In addition to The Big Book of HR (co-authored with Cornelia Gamlem) she also wrote The Essential Human Resources
Handbook, co-authored with Sharon Armstrong, which was published in July, 2008 by Career Press. She contributed to
On Staffing—Advice and Perspective from HR Leaders and Cover Letters for Dummies. She served on the Society of
Human Resource Management’s Special Expert Panel on Consulting and Outsourcing in recognition of her expertise
and long service to the HR profession.
Ms. Mitchell is a past President of the Employment Management Association, which was a professional emphasis
group of the Society for Human Resource Management (SHRM). She is a past President of the Personnel and Industrial
Relations Association (PIRA) of Los Angeles, the Leesburg/Greater Loudoun (VA) SHRM chapter and WTPF, the Forum
for HR Professionals.
Special thanks to our Executive Sponsors:
Special thanks to our Executive Sponsors…
”We work for your benefit”
Providing Employee Benefits and Commercial Insur-
ance to Washington Businesses for over 20 years
All we do is work.
For more information about Sponsorship and Speaking opportunities… Contact Joyce Sherwood at [email protected]
~or~ Go to the “Meeting and Events” page on the MCSHRM website and click the “Sponsorship Information” link.
Mark Thursday, October 10th on your calendars, and save the date for
the fall MCSHRM Networking event! It’s a great opportunity to network
with other HR professionals! More info to come!
P A G E 5 V O L U M E 2 4 I S S U E 9
2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online
All-in-One Price Membership
Promotion
The MCSHRM All-in-One membership promotion starts in September! This membership option conveniently bundles your annual membership dues and all 2014 monthly chapter meeting registrations into one price. Not only will you save money by bundling early, you’ll save time by not having to register and pay for each chapter meeting. Please refer to page 6 for more All—in– One details.
Welcome New Members!
We are happy to announce the following new members~
Please introduce yourself to them at our next chapter
Meeting
Membership Update by: Karin Wentz, PHR
Ericka Carmona-Vega
Rowena Coleman
Peggy Hassinger
Tiffany King
Diana Kurcfeld
Khalilah Licorish
Carolyn Linthicum
Sophia Mason
Jennifer Meltzer
Allison Ngategize
Courtney Nicholson
Kelsey Richards
“The Funny Side of HR” on Pinterest~
P A G E 6 V O L U M E 2 4 I S S U E 9
Tired of paying for your
membership and each
chapter meeting separately?
Can’t remember if you
already registered for an
upcoming chapter meeting?
Montgomery County SHRM Chapter
2014 Annual Membership and Monthly Meeting
All-in-One Price Option
Join / Renew
Individual Membership
Student Membership
Savings
Details
Sept 1, 2013 – Oct 31, 2013
$255 (annual membership + 12
monthly chapter meetings
= regular price $305)
$230 (annual membership + 12
monthly chapter meetings
= regular price $280)
$50 savings
New Members: Membership valid for remaining 2013 – Dec. 31, 2014
Includes paid registration for all 12 monthly
chapter meetings in 2014
Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Nov 1, 2013 – Dec 31, 2013
$280 (annual membership + 12
monthly chapter meetings
= regular price $305)
$255 (annual membership + 12
monthly chapter meetings
= regular price $280)
$25 savings
New Members: Membership valid for remaining 2013 – Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Jan 1, 2014 –
Jan 31, 2014
$305
$280
New & Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
After Feb 1, 2014
$50 Annual Membership Dues
Individual
Chapter Meeting Registrations
Paid Separately (Avg. $20 -
$30/meeting)
$25 Annual Membership Dues
Individual
Chapter Meeting Registrations
Paid Separately (Avg. $20 -
$30/meeting)
New & Renewing Members: Membership valid until Dec. 31, 2014
Annual membership dues and monthly chapter
meeting registrations paid separately at
mcshrm.shrm.org
The Fine Print:
MCSHRM Chapter members must also maintain an active National SHRM Membership Price does not include Professional Development Seminars, State Conference, Networking Events or any other programs outside
of monthly chapter meeting
MCSHRM Chapter membership expires on Dec. 31st for all members. Members must renew chapter membership annually
No refunds
New members and renewing members may continue to pay the Annual Membership Dues and Chapter Meeting Registrations separately if desired. Information about chapter membership and monthly meetings can be found at MCSHRM.SHRM.ORG
Visit here to Join: http://mcshrm.shrm.org/join-now
Visit here to Renew: http://mcshrm.shrm.org/forms/membership-renewal-application
Best
Savings!
P A G E 7 V O L U M E 2 4 I S S U E 9
P A G E 8 V O L U M E 2 4 I S S U E 9
Community Affairs by: Robin Marquart, PHR
Volunteer Programs: 8 Must-Have Guidelines to Improve Employee Engagement
Source: diversityinc.com
Corporate giving wins more than just consumer support and sales; it also increases your ability to recruit and retain top talent. This is especially true with younger workers and women. In fact, research from a Volunteer IMPACT Survey published by Deloitte shows that 78 percent of employees would rather work for an ethical and reputable company than receive a higher salary.
Additionally, the University of Texas at Austin and the Points of Light Founda-tion found that volunteer programs can contribute to employee skill development, improve leadership skills, foster teamwork and add to job satisfaction. Fifty-eight percent use their employee volunteer program for recruiting and retaining employ-ees, and 97 percent of employee-volunteer managers thought employee volunteer-ing provided a way to improve employee teamwork.
For example, Prudential, No. 9 in the 2012 DiversityInc Top 50 and DiversityInc’s Top Company for Community Development in 2011, held a “Breaking the Gala Ad-diction” competition and asked nonprofits to submit business plans to create reve-nue-generating ventures that will raise money and reduce their reliance on expensive gala events, grants and dona-tions. The Community Food Bank’s “Grains for Good” project won first place, which included a $75,000 grant from Pru-dential and three months of project-management assistance from a team of Prudential volunteers.
“They brought in their own marketing people from Prudential who worked with us redesigning the packaging, the bags that these bagel crisps are going to come in, and provided us with a brand new design and even a big poster on an ea-sel we could display at a big event we had a few weeks ago,” says Richard J. Uniacke, director of market development at Community Food Bank of New Jersey.
Additional company success stories in the article are included from PricewaterhouseCoopers (No. 1) and Time Warn-er (No. 40).
However, before you start giving your employees time off to volunteer, you’ll want to set some guidelines to establish and support their efforts. In this 2,000-word Employee Volunteer Programs article, DiversityInc provides the eight best practices that companies need for a successful employee-volunteer program. Among the top three: firm commitment and communication; recognizing the activity as a valid use of time; and encouraging senior managers to lead by exam-ple and volunteer themselves.
Additional best practices detailed in the article include:
Offering skilled volunteerism as an option for employees
Helping employees find the right volunteer opportunity
Providing training
Giving recognition
Tapping into experienced employees and retirees
Read the full Employee Volunteer Programs article at BestPractices.DiversityInc
M O N T G O M E R Y C O U N T Y S H R M
The employer mandate penalty has been delayed, so what does that mean for you and your groups? What requirements of ACA still apply to your com-pany? Below is a list of requirements that still ap-ply regardless of the employer mandate penalty being delayed:
1. Employer Mandate: While the penalty has been delayed until 2015, the mandate to offer coverage that meets minimum value and is affordable is still encouraged in 2014. Groups will not be penalized if they do not offer cover-age until 2015. Also employers that need to determine whether they will be subject to the employer mandate in 2015 (50 or more full-time or full-time equivalent employees in 2014) will need to record employee hours in 2014. It is not yet clear whether a short counting period will be available, which means that employers may be smartest to begin to track hours on a per-employee, monthly basis on January 1.
2. Summaries of Benefits and Coverage: SBC’s must be distribute during open enrollment for the 2014 coverage period and must indicate whether the plan provides minimum value, as defined under the PPACA.
3. Exchange Notices: Employers must distribute PPACA exchange notices to employees by Oct. 1, 2013 and thereafter to new employees up-on hire.
4. Application for Advance Premium Credits: Employers are required to complete a 12-page form entitled, “Application for Health Cover-age and Help Paying Costs” when requested by employees who are applying for PPACA ad-vance premium tax credits when purchasing coverage via an exchange.
5. PPACA fees: Patient-Centered Outcome Re-search Institute Fees (“PCORI Fees”) must be paid on July 31st beginning this year for certain groups. These fees apply to policy and plan
years ending after October 1, 2012 and before October 1, 2019 (i.e., for seven full policy or plan years).
6. Transitional Reinsurance Fee: The transitional reinsurance fee is effective January 1, 2014. Employers must send their covered life count to HHS by November 15, 2014 with respect to the 2014 calendar year. The first payment for 2014 must be paid in December 2014 or no later than January 15, 2015. This fee applies to fully insured and self-funded groups. Insurer will be filing for fully-insured groups. Employ-ers are ultimately responsible for filing the fee for self-funded plans. They may, however, ask their TPA to file on the employer’s behalf if service is offered.
7. W-2 reporting: Employers must continue to report the aggregate value of health coverage on Forms W-2. (Applies to groups filing over 250 W-2s)
8. Benefit Mandates For All Plans: Plan design requirements for all plans continue to apply (e.g., maximum 90-day waiting period, no pre-existing condition limits, no annual limits on essential health benefits, expansion of well-ness incentives, and dependent coverage to age 26).
9. Benefit Mandates for Non-Grandfathered Plans Only: Plan design requirements for non-grandfathered plans continue to apply (e.g., preventive care coverage requirements, limits on out-of-pocket maximums, Limits on annual deductibles (fully-insured small groups only), coverage for clinical trial-related services, and non-discrimination).
Alan Schulman
President
Insurance Benefits & Advisors
www.insbenefits.com
Employer Mandate Penalty Delayed – Now What?
V O L U M E 2 4 I S S U E 9 P A G E 9
MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT BOARD OF MANAGEMENT 2013 Officers and Directors:
Rana Katsha, MS, PHR President (2012 & 2013) 301-728-2351 [email protected] Dawn Atwood, PHR President Elect 301-987-4620 [email protected] Robin Marquart, PHR Community Affairs 301-212-8218 [email protected] Lisa Boan, SPHR Professional Development 301-628-2035 [email protected] Joyce Sherwood, PMP Programs 240-393-8246 [email protected] Kimberly Diebling, SPHR Communications 301-634-5224 [email protected] Tammy Pinson, SPHR Treasurer 301-451-9458 [email protected] Darla McClure, Esquire Legislative Affairs 301-838-3284 [email protected] Kelly Collins At Large Marketing & PR 301-217-5415 [email protected] Karin Decker Wentz, PHR Membership 240-632-7827 [email protected] Laura Beard, PHR Secretary and Certification Chair 240-252-5785 [email protected]
Montgomery County SHRM Exchange,
the general newsletter of the chapter is
published monthly. Topic articles and
items of interest to the general member-
ship are welcome. Items may be sent to
the attention of Kim Diebling , Editor,
©Montgomery County Society for Human
Resource Management 2008
MC SHRM * P.O. Box 633 * Germantown, MD 20875 *
[email protected] * [email protected] * [email protected] * mcshrm.shrm.org
MCSHRM Career Center Reach HR Professionals in Montgomery County
The MCSHRM web site and Newsletter is a very targeted and cost-effective way to reach Human Resource Managers and Decision-makers in Montgomery County, Mary-land.
To post a job on the MCSHRM web site, please send the information listed below to Laura Beard, PHR Job Bank Coordinator at: [email protected]. If you would like the job posting ad-vertised in the newsletter please send a copy of the posting to Kim Diebling, SPHR, Communication Chair at: [email protected]
There is no fee for current members of MC SHRM. There is a $25 fee per posting for non members. This fee provides a Job posting on the web site for one month, and you can place your ad in the next edition of the Chapter newsletter at no additional charge (see below for newsletter contact information).
If interested, please provide the following information:
Please be sure to indicate if you are a current member of Montgomery County SHRM. If you are not a mem-ber, you can pay by debit/credit card payment through PayPal on our website under the Career Center Tab. You can also send your check or money order of $25 made out to Montgomery County SHRM and sent to:
Montgomery County SHRM Attention Treasurer (Web Job Posting Payment)
P.O. Box 633
Germantown, MD 20874
Don’t forget to check out the Job Postings on the MCSHRM website!
Job Title How to Apply or Contact Information Job Description
Brief description of the com-
pany (optional but encour-
aged)
Job Qualifications (both required and
preferred)
Required Equal Oppor-
tunity Statement
OMG—Time 2 Send Ees Texting Policy? By: Allen Smith, Retrieved
from http://www.shrm.org/LegalIssues/FederalResources/Pages/
Anyone who has come in contact with Millennials knows how
frequently many of them text. A lot of them don’t make or
answer many phone calls but will answer or send a text in a
nanosecond. That raises the question of whether employers
need a texting policy to set the parameters for this activity in
the workplace.
In some instances, texting might not require a separate policy
but could be addressed in other practices or policies.
To continue reading the SHRM Online article, please click here.