montgomery county shrmmcshrm.shrm.org/sites/mcshrm.shrm.org/files/mcshrm...variety of resources to...
TRANSCRIPT
I was reading SHRM’s “Employee Engagement: The Newest Research and Trends” report, and although I wasn’t surprised to read that employees appear to be only moderately en-gaged, I was surprised to see that the survey results show the most important aspect of engagement, is the relationship with co-workers. The relationship with the immediate supervisor (which I expected to be number one) was tied for second with opportunities to use skills/abilities. (Workplace Visions – Employee Engagement: The Newest Research and Trends, Issue 2, 2012, http://bit.ly/UvP9Pr p.2)
(Workplace Visions – Employee Engagement: The Newest Research and Trends, Issue 2, 2012, http://bit.ly/UvP9Pr p.2)
It’s no surprise that organizations have been looking at employee engagement over the past few years. As companies continue to try to do more with less, a focus on getting the most innovation and productivity out of the staff available is vital to success.
This report had me thinking about the topic for our August chapter meeting – “Civility: What’s the Big Deal?”. If relationships with co-workers is so important to encouraging en-gagement, then how can we as HR professionals help ensure the workplace is a place where people treat each other with respect, curtesy and civility?
At our August 20th dinner meeting, Kelly Frager, Owner of Etiquette for Everyday and Certi-fied Etiquette Instructor, will talk with us about what incivility looks like in the workplace, and also share ideas on how we can promote civility at work and in our professional and personal lives. Perhaps some new ideas or tips could help put us in a better position to be role models for civility, and encourage others to follow us in order to foster more positive co-worker relationships.
The SHRM report identifies other factors that may also influence employee engagement as well, such as leadership, culture, demographics and stress. But no matter the factor, or whether relationship with co-workers ranks number one or number two, employee en-gagement is critical to an organization’s success, and we’ll always be looking at ways to improve the results.
For more information or to register for our August 20th chapter meeting, please click here.
To read the Workplace Visions – Employee Engagement: The Newest Research and Trends report, please click here.
(Reference: Workplace Visions – Employee Engagement: The Newest Research and Trends,
Top Employee Engagement Conditions 2013
(n = 600) Relationship with co-workers 73% (1)
Opportunities to use skills/abilities 70% (2)
Relationship with immediate supervisor 70% (2)
The work itself 68% (3)
Contribution of work to organization’s business goals 66% (4)
Variety of work 65% (5)
Organization’s financial stability 65% (5)
President’s Corner by: Dawn Atwood, PHR, PMP
Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM A U G U S T 2 0 1 4
AUGUST 20TH
DINNER MEETING
Civility: What’s the Big Deal?
Gaithersburg Hilton
6pm—8:30pm
Click here for more details
SEPTEMBER 17TH
BREAKFAST MEETING
Employee Benefits in the Obamacare World and How to
Maximize Its Impact
Gaithersburg Hilton
7am—9am
Click here for more details
Sponsor a Meeting! Contact Ericka
Carmona Vega at ecarmona-
Sponsor a
Networking Event!
Contact Kelly Collins
301-217-5415
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Join MCSHRM on Social Media
MCSHRM Calendar of Events
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SHRM has created a new website devoted to the new certifications, SHRM-CP and SHRM-SCP, at www.SHRMCertification.org. For HR professionals interested in learning more about the new certifications, the website has a variety of resources to help answer your questions. Some of the highlights include an interactive quiz to help discover which certification is right for you, a timeline for the launch, and a detailed FAQ section. If you are think-ing about the new certification, then be sure to check out the new web-site!
Pass It On! by: Robin Marquart, PHR 2015 President Elect
This month’s “Pass it On!” article was published by Workforce.com and written by Senior Editor, Rita
Pyrillis, “Derailed.” It provides an in-depth look at the impact lack of sleep has on today’s workforce and
the sever loss in productivity to US employers. According to the article, “bottom-line implications for
U.S. Companies to the turn of $63.2 billion a year in lost productivity because of sleep deprivation, ac-
cording to a recent Harvard University study.” In addition, “according to a 2012 SHRM Employee Bene-
fits Survey, though 90% of large U.S. based employers offer wellness
programs, only a few address sleep problems and only 6% have em-
ployee nap rooms.” As HR Professionals we need to be aware of this
ever growing problem, so we can address the impact of lack of sleep
on ourselves, employees, & our organizations bottom line. It’s worth
a quick five minutes to educate yourself and get the conversation
started in your organization.
http://www.workforce.com/articles/20590-sleeping-problems
SHRM Launches Website Dedicated to New Certification by: Allyson Mueller, PHR Certifications
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Programs by: Ericka Carmona-Vega, SPHR
Civility: What’s the Big Deal?
About the Program:
By the end of the interactive presentation, participants will be able to:
Identify what incivility looks like in the workplace
List 5 reasons for the current state of incivility
Understand how and why incivility impacts a business’ bottom line
List twelve ways, as HR professionals, they can promote civility at their business and in their personal and professional lives
Describe how this presentation will add to the PHR, SPHR or GPHR-Certified professional’s knowledge:
Most employee relations issues eventually end up in Human Resources. Many of these issues have some type of incivility cur-rent running through them. As HR professionals, an increase awareness and understanding of civility, incivility and how it im-pacts the workplace & bottom line can be used to promote positive initiatives to all employees, often before they become civility issues. HR professionals can utilize knowledge/awareness gained to return to their workplace and promote civility by educating others and raising their awareness.
About the Speaker:
Owner of Etiquette for Everyday and Certified Etiquette Instructor through the International School of Protocol, Kelly truly enjoys speaking and teaching about modern etiquette as it relates to building confidence, promoting courtesies and helping others know how to connect. As a for-mer corporate human resources professional and trainer, she observed first- hand the importance civility and solid communication skills play in workplace success. Through raising three children with her husband Todd, she recognized that these life skills should be taught early and re-inforced throughout our children’s lives. Since 2008, she has worked with
hundreds of youth, ages 4 through 16, talking to them about first impressions, communication skills, social skills and table manners. In 2010, Kelly began working with businesses and adults to help them improve their professional and personal image through these same proven success factors. She delivers webinars, conducts on-site training, offers individual coaching and is a featured guest speaker for businesses, community and service organizations. She is also an adjunct faculty member at both Carroll and Frederick Community Colleges.
Kelly received a Bachelor of Science degree from Penn State University and earned a Master of Science degree in Human Re-sources Development from Johns Hopkins University. Her education, coupled with etiquette certification, work experience and extensive volunteer activities has allowed Kelly to create a business that adds value to our society. She believes that when we are confident, courteous and understand how to make connections, the world is a brighter place!
Click HERE to register. Programs Continued on page 6
Date: August 20, 2014, 6:00pm – 8:30pm
Location: Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877
Price: $30 Chapter Members, $40 Non-Members, $45 Walk-Ins
This event has been Approved for 2.0 HRCI General Recertification Credits
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Programs Continued by: Ericka Carmona-Vega, SPHR
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 Ericka Carmona-Vega at [email protected]
~or~ Go to the “Meeting and Events” page on the MCSHRM website and click the “Sponsorship Information” link
Staffing experts familiar with Microsoft’s plan to lay off up to 18,000 employees generally agree on one thing: The reduc-tion in force is necessary to make the company more agile and reduce duplication created by the acquisition of phone manufacturer Nokia.
But some experts take issue with the time frame set out by the Redmond, Wash.-based software behemoth: Microsoft will take up to one year to implement the layoffs, leaving many workers in extended professional and emotional limbo.
In announcing the layoff plan July 17, 2014, CEO Satya Nadella said that most of the positions to be eliminated will come from Nokia professional and factory workers, and that the majority of affected employees will be notified within six months. But he also said that despite performing the layoffs “in the most thoughtful and transparent way as possible,” some people won’t find out until a year into the process.
Nadella added that departing employees will receive severance pay and job transition assistance, and that “everyone can expect to be treated with the respect they deserve for their contributions to this company.” Microsoft’s media relations team did not respond to a SHRM Online request for an interview for this article.
Employees in Limbo?
Gerry Crispin, co-founder of Kendall Park, N.J.-based staffing consulting firm CareerXroads, said he believes that “one year is very reasonable” for a layoff at a large company such as Microsoft. “People have to work these things out,” such as de-termining which skill sets will be needed in the short term and long term, and ensuring that the remaining workforce has those skills.
To continue reading the SHRM Online Article, retrieved on 7/30/14, please click: http://www.shrm.org/hrdisciplines/staffingmanagement/articles/pages/microsoft-layoff-plan.aspx
Microsoft Layoff Plan: Is 12 Months Too Long? by: Steve Bates, SHRM Online
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Benefits Buzz Under the affordable Care Act, cost-sharing limits for health plans are updated annu-ally. On March 5, the Department of Health and Human Services published rules es-tablishing the cost-sharing limits for 2015.
The annual deductible for a health plan in the small group market for 2015 may not exceed $2,050 for self-only coverage and $4,100 for family coverage (although an exception allows higher deductibles in some cases) and the annual out of-the-pocket maximum cannot exceed $6,600 for self-only coverage and $13,200 for family cover-age .
Employer Mandate Delayed for Medium- sized employers
A major provision of the affordable Care Act was delayed in February, when the U.S. Treasury Department announced that pay or play rules will not take effect for some medium-sized employers until 2016.
Under the final regulations, applicable large employers (ALEs) that have fewer than 100 full-time employees will generally have an additional year to comply with the play rules. ALEs with 100 or more full-time employees must still comply with the pay or play rules starting in 2015.
To qualify for this delay, an ALE must provide documentation stating that it meets the following eligibility conditions:
1. The employer must employ at least 50 full-time employees (including full-time equivalent employees 9FTEs)) but fewer than 100 full-time employees (including FTEs) on business day during 2014;
2. During the period beginning on Feb.9,2014, and ending on Dec. 31, 2014, the employer may not reduce the size of its workforce or the overall hours of service of its employees in order to satisfy the workforce size condition; and
3. During the coverage maintenance period (that is, the period ending Dec. 31, 2015, or the last day of the plan year that begins in 2015), the employer may not eliminate or reduce the health coverage it offered as of Feb. 9, 2014.
Reporting Rules Finalized for Employers and Issuers
The Affordable Care created new reporting requirements for employers regarding health plans they offer (or do not offer) to their employees.
On March 5, the IRS finalized rules pertaining to reporting requirements under internal Revenue Code Sections 6055 And 6056.
The first final rule, on the Section 6055 reporting requirements, requires health insurance issues, self-insured health plan sponsors, government agencies that administer government- sponsored health insurance programs and any other entity that provides minimum essential coverage to report information on that coverage to the IRS and covered individuals.
The second final rule, on the Section 6056, reporting requirements, requires employers with a least 50 full-time employees to report to the IRS and to covered individuals information on the health coverage offered to full-time employees.
The final regulations apply for calendar years beginning after Dec. 31, 2014.
Alan Schulman
I.B.&A., LLC
301-762-5372
MAHU Media Spokesperson
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2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online
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
Kimberly (Herbert) Cook
Judith Brown
Christopher Crouthamel
Donna Lynn Davis
Melissa Holt
Gina Judith
Susan Medina
Jeffrey Novotny, Jr.
Laura Segal
Becky Wright
Christine Campitelli
Reduced Membership Rates through 2014!
As a reminder, membership dues for the remainder of the year are just $25 for Profes-sional and Associate members (Student membership is only $12.50). For more infor-mation, please feel free to contact me via email [email protected] or phone (301) 332-6817.
Sign Up NOW for the Maryland SHRM State Conference in Ocean City– October 5-7!
Don’t Miss Out on this Great Opportunity to Network, Learn, and Earn 10.5
HRCI Credits!
The Maryland SHRM State Conference will take place this year in Ocean City, Maryland – Sunday, October 5 to Tuesday,
October 7, 2014.
Conference details can be found on the MD SHRM website http://md.shrm.org/maryland-state-conference
The conference agenda is jam-packed, so you can create the perfect conference experi-
ence for you. Want to take it all in and maximize your HRCI recertification credit oppor-
tunities? Then you’ll appreciate the early-morning and late afternoon concurrent ses-
sions that squeeze a few more hours into your day. Want to make sure you find time to
network with colleagues and our conference sponsors and exhibitors? Then you won’t
want to miss the Opening Welcome Reception hosted by the Platinum, Diamond and
Gold Sponsors on Sunday evening at the Princess Royale Hotel at the four-story ocean-
front tropical atrium level or the Deck Party at Fager’s Island on Monday night.
Conference registration rate:
$475.00 per attendee
Vendors interested in sponsoring, please contact Jeanne P. Sherwood ([email protected]) or Brian Sands
MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT BOARD OF MANAGEMENT 2014 Officers and Directors:
Dawn Atwood, PHR, PMP President 301-987-4620 [email protected] Rana Katsha, MS, PHR Past President 301-728-2351 [email protected] Robin Marquart, PHR President Elect 301-212-8218 [email protected] Lisa Shuster, SPHR Legislative Affairs 240-812-2209 [email protected] Joyce Sherwood, PMP Professional Development 240-393-8246 [email protected] Kimberly Diebling, SPHR Communications 301-634-5224 [email protected] Tammy Pinson, SPHR Treasurer 301-451-9458 [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 Hospitality/Logistics 301-655-4121 [email protected] Anthony Pegues, MBA, DWCP-ES Community Affairs [email protected] Stephanie Tamburello, PHR Retention 301-287-2404 [email protected] Ericka Carmona-Vega, SPHR Programs 301-961-2846 [email protected] Allyson Mueller, PHR Secretary/Certification [email protected] Krista Francis, SPHR College Relations 301-949-8626 [email protected] The MCSHRM Newsletter is published monthly. Topic articles and items of interest to the membership are welcome. Items may be sent to the attention of Kim Diebling , Editor, [email protected] ©Montgomery County Society for Human Resource Management 2008
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, Maryland.
To post a job on the MCSHRM web site, please send the information listed below to Ally-son Mueller, job Bank Coordinator at: [email protected]
If you would like the job posting advertised 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
Do More Jobs and Stagnant Pay Spell Lawsuits? Workers—secure about finding new jobs and angry about paychecks—are turning to courts by: Susan Milligan– SHRM Online
The economic recession put workers in an unenviable position. They were asked to do more with less, were denied raises or cost-of-living increases, and felt so nervous about losing their jobs and not finding others that they kept quiet about their paycheck frustrations.
Now that the economy is in recovery—albeit a slow and uneven one—workers are fighting back in court, accusing their employers of violating anti-discrimination laws as well as wage and hour regulations.
From 2013 to 2014, lawsuits filed by disenchanted employees rose a startling 23 percentage points to 48 percent, according to a recent executive employer survey report by Littler, a San Francisco-based law firm specializing in employment and labor law.
To read the rest of the SHRM Online Article retrieved on 7/30/14, please click: http://www.shrm.org/hrdisciplines/employeerelations/articles/pages/employee-discontent-and-lawsuits.aspx
MC SHRM * P.O. Box 633 * Germantown, MD 20875 *
[email protected] * [email protected] * [email protected] * mcshrm.shrm.org