MONTGOMERY COUNTY SHRM

2015 is in Full Swing!! Did you set a resolution to advance your skills within the HR profes-sion? Are you contemplating a career change or a new opportunity? Is this the year you become a certified HR professional? Do you want to connect and expand your network of HR professionals? Whether you considered one or all of these questions, SHRM and MCSHRM membership provide tools to help you succeed.

MCSHRM is excited to offer multiple opportunities in 2015 to help you, the HR profession-al; develop, connect, and advance within the HR profession. Here are some highlights:

Monthly Chapter Meetings to expand your HR skill set, earn recertification credit, and connect with HR professionals

Two Professional Development Seminars (Spring & Fall) to target strategic areas within the HR profession, business competencies, inter-personal skills, and more.

Certification Reimbursement! MCSHRM will reimburse for the cost of the PHR, SPHR, GPHR, SHRM-CP, or SHRM-SCP exam fee for the first ten members that successfully complete the exam.

Networking Events will be held throughout the year and are FREE!! These events pro-vide a social and welcoming atmosphere to connect with HR professionals to share ideas, find out about new opportunities, and expand your network.

So whether you’re a long time member or thinking about joining now is the time to renew or become a member of MCSHRM!!

Contact a member of the chapter’s Board of Directors if you have any questions, introduce yourself and say “hello” at an event, or visit our website at mcshrm.shrm.org, for member-ship renewal and enrollment.

Cheers to 2015!! A year to connect, learn, and advance the HR professional in you!!

President’s Corner by: Robin Marquart, PHR, SHRM-CP

F E B R U A R Y 2 0 1 5

February 18th

Dinner Meeting Dangerous Documents: Avoiding Land Mines in

Your Records and Emails - Submitted for 2.0 General

Recertification Credits

Gaithersburg Hilton 6:00 pm to 8:30 pm

Click here for more info

February 26th

FREE Networking/HH Miller’s Ale House– Rock-

ville

6-8pm

Click here for more info

Sponsor a Meeting! Contact Ericka

Carmona Vega at ecarmona-

vega@fourhcouncil.edu

Sponsor a

Networking Event!

Contact Kelly Collins

301-217-5415

V O L U M E 2 6 I S S U E 2

Join MCSHRM on Social Media

MCSHRM Calendar of Events

MONTGOMERY COUNTY SHRM

P A G E 2 V O L U M E 2 6 I S S U E 2

Programs by: Ericka Carmona-Vega, SPHR

Dangerous Documents: Avoiding Land Mines in Your Records and Emails

About the Program:

As you have read in the newspapers, companies such as Abbott Laboratories, Boston Scientific, and Synthes were criminally indicted and paid multi-million dollar settlements. They have learned that a seemingly innocuous phrase such as, "This will negatively impact the bottom line…" in a private email from an employee can be used to undermine the employee’s credibility, cost the organization money, and have a negative effect on the organization’s reputation.

The thousands of emails sent over an organization’s server on a daily basis can be retrieved indefinitely. To survive in our liti-gious society, employees need to understand what they should or should not write in their emails and other documents.

In this hands-on session by industry expert Nancy Singer (formerly a US Department of Justice Prosecutor and defense lawyer), you will have the opportunity to analyze improperly written documents and revise them, so they will reflect the reader’s true intent. You will leave the session with actionable and practical information that you will be able to use immediately.

About the Speaker:

Nancy Singer founded Compliance-Alliance LLC in 2004 to specialize in the professional development for government, associa-tion and business professionals. She has taught over 1700 people how to improve their communication practices. She is on

the faculty of George Washington University Medical School and Health Science Program, and she has taught classes at Johns Hopkins University, University of Southern California, and Harvard Symposia. Previously she served as Special Counsel for the Advanced Medical Technology Association. For her efforts to improve com-munication between the government and the regulated industry, Nancy received Vice President Gore’s Rein-venting Government Hammer Award and the FDA Commissioner’s Special Citation. She began her career as an attorney with the United States Department of Justice doing litigation for FDA enforcement cases. Subse-quently she was a partner at the law firm of Kleinfeld Kaplan and Becker. Nancy is a retired commander in the

Naval Reserve.

Please click here to register by 12 noon on Friday February 13th to receive the non-walk in rate.

Date:

February 18, 2015, 6:00pm – 8:30pm

Location: Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877

Price: $35.00 Chapter Members, $45.00 Nonmembers, $55.00 Walk-ins

This event has been Approved for 2 HRCI General Recertification Credits and 1.5 SHRM PDCs

FREE MDSHRM Webinar- How to Achieve Greater Success in Hiring National Guard Members and Other

Veterans

Date: February 3, 2015, 1:00pm – 2:00pm

To register, click here

MONTGOMERY COUNTY SHRM

P A G E 3 V O L U M E 2 6 I S S U E 2

Programs– Continued

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 and to register, please visit our website at http://mcshrm.shrm.org/ and click on the meetings and events tab.

For more information about Sponsorship and Speaking opportunities…

Contact Ericka Carmona-Vega at ecarmona-vega@4-H.org

~or~

Go to the “Meeting and Events” page on the MCSHRM website and click the “Sponsorship Information” link.

Chief human resource officer (CHRO) will be one of the most in-demand executive positions for 2015, according to a new report from recruiting consultants Korn Ferry.

Companies will also be searching for senior leaders in the cybersecurity, digital and innovation arenas. The hottest sector overall for executives looking for new opportunities will be in health care.

Korn Ferry based its predictions on a poll of senior executive search consultants conducted in October and November 2014, findings on executive search requests from around the world, and an analysis by its senior search consultants. The list of hot jobs, which is in no particular order, spans all industries.

“These positions are in high demand because they represent four underlying global business trends: the need to increase revenue growth, heightened awareness and greater vigilance surrounding issues of privacy and security, the need to cre-ate deep engagement with customers, and finally, major changes in the health care industry,” said Korn Ferry’s executive chairman of the Americas Bob Damon.

To continue reading the SHRM online article, please click here.

Retrieved on 1/20/15 http://www.shrm.org/hrdisciplines/businessleadership/articles/pages/chros-wanted-in-

2015.aspx#sthash.pyeuueo8.dpuf

CHROS Wanted in 2015 By: Aliah D. Wright SHRM Online Article

MONTGOMERY COUNTY SHRM

MDSHRM One Day Conference The Diversity Practitioner of the 21st Century: What New Practitioners Need to Know

The MD SHRM State Council, Inc. is pleased to present the SHRM Business course, The Diversity Practitioner of the 21st Century: What New Practitioners Need to Know. This course offering is worth 7.5 business (strategic) HRCI recertification credits and fo-cuses on the business acumen HR professionals need to either become strategic HR leaders or strengthen current skill sets. The field of workplace diversity and inclusion represents a chal-lenging and exciting career path for those who seek to create positive changes in organizations. However, competent diversity and inclusion practitioners must be more than "passionate believers." They must be strong communicators who can effectively negotiate and influence people. They must be humble leaders who can interact and motivate individuals as well as groups. But above all, they must be savvy business profession-als who are willing to initiate and steer organizational change. This one-day workshop will introduce attendees to the broad range of knowledge, tasks and competencies necessary to practice effectively in the 21st century. "The Diversity Practitioner of the 21st Century" involves an interactive day filled with cutting-edge research, best practices, and real-life case studies. Instructor: Robert Garcia, Director of Global Business Development, SHRM. Who Should Attend? HR Generalists - New practitioners - Line leaders and supervisors interested in leading diverse teams and part-nering effectively with HR and D&I practitioners - Other organizational leaders. Program Agenda: Exploring the Global Landscape for D&I Diversity Leadership Behaviors, Parts 1 and 2 Building a Strategic Diversity Management Plan, Parts 1, 2 and 3 Next Steps/Individual Development Plan Questions and Answers

This course is normally priced at $1,500 for SHRM members but MD SHRM is offering it for $950! Click here for more information. If you have additional questions, please contact: Lynn Happel, PHR, at 443-794-4747 or lynnhappel@gmail.com or mdshrm.conf@gmail.

When: March 18, 2015 8:00 AM - 5:00 PM

Where: Charles I. Ecker Business Training Center– Howard Community College, Gateway Drive, Columbia, MD

Registration Deadline: February 6, 2015

Dress: Business Casual

P A G E 4

MONTGOMERY COUNTY SHRM

Compliance Corner

Employer Healthcare Mandate Q & A Q: How do the employer mandate penalties work if an employer does not offer coverage?

A: In 2015, the “no offer” penalty will apply if an employer does not offer coverage to at least 70% of full-time employees and their dependents. The percentage that must be offered coverage to avoid the no-offer penalty will revert to 95% of employees and depend-ents in 2016. An employer would owe $2,000/12 x (number of full-time employees – 30) each month if any (as in only one) of the employees get a subsidy from the exchange. The tax forms and procedures an employer would use to remit these payments have not yet been developed by the IRS.

Another change for 2015 is that the penalty will be based on the number of full-time em-ployees less 80 for employers with 100 or more employees. In 2016 this requirement will revert back to the number of full-time employees less 30 and apply to all employers with 50 or more full-time equivalent employees.

Q: Do employers between 50 and 99 full-time equivalents need to file a form for employer reporting?

A: Yes – if they are insured, they will need to file the forms regarding their offer of coverage to employees. 1095-C is the form.

Q: Under what circumstances could an employee qualify for subsidies yet the employer not be penalized?

A: There may be several scenarios. One would occur if a person in the household had a sole proprietorship or Sub S Corpo-ration that has losses in a year. Those losses (as with gains) carry through to the personal taxes. Therefore, a household’s income based on MAGI could be lower than the employee’s W-2 income, thereby qualifying someone for a subsidy. Anoth-er example would be a new employee who had previously been unemployed for a long period of time. While the employer might offer coverage that met the affordability safe harbor from the employer’s perspective, the employee’s MAGI could render him or her eligible for a premium tax credit.

Q: I heard that a married couple had to file jointly to get a subsidy in the exchange. Is that correct?

A: According to the final rule, this is true with few exceptions. The rule on these issues is as follows: “Married taxpayers who do not file a joint return are not applicable taxpayers and are not allowed a premium tax credit. Accordingly, married taxpayers who receive advance credit payments but do not file a joint return must repay the advance credit payments. The advance credit payments must be allocated equally to each taxpayer for purposes of determining the amount of excess ad-vance payments. The final regulation clarify that this equal allocation also applies if one spouse is treated as unmarried under section 7703(b) (and may, for example, properly claim the premium tax credit on a return filed as head of house-hold).”

In addition, the IRS has published Notice 2014-23, allowing tax credit eligibility to accommodate situations of domestic abuse, abandonment or similar circumstances that create obstacles and affect a taxpayer’s ability to file a joint return.

If you have any questions about this article you can contact Alan Schulman at alan@insbenefits.com or at 301-762-5372.

P A G E 5

MONTGOMERY COUNTY SHRM

SHRM Certification – It’s ready for you! By: Dawn Atwood, PHR, PMP

Have a PHR or SPHR or other HR generalist certification?

The SHRM Certification Pathway Tutorial is now available for current holders of an HR generalist certification (or for those will obtain a certification by January 31, 2015) to earn SHRM's new certification – at NO Cost!

Simply complete the following three steps before December 31, 2015:

Document that your current certification is in good standing.

Sign the SHRM Code of Ethics.

Complete a brief online tutorial on HR competencies.

Once you complete this process, you will earn the new SHRM credential and begin a three-year SHRM recerti-fication cycle.

You will not lose or have to give up any of your current credentials in order to obtain the new SHRM Certifica-tion.

Click here to access to SHRM Certification Tutorial (or go to SHRMCertification.org and click on the Pathway tab)

You will be asked to create an account. Once logged in, select the “Apply for the Online Tutorial Pro-cess” link. The online tutorial may take about 1 hour to complete. SHRM requests that you complete the tutorial within 10 days of starting it.

Format of the Online Tutorial Pathway

The online tutorial focuses on the eight behavioral competencies found in the SHRM Competency Model and the SHRM Body of Competency and Knowledge (SHRM BoCK). The tutorial is made up of five modules, as well an interactive tool to create a Competency Self-Portrait, and samples of the scenario-based questions on the SHRM certification exams. (The scenarios and question examples are not scored, and will only provide you exposure to how SHRM is assessing competencies in the exams.)

Determining Your Certification Level for the Online Tutorial Pathway

Your existing HR certification makes you eligible to earn the SHRM-CP or SHRM-SCP certification.

If you are a current holder of credentials such as PHR or HRBP you will be eligible for the SHRM-CP credential.

If you are a current holder of credentials such as SPHR, GPHR or HRMP, you will be eligible for the SHRM-SCP.

You will continue to keep your current credentials

You will not lose or have to give up any of your current credentials in order to obtain the new SHRM Certifica-tion.

P A G E 6

MONTGOMERY COUNTY SHRM

SHRM Certification – It’s ready for you! Continued

by Dawn Atwood, PHR, PMP

MCSHM will support HRCI and SHRM certifications and recertification credits

MCSHRM will continue to work with HRCI to have chapter programs and events preapproved for recertifica-tion credits for your PHR, SPHR and GPHR certifications. MCSHRM is also a SHRM Preferred Provider and will award PDCs for chapter programs and events for the SHRM-CP and SHRM-SCP certifications as well.

Are you thinking of becoming a certified HR Professional?

There are a number or reasons to consider earning your SHRM-CP or SHRM-SCP certifications. A certification will help demonstrate your mastery of the competencies and knowledge most important to organizations as defined by the SHRM Body of Competency & Knowledge, expand your scope within the HR field and bring new ideas to drive business success within your organization, make you stand out from other HR candidates in a job search, and demonstrate your long-term commitment to the HR profession.

Are you eligible to sit for the SHRM-CP or SHRM-SCP Exam?

SHRM certification requires HR professionals sitting for the SHRM-CP or SHRM-SCP exams to have a combina-tion of work experience and education.

In addition to education requirements (outlined here), you must show that you have worked in an HR role for more than 1,000 hours within a calendar year, you have HR experience in an exempt or non-exempt capacity, and that your HR experience is classified directly, as working in an HR role, or indirectly, by consulting, edu-cating, or educating or researching HR practices linked specifically to human resource management. SHRM membership is not required to earn the SHRM-CP or SHRM-SCP credentials.

How to begin (more info here)

Determine your eligibility

Apply for the SSHRM-CP or SHRM-SCP exam (the first exams will be offered in the spring testing window May 1 – July 15, 2015. Exam applications will be accepted January 5 – March 13)

Choose the 2015 SHRM Learning System option that suits your needs

Take the exam

For more information about the SHRM certifications please visit www.shrmcertification.org

(Information retrieved January 6, 2015 from www.shrmcertification.org)

Still have questions? Join us for a SHRM Certification Q&A prior to our next dinner meeting.

6:00 – 6:15pm Feb. 18th

P A G E 7

MONTGOMERY COUNTY SHRM

P A G E 8 V O L U M E 2 6 I S S U E 2

2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online

Membership Update by: Vivie Yen, PHR

Frequently asked membership questions:

Q: If I am a National SHRM member, why should I belong to a local chapter?

A: Membership in a SHRM affiliated local chapter, like MCSHRM, provides you with local networking events, professional development programs, monthly chapter meetings, and recertification credits.

Q: Montgomery County SHRM (MCSHRM) is a 100% chapter. What does that mean?

A: MCSHRM is proud to be a 100% chapter. This means all chapter members also maintain an active national SHRM member-ship. If you do not renew your national SHRM membership, your MCSHRM membership will become inactive. You can check your national SHRM membership status by logging in at www.shrm.org

Q: How do I know when MCSHRM chapter membership expires?

A: MCSHRM membership follows a calendar year (Jan 1 - Dec 31). Membership for everyone expires on Dec. 31 and all mem-bers must renew for the following year. To renew your membership, please click here

To become a member or learn more about the benefits of membership, please click here

Have you renewed your MCSHRM membership for 2015?

If you have not renewed your MCSHRM membership for 2015, your profile has moved into an inactive status. Renew now for $60. We accept checks or you can pay via Paypal. Don’t let your membership lapse. We have some great programs for 2015!

MCSHRM website- http://mcshrm.shrm.org/joinnow

Crystal Grigsby

Annie Karp

Leslie Singman

Romina Byrd

Greta Mileva

Lowell Aplebaum

Elizabeth Loomis-Nielio

Lori Golino

Kendra Janevski

Raghad Mohamed

Nancy Routhier

Lauren Zegowitz

Tammy Rhodes

We are happy to announce the following new members

Please Introduce yourself to them at our next chapter

Meeting

MONTGOMERY COUNTY SHRM

I hope that everyone has had a terrific start to their new year and that each of you has made progress on both personal and professional resolutions! If you are anything like me, those resolutions have taken the form of personal goals to take steps in my professional life over the past few years. That overlap between my professional and personal aspirations is one of the reasons that I truly believe in the value gained from networking. Discussing ideas, shar-ing best practices, and troubleshooting issues with other HR Professionals, my peers and friends, has been an been an invaluable resource for me.

In some areas of Human Resources, like Talent Management, I would consider myself an expert, but there are other areas, like HRIS, where I have a strong interest, but would like to learn more. What area of expertise do you have to offer? Like me, is there any aspect of Human Resources that you would be interested in learning more?

Now is the perfect time to sign up for a Special Interest Networking Group! Please contact me at ka-rin.inwood@gmail.com or (301) 332-6817 if you have an interest in leading, hosting, or just participating in any of these Special Interest Groups: Benefits, Compensation, Employee Relations, HRIS, International, Re-cruiting, Strategic, and Talent Management. My hope is that together we can tackle those resolutions in 2015.

HR Resolutions in 2015 by: Karin Inwood, SHRM-CP, PHR

Legislative Affairs by: Kim Diebling, SHRM-SCP, SPHR

Coping with Employees’ Mental Illnesses Can Be Challenging by Kathy Gurchiek - SHRM Online Article

I found an article on SHRM’s website that I thought was rather interesting, and wanted to

share. According to HR Magazine (September, 2014) each year, more than 41 million Ameri-

cans experience some type of mental illness. That’s a pretty big number! When hearing this

as an HR Professional, you start to think how this impacts the work place, both legally, and

business wise. I copied and pasted a portion of the article below:

Addiction, bipolar disorder, post-traumatic stress disorder (PTSD), depression.

“There are a lot of different kinds of mental illness that can appear in the workplace, and it’s

a serious issue,” said Deirdre Kamber Todd, a partner with the Kamber Law Group PC and

board member of the Society for Human Resource Management’s Lehigh Valley, Pa., chapter.

Each year, more than 41 million Americans experience some type of mental illness, HR Magazine reported in

September 2014, citing data released by the U.S. Substance Abuse and Mental Health Services Administration

in 2013. HR News reported in November 2014 that employer support is lacking for employees who have expe-

rienced mental illness.

“It is very difficult to know how to cope with this—not only legally but also appropriately, while being re-

spectful of privacy,” Kamber Todd said.

She gave a webinar Jan. 7, 2015, on Coping with an Employee’s Mental Illness: Relevant Laws and Best Practic-

es, presented by New York-based Park Avenue Presentations Inc. Kamber Todd spent much of it discussing

federal laws as they relate to mental illness, including the Americans with Disabilities Act (ADA), the Family

and Medical Leave Act, and the Health Insurance Portability and Accountability Act.

To continue reading the SHRM Online article retrieved on 1/20/15 visit http://www.shrm.org/hrdisciplines/

safetysecurity/articles/pages/coping-employees-mental-illnesses.aspx

P A G E 9

MONTGOMERY COUNTY SHRM

MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MANAGEMENT

2015 Board and Directors: Robin Marquart, PHR President 301-212-8218 robin.a.marquart@erac.com

Dawn Atwood, PHR, PMP Past President 301-987-4620 Dawn.Atwood@sodexo.com

Allyson Mueller. PHR Treasurer 240-813-1729 allyson.mueller@rosefinancial.com Karin Inwood, PHR, SHRM-CP President Elect 240-632-7827 kwentz@mtb.com

Vivie Yen, PHR Membership 301 237-3946 yenviv08@gmail.com

Kimberly Diebling, SPHR, SHRM-SCP Legislative Affairs 301-380-6674 kdiebling@hotmail.com

Meredith Leader mleader@5amsolutions.com Secretary/Certification

Ericka Carmona-Vega, SPHR Programs 301-961-2846 ecarmona-vega@fourhcouncil.edu

Kelly Collins Marketing & PR 301-217-5415 kellykrampcollins@verizon.net

Amy Galler, PHR Professional Development amygaller@yahoo.com

Erin Cresswell Hospitality/Logistics 240-864-7544 Erin.cresswell@thalesdsi.com

Anthony Pegues, MBA, DWCP-ES Community Affairs apegues79@yahoo.com

Susan Bennett, SPHR Communications 301-806-3598 sbennett638@gmail.com 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 Susan Bennett , Editor, sbennett638@gmail.com ©Montgomery County Society for Hu-man 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, Mary-land.

To post a job on the MCSHRM web site, please send the information listed below to Meredith Leader, job Bank Coordinator at: mleader@5amsolutions.com

If you would like the job posting advertised in the newsletter please send a copy of the posting to Susan Bennett, Communication Chair at: sbennett638@gmail.com 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

Join us in supporting the Montgomery County Family Justice Center in Rockville, MD! They are committed to helping individuals and families that find themselves in a situation of domestic violence in Montgomery County by partnering with local law enforcement, county agencies, and area businesses.

Here are the details....A representative of the Family Justice Center will be speaking at our February meeting….every person who donates a pack of diapers at any event in February and March will be entered into a raffle for one free attendee at the Spring MCSHRM professional development conference....winner to be drawn at the March membership meeting.

For more information about the Family Justice Center, please visit http://www.montgomerycountymd.gov/fjc/#

MC SHRM * P.O. Box 633 * Germantown, MD 20875 *

MCSHRM Diaper Drive!!