April 2008 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
May Chapter Meeting
"Start Right and End Well: Hiring and Termination of Employees from A to Z"
Wednesday, May 21, 2008 (Dinner Meeting)
Given the growing costs of employment litigation in today’s business environment –in monetary expense as well as diminished resources, productivity and energy – these days an ounce of prevention is worth much more than a pound of cure. Treating employees fairly, lawfully, and with respect through all phases of employment is an investment that will pay tremendous dividends in terms of employee loyalty, morale, productivity and success, while enhancing your company’s reputation as a great place to work. Join Teresa Burke Wright for a guided tour of the two most critical phases of employment – hiring and termination – as we look at legal requirements as well as practical tips for creating a culture of fairness and respect in your organization. Among other things, we will discuss:
For hiring:
- How does your employment application stack up to our Application Checklist?
- The do's and don'ts of effective interviewing
- ADA restrictions in the hiring process
- Background checks and the Fair Credit Reporting Act
- Criminal record checks
- Job descriptions.
For terminations:
- An overview of federal, state and local laws affecting terminations
- A Termination Checklist to help you evaluate each discharge decision and avoid liability
- Termination "best practices" to help avoid legal claims
Learning objectives: Participants will learn
- The latest legal requirements impacting the start and end of the employment relationship
- Methods of evaluating each discharge to ensure consistency, fairness and adherence to company policy
- “Best practices” for handling terminations, to avoid employee discontent and legal claims.
Our speaker for May, Teresa Wright is a partner in the Washington, D.C. Region office of Jackson Lewis.. After graduating summa cum laude from Muhlenberg College in 1986, Ms. Wright received her law degree from Harvard Law School with honors in 1989.
Ms. Wright represents numerous employers in both litigation and administrative proceedings and advises clients with respect to state and federal employment laws. She has handled jury trials and other litigation involving discrimination, harassment, the Americans with Disabilities Act, the Fair Labor Standards Act, the Family and Medical Leave Act and wrongful termination. Ms. Wright also counsels management regarding employment issues, including employee discipline and termination; preparation of employment contracts, personnel policies and handbooks; investigation of employee misconduct; management training; and preventing unlawful harassment.
Ms. Wright is a popular lecturer on a wide variety of employment-related topics, including recent proposed changes to the federal Family and Medical Leave Act regulations; “best practices” under the Fair Labor Standards Act; handling employee absenteeism and leave under the Americans With Disabilities Act, preparing effective and enforceable severance agreements, and avoiding liability through appropriate performance evaluations, discipline and discharge practices. She was the author of a monthly column for Credit Union Magazine from 1998 through 2002, and previously served on the advisory panel for the Fair Employment Practices Guidelines. Ms. Wright is a frequent speaker for such groups as the Society for Human Resource Management (SHRM), the Association of Corporate Counsel (ACC), the Association of Legal Administrators (ALA), Credit Union National Association (CUNA), the College and University Professional Association for Human Resources (CUPA-HR), Lorman Education Services, and the National Business Institute.
Before joining Jackson Lewis, Ms. Wright was a partner with Krupin, Greenbaum & O’Brien LLC, a management-side labor and employment firm headquartered in Washington, D.C., and an associate in the Washington, D.C. office of Bingham Dana. LLP (now Bingham McCutcheon, LLP). She is admitted to practice before the U.S. Supreme Court, the U.S. Courts of Appeal for the D.C., Fourth and Sixth Circuits, and the state and federal courts for the District of Columbia, Maryland and Virginia.
We welcome our May Gold Sponsor, Capital Search Group (CSG) and KenRay Partners, headquartered in Tysons Corner. CSG enjoys a strong reputation as one of Washington, DC's leading executive search firms focusing on contingent, retained and temporary searches for all levels. Their Partners and Executive Recruiters bring a wealth of knowledge and experience to assist their clients in finding and retaining top accounting, finance and IT talent. The Partners bring over 100 years of recruitment experience in the greater Washington DC area which uniquely positions CSG in this market:
“I teamed up with the firm on search assignments ranging from Analyst to the Director level. They are tremendous business partners with a great knack for understanding both Client and Candidate requirements. Their knowledge of the Accounting/Finance profession coupled with their breadth of experience in the D.C. Metro marketplace, make them an invaluable resource. Their enthusiasm, wit and degree of follow-up are extremely rare (but welcome) in today's highly competitive Recruiting environment.”
For more information, visit: www.capitalsearch.com
Note: This program has been submitted for recertification through HRCI. For more information, visit www.hrci.org.
Register online at www.dullesshrm.org.
Embry Rucker Shelter Donations Update
Members who attended the February meeting donated $66! The Embry Rucker Community Shelter provides 70 beds each night for men, women, and families. In the winter, another 15 beds are made available to prevent hypothermia among people who are homeless. For more on how to help, check out www.restoninterfaith.org.
April Community Speaker -
Bill Browning, NOVA’s “American Dream Team” Initiative
NOVA, in partnership with the Dulles Regional Chamber of Commerce, SkillSource, and area church-based ESOL (English for Speakers of Other Languages) programs, are launching a new “American Dream Team” initiative to connect motivated ESOL participants with new career opportunities. Our American Dream Team referral network serves over 10,000 adult ESOL participants annually, making this a large-scale new hire pipeline for SHRM member employers.
Following evaluation of a Spring 2008 “ESOL for Employment” pilot course at Vienna Presbyterian Church, NOVA and its partners plan to offer up to 20 sections of employer-driven ESOL courses in 2008-09 that prepare intermediate-to-high level adult ESL participants for new careers. In these programs, participants learn the language and cultural expectations of targeted career fields, prepare to compete successfully for a new job, and are connected with prospective employers and low-cost career training programs that match their interests and capabilities. Interested SHRM members and their company’s colleagues can participate as guest speakers, conduct screening interviews at special job fairs for successful program graduates, request resumes of qualified new hire candidates, serve as volunteer practice interviewers or informational interviewers, and even host a specialized course on-site.
For more information about NOVA’s American Dream Team initiative, contact NOVA’s Bill Browning at wbrowning@nvcc.edu , or (703) 323-3284.
Important Dates/Events to Remember
Marymount's Reston Center to Host Symposium on HR Trends & Challenges Related to Workforce Issues
Marymount University’s Reston Center will host a symposium entitled HR Trends and Challenges Related to Workforce Issues on Wednesday, April 16, at 6:30 p.m. Featured speakers will be Cornelia Gamlem, president of GEMS Group, Ltd., and Dr. Lorri Cooper, Marymount assistant professor of Human Resources. MU’s Reston Center is located at 1861 Wiehle Avenue, just off Exit 13 of the Dulles Toll Road.
Ms. Gamlem will give an overview of demographic, economic, and employment trends, addressing health care, retirement, and recruitment and retention issues, as well as strategic workforce planning in support of business goals. Dr. Cooper will outline the optimal design of an organization’s HR team and demonstrate how strong HR leadership can meet the challenges of today’s workforce.
The event will conclude with a brief discussion of Marymount’s master’s degree in Human Resource Management and related graduate certificate programs.
To RSVP, call (703) 284-5902 or visit www.marymount.edu/reston
Day Inside the Beltway
What: Our annual trip to the Capitol
When: Thursday, May 22, 2008
If anyone is interested in the trip please contact Les Eszenyi at: les_eszenyi@wahazel.com
Lou Adler’s 2008 Live Workshop Tour
When: May 8, 2008May 8th, 2008
Where: Fairview Park Marriott
Washington, DC
Who should attend:
Corporate & Third Party Recruiters
Recruiting Managers
HR & Line Executives (who want to implement a hiring strategy)
Register: www.adlerconcepts.com
Call 888.878.1388 (x119)
E-mail: info@adlerconcepts.com
Cost: $895 for a full-day of training. Group rates are available. Space is Limited.
Enlightened human capital management. It’s what separates the best organizations from the rest.
Nominations for Third Annual SHRM Human Capital Leadership Awards Now Open!
It helped transform a global beverage icon’s company culture from “flat” to “fizz.” It inspired a retail giant to create a virtual corporate university, resulting in improved employee performance and retention. And it broke down company-wide silos of skepticism … turning HR into a true strategic business partner and catalyst for growth.
SHRM is saluting the HR visionaries who inspire success. Now in its third year, the SHRM Human Capital Leadership Awards recognize and honor the best examples of HR that drive the performance and reputation of their organizations, develop winning business strategies, and meet the challenges of a changing world.
SHRM encourages you and your colleagues to participate in the Human Capital Leadership Awards competition. It’s an important way for HR professionals to gain the recognition they deserve.
The four categories — Strategic HR Leadership, Innovative Business Solution, Competitive Workforce, and the Human Capital Business Leader of the Year — honor human resource leaders who have developed and launched innovative programs that contribute to their organizations’ success.
Winners and two finalists in each category will be announced at SHRM’s Strategic HR Conference in September 2008. Other benefits of winning include: recognition by peers, business leaders and more than 235,000 SHRM members for excellence in HR strategies; detailed coverage in HR Magazine; media interviews and outreach with key HR and business journalists; VIP status and complimentary registration at the SHRM Strategic HR Conference; an announcement in a major national news publication listing the winners post-announcement; and much more.
Winners and finalists have leveraged the Human Capital Leadership Award to recruit and/or retain talented employees, as well as to gain positive public exposure among business partners, customers and the community. Nominations are now open and we will be accepting them through May 30 at the HCLA web site: www.shrm.org/leadershipawards
April 30, 2008
2008 Dulles SHRM Business Partner Fair
Members Providing Members with Value!
Attendee Registration Now Open: http://www.dullesshrm.org/eventform.htm
Register and come join us for an evening of dialogue, relationship building and refreshments. Learn from a select group of Business Partners/Service Providers how they can make your position in Human Resources easier through the HR Services they provide.
SHRM Members are welcome to bring friends and colleagues.
Door prizes awarded throughout the evening – need to be present to WIN!
Service Providers/Vendors: Contact Denise Henderson for details: dhenderson@artelinc.com
There are limited slots available for Service Providers/Vendors to participate in the 2008 Dulles SHRM Business Partner Fair. This is an exceptional opportunity for Dulles SHRM Members who are service providers/vendors to introduce their services to, and directly meet with, potential clients.
Business Partner Fair Location: Cox Communications 3080 Centreville Road, Hendon, VA 20171
Please look for and follow the signs for “Cox Event.”
Sign up soon – see you there!
Chapter Discussion Group
"Knowledge Management: Is Your Organization’s Brain About to be Drained?"
Thursday, May 1, 2008
More than ever, knowledge management is a critical and strategic challenge for organizations today. Why? Because Baby Boomers are retiring, people are changing jobs and careers more frequently, and companies are outsourcing services to third parties who may or may not be capturing important information. How can we maintain and transfer organizational knowledge to maximize productivity. What is HR’s role in this effort?
Come participate in our discussion facilitated by Jennell Evans, Co-Founder, President & CEO of Strategic Interactions, Inc. Jennell has over 25 years experience working with organizations and her expertise combines a decade of designing workplace environments with over 15 years of developing effective communication skills, strategies, and processes for improving individual, team, and organizational performance.
In preparation for this discussion, please reflect on the following questions:
• What is Knowledge Management?
• Why is it becoming a critical issue for organizations?
• How will the Baby Boomers’ and other generations’ retirement impact knowledge transfer?
• How do organizations capture, retain, and transfer knowledge, especially multi-site businesses?
• How do you currently capture important experiences and knowledge and what do you need to do next?
You are invited to bring examples from your experience, or, if you have had no previous experience in this area, consider this an opportunity to learn from your colleagues. There is no charge for attending.
Please confirm your participation by registering on-line, at least 24 hours in advance, on the Dulles SHRM web site, Career Growth/Chapter Discussion Groups (http://www.dullesshrm.org). If you have questions, feel free to call Janet Geib at 703-303-4427. Participation is limited to the first 25 people who sign up.
Date: Thursday, May 1, 2008
Time: 7:30 a.m. to 9:30 a.m.
Place: FGM, Inc.
12021 Sunset Hills Road, Suite 400
Reston, VA 20190
Phone: 703.885.1000; Contact: Chas Sumser
Directions:
From Route 495
Take the Dulles Toll Road West (Route 267) Exit and turn right onto Reston Parkway North.
At first traffic light, turn left onto Sunset Hills Road. Turn left at Second traffic light into Two Reston Overlook parking area. Visitors may park in any available spot.
From Dulles Airport
Take the Dulles Access Road East (Route 267) Exit and turn left onto Fairfax County Parkway North Exit right onto Sunset Hills Road. Turn right at third traffic light into Two Reston Overlook parking area. Visitors may park in any available spot.
Your Foundation at Work: “Human Capital Challenges”
Article Contributed from www.shrm.org by Mary Roome-Godbolt, SHRM Foundation Representative
SHRM Foundation News: Research on Human Capital Challenges In 2007, the SHRM Foundation released a study that concluded that the most critical challenge facing America’s chief executives and their organizations is finding and retaining the best talent, particularly in top leadership positions. The research consisted of three parts: a comprehensive literature review, phone interviews with a select group of C-Suite executives, and a detailed online survey. The research concluded that the five most significant future challenges facing companies (regardless of size, location, or industry) were: 1) succession planning; 2) recruiting and selecting talented employees; 3) engaging and retaining talented employees; 4) providing leaders with skills to be successful; and 5) rising health care costs. The final report is available online here. The results of this study are being used by the SHRM Foundation to design tools and resources to help organizations address many of the identified challenges.
The SHRM Foundation: 40 Years of Advancing the HR Profession
Welcome to New Members
Contributed by Joseph Gregory, Vice President, Membership
The Dulles Society of Human Resource Management SHRM welcomes our newest members. Thank you for choosing our chapter.
Gina Bacchus, Director of Corporate Development, Blackbird Technologies
James Banks, Partner, Seyfarth Shaw LLP
Helina Dancer, Vice President, Human Resources, MCG Capital Corporation
Romella Duvall, HR Generalist, Sage Software
Alex Faulds, Account Executive, Liberty Mutual Insurance
Toni Hampton, Director, Client Services, The Millennium Group International
Daniel Hawkins, HR Coordinator, Cox Communications
Martha Lappin, President, Action Research and Technical Solutions, Inc.
Maribeth Mellin, Branch Manager, Sparks
Amanda Mendenhall-Jacks, HR Generalist II, Cox Communications
Michelle Milam, HR Business Consultant, Business Benefits Group
John Nastelli, Sr. Wellness Director, Sana Chiropractic: A Creating Wellness Center
April Raines, HR Manager, DynCorp International
Jeffrey Rocha, Principal, The Millennium Group International
Colleen Rogan, Director of HR & Operations, Jack Kent Cooke Foundation
Jenifer Taggart
For members that join or renew and pay at the door, please remember to log into our system at www.dullesshrm.org and complete a new and/or renewing membership form if you haven’t already done so. Thank you.
Mark Your Calendar
2008 Chapter Breakfast/Dinner Meetings:
- June 18th (Dinner) – “New Leader Integration” Presenter: Lynn Lorenz, AOL, Focus: Training and Development
- July 16th (Breakfast) – “The Hidden Dimensions of Organizational Change” Presenter: Bob Marshak, Professor, American University, Focus: Organization Culture
- August 20th (Dinner) - TBD
- September 17th (Dinner) – Topic: Employment law issue to be determined after annual member interest survey. Presenter: Misti Mukherjee, Odin, Feldman & Pittleman, Focus: Employment Law
- October 15th (Breakfast) – “Challenges in Integrating Cultures During a Merger or Acquisition” Presenter: Terry Mellendorf, Retired VP, Human Resources, Nextel, Focus: Mergers and Acquisitions
- November 19th (Dinner) – “Get ‘Em Started Right – Enhancing Performance and Retention Through Effective On-Boarding” Presenter: Ilona Birenbaum, The Wynhurst Group, Focus: Retention
- December 3rd (Dinner) – Holiday Party
You Can’t Give What You Don’t Have
By Martha I. Finney, President and CEO of Engagement Journeys, LLC
Excerpted from The Truth About Getting the Best from People: Get Rid of the Carrot and the Stick, by Martha I. Finney, Financial Times, February 2008; reprinted with permission.
The good news is: Smart companies recognize the important of employee engagement no matter how the economy is doing. The bad news is: As the economy worsens, engagement will rest heavily on the shoulders of HR. This becomes really bad news if you’ve got the short end of the engagement stick yourself. Are you feeling that same level of engagement you’re expected to provide your people? If companies aren’t assuming responsibility for your needs as an employee, you’re not a catalyst for high-performing, engaged cultures. Instead you become the scapegoat for the failures of your senior management who may want the benefits of engagement but not the hard work that goes into it. If you’re not engaged yourself, you can’t inspire your employees to their full potential and emotional dedication to their work.
Companies that measure engagement rely on a certain set of characteristics that describe the ideal experience their employees have on the job. Some start with an off-the-shelf product, such as Gallup’s Q12 questionnaire. Others evolve their own custom list, usually with the help of consultants who specialize in engagement and surveys. No matter what the list is or how it’s specifically worded, the items most commonly reflect some or all of the following sentiments:
- My company’s values are similar to mine.
- I believe in my company’s future.
- I see how my job serves the company’s big picture mission.
- I have what I need to get my job done.
- I have faith that the company can adapt to market changes.
- If I’m offered a comparable job at comparable pay, I’d choose to stay here.
- I’d recommend this company to all my friends.
- I happily go above and beyond the call of duty in my work.
- I know my boss cares about me, the work I do and my professional future.
If your company performs an annual survey to measure employee engagement, those statements probably look at least somewhat familiar to you. But as an engaged leader of engaged employees, you have an additional set of needs and variables. Even though you may not see these statements on the survey, how would you answer them?
- My company gets the importance of HR and I feel appreciated in the work I do.
- My senior leadership stands by me, even when I have to make a tough people decision.
- My boss wholeheartedly believes in the mission of the company and how our department serves it.
- I have all the resources I need to attract and retain top talent.
- I respect and trust my boss.
- My boss respects and trusts me.
- My supervisor gives me the training I need to be a better people leader.
- My leadership knows that I’m trying hard and recognizes my efforts to improve.
- I believe in what I do.
As a people leader, you deserve to experience all the same engagement characteristics that your people do – and then some. You need the confidence and respect of all your coworkers – throughout the org chart – to do your job brilliantly. Performance will improve all around. And that, as a people leader, is one of your chief responsibilities.
Bio: Martha Finney is the author of The Truth About Getting the Best From People (Financial Times, 2008). A former business journalist, Martha Finney helps companies capture and sustain the passion of their employees.
She can be reached at martha@marthafinney.com
Performance of Workers with Disabilities Same as Co-Workers
By Barbara Rose
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
A DePaul University study found workers with disabilities performed as well as other workers while requiring about the same amount of supervision and minimal accommodations. The three-year study, scheduled for release Monday, was commissioned by the Chicago land Chamber of Commerce's Disabilityworks initiative with state and city money.
Researchers collected information about 314 employees, including 95 with disabilities, working in service, administrative support, professional and managerial jobs at companies in three growing industries: health care, retail and hospitality. They also conducted focus groups with administrators.
Employers reported 16 instances of having to accommodate an employee, and the average cost of accommodations was $313. The single most expensive was about $1,500 for assistive technology. Yet when retail employees were asked what accommodations they got to help them do their jobs, those without disabilities as well as disabled workers cited examples of help, such as changes to their work schedules or their job duties.
"Many managers are still concerned about the productivity of workers with disabilities and the costs associated with accommodations," said DePaul's Brigida Hernandez, assistant professor of psychology and a principal researcher. "However, results of this study show that our participants with disabilities were on par with those who were not disabled across a number of work-related variables."
In terms of job performance, employees with disabilities averaged 2.3 on a 3-point scale on their annual performance reviews, in which a 2 means "meets expectations." Employees without disabilities averaged 2.31, the study said.
Among other findings, retail workers with disabilities had fewer unscheduled absences than those without. And over all three sectors, those with disabilities took fewer scheduled absences than those without.
The study said the benefits of hiring the disabled include having "dedicated and reliable employees" and a more diverse workforce. Advocates said they hoped that locally based research will educate employers who have been reluctant to hire people with disabilities."In the not-so-distant future, it will be increasingly important to recruit talent from this community," said Disabilityworks Executive Director Karen McCulloh.
That’s all for this month unless you have any ideas or suggestions? This is your chapter - let us know what’s on your mind!
Sarah Cower, PHR
President
Dulles SHRM
sdcconsult@hotmail.com
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