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February 2006 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
 "Lessons I've Learned Training 5,000+
Supervisors, Managers & Team Leads" Wednesday, March 15, 2006 (5:15 to 8:00pm)
Embry Rucker Shelter Donations Update
Community Speaker Information National-Louis University
Enhancements on Dulles SHRM Website to Better Serve You!
Chapter Discussion Group
Dulles SHRM is Awarded "Chapter Champions Award" for 2005!
request for Speakers
The Virginia Business Leadership Network (VABLN) and The District of Columbia Business Leadership Network (DCBLN) Present:Straight Talk about Safety Issues and Accommodating Workers with Disabilities
Professional Development Seminar Employment Law Update
business Education Courses for HR Professionals SHRM Academy®
Chesapeake Bay Organizational Development Network 2006 Annual Conference
Mark Your Calendar
Welcome to New Members
Dulles Society for Human Resource Management
Sponsorship Opportunities
State Legislative Alert
Build a Specialty in Employee Retention
Older Workers Seek Flexibility, Autonomy, Learning
"LESSONS I'VE LEARNED TRAINING 5,000+
SUPERVISORS, MANAGERS & TEAM LEADS" Wednesday, March 15, 2006 (5:15 to 8:00pm)
Many believe that experience is the best teacher for first line managers learning how to manage others. Sure, they'll make mistakes, but that's how they learn. Odds are, they'll never repeat those mistakes again. They don't need training, it costs $. Sound familiar? The reality is that many who are selected to manage are chosen because they've performed well as individual contributors and got along with their peers. These folks usually don't come standard-equipped with good people management skills. Many undergo a real learning curve as they start managing. Can any organization really afford to pay that price for the new managers' learning the hard way? How do you help them acquire the needed "management scar tissue?"
Our March Meeting speaker, Fran Gillen, will provide you with a working checklist of what your organization can do to make sure first line managers are acquiring "the right headset" for managing people. Fran brings an internal as well as an external perspective to this topic given his in-house experience with Booz Allen & Hamilton, Lockheed Martin and PSINet as well as his consulting efforts through The Training Guy, Inc. with local technology and not-for-profit organizations on training first line managers. At last count, Fran estimates that he's worked with 5,000+ first line managers, supervisors and team leaders to date.
Joining us at the March Meeting will be Karen Reser, Vice President for Human Resources, iDirect Technologies in Herndon, VA. Karen is one of Fran's clients. Karen will further expand that working checklist for you from the insider's point of view, particularly from the perspective of "the gains and pains" of training first line managers and the related impact on the organization. Karen's responsible for developing and directing iDirect's global HR strategies and systems as the Company provides two-way broadband IP access over satellites employing a worldwide network of service providers and network operators. Her career in HR spans over 20 years in both corporate start-ups and established technology and manufacturing organizations including Peak Technologies, Qwest Communications, American Red Cross and Lockheed Martin.
Want to know more about our March Meeting speakers? Check out…Fran Gillen, The Training, Guy, Inc., www.frangillen.com and Karen Reser, iDirect Technologies, www.idirect.net.
Sponsor: We welcome our March sponsor, Wachovia Insurance Services. Wachovia offers a variety of services including Insurance for Executives and Individuals, Employer Solutions and Insurance and Risk Management. For more information, contact Chris Bartnik, Employee Resources. 1401 H Street NW, Washington, DC 2005 at 202-783-5810 or check out www.wachoviainsurance.com.
Community Speaker: We welcome our March community speaker, Sue Shumate, Executive Director fro the Northern Virginia/Washington, DC campus of National-Louis University. As the Chief Administrative Officer for the local campuses, she has provided leadership to the local campuses that serve 800 adult learners annually. For more information on National-Louis University, check out www.nl.edu
Register online at www.dullesshrm.org.
EMBRY RUCKER SHELTER DONATIONS UPDATE
Members who attended the January dinner meeting donated $111 in cash and a $15 gift card! Donations were used to purchase Target gift certificates for the homeless. Thank you for your continued support. Reston Interfaith's programs address the most critical issues facing our neighbors: affordable housing needs and homelessness, nurturing and healthy environments for families, and social issues, such as domestic violence and substance abuse. For more on how to help, check out www.restoninterfaith.org.
COMMUNITY SPEAKER INFORMATION NATIONAL-LOUIS UNIVERSITY
National-Louis University (NLU) was founded in Chicago, Illinois in 1886 and is a regionally accredited, private, non-profit university. NLU offers 13 degrees extending to the doctoral level and certificate programs across its three colleges plus more than 30 academic programs. The institution serves nearly 15,000 students annually from its five Chicago-area campuses and at academic centers in Northern Virginia/Washington, D.C.; Milwaukee/Beloit, Wisconsin; Tampa, Florida and Nowy Sacz, Poland.
The Northern Virginia/Washington DC (NVDC) campus offers classes at our campuses in Tyson's Corner Virginia and Washington DC as well as on-site in corporate and military locations. The Northern Virginia/Washington DC Campus was founded in 1985 and has graduated approximately 7,000 students. A total of 75 full-time and adjunct faculty support the academic programs and the student body at the NVDC campus. The average class size is composed of 15 working adults who attend classes in a cohort model, which means students start and end the program as a group. Classes meet one night per week, one weekend per month, in a blended format or on-line
The following degree programs are currently available through the Northern Virginia/Washington DC campus:
The M. S. in Human Resource Management and Development degree program provides for an in-depth examination of theory and principles in the human resource management and human resource development functional areas. The program incorporates several management disciplines such as organizational development and change, performance management and measurement and human resource management and develops practical management skills. It also provides students with the opportunity to share their work experiences with classmates and to apply learned skills in their workplace. For more information, check out www.nl.edu.
ENHANCEMENTS ON DULLES SHRM WEBSITE TO BETTER SERVE YOU!
You can now pay for your Dulles SHRM chapter membership and meeting registration online via credit card - all with one click of a mouse!
When you choose to pay for your chapter membership and meeting registrations online, the benefits include:
- shorter waiting times and no payment hassles at the meeting registration desk;
- registering and paying for chapter meetings in one sitting; and
- completing the chapter membership form and paying for membership dues in one transaction!
You will notice 2 new features when you visit www.dullesshrm.org to join or renew your membership and when you register for our monthly chapter meetings.
- The website will ask you for your National SHRM# and a password.
- And you can choose to pay online with your credit card.
What is my password?
All new or returning members will need to create a password online. The password is a new feature that will add convenience to future registrations by pre-populating the fields in the registration form. The password will also ensure that you receive the $35 member-level price for meetings.
How do I create a password?
Creating a password can be done by first completing the membership form. Here's how:
- Dulles SHRM Chapter Membership Form
- Visit http://www.dullesshrm.org/chapter_membership.asp
- Enter your National SHRM number to create your record in our membership database
- Create a new password -- your newly created password will help the website recognize you as a chapter member and provide you with member-level prices. Be sure to note your password for future use!
- Pay online for your chapter membership via credit card after you click submit on the membership form. Please be sure to complete the entire credit card transaction to ensure you are successfully recorded in our membership database.
- Chapter Meeting Registration
- Visit http://www.dullesshrm.org/chapter_meeting_reg.asp
- Register for the chapter meeting
- 2005 Members - please first visit the membership form to renew your membership and create your password before registering for the chapter meeting.
- New members -- complete the membership form and create your password online, then return to the meeting registration form to enter your National SHRM number and newly created password to receive member-level prices.
- Non-members -- skip the National SHRM# and Password and complete the fields for your name and below. The form will know to provide you with non-member level prices.
- Choose to either pay online for meeting registration or by check/cash at the meeting registration desk on the day of the event.
When choosing to pay online via credit card, please be sure to complete the entire credit card transaction to ensure that you are registered for the meeting. You will receive two confirmations, one on the website, and another as an email. To be on the safe side, please bring a copy of both confirmations to the registration desk on the day of the meeting in case our records differ.
We still have some bugs to work out and thank you in advance for your understanding patience! We hope these improvements will enhance your membership experience with us and invite you to email us with your feedback at dullesshrm@yahoo.com.
Maggie Chan, President
Dulles SHRM ~ Your SHRM Chapter of Choice
CHAPTER DISCUSSION GROUP
"Telecommuting"
Thursday, March 2
Contributed by Cindy Loison, SPHR, Director, Discussion Group
Telecommuting offers solutions and creates issues for both employers and employees. Many of us are just looking into these scenarios, and would gladly embrace "lessons learned" from our other colleagues. Mary Walter Midkiff, HR Consultant, will facilitate a discussion on methods of achieving successful telecommuting relationships with employees. In preparation, please reflect on the following questions:
- What are current issues around telecommuting?
- What's working…what's not working?
- How have you (or how would you) established parameters for telecommuting (i.e. which employees would be eligible…how would you measure success…how often would you review the telecommuting arrangement for continuation?)
- What communication issues should you prepare for (how does the employee confirm his availability to clients/colleagues? How does the employee remain engaged with the team?)
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. Just be sure to call ahead so we expect you.
Please confirm your participation by registering on-line, at least 24 hours in advance, at www.dullesshrm.org. If you have questions, feel free to call Cindy Loison at 703-265-7520. Participation is limited to the first 25 people who sign up.
Date: Thursday, March 2
Time: 7:30 a.m. to 9:30 a.m.
Place: Sprint Nextel Corporation
2000 Edmund Halley Dr
Reston VA 20191
Room: D 1027
Phone: 703.592.2727; Ask for Craig Petry/Dulles SHRM Meeting
General Information:
The Buildings are clearly marked with signage. The 2000 Building is also referred to as "D" Building. Guests may park in any of the available open spaces. Upon entering the building, guests need sign in at reception and pick up a "Visitor Pass."
Directions to Sprint Nextel NHQ from Dulles International Airport:
Leave the airport on the Dulles Access Road. Take the RIGHT exit for 267 toward RESTON PKWY/WIEHLE AVE/HUNTER MILL RD. 267 is the Toll Road. Exit RIGHT onto 7100 / FAIRFAX COUNTY PKWY - keep RIGHT at the fork in the ramp. Turn LEFT at the first light - SUNRISE VALLEY ROAD. Drive about ½ a mile (pass through 1 stoplight) and turn LEFT onto EDMUND HALLEY DRIVE at 2nd stoplight. If you reach the light for RESTON PKWY, you have gone too far. On EDMUND HALLEY DRIVE, drive to the 1st left turn and turn LEFT. Park anywhere in the parking lot that is in front of the building that says Sprint.
Directions to Sprint Nextel NHQ from Reagan National Airport:
Exit the airport toward the GEORGE WASHINGTON PKWY North. Stay on the GW Parkway for about 8 miles. Exit onto 123/CHAIN BRIDGE ROAD toward McLean - keep RIGHT at the fork in the ramp. Remain on 123 (which turns into Dolley Madison Blvd). After the intersection for LEWINSVILLE ROAD, be in the RIGHT lane to take the ramp toward DULLES AIRPORT/I-495. Get over one lane to the LEFT to merge onto 267 / DULLES TOLL ROAD. Toll is $0.50. Take Exit #12 for RESTON PARKWAY (toll is $0.25). Turn LEFT at the light onto the Reston Parkway. At the 2nd light, take a RIGHT onto SUNRISE VALLEY ROAD. Turn RIGHT at the 3rd entrance - EDMUND HALLEY DRIVE. On EDMUND HALLEY DRIVE, drive to the 1st left turn and turn LEFT. Park anywhere in the parking lot that is in front of the building that says Sprint
DULLES SHRM IS AWARDED "CHAPTER CHAMPIONS AWARD" FOR 2005!
Contributed by Lisa Forester, SHRM Foundation Representative and Scholarship Coordinator
The Dulles Chapter of SHRM was recently awarded the "Chapter Champions Award" for its support of the SHRM Foundation in 2005. This award recognizes SHRM chapters that work to support the SHRM Foundation.
Approximately 70% of SHRM chapters make some contribution to the SHRM Foundation. In order to earn the "Chapter Champions Award", a chapter must:
- Make a contribution to the Foundation's annual campaign
- Appoint a Foundation Coordinator
- Educate the chapter's members on the work of the Foundation
- Hold a special event, such as a raffle, to encourage individual contributions
Those chapters selected to receive the award receive an Olympic style gold-plated medal on a red, white and blue ribbon. Additionally, the Foundation recognizes Chapter Champions at the SHRM Leadership Conference.
The following information is provided for those chapter members who may be wondering why they should contribute to the SHRM Foundation. HR professionals stand out for their support of charitable organizations; however, many overlook the support of their own profession in their contributions. By contributing to the SHRM Foundation, an HR professional helps advance Human Resources and invests in his or her own future. Plus, the Foundation's HR research findings help many others by creating more vital and effective workplaces. The Foundation is of critical importance to the HR profession.
REQUEST FOR SPEAKERS
Contributed by Nidhi Kanungo, Student Chapter Liaison
In response to the request for Guest Speakers for the Student Chapter Meetings at George Washington University and George Mason University, Nidhi Kanungo, Student Chapter Liaison, is requesting volunteers to speak at these local area universities. Students are eager to learn about HR Professionals personal experiences in the field and other current HR related topics. Topics in the past have included Strategic Human Capital and Employment Law.
The schedule for the meetings is as follows:
George Washington University:
Monday, April 3 (6:30pm-8:00pm)
George Mason University:
February 21st, 2006 - 4:30pm to 5:30pm or 5:30pm to 6:30pm
March 14th, 2006 - 4:30pm to 5:30pm or 5:30pm to 6:30pm
The meeting time will be 4:30pm to 6:30pm. It's up to the speakers to decide which of the two options is more convenient for them 4:30pm to 5:30pm or 5:30pm to 6:30pm. The location of the meeting will be in the Fairfax GMU campus.
For more information or to volunteer, please contact Nidhi Kanungo at nidikan@yahoo.com.
The Virginia Business Leadership Network (VABLN) and
The District of Columbia Business Leadership Network (DCBLN) Present:
Straight Talk about Safety Issues and Accommodating Workers with Disabilities
Event:
Recruiting people with disabilities is smart business. These employees are productive, hard working and loyal. But when safety issues arise, how do organizations balance the need for talent and reduce the risk for a safe workplace? A panel of experts who have solved these issues for employers across the US will provide examples through accommodation and education.
When:
Wednesday, February 22, 2006
8:00-8:30 am - Registration
8:30 am-11:30 am - Program
Where:
George Washington University
Marvin Center
800 21st Street, NW
Doyle Room 302
Washington, DC 20006
Closest Metro stop is Foggy Bottom-GWU on the Blue and Orange Line.
How:
Join us for this informative training session at the low cost of $25.00, payable by check or credit card. Please visit our website at http://www.vabln.org to register. For further information please contact Dana Rosanelli at dana.rosanelli@suntrust.com or 804-782-7181.
The Virginia Business Leadership Network is led statewide by SunTrust Bank and regionally by Booz Allen Hamilton. The District of Columbia Business Leadership Network is led by The George Washington University. BLNs are dedicated to increasing workforce and marketplace diversity to include people with disabilities.
This program has been approved for 3 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).
PROFESSIONAL DEVELOPMENT SEMINAR
Employment Law Update
Be the person at your organization who has the most updated answers! Employment law is one of the fastest changing areas of law. This past year witnessed several significant cases in age discrimination. Wage-hour laws have been substantially revised. Significant changes in labor law will affect all employers. Cases have changed how employers should administer the Family Medical Leave Act - and more changes are being proposed. If your organization is relying upon last year's answers, this program will help you steer clear of outdated HR practices.
This is a fast-paced, highly interactive program that will provide senior HR professionals with up-to-date employment laws and entry and mid-level HR professionals with critical employment laws in an understandable format.
Speaker:
Manesh K. Rath, Keller and Heckman LLP
Program Sponsored by:
Tirevan & Integration Technologies Group, Inc.
Date:
Tuesday, February 28, 2006
Fairview Park Marriott
3111 Fairview Park Drive, Falls Church, Virginia
Registration/Breakfast/Program: 8:00-10:30am
Fee:
$45 NOVA SHRM members, $60 non-members
Learning Objectives:
- Better identify the key issues involved in handling age discrimination claims;
- Better identify possible sources of age discrimination claims in reductions-in-force and in pay adjustment programs;
- Better understand significant developments in the National Labor Relations Act that apply to all worksites, not just those that are unionized;
- More effectively handle requests to return to duty under the FMLA;
- Understand the critical changes to the Fair Labor Standards Act's "exempt" definition, and how to better categorize exempt employees; and
- Apply recent employment law developments to practical HR programs and actions.
About the speaker: Manesh K. Rath is a partner at Keller and Heckman LLP where he represents management in Employment and OSHA Law. Mr. Rath has authored a number of employment law articles and is a frequent speaker on both OSHA and Employment law for numerous seminars, business and trade association conferences, and at the college and graduate school level. On developing issues in employment law, he has been quoted by a state appellate court, in ENTREPRENEUR MAGAZINE, and has spoken on television news. Mr. Rath has handled employment law matters, motions and trials before state and federal courts, and state and federal administrative agencies in over 35 different jurisdictions throughout the nation.
This event has been approved for 2.5 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).
To make a reservation, simply send an e-mail to novashrm@bm2.com OR register online at www.novashrm.org/events/cfm. When registering by e-mail, please include your name, company name, day time phone number, and chapter membership. Non-members must also include their current mailing address. You will receive an e-mail confirmation of your registration (made by e-mail only). When registering online, you are now able to pay by credit card. Credit cards accepted are VISA, MasterCard and Discover. If paying by check, payment should be made to NOVA SHRM. The deadline for meeting registration is 11:00 a.m. on Friday, February 24, 2006. Failure to cancel by the deadline will result in your being billed for the meeting if you do not honor your reservation. Please register by the deadline so that we are able to give the hotel a firm count for the event.
BUSINESS EDUCATION COURSES FOR HR PROFESSIONALS
SHRM Academy®
The Society for Human Resource Management (SHRM) offers critical business education courses for HR professionals with the SHRM Academy® -- an educational program recognized and respected in the HR profession.
The SHRM Academy specializes in offering HR professionals the business essentials required to become a more effective partner across all functional areas of an organization. The courses are designed to promote strategic thinking in correlation with affecting business decisions. SHRM Academy courses help build confidence in an area that is not taught as a core competency in most HR educational programs.
The SHRM Academy offers business courses specific to HR within four areas of study: Strategy, Communications, Implementation Management and Finance.
Participants can customize their learning program by selecting courses from within the four areas of study and by choosing to attend one, two, three or four courses. Two courses in or among any area of study fulfill the Strategic Management requirement for HRCI's SPHR recertification.
SHRM Academy courses are held throughout the year, nationwide. The next SHRM Academy is being offered March 28-31 in Washington, D.C. These courses will be held at the Marriott Washington, 1221 22nd Street, NW, Washington, D.C. 20037. Contact the hotel directly at (202) 872-1500 for reservations.
Individual Course Dates and Areas of Study. Choose one course per day.
March 28
Building Business Strategy (Strategy)
Understanding the Basics of Finance (Finance)
March 29
Creating an HR Strategy (Strategy)
Financial Decision-Making (Finance)
March 30
Business Law (Strategy)
Operating Plans and Budgets (Finance)
March 31
Developing Business Models (Strategy)
Strategic Mindset: A Financial Perspective (Finance)
Receive $100 off your registration when you refer another HR professional to the SHRM Academy. To receive the discount, your referral must register for a Spring 2006 Academy course. For more information on the SHRM Academy please visit www.shrm.org/academy or contact Jeanne Morris, Manager, SHRM Academy, at (703) 535-6347 or jmorris@shrm.org.
CHESAPEAKE BAY ORGANIZATIONAL DEVELOPMENT NETWORK
2006 ANNUAL CONFERENCE
The conference is April 28th and the Post-Conference is April 29th. Linda Ackerman, workplace change expert, researcher, and author is the keynote speaker. She will kick-start the conference with an enlightening discussion about organizational transformation. The Post-Conference will expand and compliment your new knowledge of transformation with an in depth look at the Meta Model of Change. Michael Broom and Edith Seashore are presenting the Model and facilitating an exploration of managing change using seven fundamental principles. Get more info on the conference at www.cbodn.org/conference. The conference will be held at the DC/Silver Spring Hilton Hotel.) See you in April!
MARK YOUR CALENDAR
2006 Conferences:
- June 25-28 - SHRM Annual Conference & Exposition, Washington, D.C.
Chapter Breakfast/Dinner Meetings:
- April 19 (Breakfast Meeting) - "Changing Landscape of the Job Marketplace" Presenter: Rob McGovern, founder and former Chairman and CEO of CareerBuilder Corporation Focus: Recruiting & Hiring
- May 17 (Dinner Meeting) - "Compensation and Rewards - Programs that Work" with Jane Weizmann, Washington Office Practice Leader, Strategic Rewards, Watson Wyatt Worldwide, Focus: Compensation
- June - No Meeting National SHRM Convention
- July 19 (Breakfast Meeting): "Contacts Count: Networking Skills for HR Professionals" Presenter: Wendy Mack, SPHR, T3 Consulting.
- August 16 (Dinner Meeting) - "Ethical Issues" Presenter: Keith Green, SPHR, Focus: HR Strategy & Direction
- September 20 (Dinner Meeting) - TBA, Presenter: Caryn Pass, Krupin O'Brien, Focus: HR Law
- October 18 (Breakfast Meeting) - "Straight talk…Crucial Conversations" with Marcia Riley, Chief Learning Officer and AVP Talent Management, INOVA Health, Focus: Career Development
- November 15 (Dinner Meeting) - "Contact Count: Networking Skills for HR Professionals" with Wendy Mack, T3 Consulting, Focus: Professional Development: Interpersonal Skills
- December 6 (Dinner Meeting) - Holiday Party
WELCOME TO NEW MEMBERS
Contributed by Lynn Padgett, Vice President, Membership
We welcome the following new members who joined the Chapter during January:
- Carol Campbell, SPHR, Employment Manager, Cooperative Finance Corporation
- Thomas Campbell, II, Training Specialist, General Dynamics Network Systems
- Trish Hollar, Chief Human Resources Officer, Bowman Consulting Group
- Tim Kelly, Vice President, Wachovia Insurance Services Inc
- Karen Laughlin, Vice President, Alliance Bank
- Phong Liu, Senior HR Administrator, Netco
- Karen Lowe, PHR, HR Business Partner, Verizon Federal Network Systems
- Julia Moreno, SPHR, Benefits Manager, Gate Gourmet, Inc.
- Janet Olsen, PHR , Director, Human Resources, EIT, Inc
- Sue Ratcliff, Manager, Human Resources, Cisco Systems
- Cynthia Schoeppel, SPHR, Senior OE Consultant, Beacon Associates
- Nicol Stephens, PHR, Regional HR Manager, RR Donnelley
- Stephanie Winebarger, SPHR, HR Manager, McDonald Bradley, Inc.
- Dennis Woomer, Senior Account Manager, Allines Professional Placements
- Jennifer Zanone, Vice President, Wachovia Insurance Services
DULLES SOCIETY FOR HUMAN RESOURCE MANAGEMENT
SPONSORSHIP OPPORTUNITIES
Dulles SHRM offers you and your company many ways to market your products and services to our members. We have over 200 Human Resource professionals who are interested in hearing about what you have to offer. Please consider one of the following sponsorship opportunities:
$250.00 BRONZE PROGRAM SPONSOR
- Acknowledgement of sponsorship on Dulles SHRM web-site and on broadcast email.
- One Guest attendee at meeting.
- Display table for literature/handouts in a designated area outside of meeting area.
- Acknowledgement of sponsorship at Dulles SHRM monthly meeting.
- 5-minute speaking opportunity during program.
$350.00 SILVER PROGRAM SPONSOR
- Acknowledgement of sponsorship on Dulles SHRM web-site and on broadcast email.
- Two Guest attendees at meeting.
- Display table for literature/handouts in a designated area outside of meeting area.
- Acknowledgement of sponsorship at Dulles SHRM monthly meeting.
- 5-minute speaking opportunity during program.
- Receives current Membership Directory (final directory from previous year)
$500.00 GOLD PROGRAM SPONSOR
- Acknowledgement of sponsorship on Dulles SHRM web-site and on broadcast email.
- Two Guest attendees at meeting.
- Display table for literature/handouts in a designated area outside of meeting area.
- Acknowledgement of sponsorship at Dulles SHRM monthly meeting.
- 5-minute speaking opportunity during program.
- Receives current Membership Directory (final directory from previous year)
- Article placed on web-site promoting services of sponsor.
$1200.00 ANNUAL SPONSOR (Limit One per Year)
- Acknowledgement of sponsorship on DULLES web-site and on broadcast email.
- Two Guest attendees at all meetings.
- Display table for literature/handouts in a designated area outside of meeting area.
- Acknowledgement of sponsorship at each DULLES SHRM monthly meeting.
- 5-minute speaking opportunity during program at 3 monthly meetings.
- Receives current Membership Directory (final directory from previous year)
- Article placed on web-site promoting services of sponsor for entire year.
- Company logo on all DULLES literature (brochures, directory, web-site, meeting receipts)
- Acknowledgement of sponsorship in Membership directory.
- Link to sponsorship Company web-site.
- Banner Ad located on web-site for year of sponsorship.
ADDITIONAL ADVERTISING OPPORTUNITIES
- $350 - One set of mailing labels of Membership
- $750 - Excel File of Membership
- $250 - Classified Ad on DULLES Web-Site for DULLES/SHRM Members
- $350 - Classified Ad on DULLES Web-Site for DULLES/SHRM Members Non-Member Price
- $50 - Create a Link from the Classified Ad to the Company's Web-Site
Holiday Party - The holiday party is another great way to show your support of Dulles SHRM and our members. We appreciate cash, certificates, and products to be raffled off during our end-of-the-year celebration. We'll mention your company's generosity to everyone in attendance.
We hope you will consider sponsorship of our organization. If you need additional information or have any questions, please contact: Mary Walter Midkiff, Vice President of Programs, at (703) 787-7932 or mwmidkiff@aol.com.
Thank you for your support of Dulles SHRM!
STATE LEGISLATIVE ALERT
Contributed by Judy Carter, SPHR, Legislative Liaison
As an HR professional, there is a responsibility to know what is happening on a state and national level. HRVoice assists you in taking proactive steps in shaping public policy affecting the HR profession. SHRM members, through the HRVoice program, can play an instrumental part in influencing legislation on the national and state levels.
Please write or call your state representative and urge them to oppose House Bill 162. This legislation would prohibit employers from setting policies and procedures that protect their employees and customers while on company property. Specifically, the bill would prohibit employers from establishing policies that prevent employees and patrons from storing firearms in their vehicle while on private property.
Issue Background As an HR professional, we believe that every employee is entitled to a safe work environment. According to the U.S. Department of Labor's most recent statistics, there were 433 shooting homicides at private businesses in 2003. Research released this year by the American Journal of Public Health found that workplaces where guns were permitted were five times more likely to experience a homicide than those where all weapons were prohibited. SHRM research found that 55 percent of employees say that "feeling safe in the work environment" is very important to their overall job satisfaction.
Legislation The following are provisions of House Bill 162 that would limit an employer's ability to protect their employees while simultaneously safeguarding their property:
- Workplace Policies that Prohibit Firearms - A person, property owner, tenant, employer, or business entity cannot establish, maintain, or enforce any policy that prohibits an employee or patron from carrying or storing a firearm within his/her vehicle while on private property.
- Liability Concerns - Civil liability implications clearly exist in the proposed legislation for employers who implement and enforce a policy that prohibits weapons in the workplace. Additionally, although the bill attempts to provide liability protection to employers who allow firearms to be stored in vehicles, the ambiguous language in the bill leaves an employer open to liability if an employee or patron is wounded by a firearm.
- Infringes on Property Rights - House Bill 162 restricts the property rights of individuals, property owners, tenants, employers, and business entities. Citizens in Virginia have the rights to control their property without state restrictions.
Action Needed To call your state representative - Follow the link below, and use the type box in the upper right-hand corner to find the contact information for your state representative using your home zip code: http://conview.state.va.us/whosmy.nsf/main?openform
Write your state representatives today! This is your opportunity to impact the legislative process at the state level. To write your state official, follow these steps:
- Log onto SHRM Online by clicking here.
- Sign in using your member number and last name.
- Click on "Governmental Affairs," then go to "HRVoice" on the left side of your screen.
- Choose "Write your elected officials."
- Click on "Urge Your State Legislators to Oppose Limits to Workplace Safety in Virginia" under the heading "Take Immediate Action on these Hot Issues."
Your support is needed NOW!
BUILD A SPECIALTY IN EMPLOYEE RETENTION
Imagine having a valuable specialty in the increasingly critical field of employee retention. Learn more at www.EmployeeRetentionSpecialist.com.
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Herman Trend Alert: Focus on the Individual February 8, 2006
As employers move through the next 10-15 years, they will discover that concentrating on individuals will be considerably more productive than pushing any one-size-fits-all concept. Employees seek, expect, even demand the personal attention. Their attitudes will drive employers, and then others, to correct their deficiencies. We will see this shift from groups, teams, and classes of people in practically all aspects of corporate life.
Job descriptions will disappear. Replacing them will be role descriptions and individualized "Expectations Statements". No longer will we attempt to force square pegs to fit into round holes. People will be hired for attitudes and competencies, then trained to build their skills even further. Their training will match their jobs, giving them confidence and satisfaction. Additional training will support job expansion.
Compensation will also be tailored to each employee, rather than paying everyone in the same position the same amount. People, who come to an employer with higher skills, even if those skills are not utilized in their current jobs, will be paid commensurate with those skills. As employers pay more attention to performance management, merit pay will be given more attention. Benefits packages will be designed for each individual employee and his or her family.
Supervisors will engage in more serious performance management, linking individual expectations with individual results. Accountability will be pushed downward in smart organizations, building a greater sense of personal ownership of results. This accountability, combined with recognition and reward, will support employee retention. Employers will use this money saved from turnover to increase compensation and training.
Training and development will be guided by individual growth plans created and managed by the employee and the employee's immediate supervisor. A wide range of learning experiences---from reading assignments to hands-on work---will be included in each plan, depending on what is needed by the employee.
In employment settings where flexibility is possible, the employee's working hours will be under the control of---or heavily influenced by---the employee. Coworkers will make their own arrangements to assure coverage with a shared focus on results. Workplaces will become communities of individuals, working toward shared goals.
OLDER WORKERS SEEK FLEXIBILITY, AUTONOMY, LEARNING
New studies support the notion that creative work arrangements may be key to retaining employees 50 and older. --Mark Schoeff Jr., December 14, 2005
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
When it comes to integrating older employees into the workforce, the Cendant Car Rental Group has the right idea. As it begins to establish neighborhood rental centers--those not located at airports--the owner of the Avis and Budget brands is looking for workers 50 years or older to run the businesses.
"They're going to bring all of what makes a 50-plus worker valuable in terms of relationships, knowledge and maturity" that it takes to build a business, says Mark Servodidio, executive vice president of human resources at Cendant. Servodidio is trying to tap into older workers' entrepreneurial spirit by giving them a cut of their franchise's profit. "The more successful the business is, the more money they make," he says.
Cendant's approach is exactly what new reports recommend that all businesses do to retain older workers. The more that 50-plus people can control their hours, exercise autonomy and find opportunities to learn, the more likely they will be to continue working, according to two new reports by the Center on Aging and Work/Workplace Flexibility at Boston College and the Families and Work Institute. The key to retaining older workers, who are likely to be in demand as the U.S. population ages and its labor force shrinks, is for companies to structure jobs creatively.
"Flexibility doesn't just mean flextime," says Ellen Galinsky, president of the Families and Work Institute. "Flexibility means thinking in new and creative ways about dealing with issues like the pace or the timing of work."
The studies found that workers 50 or older are significantly more likely than their younger cohorts to be self-employed or run a small business. In addition, more than a quarter of wage -and salary employees and 43 percent of employees under 30 plan "to be their own boss" one day. The reports' findings come from an analysis of the 2002 National Study of the Changing Workforce. The study, conducted every five years, samples about 3,500 workers. The new reports were released in Washington on December 12 in conjunction with the White House Conference on Aging. Cendant's successes with older workers were cited in Washington in November, when the company was recognized as a featured employer by AARP.
In another finding, the reports indicate that older women earn 55 cents for every dollar that men make across all hours and all jobs, including part-time and temporary positions. When only "primary" jobs are compared, women earn about 69 cents of a man's dollar. The difference is due to older women having less education and working fewer hours.
This earning disparity continues into retirement, as women are more likely to have amassed smaller savings because of lower contributions to 401(k)s. "Women are going to have to work longer or turn to other sources of income in ways that men will not have to," says Michael Smyer, co-director of the Center on Aging and Work/Workplace Flexibility.
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!
Maggie Chan
President
Dulles SHRM
maggie.chan@bearingpoint.com
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