March 2006 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
"The Secrets of the High Achiever"
Embry Rucker Shelter Donations Update
Community Speaker Information
2006 Dulles SHRM Membership Survey
Request for Speakers
1st Annual Greater Washington Area Employer Benefit and Work/Life Survey Results To be Published by April 3rd
Professional Development Seminars
Free Immigration Options Workshop for Researchers, Scientists and Foreign Medical Professionals
What's New at SHRM
Business Education Courses for HR Professionals SHRM Academy®
Chesapeake Bay Organizational Development Network 2006 Annual Conference
Mark Your Calendar
Welcome To New Members
Understanding USERRA's Interim Employment Rule
Few Companies Planning Changes to Pay Programs in Wake of New Sec Disclosure Rules, Watson Wyatt Poll Finds
Is Your Co-Worker Dangerous?
Skilled Worker Shortage a Growing Issue for U.S. Organizations
Federal Regulatory Alert!
"THE SECRETS OF THE HIGH ACHIEVER"
Wednesday, April 19, 2006
(Note: Breakfast Meeting, 7:30 a.m.-9:30 a.m.)
What makes the high achiever truly special? What separates the great from the average in today's workplace? What can companies do to recruit and cultivate these extraordinary performers? Rob McGovern, author of Bring Your A-Game: the ten secrets of the high achiever, has spent his career trying to figure out the answers to these questions. He put many of his findings to work building his 500-person team at CareerBuilder.com, one of the Internet's most successful businesses. Now, he's ready to share his observations and conclusions with you. You're going to get the benefit of his curious mind and his tenacious quest to uncover the secrets to success in the workplace. At a minimum his talk will make you a better employee, and at best it will help your company do a better job finding, recruiting, and retaining top performers. Buckle your seat belts; his talk will be humorous, fast moving, and entertaining.
Robert J. McGovern is the founder and CEO of Market10.com, a new and exciting online job service. Prior to founding Market10 he was the founder and CEO of CareerBuilder Corporation, which he sold to the Tribune and Knight Ridder companies in 2000 and 2002 in transactions valued at more than $400 million. He is the author of Bring Your 'A' Game: The Top 10 Secrets of the High Achiever, which was published in July 2005. He's been featured on many national and local television and radio programs to pursue his calling: to help people with their careers. He started his career as a paperboy, interned at great companies like Disney and IBM, had a long and successful career at Hewlett Packard Company, then struck out on his own to start CareerBuilder in 1995, and has been pursuing his career advancement quest since. McGovern also advises national leading venture capital firms and technology companies on strategic issues such as hiring and recruiting a winning executive team, as well the skillful execution of company mergers and acquisitions. Rob maintains board directorships with several private and public companies, as well as two non-profit organizations focused on improving the education of inner-city youth. McGovern was named the Entrepreneurship Institute's "Entrepreneur of the Year" in 1998 and KPMG's "Entrepreneur of the Year" in 1999. McGovern lives in Potomac, Md. with his wife and two children.
Sponsor:
We welcome our April sponsor, Headway Corporate Resources, Sales Talent Solutions Division. STS offers a revolutionary approach to building high performance sales organizations. STS offers it clients a detailed, intensive screening and recruiting process to help employers meticulously select sales candidates who have the character traits, values, leadership traits, skills and experiences that are important to the employer and that are scientifically proven to correlate with successful performance in a sales role. For more information, contact Suzanne Waple at 703-772-8623, swaple@headwaycorp.com, or www.headwaycorp.com.
Community Speaker:
We welcome our April community speaker, David Manning, Employment Specialist for the Individual Placement Program (IPP) with SOC Enterprises. SOC provides Job Development, Placement & Training, and Follow-up services (including transportation training) to individuals with documented disabilities. For more information on SOC and IPP, check out www.socent.org, or contact David Manning at 703-299-3216.
Register online at www.dullesshrm.org.
This program has been approved for 1.0 recertification credit hour toward PHR and SPHR recertification through HRCI. For more information, visit www.hrci.org.
EMBRY RUCKER SHELTER DONATIONS UPDATE
Members who attended the February dinner meeting donated $54 in cash and gift cards! Cash 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
SOC Enterprises
Our April Community Speaker, David Manning, a Certified Workforce Development Professional, will discuss the SOC employer resources and services available from SOC Enterprises.
SOC Enterprises provides expert printing, assembly, bindery and comprehensive mailing services. With up to 70 full-time workers at their Arlington, Virginia headquarters, SOC retains the skilled workforce and facilities necessary to accomplish both short and long term jobs. The variety of services available to our customers includes: printing, copying & bindery, data entry & records management, mailing services, fulfillment, distribution & warehousing, hand assembly and conference services.
SOC Enterprises offers staffing solutions for large, concentrated labor needs running service divisions such as mailrooms, warehouses, copy centers, or document processing. This unique service allows customers to outsource the labor and supervision of critical but time-consuming functions.
SOC oversees and manages the following types of operations: mailroom, fulfillment, distribution & warehouse, document processing, copy center and visitor's center & gift shop. For more information, check out www.socent.org or contact David Manning at 703-299-3216.
2006 DULLES SHRM MEMBERSHIP SURVEY
The 3rd annual Dulles SHRM Membership Survey will be conducted online from March 8 to 22 and we hope all of you will participate.
Your feedback on last year's survey had a real impact. Our 2006 program topics were selected based on your survey responses.
Last year, 34% of our members participated. We want to increase participation this year to ensure that the Chapter can do an even better job of serving you. The survey will take only about 5 minutes and is completely confidential. HumanR, Inc., an independent firm specializing in employee surveys and human resource issues, has volunteered to administer the survey for us.
You will receive an email with a link to the survey site. All you will need to participate and ensure security is your SHRM membership number.
Whether you've been a Dulles SHRM member for several years or for only a few weeks, we want to hear from you. Please participate!
REQUEST FOR SPEAKERS
Contributed by Nidhi Kanungo, Student Chapter Liaison
Nidhi Kanungo, Student Chapter Liaison, is requesting volunteers to speak at 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. Nidhi is looking for a speaker for the April 3, 6:30pm-8:00pm meeting at George Washington University. For more information or to volunteer, please contact Nidhi Kanungo at nidikan@yahoo.com.
1ST ANNUAL GREATER WASHINGTON AREA EMPLOYER BENEFIT AND WORK/LIFE SURVEY RESULTS TO BE PUBLISHED BY APRIL 3RD
Wachovia Insurance Services is preparing up-to-date, competitive information on benefits policies and practices submitted by nearly 200 Washington-area firms that participated in the 1st Annual 2006 Greater Washington Area Employer Benefit and Work/Life Survey. Respondents are slated to receive a soft copy of survey results no later than Monday, April 3rd.
Survey feedback will include a summary report and two sets of tables. The summary report will provide a high-level overview of total responses. The first set of tables, an industry breakdown, will provide detailed summaries for four industries for which there is statistically valid data: Non-Profit, Consulting/Professional Services, Technology, and Other. Data will also be provided for Government Contracting based upon responses from firms indicating that 50% or more of their revenue is derived from government contracting. The second set of tables will provide a breakdown by employer size.
Four industry categories, Government, Telecommunications, Hospital/Health Care Services, and Hospitality, received five or fewer respondents. As a result, figures for these four industries are not statistically valid and will not be reported separately.
Participant feedback on benefits to be included in next year's survey and on the functionality of the survey tool will be shared with respondents. Wachovia Insurance Services and sponsoring HR organizations will review the survey tool and explore options for enhancing the survey next year.
Wachovia Insurance Services and representatives from Dulles SHRM, NOVA SHRM, WTPF, and The Washington Work/Life Coalition extend their gratitude to members who participated in the Survey and ensured its inaugural success.
There is a $500 charge to companies that did not participate and wish to purchase Survey results. Contact Chris Bartnik (Chris.Bartnik@wachovia.com) for additional information.
PROFESSIONAL DEVELOPMENT SEMINARS
Key Strategies for Retaining & Motivating Employees and Essential Knowledge for Workforce Leaders
Provided by Jeanian Clark, WASHRM Certification Chair
Lord Fairfax Community College is hosting two seminars in May that carry six HRCI recertification credits each.
Key Strategies for Retaining and Motivating Employees
"Keeping the Good Ones" is a seminar based on the top selling Employee Retention Book "Love 'em or Lose 'em" by Beverly Kay, who was a presenter at the SHRM national conference. Tuesday, May 2, 2006 or Thursday, May 4, 2006.
Essential Knowledge for Workforce Leaders
"Human Resources for the Non-HR Manager" also carries 6 recertification points. Tuesday, May 16, 2006 or Thursday, May 18, 2006.
Register online at http://www.lfcc.edu/. For more information, please contact Jeanian Clark, WASHRM Certification Chair, at 540-868-7122, 800-906-LFCC.
Each event has been approved for 6 recertification credit hours toward PHR and SPHR recertification through the Human Resource Certification Institute (HRCI).
FREE IMMIGRATION OPTIONS WORKSHOP FOR RESEARCHERS, SCIENTISTS AND FOREIGN MEDICAL PROFESSIONALS
Provided by Gina Giambalvo, North Jersey/Rockland SHRM Chapter Marketing and PR Chair
Mr. David Nachman is presenting a Free Immigration Options Workshop for Researchers, Scientists and Foreign Medical Professionals, on Saturday, May 13th, 2006 at 2 PM in the Radisson Plaza Lord Baltimore Hotel (20 West Baltimore Street, Baltimore, MD).
This 2 hour workshop will:
- Explore Immigrant and Nonimmigrant Visa options; and
- Answer questions about United States Immigration procedures; and
- Provide general information on working in the United States.
For more information, please contact Gina Giambalvo, North Jersey/Rockland SHRM Chapter Marketing and PR Chair, at 201-236-9998 ext. 10, or gina_giambalvo@visaserve.com.
WHAT'S NEW AT SHRM
New Online Salary Survey Directory
New Survey Research
- Talent Management Survey Report
- Workplace Romance Poll Findings
- Disaster Preparedness Survey Report
- U.S. Job Recovery and Retention Survey
- Workplace Diversity Practices Survey
- www.shrm.org/surveys
New SHRM Toolkits
From the very basic questions to the more sophisticated, the Toolkits are you're A-to-Z reference sources. Some NEW Toolkits include Attitude Survey Toolkit, Dress and Grooming Toolkit, Employee Retention Toolkit, Investigations Toolkit, Pre-Retirement Planning Toolkit, Workers' Compensation Toolkit, Telecommuting Toolkit, COBRA Toolkit, FMLA Toolkit, Retirement Plans and ERISA Toolkit, and HIPAA Privacy Toolkit. Find these and more at www.shrm.org/hrtools/toolkits_published.
Sample Metrics Spreadsheets
Leading Indicator of National Employment (LINE)
Monthly report shows Total Employment, Total Vacancies, Recruiting Difficulty, New Hire Compensation, and Employment Expectations. Check it out at www.shrm.org/line.
SHRM Foundation Regional Scholarships
SHRM LIVE HELP!
Do you have a question about an HR-related issue? If you are an SHRM member and can't find the information on the SHRM site, you can ask the Information Center by completing the form at www.shrm.org/hrresources/icrequest.asp or calling (800) 283-7476. OR you can use our new LIVE HELP button on that site. You can "talk" to an SHRM staff member online in an Instant Messaging format. Live Help is an interactive online messaging feature that connects you directly to a SHRM staff member for direct assistance. Live Help is usually accessible during regular SHRM business hours (Monday through Friday from 8:30 a.m. to 5 p.m. Eastern time).
SHRM Human Capital Leadership Awards
AWARD CATEGORIES
- Strategic HR Leadership Award
- Innovative Business Solution Award
- Competitive Workforce Award
- Human Capital Business Leader of the Year Award
- www.shrm.org/leadershipawards
2006 Annual Conference in Washington, DC
It's time to start planning for the 2006 conference to be held June 25-28, 2006 at the
Washington Convention Center! For more information, go to www.shrm.org/conferences/annual.
SHRM Free Webcasts
- Webcasts are one-hour online seminars
- Free for SHRM members
- Most count for recertification credit
- Learn new HR information from your desk
- Webcasts are archived for viewing at any time
- www.shrm.org/webcast
HRCI Online Recertification Form
- Track your recertification activities and submit your application online
- Click on "My Recert File" at www.hrci.org
- Log in using the HRCI ID number and password which were assigned to you by HRCI
Chapter Discussion Group
"TOP TALENT PROGRAMS"
Thursday, April 6
Contributed by Cindy Loison, SPHR, Director, Discussion Group
Although these are your most talented, highest performing employees, sometimes we don't tell them. How do you recognize them, how do you retain them, and how do you motivate other employees to emulate them? These are questions we all ask on a regular basis as we see talent walking out our doors. Cindy Loison, Senior HR Manager at AOL, Inc. will facilitate a discussion to discover what processes exist in companies to recognize value-add employees. In preparation, please reflect on the following questions:
- What criteria are used to select "top talent" employees?
- How do you recognize them?
- How do you retain them?
- What about the rest of the population that is also working hard, but doesn't make it into this top percentage?
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, April 6
Time: 7:30 a.m. to 9:30 a.m.
Place: Westfield's Marriott
14750 Conference Center Drive
Chantilly, VA 20151
Phone: 703.818.3572, Paola Alvarez
Directions to Westfield's Marriott:
Complimentary Self Parking
Valet: $5.00 per day or $12.00 overnight
From Washington DC:
- Interstate 66 West to Virginia Exit 53B, Route 28 North - Dulles Airport
- North on Route 28, two miles to Westfields Boulevard.
- Take Exit for Westfields Boulevard West, move to the Right lane before the intersection at Stonecroft Boulevard.
- Turn RIGHT at Stonecroft Boulevard to next intersection, Conference Center Drive
- Turn LEFT onto Conference Center Drive
- Entrance to the Westfields Marriott is on the left.
From Maryland:
- Capitol Beltway I-495 West to Virginia. Take exit for 267 (Dulles Toll Rd)
- See Below
From the Dulles Airport Toll Road:
- Dulles Toll Road Local Lanes ($.50 toll) to exit 9A ($.35 toll to exit) to route 28 South/Sully Road-Centreville.
- Follow Route 28 South/Sully Road for seven miles to Westfields Boulevard.
- Take Exit for Westfields Boulevard West, move to the right lane before the intersection at Stonecroft Boulevard.
- Turn RIGHT at Stonecroft Boulevard to next intersection, Conference Center Drive
- Turn LEFT on Conference Center Drive
- Entrance to Westfields Marriott is on the left
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) - "Career Development" Present Steve Arneson.
- 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 February:
- Samantha Brewster, Corporate Director of Training and HR, Morningside Management LLC
- Yvette Castillo, Human Resources Generalist, TerpSys
- Melissa Cohen
- Hoyt Connell, Vice President, Lockton Companies
- Sarah Gambach, Director, SBS, Inc
- Wendy Geesey, Benefits Manager, Prince William Hospital
- Diana Hrabosky
- Sabrina Huntzinger
- Natalie Johnson, Senior Recruiter, Guidant Corporation
- Karen Laughlin, Vice President, Alliance Bank
- Karen Lowe, HR Business Partner, Verizon Federal Network Systems
- Elisa Marmol, HR Director, PRA International
- Renee Wayment, NRTC
- Dennis Woomer, Senior Account Manager, Allines Professional Placements
UNDERSTANDING USERRA'S INTERIM EMPLOYMENT RULE
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Issue:
Johnny worked as a security expert for a software company when he joined the Army. Four years later, he returned to civilian life with an honorable discharge and took a job with another software company in the area. After two and a half months, Johnny decided that he would prefer to return to his former job, and he immediately contacts his former employer seeking to return to work. Must Johnny's former employer reemploy him?
Answer:
Probably. Veterans and reservists have reemployment rights under the Uniformed Services Employment and Reemployment Rights Act. Generally, a person is entitled to reemployment after returning from military service if the following conditions are met:
- The person's military service was "service in the uniformed services." Resignation from a civilian job in order to enter military service does not deprive a returning service member of reemployment rights.
- Termination of the person's military service was under honorable conditions.
- Immediately prior to military service, the person was an employee of the employer with whom reemployment is sought.
- The pre-service position held by the person was not temporary.
- The person's absence from the employer was necessitated by military service.
- Advance notice of military service was given to the employer.
- The cumulative length of the person's service-connected absences has not exceeded five years.
- The person timely reported back to work or applied for reemployment. Because Johnny was on active duty for more than 180 days, he has 90 days in which to apply for reemployment.
- The person is qualified or can become qualified without undue hardship to the employer for a reemployment position according to USERRA's priority schemes.
- There has been no change in the employer's circumstances that would make reemployment of the person impossible or unreasonable.
Johnny's interim employment with another company would negate his reemployment rights only under very limited circumstances. Recently released Department of Labor regulations clarify that a service member does not forfeit reemployment rights with one employer by working for another employer after completing military service, as long as the service member complies with the law's reinstatement procedures.
However, the alternative employment during the application period should not be of a type that would constitute cause for the employer to discipline or terminate the employee following reinstatement as, for example, for violation of a policy that forbids employees from working concurrently for a direct competitor.
Source: Human Resources Management Employee and Union Relations Guide 58Q and 62.
FEW COMPANIES PLANNING CHANGES TO PAY PROGRAMS IN WAKE OF NEW SEC DISCLOSURE RULES, WATSON WYATT POLL FINDS
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Most Believe Rules Will Not Improve Corporate Governance
WASHINGTON, March 14, 2006 - Most U.S. companies do not have immediate plans to change their compensation programs in response to the Securities and Exchange Commission's proposal requiring better disclosure of executive pay programs, according to a poll conducted by Watson Wyatt Worldwide, a human capital consulting firm.
Seven out of 10 companies (70 percent) said they do not plan to change their compensation programs in response to the SEC proposal. Only about one out of 10 employers (9 percent) said they will make changes, while the remaining 21 percent aren't sure. Additionally, almost one-half (48 percent) don't intend to change their proxy disclosures this year, while nearly one out of four (23 percent) said they will. The remaining 29 percent don't know.
In January, the SEC proposed significant changes to the executive compensation disclosures required on proxy statements. The new rules are the most sweeping rewrite of executive compensation disclosure requirements since 1992. If adopted, they would take effect with the 2007 proxy filings. Watson Wyatt polled 112 compensation and human resource executives at large publicly traded companies in February.
"We believe many companies are taking a wait-and-see approach to the proposed rules," said Ira Kay, global director of compensation consulting at Watson Wyatt. "While some companies recognize their disclosures are inadequate, most want to see what the final rules entail and how other companies respond."
Kay also said he was surprised that relatively few employers believe the rules will help corporate governance. According to the poll, six out of 10 (61 percent) think the rules will not improve corporate governance, double the number who said the rules will improve governance.
The poll also found:
A large majority (82 percent) think that under the existing SEC rules their current compensation committee disclosures do not fully provide the information that the proposed SEC rules call for.
Seven out of 10 (71 percent) believe the value their employees realized from stock option exercises is less than their accounting costs, while 14 percent believe it is more than their accounting costs. The remaining 15 percent think it is about the same or didn't know. The SEC's proposal will require use of a company's accounting cost for stock-based compensation as the basis for disclosing the value of grants made during the prior fiscal year.
About Watson Wyatt
Watson Wyatt (NYSE: WW) is a leading global human capital and financial management consulting firm. The firm specializes in employee benefits, human capital strategies, technology solutions, and insurance and financial services. Watson Wyatt has 6,000 associates in 30 countries and is located on the Web at www.watsonwyatt.com.
Contact
Ed Emerman, 609/452-5967, eemerman@eaglepr.com
Emily Rieger, 703/258-7634, emily.rieger@watsonwyatt.com
IS YOUR CO-WORKER DANGEROUS?
Submitted by Kurt Cowles, SPHR, CCP, Past-President
There are often signs that a co-worker is going off the deep end
VIRGINIA GALT
From Saturday's Globe and Mail
Whenever an aggrieved former employee goes on a killing rampage, as happened in California this week, the speculation immediately starts in other workplaces: Which of your tightly wound colleagues is most likely to "go postal" one day?
Such incidents rarely happen "out of the blue," says workplace violence expert Gerry Smith, vice-president of organizational health at the employee assistance firm Warren Shepell. There are often signs that a co-worker is going off the deep end, and there are often -- but not always -- things that managers and colleagues can do to help.
We all have bad days, bad weeks, bad months even, says social worker Glenn French, president of the Canadian Initiative on Workplace Violence, a Toronto-based research group. "But most of us don't get violent."
However, two savage incidents in the past two weeks have raised concerns about workplace safety. In Montreal last week, 17-year-old Brigitte Serre was stabbed to death as she worked the overnight shift at a gasoline bar. An 18-year-old former co-worker, who had recently been fired, was among those arrested and charged.
Then, in Goleta, Calif., former postal worker Jennifer Sanmarco killed eight people, including herself, more than two years after she had been removed from the Goleta postal station, in handcuffs, for disruptive behaviour.
So what are the warning signs that a co-worker is losing it, what should you do about it, and when should you call security?
Mr. Smith, who teaches a course on mental-health first aid, trains supervisors and managers to be alert for changes in behaviour that could be signals of deteriorating mental health -- the previously punctual person who starts coming in late, "the person who is rude and abusive to customers and colleagues who was not that way before," the previously gregarious colleague who becomes withdrawn.
While Mr. Smith is not suggesting that all people who exhibit these behaviours are likely to turn up at work wearing a grenade belt, these are indications that they need support, compassion and, possibly, a referral to counselling before their problems become worse.
"There are lots of checklists out there that say if you have this, this and this, you have the potential for violence," says Mr. French, who added this cautionary note: "If you look at these checklists, any one of us could be on them at any given time."
Those most likely to be violent in the future are people who have been violent in the past, Mr. French and Mr. Smith say. But managers and colleagues should be on the lookout for disturbing changes in behaviour as well.
"If somebody has been pretty placid and all of a sudden they become quite angry and consistently angry, you have to become concerned about it," Mr. French say. "Is there any kind of threatening behaviour that comes your way? Do they hold grudges for long periods of time?"
A fascination with weapons or a preoccupation with violent events is a worrisome sign. Be concerned if someone makes veiled threats or comments such as, "Now I know why people bring guns to their work," Mr. French says.
"These kinds of things should be stopped in their tracks."
Don't hesitate to call security if there is any physical violence, or a verbal confrontation that looks as if it could lead to violence, Mr. Smith says.
There also some "inappropriately negative personality characteristics" that can be cause for concern, Mr. French says. The person who constantly complains about work, workmates and not getting ahead might just be a malcontent, or he or she might be troubled. And the person who is always suspicious of co-workers, who always feels victimized and who cannot take criticism might be suffering from some sort of mental duress, he adds.
The risk of violence may be greater at certain times of the year -- tax time, Christmas, performance-appraisal time -- says Jessie Callaghan, a health and safety expert with the Canadian Centre for Occupational Health and Safety.
Employees and employers alike are responsible for health and safety of their co-workers, she says. Every workplace, no matter how small, should assess the risks for workplace violence and should have procedures for reporting and investigating concerns.
An employee who fears a co-worker is spinning dangerously out of control should report it to a manager, who should then appoint someone with some expertise in mental-health issues to investigate -- not necessarily to discipline the person, but to get them help, Ms. Callaghan says.
All workplaces should have policies that clearly stipulate what behaviour is acceptable and what is not, Mr. French says, and employees need to feel confident that their concerns will be taken seriously and any investigations will be handled sensitively.
"If someone comes and says they are concerned about Frank, he's talking to himself and he's getting angry more often, the manager should not dismiss it by saying, 'Oh, that's just Frank,' " he says.
Mr. Smith says it is more difficult for employers to protect themselves from disturbed former employees, especially those who have been dismissed for erratic or dangerous behaviour. They can minimize the risks by treating those employees as fairly as possible when they leave their employ.
Beyond that, however, "you can never tell how a person's mental health is going to deteriorate afterwards," Mr. Smith says. If the former employee has been making threats, you can beef up security to protect his or her former co-workers against possible violence, he says.
"But when there has been absolutely no contact, you can't know when someone is going to lose it like that and you can't be prepared for the consequences of someone's ruminations inside their head."
Virginia Galt is The Globe and Mail's workplace reporter.
Early warning signs
- Changes in normal day-to-day behaviour -- for example, lateness, increased sick time, poor hygiene or a drop in work quality.
- A tendency to blame others for problems and weaknesses at work.
- Recent life stressor -- for example, the death of someone close, a job loss, the end of a relationship.
- History of addictive behaviour such as drug or alcohol abuse.
- Tendency toward paranoid thinking and worry about what others are saying.
- Isolation, inability to mix socially, lack of friends.
- History of confrontational behaviour, argumentativeness.
- Unusual interest in weapons or the military.
Mental or emotional instability. Source: Gerry Smith, vice-president of organizational health at WarrenShepell.
SKILLED WORKER SHORTAGE A GROWING ISSUE FOR U.S. ORGANIZATIONS
Many Employers Hiring Foreign Nationals to Alleviate Skill Shortages
(SHRM Public Affairs Department: Alexandria, VA, March 13, 2006)-In a new survey, half of the human resource (HR) professionals polled say that new workers lack some competencies, and many organizations are recruiting skilled workers from outside of the United States to fill skills gaps. These major findings of the 2006 Access to Human Capital and Employment Verification Survey, released today by the Society for Human Resource Management (SHRM), are based on responses from 489 HR professionals.
Respondents cite overall professionalism, analytical skills, business knowledge and written and verbal communication as the skills that new employees lack most frequently. More than 25 percent of the respondents also indicate that there is a shortage of qualified candidates in positions that require degrees in science, technology, engineering and mathematics. To address the skills shortage, organizations are offering undergraduate educational assistance (59 percent), graduate educational assistance (48 percent), job-related skills training (55 percent) and internships (38 percent).
"It will take a collaborative effort by all the stakeholders-workers, government, the business and academic communities, and the HR profession-to reverse the skills shortage trend," said Susan R. Meisinger, SPHR, president and CEO of SHRM. "A skilled workforce is vital for America's future economic health."
In addition to providing educational assistance to close the skills gaps, 29 percent of HR professionals surveyed say that they hire foreign nationals when they cannot find a U.S. worker with the necessary competencies or skills. However, respondents indicate several challenges organizations face when recruiting and hiring foreign nationals, including visas/green card processing delays (64 percent), an overly complex visa/green card process (55 percent) and excessive processing fees (42 percent).
The survey also highlights other issues HR professionals are dealing with, including U.S. immigration policies, employment-based immigration programs and employment verification-all of which are affecting the workplace.
FEDERAL REGULATORY ALERT!
(SHRM Governmental Affairs: Alexandria, VA, March 8, 2006) -Please urge the Department of Labor's Office of Federal Contract Compliance Program (OFCCP) to repeal the Equal Opportunity (EO) Survey. The OFCCP has proposed to repeal the EO Survey, and SHRM would like to support the OFCCP's efforts. The current EO Survey requires federal contractors to report applicant, hiring, promotion, termination, and incumbency data for "full-time" employees based on EEO-1 categories. The EO Survey also requests compensation data by EEO-1 category.
Background: In 1999, when the OFCCP proposed the EO Survey, SHRM expressed concerns that the survey would impose enormous burdens on contractors required to complete the form without curtailing systemic discrimination. In December 2005, SHRM submitted comments to the OFCCP, requesting that the agency delete the EO Survey for the same reasons addressed in SHRM's comments submitted in 1999. Now, in response to comments received from numerous organizations and a research report that revealed the ineffectiveness of the EO Survey data, the OFCCP has proposed to eliminate the EO Survey. See 71 Fed. Reg. 3,374 (Jan. 20, 2006). However, despite the OFCCP's attempts to remove the EO Survey requirement, some groups plan to organize a grassroots effort to oppose the repeal of the EO Survey.
Action Needed: Please contact the OFCCP today! This is your opportunity to eliminate the EO Survey requirement. In any federal rulemaking, numbers count in making the final rule determination and supporting the record against any potential legal challenge. The deadline for submitting comments to the OFCCP is March 21, 2006. To submit comments to the OFCCP, please follow these steps:
1. Log onto SHRM Online at http://www.shrm.org/.
2. Sign in using your member number and last name.
3. Click on "Governmental Affairs," then go to "HRVoice" on the left side of your screen.
4. Choose "Write your elected officials."
5. Click on "Equal Opportunity Survey" under the heading "Take Immediate Action on these Hot Issues."
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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