Join Us at the September Meeting: “Selling Corporate Culture Transformation to Your Bosses or Customers: The Lightning Workshop”
Embry Rucker Shelter Donations Update
Community Assistance
Chapter Discussion Group
Board Meeting Minutes
Reminder: Website Advertising Available
Join The 2005 Dulles SHRM Board Of Directors
Legislative Update
Board Votes To Approve Updated Bylaws
Upcoming Diversity Month
Welcome To New Members
Cool Tools for HR and Recruiting
WTPF 2004 Compensation Survey Available For Pre-Orders
Virginia SHRM State Council Goes Live
Mark Your Calendar
What Is Rehab Engineering
Learn To Trust Yourself
Check Out Previous Newsletters

Join Us at the September Meeting: “Selling Corporate Culture Transformation to Your Bosses or Customers: The Lightning Workshop”

For Details on the Program: Click Here

Embry Rucker Shelter Donations Update

During the July dinner meeting, Dulles SHRM members donated $40 for the Embry Rucker Shelter. The cash contributions were used to purchase two $20 Safeway gift certificates to be distributed to the homeless. Director Marte Birnbaum extends her sincere appreciation for your generosity.

Community Assistance

Dulles Chapter Diversity/Workforce Education Director Evelyn Kaiser presents our August community assistance speaker, Rehab Engineer Suzanne Simpson of the Virginia Department of Rehabilitative Services (DRS) Vocational Rehab Program serving the Northern Virginia Region.

Before joining DRS, Suzanne worked for the Department of the Army where she performed computer-aided design, transportability engineering, technical writing, and computer systems administration. She pursued her interest in Rehab Engineering and Assistive Technology through volunteer opportunities, seminars, and self-study. Suzanne graduated from Virginia Tech with a BS in Mechanical Engineering and from VCU/MCV with an MS in Rehabilitation Counseling.

To learn more about the field of rehab engineering, see “What Is Rehab Engineering” on Page 9 of this newsletter. For further questions or to obtain assistance in employing individuals with disabilities, please contact Suzanne through Evelyn Kaiser at (703) 277-3511 or by email at kaiserev@drs.state.va.us.

Board Meeting Minutes

The minutes from the Board meetings are available on our web site - please take a few minutes to review them in full. Click Here to View.

Reminder: Website Advertising Available

In response to many requests for our meeting sponsors, Dulles SHRM now accepts website ads from Human Resources-related organizations. For a 1-year fee of $250, the sponsor receives a front-page logo display, a link to a newly created page on our website to describe the sponsor’s product or services and contact information, and a link to the sponsor’s website.

For additional details: Click Here

Join The 2005 Dulles SHRM Board Of Directors
We Have 14 Important Positions to Fill

The time has begun to begin planning for the 2005 Dulles SHRM Board of Directors. Take advantage of this exceptional opportunity for personal and professional development. Make a difference with YOUR new, novel, and out of the ordinary ideas.

Self-nominations are being accepted during August, September, and early October and should be submitted to Secretary Lisa Forester no later than Friday, October 8. The Nominating Committee, staffed by President Cindy Loison. President-Elect Kurt Cowles, Secretary Lisa Forester, and Chapter Director of Diversity, Education, and Workforce Evelyn Kaiser, will select ballot finalists. Voting will be held during the November Dinner Meeting (November 17), at the conclusion of which we will announce the 2005 Board. New members will be inducted at the December holiday meeting (December 8).

You may learn more about the duties of most Board positions by accessing the job descriptions on our website ( www.dullesshrm.org ). If you have additional questions, you may contact the current incumbent, Cindy, or Kurt.

Submit your self-nomination by completing the Willingness to Serve Form located on our website and submitting it to Lisa ( forester.lisa@grayhawksystems.com ) no later than Friday, October 8.

Legislative Update
(Submitted by Legislative Liaison Mary Lynn Billitteri)

Fair Labor Standards Act Revised Regulations

The revised Fair Labor Standards Act (FLSA) regulations are scheduled to take effect August 23. Employers and their HR representatives are required to be in compliance with the regulations by this date.

Because the U.S. House and Senate have adjourned until September 7, SHRM anticipates no actions this month to keep the “white collar exemption regulations” from going into effect. However, opponents in Congress may still try to block, de-fund, or revise the regulations through the conclusion of the 108th Congress this year.

SHRM Resources for FLSA Implementation

SHRM Book: What Every Manager Needs to Know, The FLSA and Its Updated Exempt Status Regulations - shrmstore.shrm.org/shrm

FLSA Resource Page - www.shrm.org/issues/flsa

SHRM Information Center (to have your FLSA compliance questions answered by certified HR professionals - www.shrm.org/hrresources/)

SHRM Webcasts - www.shrm.org/chat/

Expansion of the Family and Medical Leave Act

Policymakers are considering various proposals to either fix or expand the scope of the Family and Medical Leave Act (FMLA) coverage and to require paid leave. Senator Ted Kennedy (D-MA) recently introduced S. 2560, which would require all companies with at least 15 employees to provide 7 days of paid sick leave per year for full time employees. A pro-rated amount would be required for part-time employees. The requirement would apply to employees who work at least 20 hours per week or 1,000 hours annually. S. 2520 is pending in the Senate Health, Education, Labor and Pensions Committee.

Additional attempts to expand the scope of the FMLA are possible during fall 2004. Portions of any of the 7 FMLA expansion bills could be offered as amendments to unrelated legislation in the Senate this fall.

Legislation is pending to address several of the major concerns associated with FMLA implementation (i.e., serious health conditions, intermittent leave). Senator Judd Gregg (R-N.H.) and Rep. Judy Biggert (R-IL) introduced S. 320 and H.R. 35, respectively. Both bills would instruct the DOL to restore FMLA “serious health condition” interpretations to reflect Congress’ original FMLA blueprint and would allow employers to offer and track intermittent leave by half day segments (instead of by minutes). S. 320 is pending before the Senate Health, Education, Labor and Pension Committee. H.R. 35 is pending in the House Education and Workforce Committee as well as the House Administration and Government Reform Committees.

Consolidate Omnibus Budget Reconciliation Act Changes

Final revisions to the notice rules for health benefits continuation under the Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) were published in the Federal Register on May 26.

COBRA provides temporary continuation of group health benefits when coverage would be lost due to job loss, divorce, or death. The law requires most group health plans to give workers and their families the option to continue their coverage for up to 36 months. The employee is responsible for the full cost of the coverage.

The new regulations go into effect in late November. They will be effective for each organization’s first plan year starting on or after that date. For many organizations that will be January 1, 2005.

SHRM advises that employers and plan administrators should review the final rules and model notices and make changes as necessary. Downloadable model notices are available at the Department of Labor website, www.dol.gov/ebsa/regs/fedreg/final/2004011796.pdf Access to a SHRM Webcast, The New COBRA Regulations, is available at www.shrm.org/chat

Board Votes To Approve Updated Bylaws
(Submitted by President-Elect Kurt Cowles)

It has been several years since the Dulles Chapter has taken a hard look at the Chapter’s governing Bylaws. Earlier this year, a task group led by President-Elect Kurt Cowles and including Certification Representative Maggie Chan, Vice President, Programs Amy Lourenco, and Past President Don Nagley reviewed the existing Bylaws and recommended to the Board some modifications to update them for the present as well as a view toward the future. Updates include refining the Chapter purpose; defining the membership qualification to be more inclusive; updating the meeting schedule, notice, and quorum requirements; and reaffirming the affiliation with SHRM National and a commitment to the professional code of ethics.

The Board voted at the August Board Meeting to approve these amendments, and they are now being presented to Chapter members for approval. Members will vote on these bylaws at the September 22 Chapter meeting. The Dulles Chapter Board of Directors recommends approval. View the bylaws here.

Upcoming Diversity Month
(Submitted by Director of Diversity, Education, and Workforce Evelyn Kaiser)

Nationally October is celebrated as Diversity Month. Chapter members are invited to “open your doors” for a few hours during the month of October to share information about their businesses to workforce development professionals and job seekers. Businesses will have the chance to meet a diverse group of skilled job seekers within the community. They will also meet representatives from organizations that assist job seekers in finding employment and developing a working relationship for future referrals. Business industry education and information are valuable to the unemployed, to those exploring different career choices, and to representatives who assist with job placement. For more information, please contact Evelyn Kaiser at (703) 277-3511 or kaiserev@drs.state.va.us

Welcome To New Members

Cool Tools for HR and Recruiting

This full-day educational event will be held on Wednesday, September 22 at the Sheraton Reston in Reston and will include demonstrations and discussion of the latest technological tools for HR and recruiting professionals.

The meeting will feature renowned HR professionals Dr. John Sullivan and Ed Newman. Sullivan, a noted author, speaker, and internationally recognized visionary who currently serves as a professor and head of the human resources program at San Francisco State University, will deliver the meeting keynote address. Newman, founder of The Newman Group and consultant to more than 100 clients including such prestigious firms as Accenture, EMC, Coca-Cola, Johnson & Johnson, McKesson, SAP America, and The Walt Disney Company, will address real world implementation issues and lead a panel discussion during the afternoon session.

Several sponsors will be providing technical demonstrations during the event including BrassRing, TMP Worldwide, Silk Road Technology, and MarketPay. Registration forms are available online at www.wtpf.org/programs.cfm or by contacting WTPF headquarters at (703) 433-9576.

This program has been approved for 5.0 recertification credit hours toward PHR and SPHR recertification through HRCI. For more information, visit www.hrci.org.

WTPF 2004 Compensation Survey Available For Pre-Orders

WTPF is currently accepting pre-orders for the highly anticipated 2004 Compensation Survey available in early September. This survey continues to be the premier source of competitive pay data for technology organizations and Government contractors in the D.C. region. Prices for the 2004 survey are:

• $900 (WTPF member; survey participant),
• $1,200 (WTPF member, non-participant),
• $1,500 (non-member participant),
• $1,800 (non-member, non-participant)

Pre-order by visiting WTPF’s website at wtpf.org/survey_table.cfm or by contacting WTPF headquarters at (703) 433-9576.

Virginia SHRM State Council Goes Live

The Virginia SHRM State Council is now live via the Internet. Please take a minute to view and save to your favorites the official website of the Virginia SHRM State Council at shrmva.org. Among the many features are HR employment opportunities and direct links to all SHRM chapters and districts throughout Virginia.

Mark Your Calendars

Upcoming SHRM Conferences and Seminars

2004 Conferences

• October 12-15 - Strategic HR Conference: Aligning With the Business to Drive Results, Los Angeles, CA
• October 25-27 - Workplace Diversity Conference & Exposition, Chicago, IL
• November 18-20 - Leadership Conference (volunteer leadership training for chapter leaders), Arlington, VA

2005 Conferences

• March 14-16 - Annual Employment Law & Legislative Conference, Washington, D.C.
• April 20-22 - Annual EMA Conference & Exposition, Dallas, TX
• May 22-25 - WorldatWork Annual Conference & Exposition, New Orleans, LA
• June 19-22 - SHRM Annual Conference & Exposition, San Diego, CA

2004 Chapter Dinner Meetings

• September 22 -“Selling Corporate Culture Transformation to Your Bosses or Customers: The Lightning Workshop” with Dr. Thomas Meylan, Evolving Success
• October 20 - “Keeping Talent - Actions That Matter” with Burgess Levin, HumanR
• November 17 - “New COBRA Notice Regulations” with Howard Clemons, Shaw Pittman
• December 8 - Annual Holiday Party
• December 15 - Transition Board Meeting

What Is Rehab Engineering
(Contributed by Rehab Engineer Suzanne Simpson, Virginia Department of Rehabilitative Services)

Bio-medical engineering looks to return the body to its full function by fixing, replacing, or adapting the malfunctioning or missing parts of a person’s body. This can be done through the development of medications, surgical procedures, or better prosthetic devices.

Rehabilitation Engineering is the branch of engineering that is concerned with the application of science and technology to improve the quality of life of individuals with disabilities. Some rehab engineers work closely with bio-medical engineers in areas such as wheelchairs and seating systems, access to computers, sensory aids, prosthetics and orthotics, and alternative and augmentative communication. In general, the biomedical engineer is interested in a device and how it interacts with the body while the rehab engineer is interested in the device and how it interacts with the environment.

Other rehab engineers apply science and technology to adapt the environment to the person’s body so they can perform as many tasks of daily living, including job duties, as possible. Some rehab engineers work closely with occupational therapists, civil engineers, architects, and construction trade groups to improve physical access to buildings. Other rehab engineers work within the Vocational Rehab System assisting individuals with disabilities to prepare for, find, and keep employment.

As a rehabilitation engineer working for the Department of Rehabilitative Services Vocational Rehab Program, I focus on the application of science and technology to improve a person’s ability to work competitively in the community. This may include home modifications as they relate to employment, but generally focuses on employment related issues at the job site. Modifications may be made to the physical worksite, the tools used to complete a task, the process used to complete a task, or the actual task itself. These modifications are referred to as reasonable accommodations.

I come to job sites and talk with the employer and the supervisor to discuss the job requirements, and often observe the employee and co-workers doing the tasks the employee needs to perform. Many times the employee and the supervisor know what they need to do to accommodate the employee, but they cannot implement the accommodation themselves. I can help locate a specific device, company, or organization to meet their needs. Also, DRS has a Fabrication Shop and a full-time fabricator located in Manassas, VA. We can modify existing equipment or make custom furniture, jigs, and other devices out of wood, metals, or plastics.

If the employee and the employer don’t know how to accommodate the employee, my experience working with individuals in a variety of settings allows me to introduce successful methods used at other locations. Other times, we work as a team brainstorming possible accommodations. The best ideas are tried and, through trial and error, a successful accommodation can be made.

We tend to train people in how to do a job the same way it has always been done, but there is nothing wrong with doing it differently provided you get the same quality product as a result. Finding a solution is generally just a matter of thinking about the problems from a different perspective. Most accommodations are inexpensive and easy to deliver. Many accommodations also improve the work environment for the employee’s co-workers.

If you have further questions about rehabilitation engineering or how I can assist you in employing individuals with disabilities, please contact me through Evelyn Kaiser at (703) 277-3511 or at kaiserev@drs.state.va.us.

Learn To Trust Yourself
(By Jane Herman)
(Contributed by Director of Diversity, Education, and Workforce Evelyn Kaiser))

Easy to say, not always so easy to do. The good news is, even if you have not trusted your own wisdom and judgment in the past you can learn how to do so now.

When you learn to trust yourself and your ability to make smart decisions, you feel confident, self-sufficient, and empowered. You are no longer anxious when facing critical decisions and can stop doubting and second-guessing the decisions you have already made. Here are the essential steps for learning to trust yourself.

1. Accept that there is no one right answer.

For any problem or question there are as many answers as there are people in the world. Therefore, it is important to let go of the notion that there is one right answer that you must somehow find. Each of us experiences the world in our own way and makes judgments based on our own unique perceptions, experiences, assumptions, frameworks, filters, and processing ability. The best you can hope for is to find YOUR right answer.

2. Recognize that you will never have 100% of the information you would like to have to make your decision.

Each time you have to make a decision, you need data/facts/information. But there is so much information - how do you find it all? The bottom line is that you will not be able to find and process ALL of the information relevant to any decision you need to make. So the real question becomes, "How much information is enough"?

People differ widely in how comfortable they are with expressing information they are not "sure" of. In the ultimate sense, we are never really "sure" of anything. Therefore, only you can make the judgment as to when you are comfortable putting forth something as "fact". Some people feel comfortable making decisions when they believe they have 70% of the information; some want to believe they have at least 95%. What is your level of comfort? The higher the percentage, the more time your decision will take and the more likely you are to be overtaken by events - that is, things will happen in spite of you because you are not reacting quickly enough. Each time you face a new decision, consciously consider your comfort requirements AND your time constraints for making the decision. These factors will help you answer the question "How much is enough?"

3. Try on a new framework: You don’t need to HAVE all the answers. You just need to be able to FIND the answers.

4. Learn to communicate clearly.

To make good decisions you need clear and accurate information. To get good information, you need to learn great communication skills so that you can:

1. Clearly ask for the information you need,
2. Hear and understand the information others give you, and
3. Articulate your final decision in a way others can hear, understand, and respond to.

Classes, workshops, books, and articles are all potential vehicles for improving your communication skills. Pick the ones that provide practical tools and techniques, not just theory. As a minimum you need to learn: what to listen for and how to listen, how to "hear behind the words," verbal and non-verbal communication techniques, and how personal communication styles affect communication.

5. Learn how to use the inputs of others wisely.

Most of us seek the inputs of others when we are facing an important decision. Collaboration with others can help you develop good decision-making skills or hurt you, depending on how you go about it.

When faced with a decision, many people will call up several of their friends and family members, solicit opinions from each, count the "votes" pro and con, and go with the majority opinion. If you use this process, you are not truly learning to synthesize various sources of information and arrive at your own conclusions - you are simply learning to be a scorekeeper.

On the other hand, there is an advantage to be gained by seeking the advice of others. As a single individual you see things from your own perspective, constrained by your own blind spots, worldview, and experiences. Since you can't see or know everything by yourself, you can see more clearly by using the eyes, ears and minds of many people. By partnering with other people who each bring their own unique perspective, what emerges is a combined intellect and an ability to see things from a new and different perspective. The collective wisdom of the group opens your mind to new possibilities. Creativity, inspiration, and solutions come from many minds working together.

The trick is to use the inputs and opinions of others as additional "facts" to be considered in your decision, not as final answers in themselves or votes that you add up to make your decision.

6. Learn to accept responsibility for your decisions.

Making your own decisions and accepting full responsibility for them and their consequences can make you feel frightened, empowered, joyful, or any of a number of other powerful emotions. However, one thing is for sure: You can never fine-tune your decision-making skills if you don't accept this responsibility. You need to experience both the process of making the decision and the process of directly experiencing the results of your decision so that you can learn the relationship between the two. If you deny your part in the decision or blame others for the decision, the only experience you get is one of observing the results of someone else's decision. If you try to escape or hide from the consequences of your decision, again you miss the key experience of getting the feedback you need so that you can make better, smarter decisions in the future.

7. Learn to trust your intuition and your body.

We often think that making decisions is strictly a mental process. But we also have access to other sources of personal wisdom though our intuition and the reactions of our bodies. Have you ever had the experience of meeting someone who made the hair on the back of your neck stand on end? Learn to tune into your intuition and your body reactions. You want to make sure your decisions "feel right" as well as sound right.

8. Keep your filters updated.

None of us can make decisions independent of who we are, our beliefs, assumptions, frameworks, and personal worldview. All of these serve as filters that effect the quality of our decisions. However, we can work to make sure that these filters are current and up-to-date with who we are at the moment.

Frequently we operate from assumptions, beliefs, and frameworks that were appropriate for when we younger but no longer serve us well. Often we unconsciously take them on from our parents or other close friends and family members without questioning whether they are right for us. As an adult you have the power to re-examine and re-choose your underlying assumptions and beliefs and find new, more empowering, frameworks.

9. Trust the Record

Once you have the experience of making and experiencing the results of many life decisions, then you begin to trust your own record. You begin to understand what factors result in your making a good decision and what factors cause you to make a poor decision. As a simple example, you may come to realize that you typically make poor decisions when you are tired or emotionally overwrought. With each new decision you have a new opportunity to observe the results, and to gain insight and feedback that will help you make a better decision the next time around.

10. Often it’s okay to take the path of least resistance.

We often fall into the trap of believing that good decisions are always difficult or complex. We surround ourselves with "shoulds" - "I should think this, I should do this." Sometimes just choosing the path or direction that is the most obvious or effortless is the right way to go.

11. Learn how to insulate yourself form the potential negative effects of your decisions.

Before you make a decision, try to think through the possible consequences. What can go wrong? What is likely to happen if something does go wrong? When and how will I know if something is starting to go wrong? Identify potential pitfalls and be prepared with alternative plans and strategies.

It’s Your Decision

Your decisions shape your world. Do you want to create your own world or live in a world defined and constructed by others? Who knows best what you want and need and what is right for you? Learn to love and embrace your power to make your own decisions. It is how you make your presence felt in the world.

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!

Cindy Loison
President
Dulles SHRM
cloisonhr@aol.com