August 2007 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
September Chapter Meeting
"Recent Trends in HR Law"
Wednesday, September 19, 2007 (Dinner Meeting)
Misti Mukherjee, a principal of the firm Odin, Feldman & Pittleman, PC, is co-chair of the firm's Labor and Employment practice group. A human resources community leader and frequent speaker on employment law issues, Ms. Mukherjee's practice is management-oriented, and she counsels and trains businesses, non-profit organizations, and trade associations to anticipate and avoid labor and employment problems. She also represents clients in state and federal courts, as well as before local, state and federal agencies, including the Equal Opportunity Employment Commission and the U.S. Department of Labor.
Ms. Mukherjee was recently named among Virginia's Labor and Employment Legal Elite in Virginia Business magazine. In addition, she was designated as a Virginia Super Lawyer for 2006 in the Employment & Labor section by Law & Politics magazine and designated as a 2007 Washington, D.C. Super Lawyer for Employment & Labor.
Ms. Mukherjee's practice area includes litigation and counseling regarding all aspects of employment law and human resource management. She also negotiates and drafts executive employment agreements and exit packages on behalf of senior executives. Every year state and federal courts further refine the application and interpretation of employment law. Join Misti Mukherjee as she reviews some of the more interesting and relevant changes in employment law over the past 12 months, and discusses the effect of these changes have on the role of the HR practitioner.
We welcome our September sponsor, Michael C. Fina, a leading provider of worldwide corporate employee recognition programs. Michael C. Fina offers ONE SOURCE Total Recognition an innovative suite of recognition solutions including service, retirement, safety, performance, peer-to-peer, spot recognition, and incentive programs. TOTAL VISION Points based web recognition suite. The “Magic Box” presentation. Brand name gifts, fastest award shipping. They recently launched LifestylesINSPIRATION, a totally revamped, newly enhanced recognition program for its customers’ employees. For more information, please contact jsnowden@mcfina.com or 571-333-9490.
This program has been submitted for recertification credit toward recertification through HRCI. For more information, visit www.hrci.org.
Register online at www.dullesshrm.org.
Embry Rucker Shelter Donations Update
Members who attended the July meeting donated $39! The Embry Rucker Community Shelter provides 70 beds each night for men, women, and families. In the winter, another 15 beds are made available to prevent hypothermia among people who are homeless. For more on how to help, check out www.restoninterfaith.org.
August Community Speaker
Operation Job Match (OJM) was initiated in 1980 by the National Capital Chapter of the National Multiple Sclerosis Society. OJM is an employment assistance and support program for individuals with adult-onset physical disabilities including multiple sclerosis, lupus, arthritis, diabetes, and spinal cord injury. Through the program, OJM staff assists individuals in making informed choices about their employment situation.
Steven Nissen will be here to discuss how Operation Job Match assists qualified individuals in returning to work and maintaining competitive employment. Through exploring accommodation strategies, obtaining a better understanding of an individual’s rights and responsibilities under the Americans with Disabilities Act (ADA), and discussing the pros and cons of disclosure, that job seeker can better present himself or herself to a potential employer and be more equipped to address possible concerns of that employer. That confidence and knowledge will allow an employee to be even more productive and efficient in their job. Individualized direct job search assistance is also provided throughout the process from conducting vocational assessments, assisting with updating cover letters and resumes, interview role playing, disclosure training, and utilizing a job bank through which employers can post their available positions.
Employers can benefit from working with OJM. They can be provided with disability training. They can post their job vacancies through OJM, thereby eliciting responses from highly trained and experienced individuals. Employers who take an active interest in disability issues and tap into “the hidden source” of employees can be models for other employers. They can have an impact on assisting people with disabilities maintain their independence by providing guidance, mentorship, and support during the job search process. Most importantly, they have the potential of hiring a qualified individual.
Steven W. Nissen, M.S., CRC, is the Director of Employment Programs and Operation Job Match, National Multiple Sclerosis Society. You can contact him at (202) 296-5363 or (202) 887-0136. For more information, check out www.MSandYOU.org and www.OperationJobMatch.org
Your Foundation at Work
“Graduate Programs Directory”
Contributed by Marlene Mouanga, SHRM Foundation Representative
Thinking about getting your master's degree? The SHRM Foundation can help. The Foundation has compiled the first-ever comprehensive directory of master's degree programs in human resource management, HRD, I/O psychology and more. Visit www.shrm.org/foundation/directory to view profiles of more than 120 HR-related master's degree programs across North America. The directory provides information on programs of study, location, curriculum, tuition, student demographics and more. Full-time, part-time, online and distance learning programs are included. Access to the online directory is free to SHRM members. This product is supported by your generous donations to the SHRM Foundation.
The SHRM Foundation: 40 Years of Advancing the HR Profession
SHRM Town Hall Meeting
September 11- Save the Date!
All Dulles SHRM Chapter members are invited to join SHRM President & CEO Susan R. Meisinger, SPHR, at the SHRM Southeast Region Town Hall meeting on September 11, 2007, in Crystal City, VA. At this exclusive, SHRM-members-only event, Ms. Meisinger will provide an update on SHRM's current activities and future direction. You'll also hear the latest about the Society's key strategic initiatives for 2007 and its educational and programming services. Most importantly, SHRM wants to hear from you - the HR professional - about how the Society can better meet your career needs. The SHRM Southeast Region Town Hall will be held at the Marriott Crystal City beginning at 7:30 a.m. and will include a buffet breakfast. Details and registration information will be sent in early August by SHRM.
It’s time to Join the HR Revolution!
Register now for the 2007 VA State SHRM Conference – Oct 3-5
Join the HR Revolution by attending the 2007 Virginia State SHRM Conference & Expo, hosted by NOVA SHRM, Dulles SHRM, WTPF and the Virginia State Council, the state affiliate for the Society for Human Resource Management (SHRM), October 3-5 in Arlington, Virginia. This year’s theme is HR Revolution: Driving Competitive Advantage. This event attracts over 700 human resources professionals throughout Virginia and the Washington Metropolitan Area, representing virtually every industry, including organizations from small businesses to large industrial centers, as well as the government. Learn how to more effectively manage the talent in your organization. Register now for the conference to put this useful and practical information to work for you. The keynote speakers include Dan Pink, author of "Free Agent Nation," Robin Gerber, author of "Leadership the Eleanor Roosevelt Way," and Deborah Russell, Director of Workforce Issues for AARP.
This year's event will be held at the Hyatt Regency Crystal City at Reagan National Airport, just outside of Washington D.C. This modern hotel leaves no stone unturned in providing guests comfort and the ultimate in business convenience. Explore the website, www.2007SHRMVAstateConf.org to view the concurrent sessions and speakers, as well as the many other benefits that this conference has to offer. We look forward to seeing you in our nation's capital! Register for the 2007 Virginia State SHRM Conference and join other HR professionals from across Virginia seeking to expand their knowledge and gain practical knowledge they can put to work immediately.
Full Conference Registration Fees Include: opening reception on Wednesday, October 3, 2007 and all sessions Thursday, October 4 - Friday, October 5, 2007. Before 9/1 $395.00 After 9/1 $450.00
Pre-Conference Workshop Fees Separate fee for sessions on the afternoon of Wednesday, October 3, 2007
Before 9/1 $125.00 After 9/1 $150.00
POTENTIAL VOLUNTEERS: Thinking about volunteering to help for this year's VA State SHRM Conference? Volunteers are needed for all sorts of duties and are an integral part of making the conference a huge success. Best of all, volunteers are eligible for a discounted conference rate, so please view www.2007SHRMVAstateConf.org before registering for the conference to learn more. Qualified volunteers will be provided with a registration code for the discounted rate to use when registering for the 2007 conference.
Hotel Information: Hyatt Regency Crystal City at Reagan National Airport 2799 Jefferson Davis Highway Arlington, Virginia 22202 Tel: 703-418-1234 Fax: 703-418-1289 Conference Rates: $199.00 single or double available 10/02/07-10/06/07
Welcome to New Members
Contributed by Lynn Padgett, Vice President, Membership
The Dulles Society of Human Resource Management SHRM welcomes our newest members. Thank you for choosing our chapter.
Joanne Brooks, Director of Human Resources, The Ritz-Carlton, Pentagon City
Kristy Dennis, HR Generalist, CDM
Sydney Drumm, Sr. HR Assistant, Bowman Consulting Group
Kathleen Powers, SPHR, VP and HR Director, Millennium Bank, N.A.
Adam Rubinstein
Anna Steele, Corporate Recruiter, Near Infinity Corporation
Tana Suter, SPHR, OD & Training Specialist, Fairfax County Government
Peter Suyama, Partner, Emond, Berger, Suyama & Associates
For members that join or renew and pay at the door, please remember to log into our system at www.dullesshrm.org and complete a new and/or renewing membership form if you haven’t already done so. Thank you.
Chapter Discussion Group
"How to Work with an Idiot"
Thursday, September 6, 2007
Contributed by Cindy Loison, Discussion Group Director
If you’ve been in the world of work long enough, you’ve probably already found yourself working with (or even reporting to!) a totally inept person. This doesn’t mean a person with some performance short falls…it means someone who is totally unqualified to fill the requirements for the job. Or, the person may have a modicum of technical expertise but lacks even the most fundamental principles of interpersonal skills.
In preparation for this discussion, please reflect on the following questions:
- How does this happen?
- What workplace circumstances result in a totally inappropriate job assignment?
- What do you do when the “idiot” is:
- Your boss?
- A coworker?
- A direct report?
- A critical client?
- What can we do as HR professionals to prevent poor job assignments?
- What can we do to remedy the challenges and crises associated with a bad job assignment?
- How does the dynamic change for an external consultant when faced with a client who is an “idiot’?
Come join the discussion around this most painful of workplace woes. If you’ve experienced working with a competence-challenged individual sometime in your career, please share your story with us along with the lessons you learned from the experience. You are welcome to extend an invitation to interested colleagues.
No fee is charged for attending. However, registration is required on-line, at least 24 hours in advance, via the Dulles SHRM web site (www.dullesshrm.org): Career Growth/Chapter Discussion Groups. If you have questions, call Cindy Loison at 703-265-7520. Participation is limited to the first 25 people who sign up.
Date: Thursday, September 6
Time: 7:30 a.m. to 9:30 a.m.
Place: FGM, Inc.
12021 Sunset Hills Road, Suite 400
Reston, VA 20190
Phone: 703.885.1000; Contact: Chas Sumser
Directions:
From Route 495
Take the Dulles Toll Road West (Route 267)
Exit and turn right onto Reston Parkway North.
At first traffic light, turn left onto Sunset Hills Road
Turn Left at Second traffic light into Two Reston Overlook parking area
Visitors may park in any available spot
From Dulles Airport
Take the Dulles Access Road East (Route 267)
Exit and turn left onto Fairfax County Parkway North
Exit right onto Sunset Hills Road
Turn right at third traffic light into Two Reston Overlook parking area
Visitors may park in any available spot
Mark Your Calendar
2007 Chapter Breakfast/Dinner Meetings:
* October 17 (Breakfast Meeting) – Presenter: Juan Gonzalez,
Focus: Compensation/Benefits
* November 14 (Dinner Meeting) – Presenters: Ed Ford & Jackie Snowden, Focus: Employee Recognition Programs
* December 5 (Dinner Meeting) – Holiday Party
Motivating the Unmotivated
By Francie Dalton, Founder and President of Dalton Alliances, Inc.
If you’re frustrated in your efforts to elicit the best from each of your subordinates, chances are it’s not that they can’t be motivated, but that the wrong methods are being used to motivate them. The secret is to package what you want from each individual in a way that makes them want to deliver for you. There are seven classic work styles, each of which is motivated differently: Commanders, who need control; Drifters, who need flexibility; Attackers, who need respect; Pleasers, who need to be liked; Performers, who need recognition; Avoiders, who need security, and Analyticals, who need certainty. Here’s how to use this knowledge to better motivate your staff.
Commanders: Results oriented, aloof, bossy and not terribly tactful, Commanders need to be in a position to take initiative. Delegate substantive assignments to them, and employ a hands-off management style.
Articulate the desired result, and then stand aside and let them figure out the “how to’s.” To motivate the Commander, link what you want them to do to how doing so will improve order, control, or results. Most importantly, understand that the Commander wants to be valued and validated for his ability to overcome obstacles, to implement, and to achieve results.
Drifters: Free spirited and easy going, disorganized and impulsive, Drifters are virtually antithetical to Commanders. They have difficulty with structure of any kind, whether it relates to rules, work hours, details or deadlines.
To motivate the Drifter, delegate only short assignments and ensure assignments have lots of variety. Provide as much flexibility as possible, including what they work on, where they work, with whom they work, and the work schedule itself. Drifters want to be valued and validated for their innovation and creativity, their ability to improvise on a moment’s notice, and their out-of-the box thinking.
Attackers: Angry and hostile, cynical and grouchy, Attackers are often the most demoralizing influence in the workplace. They can be critical of others in public and often communicate using demeaning, condescending tones, or biting sarcasm. Attackers view themselves as superior to others, conveying contempt and disgust for others.
Granted, these folks aren’t exactly the most lovable of employees, but you do need to be able to motivate them effectively. Start by identifying what they’re really good at, and then put them in positions of using or imparting that knowledge in ways that don't require much actual interaction with others. Value and validate the Attacker for his ability to take on the ugly, unpopular assignments no one else wants to touch, and for their ability to work for long periods of time in isolation.
Pleasers: Thoughtful, pleasant and helpful, Pleasers are easy to get along with. They view their work associates as extended family members and have a high need for socialization at work. Unable to handle conflict, Pleasers can’t say “no” to the requests of others, developing instant migraines or stomach problems to escape having to deal with negativity.
Motivating Pleasers is pretty simple and direct—just let them know how doing whatever you ask will make you happy. The more difficult thing is to manage their tendency to subordinate what’s best for the company to the maintenance of relationships. To manage this, you’ll need to continually stress the concept of the “greater good.” Value and validate Pleasers for the way they humanize the workplace, and for their helpful, collaborative work style.
Performers: Witty and charming, jovial and entertaining, Performers are often the favorite personality in the workplace. They’re the first to volunteer in public venues, and the last to deliver on their promises. Performers can also be self-promoting hustlers who use others as stepping stones on their path to stardom. They’ll also avoid accountability for any negative outcomes by distorting the truth and blaming others.
Motivating the Performer requires that you link recognition and other incentives, such as high-profile assignments, to improved teamsmanship. Value and validate your Performer for his ability to establish new relationships, and for their persuasive and public speaking skills.
Avoiders: Quiet and reserved, Avoiders are the wallflowers of the world. They create warm, cozy nestlike environments and prefer to work alone. They fear taking initiative, and shun increased responsibility because of the attendant visibility and accountability. They’ll do precisely what they’re told—no more, it’s true, but no less either. Avoiders will sacrifice money, position, growth and new opportunities for the safety of status quo.
Motivating the Avoider requires that you always provide detailed instructions, in which the Avoider will find safety. Don’t expect to be successful in pushing this fear-based individual toward increased responsibility. Value and validate your Avoider for his reliability, meticulous attention to your instructions, and for getting the job done right the first time, every time.
Analyticals: Cautious, precise and diligent, Analyticals are the personification of procrastination. This sometimes incapacitates them in times of urgency. Their ability to multi-task mentally results in poor eye contact and flat intonation. They scrutinize the ideas of others and anticipate all that could go wrong, which creates an inaccurate impression that they’re negative. They’re ill at ease socially and prefer that all communications be written or electronic—not in person.
Motivating the Analytical requires that you give him time to complete each task before assigning another, and that you demonstrate and articulate respect for data and for the analytical function. Value and validate your Analytical for his commitment to accuracy and ability to anticipate and evaluate risk far enough in advance to allow risks to be reduced.
The “one-size-fits-all” cookie cutter approach to motivating others doesn’t work. Instead, you must customize your methods to each individual you manage. Doing so allows you to access your staff’s discretionary energy—that which they aren’t required to exert, but may want to for those who employ these tips.
–Dalton Alliances, Inc. is a business consultancy specializing in the communication, management and behavioral sciences. Francie Dalton can be reached at (410) 715-0484 or via www.daltonalliances.com.
DHS Cracks Down on Companies that Hire Illegal Immigrants
Contributed by Evelyn Kaiser, Diversity/Workforce Education Director
Employers who hire illegal immigrants will face increased fines and possible jail time under a series of enforcement measures announced Friday by the Department of Homeland Security. The department issued a regulation that gives employers 90 days to resolve discrepancies between the Social Security number given by an employee and government records. This regulation will take effect in 30 days. The Social Security Administration will send out about 15,000 "no match" letters a week to employers over a two-month period, said Homeland Security Secretary Michael Chertoff. Fines against employers for violating immigration laws will be raised by about 25 percent, Chertoff said, and the department will expand criminal investigations against employers who knowingly hire large numbers of illegal immigrants. The department has been pursuing criminal charges against employers in recent years instead of administrative fines, and has made 742 arrests so far this year, up from only 24 arrests in 1999. Chertoff said the department does not plan to go after employers who make honest mistakes or clerical errors. "The person who does their best in good faith has nothing to fear from this," he said.
The department also plans to require all 200,000 federal contractors to use an electronic employment verification system to make sure their employees are authorized to work in the U.S. This requirement will have to go through the regulatory process, which will take a few months, Chertoff said. States will be encouraged to share photographs in their driver's licenses databases with the electronic verification system in order to prevent the use of phony licenses in order to obtain employment. The department also plans to reduce the number of documents that employers are required to accept as verification of a worker's eligibility to work in the U.S. Currently, 29 types of documents can be used to verify eligibility, which makes it hard for employers to judge their authenticity. The department plans to issue a regulation weeding out insecure documents. Chertoff said the new measures "aren't the best tools we can use," but "time has run out" for Congress to provide the department with better tools. Critics of the proposal said it would force many undocumented workers into the underground economy. But Chertoff said employers who hire people off the books will only compound their legal difficulties, because they will be committing tax crimes as well as immigration crimes. "We will come down on them like a ton of bricks," he said.
Craig Regelbrugge, who heads government relations for the American Nursery & Landscape Association, doubts the new regulations will work. "It certainly will cause major disruption for employers, and it may drive immigrant workers off the books so that they are no longer paying into the federal treasury, but it won't likely flush them out of the country." "Goods and services will be disrupted or become more expensive," he said. "In the case of agriculture, enforcement without a broader solution will drive fruit and vegetable production to other countries."
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!
Mary Saily
President
Dulles SHRM
msaily@humanr.com
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