Join Us at the July Meeting For "New FLSA Regulations - Fair and Standard?"
Embry Rucker Shelter Donations Update
Community Assistance
Chapter Discussion Group
Legislative Update
Board Meeting Minutes
Website Advertising Available
Dulles SHRM Member Survey - We're Listening!
Dulles SHRM To Offer PHR/SPHR Exam Fall Study Group
"Educational Assistance and The Bottom Line"
"Hot Issues In Employment Law 2004"
Mark Your Calendar
HR Professionals Get The Picture
Professional HR Certification: It's More Than Good People Skills
Check Out Previous Newsletters

Join Us at the July Meeting For "New FLSA Regulations - Fair and Standard?"

For Details on the Program: Click Here

Embry Rucker Shelter Donations Update

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

Community Assistance

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.

Legislative Update
By Dulles SHRM Legislative Liaison Mary Lynn Billitteri

FMLA
We are currently tracking legislative action regarding the U.S. Senate vote on the Family Medical Leave Act (FMLA) Expansion Amendment proposed by Sen. Russ Feingold. Virginia’s Sen. John Warner (R-VA), as chair of the Senate Armed Services Committee, is a critical vote on this amendment. SHRM recommends that Sen. Warner oppose.

The proposal expands the FMLA to allow up to 12 weeks of leave for family members of those serving in the military/reserves. The 12 weeks do not need to be taken continuously, but rather can be taken intermittently for any issues “relating to or resulting from” a family member’s service “in support of a contingency operation.”

SHRM recommends that this amendment should not be included in broad-based legislation like the Department of Defense authorization bill. It represents a significant expansion to this major labor law without due scrutiny of the legislative process. And, the amendment does not require the U.S. Department of Labor to develop implementing regulations for employers and human resource professionals.

COBRA
The Department of Labor’s Employee Benefits Security Administration (EBSA) published the final rule implementing the notice requirements for health care continuation coverage arising under the Comprehensive Omnibus Budget Reconciliation Act (COBRA) on May 26, 2004 in the Federal Register. The regulations are effective July 26, 2004 and apply to notice obligations on or after the first day of the first plan year beginning on or after November 26, 2004 (six months after May 26, 2004). SHRM held a Web cast covering the new COBRA notification today (6/16/04). Check SHRM’s Website (www.shrm.org) for a transcript.

New Resource
Robert Hahn, an employment law attorney working in Harrisonburg, VA, has been named state SHRM legislative director. He has represented employers of sizes from 3-person offices to providing legal representation to Fortune 500 companies. He is willing to assist state SHRM members in determining compliance with both state and Federal laws. He can be reached at (540) 433-1103.

Website Advertising Available

For additional details: Click Here

Dulles SHRM Member Survey - We're Listening!
By Assistant Vice President, Programs Mary Saily

Thanks to all of you who participated in our recent member survey. The Dulles SHRM Board was pleased that 30% of you took the time to respond (20% to 25% is typical for member surveys).

What We Learned
Responses show high levels of satisfaction with our programs and activities (ratings were on a 5-point scale; 5=very satisfied):

E-mail announcements of chapter events 4.5
Chapter newsletter 4.4
Learning/information exchange - breakfast discussion groups 4.3
Networking 4.2
Learning - dinner speakers 4.0
Book reviews 4.0
Job/resume posting system (on website) 3.8

To help us plan future programs, the survey included a list of topics organized by category. Those selected as being of greatest interest include:

• Employee retention/morale - ways to reduce turnover, how to get good exit interview data, and how to change/communicate culture
• Legal issues - update on FLSA legislation
• General HR - measuring HR effectiveness and HR as an effective business partner
• Performance management - trends/best practices and succession planning
• Training and development - leadership training, training managers on HR-related topics, and preparing HR generalists to coach employees

We also asked for comments and suggestions, and members suggested a variety of program and networking ideas.

Actions Being Taken
The Board is using the data to plan upcoming programs. For example, we’ve scheduled programs in the fall of 2004 on culture, employee retention, and training (sessions had already been scheduled on FLSA and succession planning). Our 2005 program will focus on other topics of greatest interest to members.

In response to survey respondents’ suggestions, we also have added an Orientation Program for new members and are considering ways to improve networking opportunities.

In addition to the survey, we use information from the evaluations completed at the end of each meeting to plan our programs. Thanks to all of you who are providing feedback - be assured, we’re listening!

Dulles SHRM To Offer PHR/SPHR Exam Fall Study Group

Interested in Taking the PHR/SPHR Exam?
Want to Study With and Learn From Other HR Professionals Like Yourself?
Want the Guidance of a Proven and Experienced Facilitator?

The Dulles SHRM Chapter, in collaboration with National Louis University, is once again offering a Fall Study Group to help prepare for the PHR/SPHR examination in December 2004. The study group is a low-cost yet effective and dynamic 13-week session designed to cover all modules of the 2004 SHRM Learning System. The study group boasts an 80+% pass rate, far exceeding the national average. Eileen Taylor will once again lead the study group, applying practical knowledge with the course material to help you learn and retain the information.

Dates: Week of September 6 through week of November 29 (day of week to be determined)
Time: 5:45-8:30 p.m.
Place: National Louis University

For more information or to register, contact Maggie Chan at mchan@fairfaxcounty.gov.

(Note: See the article below entitled “Professional HR Certification: It’s More Than Good People Skills” by Alisa Goldschmidt for additional information.)

"Educational Assistance and The Bottom Line"
Thursday and Friday, June 17-18

For more information, go to www.acenet.edu.

"Hot Issues In Employment Law 2004"

The law firm of Piliero, Maza & Pargament and the Contract Services Association will present an information-packed seminar on the revised FLSA regulations and other important employment law issues. Learn about:

• The revised overtime pay exceptions and salary requirements under the FLSA
• New definition of “applicant” for affirmative action recordkeeping purposes
• Non-compete provisions - Are yours enforceable?
• Minimizing liability in employment discrimination
• Current trends in unionization of Government contractors - employer rights and obligations

When: June 23
Time: Networking and continental breakfast at 7:30 a.m.;
seminar from 8:00-11:00 a.m.
Where: Franklin Club, 1300 I Street, N.W., Washington, D.C.
Cost: Early registration $45 (through June 18); $50 thereafter; VISA/MC accepted

For information or to register by phone, contact Susan Brock at (202) 857-1000 or by e-mail at sbrock@pmplawfirm.com.

CLC credits may be applicable to this seminar.

Mark Your Calendars

Upcoming SHRM Conferences and Seminars

2004 Conferences

• June 27-30 - SHRM Annual Conference & Exposition, Ernest N. Morial Convention Center, New Orleans, LA
• 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
• June 19-22 - SHRM Annual Conference & Exposition, San Diego, CA

2004 Chapter Dinner Meetings

• July 21 (Tentative) - “New FLSA Rules” with Caryn Pass, Krupin O’Brien
• August 18 - “Succession Planning” with Karen Stacy, Freddie Mac
• 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 - "Making Mandatory HR Training Fun: How To Turn "Prisoners" into Learners" with Wendy Mack, T3 Consulting
• December 8 - Annual Holiday Party
• December 15 - Transition Board Meeting

HR Professionals Get the Picture
Camera phone technology could expose employers to new risks
By Kathryn Terrell, PHR

Is there anything in your workplace you'd rather not see on the Internet? Your organization's new business plan, client lists, marketing strategy or financials? Embarrassing photographs of employees?

Your workplace may already be at risk to proprietary leaks or worse if you have no boundaries on the use of camera- and video-enabled cell phones. Some companies already have policies that protect work product, manufacturing processes, employees and clients from unauthorized picture taking and videotaping. But the ubiquitous cell phone, combined with wireless Internet connectivity and new imaging features, may be an overlooked exception to the camera rule. And that oversight could be damaging in a courtroom.

Already there is a growing body of complaints and legal claims involving surreptitious picture taking with camera phones. Public and private sector officials are rethinking policies and employee practices, and whether the routine convenience of the device outweighs its risk of exposure. And lawmakers in several states are considering laws to make certain abuses a crime.

Companies may, understandably, be reluctant to ban camera phones in the workplace. Early camera phone models are limited to viewing-only of low-resolution images shared among subscribers of the same provider network and seemingly aren't much to fret about. But newer camera phone models produce images of much higher quality, and new software allows users to store, edit and print images, or instantly transmit them over the Internet.

Uses of camera phones could mean new workplace rules to avoid potential problems such as unauthorized imaging of internal documents, theft-by-photograph of employee or client data, industrial espionage and more.

Jack Gold, an analyst with the technology research unit Meta Group, recommends caution in all cases. "All companies, not just those handling sensitive materials, should ban employees and visitors from bringing camera-enabled phones into the premises," he says.

No spies lurking in the shadows of your workplace? Camera phones are also blamed for far less clandestine activities, through just as serious. A case handled by Cleveland attorney Stephanie Trudeau of the firm Ulmer & Berne involves an employee charged with using a camera phone to take a photo of a co-worker from behind without permission.

"Even in working environments where (security) issues are not a concern, employers should, at a minimum, announce a rule that employees should 'ask before you snap,' no matter where or what the subject," Trudeau says.

The potential for sneaky picture taking is especially worrisome in areas such as restrooms and dressing rooms where employees have a reasonable expectation of privacy. Such cases could result in a new wave of costly sexual harassment lawsuits, especially if embarrassing images are distributed or posted to an Internet site.

Even if a law is not broken, problems could ensue. "There might not be a legal basis for a claim," says Philip Gordon, partner at the law firm Littler Mendelson in Denver and fellow of the nonprofit Privacy Foundation at the University of Denver, "but certainly it could undermine morale and create dissension in the workplace" (Rocky Mountain News, 2004).

Whether inappropriate actions are done impulsively in a moment of misjudgment or purposefully and covertly, camera phones can provide willing employees the means to do harm.

Companies should examine their own vulnerabilities. If actions are called for, employers should address the issue with a policy that provides for the organization's security and manages risks while considering employees' needs to use cell phones for personal reasons and emergencies. The policy should clearly outline expected conduct. And it should communicate the company's commitment to protect personal privacy and maintain a pleasant and productive work environment.

Gordon suggests that some companies may want to consider restricting the phones in sensitive areas such as locker rooms and research facilities and otherwise have policies against abusive uses and trust employees to follow those policies (Rocky Mountain News, 2004).

For other employers, enforcement of a camera phone policy could be problematic, however, if a policy simply states "no unauthorized use." It is usually difficult to distinguish between someone using a cell phone and someone taking a picture. Even if a camera phone emits an audible beep when a picture is snapped, it may not always provide sufficient and obvious notice to the unsuspecting.

An outright ban of all cell phones, with or without imaging features, would make a camera phone policy easier to enforce, says Houston employment lawyer J. Bradley Spalding of the firm Littler Mendelson (Houston Business Journal, 2004). "The advantage of a complete ban on cell phones, when warranted, is that there is no question when the rule is being broken. Simply having a cell phone in your possession is against the rules, period."

When crafting a policy, don't overlook other handheld devices that may also have wireless networking features and are camera- and video-enabled. They include workplace staples such as personal digital assistants (PDAs) and new devices such as Pocket PCs, which are set to enter the market. Unless picture taking is business-justified, companies might avert potential problems by setting handheld equipment standards that specify devices without picture-taking functionality.

Technical solutions to help prevent camera misuse are coming -- jammers to disable the imaging function in a security zone and buzzers to signal when a photo has been taken. In the meantime, a clearly defined policy that is evenly applied is one key to avoiding problems.

As always, consult your legal counsel before finalizing your policy.

Be aware that new camera technologies will likely result in new workplace and legal issues as standards are established concerning how cases involving misuse are handled. If problems arise, seek legal advice early.

If a ban or restriction of camera-enabled devices is called for in your organization, here are some guidelines to help plan the new policy:

• Clearly define your expectations.
• If a ban is location-specific, identify affected areas or departments.
• Follow "best practices" concerning policy distribution and problem handling.
• If needed, provide the policy in the native language of non English-speaking personnel.
• Extend rules to visitors, contractors, and leased labor.
• Enforce the policy evenly and consistently.
• Consult with legal counsel before finalizing your policy.
• Monitor new technology and update your policy as needed.

Kathryn Terrell, PHR, is a human resources professional who specializes in policies that relate to the mobile workforce and employee use of technology. For questions or more information, she can be reached at kterrell@hrinprint.com or www.hrinprint.com.

© 2004 HRinPRINTSM
All Rights Reserved

Professional HR Certification: It’s More Than Good People Skills
By Alisa Goldschmidt

It wasn’t too long ago when we were riding high on the technology wave. Let’s face it -- it was a job seeker’s paradise -- too many jobs and not enough workers. Today, workers are struggling to keep their jobs, job seekers are finding new jobs scarce, and employers are trying their best to keep up with the changing economy without sacrificing the quality of their products and services.

During these challenging times, an effective HR staff must be able to demonstrate more than “good people skills.” “Good people skills” won’t help overhaul an organization’s compensation structure, won’t develop and assess an organization’s training program, won’t help an organization be proactive in developing a culture free of sexual harassment, and won’t develop an OSHA-compliant health safety program.

One way to assess the effectiveness of an HR professional is by certification. An HR department whose staff is professionally certified can - and should - make a significant contribution to the management and strategic direction of an organization. They can ensure that the organization’s people strategy is correctly aligned with its business strategy.

How do you determine which professional certification to look for when staffing your HR department? The most respected certifications for HR professionals are the Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), and Global Professional in Human Resources (GPHR) from the Human Resource Certification Institute (HRCI). Earning one or more of these designations validates that a professional possesses significant knowledge and experience in all areas of HR, including strategic management; workforce planning; human resource development; compensation and benefits; employee and labor relations, and occupational health, safety and security. Today there are more than 70,000 HR professionals certified by HRCI.

Most HR professionals who take on the challenge of the PHR, SPHR, and GPHR exams demonstrate more than knowledge. They display a true dedication to the HR management profession. They show it when they agree to study in excess of 40 hours and when they arrive at the testing center to take the four-hour multiple-choice examination. Certificants continue to demonstrate their dedication to the profession when they maintain their designation by re-certifying every three years through professional development or by retaking the examination. They are leaders in the HR profession.

Recruiters should take note of the designations as well. Although there may not be an abundance of jobs available today, the lack of jobs has not eased the skills shortage. The lack of a skilled labor pool is still a serious long-term issue. Recruiters should routinely include “PHR, SPHR or GPHR preferred” in advertisements for professional-level HR jobs. Recruiters need not worry that adding this preference may decrease the applicant pool. In fact, stating this preference may likely increase the pool of qualified candidates for the position and help separate the wheat from the chaff.

Many certified professionals are members of local chapters of the Society for Human Resource Management (SHRM). This organization is an excellent source for certified HR talent and resources. To learn more about how professional certification for HR professionals can benefit your organization, please visit the HRCI web site at www.hrci.org.

Alisa Goldschmidt is the Marketing Manager for HRCI.

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