Join Us For "Strategies for Becoming a Valued Partner to Senior Management" On Wednesday, April 20
(Note: This is a Breakfast Meeting, 7:30-9:30 a.m.)
Embry Rucker Shelter Donations Update
March Community Speaker Presents WORC's Job Connection Service
Dulles SHRM Website Visits Double
Chapter Discussion Group
Board Meeting Minutes
2005 Membership Renewals Due March 31
Congratulations! PHR/SPHR Certification Recipients
SHRM Announces 2005 Foundation Scholarship
Welcome To New Members
Organizations Scramble To Meet USERRA March 10 Deadline
George Mason University 2005 Spring Internship And Job Fair
HRA-NCA Strategic Business Awards Dinner
VA Economic Bridge (VEB) To Sponsor Showcase For Technology Firms
"Building A Better HR Business Plan"
Upcoming HR Leadership Awards
Mark Your Calendar
Article: Non-Competes Require Details To Work, Protect

Join Us For "Strategies for Becoming a Valued Partner to Senior Management" On Wednesday, April 20
(Note: This is a Breakfast Meeting, 7:30-9:30 a.m.)

For Details on the Program: Click Here

Embry Rucker Shelter Donations Update

Since the Dulles SHRM website was launched in January 2000, average visits have increased from 486 weekly to 835 weekly during the first week of March 2005. Today, the typical visitor examines 8.63 documents while visiting the site. Members are encouraged to visit frequently for links and updates to local and national HR events.

March Community Speaker Presents WORC's Job Connection Service

March Community Speaker Robyn Fleming, Business Program Manager for WORC (Workforce Organizations for Regional Collaboration), connects businesses with job openings to candidates who are anxious to fill open positions. WORC fosters collaboration between businesses and service providers in an effort to find meaningful employment for residents in the DC area.

WORC recently launched The One Click Clearinghouse (OC2), which is specifically designed for businesses seeking qualified, work-ready job candidates. This easy to use, web-based job posting board links businesses offering employment opportunities with service providers that are prepared to refer pre-screened, work-ready candidates. Since WORC coordinates development activities with over 100 service providers in the region, candidates range in skill from entry level to professional and managerial.

WORC has been so successful in assisting businesses with their recruitment efforts that, starting this month, WORC will be unveiling its Job Connection Service. Options that are available with this package include:

• Unlimited participation in WORC Affinity Groups
• On-site recruiting visits arranged at the employer’s location by WORC staff
• Admission to WORC Career Fairs
• Admission to Annual Employer Appreciation Breakfasts
• Admission to the Dream Job Gala Fundraising event held at The World Bank
• Job postings on The One Click Clearinghouse
• Personalized attention from WORC staff to assist the human resources department with recruitment efforts

For more information, contact Robyn Fleming at (202) 857-5994.

Dulles SHRM Website Visits Double

Since the Dulles SHRM website was launched in January 2000, average visits have increased from 486 weekly to 835 weekly during the first week of March 2005. Today, the typical visitor examines 8.63 documents while visiting the site. Members are encouraged to visit frequently for links and updates to local and national HR events.

2005 Membership Renewals Due March 31

The deadline for 2004 members to renew Chapter membership for 2005 and be included in the Spring 2005 Chapter Directory is Thursday, March 31. Click Here to submit a renewal application. Because the Dulles Chapter is a 100% national membership chapter, members are required to be a member of National SHRM before the joining the local chapter.

Members who joined the Chapter during the last quarter of 2004 (October 1-December 31) need only complete the renewal membership form and omit sending any payment since 2004 dues payment included 2005 membership.

The 2005 dues payment is $30. After completing the renewal application, members should forward payment to:

Dulles SHRM
P.O. Box 1249
Herndon, VA 20172

Congratulations! PHR/SPHR Certification Recipients
Contributed by Dulles Chapter President-Elect Maggie Chan

Every Fall, Dulles SHRM organizes a study group to help members prepare for the PHR and SPHR examination. This year, the Chapter extends its thanks to the staff of National Louis University for their generosity in providing classroom facilities, NOVA SHRM chapter for collaborating with Dulles SHRM, and Eileen Taylor for instructing the class. Congratulations to the following individuals who completed the study group and received their PHR or SPHR certification:

Maria Veronica Blankenship
Kimberly Esch
Kristen Gunsolous
Gina Lewis
Joseph Sherrier
Judy Slowey Brown
Virginia Stanton
Laura Chillura
B.J. Garrett

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.

SHRM Announces 2005 Foundation Scholarship

Each year, the SHRM Foundation sponsors an annual scholarship for national professional and general or associate members. Applicants must be working full time in Human Resources and pursuing either an undergraduate or a graduate degree in an HR-related field through an accredited institution of higher learning. Applications must be completed and postmarked no later than May 1, 2005. For more information, visit the SHRM website at www.shrm.org.

Welcome To New Members
Contributed by Vice President, Membership Bonnie Little

Organizations Scramble To Meet USERRA March 10 Deadline
Contributed by Legislative Liaison Denise Hartman

On December 10, 2004, President Bush signed into law the Veterans Benefits Improvement Act of 2004 (VBIA). The VBIA made two changes to USERRA significant to employers:

• The VGBIA extended the eligibility period for the continuation of health care benefits from 18 months to 24 months; and
• The VBIA created an obligation for employers to provide covered employees with notice of their rights, benefits, and obligations under USERRA by March 10, 2005.

The new, mandated notice must be posted in the same location where other employment notices are customarily posted.

The Pentagon recently announced that nearly 40 percent of all U.S. troops serving in Iraq are part-timers, i.e., Reservists and National Guard members. In the coming months, this number may rise to over 50 percent. Approximately 1 in 76 demobilized service members will file a complaint under USERRA. All employers, not just those who have been affected by this unprecedented call-up of Reservists and National Guard members, must keep up-to-date with their legal obligations. The DOL has stated that it will vigorously protect the employment rights of men and women returning from military service.

The poster may be downloaded at www.dol.gov/vets/programs/userra/poster.pdf.

George Mason University 2005 Spring Internship And Job Fair
Wednesday, March 23 and Thursday, March 24

GMU’s University Career Services will host a two-day campus-wide event for organizations that have internships, co-op, full-time, and part-time career-related and/or summer job openings. This high-visibility event has attracted more than 1,500 students each year. The Fair can accommodate 87 organizations each day. For companies that are unable to attend the Fair, position descriptions may be faxed to (703) 993-2361.

When: Wednesday, March 23 and Thursday, March 24; 11:00 a.m. to 3:00 p.m.

Where: Dewberry Hall, Johnson Center

Registration: Online at http://gmu-csm.symplicity.com/events/jobinternfair05
Space is limited.

Information: Tracy Morris at (703) 993-2372

HRA-NCA Strategic Business Awards Dinner
“HR Leaders - Breaking New Ground”
Wednesday, April 20, The City Club of Washington

When: Wednesday, April 20, 5:30 p.m. to 9:00 p.m.
Where: The City Club of Washington, 555 13th St, N.W., Washington, D.C.
Cost: $90 before March 25; $100 after March 18
Deadline: April 15
Details: www.hra-nca.org

Virginia Economic Bridge (VEB) To Sponsor Showcase For Technology Firms

Attendees will include company representatives in Business Development, Contracts, and Human Resources. VEB sponsors several Showcases annually with the goal to create or enlarge presence in the Federal marketplace for out-of-area companies and to encourage teamwork among companies throughout the state. Attendees will include Accenture, CACI, CSC, SRA, G.T.S.I., Lockheed Martin, Oracle Corporation, and many others. For more information, call (540) 831-6391/6398 or email to veb@radford.edu.

"Building A Better HR Business Plan"
NOVA SHRM Professional Development Seminar
Tuesday, May 10, Fairview Park Marriott

For more information, visit www.novashrm.org. The deadline for registration and cancellation is 11 a.m. on Friday, May 6.

Upcoming HR Leadership Awards
Tuesday, June 7

Award nominations close on March 15. Sponsorship opportunities are still available. For more information, go to www.hrleadership.org.

Mark Your Calendars

Upcoming SHRM Conferences and Seminars

2005 Conferences

• 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
• September 25-27 - 2005 Virginia State Conference, Virginia Beach, VA (www.hrshrm.org)

2005 Chapter Dinner Meetings

• April 20 (Breakfast Meeting) - “Strategies for Becoming a Valued Partner to Senior Management” with LuAnn Kollaja, Hewitt
• May 18 (Dinner Meeting) - “Best Practices in Performance Management: Can It Be Stress-Free?” with Sharon Armstrong, author and HR Consultant, and an expert panel
• June 15 (Dinner Meeting) - To be announced
• July 20 (Breakfast Meeting) - To be announced
• August 17 (Dinner Meeting) - To be announced
• September 21 (Dinner Meeting) - “HR and the Law” with Misti Mukerjee, Odin, Feldman & Pittleman, PC
• October 19 (Breakfast Meeting) - To be announced
• November 16 (Dinner Meeting) - To be announced
• December 7 (Dinner Meeting) - Holiday Party
• December 14 (Dinner Meeting) - Transition Board Meeting

Non-Competes Require Details To Work, Protect
By Paul Mickey, Partner, Shaw Pittman
Contributed by Diversity/Workforce Education Director Evelyn Kaiser

Employment lawyers hear a surprising level of confusion about non-competition agreements from employers and executives alike. In an age when competitive information is increasingly important to a company's success and when employers are fighting hard to keep executives who possess that information from becoming competitors, a clear understanding of non-competition case law is in order.

• Myth No. 1: Non-competes probably aren't enforceable -- their main value is the inhibiting effect of uncertainty. This is true if the restrictions are poorly drafted or are used in inequitable circumstances. If they are written properly, however, they are enforceable in most jurisdictions.
• Myth No. 2: The employer should draft non-competes broadly, and a court will narrow them if need be. Some jurisdictions will revise the language if it's overbroad. Others will "blue-pencil" -- that is, edit to make the clause enforceable -- but only if a court can draw a line through offending language and still have a properly written clause. Still others will simply strike down an overbroad restriction, seizing the excuse to eliminate a disfavored restraint of trade.
• Myth No. 3: A court will not enforce a non-compete of two years. Permissible duration depends on several factors, including the industry, the shelf life of competitive information, and the other parameters of the restraint. In technology and other sectors where business models and trade secrets change quickly, a restraint longer than six months may be unreasonable. On the other hand, if the employee received significant consideration through the sale of a business or has been entrusted with highly sensitive information and is restrained only from a narrow zone of functions in specified competitive companies, a period longer than two years may be reasonable.
• Myth No. 4: The employer can't impose a non-compete on someone who is already employed unless some additional benefit is provided. Some jurisdictions will enforce a newly imposed non-compete on the theory that the employer conferred the benefit of continued employment in exchange for the employee's agreement.
• Myth No. 5: Employer One cannot transfer a non-compete to Employer Two. In fact, many courts will enforce an otherwise valid non-compete at the behest of a successor employer, particularly if the employee has given consent to assignment of the agreement.
• Myth No. 6: A covenant not to solicit a company's employees forbids hiring those individuals altogether. There is a difference between a non-solicit agreement and a non-hire agreement. The former forbids only the act of soliciting employees, while the latter bars hiring them even if they seek to relocate on their own initiative. Employers sometimes include both types of restraints, given the difficulty of proving a violation of a non-solicitation agreement. But a non-hire isn't implied by a non-solicit. Thus, hiring a company's employees may be perfectly legitimate as long as no forbidden inducement occurs.

Employees unfamiliar with these rules may believe they are subject to far more onerous restrictions than the law in fact allows -- or to no restraint at all.

And employers who are unsure whether they have overreached may hesitate to enforce their non-competes for fear that the effect of a ruling striking one down will be to induce cavalier behavior on the part of other employees subject to similar restraints.

It's in the interest of all concerned to have the clauses drafted clearly and with an eye to what the law will allow.

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!

Kurt Cowles
President
Dulles SHRM
kcowles@mitre.org