february 2012 - suncoast hr management€¦ · fmla leave rights once that employee becomes...
TRANSCRIPT
DAY ON THE HILL 2
SHRM FOUNDATION SCHOLARSHIPS 2
LEGISLATIVE UPDATE 3
SAVE THE DATE—OTCE 2012 4
2012 HR FL STATE CONFERENCE 5
SOCIAL MEDIA CORNER—LINKEDIN 5
WORLD AT WORK 6
GUEST WRITER—FEATURE ARTICLE 7
MEMBERS IN TRANSITION 8
2012 OFFICERS & BOARD MEMBERS 9
Inside this issue:
F E B R U A RY 2 0 1 2
SHRMA CHAPTER MEETING February 8, 2012
Ron Hamilton presents:
Total Rewards: A Compensation Primer
7:30-10:00 AM Marriott
Roosevelt Blvd St. Petersburg FL
Generously Sponsored By:
Jennye Morano 727.726.2786 ext. 2227
Register at www.suncoasthr.org
March 14th Monthly Meeting 7:30—10:00 a.m.—Marriott
April 5th OTCE: On the Cutting Edge—Marriott 7:30 a.m.—4:30 p.m.
President’s Message:
Carpe Annum! Seize the year! Abraham Lincoln once said "It's not the years in your life that count. It is the life in your years." Let's make it our objective to put some life into our 2012 SHRMA year. It is my privilege and great pleasure to serve as your Chapter Presi-dent this year. I want to thank our 2011 Presi-dent Gyda DePeppe and all of our very dedicated Board mem-bers for making 2011 such a tremendous success. In 2011, we maintained our membership levels and even increased member-ship in difficult economic times. We maintained our course cor-rection as we saw new administrative initiatives rippling through our ranks and resulting in increased litigation and our focus on proactive, preemptive measures to avoid liability for our employ-ers. And, we persevered.
The 2012 Board is already at work to make this the best year yet for our SHRMA Chapter. We are currently lining up our pre-senters and program for our 2012 On The Cutting Edge (OTCE) seminar. This year's program looks to be superlative and topical, as we have come to expect with our flagship annual event. We are working on improving our website and newsletter so that our membership can easily access important information and event schedules without some of the lag time we have ex-perienced in the past. We are working on increasing the content in our newsletter so that we can keep the membership abreast of updates and changes in the law and practice of our profes-sion. Together, the Board is dedicated to working with you to maximize the value of your membership and experience as we travel together down the path in 2012. Continued on page 5...
2012 DAY ON THE HILL
February 15-16
HR Florida is pleased to an-nounce its second DAY ON THE HILL event in Tallahas-see on February 15 - 16, 2012! This event will begin with a wine and cheese reception the evening of Wednesday, February 15th, at the Hotel Duval. Following the recep-tion, attendees with will be free to dine and network with fellow HR Florida members at local restaurants of their choice. The event will continue all day on Thursday, February 16th, with breakfast at the Hotel Duval and a series of informative presentations, followed by lunch in the Capital cafeteria. After that, we'll meet with leg-islators and/or their staff where we'll advocate on public policy issues of importance to the HR profes-sion. SHRM and HR Florida will prepare attendees for their afternoon meetings on the Hill and will pro-vide assistance in setting up those meetings. At-tendees may reconvene following their legislative meetings to discuss the legislators' reaction to in-formation provided by HR Florida, and how we may further advance our objectives. There is no registration fee for the Day on the Hill, including the reception and breakfast, and certifica-tion credit is expected for the event. Attendees will be responsible for their travel, lodging, and other expenses. HR Florida chapters are respectfully re-quested to consider reimbursing those costs for selected participants. We would like every HR Florida chapter to send at least two representatives to this event. Presidents (or President-Elects) and Legislative Directors would be excellent representatives. We need your help introducing our legislators to HR Florida, educating them how we can be a valu-able resource on legislation affecting the work-place, and shaping that legislation of concern to our profession. For more information, please contact Bob McCor-
mick at [email protected].
ACADEMIC AND CERTIFICATION SCHOLARSHIPS FOR HR PROFESSIONALS
One hundred scholarships totaling $100,000 will be awarded to SHRM members in 2012. The awards program is designed to assist HR professionals in meeting their professional development goals. Indi-viduals may apply for either a $2,000 education scholarship or a $750 certification scholarship.
Application Deadline: July 16, 2012
Eligibility: SHRM professional, general and asso-ciate members-- with a valid SHRM ID number-- pursuing a college degree or working toward PHR, SPHR, GPHR or California certification are eligible to apply. (SHRM student members and local-only members are not eligible for these awards.) Chap-ters and state councils may also apply for scholar-ship funds to support certification training pro-grams.
Awards: 80 certification scholarships of $750 each and 20 academic scholarships of $2,000 each will be awarded. Applications will be judged in the fol-lowing five groups:
Northeast * Southeast *North Central * Southwest Central * Pacific West
Each group has a total of $20,000 to distribute which means applicants compete only with others in their own region. Each region will award 16 certi-fication scholarships and 4 academic scholarships for a total of 20 awards. How to Apply: Visit www.SHRMFoundation.org and click on “Scholarships & Awards” to learn more about the SHRM Foundation Scholarship Program. Application period: April 1-July 16, 2012.
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EMPLOYEE TERMINATED PRIOR TO BECOMING ELIGIBLE FOR LEAVE CAN STATE
CAUSES OF ACTION UNDER FMLA by Lara J. Peppard and Bill Grob, Ogletree Deakins
A federal court with jurisdiction over Florida recently held that the Family and Medical Leave Act (FMLA) “protects a pre-eligibility request for post-eligibility leave.” That is, the FMLA protects an employee who gives notice of her intent to take FMLA leave before she is eligible for leave. Pereda v. Brookdale Senior Living Communities, Inc., D.C. Docket No. 0:10-cv-60773-FAM, Eleventh Circuit Court of Appeals (January 10, 2012).
The employee began working for her employer on October 5, 2008. In June 2009, she advised her em-ployer that she was pregnant and would request FMLA leave after the birth of her child in November 2009. In September 2009, approximately 11 months after her hire, she was terminated. She sued her employer, claiming that the decision to terminate her employment following her request for FMLA leave constituted both interference and retaliation under the FMLA. The trial court granted the employer’s motion to dismiss, stating that the employer could not have interfered with her FMLA rights because she was not entitled to FMLA leave at the time she requested it.
Under the law, Employees may assert two types of claims under the FMLA: “interference” and “retaliation.” To be protected, an employee must be eligible (that is, have worked for the employer for at least 12 months and have worked at least 1,250 hours during the previous 12 months) and must ex-perience a “triggering event,” such as the birth of a child. In this case, the parties agreed that at the time the employee requested leave, she was not eligible for FMLA leave, as she had not worked suf-ficient hours or experienced a triggering event. She would have been eligible by the time she gave birth and began her requested leave.
The court held that, “because the FMLA requires notice in advance of future leave, employees are protected from interference prior to the occurrence of a triggering event, such as the birth of a child.” The court stated that its holding does not expand FMLA coverage to a new class of employees; ra-ther, it means that an employee who is not yet eligi-ble for FMLA leave may bring a lawsuit if an em-ployer terminates the employee “in order to avoid having to accommodate that employee with rightful FMLA leave rights once that employee becomes eligible.”
With regard to the employee’s retaliation claim, the Eleventh Circuit held that in light of its conclusion that the FMLA protects a pre-eligibility request for post-eligibility maternity leave, she also could state a cause of action for FMLA retaliation. Employers should be aware that an employee who announces a future need for FMLA leave prior to becoming eli-gible for such leave may be protected by the FMLA if it appears likely the employee would become eligi-ble by the time the leave were to commence.
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Legislative Update
Guest Writers
Have a passion for writing? Are you an expert in your industry? If so, we’d like to see your work. Get published!
We are encouraging SHRMA members in 2012 to contribute/share your knowledge with the rest of the chapter.
Submissions are due to the newsletter committee by the last Wednesday of the month. Articles should be kept to 500 words or less and submitted in a word document.
Email your article or questions to: [email protected]
Throughout the year, look for some exciting changes as our webmaster’s role changes. There may be some hiccups along the way, but providing the best resources for the chapter are a TOP priority. Thanks in advance for your patience!
Thursday April 5, 2012 Featuring Jim Smith
Building a Positive Culture: Why Happiness Matters
Marriott Hotel 12600 Roosevelt Blvd
St. Petersburg FL Always a day filled with info, networking and HRCI credits!
Register @ www.suncoasthr.org
What is Certification? - a voluntary action by a pro-fessional group to establish a system to grant recognition to professionals who have met a stated level of training and work experience. Certified individu-als are usually issued a certificate attesting that they have met the standards of the credentialing organization and are entitled to make the public aware of their credentialed status, usually through the use of initials (i.e. PHR, SPHR, GPHR) following their names.
Certifications differ from certificate programs, because certifications include an experience component. Certificate programs, on the other hand, award certificates once a course of study has been completed and do NOT require previ-ous work experience.
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Why become certified?
Certification sets you apart as a true pro-fessional
You will gain national recognition Certification is essential to your career For more information regarding certification, please visit the HR Certification Institute’s website at www.hrci.org
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Jim Smith, PCC, is The Executive Happiness Coach®. He is a recovering corporate executive whose passion is to help people discover and increase the amount of Happi-
ness in their lives and work. Jim brings the science of Happiness and Positive Psy-chology into the workplace to help leaders create organizations that respect and en-
gage people while also delivering great results. Come join us and Get Happy!
President’s Message continued… I am particularly proud of our ability to adapt to changing times and our economic environ-ment. Communication is the key to our success. I encourage you to exercise your voice in our meet-ings and for the betterment of our Chapter. If there are changes that you believe can have a positive impact on our membership, I encourage you to seek a volunteer committee position with a mem-ber of our Board, or volunteer some time and ideas to help us improve our service to our mem-bers. We realize that not everyone has the time or inclination to become a member of our Board. Even so, twenty minutes a month, or eve-ry six months, can make a big difference. Whether it is assisting our Board by calling former members to rejoin, or calling two friends every few months and inviting them to attend as guests to see what SHRMA has to offer, even twenty minutes can make a world of difference. The opportunities are available and we welcome your contribution.
Don't forget about the tremendous resources that are available from SHRM and HR Florida. If you need any further information regarding any SHRM, HR Florida or SHRMA program or event, please do not hesitate to ask any of our Board members for assistance. Together, we make a difference.
Thank you for being a member of what I believe is the best Chapter in the state. We are here for you. So when you are feeling that you are having trouble getting to "life" because of the obstacles that keep popping up, remember that the obstacles ARE life, and it is how we embrace and overcome our challenges that makes all the difference.
Bill Grob
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Are you ? Social Media has changed how we connect with the world. Over 800 million people are on Facebook; connecting with family and friends, sharing their lives as it happens.
Establishing a professional online presence has become in-creasingly im-portant for your career. LinkedIn is a great way to do this. In short, it is the profes-sional version of Facebook.
LinkedIn helps you stay in touch with colleagues, even after they move on to other positions and lo-cations. You’ll stay in closer contact with great tools to com-municate and collaborate. There are also a variety of ways to meet new peo-ple and expand your network on LinkedIn. One such way is joining Groups. You can discuss cur-rent events, ask questions and learn about training and continuing education. Of course our chapter has group: SHRMA (Suncoast Human Resource Management Association). Join our group today! Other features are available to share your exper-tise, research companies and explore employment opportunities. Creating a profile easy and it’s free. Go to Linkedin.com to get started. Over the course of the year, we’ll cover tips for new and experienced users on how to utilize LinkedIn and other forms of Social Media. Until then, I look forward to seeing in cyberspace! Barb Higel Social Media Committee Chair
IMPORTANT
DON’T MISS OUT! RESERVE YOUR ROOM
The Republican National Convention will take place in Tampa the same week as our state conference and hotel rooms in the Orlando area will be full due to this event. We highly suggest you book your ho-tel room early!
The Early Bird Room Rate is $128/night which includes self-parking. Expires February 29, 2012!
2012 HR Florida State Conference & Expo www.hrflorida.org
Rosen Shingle Creek Hotel, Orlando
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Take Another Look at Education and
Earn up to 16 CEU’s in Two Days!!
Have you considered the next step in building your credentials? What if the next step also earned CEU’s for PHR and SPHR renewal? Attending the World at Work classes in 2012 and testing afterwards is worth 16 CEU’s that can be applied toward your recertification for PHR/SPHR!! PLUS you are on your way to earning an addi-tional certification or a new certification in your field of the industry. Network, learn, and set the foundation for your next certification with World at Work classes. Certifications include but are not limited to Compensation, Benefits, Global Remuneration, and Work Life. Secure your seat by signing up today for the programs being offered through World at Work and SHRMA at the Marriott on Roosevelt in 2012. www.suncoasthr.org or www.worldatwork.org
Feb. 27 & 28, 2012
Quantitative Methods (T3) Health & Welfare Plans – Strategic Planning & Design (B3A)
June 11 & 12, 2012
Retirement Plans - Design Considerations & Administration (B2) Variable Pay – Improving Performance & Variable Pay (C12)
Sponsored by:
Guest Writer
EMBRACE YOUR HUMAN CAPITAL OR RISK IT ALL By: Jennye Morano Manager of Sales and Business Development at FrankCrum Staffing TURNOVER. It’s a word that strikes fear in the heart of all Human Resources professionals and Managers alike. It’s painful… it’s ugly… it’s COSTLY… and it’s coming… For the past four years, employers have had an easier time retaining talent because the job market hasn’t allowed for movement as it has in the past. The sustained high unemployment rate has driven increased de-mand on existing employees’ skills, time, energy, and even their personal lives. With fear of layoffs and the burden of staggering workloads, employees find themselves sacrificing their work-life balance. According to a Manpower study, 46% of employees did not take their earned vacation time in 2010 and research indicates those numbers didn’t change much in 2011. Unfortunately, this continued practice by employers appears to be taking its toll; according to CBS News, 84% of employees intend on leaving their current jobs in 2012. Just as companies have tightened their belts by reducing costs, storing profit dollars and reducing outstanding credit, so have their employees. People have reduced their household expenses, paid off debt, excised unnecessary spending and have been saving every dollar they can. They now find themselves sitting on enough cash to no longer fear a gap between positions; they are in the position to consider other professional options. Thus… the dreaded turnover… According to William G. Bliss of Bliss & Associates of Wayne, NJ, turnover costs approximately 150% of the exiting party’s compensation and upwards to 250% for managerial roles. For a company of 100 people bearing a normal turnover rate of 10% with a median wage of $50,000, this can result in $750,000 (or more!) profit dollars lost. That is a staggering amount for businesses that are already operating on leaner margins. The solution- Keep Your Employees Happy! It doesn’t necessarily need to be in the form of wages, as cash is fleeting. Instead, let them know that their extra efforts and their personal sacrifices for the company’s bet-terment aren’t in vain. Hire temporaries to help with the supporting tasks- allow your staff to focus on the core duties that they were first hired for; give them alternating early-out Fridays; send their families to Disney World for a day.
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A CHOCOLATE A DAY MAY KEEP THE HEART ATTACK AWAY. Researchers reviewed more than 4,500 research studies involving more than 100,000 people and found that high levels of chocolate consumption could reduce heart disease by 37 percent and stroke by 29 per-cent. All forms of chocolate appeared to be beneficial. However, since chocolate often contains a hefty amount of sugar and fat, limit yourself to an occasional treat. — Zorba Paster, MD
SHRMA Members in Transition take Note………...
What is a transitioning membership? The Suncoast Human Resource Management Association (SHRMA) provides active members who are un-employed at the time of the membership renewal a one-time opportunity to extend their membership for up to one year—at no cost! SHRMA believes this continued affiliation to our loyal members will help transition-ing members stay current on the issues impacting the HR profession and provide them with the needed re-sources to assist them in their job search.
Who qualifies for transitioning membership? Any active SHRMA member who is unemployed at the time of his or her membership expiration date or be-comes unemployed up to 90 days after the membership lapses. Additionally, the member must be unem-ployed at the time he or she applies for a transitioning membership. Before activating a transitioning membership, the requestor must communicate his or her unemployment status to SHRMA using the form provided.
What benefits are included with a transitioning membership? SHRMA members in transitioning membership status will continue to receive all SHRMA member benefits for up to one year. The only benefits not included are voting privileges and the ability to hold office on the SHRMA board.
Benefits Include:
Monthly (11) meetings featuring experts on human resource topics (Recertification points for some programs).
On-Line Membership Directory.
On-line job bank to post and find human resource positions.
Networking with 400+ local human resource professionals.
Online PDF Monthly newsletter and web page featuring legislative updates, local HR news, content articles.
On-line Members Helping Members for posting general requests for ideas and suggestions on policies, practices
and issues.
Legislative Updates, Sample Letters for Writing Federal and State Legislators.
Volunteer opportunities.
Joint diversity meeting with HR Tampa.
What happens when I find a new job? Members in transitioning membership status may reinstate their professional membership at any time dur-ing their transitioning membership period by paying the annual renewal fee of $50.00, but must reinstate upon employment.
Important notice about SHRMA transitioning membership: Transitioning membership is available to members ONE TIME ONLY and will not begin until the VP of Membership receives and processes the application form. Members will be notified when the membership has been approved and reactivated. Membership identification numbers and passwords will remain the same. Transitioning Members may also take advantage of HR Connections – the source on the HR Florida web-site (www.hrflorida.org) hosted by Right Management. Benefits of transitioning membership are subject to change or cancellation without notice.
Contact Darlene Myers, SPHR at [email protected] for a transitioning application form.
We continue to print this page as a reference for HR Professionals new to the “transition” world. We hope it helps.
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President Bill Grob, JD 813-221-7228 [email protected]
President Elect Hazel Butcher, SPHR 727-330-8468 [email protected]
Past President Gyda DePeppe, MBA, PHR 727-641-8989 [email protected]
Secretary Katie Kato, SPHR 727-451-2464 [email protected]
Community Relations Kathy Erickson 727.784.7566 [email protected]
Compensation & Benefits Susan Lindelof, PHR CBP,CCP,GRP,CESP [email protected] 727-557-2371
Diversity Lovese Purifoy, MBA, SPHR 727-492-2584 [email protected]
Certification Co-Chairs: Sara Forziano, PHR 727-803-2040 x 5516 Christine Upp, PHR 813-626-3166 x 230 [email protected]
Webmaster Co-Chairs: Brent Adams, MBA 813-282-1965 Aisha Butcher, SPHR 727-480-1994 [email protected]
Legislative Chair Bob McCormick, JD 813-739-1960 [email protected]
Education Crystal Winkler, PHR 727-938-5933 [email protected]
Sponsorship Opportunity Jennye Morano 727-799-1229 [email protected]
Vice President of Membership Darlene Myers, SPHR 727-698-4241 [email protected]
Vice President of Programs Jennifer Novak, PHR 727-767-8577 [email protected]
Treasurer Larry Struer, PHR 727-812-3228 [email protected]
Resume Review Lee Domarasky 727-712-0607 [email protected]
At Large Board Members
Diane Sacks, PHR 727-803-1813 [email protected]
Elaine Kirkoff 727-599-3889 [email protected]
Newsletter/Communications Melissa Robinson, MBA, SPHR 813-865-0529 [email protected]
Workforce Readiness Rob Wolf 727-946-6762 [email protected]
On The Cutting Edge Melinda Persuitte 813-676-6701 Bob McCormick, JD 813-739-1960 [email protected]
Survey Chair Kirsten Allman, JD 813-222-1265 [email protected]
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2012 SHRMA BOARD MEMBERS
2012 SHRMA COMMITTEE MEMBERS
Page 9 SHRMA February 2012