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may 2015 newsletter

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In This Issue Upcoming Events HR in the News HR Jobs Reviewing Your Plan's Service Provider Legislative Alert Get SHRM Certified HR Library Clear Law Institute From Our Sponsor Upcoming Events June 5 Government Contracting SIG Strategic Role of HR with Mergers & Acquisitions Speaker: Babak Hafezi Location: Reston Time: 8:00am Register Now June 23 June Chapter Meeting Change Management Simplified: Using Project Management to Get Things Done Speaker: Laura Barnard Location: Tyson's Corner Time: 5:30pm Register Now July 21 July Chapter Meeting Something's Going to Change Around Here The Pulse HR Jobs Human Resources Specialist, McLean, VA, May 14 Director ‐ DC Dept. of Human Resources, Washington, DC, May 13 Human Resources Benefits Associate, McLean, VA, May 13 Assistant Director, HRIS, Washington, DC, May 12 Director of Human Resources & Talent Management, Washington, DC, May 8 Human Resources Director, Alexandria, VA, May 8 Human Resources Generalist, Washington, DC, May 7 Read More Reviewing Your Plan's Service Provider This article is brought to you by NOVA SHRM sponsor VLP Financial Advisors. "An employer should establish and follow a formal review process at reasonable intervals to decide if it wants to continue using the current service providers or look for replacements." ‐ Department of Labor (http://www.dol.gov/ebsa/publications/fiduciaryresponsibility.html) Evaluating your service provider is a commonly neglected fiduciary duty. A change may not be necessary, but it is important to periodically perform a review of you current plan provider to make sure they are competitive relative to the market, and effectively servicing your employees. As part of your annual review process, you should ask yourself the following questions: 1. Are you satisfied with the level of participation in your plan?

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In the May Legal Report, Larry Postol, VP of Legislative Affairs, addresses EEOC issues, including inspection of employer's premises and the proposed rule on wellness programs.

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    InThisIssueUpcomingEventsHRintheNews

    HRJobsReviewingYourPlan'sService

    ProviderLegislativeAlert

    GetSHRMCertifiedHRLibrary

    ClearLawInstituteFromOurSponsor

    UpcomingEvents

    June5GovernmentContractingSIGStrategicRoleofHRwithMergers&AcquisitionsSpeaker:BabakHafeziLocation:RestonTime:8:00amRegisterNow

    June23JuneChapterMeetingChangeManagementSimplified:UsingProjectManagementtoGetThingsDoneSpeaker:LauraBarnardLocation:Tyson'sCornerTime:5:30pmRegisterNow

    July21JulyChapterMeetingSomething'sGoingtoChangeAroundHere

    The PulseHRJobsHumanResourcesSpecialist,McLean,VA,May14DirectorDCDept.ofHumanResources,Washington,DC,May13HumanResourcesBenefitsAssociate,McLean,VA,May13AssistantDirector,HRIS,Washington,DC,May12DirectorofHumanResources&TalentManagement,Washington,DC,May8HumanResourcesDirector,Alexandria,VA,May8HumanResourcesGeneralist,Washington,DC,May7ReadMore

    ReviewingYourPlan'sServiceProviderThisarticleisbroughttoyoubyNOVASHRMsponsorVLPFinancialAdvisors."Anemployershouldestablishandfollowaformalreviewprocessatreasonableintervalstodecideifitwantstocontinueusingthecurrentserviceprovidersorlookforreplacements."DepartmentofLabor(http://www.dol.gov/ebsa/publications/fiduciaryresponsibility.html)Evaluatingyourserviceproviderisacommonlyneglectedfiduciaryduty.Achangemaynotbenecessary,butitisimportanttoperiodicallyperformareviewofyoucurrentplanprovidertomakesuretheyarecompetitiverelativetothemarket,andeffectivelyservicingyouremployees.Aspartofyourannualreviewprocess,youshouldaskyourselfthefollowingquestions:

    1. Areyousatisfiedwiththelevelofparticipationinyourplan?

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    Speaker:LizWeberLocation:TysonsCornerTime:7:30amRegisterNow

    HRintheNewsToDoGoodintheWorld,Geta

    BetterHRDepartmentTheAtlantic

    It'sCalledHumanResourcesforaReasonCIO

    IsHiringforDigitalNativesAgeDiscrimination?Workforce.com

    C'monCanThis'NoManagers'SchemeActuallyWork?

    HRMorning.com

    OurSponsors

    2. Onascaleof1to10,howwouldyouratetheserviceyourplanreceives?

    3. Doyourparticipantsfinditdifficulttoselectinvestments?4. Areyouconfidentthatyourplanfeesarereasonable?5. Ifyoucouldchangeonethingaboutyourplan,whatwoulditbe?

    Ifyouarenotsatisfiedwiththeanswertoanyoftheabovequestionsyoushouldconsiderhavinganeutral3rdpartycompanyperformareviewofyourplan.Whenconsideringa3rdpartyevaluation,itisimportanttoworkwithanindependentadvisoryfirmtoavoidproprietaryproductbiases.Makesuretoselectanadvisoryfirmthathasexperienceinvariousplansizes,industriesandplanstructures.Insteadofoccupyingyourtimeconductingyourownreview,outsourcethistasktoa3rdpartyadvisoryfirm,andefficientlycompleteoneofyourfiduciaryresponsibilitiesfor2015.Investmentadvisorrepresentativesofferingsecurities&advisoryservicesthroughCeteraAdvisorNetworksLLC,memberFINRA/SPIC.Ceteraisunderseparateownershipfromanyothernamedentity.

    LegislativeAlertThisLegislativeAlertisbroughttoyoubyLawrenceP.Postol,VicePresidentforLegislativeAffairs,NOVASHRM,andPartneratSeyfarthShaw,LLP.

    CourtsCanDismissEEOCLitigationIfTheEEOCDidNotTryToResolveTheIssueViaASettlement;EEOCDeniedInspectionOfEmployer'sPremises;EEOC'sProposedRuleOnWellnessProgramsOffersSomeClarity,MoreUncertainty

    CourtsCanDismissEEOCLitigationIfTheEEOCDidNotTryToResolveTheIssueViaASettlementOnApril29,2015,theU.S.SupremeCourtissueditslongawaiteddecisioninMachMining,LLCv.EEOC,No.131019(U.S.2015),andconcluded,inaunanimousopinionauthoredbyJusticeKagan,thatfederalcourtshavetheauthoritytoreviewtheEEOC'sconciliationefforts.InlanguagethatissuretoberepeatedbacktotheEEOCforyearstocome,theSupremeCourtheldthat"[a]bsentsuchreview,theCommission'scompliancewiththelawwouldrestintheCommission'shandsalone."This,theSupremeCourtsaid,wouldbecontraryto"theCourt'sstrongpresumptioninfavorofjudicialreviewofadministrativeaction."WhiletheSupremeCourtdidnotrulethattheintensivereviewthatMachMiningarguedforwasrequired,thecaseneverthelessrepresentsasignificantwinforemployersandresoundingdefeatfortheEEOC.TheEEOCwillnolongerbeabletofilesuitagainstemployersafterpayingmerelipservicetoitsconciliationefforts,andtogivethemthebackofthehandinresponsetorequestsforfulsomeinformationaboutliabilityandexposureinathreatenedlawsuit.Andemployerswillasaresultbeinabetterpositiontosettlemeritoriousclaimsonreasonabletermsbeforethe

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    2015BoardMembersMimiShieh,PHR

    President

    MichelleCleavenger,SPHRPresidentElect

    MeganSacco,PHRCoVP,Programs

    EdieFreeman,SPHR

    CoVP,Programs

    MaryKitson,PHRVP,Mentoring

    LawrencePostol

    VP,LegislativeAffairs

    JenniferDjouadiVP,SpecialInterestGroups

    BrianDiemar,GBDS

    VP,Marketing&PublicRelations

    NancyBonnafeRiegle,PHRTreasurer

    SharifaGomez,PHR,CHRP

    Director

    EmilyDorseySecretary

    MariannaKnight,SPHR

    StrategicPlanningLeader

    JenniferZanoneDirector,SHRMFoundation

    KeishaMortonVP,Membership

    JohnHerwehVP,Education

    RenaeBarlieb

    SocialMediaStrategist

    DanielleTope,PHRUniversityRelationsCoordinator

    EEOCfilessuit,thussavingemployersfromunnecessarylitigationexpense.CaseBackgroundThisrulingisabigcaseforemployersandforgovernmentenforcementlitigation.InagamechangingdecisioninDecember2013,theU.S.CourtofAppealsfortheSeventhCircuitruledthatanallegedfailuretoconciliateisnotanaffirmativedefensetothemeritsofanemploymentdiscriminationsuitbroughtbytheEEOC.Thatdecisionhadfarreaching,realworldsignificancetotheemploymentcommunitybecauseitmeantthattheEEOCwasvirtuallyimmunefromreviewintermsofthesettlementpositionsittakesoften:"paymillionsorwewillsueandannounceitinamediarelease."ReadMore

    GetSHRMCertifiedwithGMU!

    NOVASHRMisproudtocollaboratewithGeorgeMasonUniversity'sOfficeofContinuingEducationtobringyoutheirHumanResourceManagementCertificateprogramtohelpyoupreparefortheSHRMCP(CertifiedProfessional)andSHRMSCP(SeniorCertifiedProfessional)exams.ThisintensiveprogramcombinesexpertinstructionwiththeSHRMLearningSystemforSHRMCP/SHRMSCP.Youwilllearnfaster,retainmoreknowledgeandstayontrackforsuccessonthecertificationexam.Evenbetter,geta$50discountonregistrationwhenyouusetheonlinecodeNOVASHRM!ProgramDetails

    RegistertoreceivetheUPDATED2015SHRMLearningSystem,includingSmartStudy(TM)tools,learningmodules,andonlineresourcesLearnfromanexperienced,certifiedinstructorChoosefrom7week,12week,oronlinecoursesCoursesofferedatconvenientNorthernVirginialocations

    ThenextonlineclassbeginsJune8th.Registeronlinetodaytogetstarted!GetCertified.GetMoneyBack.Tohelpsupportyourcertificationgoals,ifyouearnyourSHRMCPorSHRMSCPcertificationin2015,NOVASHRMwillprovidea$75rebatetooffsetyourexamcostswhenyoucompleteandsubmitthisform.TakeadvantageofthisexclusiveofferasafriendofNOVASHRM,andletusknowwhenyougetcertified!

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    DremaMcCoy,PHRNewsletterEditor HRLibrary&ImportantNews

    AreSmallBusinessesShortchangedonBenefits?Workersatthesmallestcompaniesdon'thavegoodbenefitspackagesandthey'renothappyaboutit,arecentsurveyshows.Butotherresearchrevealsthatworkersatslightlybiggeremployersarejustassatisfiedwiththeirbenefitsasthoseatthelargestcompanies.Together,thefindingssuggestthattherearewaystostaycompetitivewithbenefitofferingswithoutbreakingthebank.DissatisfiedSupportingtheideathatemployeesatsmallcompaniesaredissatisfied,newlyreleasedresultsfromthelatestannualU.S.WorkerSurvey,conductedinDecember2014forinsuranceprovidersColonialLifeandUnum,showthatemployeesatverysmallcompaniesthosewithlessthan10employeesaremuchlesslikelytohavebenefitsthanotherworkers:

    Only44percentofemployeesatverysmallcompanieshavebenefitsatwork,comparedwith82percentofallemployees.Atslightlylargerfirmswith1099employees,75percentofworkersareofferedbenefits.Nearlyall(96percent)ofemployeesatlargercompanieswith1,000ormoreworkershavebenefits.

    Thesurveyofmorethan1,500U.S.workersrevealedthatthoseworkingforthesmallestcompaniesaresignificantlylesslikelythanemployeesatlargecompaniestosaytheyvaluetheirworkplacebenefitsinthefollowingareas:

    Benefitspackage.Only25percentofemployeesatverysmallcompanieswhoareofferedbenefitsratetheirbenefitsasexcellentorverygood,comparedwith58percentofemployeesatlargecompanies.Benefitsunderstanding.Lessthantwothirds(62percent)ofemployeesatverysmallcompanieswhoareofferedbenefitsreportagoodunderstandingoftheirbenefits,wellbelowthe80percentreportedbyworkersatlargefirms.Valueofbenefits.Justoverhalf(55percent)ofworkersatverysmallbusinesseswhoareofferedbenefitsagreethattheyhighlyvaluetheinsurancebenefitsprovidedbytheiremployer,comparedwith70percentatlargefirms.

    "Itmightbeeasytoassumesmalleremployerscan'taffordtoofferrichbenefitsprogramsandprovidecomprehensiveeducationandenrollmentsupport,butthat'snotthecase,"GilYoumans,directorofsmallmarketsolutionsforColonialLife,saidinanewsrelease.ReadMoreMoreEmployersLettingCandidatesExplainConviction

    Almostthreequarters(72percent)ofemployersperformindividualized

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    assessmentsforcandidateswhohaveconvictionrecordsupfrom64percentin2014givingthoseapplicantsachancetoexplainthecircumstancesoftheirconvictions,accordingtoanewsurvey.ThisisthehighestpercentagesincetheEqualEmploymentOpportunityCommission(EEOC)releasedguidanceonemployers'useofcriminalrecordsin2012.That'soneofthekeyfindingsfrombackgroundscreeningproviderEmployeeScreenIQ'ssurveyof500U.S.basedemployersregardingtheiruseofemploymentbackgroundchecks."Employerswhodonotperformindividualizedassessmentsmaynotbeviolatingtheletterofthelaw,buttheyareatriskforclaimsofdiscriminationunderTitleVIIoftheCivilRightsActaccordingtotheEEOC'sguidanceonthismatter,"saidNickFishman,executivevicepresidentatEmployeeScreenIQ."ThisisafairlystrongindicationthattheEEOC'sguidancecontinuestohaveagrowingimpactonemployers'hiringpractices."Only21percentofrespondentssaidtheydisqualifycandidatesduetocriminalrecordsmorethan20percentofthetime.Theremaining79percentdisqualifycandidatesbecauseofcriminalrecordsfarlessfrequentlyornotatall,accordingtosurveyresults.Infact,thepercentageofrespondentswhosaidtheydisqualifyapplicantsmorethan20percentofthetimefellfrom32percentin2014,thelargestvariationinanycategoryyearoveryear.ReadMore

    WebinarsfromClearLawInstitute

    NOVASHRMhaspartneredwithClearLawInstitutetoofferitsmembersa20%discountoffanylivewebinar,ondemandwebinar,orallaccesswebinarmembershipprogram.Getprofessionaldevelopmentwithjustamouseclick,anytime,fromanywhere!ThousandsofHRprofessionalsattendClearLaw'scoursesbecauseof:

    1. Presenterswhoarebothexpertsandengagingspeakers2. Moneybackrefundifnotcompletelysatisfied3. CoursesthatareapprovedforHRCIandSHRMcredit

    SeetheCurrentLIVE&OnDemandWebinars.Howdoyougetthediscount?Justemailnovashrmboardcommunications@gmail.comandrequestthediscount

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    Ihopeyouenjoyedthelatesteditionofourmonthlynewsletter.Pleasecontactmeatnewsletter@novashrm.orgtoprovidefeedbackandcomments,tosubmitanarticle,ortosponsorthenextissueoftheNOVASHRMPulse.Sincerely,DremaMcCoyNewsletterEditor

    Copyright2015.AllRightsReserved.


Newsletter May 2015

Newsletter, May 2015

May Newsletter 2015

May 2015 Newsletter

2015 May Newsletter

Newsletter - May 2015