montgomery county shrmmcshrm.shrm.org/sites/mcshrm.shrm.org/files/mcshrm...some of the different...
TRANSCRIPT
Are you going to the SHRM Annual Conference? I’m getting excited as I start to prepare to attend the SHRM Annual Conference in Orlando in a few weeks. I’m anxious thinking about what speaker is going to give me that “ah ha” moment, or what session am I going to attend that is going to open my eyes to something new, or who am I going to meet, and so on. A couple weeks ago I received a conference brochure in the mail, and while I was thumbing through it, I started reminiscing about some of the different experiences I’ve had while attending past conferences – some really, really great, and others so-so. I think people approach attending conferences a lot of differ-ent ways, so I thought I’d share with you some of my tips.
1. Review the program ahead of time. There are over 200 concurrent sessions offered during the conference. Reviewing the program and identifying your “must see” sessions will help make sure you hear the speaker you’ve always wanted to, or learned more about a hot topic you’re dealing with at work, or that you got to attend a session that will help you go for the job you’ve always wanted.
2. Attend a variety of sessions. Concurrent sessions are offered in a number of focuses - Business Management & Strategy, Employment Law and Legislation, Talent Management, Professional and Leadership Development. Selecting a variety of topics may help trans-form you, your career, or your organization.
3. Participate in other conference activities. Be sure to give yourself time to visit the Ex-position Hall, visit the different lounges to network with other participants, or sign up for the Meet to Eat Program if you are traveling alone. You’ll be in Orlando - you might even carve out time to visit some sites, go to a restaurant or even do some shopping. Don’t for-get Tuesday night’s show with Tim McGraw!
4. Network. Talk to people while you’re waiting for a speaker to start, or while you’re in line for coffee. Introduce yourself to people at lunch and while you’re waiting for a shuttle at the hotel. The other attendees are at the conference because they are passionate about HR too. Don’t feel intimidated – most people are happy to share their stories. (…and don’t forget to pack your business cards)
5. Connect with people you know. Let’s meet up for coffee or lunch. If you’re going to the conference, send me an email at [email protected]. I’ll try schedule some-thing for us, and maybe the other attendees from Maryland too!
References:
http://annual.shrm.org/
http://wmugradcollege.wordpress.com/2012/11/03/tips-for-attending-a-professional-conference/
President’s Corner by: Dawn Atwood, PHR, PMP
Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM J U N E 2 0 1 4
JUNE 18TH
FREE TO MEMBERS
DINNER MEETING
Love your Career without Leav-ing your Job ~ 2 HRCI Credits
Smokey Glen Farm,
Gaithersburg
6pm—8:30pm
Click here for more details
JULY 16TH
BREAKFAST MEETING
Best Practices for Interviewing & Selection: The Search Committee
Model
Gaithersburg Hilton
7am—9am
Click here for more details
Sponsor a Meeting! Contact Ericka
Carmona Vega at ecarmona-
Sponsor a
Networking Event!
Contact Kelly Collins
301-217-5415
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Join MCSHRM on Social Media
MCSHRM Calendar of Events
M O N T G O M E R Y C O U N T Y S H R M
Legislative Affairs
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Volunteer Wanted! We are looking for a volunteer who is interested in supporting our chapter’s Legislative Affairs efforts for the remainder of 2014. The primary responsibility will be to update the chapter members on pending legislative, regulatory and legal action that may have an impact on human resources management activities. This volunteer will be sup- ported by Robin Marquart (President-Elect), MD State SHRM Legisla- tive Affairs Director, and SHRM’s A-Team.
If you are interested, or have any questions, please email me at [email protected].
SHRM recently announced that it will begin offering a competency-based certifi-cation for human resource professionals. As a compe-tency-based certification, the test will be focused on behaviors and leadership and will be scenario-based, testing how you would be-
have and what leadership qualities you would apply in cer-tain situations. The new certification will be the first of its kind focused on teaching and the testing of practical, real-life information that HR professionals need to excel in their ca-reers.
Hank Jackson, SHRM president and CEO, says he sees this new certification as the credential HR professionals will choose to have instead of—not in addition to—certifications available elsewhere.
SHRM will offer two certification tests: one geared to execu-tive-level competencies and one applicable to entry, mid and senior-level HR competencies. The SHRM certification will be valid for three years before you must submit your recertifica-tion credits for approval.
For those of you who currently hold HR certifications: SHRM will allow you to convert to the new credential free of
charge from January 1 – December 31, 2015. Doing so re-quires showing documentation that the certification is cur-rent, signing the SHRM code of ethics and completing an online educational module on HR competencies.
For those of you who are currently studying for an HRCI exam: SHRM’s development of its own certification means it no longer will be supplying the Learning System preparation material and support HRCI’s PHR, SPHR and GPHR certifica-tions after the Institute’s December 2014-January 2015 test window ends. If you purchased a Learning System for the Institute’s exam, and did not pass the exam prior to January 2015, SHRM will provide you with a free Learning System to prepare for the new SHRM certification, Jackson said.
MCSHRM will continue to work with HRCI to get pre-approved credits that support the PHR, SPHR (HRCI) certifica-tions, and will also work to get pre-approved credits for the new competency based SHRM certifications when they be-come available in 2015.
For more information please refer to the following articles from SHRM:
SHRM Announces Details of New Certification
FAQs
MCSHRM will continue to share updates about the new cer-tification on the Certifications Corner section of our website as more information becomes available.
SHRM Announces NEW HR Certification, by: Allyson Mueller, PHR
M O N T G O M E R Y C O U N T Y S H R M
Summer Internships by: Krista Francis, SPHR
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It’s that time of the year: summer internships abound, especially in the DC metro area. This is a good time to remember that with limited exceptions, internships need to be paid at or above minimum wage with overtime for any hours over 40 in a work-week. Federal guidelines can be found here. Obviously, State regulations may also ap-ply depending on the location of your operations.
The Federal Wage & Hour guidelines around unpaid internships include a number of criteria, including (but not limited to) being for the benefit of the intern with no immediate advantage to the employer, and involving a training experience similar to that given in an educational environment.
Some exceptions exist for non-profits. “Unpaid intern-ships in the public sector and for non-profit charitable or-ganizations, where the intern volunteers without expecta-tion of compensation, are generally permissible.”
2014 Susan R. Meisinger Fellowship for Graduate Study
Aug. 18 is the deadline for submitting applications
for the 2014 Susan R. Meisinger Fellowship for
Graduate Study in HR. Eligible applicants must be
HR professionals pursuing a first-time graduate
degree and be SHRM members or hold a profes-
sional certification from the HR Certification Insti-
tute. All eligible first-time mas-
ter’s degree students attending
accredited universities around
the world may apply. Click here
for more details.
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Programs by: Ericka Carmona-Vega, SPHR
Love Your Career Without Leaving Your Job
About the Program:
In today’s increasingly tight and competitive job market, opportunities for career change feel limited. So what do you do when you’re current job just doesn’t fit? Career Strategist, Stephanie Goetsch, presents actionable techniques to expand your current job by incorporating your natural strengths and passions to create career bliss. Managers, celebrate! Happy employ-ees are more productive, engaged, customer-service focused and invested in the mission of the organization. Turning ‘job like’ into ‘career love’ – win, win.
During this interactive session human resource professionals will gain skills to use for their own career growth, as well as in-corporate into their organizations:
2. Tools to clarify professional strengths, passions and “life-needs”
3. Connect strengths, passions and “life-needs” directly to employers mission and business need
4. Create a work modification proposal
5. “Pitch” modification proposal to manager, including templates to spark discussion and how to respond to “no”
About the Speaker:
Stephanie Goetsch is the voice for career success. As Career Strategist and CEO of Spark Career Strategy, she has created a dynamic enterprise devoted to empowering professionals across the country.
The author of “How to go From I Hate My Job to I Love My Career,” Stephanie bases her strategies on real-world results. Be-fore launching her own career strategy network, Stephanie climbed the corporate ladder as a rising star in human re-sources. Having counseled hundreds of employees at all levels, made entry-level to executive level hiring, firing and salary decisions – Stephanie now opens the vault to career-seekers.
For more information and to register, please visit our website at http://mcshrm.shrm.org/ and click on the meetings and events tab.
Programs continued on page 6.
Special Thanks to Smokey Glen Farm for sponsoring this event so it can be free to our members!!
Date: June 18, 2014, 6:00pm – 8:30pm
Organizer: Ericka Carmona-Vega
Location: Smokey Glen Farm, 16407 Riffleford Road, Gaithersburg, Maryland 20878
Price: FREE for Chapter Members, $40.00 Nonmembers, $45.00 Walk-ins
This event has been Approved for1.5 HRCI General Recertification Credits
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Programs Continued by: Ericka Carmona-Vega, SPHR
Special thanks to our Executive Sponsors…
”We work for your benefit”
Providing Employee Benefits and Commercial Insur-ance to Washington Businesses for over 20 years
All we do is work.
For more information about Sponsorship and Speaking opportunities… Contact Ericka Carmona-Vega at [email protected]
~or~ Go to the “Meeting and Events” page on the MCSHRM website and click the “Sponsorship Information” link
Don’t Miss Out on this Great Opportunity to Network, Learn, and Earn HRCI Credits!
The Maryland SHRM State Conference will take place this year in Ocean City, Maryland – Sunday, October 5 to Tues-day, October 7, 2014.
Conference details can be found on the MD SHRM website http://md.shrm.org/maryland-state-conference
The conference agenda is jam-packed, so you can create the perfect conference experience for you. Want to take it all in and maximize your HRCI recertification credit opportunities? Then you’ll appreciate the early-morning and late afternoon concurrent sessions that squeeze a few more hours into your day. Want to make sure you find time to network with colleagues and our confer-ence sponsors and exhibitors? Then you won’t want to miss the Opening Wel-come Reception hosted by the Platinum, Diamond and Gold Sponsors on Sun-day evening at the Princess Royale Hotel at the four-story oceanfront tropical atrium level or the Deck Party at Fager’s Island on Monday night.
Conference registration rate:
$475.00 per attendee
Vendors interested in sponsoring, please contact Jeanne P. Sherwood ([email protected]) or Brian Sands ([email protected])
It’s Now Time to Register for the Maryland SHRM State Conference in Ocean City– October 5-7!
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MCSHRM will award a $2,000 scholarship to an active SHRM member who is enrolled in an undergraduate or graduate pro-gram and pursuing a career in the Human Resource field. Preference will be given to an individual who is an active member in the MCSHRM chapter.
Who is Eligible: To be considered for this scholarship:
You must have a current SHRM membership as of July 1, 2014. SHRM Professional, General, Associate, or Student members are eligible for this program. Preference will be given to an individual who is an active member in the MCSHRM chapter.
You must be enrolled in a degree-seeking program pursuing an undergraduate, masters or doctorate degree in an HR-related field (includes business, psychology, organizational development, etc.) through an accredited institution of high-er learning, show promise in the field of Human Resource Management, and possess excellent leadership skills.
Full-time, part-time, online and distance learning programs are acceptable. Scholarships are for college degree pro-grams only, and may not be used to attend professional development seminars.
You must be accepted and ready to begin your studies within six months following notification of the award. Scholar-ship recipients will be required to provide evidence of acceptance or enrollment in an HR-related program of study in order to claim their award. Applicants who have already completed their studies are not eligible for this award and may not apply for a scholarship to cover past expenses.
Each scholarship is a one-time award; however previous applicants and past scholarship recip-ients are eligible to re-apply.
How to Apply: To apply for this scholarship, complete and submit the online application by clicking here.
Timeline: Applications must be completed and submitted online by August 1, 2014. All applicants will be notified of the scholarship results at our September chapter meeting. Scholarship checks will be distributed by the end of the year, and sent directly to the college or university on behalf of the student.
For more information, please visit our website at http://mcshrm.shrm.org/mcshrm-scholarships, or contact me at [email protected]
MCSHRM Accepting Scholarship Applications May 1st -August 1st by: Krista Francis, SPHR
Bikini Contest Complaints Snowball into Successful NLRA Claim by: Allen Smith - SHRM Online Article
A bikini contest at an Ontario, Calif., Hooters restaurant resulted not only in termination of an employee contestant who com-
plained to other employees that the contest was rigged, but also a National Labor Relations Board ruling picking apart many of
the restaurant’s handbook policies in a May 19, 2014, decision.
Chanelle Panitch, a bartender, and Alexis Hanson, a server, alleged that Pamela Noble, marketing coordinator for Hooters,
rigged the bikini contest in her favor by having one of her best friends, as well as her friend’s boyfriend, serve as judges. Panitch
and Hanson had repeatedly aired their concerns with a manager and other employees about the contest being rigged, and they
had called for a more respectful work environment without unprofessional comments about servers’ appearances by managers
at a bartenders meeting.
To continue reading the SHRM Online article, please click here.
Retrieved on 5/30/14 from http://www.shrm.org/LegalIssues/FederalResources/Pages/contest-complaint.aspx
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Patient-Centered Outcomes Research Institute (PCORI)
Fee Reminder
The PCORI fee is effective beginning plan years end-ing on or after October 1, 2012 with a form filing date of July 31st following the end of the plan year.
For a copy of the fee schedule based on plan year and when form 720 needs to be filed please go to http://www.irs.gov/pub/irs-pdf/f720.pdf
For a copy of the instructions to form 720, please go to http://www.irs.gov/pub/irs-pdf/i720.pdf
As a reminder, all fully insured and self-funded plans are re-sponsible for this fee regardless of group size. For fully in-sured plans the carrier will be paying and filing the form 720. However, fully insured plans with an HRA should be aware that the carrier will NOT be filing for the HRA piece as it con-sidered a self funded plan. Therefore the plan sponsor is re-sponsible for filing the form 720 for the HRA plan. For self-funded groups the plan sponsor will be paying and filing the form 720.
The below describes the special rules for coverage under multiple applicable self-insured health plans as well as the special counting rules for HRAs and FSAs.
Generally, separate fees apply for lives covered by each spec-ified health insurance policy or applicable self-insured health plan. However, two or more applicable self-insured health plans may be combined and treated as a single applicable self-insured health plan for purposes of calculating the PCORI fee but only if the plans have:
The same plan sponsor; and
The same plan year.
For example, if amounts in an HRA may be used to pay de-ductibles and copays under a specified health insurance poli-cy, the HRA (an applicable self-insured health plan) and the policy would be subject to separate PCORI fees. However, an HRA that may be used to pay deductibles and copays under the applicable self-insured health plan is not subject to a sep-arate fee (and the fee will apply only to the applicable self-insured health plan) if both the HRA and the applicable self-insured health plan have the same plan sponsor and the same plan year.
There is no similar rule for lives covered by more than one insurance policy subject to the PCORI fee. If there are multi-ple insured policies, each policy would need to pay the fee on
the average lives.
Special counting rule for HRAs and FSAs:
Plan sponsors are permitted to assume one covered life for each employee with an HRA.
Plan sponsors are permitted to assume one covered lifer for each employee with an FSA (if not considered an excepted benefit).
Notice of the exchange reminder
As a result of healthcare reform, all employers were required to send a Department of Labor (DOL) notice about the indi-vidual Exchange/Marketplace to all active employees (defined as anyone that receives a W2 and regardless if they are eligible for the plan(s) or not) no later than October 1, 2013. However for any newly hired individuals this require-ment still applies. We are reminding you that the notice of exchange must be distributed to any newly hired employee within 14 days of hire. We are recommending the notice be included with any onboarding paperwork that is required of new hires.
The DOL guidance does not specify how an employer should document compliance with the notice requirement, but we recommend that you retain a copy of the notice and maintain a list of how the notice was distributed, to which individuals the notice was provided and the date(s) when it was provid-ed.
If you currently offer a plan, the notice can be found at http://www.dol.gov/ebsa/pdf/FLSAwithplans.pdf and should be checked prior to each distribution to ensure that you have the most current version. If you do not offer a plan, the no-tice can be found at http://www.dol.gov/ebsa/pdf/FLSAwithoutplans.pdf and should be checked prior to each distribution to ensure that you have the most current ver-sion.
Alan Schulman
I.B.&A., LLC
301-762-5372
MAHU Media Spokesperson
Insurance Benefits and Advisors
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2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online
Welcome New Members! We are happy to announce the following new members~
Please introduce yourself to them at our next chapter Meet-
Membership Update by: Karin Wentz, PHR
Robin Danso
EliseAmbrose
Christine Schiedel
Timothy Coakley
Is your MCSHRM membership active for 2014?
All MCSHRM memberships expire on December 31st each year. Please be sure to join and/or renew online prior to our next meeting so that you can attend the picnic free of charge. This is the only “free” meeting that members are entitled to each year. At all other meetings, members enjoy a $10 registration discount. Inactive MCSHRM members and guests must pay “Non-member” rates.
Membership is $50 per annum for Professional Members and $25 per annum for students. Please visit this page on the MCSHRM site for more information on membership: http://mcshrm.shrm.org/join-now
Let Them Talk: The Risks of No-Gossip Policies by: Kate Gold and Philippe Lebel - SHRM Online Article
Though not yet commonplace, some companies have instituted “no-gossip” policies that prohibit employees from discussing the personal lives of others or making negative re-marks about their co-workers. These policies are intended to boost morale and promote productivity, and some HR advisors and industry groups recommend their implementa-tion.
However, many employment lawyers would hesitate to include a no-gossip policy among their list of “essential policies” to include in employee handbooks or policy manuals. And, in light of recent National Labor Relations Board (NLRB) scrutiny, no-gossip policies may be more trouble than they’re worth.
The primary risk associated with implementing a no-gossip policy is the chance that it will run afoul of the National Labor Relations Act (NLRA), the law that governs collective bargaining and employee concerted activity in many workplaces. Sec-tion 7 of the NLRA provides, in relevant part, that: "employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection."
To continue reading the SHRM Online article, please click here.
Retrieved on 5/30/14 from http://www.shrm.org/legalissues/federalresources/pages/no-gossip-policies.aspx
MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT BOARD OF MANAGEMENT 2014 Officers and Directors:
Dawn Atwood, PHR, PMP President 301-987-4620 [email protected] Rana Katsha, MS, PHR Past President 301-728-2351 [email protected] Robin Marquart, PHR President Elect 301-212-8218 [email protected] Lisa Shuster, SPHR Legislative Affairs 240-812-2209 [email protected] Joyce Sherwood, PMP Professional Development 240-393-8246 [email protected] Kimberly Diebling, SPHR Communications 301-634-5224 [email protected] Tammy Pinson, SPHR Treasurer 301-451-9458 [email protected] Kelly Collins At Large Marketing & PR 301-217-5415 [email protected] Karin Decker Wentz, PHR Membership 240-632-7827 [email protected] Laura Beard, PHR Hospitality/Logistics 301-655-4121 [email protected] Anthony Pegues, MBA, DWCP-ES Community Affairs [email protected] Stephanie Tamburello, PHR Retention 301-287-2404 [email protected] Ericka Carmona-Vega, SPHR Programs 301-961-2846 [email protected] Allyson Mueller, PHR Secretary/Certification [email protected] Krista Francis, SPHR College Relations 301-949-8626 [email protected] The MCSHRM Newsletter is published monthly. Topic articles and items of interest to the membership are welcome. Items may be sent to the attention of Kim Diebling , Editor, [email protected] ©Montgomery County Society for Human Resource Management 2008
MC SHRM * P.O. Box 633 * Germantown, MD 20875 *
[email protected] * [email protected] * [email protected] * mcshrm.shrm.org
MCSHRM Career Center Reach HR Professionals in Montgomery County
The MCSHRM web site and Newsletter is a very targeted and cost-effective way to reach Human Resource Managers and Decision-makers in Montgomery County, Maryland.
To post a job on the MCSHRM web site, please send the information listed below to Ally-son Mueller, job Bank Coordinator at: [email protected]
If you would like the job posting advertised in the newsletter please send a copy of the posting to Kim Diebling, SPHR, Communication Chair at: [email protected]
There is no fee for current members of MC SHRM. There is a $25 fee per posting for non members. This fee provides a Job posting on the web site for one month, and you can place your ad in the next edition of the Chapter newsletter at no additional charge (see below for newsletter contact information).
If interested, please provide the following information:
Please be sure to indicate if you are a current member of Montgomery County SHRM. If you are not a mem-ber, you can pay by debit/credit card payment through PayPal on our website under the Career Center Tab. You can also send your check or money order of $25 made out to Montgomery County SHRM and sent to:
Montgomery County SHRM Attention Treasurer (Web Job Posting Payment)
P.O. Box 633
Germantown, MD 20874 Don’t forget to check out the Job Postings on the MCSHRM website!
Job Title How to Apply or Contact Information Job Description
Brief description of the com-
pany (optional but encour-
aged)
Job Qualifications (both required and
preferred)
Required Equal Oppor-
tunity Statement
10 Ways to Establish a Better Work/Life Balance by: Gary Shapiro– SHRM Online Article
Armed with smartphones, tablets and laptops, we’re all “available” nearly any time of day. Because of this, establishing a healthy work/life balance is an ongoing challenge for employ-ees and employers. As technology increasingly blurs the lines between our personal and pro-fessional lives, employers need to establish clear guidelines that give employees space and allow them to integrate their own time with their on-the-clock time.
To address this challenge, labor unions and employers in France recently agreed on principles that could eliminate e-mail and smartphone use outside the 13-hour window that defines the workday. Some U.S. employers are now requiring junior staff to take weekends off to make sure those employees have plenty of time to recharge. While these policies have good inten-tions, they may squelch the need for speed and connection in flexible businesses.
To continue reading the SHRM Online article, please click here.
Retrieved on 5/30/14 from http://www.shrm.org/hrdisciplines/benefits/Articles/Pages/10-ways-work-life.aspx