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February 2018 - In This Issue:
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"I always wondered why somebody doesn't do something about that. Then I realized
I
was somebody." - Lily Tomlin
I want to take this opportunity to express my sincere gratitude and show some Valentine's Day LOVE to all of our board members and our committee members who have been and continue to be so involved in making SHRM-KC such a wonderful organization! All of the programs that we are able to offer our members are because of the dedication and commitment that these volunteers put forth to ensure that we provide good quality, meaningful and FUN learning and networking opportunities to all of our members. THANK YOU so much for all that you do!
Would you like to get involved? These committees are filled with fun, hard-working people that, like you, probably don't have a lot of extra time but want to give back and build their HR network. Committees typically meet once a month and may coordinate a few events each year, such as Diversity Dialogues, Talent Talk, Book Club, Member Socials and many more. There are various ways to get involved with all of our committees so if you have an interest, let us know. View the committee section below for descriptions and contact information for the different options we have and get involved! You'll be glad you did.
Jessica Robino, SHRM-SCP, SPHR
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SHRM Membership Recruitment Campaign
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Refer a friend or colleague!
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Research shows that word of mouth and personal referrals are the best way for association groups such as
SHRM-KC to reach potential new members. As part of our ongoing efforts to promote the HR profession in the Kansas City area, we want to encourage our members to share the benefits of
SHRM-KC membership with your colleagues. To promote membership referrals, we are providing the following incentive:
For any new member that you refer who joins our chapter, you will earn a $25 Visa gift card!
There is no cap on the number of incentives you can earn, so the rewards are unlimited! In order for the referral to be credited correctly to you, the new member must list you as the referral source when they complete their membership application.
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OPEN HR POSITION? POST HR JOBS HERE!
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"HR on Purpose" by Steve Browne
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SHRM-KC's Book Club will be kicking off 2018 with "HR on Purpose" by Steve Browne. Steve, the Executive Director of Human Resources for LaRosa's, Inc. and previously a MAC rep for SHRM, now serves as a Director-at-Large on the SHRM Board. (He's also an avid blogger and fun to follow on social media, @sbrownehr) - The book is also approved by SHRM for re-certification points - so for those of you needing re-certification credits this may be perfect for you!
We know some of you are avid readers and like to get ahead, so we're scheduling the next few as well...
2 - Future Workplace Experience
3 - Leaders Eat Last
February 20th,
5:30 p.m. - 7:00 p.m. Lockton Companies
Not able to make it in February but want to receive invites to future Book Club events? Please let Stacie Engelmann know so she can make sure you receive current communications!
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February 8th - Rise & Shine Breakfast Series
- Wellness: Small Changes Big Shifts - Dr. Michelle Robin
7:30 a.m. - 9:00 a.m. - McCownGordon Construction 422 Admiral Blvd, Kansas City, MO
February 13th - Enlightened HR Luncheon
- Design Thinking, Robin Smith, Employment Brand Manager - Hallmark Cards
11:15 a.m. - 1:30 p.m. - Grand Street Cafe - Country Club Plaza, Kansas City, MO
February 20th - SHRM-KC Book Club
"HR on Purpose" by Steve Browne
5:30 p.m. - 7:00 p.m. -
Lockton Companies, 444 W. 47th Street, Kansas City, MO
March 13th - Enlightened HR Luncheon - Are You An All Assuming or All Inclusive Employer? Marilyn O'Hearner, MSW
11:15 a.m. - 1:30 p.m. - Grand Street Cafe - Country Club Plaza, Kansas City, MO
To register for these and other upcoming events, please visit
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Hear from
Robin Smith, Employment Brand Manager
at Hallmark Cards, about ho
w Hallmark is
using Design Thinking as a tool to rethink h
ow HR designs and delivers integrated, employee expe
riences. How they are leveraging the experience of marketing and product development who work similarly to design integrated customer experiences. From these outcomes, along with external bes
t practices, they've begun a journey to align their employment brand and employee experiences. Robin will share with us their journey to date -- where they've been, where they're going, what they've learned, and more!
Robin Smith
manages the employment brand strategy at Hallmark Cards.
In this role, Robin oversees efforts related to employer marketing, employee experience redesigns and employee listening. She works to generate outcomes that will help increase engagement of current employees and those that will more competitively position Hallmark with its future workforce.
Previously, Robin worked at Cerner Corporation where she delivered a comprehensive Cerner Careers rebrand, articulating Cerner's employer value proposition to candidates through a variety of media including mobile apps, video, social media and more. She worked with company leadership to understand Cerner's workforce growth needs and collaborated with a number of internal and external stakeholders to communicate those needs and develop long-term pipeline strategies in key growth areas.
Prior to this, she held a number of different positions, including a strategist role on Cerner's Federal Government and Industry Relations team and on the Executive Events team where she supported Cerner's thought leadership brand.
Robin has a B.A. in English and Communication from William Jewell College. She lives in Brookside with her husband Jeff, their two children, Brynlee and Colton and their overly-spoiled cat, Petey.
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SHRM-KC Wage, Salary & Benefits Survey
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SHRM-KC's 2018 Annual Wage,
Salary and Benefits Survey
is now open for participants! Your participation enables us to provide valuable information specific to Kansas City area based companies. Survey questions cover a myriad of different topics that can impact your decision-making when reviewing your total rewards strategy and compensation planning.
Plus, survey participants receive a significant discount when purchasing the survey results. 2018 results will be available in early June. SHRM-KC also holds an annual event where we highlight key insights and trends in the world of compensation and benefits.
The 2018 survey includes data on over 200 different positions from nearly 100 area Kansas City organizations. Individual jobs include positions relevant to the following industries:
- Accounting
- Engineering
- Health Care
- Information Technology
- Legal
- Manufacturing and Trades
- Marketing and Sales
- Purchasing
- Public Safety
- Human Resources
As an added incentive... for everyone that participates, your name will be entered into a drawing for a chance to win a $250 Visa gift card or $250 credit towards a future SHRM-KC event of your choice! (Participants must complete all 3 parts for a chance to win.)
Interested in participating?
Please email [email protected] to receive your organization's unique ID and links to each survey.
Deadline: March 15th
2018 Survey Pricing
(all orders come with electronic copy of .pdf and Excel data)
Survey Participants - maximum savings when all 3 parts are completed
Participants (SHRM-KC Members)
One Part Completed - $650
Two Parts Completed - $500
All Three Parts Completed - $250
Participants (NON-MEMBERS)
One Part Completed - $900
Two Parts Completed - $750
All Three Parts Completed - $250
Non-Participants (SHRM-KC Members): $750
Non-Participants (NON-MEMBERS): $1000
Need info now? You can still purchase the 2017 SHRM-KC Wage, Salary & Benefits Survey results. Contact
SHRM-KC's Executive Director
to purchase the 2017 report.
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| Are You An All Assuming Or All Inclusive Employer? |
Diversity and Inclusion is a HOT topic for organizations to focus on talent management, and engagement, for operational growth, essential HR needs, and performance sustainability. Research definitively shows that the most Diverse and Inclusive organizations are not only bettering HR practices, but they are performing higher in-regards to; business, financial and talent retention.
But, HOW do we get there? Where do we begin the journey of being an All-Inclusive Employer? What happens when we Assume Talent, instead of Including Talent? The journey begins with understanding our own unconscious bias, and breaking down the walls of stereotypes and assumptions.
Learn and understand from a Diverse group of Leaders throughout the KC area, providing us with an unrealized perspective.
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Discover how unconscious bias impacts our perspectives and can unknowingly sabotage success.
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Understand how assumptions can lead to workforce disruptions, costly complaints, conflict and talent loss.
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See how we can achieve better understanding through listening and sharing stories.
About Our Speaker
Marilyn O'Hearne, MSW - International Coach Federation Master Certified Coach,
Breaking Free from Bias
author,
is a globally experienced (since '98) Culturally Intelligent Leadership, Team, and Mentor Coach; and a popular global speaker. Her vision is living in a world of shared power and peace, where all people and organizations have the opportunity to live up to their full potential.
"It is impossible to
not
work interculturally!" Marilyn says, and understands the painful consequences of conflict and business loss due to lack of Cultural Intelligence and
unconscious bias. She has developed a 6 IMPACT step process for her implementation book and programs to break free from bias and boost the bottom line.
Her training and experience include US, UK and Bali based coaching programs, living in Spain and Brazil and teaching, training, speaking and coaching extensively in Asia Pacific; and participating in a White Privilege Coach Faculty group.
Marilyn served as Adjunct Professor of International Business and Organizational Behavior in Hong Kong and Malaysia and a nonprofit leader in Brazil. Her passion for intercultural competency led her to:
6 years, International Coach Federation Global Board of Directors and co-authoring "The Intersection of Culture and Ethics" for
Law and Ethics in Coaching.
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The SHRM Foundation champions workforce and workplace transformation by providing:
- Research-based HR solutions for challenging inclusion issues facing the workplace.
- Scholarships to educate and develop HR professionals and students to make change happen.
- Opportunities for HR professionals to make a difference in their local communities.
SHRM is now accepting applications for the following scholarships. Check out these opportunities to advance your HR professional development!
Seminar Scholarship
:
Scholarship: $995 (virtual) or $2,000* (in-person) awards to attend a
SHRM Seminar
.
* The in-person seminar award includes complimentary seminar registration plus a $705 travel stipend.
Each award, valued at nearly $3,000, will include:
- Complimentary full-conference registration*
- Up to four-night hotel stay in Chicago**
- $500 travel stipend
APPLY HERE
Certification Scholarship:
Scholarship: $750 for SHRM Certification exam and/or preparation (SHRM-CP or SHRM-SCP).
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| Change in test to determine whether intern is an employee |
The U.S. Department of Labor ( "DOL") recently announced that it will use the "primary beneficiary" test first enunciated by the 2nd Circuit in Glatt et al. v. Fox Searchlight Pictures, Inc. et al., 811 F.3d 528 (2d Cir.2015).
The DOL's website
provides a Fact Sheet
that identifies seven factors employers should consider when determining whether an intern is an employee:
1. The extent to which the intern and the employer clearly understand that there is no expectation of compensation, and any promise of compensation, express or implied, suggests that the intern is an employee.
2. The extent to which the internship provides training that would be similar to that which would be given in an educational environment, including the clinical and other hands-on training provided by educational institutions.
3. The extent to which the internship is tied to the intern's formal education program by integrated course work or the receipt of academic credit.
4. The extent to which the internship accommodates the intern's academic commitments by corresponding to the academic year.
5. The extent to which the internship's duration is limited to the period in which the internship provides the intern with beneficial learning.
6. The extent to which the intern's work complements, rather than displaces, the work of paid employees while providing significant educational benefits to the intern.
7. The extent to which the intern and the employer understand that the internship is conducted without an entitlement to a paid job at the conclusion of the internship.
When applying the new test, employers should keep in mind that no single factor is decisive. Each analysis should apply all seven factors to the facts and circumstances of each internship.
The DOL's decision to adopt the primary beneficiary test comes as welcome news for employers. Specifically, the primary beneficiary test seems to allow employers to utilize interns to the extent the intern understands the internship will not be paid, is conducted without a guarantee of a paid job at its conclusion, and provides hands-on training, among other things. When considering bringing on an intern, an employer would do well to define the parameters of the internship in writing, and should further consider putting to writing an agreement with the intern reflecting the unpaid nature of the internship.
Final DOT Rule Brings Drug Testing Changes
The U.S. Department of Transportation's ("DOT") new Final Rule modifying DOT regulation 49 CFR Part 40 ("Final Rule") became effective January 1, 2018. Specifically, the Final Rule affects employers of employees in safety sensitive positions, and includes changes to the types of drugs for which employers can test, as well as the manner in which employers submit specimens for testing.
Changes to Drug Testing Panel
The Final Rule modifies the drug testing panel to include testing for semi-synthetic opioids (i.e., hydrocodone, oxycodone, hydromorphone, and oxymorphone). In addition, the Final Rule 1) changed the name of the category of drugs to be tested from "opiates" to "opioids;" 2) removed testing for methylenedioxyethylamphetaime (MDEA); and 3) added testing for methylenedioxyamphetamine (MDA). Now, the drugs for which employers must test employees subject to the Final Rule include marijuana, cocaine, amphetamines, phencyclidine, and opioids.
Changes to Specimen Collection
Employers and Consortium/Third Party Administrators are no longer required to submit blind specimens to laboratories. Under the prior regulation, an employer sent a blind specimen to a laboratory, accompanied by a Federal Drug Testing Custody and Control Form, with a fictitious donor name for quality control purposes to see whether the laboratory's results matched the known contents of that particular blind specimen. Because no false positive results have been found in the last 25 years of drug testing through testing blind specimens, the DOT removed the blind specimen testing requirement.
Other Notable Changes
The Final Rule additionally changed Medical Review Officer (MRO) practices. In particular, a "prescription" is now defined as a legally valid prescription consistent with the Controlled Substances Act (CSA). This is a significant change: the CSA classifies marijuana as a Schedule I drug, so a prescription for medical marijuana under state law does not qualify as a legally valid prescription for DOT drug testing purposes.
Furthermore, the Final Rule modifies the timing regarding when a MRO must communicate to a third party that the MRO considers an employee may be medically unqualified for their position or may pose a significant safety risk when performing a safety sensitive function. Specifically, if an MRO determines that a legally prescribed medication may make the employee medically unqualified or cause him/her to pose a significant safety risk, the MRO must provide the employee with up to five business days to have his/her physician contact the MRO to discuss whether the medications can be changed to either a prescription that does not make the employee medically unqualified or a prescription that does not pose a significant risk before the MRO may report a safety concern to a third party, including the employer.
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SHRM-KC Diversity and Inclusion
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| Celebrating Black History Month |
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Black History Month honors and celebrates the history, accomplishments and contributions of African Americans in the United States of America. Created by Carter G. Woodson in 1926 and celebrated in April it was originally called Negro History Week which started on February 12, becoming a month long celebration in 1976.
Mr. Woodson (scholar, publisher and educator) moved the celebration of Black History to February to coincide with the birthdays of Frederick Douglas and Abraham Lincoln and the 1870, 15th Amendment that passed to grant voting rights to black men. In the 1930's the celebration was observed in almost every state that had a large population of African Americans. In 1976 Black History Month was officially recognized by the federal government, led by President Gerald Ford. Each year a theme was set by Mr. Carter G. Woodson to help focus attention of the public and to bring important issues into the spotlight. Over the years, the themes have reflected changes in African American priorities and self-perception.
Along with the United States, Black History Month is celebrated in Canada in February and the United Kingdom in October. Mr. Woodson felt that Black History should not be relegated to celebration of a single month but Black History is American History and should be celebrated as such.
This year Katherine Johnson will be celebrating her 100th Birthday. Katherine made contributions to the United States' aeronautics and space programs with the early application of digital electronic computers in NASA. She is a legendary mathematician known for her accuracy in celestial navigation. She conducted technical work at NASA that spanned decades by calculating the trajectories and emergency backup return paths for many flights. Katherine is a pioneer for breaking racial and gender barriers, and the inspiration for the film "Hidden Figures".
SHRM KC Diversity and Inclusion celebrates February Black History Month. We honor and celebrate those who, like Ms. Johnson and Mr. Woodson, pressed on and faced adversity to achieve their dreams and goals.
What has history taught us about inclusion of race at work? Please take a moment to hear from our HR colleagues and SHRM KC Members on the value of celebrating such an important month, and what it means to them.
"It is a reminder of the sacrifices made to afford black Americans the right to live in a society that's free of slavery, hate and ridicule. It's hope that we can one day place no burdens or barriers on our place in society, and the notion that we as a people can aspire to be whoever we want to be." -Torshea
"It means a lot to me to acknowledge all the contributions that African Americans have made to society. I would say it is even more special to me given my multiracial background. Before they had the box for "two or more races," I always marked all three races - black, white, and Native American. I could never deny any part of who I was and refused to do so. Hearing about everything that African Americans have done and contributed to society makes even more proud of who I am." -Kristie
"Personally, it is a time to reflect on the obstacles and struggles my race had to overcome to gain an equal opportunity in life. I feel it reminds us to recognize there are still modern day inequalities and we need to continue to build greater opportunities for blacks and other minority communities." -Anthony
Please stay tuned for announcements on our D&I After-Hours Dialogue "Inclusion of Race in the Workplace" on Thursday, April 19th.
The Diversity and Inclusion Committee meets the last Tuesday of every month at District Pour House in Waldo from 5:30pm-7:30pm. We invite all members to come, have a nibble and a cocktail, and participate in the discussions.
If you're interested in joining the SHRM KC Diversity and Inclusion Committee please email
[email protected]
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Communications & Social Media Committee
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| Help Us Get The Word Out About SHRM-KC! |
With over 600 members and growing it has become increasingly important to ensure our members know about all the awesome things going on at SHRM-KC!
Who better than HR/Recruiting professionals know that everyone has a preferred style of communication? Our
Communications & Social Media committee use the monthly newsletter, Facebook, Twitter and LinkedIn to ensure we get the word out to all our members about the benefits, resources and events that SHRM-KC has to offer. We are constantly looking for new and fresh ideas on ways to reach people and make information easier for our members to access.
We are always looking for people to help us out and there are a variety of ways you can! We meet on the third Wednesday of each month at 5:30 p.m. at the home of one of our committee members in a central part of town. Please contact
Marlene Wilkerson for more information!
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| Members Seeking More Members! |
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ur Membership Committee is looking forward to an exciting year in 2018! We are thrilled that our chapter has grown to over 600 members over the past year and is continuing to grow on a monthly basis.
This year, our committee will continue to recruit new members through networking and targeted campaigns. Once new members join, we are the team responsible for conducting new member orientations ahead of our monthly meetings and making sure all new members know how to get involved in the chapter. We also love to have fun and engage with our members through various networking and social events throughout the year to promote member engagement. Think of our committee as the Recruiting, Onboarding, and Engagement team of SHRM-KC!
If you have a flair for recruiting, planning events, and connecting with people, we would love to have you join us. We meet on the first Thursday of each month at 4:30 p.m. the Overland Park Marriott (10800 Metcalf) in the area between the Starbucks and the lobby bar. Please contact Renee Elliott or Jill Crutchfield for more information!
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College Relations/Workforce Readiness Committee
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Preparing Future Professionals
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Remember what it was like in school trying to figure out what path you wanted your career to take? How about that time you had to update your resume as you were making a career transition in the professional world? If so, then we need you on the College Relations/Workforce Readiness Committee to help share your expertise. We partner with local colleges and their HR students to prepare them for a future in the human resources profession. We also work with students and professionals in transition with mock interview events and resume review to assist them in their job search.
We plan and participate in events like "So You Think You Can Interview?" and our "Networking Roundtable with Human Resources Professionals." The Networking Roundtable is our main event that has continued to grow each time we have it and we need help on the committee as we continue to grow the event!
Join us on the second Thursday of each month at 7:30 am at Panera Bread at 11022 Metcalf Avenue in Overland Park to brainstorm on upcoming events. Please contact Kristie Lyons or Judy Jorgenson
for more information.
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Welcome to our new members!
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Welcome to the following members who joined or rejoined SHRM-KC in January
!
| Jane |
Allen |
UMKC |
| Katherine |
Alsip |
ThriveOn Concepts LLC |
| Katherine |
Arroyo |
UltraSource LLC |
| Kelly |
Banes |
OOIDA |
| Elaina |
Cervello |
Americo |
| Jennifer |
DeSchepper |
Cartwright Companies |
| Hilary |
Edgington |
DST Systems |
| Christina |
Faris |
GEHA, Inc. |
| Crystal |
Frazier |
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| Victoria |
Geoghegan |
Rasmussen Dickey Moore |
| Michelle |
Harper |
Wells Bank of Platte City |
| Michelle |
Hays |
Hays Search Group |
| Jerry |
Hofman |
Payless ShoeSource, Inc |
| Matt |
Houseworth |
University of Central Missouri |
| Lisa |
Hussey |
Park University |
| Janet |
Ink |
Infusion Express |
| Janet |
Jakobe-Gray |
Shafer, Kline & Warren, Inc. |
| Dan |
Jensen |
University of Central Missouri |
| Sarah |
Jewell |
Spencer Fane LLP |
| Heather |
Keeling |
IPFS Corporation |
| Theodore |
Koppen |
Cristo Rey Kansas City |
| Lisa |
Lanio |
City of Gardner |
| Anh |
Lowe |
Express Employment Professionals |
| Charlie |
Mackey |
Columbia College |
| Demietra |
Middleton |
Harley-Davidson |
| Cecily |
Moore |
Visier |
| Haleigh |
Offield |
MarksNelson, LLC |
| Lisa |
Rheuport |
Seaboard Foods |
| Lauren |
Ruccio |
Torotel Products, Inc. |
| Jerrad |
Tausz |
Profile by Sanford |
| Janette |
Tulachka |
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| Lori |
Wolfe |
Full Potential Solutions |
You are cordially invited to attend our next
New Member Orientation
on February 13
, 20
18 10:45 am -11:15
am just prior to the monthly luncheon at Grand Street Cafe. This is a great way to meet other members and learn more about the multitude
of member benefits!
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