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April 2018 - In This Issue:
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I don't know about you, but SNOW???? UGH! April is supposed to be about spring and brightness and new growth and renewed energy! I have found myself struggling to find that renewed energy with this dreary weather to start off the month of April. What do you do when you find your mojo lacking at work? How do you continue to lead your teams and your organization in a positive direction when you might not be feeling it yourself? When Mother Nature doesn't want to lend a helping hand by giving us some nice sunny days, how do you bring some sunshine into your office? Is it your responsibility to bring up the mood in the office? Does it even matter?
There is a significant amount of research that shows how weather can affect your mood and just as much, if not more research correlating an employee's mood to their level of productivity and performance. So does it matter what the mood is in the office? It does if you want productive and high performing employees! Of course, it's not just when the weather is bad. Morale can be low due to many reasons: shortage of resources, busy season and long hours, stressful times, etc. So what can YOU do?
Why not start by simply walking around and saying hello to everyone? Ask them how they're doing and show that you care about them as a person. Get a portable speaker and put on some upbeat music (i.e, Pocket Full of Sunshine, Happy) and randomly move it around the office, or put it in the breakroom. Write some Thank You notes. Start some "Minute to Win it" games over lunch. Hang some color photos of the sun around the office saying "Coming Soon". Ask for volunteers to share motivational quotes each week with the team.
We want to hear from you! What do YOU do to boost morale and lift the mood of your employees during times of stress, long hours, or....... long winters?!?! Visit SHRM-KCs Facebook and Twitter pages and post your ideas for improving employee moods, and in turn productivity and performance, in the workplace! Add these hashtags so we can all follow and share best practices! #moraleboosters #operationsunshine
Here's to a very bright and shiny month!
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
April 11th,
5:30 p.m. - 7:00 p.m. Lockton Companies
Please register via our Event Brite page so we can plan headcount accordingly, and you'll receive updates
Click here.
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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6:00 p.m. - 7:30 p.m. - McCownGordon - 422 Admiral Blvd, Kansas City, MO
11:15 a.m. - 1:30 p.m. - Grand Street Cafe - Country Club Plaza, Kansas City, MO
5:30 p.m. - 7:00 p.m. - Lockton Companies, 444 W. 47th Street, Kansas City, MO
12:00 p.m. - 1:00 p.m.
5:30 p.m. - 7:30 p.m. - Kansas City Negro Leagues Baseball Museum - 1616 E. 18th Street Kansas City, MO
4:30 p.m. - 6:30 p.m. - Boulevard Tap Room - 2534 Madison Kansas City, MO
11:15 a.m. - 1:30 p.m. - Grand Street Cafe - Country Club Plaza, Kansas City, MO
7:30 a.m. - 5:00 p.m. - Overland Park Convention Center - 6000 College Blvd., Overland Park, KS
To register for these and other upcoming events, please visit
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SHRM-KC Wage, Salary & Benefits Survey-Last Call!
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TIME TO PARTICIPATE!
Deadline Friday, April 13th!
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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: April 13th - don't delay!
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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| Enlightened HR Luncheon - Employment Law Update |
Join us for our first 2018 Employment Law Update April 10th! This popular session will include the latest in employment law activity, and what HR professionals "need to know"!
About Our Speaker
Erin Schilling provides advice, counsel, and peace of mind so that employers can focus on what they do best - operating their businesses.
She draws on prior experience in the human resources field to provide training and advice to employers on compliance with various state and federal statutes, including Title VII, the Fair Labor Standards Act, affirmative action laws, and, in particular, leave issues concerning the Family Medical Leave Act and the Americans with Disabilities Act. In addition, Erin oversees the preparation of affirmative action plans and has successfully defended clients in Department of Labor compliance reviews.
Erin also represents employers in state court, federal court, and before state and federal agencies, defending clients against allegations of sexual harassment, retaliation, and breach of contract, as well as discrimination claims including age, race, disability, religion, national origin, and sex discrimination.
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| Heartland Labor and Employment Law Institute |
| 2018 Annual Conference - May 23, 2018 |
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. Deadline to apply is April 10th.
APPLY HERE
Certification Scholarship:
Scholarship: $750 for SHRM Certification exam and/or preparation (SHRM-CP or SHRM-SCP).
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Foundation Resource of the Month
SHRM national members should take advantage of all the research and tools available through the SHRM Foundation. Each month we will highlight one of these resources. Check out the
SHRM Foundation home page for more info.
This month's highlight is
PsychArmor's School for Employers Who Invest in Military Talent. The PsychArmor Institute has made its library of employer training courses available to all SHRM National members as a part of a SHRM Foundation initiative to encourage and expand veteran hiring. This program provides information on different aspects of military culture to assist HR professionals in ensuring service members are successfully hired, onboarded and retained. The SHRM Foundation is working to improve veteran employee integration and engagement into the workforce by identifying existing challenges and leading solutions in veteran employment.
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2018 Awards Cycle Opens Soon!
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The
When Work Works (WWW) Award
provides companies a unique opportunity to showcase effective and flexible workplace strategies, empowering your organization to rise above the competition. When Work Works is a nationwide initiative which brings research on workplace effectiveness and flexibility into community and business practice. It is a project of the Society for Human Resource Management (SHRM).
Since 2003, When Work Works has partnered with an ever-expanding cohort of communities from around the country to:
- share rigorous research and employer best practices on workplace effectiveness and flexibility;
- inspire local employers to create more flexible and effective workplaces to benefit both business and employees; and
- recognize exemplary employers through the When Work Works Award and local community events.
Still need to be convinced? Check out the Top 10 Reasons to Apply for a WWW Award.
Your organization will receive ...
10. A brand boost
9. Customer awareness that you are an Employer of Choice
8. A tool to recruit, develop and retain top talent
7. Membership in a vibrant and engaging network of organizations
6. Increased media visibility
5. Employee appreciation that an effective and flexible workplace is a priority
4. National and local recognition as a winner, including a special invitation to our awards event
3. Inclusion in a searchable database of When Work Works Award winners, the go-to source for media, the business community and job candidates
2. A free bench-marking report to find out what you're already doing right or how far you still need to go
1. The opportunity to stand out from the competition
Mark your calendar! The 2018 application window opens April 2nd through May 11th.
Kudos once more to our
2017 When Work Works Award Winners!
Hear from a few of last year's Award winners and finalists about what makes their organization an effective workplace from the WWW video on our YouTube channel.
SHRM-KC YouTube
For more information, stay tuned to
SHRM-KC.
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Diversity and Inclusion Committee
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Celebrating Diversity - The Benefits of Hiring Multiple Generations
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Diversity, what does that mean? When people think of the Diversity in the workplace, often they think of traits like race, gender, and ethnicity. However, people can overlook the positive effect diverse generations bring to the workplace. When employers learn how to effectively utilize diverse generations in the workplace, it can expand their technical and professional brand and build a team that works cohesively. A workplace composed of different age demographics creates a more positive working environment filled with different thought. A multi-generational workforce can expand knowledge and open thought evoking conversations to solve and create better solutions.
To better understand multi-generational groups, let's discuss a few Here.
To ensure better synergy within the groups, I believe it starts with understanding the most effective ways to communicate. This can increase productivity within the groups, which can lead to positive results. Let's discuss a few general communication preferences for each group. Baby Boomers like to be treated as equal, they ask questions, and look for agreement opportunities. Communicate the importance of a team and let them ask questions to seek agreement. When communicating to Generation X, be candid, avoid jargon, and clichés. Make asking questions easy and encourage personal responsibilities. Effective communication to Millennials should be positive, focus it on a goal and present in electronic formats.
Communication is always key to success. The cost of communication failures can lead to higher costs for recruiting, hiring, training, and retaining employees. It can impact the moral of a group or company, and result in grievances and internal complaints. If employers learn to communicate to their multi-generational employee, it can lead to fewer misunderstandings, more effective motivational methods, better formed expectations, and increased productivity and teamwork.
When employers recognize how to effectively utilize their multi-generational workforce it will result in successful communication between their clients and customers from different generations.
Submitted by:
Rick D. Walker, Senior Human Resources Generalist at Burns & McDonnell
SHRM-KC Diversity & Inclusion Committee
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| What's Everyone Talking about? Diversity & Inclusion Discussion Topics for April 2018 |
We all know there are many things to talk about when it comes to Diversity and Inclusion. Below are a few suggestions to bring up at your next meeting.
April 2018
- April is Celebrate Diversity Month, started in 2004 to recognize and honor the diversity surrounding us all. By celebrating differences and similarities during this month, organizers hope that people will get a deeper understanding of each other.
- April is Autism Awareness Month, established to raise awareness about the developmental disorder that affects children's normal development of social and communication skills.
Submitted by:
Tom Bachmann, Human Resources Coordinator for Ryder System, Inc.
SHRM-KC Diversity & Inclusion Committee
If you're interested in joining the SHRM KC Diversity and Inclusion Committee,
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Communications & Social Media Committee
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| Help Us Get The Word Out About 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 650 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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National Labor Relations Board On
Joint-Employment
On February 26, 2018, the National Labor Relations Board ("NLRB")
issued an Order
vacating its recent decision on the issue of joint-employer in
Hy-Brand Industrial Contractors & Brandt Construction Co.
, 365 NLRB No. 156 (2017). The 3-0 decision by the NLRB (in which Member William Emanuel did not participate) effectively reinstates the NLRB's controversial "indirect control" joint-employment test from the
Browning-Ferris
decision. 362 NLRB No. 186 (2015).
The NLRB's
Hy-Brand
decision, issued 3-2 along party lines on December 14, 2017, had sought to overturn the NLRB's previous
Browning-Ferris
joint-employer jurisprudence. In
Browning-Ferris
, the NLRB departed from long-established jurisprudence and determined that a joint-employment relationship could be found where an entity maintained "indirect control" over another entity's employees' terms and conditions of employment, or where "industrial realities" dictated the finding of a joint-employment relationship.
Critically, Board Member Emanuel was a shareholder working at the same law firm that represented a party to the
Browning-Ferris
decision, yet still participated in the
Hy-Brand
decision. Upon issuance of the
Hy-Brand
decision, the Charging Parties sought reconsideration from the NLRB and the recusal of Member Emanuel from any further case proceedings on the grounds that his former law firm was involved in the
Browning-Ferris
decision.
Given the request for recusal, the NLRB's Designated Agency Ethics Official investigated the propriety of Member Emanuel's participation in the
Hy-Brand
decision. The Ethics Official determined that because Member Emanuel would have been prohibited from participating in the
Browning-Ferris
decision as a result of his former firm's involvement in the case, he was likewise barred from participating in the
Hy-Brand
decision because
Hy-Brand
involved the same legal arguments as
Browning-Ferris
. Accordingly, based upon the Ethics Official's determination, the NLRB vacated
Hy-Brand
and disqualified Member Emanuel from any further case proceedings.
Companies that rely on contingent staff or temporary workforces should proceed carefully (for now), as the NLRB's "indirect control" joint-employment test from Browning-Ferris is once again the state of the law. However, it is widely expected the NLRB will revisit the joint-employment issue in a different case once nominee John Ring, a management-side labor and employment attorney, is confirmed as the NLRB's fifth member. Mr. Ring's confirmation is expected in the coming weeks. In addition, the seemingly-mooted challenge to Browning-Ferris will now return to the U.S. Court of Appeals for the D.C. Circuit for further proceedings.
Bag Inspection Policies Should Inform Employees to Remain On-The-Clock
On January 10, 2018, the Northern District of California certified a state-wide class of non-exempt hourly employees who allege that they were not fully compensated for all time spent submitting to their employer's bag inspection requirements.
(Heredia v. Eddie Bauer, LLC, January 10, 2018, Freeman, B.).
In this case, the employer maintained a formal written policy that required all hourly employees who carried a bag that could be used to conceal merchandise to submit to a personal property or bag inspection by a member of management before leaving the store at the end of their shift. Problematically, the written policy at issue was silent as to:
1.
Whether employees must clock out before or after undergoing the required inspections.
2.Whether managers needed to inform employees that the inspections would be conducted on-the-clock.
The employer claimed that all members of management were trained to conduct all bag inspections and to inform all employees that bag inspections were on-the-clock.
When certifying the class, the Court found that both the commonality and typicality requirements of Rule 23 were met since there was a common question about whether the inspections were to be conducted off-the-clock or on-the-clock. The Court dismissed arguments that class treatment was inappropriate because not all hourly employees carried bags to work, finding that even if they did not carry a bag they were still required to inform management that they did not have a bag before leaving the store. The Court also dismissed the employer's argument that the written policy did not specifically state that the inspections had to be conducted off-the-clock and were therefore not a policy or practice that resulted in off-the-clock inspections in every instance.
A takeaway for employers enforcing a bag inspection: the policy should state that the inspection must occur while the employee is on-the-clock. This will inform employees that they must stay clocked in for the inspection and will reinforce to management that they must ensure employees are clocked-in until the inspection is complete.
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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.
Our main event is our college relations event called "Networking Roundtable with Human Resources Professionals." This event that has continued to grow each time we have it and is a great opportunity for students to get in-depth knowledge about HR.
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 for more information.
Committee Member Spotlight - Luci DeLoach
Occupation:
HR Generalist
Reason for joining the College Relations/Workforce Readiness Committee:
My professor played an integral role in pointing me in the direction of HR my senior year of college. I wanted to pay it forward, become more involved with SHRM as a transplant from St. Louis, and work with others who shared the same passion for giving back to future HR leaders!
Best part about HR to me:
Ultimately, HR for me is about helping. Whether I'm helping protect the business, grow the business from a people perspective, or helping the most important resource of a business (its people) - I just simply enjoy helping.
My favorite place to travel to is:
California, hands down. Specifically - Redondo Beach, CA.
Hobbies:
reading, writing, creating, and researching any and every topic I can think of.
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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 March
!
| Evelyn |
Boswell |
Ronald McDonald House Charities of KC |
Human Resources Manager |
| Brenda |
Craig |
Craig Safety Technologies |
CEO/Owner |
| Kimberly |
Francis |
Legacy Touch |
Human Resource Manager |
| Kirah |
Hamilton |
Dahmer Construction Services |
Financial & Human Operations Manager |
| Ken |
Hanaway |
iSolved HCM |
Regional Sales Manager |
| Kirstyn |
Heine |
McCownGordon Construction |
Human Resources Coordinator |
| Shelly |
Katoch |
Lockton Companies, LLC |
Account Administrator |
| Oleg |
Latyshev |
Smithereen Pest Management |
Service Manager |
| Nicole |
Miller |
UnitedLex |
Global Senior HRIS Analyst |
| Adenike |
Orekoya-Komolafe |
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| Charis |
Pratt |
Tepa, LLC |
Director of Human Resources |
| Robert |
Scott |
US Coast Guard |
Chief Petty Officer |
| Ricly |
Walker |
Burns & McDonnell |
Senior Human Resources Generalist |
| Tammi |
Whitcomb |
Valorem |
HR Generalist |
| Mary |
Wright |
Self Employed |
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| Katie |
Yang |
ACH Foam Technologies |
HR Analyst |
You are cordially invited to attend our next
New Member Orientation
on April 10
, 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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KC Business Journal People on the Move Discounts for SHRM-KC Member Organizations
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SHRM-KC is proud to have an ongoing relationship with the Kansas City Business Journal. For those member organizations that announce new executives, new team members or promotions, please see the special discount being offered below!
The People On The Move section has been expanded, allowing for a more enhanced layout and design; full color photos and guaranteed placement to run in the paper within 30 days and online instantly. The current cost per submission is $250.
Now through April 30th - Kansas City Business Journal is offering POTM submissions for $150 each.
You can buy in bulk and use at any time. There is no expiration date. I will be your go-to person.
This is a great offer, so if there is someone else in your organization who oversees People on the Move listings for your company, please forward this offer to the correct person.
This offer does not apply to any past purchases. Submissions must be paid in full by April 30.
Feel free to contact Kent Barthol at [email protected] with questions, when placing multiple listings, or if you want to purchase in bulk based on future planned New Hires or Promotions.
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MISSOURI EMPLOYMENT RESEARCH REQUEST
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Please consider participating in a research study entitled
"Variation in Hiring and Retaining Persons with Disabilities in Leadership: A Phenomenographic Study" for
Missouri.
This study is about the experiences of business leaders with disabilities and human resource managers regarding hiring and retention practices for people with disabilities in positions of leadership. Human resource managers and people with disabilities employed in positions of leadership are invited to be in the study. Potential research participants must have at least 2 years of experience in their current position and must also influence hiring and promoting employees within the business.
If you are interested in learning more about this study and possibly participating, please contact the researcher, Ernest E. Garrett III, via email (
[email protected]
) or mobile phone (573) 353-1200 (text preferred). This study is solely about the state of Missouri. Thank you in advance.
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