CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION THE INTERVIEW · CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION 2007 Executive Board PRESIDENT Kelly DeStefano, SPHR Phone: (501) 821-5500

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION

THE INTERVIEW

PLEASE MAKE RESERVATION BY TUESDAY, April 10th If you make a reservation and do not cancel, you will be billed.

Email: [email protected] or call (501) 244-2472

LOCATION

Union Station’s - Next Level Events 1400 West Markham - Little Rock, AR 72201 Luncheon - Genesis III Room

April 2007 Volume XXII, Number 4

This program has been approved for 1 recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

Dan Herrington, J.D., will provide practical and up-to-date information on the latest developments in employment law, including:

• Retal iat ion • Discr iminat ion • Disabi l i ty restr ict ions • Sexual harassment • FMLA • FLSA

FEES Members $13 Without Reservation $15 Students $10 Non-members/Guests $16

Official Monthly Publication

Chapter 090

INSIDE THIS ISSUE:

Executive Board ………………… 2

Calendar of Events……………… 2

About Our Speaker……………… 3

Message from the President……. 3

Extreme Conference………………4

Your Foundation at Work ……….4

Legislative Update……………. 5–7

Labor to Issue Rules on Safety …8

E-Mail the New Water Cooler?.. …8

Welcome New Members……...9-10

SHRM Approves Policy..……..11-12

HR Initiative ..……………………..11

No Solicitation .………………..…13

Supervisor’s Seminar……….14-17

CAHRA Job Fair.………………..…18

A G E N D A

April 12, 2007

11:15 Luncheon Registration

11:30 Lunch 12:00 Program 1:00 Adjourn

Thank You to Our Sponsor:

RECENT DEVELOPMENTS IN EMPLOYMENT LAW

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION 2007 Executive Board

PRESIDENT Kelly DeStefano, SPHR Phone: (501) 821-5500 PRESIDENT-ELECT Andrea Woods, PHR Phone: (501) 505-5800 VICE PRESIDENT-PROGRAMS Melanie Kennon, Ed.D Phone: (501) 975-0213 VICE PRESIDENT-ADMINISTRATION Alesa Davis, PHR Phone: (501) 676-4250 VICE PRESIDENT-MEMBERSHIP Gary Troutman Phone: (501) 378-3825 VICE PRESIDENT-FINANCE Danna Young (501) 371-9999 VICE PRESIDENT-COMMUNICATIONS Michele Short Phone: (501) 954-8484

BOARD CHAIR Alida Kelleybrew, SPHR Phone: (501) 517-7017

BOARD MEMBERS Lin Blair, SPHR Phone: (501) 378-2319 Kim Bullington Phone: (501) 821-8173 Kelly Carney, SPHR Phone: (501) 227-1171 Sheryl Childs, PHR Phone: (501) 778-5528 Lisa Douglas, PHR Phone: (501) 450-6015

IMMEDIATE PAST-PRESIDENT Russell Gunter, SPHR Phone: (501) 371-9999 CHAPTER MANAGER Nancy Martinsen, PHR Phone: (501) 244-2332

SHRM Southwest Central Regional Team

Regional Director: Larry Burk, SPHR [email protected] (877) 571-3658

Regional Manager: Mark Christensen

[email protected] (877) 252-9945

Regional Coordinator:

Nancy Wallmuller [email protected]

(800) 283-7476

CAHRA OFFICE CONTACT INFORMATION

P. O. Box 251824

Little Rock, AR 72225

Phone: (501) 244-2472

Fax: (501) 244-2333

Email: [email protected]

Website:

www.cahra.info

2007 Calendar of Events

April 24-27 Arkansas HR State Conference Ft. Smith Convention Center

May 9 CAHRA Supervisor Seminar Statehouse Convention Center

May 10 Legislative Issues

Affecting HR Speaker TBA

June 7 Emotional Intelligence

Alida Kelleybrew, SPHR

July 12 Drugs, Sex, Rock ‘n Roll

Panel

August 9 Recruitment Forecasts: A Look at Industry Changes From Present to 2014

Debbie Stremmel Recruitment Market Place

The INTERVIEW is published by the Central Arkansas Human Resources Association, a Chapter of the Society for Human Resources Management, for its members . Any in fo rmat ion or correspondence for this publication should be directed to:

CAHRA [email protected]

The Interview Page 3

Message From the President People often ask me about the Society for Human Resource Management (SHRM) and why they should join, so I though I would share SOME of the benefits of being a national member. If you are a member, don't stop reading, I bet you don't know about all the benefits either! • SHRM Online - News updates, HR job openings, surveys on HR topics and much more • HR Career Guide - A career mapping tool that enables members to plan their HR career • HR Toolkits - Articles, links and resources related to almost any HR topic that you can

think up • Samples - Samples of job descriptions, mission statements, policies, requests for

proposals and spreadsheets • Information Center - Get e-mail help with your HR problems or live assistance by phone • Express Requests - Instant information on current hot HR issues • SHRM White Papers - Articles written by HR experts for HR management

Webcasts - Free on-line training Not to mention SHRM Focus Areas, Governmental Affairs, HR Basics, Membership directory, scholarships...and on and on and on…. SHRM Publications including HR Magazine, Staffing Management, HR Week, Workplace Visions, Mosaics, SHRM Legal Report, Washington D. C. & State Insider, Echoes, and Managing Smart SHRM Research including SHRM Foundation, SHRM Research Reports and Surveys, 2006-2007 Workplace Forecast: A Strategic Outlook, Briefly Stated Series, Research Quarterly, HR Salary Surveys and SHRM/Rutgers LINE Discounts for being a member include: • PHR/SPHR/GPHR Certification • SHRM Learning System • SHRM Global Learning System • Seminars and Certificate Programs • SHRM e-Learning • Executive HR Network Visit the SHRM web site at www.shrm.org to find out more, and to join!

Kelly DeStefano, SPHR 2007 CAHRA President - Kelly

About Our Speaker

Dan Herrington, J.D. is a partner in the Labor and Employment Litigation Section of Friday Eldredge & Clark. Dan received his Bachelor of Science degree in Business Management from Arkansas State University in Jonesboro and his Juris Doctorate with High Honors from the University of Arkansas at Little Rock School of Law. His practice is focused on representing management in all areas of labor and employment law. He has lectured extensively on personnel law issues including workplace violence, drug testing, sexual harassment, workplace privacy, wrongful discharge, internal investigations for pubic and private employers and the interplay between the FMLA, ADA and workers' compensation law. He is a member of the Central Arkansas Human Resources Association and

the Arkansas and Pulaski County Bar Associations.

• SHRM Academy • SHRM Essentials of Human Resource Management • HR Competency Toolkit • Local Chapter Membership • SHRMStore • 2007 Conferences.

Regional Scholarships Exciting News! The SHRM Foundation has doubled its scholarship funding for 2007 and will be awarding a total of $100,000 to SHRM members, chapters and state councils, up from $50,000 awarded in 2006. The Foundation is committed to supporting the professional development of SHRM members and the scholarship program is a tangible example of this commitment. Scholarships will be awarded to national SHRM members pursuing an HR-related college degree, or SPHR, GPHR or PHR certification. The following will be awarded in 2007:

• 60 Certification Scholarships of $750 each

• 40 Academic Scholarships of $1375 each • Application deadline: July 16, 2007.

The scholarships are allocated evenly among the SHRM regions. This guarantees that there will be winners in every part of the country. For application information, visit: http://www.shrm.org/foundation/EducationGrants.asp. This program is supported by your generous donations to the SHRM Foundation.


WWW.HR2007.ORG

2007 Arkansas Human Resource

State Conference & Expo

Fort Smith Convention Center April 24-27

Fort Smith, Arkansas


86th GENERAL ASSEMBLY

HB 1006 Key Creates an alternative delivery system for Medicaid services utilizing "health opportunity accounts."

Bill History: 03-28-07 H Withdrawn from further consideration HB 1024 Green Prohibits any entity of state government from contracting with businesses that employ

illegal immigrants; requires contractors to certify they do not employ illegal immigrants prior to executing a public contract for services.

Bill History: 02-28-07 G Signed by the Governor (Act: 157 ) HB 1146 Walters, Miller

Provides recovery by a prevailing plaintiff of less than demanded does not prevent recovery of costs or attorney's fees.

Bill History: 01-26-07 H Defeated (Vote: N: 43/Y: 49) HB 1339 Evans, D. Provides that an employer who sends an injured employee to obtain medical

treatment remains liable for any necessary medical care until the employer notifies the medical care provider of controverting the future medical treatment.

Companions: HB 2275 (Same As) Bill History: 03-30-07 H Defeated (Vote: N: 42/Y: 40)

03-30-07 H Clincher adopted

HB 1454 Johnson, D. Abolishes the Arkansas Advisory Commission on Mandated Health Insurance Benefits. Bill History: 03-16-07 G Signed by the Governor (Act: 303 )

(See More Legislation on page 6)

ARKANSAS IS REPRESENTATED ON THE HILL Christine Matheney, Darrin Coon, Andrea Woods, and Dennis Callaway attended the SHRM Employment Law and Legislative Affairs Conference in Washington, D.C. They visited with their legislators to discuss FMLA Expansion, Immigration/Employment Verification, and Union Check-Off legislation.

CAHRA is currently tied with the WCASHRM chapter on the letter writing through arshrm.com. There have been 14 letters sent so far - and we need to write-write-write to get a free registration prize!

Update provided by:


(More Legislation continued from page 5) HB 2565 Pace To change the definition of "objective findings" in workers' compensation provisions.

(incomplete bill) Bill History: 03-30-07 H Withdrawn from further consideration HB 1488 Pace Establishes provisions for civil actions involving exposure to silica or mixed dust.

Recommended for study in the Interim by Joint Interim Committee on PUBLIC HEALTH, WELFARE AND LABOR COMMITTEE- HOUSE

HB 1699 Adcock , Crumbly - Revises the minimum wage and overtime law, including expansion of the list of workers not covered by minimum wage and overtime provisions, and giving additional authority to the Director of the Labor Department to authorize exceptions.

Bill History: 03-28-07 G Signed by the Governor (Act: 545 ) HB 1700 Dunn Allows partners, members of a limited liability company, and members of a professional

association to waive workers' compensation coverage. Bill History 03-28-07 G Signed by the Governor (Act: 546 ) HB 2275 Evans, D. Provides that an employer who sends an injured employee to obtain medical treatment

remains liable for any necessary medical care until the employer notifies the medical care provider of controverting the future medical treatment.

Companions: HB 1339 (Same As) Bill History: 03-07-07 H Defeated (Vote: N: 35/Y: 57) HB 2374 Rogers Disqualifies from unemployment benefits those individuals who are discharged for testing

positive for illegal drugs, effective until the person passes a drug test. Bill History: 03-22-07 G Signed by the Governor (Act: 454 ) HB 2391 Prater, Altes - Requires employers to test employees who are required to have a commercial

driver's license for alcohol and drugs and report results to the Office of Driver Services. Bill History: 03-28-07 G Signed by the Governor (Act: 637 ) HB 2418 Patterson Regulates the labor practices and procedures between contractors and subcontractors. Bill History: 03-08-07 H Withdrawn from further consideration HB 2449 Kidd Requires health benefit plans provide medical coverage for autism spectrum disorders. Bill History: Currently not scheduled on any agenda HB 2464 Dobbins Prohibits employers from requesting or using background checks that do not comply with

the standards set forth in ACA 12-12-15. Bill History: Currently not scheduled on any agenda HB 2529 Pace Provides for the Workers' Compensation Commission to allow a claimant employee to

change physicians under certain circumstances. Bill History: 03-30-07 H Withdrawn from further consideration HB 2532 Smith, L. Deletes provision allowing employers to choose to have attorney's fee and costs paid by

an employee claimant when the employee does not prevail in his claim. Bill History: Currently not scheduled on either House or Senate Calendar HB 2533 Smith, L. Provides for professionally diagnosed mental injury or illness to be compensable under

workers' compensation. Bill History: Currently not scheduled on any agenda HB 2567 Pace To provide that the "Made-whole" doctrine is inapplicable to a third-party liability claim

made by an employee under Workers' Compensation provisions. (incomplete bill) Bill History: 03-30-07 H Withdrawn from further consideration

(See Even More Legislation on page 7)


(Even More Legislation continued from page 6)

HB 2574 Pace Relating to the disability benefits payable under Workers' Compensation Law for permanent compensable injuries. (incomplete bill)

Bill History: 03-30-07 H Withdrawn from further consideration HB 2632 Walters Provides in actions for loss claims, recover of less than the amount demanded does not defeat

the right to reasonable attorney's fees if the amount recovered is within 35% of the amount demanded in the suit.

Bill History: 03-29-07 G Signed by the Governor (Act: 687 ) HB 2756 Brown, E. Provides that any employer who has obtained written authorization from the subject may

request a criminal background check. Bill History: 03-28-07 G Signed by the Governor (Act: 571 ) HB 2757 Brown, E. To ensure the solvency of the Second Injury Fund of the Workers' Compensation Commission.

(incomplete bill) Bill History: Currently not scheduled on any agenda HB 2772 Smith, L. Requires employers covered by the Family Medical Leave Act to provide female employees who have

been employed for less than a year and who have averaged at least 24 hours per week with an unpaid leave of absence for childbirth.

Bill History Currently not scheduled on any agenda HB 2795 Flowers Revises provisions related to state wages and state contracts to assure equity. (incomplete bill) Bill History: Currently not scheduled on any agenda HCR1029 Schulte Encourages churches and other religious organizations to make the safety of children a priority by

conducting criminal background checks and central registry checks on employees. Bill History: 03-30-07 H Meeting set for 7:30 a.m. - Room 138 H-Education SB 93 Jeffress, G. Mandates health insurance coverage for autism and related disorders. Bill History: Currently not scheduled on any agenda SB 248 Madison Provides various employer requirements regarding pay periods, payment by electronic transfer,

payment upon termination, etc. Bill History: 03-30-07 S Referred to interim committee S-Public Health, Welfare and Labor SB 361 Horn, Key Sets the minimum wage for employees who receive tips at $2.63 per hour. Bill History: 03-29-07 S Received in the Senate - Sent to Governor SB 773, Horn & Prater Amends various provisions of the Employment Security law, including a new provision on "non-

monetary re-determinations", revision regarding voluntary payments by employer to reduce contribution rate, transfer to successor employers, more.

Bill History: 03-26-07 G Signed by the Governor (Act: 490 ) SB 836 Broadway Increases workers' compensation funeral benefits from $6,000 to $7,500 and adds a lump-sum

death benefit of $50,000. Bill History: 03-26-07 S Referred to interim committee S-Public Health, Welfare and Labor SB 916 Laverty Deletes reference to certificates of non-coverage from workers' compensation law as to require

workers' compensation coverage for all workers. Bill History Currently not scheduled on any agenda NATIONAL ISSUE SENATE CONSIDERS LEGISLATION TO EXPAND UNIONS HR 800 Rep. George Miller (D-CA), The Employee Free Choice Act would amend the NLRA to change the way workers choose to become part of a union. The proposed measure would effectively eliminate the secret ballot election during union organizing campaigns by requiring the Board to certify any union that secures a majority of signatures through the card check process. If H.R. 800 is passed, employees would lose their right to a Federal government-administered, private ballot election. Moreover, since the bill would make public an employee’s position on a union to both their co-workers and employer, it could make the workplace more hostile by exposing the employees to coercion from both proponents and opponents of the union. SHRM’s Position SHRM opposes the Employee Free Choice Act because it would take away employees’ right to a federally supervised, private ballot in union elections.


Labor to Issue Safety Equipment Rules

By WILL LESTER The Associated Press

WASHINGTON -- The Labor Department has agreed to issue rules outlining an employer's responsibility for the cost of workers' safety equipment _ two months after a lawsuit by the AFL-CIO and the United Food and Commercial Workers seeking such regulations.

" They've said they are committed to issue the rule in November 2007," said Peg Seminario, safety and health director for the AFL-CIO. "They will now issue a final rule.

That's what we were seeking." An Occupational Safety and Health Administration rule, proposed in 1999 but never adopted in final form, would require employers to pay for protective clothing and other equipment used by millions of workers to protect them from job hazards. The lawsuit claimed that failure to adopt those rules was endangering workers in industries such as meatpacking, poultry and construction. The Labor Department on Wednesday asked the court to delay any action on the lawsuit because the rules on safety equipment would be issued in November. The lawsuit was filed in the U.S. Court of Appeals for the District of Columbia Circuit. Edwin Foulkes, assistant labor secretary for OSHA, said the filing of the motion showed "OSHA's commitment to conclude its rulemaking in an orderly and expeditious manner." Rep. George Miller , D-Calif., questioned delays in getting the rules finalized, but praised the Labor Department's decision. "Although it shouldn't have taken a lawsuit to get the Department of Labor to do the right thing, its good to see that the Department now plans to require employers to take simple steps to protect workers from everyday workplace hazards," Miller said. The unions agreed to the Labor Department's request to delay consideration of the lawsuit, because of the department's plan to issue those rules this November. "A lot of companies do this already, but there is no legal obligation for them to do so," Seminario said, referring to payment for safety equipment. "Most employers do pay for the safety equipment, but there are cases where employers do not." She said she expects the Labor Department rules will be issued by November and address organized labor's concerns. "If not," she said, "we will see them back in court."

E-Mail Use at Heart of Labor-Management Dispute

By Rita Zeidner

Is e-mail the new water cooler? If the National Labor Relations Board (NLRB) decides it is, employers may be barred from denying unions access to their e-mail systems. In a case reflecting the near-universal reliance on e-mail in the workplace, the NLRB heard oral arguments March 27 supporting and opposing an earlier administrative law judge's ruling that a Eugene, Ore.-based publishing company's policy denying its union access to the company e-mail system is improper. Underscoring the importance of the precedent being set, it was the first oral argument the board heard in more than seven years. In its role as prosecutor for the case, NLRB General Counsel Ronald Meisburg urged the board to adopt the presumption that a total ban on non-work e-mails is illegal. "Employees have a Section 7 right to communicate at work, and, in technological workplaces, e-mail is the present-day water cooler," Meisburg said in a brief. Management, however argues that technological issues uniquely related to e-mail require that the e-mail system remain the employer's property. It claims that, for practical purposes, the union is seeking to piggyback on a costly employer resource. Employers are watching the case closely. "If I was an employer being organized, I'd be very concerned about this development," said one SHRM member who asked not to be identified.

Rita Zeidner is manager of the SHRM Online HR Technology Focus Area .


Welcome New Members The following members were approved at the March Board meeting.

Marcia Bartlett HR Manager Windsor Republic Doors, Inc. 5800 Scott Hamilton Little Rock, AR 72209 (501) 570-9266 Fax: (501) 570-9220 [email protected] SHRM Professional Dawn Bell HR/Payroll Supervisor Frank Fletcher Co., Ltd. 6301 Forbing Rd. Little Rock, AR 72209 (501) 562-1000 Fax: (501) 537-5357 [email protected] SHRM Professional Serita Clark Manager Labor Relations U.S. Postal Service 4700 E. McCain Blvd. Little Rock, AR 72231-9401 (501) 945-6753 Fax: (501) 955-6379 [email protected] SHRM Professional Shanda Gilkey HR Coordinator USAble Life 320 W. Capitol, Suite 700 Little Rock, AR 72203 (501) 378-3321 Fax: (501) 301-3489 [email protected] SHRM Professional Susan Henderson HR Manager Charles River Laboratories P.O. Box 308 Redfield, AR 72132 (501) 397-2540 x307 Fax: (501) 397-7454 [email protected] SHRM Professional Tatiana Herrington Payroll Manager Garver Engineers 1010 Battery Street Little Rock, AR 72203-0050 (501) 537-3256 Fax: (501) 537-3407 [email protected] SHRM Professional Amber Herzberg Staffing Manager Alltel 1 Allied Drive Little Rock, AR (501) 905-8494 [email protected] SHRM Professional

Jody Huffmaster Branch Manager Manpower 5601 JFK Blvd., Suite 202 North Little Rock, AR 72116 (501) 771-2806 Fax: (501) 771-4189 [email protected] SHRM Professional Dawn-Marie Martin HR Generalist II Alltel Corporation 1 Allied Drive Little Rock, AR 72202 (501) 905-0919 Fax: (501) 905-7966 [email protected] SHRM Professional June Oppendisano HR Director The Peabody of Arkansas Three Statehouse Plaza Little Rock, AR 72201 (501) 399-8012 Fax: (501) 399-8017 [email protected] SHRM Professional Camilio Osuno Assistant Personnel Manager Arkansas Dept. of Health & Human Services P.O. Box 1437, Slot W-301 Little Rock, AR 72203 (501) 682-2110 [email protected] SHRM Professional Clarissa Purifoy HR Generalist I Suddenlink Communications 700 Exchange Avenue Conway, AR 72032 (501) 513-1777 Fax: (501) 513-1779 Clarissa Purifoy ([email protected]) SHRM Professional Emily Reeves HR Director/Office Manager Bell-Corley Construction 100 Gamble Road Little Rock, AR 72211 (501) 280-3433 Fax: (501) 801-0059 [email protected] SHRM Professional

(New Members continued on page 10)


Welcome MORE New Members

Jess Sweere Attorney Cross, Gunter, Witherspoon, Galchus 500 President Clinton, Suite 200 Little Rock, AR 72201 (501) 371-9999 Fax: (501) 371-0035 [email protected] SHRM Professional Christy Young Personnel Manager Saline County 200 N. Main, Room 112 Benton, AR 72015 (501) 303-5658 Fax: (501) 315-1338 [email protected] SHRM Professional *Cheryl Currey HR Administration Arvest Bank Group 801 John Barrow, Suite 1 Little Rock, AR 72205 (501) 716-5956 Fax: (501) 716-5778 [email protected] CAHRA Professional *Chantelle Fluker HR Manager Enterprice Rent-a-Car 5620 Warden Road North Little Rock, AR 72116 (501) 791-9933 Fax: (501) 791-9939 [email protected] CAHRA Professional *Julie Forse Staffing Coordinator Remedy Staffing 10802 Executive Center Drive Little Rock, AR 72211 (501) 225-3033 Fax: (501) 225-3390 [email protected] CAHRA Professional *Dianne Haven HR Director Maybelline/ Garnier 11500 Mabelline Road North Little Rock, AR 72117 (501) 955-8460 Fax: (501) 955-8427 [email protected] CAHRA Professional *Felicia Hogue Registered Investment Associate W.M. Lloyd Company 225 S. Pulaski Suite 200 Little Rock, AR 72201 (501) 372-1700 Fax: (501) 372-7772 CAHRA Professional

*Mary Lewis Vice President of Recruiting CPI Recruiters 406 Edgewood Drive, Suite A Maumelle, AR 72113 (501) 812-5627 Fax: (501) 803-3187 [email protected] CAHRA Professional *Hillary Rodriguez HR Coordinator Performance Food Group 4901 Asher Avenue Little Rock, AR 72204 (501) 255-2323 Fax: (501) 255-2104 [email protected] CAHRA Professional *Brittany Schaefer 1800 W. Pleasure Searcy, AR 72143 (501) 258-6963 CAHRA Professional *Ann Tracy HR Generalist Little Rock National Airport One Airport Drive Little Rock, AR 72202 (501) 372-3439 Fax: (501) 537-1745 [email protected] CAHRA Professional *Olivia Wilkerson HR Specialist Navigator Telecommunications P.O. Box 13860 North Little Rock, AR 72113 (501) 954-4000 Fax: (501) 771-5404 [email protected] CAHRA Professional *Katie Moseley Senior HR Analyst Alltel Communications 1 Allied Drive Little Rock, AR 72202 (501) 905-8000 Katie Moseley ([email protected]) CAHRA Professional *Cindy McCullar Regional Employment Manager Arvest Bank Group 801 John Barrow, Suite 1 Little Rock, AR 72205 (501) 716-5613 Fax: (501) 716-5778 [email protected] CAHRA Professional

*Waiting List

T he Board of Directors of the Society for Human Resource Management (SHRM) has approved a policy issue statement on the hotly debated issue of how U.S. employers

should verify that job applicants are eligible to work in the country. The statement, dated March 2007, was issued as Congress was considering making mandatory an employment verification system similar to Basic Pilot, which has been used on a limited, voluntary basis. Many employers have struggled to guarantee that prospective or existing employees have presented authentic proof of eligibility to work in the United States; employers must submit Form I-9 after reviewing the documentation. Basic Pilot was designed to help in this process, but the current version has been shown to be inaccurate in some cases. Nevertheless, Congress and the Bush administration have stated that the United States needs a strong, nationwide system for verifying employment eligibility. In response to the continuing debate, SHRM and other organizations on March 7 announced the formation of the Human Resource Initiative for a Legal Workforce to lobby for a reliable verification system.


SHRM Board Approves Policy Statement on Employee Verification By Steve Bates

The policy statement approved by the SHRM Board makes many of the same basic arguments as the new coalition: any mandatory employment verification system must be accurate, reliable and efficient. “SHRM believes that U.S. employers, employees and the government should share responsibility” for making such a system work, the policy statement says. “SHRM supports an accurate, fair and timely electronic employment verification system, but employers should not be forced to participate until the federal government provides assurances that the system works.” The policy statement notes that the 2006 SHRM Access to Human Capitol and Employment Verification Survey Report revealed that 92 percent of survey respondents would support an electronic verification system that is easy to use, creates efficiencies, expedites the employment verification process and creates no new employer liabilities. “Unfortunately,” the new SHRM policy statement observes, “the current paper-based verification system requires individuals to produce dozens of different documents to establish identity and work authorization. The proliferation of false documents and identity theft has become so pervasive that employers cannot be assured of their authenticity.”

(Verification continued on page 12)

HR Initiative for a LEGAL WORKFORCE The HR Initiative for a Legal Workforce represents human resource professionals in thousands of small and large U.S. employers across every sector of the American economy. The HR Initiative and its members are seeking to improve the current process of employment verification by creating a secure, efficient and reliable system that will ensure a legal workforce and help prevent unauthorized employment, the key to genuine immigration reform. About the HR Initiative Representing the views of human resource professionals in thousands of small and large U.S. employers from every sector of the economy, the Human Resource Initiative for a Legal Workforce seeks to improve the current process of employment verification by creating a secure, efficient and reliable system that will help prevent unauthorized employment, a key component of any comprehensive immigration reform effort. As the professionals who work with the current system on a daily basis, we believe the status quo document-based employment eligibility verification system falls far short of serving our national interests, as employers cannot know if documents are real or fake. Meanwhile the current electronic verification program, known as the "Basic Pilot," can safeguard against document fraud, but is vulnerable to the growing problem of identity theft. We support transforming the current paper-based method of employment verification with a biometrically-based electronic verification system. We believe, if adequately funded, fairly administered, and supported by state-of-the-art technology, this new system would eliminate virtually all unauthorized employment.

(Verification continued from page 11) The statement continues: “The current Basic Pilot electronic program can be an effective safeguard against document fraud, but it does little to prevent the growing problem of identity theft.” The policy statement lists several key principles that SHRM believes should be met in the development of a new system: • Accuracy, reliability and efficiency. Employers “want an accurate, fair and timely” system. • Federal pre-emption. States should not be able to impose their own verification provisions. • An electronic system. State-of-the-art technology should be used. • A readily accessible system. It should be accessible through the Internet and by telephone, with round-

the-clock help desk support. • Employee participation. Employees and applicants should be required to maintain accurate and up-to-

date documents. • Employer responsibility. Employers should be responsible for their hiring practices but not for third-

party actions, including those of contractors or subcontractors acting without the employer’s knowledge. • Identity and work authorization information. A new verification system “must make false documents

and identity theft so ineffective that compliant employers can be assured of a legal workforce.” • Fair enforcement. Punishment should be severe for intentional violations but not for administrative

errors; a grace period should be provided for correcting technical mistakes. • Contingent offer of employment. Employers should have the option of using the system after a

contingent offer of employment is accepted but before the employee commences work. • Good faith reliance standard. Employment decisions made on the basis of using the system should be

recognized as made in good faith. • Non-discrimination and privacy. The system must protect against bias and ensure privacy for all parties. • Prospective application. It should apply only to people hired after the system becomes active, not those

hired before that date. “Effective, state-of-the-art verification is the most essential part of any immigration reform,” said Susan R. Meisinger, SPHR, SHRM president and CEO, when the coalition held its March 7 news conference. “It is the only way to prevent fraud and ensure a safe, legal and fair workplace.”



Members on the Move Have you recently made a change (new address, title, etc.)? We want to know!

Email: [email protected] Phone (501) 244-2472 FAX: (501) 244-2333

Please remember that solicitation of our membership is not permitted per our bylaws:

ARTICLE X CONDUCT

Each member of this Association is expected to adhere to the following CAHRA Code of Conduct (adopted February 13, 1992) required for membership in this Association, which serves to assure public confidence in the integrity and service of human resources management professionals. This Code of Conduct of the CAHRA is intended as a guide to members in their activities with the Association and with other members.

A. Members shall not engage in any business or transaction or have any financial or private interest, which creates a conflict of interest with the Association.

B. A primary mission of the Association is to promote the field of human resources management and

to foster the professional development of its members. The free and open flow of communications between members must be treated with the utmost professionalism and confidentiality. Likewise, members should demonstrate the highest level of professional ethics by refraining from the use of membership for purposes of direct or personal business solicitation or promotion.

C. No member will engage in activities, which would serve to bring CAHRA into disrepute. D. No guests at CAHRA functions will be allowed to engage in activities not permitted by members

without the express authorization of the CAHRA Board of Directors. Members are responsible for the conduct of their guests at CAHRA functions.

E. Any breach of this Code shall be referred to the Board of Directors for possible action. F. Any member may be expelled from membership in the Association if it is deemed that their

continued membership is not in the best interest of the Association. This procedure must be accomplished by a recommendation of the Board of Directors and approved at a general membership meeting by a majority vote of members present. A statement of such intended vote must be made in advance at the regular meeting preceding the meeting at which such action is planned.


Hattie Hill is Keynote Speaker for Supervisor’s Seminar

Hattie Hill, has over twenty years experience as a

businesswoman, professional speaker and international management consultant. Her expertise in Global Leadership, Customer Service and Diversity has been shared with major organizations throughout the United States, Europe, South Africa, Australia, Latin America and the Caribbean. She is regularly quoted in local and national publications such as The Wall Street Journal, The USA Today and The Dallas Morning News on matters concerning human relations n corporate America. Ms. Hill's most recent book is "Smart Choices That Will Change Your Life". Recently, Meeting News Magazine named Ms. Hill as one of the 2003 "25 Most Influential People in the Meeting's Industry." Additionally, she has been honored by the Dallas Business Journal as one of the top "Forty Under 40" business and community leaders in Dallas. Further, Dollars and Sense Magazine honored Ms. Hill as one of the "Best and Brightest Businesswomen" and Successful Meetings Magazine named her one of their "Hot 25 Speakers" in the United States. Working Women Magazine recognized Ms. Hill as a nominee for "Entrepreneurial Excellence." Ms. Hill's awards include 2000 Quest for Success 'Entrepreneur of the Year' and the Louise Raggio Pathfinder Award 2001.

It has been said that employees don’t leave companies or their jobs, they leave their bosses. Hattie explores this concept in her presentation at the CAHRA Supervisor Seminar on May 9. Be sure to register for the seminar TODAY! (See details on pages 8, 9 and 10)

How Bad Bosses Drive Good Workers Away - More than Bad Salaries Confronted by the need to be a better boss to your employees – many leaders aren’t sure what to do. Discover the behavior patterns bad bosses must eliminate to be successful with today’s workforces. Return with high energy and innovative ideas to retain employees through your leadership impact.


8:00–9:00 General Session - How Bad Bosses Drive Good Workers Away - More than Bad Salaries Hattie Hill, Hattie Enterprises

9:15 - 10:30 10:30 - 11:45 11:45 - 1:00 1:00 - 2:00 2:00 - 3:00 3:00 - 3:15 3:15 - 4:15

Time Track 1 The Legal Landscape

Track 2 Supervising Employees

Track 3 Unleashing Personal Potential

Triple Threat – What supervisors need to know about ADA, FMLA, & Workers Compensation Matt Wells, J.D. I Used My Voodo Doll But You’re Still Here – Effective and Legal Discipline and Termination Rick Roderick, J.D.

LUNCH PROVIDED Life in the MySpace World – High Tech Privacy and Legal Issues Carolyn Witherspoon, J.D. You Can’t Make Me Come to Work! – Understanding Leave Laws Mike Moore, J.D.

BREAK

Groupthink – Avoiding Charges of Protected Concerted Activity Garry Rowe, SPHR

Beast Management – Dealing with Negativity, Bad Attitudes and Other Nasty Critters Rebecca Miller No Training Budget? No Problem! – Developing Effective On-the-Job Training Programs Don Moore

LUNCH PROVIDED R-E-S-P-E-C-T – Keeping the Workplace Harassment Free Phil Campbell, J .D. Conversation or Confrontation – Effective Performance Management Phebe Duff, SPHR

BREAK Improving Your Hiring “Hit Rate” Kathy Bradley, SPHR

KABAM!!! – Effective Responses Under Pressure Melanie Kennon, Ed.D Leadership & The Process of Change C. W. Miller

LUNCH PROVIDED What Every Supervisor Should Know Dan Clanton Lighten Your Load – The Art of Effective Delegation Alida Kelleybrew, SPHR

BREAK Trends in Project Management and Process Efficiency Marty Mahler

You may attend c lasses from any of the tracks and do not have to remain in the same track for the ent ire seminar . P lease check the box beside the session that you tentat ively plan to attend in each t ime period .

IF YOU WOULD LIKE TO PAY BY CREDIT CARD, PLEASE COMPLETE INFOMRATION ON THE BACK OF THIS FORM.

Visit our website: www.cahra.info

S u p e r v i s o r S e m i n aS u p e r v i s o r S e m i n aS u p e r v i s o r S e m i n a rrr

F I T T I N G T H E P I E C E S T O G E T H E RF I T T I N G T H E P I E C E S T O G E T H E RF I T T I N G T H E P I E C E S T O G E T H E R

Statehouse Convention Center • Little Rock, ARStatehouse Convention Center • Little Rock, ARStatehouse Convention Center • Little Rock, AR 8:00 a.m. 8:00 a.m. 8:00 a.m. --- 4:15 p.m 4:15 p.m 4:15 p.m...

May 9 , 2007May 9 , 2007May 9 , 2007

Supervisor Seminar Fitting The Pieces Together

May 9, 2007 - Little Rock Statehouse Convention Center Questions? Call (501) 244-2472 • Visit our website: www.cahra.info

WHO SHOULD ATTEND: All levels of managers and supervisors from the newly promoted to the senior executive.

REGISTRATION - PLEASE SEND IN BOTH S IDES OF THIS FORM

Name: __________________________________________________________________________________________________

Title: _______________________________________ Organization: ____________________________________________

Address: _______________________________________________________________________________________________

City: ________________________________________________ State ________ Zip Code:__________________________

Phone: ______________________________________________Fax: ______________________________________________

E-mail: _________________________________________________________________________________________________

FEES: 1 to 4 from the same company $75.00 per person 5 employees or more from the same company $70.00 per person

REGISTRATION FEE INCLUDES LUNCH

METHOD OF PAYMENT :

Make Checks payable to CAHRA

mail to: CAHRA P. O. Box 251824 Little Rock, AR 72225 Total amount of purchase $

PAYMENT IS REQUIRED AT OR BEFORE THE TIME OF REGISTRATION

CREDIT CARD YOU MAY FAX YOUR REGISTRATION FORM TO (501) 244-2333

Name on Credit Card:

Credit Card Number:

Circle Type : VISA MC

Signature Expiration Date:

Thank You to our Sponsors CANCELLATION POLICY

All requests for refunds must be submitted in writing. There will be a $25 processing fee for refund requests received after April 20.


Track 1 The Legal Landscape

You Can’t Make Me Come to Work! – Understanding Leave Laws You have an employee in a critical job who tells you they can’t come to work. What can you do? How do you cover the work legally and manage the remaining employees while they’re gone? This session will focus on military leaves, FMLA and workers comp leaves. Groupthink – Avoiding Charges of Protected Concerted Activity Your workforce may not be unionized but the National Labor Relations Act still covers many aspects of the employer/employee relationship. One area that catches employers by surprise is the protections given employees when they raise issues in groups. Come learn about the situations that are covered and how you can effectively diffuse them and avoid protected concerted activity charges.

Beast Management – Dealing with Negativity, Bad Attitudes and Other Nasty Critters Negative employees, bad attitudes and other destructive behavior can poison a work environment and bring productivity down. Come learn effective ways to confront and resolve these situations and get everyone smiling again. No Training Budget? No Problem! – Developing Effective On-the-Job Training Programs Getting new employees up to speed or teaching current employees new skills is critical to retention and organization success. Unfortunately, many companies don’t have the time or resources to offer formal training programs. Learn how you can develop a quality training program on the job. R-E-S-P-E-C-T – Keeping the Workplace Harassment Free This session will take you through detecting harassment, investigating the situation, reaching a determination and taking action. You will also be given suggestions on how to stop harassment, correct its effect on employees and ensure that harassment DOES NOT OCCUR. Conversation or Confrontation – Effective Performance Management Most performance evaluation experiences are difficult for both employees and supervisors. With a little planning and organization, that can change! Come learn how you can use your performance evaluation opportunity as a more effective management tool. Improving Your Hiring “Hit Rate” Have you ever found that "perfect candidate" only to have them wash out in the first 30 days (or less!!)? We've all been there. The good news is that, while there is no "silver bullet", there are ways to put structure into the screening process to help you choose the right candidate for the job the first time. Join the discussion on things you can do to identify the "best fit" candidate.

KABAM!!! – Effective Responses Under Pressure Every supervisor struggles with maintaining calm and professionalism in difficult situations. Losing control under pressure can have long term negative consequences for work relationships and careers. Come learn about strategies to maintain control and effectively respond to pressure situations. Leadership & The Process of Change In today's business world we must be prepared to accept and even embrace change. Change is a process that every worker goes through at their own pace and leaders play a specific role in this process. In this session you will learn how you can help your team through transition and become a more effective leader at the same time. Lighten Your Load – The Art of Effective Delegation Delegation is so challenging but you have to do it to succeed in a leadership role. Learn how to delegate the right tasks to the right people at the right time.

S u p e r v i s o r S e m i n a r Program Descr ipt ions

Track 2 Supervising Employees

Track 3 Unleashing Personal Potential


Present THE

JOB FAIR LOCATION Statehouse Convention Center Little Rock, Arkansas Date/Time Tuesday, May 15, 2007 10:00 a.m. - 4:00 p.m. The Arkansas Democrat-Gazette, Arkansas’ premier newspaper and The Central Arkansas Human Resources Association, an organization comprised of over 300 human resources professionals in the central Arkansas area, is a winning combination. We are offering hiring companies the opportunity to source, screen and interview qualified candidates who are seeking opportunities in all disciplines. For more information Contact Nancy Martinsen: (501) 244-2472

Visit our website: www.cahra.info/jobfair

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION THE INTERVIEW · CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION 2007 Executive Board PRESIDENT Kelly DeStefano, SPHR Phone: (501) 821-5500

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