Employers Resource Association Cincinnati: 1200 Edison Drive Cincinnati, OH 45216-2276 Phone: 513.679.4120 | Fax: 513.679.4139 Columbus: 300 East Broad Street, Suite 550 Columbus, OH 43215-3774 Phone: 614.538.9410 | Fax: 614.538.9420 Toll free: 888.237.9554 www.hrxperts.org Jan—Mar 2016 Inside this issue: 1 SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 2 From the President 3 Survey Update 4 Excellence in Leadership I 5 Communication Skills for Teamwork 6 New Members 7 Member Highlights 8 Safety Spotlight Special points of interest: 9 ERA Special Events 10 ERA Upcoming Training 11 Grant Funds Remain Available: Don’t Miss Out 12 Ohio Unemployment Comp Reform Legislation 13 Bonus Grants 15 2016 Employment Law Update and Review 17 2016 Roundtable Registration Forms SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 The New Direction of the Profession Employers Resource Association has done its due diligence and believes the HR profession has and will continue to shift. From what we see, SHRM has gotten out in front of this change with their new credential and the Body of Competency and Knowledge (BoCK). That is why we will continue to offer the SHRM-CP and SHRM-SCP Certifica- tion Preparation Course this year. Par- ticipants from our prep course in 2015 (the first year of the new prep course and exam) passed the certification ex- am at a rate of 89%. SHRM has yet to produce the national averages, but we are quite confident this will exceed the national averages. Here are some de- tails about the prep course: Our 2016 SHRM-CP and SHRM-SCP Certification Preparation Course is de- signed primarily for individuals seeking credentials that focus on identifying and testing the knowledge and practi- cal real-life experiences HR profession- als around the world need to excel in their careers today. Because of its rich, real-life instruction HR managers not currently pursuing certification will also find the classes valuable for their pro- fessional growth. Earning your SHRM Certified Profes- sional (SHRM-CP) or SHRM Senior Cer- tified Professional (SHRM-SCP) creden- tial establishes you as a recognized expert in the HR field. These new certi- fications recognize that HR profession- als are at the core of leading organiza- tional success: • Built on one singular Body of Competency and Knowledge (SHRM BoCK™) designed to elevate the HR profession around the world. • Test the HR professional’s competency—the ability to put that knowledge to work through critical thinking and application. • Demonstrate that the HR pro- fessional is a technical expert and has mastered the applica- tion of HR technical and be- havioral competencies, through practice and experi- ence, to drive business re- sults. (Continued on page 14)
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Employers Resource Association
Cincinnati: 1200 Edison Drive
Cincinnati, OH 45216-2276
Phone: 513.679.4120 | Fax: 513.679.4139
Columbus: 300 East Broad Street, Suite 550
Columbus, OH 43215-3774
Phone: 614.538.9410 | Fax: 614.538.9420
Toll free: 888.237.9554 www.hrxperts.org
Jan—Mar 2016
Inside this issue: 1 SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 2 From the President 3 Survey Update 4 Excellence in Leadership I 5 Communication Skills for
Teamwork 6 New Members 7 Member Highlights 8 Safety Spotlight
Special points of
interest:
9 ERA Special Events 10 ERA Upcoming Training 11 Grant Funds Remain Available: Don’t Miss Out 12 Ohio Unemployment Comp Reform Legislation 13 Bonus Grants 15 2016 Employment Law Update and Review 17 2016 Roundtable Registration Forms
SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 The New Direction of the Profession
Employers Resource Association has done its due diligence and believes the HR profession has and will continue to shift. From what we see, SHRM has
gotten out in front of this change with their new credential and the Body of Competency and Knowledge (BoCK). That is why we will continue to offer the SHRM-CP and SHRM-SCP Certifica-tion Preparation Course this year. Par-ticipants from our prep course in 2015
(the first year of the new prep course and exam) passed the certification ex-am at a rate of 89%. SHRM has yet to produce the national averages, but we are quite confident this will exceed the
national averages. Here are some de-
tails about the prep course: Our 2016 SHRM-CP and SHRM-SCP Certification Preparation Course is de-signed primarily for individuals seeking credentials that focus on identifying and testing the knowledge and practi-
cal real-life experiences HR profession-als around the world need to excel in their careers today. Because of its rich, real-life instruction HR managers not currently pursuing certification will also find the classes valuable for their pro-fessional growth.
Earning your SHRM Certified Profes-sional (SHRM-CP) or SHRM Senior Cer-tified Professional (SHRM-SCP) creden-tial establishes you as a recognized
expert in the HR field. These new certi-fications recognize that HR profession-als are at the core of leading organiza-tional success:
• Built on one singular Body of
Competency and Knowledge (SHRM BoCK™) designed to elevate the HR profession around the world.
• Test the HR professional’s
competency—the ability to put that knowledge to work through critical thinking and application.
• Demonstrate that the HR pro-
fessional is a technical expert
and has mastered the applica-tion of HR technical and be-havioral competencies, through practice and experi-ence, to drive business re-sults.
I recently read this article from a sister association out of North Carolina. I found it compelling enough to share it with our members. Last month I spoke to a large group of HR professionals and I asked them two
very important questions. WARNING: Getting the answers correct may require you to radically shift your perspective and focus. However, making the shift may be the most important thing you can do as an HR professional to dramatically ele-vate your value to your organization. Hopefully I’ve piqued your interest. So here goes. Question number 1. Who is the most important group to your busi-ness? This isn’t a trick question. There is only one correct answer.
Is it: a) Employees b) Customers c) Investors
When I asked this question last month, the most common answer was “the em-ployees.” As on participant confidently articulated, without employees and their contributions and innovations there would be no business. Good point. One per-son sheepishly said “the customers,” but I could tell she didn’t feel comfortable saying that in front of her HR peers.
No one said “the investors.” Some experts argue that without investors you couldn’t have a business because there would be no capital to buy the equipment and infrastructure needed to deliver the product or service. So what’s the right answer? The answer came most succinctly from the late Peter Drucker who many called the Godfather of Modern Management: “The purpose of
business is to create and keep a customer.” All three groups are important, but without a customer there is no business. You can have investors in search of a
business, and you can have employees in search of an employer, but as the cus-tomer goes so does the business. A business will only continue to exist as long as it has products and/or services that satisfy customer needs. Question number 2. Who is HR’s most important customer? I asked the same
group of HR professionals this question and overwhelmingly and emphatically they said “employees!” Wrong again. Now obviously HR spends a lot of it’s time serv-ing employees, and yes the employee group is clearly a customer of HR, as are managers, other department, executives, retirees, covered family members, etc. However, HR’s most important customer is the company itself. In today’s busi-ness environment, HR exists, along with other support functions like IT, to help
the company create value for its customers. Let that statement sink in for a mi-nute. When I ask many HR professionals what HR’s primary role is, I hear some version of “HR’s job is to sit in between employees and management…” “To sit in between” suggests that HR isn’t part of either group. Others tell me it’s HR’s job
to “look out for” the employees. Others say to “hire and fire.” These views repre-sent traditional notions of HR, or really “Personnel” or “Labor Relations.”
Companies of all sizes need much more from HR today. Viewing HR’s primary role to support the company (and its customers) results in a much different view of what the HR function should be doing. I’ll illustrate this point with a few examples I borrowed from recent CAI conference speaker and noted HR guru, David Ulrich. Dr. Ulrich calls this new customer focused view of HR “Outside-In” (see table on page 16).
Companies exist to satisfy a customer need. In doing so, they provide jobs and shareholder returns. A firms’ talent is at the heart of satisfying that customer need and HR should be driving what kind of talent is attracted to and remains at the company.
Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.
Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.
Safety Spotlight I want to focus on an example that comes from my own experience span-ning twenty-seven years as a career Firefighter, the last fourteen of that
career, as a Fire Department Captain. 29 OSHA CFR 1910.106(a) Ap-proved Flammable Liquid Safety Can Employers must use a, “Safety
can” (approved metal container) for
flammable liquid storage and dispens-ing. Definition of a Safety can: an approved container, of not more than 5 gallons capacity, having a spring-closing lid with a flame-
arrestor spout cover and so de-signed that it will safely relieve internal pressure when subjected to fire exposure. An approved, safety can is engineered, designed and constructed to endure me-chanical impact and not fail or
leak. At five gallon capacity, these cans start around $50.00.
Now let’s move to the typical five-gallon plastic cans that are in promi-nent use this very day to store and dispense gasoline for home use and, in
many cases, also used in the work place. Five-gallon, plastic cans start at about $10.00. Consider this - I was getting fuel for my vehicle when at the next pump-
island, a Grandpa in a minivan opened the sliding door. He took two five-gallon plastic cans from between the knees of two very young children. He filled the cans with gasoline and placed them back between the knees of the
children and said, “Now don’t let those
cans tip over.” So, we now have ten gallons of gasoline in the back seat, five gallons for each child. Enough said, draw your own conclusions. I was simply horrified by that very act occurring right in front of me. Nothing
is more precious than our children, all children. It is beyond anything I can fathom that anyone would fail to see the extraordinary life hazard of placing ten gallons of gasoline in the passen-ger compartment with two children.
I could not, in any sense of decency and caring, fail to kindly bring this to Grand-pa’s attention, who immediately, and I‘m cleaning this up, told me to, “Pound
Salt!” Those plastic cans had none of the fea-tures of the approved cans. For example, the spouts had only slip-on caps. The caps were like slipping a sewing thimble on the tip of your index finger. No pro-
tection of any kind that would prevent
spillage in a collision or other tip-over. I ask that everyone please understand and remember; the safety regulations we live by are, each and every one, the
result of medical statistics. Those statis-tics are often generated by dreadful events that result in dead bodies. Specif-ically, OSHA and National Fire Protection Association (NFPA) are giving us just cause and reason to live by the safety regulations generated by those morbid
statistics. Please, if you have those plastic cans
and use them to store and dispense gas-oline do this for me and for you – pur-chase the approved safety cans and use them faithfully. Destroy and dispose of
the plastic cans. Fires are terrible things and especially so when they involve gasoline. Do your part, obey the safety regulations and prosper by the improved safety you will
experience in your life, both at home and at work. If you would like Billy Ring’s assistance with your safety program or to have a safety audit, contact Carol Reubel at
888.237.9554 or via e-mail
[email protected]. Article provided by Billy Ring, an Associate Instructor.
Excellence in Leadership I will take place on Tuesdays, February 2, 9, 16, 23, March 1 & 8 8:15 a.m.—12:15 p.m. Communication Skills for Teamwork will take place on Thursday, February 4 8:30 a.m.—3:00 p.m. Delivering Performance Appraisals and Feedback will take place on Thursday, February 11 8:30 a.m.—3:00 p.m. SHRM CP/SCP Certification Preparation Program will take place on Thursdays, February 25, March 3, 10, 17, 24, 31, April 7, 14, 21, 28, May 5 & 12 5:30 p.m.—8:30 p.m. Employment Law Update and Review will take place on Wednesday, March 2 8:30 a.m.—4:30 p.m.
Human Resource Management I will take place on Thursdays, March 3, 10, 17, 24, 31, April 7, 14 & 21 8:30 a.m.—11:30 a.m. Principles of Employee Compensation will take place on Thursday, March 10 8:15 a.m.—12:15 p.m. Discipline and Discharge for Managers and Supervisors will take place on Tuesday, March 15 8:15 a.m.—12:15 p.m. Personal Assertiveness will take place on Tuesday, April 5 8:15 a.m.—12:15 p.m. Leadership Skills for Group Leaders will take place on Wednesdays, April 20, 27 & May 4 8:30 a.m.—4:00 p.m. The Art of Conflict Resolution will take place on Tuesday, April 26 8:15 a.m.—12:15 p.m.
Skill-Based Training Techniques will take place on Tuesday, February 2 8:30 a.m.—4:00 p.m. Communication Skills for Teamwork will take place on Wednesday, February 3 8:30 a.m.—3:00 p.m. Excellence in Leadership I will take place on Thursdays, February 4, 11, 18, 25, March 3 & 10 8:15 a.m.—12:15 p.m. Human Resource Management I will take place on Thursdays, February 4, 11, 18, 25, March 3, 10, 17 & 24 8:30 a.m.—11:30 a.m. SHRM CP/SCP Certification Preparation Program will take place on Tuesdays, February 9, 16, 23, March 1, 8, 15, 22, 29, April 5, 12, 19 & 26 5:30 p.m.—8:30 p.m.
Workplace Harassment Awareness and Prevention for Managers and Supervisors will take place on Thursday, February 11 8:15 a.m.—12:15 p.m. Leadership Skills for Group Leaders I will take place on Tuesdays, February 16 & 23 8:15 a.m.—3:45 p.m. FMLA Essentials will take place on Tues-days, February 23 & March 1 8:30 a.m.—11:30 a.m. Coaching Skills for Managers and Super-visors will take place on Wednesday, February 24 8:30 a.m.—3:00 p.m. Employment Law Update and Review will take place on Tuesday, March 8 8:30 a.m.—4:30 p.m. Leadership Skills for Group Leaders II will take place on Wednesdays, March 9 & 16 8:15 a.m.—3:45 p.m. Exceptional Customer Service will take place on Tuesday, March 15 8:30 a.m.—3:00 p.m. Workplace Harassment Awareness and Prevention for Non-Managerial Staff will take place on Thursday, March 17 9:00 a.m.—12:00 p.m.
Delivering Performance Appraisals and Feedback will take place on Tuesday, March 22 8:30 a.m.—3:00 p.m. How to Champion Change will take place on Tuesday, March 22 8:15 a.m.—12:15 p.m. Perfecting Your Presentation Skills will take place on Wednesdays, March 23 & 30 8:30 a.m.—3:00 p.m. OSHA 30 Hour General Industry Outreach Training will take place on Wednesdays, March 30, April 6, 13, 20 & 27 8:30 a.m.—3:30 p.m. Excellence in Leadership II will take place on Tuesdays, April 5, 12, 19, 26, May 3 & 10 8:15 a.m.—12:15 p.m.
Investigating Employee Complaints and Misconduct will take place on Wednesday, April 6 8:30 a.m.—11:30 a.m. Making the Transition to Supervisor will take place Wednesdays, April 6, 13, 20 & 27 8:15 a.m.—12:15 p.m. Interpersonal Skills Development Series will take place on Thursdays, April 7, 14, 21 & 28 8:30 a.m.—11:30 a.m. Human Resource Management II will take place on Thursdays, April 7, 14, 21, 28, May 5 & 12 8:30 a.m.—12:00 p.m. AAP Requirements will take place on Tuesday, April 12 8:30 a.m.—5:00 p.m. Principles of Employee Compensation will take place on Tuesday, April 26 8:15 a.m.—12:15 p.m.
The state of Ohio has put in play House Bill 394 to help it replenish the unemployment tax fund starting in 2017 and 2018. Here are the main issues that will affect companies as this bill works to become law.
• Ohio is only 1 of 4 states that still have a negative unemployment trust fund balance
and only California has a higher negative balance. With Federal Unemployment Tax (FUTA) increases over the last few years and continuing this year, HB Bill 394 will help ensure that Ohio is able to build a positive balance and be prepared should another recession hit.
• Ohio employers will pay higher FUTA rates than employers in every state except Con-
necticut. Instead of paying the normal rate of $42 per employee, they could pay $168 per employee in 2016.
• Ohio’s unemployment taxable wage base of $9,000 is below the national average in
most states. Some states have a UI taxable wage base as high as $40,000. The Fed-eral Government has been proposing an across the board taxable wage base increase of $15,000, so the increase proposed by this bill of $11,000 is very conservative.
• The new employer tax rate in Ohio is 2.7%. The reduction proposed by this Bill to only
1% (except for construction) is very aggressive.
• There are many provisions in this bill that will affect organizations administration of
their unemployment claims and processing. The clarification of “Just Cause” for termi-nation will be very effective in companies appealing and winning more of these UI claims. Also, the bill providing a set definition for “job abandonment” for an individual who is absent for a period of three consecutive work days without notifying the em-ployer will definitely reduce unemployment claims by the employer.
• Furthermore, the repeal of higher maximum benefit amounts for higher wage claim-
ants and dependents, enhanced fraud and detection of UI overpayments, increased work search requirements by claimants, drug testing of claimants, and proper pro-cessing of UI claims through the national online SIDES data system will also have a great effect on reducing the amount of unemployment claims allowed.
In conclusion, HB 394 is the first step in helping Ohio to start the reform of their unemploy-ment tax fund. However, now more than ever, it is important for companies to reach out to an unemployment third-party administrator like Matrix to make sure they are minimizing all costs as there will be increases, penalties, and fines if companies are not being compliant to these new procedures.
If you have any questions about this information or about how Matrix Unemployment can keep you compliant and help reduce
your unemployment claims and costs, contact Ken Kruse at 513.351.1222 or via e-mail [email protected].
Article provided by The Matrix Companies, an ERA partnered service.
Changes in the economy – as well as new generations in the workforce – have altered the employment landscape. Gone are the days of someone retiring after 40 years with the same company. Job hopping has be-come the norm, and in the war for talent, top performers are regularly being courted by the competition. Organizations need to implement new and creative ways to keep their key employees – and keep them happy. While salaries are generally staying level, more employers are focusing on bonuses as a way of rewarding employees. But traditional bonus programs may not be good enough anymore. Enter: The bonus grant. Bonus grants are different than conventional bonuses in that they are a commitment that the company makes to key employees. In-stead of earning raises and/or bonuses that are paid out annually, key employees accrue
larger bonuses over a longer period of time. The company also has the option of tailoring the program to the individual employee to provide the most appropriate benefit. While there are many advantages associat-ed with implementing a bonus grant pro-gram, following are the three most signifi-cant:
1. Retention: Most bonus programs are
paid in the year they are earned. While this may immediately inspire feelings of gratitude and loyalty, the effect quickly wears off. With bonus grants, key em-ployees are credited a certain bonus amount each year, but are not fully vested until a specific date determined by the employer (usually 5-10 years). This is a terrific way to help ensure re-tention, because if an employee leaves the company, they are walking away from the bonus account that was set up for them.
2. Flexibility: Unlike salary raises that commit employers to funds that they may not be able to spare in the future, bonus grants provide companies the flexibility to determine how much – if any – money is given to a specific em-ployee based on their individual perfor-mance, as well as the company’s per-formance that year. Employers can set a different percentage or flat rate for each employee in the program, and these numbers can vary from year to year, at the employer’s discretion.
3. Simplicity: There are different types of retention tools and tactics in the marketplace, but most are complicated and difficult to understand – for both employers and employees. A bonus grant program can be very straightfor-ward. By keeping it simple, key em-ployees will easily understand the value of the benefit being offered, and the company leadership will understand what they are committing to.
Is a bonus grant program right for your company? Here are some questions to ask when decid-ing if a bonus plan is right for your compa-ny:
Are you having issues recruiting and
retaining key employees, or com-peting with larger companies for employees at the executive level?
Do you wish to provide specialized
forms of compensation to key exec-utives or employees in lieu of mak-ing them partners or part owners in the business?
• Is your ability to offer a more robust
benefits package to high-performing employees hindered by your busi-ness’ lack of free cash flow?
If you answered ‘yes’ to any of these ques-tions, a bonus grant program is worth ex-ploring. According to a local vice president of a logistics company, he states the, " bo-nus grant program is beneficial to our com-pany. It is a simple plan, but very effective in helping us reward and retain our key em-ployees." There is some strategic planning involved in setting up a bonus grant program, but there are skilled advisors who can help your or-ganization set up and administer one. To learn more about this creative way to hold onto your best employees and setting your
company apart from the competition, con-nect with Monique Kahkonen, Director Com-pensation and Benefits Services at 888.237.9554 or [email protected].
(Continued from page 1, SHRM-CP and SHRM-SCP Certification Preparation
Course)
This certification preparation course covers four knowledge domains: Peo-ple, Organization, Workplace and Strategy as well as eight behavioral
competencies - Leadership & Naviga-tion, Ethical Practice, Business Acu-men, Relationship Management, Con-sultation, Critical Evaluation, Global & Cultural Effectiveness and Communica-tion. For more information on these new credentials visit
www.SHRMCertification.org.
This intensive 12-week program com-bines expert instruction from Monique Kahkonen, SPHR, SHRM-SCP in Cincin-nati, and Dawn Hays, Esq., SHRM-SCP
in Columbus, with the 2016 SHRM Learning System, so you will learn faster, retain more knowledge and stay on track as you prepare for the ex-am. Both Monique and Dawn attended the SHRM conference in Dallas to be-come certified instructors for this
course. For those not seeking certification, this
course provides a comprehensive and accelerated option for professional de-velopment. Participants gain a gener-alist point of view, refresh key ideas
and concepts, strengthen their under-standing of core competencies and in-crease productivity. As an added advantage, we use the SHRM Learning System, which has a
long and established track record of helping HR certification candidates beat average pass rates. It features rele-vant HR content and advanced tools that streamline study time, accelerate learning and build confidence for pass-
ing the SHRM-CP/SHRM-SCP ex-
am. The course price includes all course materials but does not cover registration for the SHRM-CP or SHRM-SCP examinations. Click here to regis-ter or for more details. Additional Information
Who should enroll:
• HR professionals qualified un-
der SHRM requirements for SHRM-CP and SHRM-SCP cer-
tification who are preparing for the exam.
Monique Kahkonen, SPHR, SHRM-SCP
• Individuals who want ad-
vanced education and training for a successful HR career.
• HR professionals wanting a
broader education or to up-date their HR knowledge.
• HR professionals who want to
enhance their marketability by
gaining current HR knowledge. Knowledge Domain Details