february 2019 twin tiers hr times - society for human ... 2019.pdf · view and resume support,...
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2019 HRATT
Current
members: 84
SHRM 33
members: (39%)
Certified 21
members: (25%)
February 2019
Twin Tiers HR Times
President’s Report
Happy 2019 Everyone! I am excited to say that we are off to great start in 2019 and I am looking for-
ward to continuing as the HRATT President in 2019.
We have a full calendar of events planned in 2019 and continue to look for feedback from our mem-
bership in surveys and face-to-face communication to improve our meetings and future topics. The
board is currently in the process of planning and scheduling the 2019 HRATT Conference in mid to
late October 2019. Feedback on any of our sessions is welcome.
If you are interested in volunteering for a board position or assisting with the conference, let us know.
Our chapter continues to look for opportunities to grow and evolve with new members and partner
with surrounding chapters to support their upcoming full-day conferences and communicate infor-
mation about the certification preparation course at Elmira College.
Our board met in early January to review 2018 successes and opportunities for improvement, while
beginning our strategic planning process for 2019. The board plans on meeting in late February or
early March to work through our 2019 initiatives and goals. More to come on the strategic planning
session and 2019 initiatives.
We look to you, our members to continue to engage in events, referring potential members and spon-
sors, responding to surveys, providing feedback to our board on how we can continue to be a great
SHRM chapter and continue the legacy of HRATT over the past 36-years.
Besides the conference in late 2019, the HRATT board is involved with local VA’s, offering mock inter-
view and resume support, planning fall 2019 sip and paint SHRM foundation event and a fall 2019 stu-
dent roundtable/networking event with Elmira College, Mansfield University, Ithaca College and Cor-
nell University.
I also want to thank our Web Chair, Michael McCormick, he has done a tremendous job updating the
HRATT website and adding archived information. If you have not been on the site lately, here is the
link: https://hratt.shrm.org/
I look forward to seeing all of you at 2019 HRATT events.
Matthew W. Burr
HRATT President
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New Year’s Resolution to Stay in Shape?
Variety and enjoyment are keys to motivation when developing a good habit, right? Here is a wonderful
way to accomplish both! Try the challenge of participating in mock interviews with middle school and/or
high school students. You’ll be amazed at how wonderful you will feel - positive about the future and giving
back to the community through a meaningful experience for youth.
For most students, the mock interview program is their first introduction to an interview. This is an op-
portunity to help students practice the skills needed for successful interviewing - the very skills that you
wish for in your own candidates. Help explain why a strong entrance, good handshake, and eye contact
matter. Share how every interview question can be confidently answered using their own experiences,
sharing their strengths, highlighting their character. Help students see that their goals are important and
listen to the vision of the next generation.
We would love your support with mock interviews:
Wednesday, March 20th at Horseheads Middle School for 8th grade students, times available throughout
the day
Wednesday, April 3rd at Sayre Area Schools for high school seniors, a.m. only
For those seeing the difference a bit of a change in a workout makes, there are many more opportunities
this upcoming spring to be a classroom speaker - sharing your knowledge about interviewing, applications,
and resumes - or to present at a career day about your profession or your business or participate in a Mad
City Money or high school job fair. We’ll find the right challenge for you!
One more key to making a fitness habit stick, put it on your calendar. As a result, you’ll be pleasantly
pleased with your new and enhanced workforce readiness shape.
Together we build a bridge between business and education, transitioning learners to employment, creating
a successful and ready workforce for our community. To find out more about these and more upcoming
opportunities to volunteer, please contact us at Career Development Council, (607)795-5320, or
[email protected], and follow us on Facebook, Twitter, and LinkedIn.
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Legal Update Matt Sharpe
Gender identity and gender expression will now be protected under New York State's anti-discrimination
law. Governor Andrew Cuomo signed the Gender Expression Non-Discrimination Act (GENDA) into law
on January 25, 2019.
GENDA prohibits discrimination based on gender identity or expression. The law defines gender identity or
expression as a person’s actual or perceived gender-related identity, appearance, behavior, expression, or
other gender-related characteristic regardless of the sex assigned to that person at birth, including, but not
limited to, the status of being transgender.
The New York State Division of Human Rights adopted regulations in 2016 banning discrimination and har-
assment on the bases of gender identity, gender dysphoria, and transgender status (see 9 NYCRR §466.13).
GENDA now classifies those protections as law.
Beyond employment discrimination, GENDA also prohibits discrimination in housing, education, and public
accommodations, among others, based on gender identity or expression. Moreover, GENDA amends New
York State Penal Law and Criminal Procedure to classify certain offenses related to gender identity or ex-
pression as hate crimes.
Most of GENDA becomes effective 30 days after Governor Cuomo's signature. However, the provisions
amending the state's penal code and criminal procedure will not be effective until November 1, 2019.
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2019 MONTHLY MEETINGS
JANUARY 17TH –Diversity / Leadership
Speaker: Maina Dhital 11:45 am – 2:00 pm at Tag’s
Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
FEBRUARY 14TH – Financial 11:45 am – 2:00 pm at Tag’s
Speaker: Ryken Ruuspakka Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
MARCH 14TH – Compensation or Foreign Ee’s/Immigration Laws
1:45 am – 2:00 pm at Tag’s
Speaker: Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
APRIL 11TH – Law Update (Marijuana in the workplace) 11:45 am – 2:00 pm at Tag’s
Speaker: Michael Sciotti, Esq. Lunch Included
Partner at Barclay Damon, LLP
HRCI & SHRM Credits: 1.5 General Credits
MAY 9TH – Understanding & Responding Effectively to Workplace Conflict
Speaker: Franci Saunders 11:45 am – 2:00 pm at Tag’s
CDRC Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
JUNE 13th – Sexual Harassment and NYS Training Requirements
Speaker: Sarah Marche 11:45 am – 2:00 pm at Tag’s
Leadership Logic Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
JULY 11th – Employment Law 3:30 pm – 6:00 pm at Tag’s
Speaker: Legal Presenter TBD Hearty appetizers and non-alcoholic
beverages on us!
HRCI & SHRM Credits: 1.5 General Credits
***SUMMER SOCIAL FOLLOWING PROGRAM***
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SHRM FOUNDATION NEWS
Your support of the SHRM Foundation in 2018 has qualified your chapter to be a 2018 SHRM Foundation Chapter Champion!
Your chapter received this honor because you completed all three SHRM Foundation activities outlined in the 2018 SHAPE
workbook (section 2, #6):
1. Make a donation to the SHRM Foundation from chapter funds
2. Host a fundraising event to benefit the SHRM Foundation
3. Conduct a leadership campaign
Every gift we received, including donations from your chapter and members, will be used to deliver 300+ scholarships in 2018
and continue our work to engage and integrate military veterans in the workplace. Additionally, your contributions supported
the launch of our Veterans at Work Certificate, a program developed for HR professionals to help them better understand the
value veterans bring to the workplace and how to engage and integrate veterans in their organization.
We are proud to award you the SHRM Foundation Champion badge, which you can add to your website, share during your up-
coming meeting, or include in your chapter’s newsletter. Please see your electronic badge attached to this email.
Again – THANK YOU for making a difference in the lives of HR professionals.
Best,
Alie & the SHRM Foundation team
AUGUST – NO PROGRAM
SEPTEMBER 12th – Recruiting/Retention 1:45 am – 2:00 pm at Tag’s
Speaker: Dan Mori Lunch Included
HRCI & SHRM Credits: 1.5 General Credits
OCTOBER 10th – Diversity / Leadership 11:45 am – 2:00 pm at Tag’s
Speaker: Judith Rowe Lunch Included
HRCI & SHRM Credits: Undetermined at this time
NOVEMBER 7th – Preparing for NYS Increases to Minimum Wage, Salary Threshold and Pay Com-
pression.
11:45 am – 2:00 pm at Tag’s
Speaker: Betty Richardson Lunch Included
HRCI & SHRM Credits:
DECEMBER 12th – Member Appreciation Lunch 11:45 am – 1:00 pm at Tag’s
Free to members joining for 2020 Lunch Included
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See sponsorship opportunities outlined below-
Level Description Sponsorship
Plati-
num Exclusive sponsorship of our most popular event – the membership recognition lunch-
eon held in December. This sponsorship level entitles you to:
Acknowledgement at the start of the meeting by HRATT Board Member.
Five (5) minute engagement of membership audience.
Distribution of materials to attendees (must be provided and approved in advance by
HRATT)
Logo recognition in email blasts to membership.
A display table available to attendees.
A half-page of space in our bi-monthly newsletter for three (3) consecutive publica-
tions.
One free annual membership to HRATT.
$500
Gold A featured sponsor for a monthly meeting will receive:
Acknowledgement at the start of the meeting by HRATT Board Member.
Five (5) minute engagement of membership audience.
Logo recognition in email blasts to membership.
A display table available to attendees.
50% off of one annual membership to HRATT.
$300
Silver Reach more members through newsletter and website sponsorship. This sponsorship
level entitles you to:
A half page of space in our bi-monthly newsletter for three (3) consecutive publica-
tions.
Recognition of sponsorship (logo display) with link to sponsor’s chosen web portal
association website for six (6) months.
25% off of one annual membership to HRATT.
$250
Bronze Sponsor a monthly meeting to increase exposure of your product or service to our
membership. This sponsorship level will entitle you to:
Acknowledgement at the start of the meeting by HRATT Board Member.
$200
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What can we learn about Diversity and Inclusion from our
Emerging Workforce - Gen Z
For many of us, this time of year is about closing out our books, taking down our holiday decorations and
praying for warmer weather. If you might be a parent, it can also be a time of extreme anxiety and frustra-
tion about college applications and financial aid. I never imagined, however, that this time of year would ac-
tually yield one of my most valuable lessons about Diversity and Inclusion. My daughter, Zoë, is a senior
this year and we have spent many late nights penning the applications for the colleges/universities which she
was applying for. One of the essays she had to write was “what are your thoughts about Diversity & Inclu-
sion?” Mind you, the diversity theme was present across a wide spectrum of colleges, including West Point,
Florida State, Oregon, and American University.
This raised a critical question in my mind… If these are the questions being asked of our students, how will
we address them as they enter the workforce in 4 short years? To the Generation Z (defined as those
born between 1995 and 2012), Diversity & Inclusion are table stakes; it is not a differentiator for your busi-
ness, these students are simply mystified if it does not exist.
So, let’s go back to Zoë’s essay. Here are a few key bullets from her writing which struck me:
Communication is a key aspect of creating strong relationships with other people. By being able to speak with
others about my experiences and listening to their stories, I feel that I can help break down the barriers of
unfamiliarity and insecurity; creating a more supportive and inclusive environment. Through this type of
community, diversity has the opportunity to flourish.
By having a group of people who all have had different experiences and varying ideas, in contrast to a group of
only all like-minded people, a problem can be more thoroughly evaluated from all angles and a more effec-
tive solution can ensue because of those differing ideas.
I realized that my kids are growing up in an environment that is already diverse. In my mind, I was stunned
to find that a seventeen-year-old is able to articulate a view of Diversity & Inclusion in such a way that For-
tune 500 companies are only now striving to achieve. However, my daughter and her generational peers
are already viewing the world through a lens that reflects our “desired end state.”
By reading my daughter’s essay, I realized that I will need to incorporate Gen Z’s philosophies and attitudes
into my own strategic efforts if my D&I efforts have any chance of success over the next five years. In that
spirit, below please find some statistics that bolster that claim:
Did you know that by, 2020, Gen Z will account for 36% of the workforce?
Gen Z’s attitudes towards work are much more aligned with those of Gen X than the Millennials that
preceded them:
They’re confident and self-guided, comfortable with motivating themselves. More than any other
generation before them, they’re confident in their ability to figure things out on their own.
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Diversity and Inclusion continued:
“Their goal is not simply economic security,” says Dr. James Emery White, author of Meet Genera-
tion Z. “They are marked by a strong sense of wanting to make a difference and thinking that
they can. They want to be social entrepreneurs.”1
Gen Z has more in common with generational peers in different countries than they do with people
older than them in their own country.
While more focused on financial stability than Millennials, they nonetheless want a voice, in-
cluding a sense of entrepreneurship, the ability to connect their jobs to social impact will
remain a priority for generation Z as it has been for millennials, and employee volunteer
and giving programs will continue to be creative tools for strengthening teams, skills and
leadership.
Despite never knowing a world that was not digital, face-to-face communication is their preferred
method of communication.
Millennials were largely raised in a world where they felt like spectators. Gen Z holds the belief that
they are global participants and capable of enacting change.
So the message is clear for those of us that are responsible for human capital in our companies. If we are
going to successfully attract and retain this talent, we need to get our house in order – and do so quickly.
This is not just about building a business case for D&I anymore; your business could very well find itself at a
distinct disadvantage if we have not incorporated these philosophies into the business culture. Our next
wave of employees are not the Millennials we have been courting and trying to respond to for 20+ years.
This generation has the expectation that Diversity & Inclusion at their future employer can be assumed.
They simply will not accept anything we have to offer without this value in our companies. D&I is a core
value that is a part of their DNA.
1https://relevantmagazine.com/issues/issue-94/4-things-millennials-can-learn-from-gen-z/
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The Human Resource
Association of the Twin Tiers
P.O. Box 904
Elmira, New York 14902
President Matthew Burr [email protected]
President-Elect Megan Miyazato [email protected]
Past President Sharon Swartz [email protected]
Membership Director Sarah Hammer [email protected]
Treasurer Pamela Burns [email protected]
Secretary /Newsletter Sue Ann Kirkum [email protected]
Webmaster Michael McCormick [email protected]
Government Affairs Chair Matthew Sharpe [email protected]
Certification Chair Laura Acuto [email protected]
Marketing Director Sean Lukasik [email protected]
Diversity Director Meredith Dessoye [email protected]
WF Readiness Advocate Susan Pawlak [email protected]
Registration Chair Megan Fewkes [email protected]
SHRM Foundation Director Stacy Gabel [email protected]
College Relations Laurel Eschbach [email protected]
The Human Resources Association of the Twin Tiers (HRATT) is an organization for human re-
source professionals from the private and public sectors who daily deal with personnel matters,
wage and salary administration, labor relations and other aspects of human resource management.
HRATT serves the Twin Tiers including the counties of Chemung, Steuben and Schuyler in New
York, and Bradford and Tioga counties in Pennsylvania.
HRATT meets on the 2nd Thursday of the month in the Elmira-Corning area. Meetings usually al-
ternate between breakfast and lunch unless otherwise indicated, except July and August. On the
months where a holiday is involved in the week, we move the meeting to the 3rd Thursday of the
month.
Goals
1. Provide the members a means for exchange of information on area HR practices & challenges.
2. Further members’ professional development and education.
3. Develop & publish a survey of wage/salary & HR practices in the area.
4. Enhance the area’s labor relations image.
Benefits of HRATT Membership
Monthly meetings dealing with local and national HR issues.
Professional speakers covering current HR topics.
HRATT Membership Directory.
Networking with local HR professionals.
Opportunities for professional and personal growth.
The Association
V IS IT US O N TH E WEB:
W W W. HR ATT. O RG
2019 HRATT Officers
Annual Dues:
Membership Plus - $215 –
Pay one price, attend meetings
all year.
Regular Membership - $55
Retired Life Membership - $50
Full Time Student Member -
ship $25
Monthly Meeting Fees:
Members - $25
Non-Members - $30
Students - $15
RSVP to:
***No shows (without cancelling)
will be charged the monthly meet-
ing fee.