northern virginia shrm november 2015 newsletter

8/18/2019 Northern Virginia SHRM November 2015 Newsletter

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In This Issue

Upcoming Events

HR in the News

HR Jobs

Don't Get Stuck in the Middle

From Our Sponsor

Volunteer Opportunities

Legislative AlertHR Library

Get SHRM Certified

Upcoming Events

November 13

Training & Development SIG

Leadership Communication Skills

Speaker: Paul McMurray

Location: UVA Northern Virginia

Center

Time: 7:30am

Register Now

November 17

November Chapter Meeting

Stuck in the Middle...Communicating

Between Managemen and Your Staff

Speaker: Katherine Giacolone

Location: Tysons Corner

Time: 7:30am

Register Now

November 20

Employment Relations SIG

The Pulse

HR Jobs

Human Resources Manager, Nov 8

Director, Human Resources, Dulles, VA, Nov 8

Human Resources Director, Washington, DC, Oct 28

Director, Recruiting, Washington, DC, Oct 28

Human Resources Coordinator, Washington, DC, Oct 28

Human Resources Director, Washington, DC, Oct 28

VP of Talent, Tysons Corner, VA, Oct 28

HR Systems Analyst, Reston, VA, Oct 16

Human Resources Generalist, Arlington, VA, Oct 16

HR Specialist, Reston, VA, Oct 14

Read More

When your boss pushes the panic button . . .

How do you respond, so you don't get stuck in

the middle?

This article is brought to you by Katharine Giacalone, a leadership

consultant and coach and author of Oops! I'm The Manager!

All too often we have conflicting work priorities. We're all

workin HR Professionals with dail tasks that have to et

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2/7

The 'Real Deal' on Form I-9 and Its

Companion...E-Verify

Speaker: Dave Basham


Time: 8:00am

Register Now

December 8

December Chapter Meeting

The Metrics of HRM

Speaker: Dr. Mel Schnapper


Time: 5:30pm

Register Now

HR in the News

With New Site, Google Makes Public

Many of Its Internal HR Tactics -

Washington Post

3 HR Trends That Are Becoming

Best Practices - Entreprenuer

What Will That Next Discrimination

Charge Cost You? - HRMorning

Human Resources, Your Days Are

Numbered - Huffington Post

Our Sponsors

done and new assignments that come and go. We don't have

a whole lot of room for organizational emergencies or pop-up

projects!

But the emergencies and pop-ups are going to come, and the boss is likely to push th

panic button. Let's face it, the world changes on a dime these days, so many times o

bosses are reacting to their bosses' requests-and you know what happens in a chain

reaction! We've all been guilty of pushing the panic button during some phase of our

lives-but why!?

Peacemaker bosses push the panic button because they fear not all the

stakeholders got a chance to give input or feedback to a project.

Organizer bosses push the panic button when they don't see deliverables and

think the staff isn't getting the work done.

Revolutionary bosses push the panic button because they don't think the staf

working fast enough.

Steamroller bosses push the panic button when they don't see cars in the

parking lot on a weekend; they translate that as not demonstrating a passion fo

the work or the organization.

So when the dust settles and the latest crisis has receded, we should reflect on how w

manage ourselves after the boss pushes the panic button; and of course, we manage

those cues differently:

Peacemakers - try not to panic, . . . but sometimes you're like a swan above th

water while your feet are moving super-fast below the water!

Organizers - immediately try to figure out how to "fit in" the new work to your

already impossible workload!

Revolutionaries - shift gears and get people to follow in your wake; other thingmight get skipped over, but oh well!

Steamrollers - question the panic, i.e., "What's the urgency?"

As HR Professionals we have to learn how not to perpetuate the mania in the

organization, without getting stuck in the middle. We have to coach managers and he

them translate what bosses ask them to do into sound bites for the staff so no one run

out the front door screaming! Here are some ideas about how you can coach manag

to engage a staffer before they hit the panic button (and they will)!

Working with Peacemakers - the manager should make a personal phone call

visit to explain the situation and ask for their help and support.

Working with Organizers - the manager should know that they already have a

on their plate, and help the Organizer figure out where the new work should go

the queue.

Working with Revolutionaries - the manager should tell them to stop doing on

thing, and immediately start to do another.

Working with Steamrollers - the manager should make them know that their

contribution will be invaluable to the new project that just came up and that they

need their expertise.

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2015 Board Members

Mimi Shieh, PHR

President

Michelle Cleavenger, SPHR

President-Elect

Sharifa Gomez, PHR, SHRM-CP,

CHRL

Executive Director

Megan Sacco, PHR

Co-VP, Programs

So the next time anyone decides to push the panic button, identify the communication

strategy before you panic. Stop, think and select the words that will motivate your bos

managers or staff into action. If you craft your message before you speak, you're mo

likely to create goodwill and the work is far more likely to get done! How simple is that

To hear more, join us on November 17 at the Northern Virginia SHRM Chapter

meeting .

From Our Sponsor: Marymount University

Volunteer for Northern Virginia SHRM

The Northern Virginia SHRM Chapter offers all members the opportunity to grow

professionally and network informally with fellow Chapter members by volunteering wi

the Board, participating in standing committees, and/or assisting with special

projects. Volunteer involvement with NOVA SHRM entails both short- and long-term

commitments on a variety of assignments, requiring varying amounts of time, depend

on your schedule and availability. Join a fun, vibrant group and let us know if you are

looking for opportunities to contribute!

We are recruiting for the following board positions:

Vice President, Professional Development

Career CoordinatorPresident-ElectTreasurerLeader, Strategic PlanningVice President, CertificationNewsletter EditorUniversity Relations CoordinatorVice President, DiversityLeader, Community RelationsDirector, Shrm Foundation

Click here for job descriptions and more information.

Interested in applying? If you've got the talent and interest to succeed in any of theseroles, lease send our resume and brief statement of interest to Sharifa Gomez,

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4/7

Edie Freeman, SPHR

Co-VP, Programs

Mary Kitson, PHR

VP, Mentoring

Lawrence Postol

VP, Legislative Affairs

Jennifer Djouadi, SPHR, SHRM-SCP

Co-VP, Special Interest Groups

Ronda Hetterson, SPHR

Co-VP, Special Interest Groups

Brian Diemar, GBDS

VP, Marketing & Public Relations

Nancy Bonnafe-Riegle, PHR

Treasurer

Sharifa Gomez, PHR, CHRP

Director

Executive Director at [email protected].

Legislative Alert

This Legislative Alert is brought to you by Lawrence P. Postol, Vice President

for Legislative Affairs, NOVA SHRM, and Partner at Seyfarth Shaw, LLP.

Veterans Rights; Employer ACA Reporting Obligations; E-Verify

Veterans Rights

I am writing this article on Veterans Day, and in addition to reflecting on the pr

of freedom, it is a good day for HR to reflect on the rights of Veterans. Vetera

Day initially was conceived as a day to commemorate the end of World War I

and has evolved into an annual celebration to honor those who have served

the U.S. Armed Forces.

Employers should always be aware of their obligations under the Uniformed

Services Employment and Reemployment Act ("USERRA"), which both protects

the job rights of individuals who "voluntarily or involuntarily leave employment

positions to undertake military service or certain types of service in the Nation

Disaster Medical System" and "prohibits employers from discriminating against

past and present members of the uniformed services, and applicants to the

uniformed services." This legislation covers ALL employers, and gives employe

a nearly absolute right to take a leave of absence for military service. Upon

returning from USERRA leave, employees are entitled to job restoration under

complicated reemployment scheme called the "escalator principle." Under this

principle, "each returning service member [must] be reemployed in the positio

the person would have occupied with reasonable certainty if the person had

remained continuously employed, with full seniority."

The Family and Medical Leave Act ("FMLA"), another federal statute, contains

Military Family leave provisions that were added to the FMLA in 2008. These

provisions cover "Qualifying Exigency Leave," which cover "any qualifying

exigency...arising out of the fact that the spouse, or a son, daughter, or paren

of the employee is on active duty (or has been notified of an impending call o

order to active duty) in the Armed Forces in support of a contingency operatio

and "Military Caregiver Leave," which permits up to 26 workweeks of unpaid

leave during a single 12-month period to care for an injured or seriously ill

service member of veteran.

In addition to USERRA and the FMLA, which are federal statutes, a number of

states, such as California and Illinois, have laws protecting employees who ar

or were members of the armed forces.

Read More

http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuAFjEQGOp8ldgF6_qNk_lMFxofVdbmOgkVCvGezuo7RQCTzhEoFW590hi45jAgDQVJAvfqir8RQXPAfoYxYeJf1CLS9A7zgBZhF1jdcfiOtK9c7CB4eyNYLLV1dcGW325ona7dhobEXcigIKK6vhc5M=&c=&ch=mailto:[email protected]:[email protected]://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuDDkFPVmGWRlF_xow_8uH4Og5MgMRqCMTkFrLAH8SwNp_9UL5CY35vz-3wR5cAUWZWdoGgp2TDAIsslhl-6BN8diFk4x7zxB0tza9ZyX3BJGNZ6kQlAv1a7MVhIazLxHr33VepDlRtMo&c=&ch=mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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Emily Dorsey

Secretary

Jennifer Zanone

Director, SHRM Foundation

Keisha Morton

VP, Membership

Renae Barlieb

Social Media Strategist

Danielle Tope, PHR

University Relations Coordinator

Drema McCoy, PHRNewsletter Editor

Mizzou Resignations Raise Question: What Might HR Have Done Differently?

Complaints of racial discrimination, few faculty of color, persisted for months

The resignations of University of Missouri System President Tim Wolfe and Chancello

R. Bowen Loftin-following complaints that they failed to address racial discrimination o

students and to hire more faculty of color-raises the question of how HR professionals

should try to avert similar crises at their own organizations.

Both announced their resignations Nov. 9, 2015, after student groups pressed for

their departures, one student went on a hunger strike, black student football players

threatened a boycott of future games, and the university's faculty planned a walkout-

which may still happen-to press for more diversity in hiring and curricula.

The university's HR department referred SHRM Online to the school's chief spokesm

John Fougere. Fougere did not reply to a phone call or e-mail.

Experts said that when staff and students are as disillusioned as those at the Universi

of Missouri, it's HR's responsibility to report problems to an organization's leaders.

"If my HR director doesn't come to my door and say 'You've got to do something,' the

not worth anything to me," said Howard Ross, a diversity training consultant and autho

of Everyday Bias (Rowman & Littlefield, 2014). "Some of this is the responsibility of th

[university] leaders, but it's also the responsibility of the HR director. HR's job is to be

willing to shake the trees and rattle the fences and do whatever is needed to get [a

leader's] attention."

In his resignation speech, Wolfe used terms that many HR professionals employ whe

suggesting how to calm friction between an organization and its employees.

Read More

Expect More Pay Protests Leading Up to Election

The Fight for $15 protests in 500 cities on Nov. 9, 2015, aren't confined anymore to th

fast-food industry, noted Steven Bernstein, an attorney with Fisher & Phillips in Tampa

Fla., who indicated that it's imperative managers don't overreact.

"They are part of a broader initiative by unions. Some will target retailers during the

holiday season," he predicted. Other targeted industries include child care, home heal

convenience stores and universities, Bernstein observed.

Strikes in 270 cities continue to target fast-food restaurants, however-the original targe

the periodic Fight for $15 strikes that originated three years ago.

But the strikes this time will culminate in protests outside 500 city halls one year from

Election Day and will be more inclusive. In addition, auto parts workers, farmworkers,

grocery clerks, package delivery drivers, nursing home workers and others will show

http://r20.rs6.net/tn.jsp?f=001y1ltD-1ldJDzDiVwNHG-Es5HooYJqU2RTJRjSvwn_LiyjeQXwVNZuMJQGJ6MWZhwrHCc0ZUZEy2ChwrYzKxawr4eLBEo5T7Tbv7QAfPwp0DRYCRczmbmApzRMSwhkXYdySp9HDtcgGS0whpQlgf2NFRs79WQZEX7IUDdZBrdnJAPhav9XZLHKpozZ2MbSb6hgc7qJzuXwFmqSmQY43qkBEm2DoymCfaJ3IBKIcXQ1Ryr4CDPujuxjBbEH57YkAyjkJMeypsoRJXnqC2suejL_nSPLflKo8xyZuLQOGu2VCU3kc1yqqIbfMQKjSA_Lt91QWmwa5M6q3AjERyr5pZ8vNYtpMNH_tGO8XE-WSnLZFw5mXH0yOErDszYkdb7FUdDlIIAUHwNDPl3YFxhYkzHiKafDK9qfAUW8_bI0QsQru7wseNnL20sR_AgLVd-T69Vbfh2FCrf_l0=&c=&ch=mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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their support for the Fight for $15 at hundreds of additional rallies across the country.

The protests are being billed by organizers as a way to engage the roughly 64 million

Americans, or 46 percent of the workforce being paid less than $15 per hour.

"The Fight for $15 has shown it can influence the politics around wages and the

economy," said Neera Tanden, president of the Center for American Progress, a

progressive think tank, in a release. "This movement is creating a new voting bloc that

frankly has too often been ignored by the political process."

At the local level, the protests have enjoyed some success, as cities such as Los

Angeles and New York City have enacted laws to eventually raise pay to $15 per hou

And the Democratic National Committee voted in August to make $15 an hour an offic

part of its 2016 platform.

Read More

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To help support your certification goals, if you earn your SHRM-CP or SHRM-SCP

certification in 2015, NOVA SHRM will provide a $75 rebate to offset your exam costs

when you complete and submit this form. Take advantage of this exclusive offer as a

friend of NOVA SHRM, and let us know when you get certified!

I hope you enjoyed the latest edition of our monthly newsletter. Please contact me at

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Sincerely,

Drema McCoy

Newsletter Editor

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northern virginia shrm november 2015 newsletter

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