In This IssueUpcoming EventsHR in the News

HR JobsBuilding a Coaching Culture

From Our SponsorNorthern Virginia SHRM Anniversary

EventLegislative AlertDay on the Hill

HR LibraryGet SHRM Certified

Upcoming Events

October 28New Member OrientationLocation: Tysons CornerTime: 4:00pmRegister Now

October 28October Chapter MeetingTransforming Organizational CultureThrough CoachingSpeaker: Virginia Bianco-MathisLocation: Tysons CornerTime: 5:30pmRegister Now

November 4Northern Virginia SHRM Day on theHillTime: 10:00am - 4:30pm

The PulseHR Jobs

HR Systems Analyst, Reston, VA, Oct 16

Human Resources Generalist, Arlington, VA, Oct 16

HR Specialist, Reston, VA, Oct 14

HR Manager, Washington, DC, Oct 9

Senior Talent Acquisition Recruiter, Herndon, VA, Oct 9

Recruiter, Northeastern and Mid-Atlantic Region, Oct 9

Human Resources Generalist, Oakton, VA, Oct 7

Federal Human Capital Consultant, Washington, DC, Oct 5

Human Resources Manager, Washington, DC, Sep 28

Human Resources Manager, Alexandria, VA, Sep 27

HR Generalist, Alexandria, VA, Sep 22 Read More

Building a Coaching Culture

This article is brought to you by Virginia Bianco-Mathis, Professor in theSchool of Business, Department Chair of Management and MarketingPrograms, at Marymount University. It is excerpted from draft writings of herupcoming book, Building a Coaching Culture.

Two years ago, my colleague and I completed a pilot of a

Time: 10:00am - 4:30pmE-mail lpostol@seyfarth.com toregister

November 6Compensation & Benefits SIGStrategic Retirement Plan DesignSpeaker: Rose Price and Daniel LashLocation: Wolf Trap Center forEducationTime: 8:00amRegister Now

November 13Training & Development SIGLeadership Communication SkillsSpeaker: Paul McMurrayLocation: UVA Northern VirginiaCenterTime: 7:30amRegister Now

November 17November Chapter MeetingStuck in the Middle...CommunicatingBetween Managemen and Your StaffSpeaker: Katherine GiacoloneLocation: Tysons CornerTime: 7:30amRegister Now

December 8December Chapter MeetingThe Metrics of HRMSpeaker: Dr. Mel SchnapperLocation: Tysons CornerTime: 5:30pmRegister Now

HR in the NewsHow Many Comments Did DOL's

Overtime Proposal Generate? - HRMorning

'Is There Time?' Is Not the Right

Two years ago, my colleague and I completed a pilot of aspecial coaching program with a major international law firm.We were collating the measurement data and found ourselvesmarveling at the incredible results. The "ripple effect" of the program went well beyondour expectations and those of the client. So what happened here? Why was it sosuccessful?

What we did for the law firm was to create an internal cadre of coaches through a one-day "coaching boot camp." These coaches were top partners in the firm who took a dayoff from their endless clients and court cases to learn basic coaching skills. Armed withjob aids, guidelines, sample scenarios (both written and video), and a "master coach" tocall on every month, each attorney took on two coachees for 8 months. The followingyear, the program was geographically expanded and 8 more coaches were trained. Thethird year, 8 more coaches were trained and an additional format-team coaching-wasadded to the repertoire. By the third year, some of the coachees became coaches; andwith team coaching, the entire "coaching mindset" spread throughout the firm.

The study measurement data surfaced the following benefits: younger attorneys beganbringing in clients earlier; the branding and public image of the firm rose because of anincrease in publications; junior attorneys shared that they felt acknowledged and heard;and senior attorneys began giving more frequent and balanced feedback. And here wasthe kicker: both junior and senior attorneys said they found themselves using thecoaching skills in other parts of their lives, including how they interacted with clients. Inone case, a client asked to only work with a particular "coaching" attorney because "theway he interacts with us is very energizing."What happened here? Basically, the coaching intervention became the catalyst for amajor organization development effort. The culture changed. The language and tools ofcoaching-dialogue, powerful questions, advocacy, inquiry, global listening, personalaccountability, action plans, and outcome tracking-became common place in thehallways and behind closed doors. Confronting sensitive issues, getting to the reasoningbehind opinions and actions, and "reaching higher levels of understanding" led toincreased problem solving and the attainment of higher levels of performance. With juniorattorneys becoming more productive and engaged, the entire firm experienced growthand leadership at every level. Indeed, hidden potential was explosively released(Transforming Organizational Culture through Coaching, T&D Journal, 2014).

Thus, the next question was, "How do we package this? How do we help otherorganizations gain this advantage?"

With an emphasis on "a total systems approach towards coaching," the benefit of

"everybody within an organization becoming a coach" began to take shape. When moreand more people within an organization adopt coaching skills, the language of the entireorganization begins to change-and this positively affects daily behaviors andconversations, problem solving, strategic thinking, personal growth, action planningtowards defined measures, and mutual support. Basically, the concept of "everyonegiving each other feedback in a meaningful and actionable way" becomes a norm and notsomething that is done stressfully during a once-a-year performance appraisal.Furthermore, sharing insights to further higher performance becomes acceptable andexpected at all levels-up, down, and across. All employees have permission to askquestions to further learning.

'Is There Time?' Is Not the RightQuestion to Ask - Workforce.com

In Focus: A Life Without E-mail atWork? - SHRM.org

Sick Day Excuses: GrandmaPoisoned Me, the Doctor Prescribed

the Beach - SHRM.org

Our Sponsors

2015 Board Members

questions to further learning.

Think about this a minute. Think of the possibilities when everyone in a company isworking and interacting with this mindset. With such an approach where everyone isencouraged to practice "being direct with care," co-workers, bosses, subordinates, andleaders begin to treat one another with respect, honesty, and-as ironic as it sounds-aspeople, not objects. We all know what it feels like to be ordered, ignored, dismissed,mandated, or pushed around. Our humanity takes a back seat. The continued practice ofthe skills explained above begins to shape attitudes and behaviors. Role modeling fromkey stakeholders and peer pressure pushes the fence sitters over. Dissenters who fearthe change tend to leave. Strategic and financial goals are reached. In two years, aculture can transform.

Now, one thing that you might be thinking at this point in your reading is, "Okay, soundsgood. But how do you make sure this is sustained and doesn't become a one-shot dealthat quickly dissipates over time?" As we learned with our law firm, the organization must"hardwire" the new behaviors by instituting support structures on a continuous basis.This can range from adding group coaching, encouraging "peer coaching pairs,"assigning a coach to every new employee for 6 months, assigning a coach to everynewly promoted employee (no matter what level), offering coaching refresher courses (inperson and on line) on a regular basis to keep the "language of coaching" alive, providingperiodic "You Tube Coaching Examples" with real employees volunteering to share theirsuccesses, inserting coaching objectives into every performance evaluation, institutingcoaching into every management and leadership learning activity-and on and on.

To hear more, join us on October 28 at the Northern Virginia SHRM Chaptermeeting.

From Our Sponsor: Marymount University

Mimi Shieh, PHR

President

Michelle Cleavenger, SPHR

President-Elect

Sharifa Gomez, PHR, SHRM-CP,

CHRLExecutive Director

Megan Sacco, PHR

Co-VP, Programs

Edie Freeman, SPHR

Co-VP, Programs

Mary Kitson, PHRVP, Mentoring

Lawrence Postol

VP, Legislative Affairs

Jennifer Djouadi, SPHR, SHRM-SCP

Co-VP, Special Interest Groups

Save the Date: Northern Virginia SHRMAnniversary and Networking EventCome help us celebrate the 36th anniversary of Northern Virginia SHRM whilesupporting a worthy cause! Northern Virginia SHRM will be hosting a very special event,in celebration of our anniversary while benefitting the SHRM Foundation.

Registration proceeds of $20 per person go entirely towards the foundation.The SHRMFoundation focuses on advancing HR, education and scholarships through strategicthough leadership, innovative research grants, and educational resources. We would liketo give special thanks to Cornerstone OnDemand for their sponsorship of theanniversary fundraiser.

We hope you can join us in this wonderful way to celebrate our anniversary, network withfriends, and support The SHRM Foundation on behalf of NOVA SHRM.

For more information or to register, click here.

Legislative AlertThis Legislative Alert is brought to you by Lawrence P. Postol, Vice Presidentfor Legislative Affairs, NOVA SHRM, and Partner at Seyfarth Shaw, LLP.

DC Paid Family and Medical Leave Proposal; Department ofJustice Focuses on Individual Criminal Accountability; SecondCircuit Creates Split Regarding Definition of WhistleblowerUnder Dodd-Frank's Anti-Retaliation Provisions

DC Proposed Universal Paid Leave Act of 2015

The District of Columbia Council has before it proposed legislation which would provideup to 16 weeks of paid leave, and the payment would be up 100% of employee's wagesup to $1,000 a week, and 50% of wages over $1,000 a week, up to a maximum paymentof $3,000 a week. The District of Columbia government would pay this benefit and thentax employers to fund the payments. While this type of program is not unheard of -California has a similar program although it just covers disabilities, and it soundswonderfully humanitarian, there are two major problems.

First, the FMLA program is already subject to incredible abuse. A doctor signs a noteand says the worker is sick and there is no means for an employer to practically andeffective challenge the absence. Many employees abuse FMLA and they are not evengetting paid for the time off. What do you think will happen when the employees canreceived 100% pay, and not come to work. Even workers' compensation only pays66% of wages, and with a maximum benefit less than half of $3,000. Second, there isno way the government will effective run this program, it will be an incredible giveawayprogram - giving away someone else's money without the slightest oversight of anykind. This will mean two problems for DC employers - a significant increased tax

Ronda Hetterson, SPHRCo-VP, Special Interest Groups

Brian Diemar, GBDS

VP, Marketing & Public Relations

Nancy Bonnafe-Riegle, PHR

Treasurer

Sharifa Gomez, PHR, CHRPDirector

Emily Dorsey

Secretary

Jennifer Zanone

Director, SHRM Foundation

Keisha Morton

VP, Membership

Renae Barlieb

Social Media Strategist

kind. This will mean two problems for DC employers - a significant increased taxburden to fund the program, and a lot of employees not coming to work. It is hard to runa business, when a worker can effectively get paid time off whenever they want. DCmight as well put up a sign at the bridges and its borders - businesses, please, please,take your business to Maryland and Virginia.

This is one of those ideas that sounds great in theory, but to those who deal with FMLAleave, ADA leave, and workers' compensation leave, and see the incredible abuses, weknow this is a bad idea, and a poorly thought out proposal.

Read More

Mark Your Calendars for The 2015 Day on HillNorthern Virginia SHRM, in conjunction with HRA-NCAand Dulles SHRM, is proud to sponsor the 2015 Day onthe Hill. The Day on the Hill offers the chance for you tovisit the offices of your Representatives and Senators totalk about issues affecting today's HR professionals.We'll do all the prep work - scheduling your visits andproviding you with talking points.

Strategic credits for those who attend. Pending pre-approval for up to 4.0 recertification credit hours. All youneed to do is show up!

Date: Wednesday, November 4 , 2015Time: 10:00 - 4:30No registration fee; Lunch provided

Space is limited and is on a first-come, first-served basis!

For questions or to RSVP, contact Larry Postol, Vice President of Legislative Affairs, at Lpostol@seyfarth.com or 202-828-5385.

HR Library & Important NewsReady or Not, ACA Forms Due to Employees by Jan. 31Prepare workers to receive these new forms, and explain why they're needed for taxfiling The new year will ring in new compliance reporting responsibilities for HR under theAffordable Care Act (ACA). Employers will need to file an array of reporting forms withthe IRS reflecting adherence with health care reform's "shared responsibility" mandate toprovide affordable health coverage to their employees. But HR professionals may beless certain about the requirements to provide employees with new ACA disclosures.

Chief among these is the new Form 1095-C, which large employers must provide to theiremployees annually, along with Form W-2, by the end of January. As is the case with

Danielle Tope, PHR

University Relations Coordinator

Drema McCoy, PHR

Newsletter Editor

employees annually, along with Form W-2, by the end of January. As is the case withForm W-2, employees must submit Form 1095 when filing their income tax returns.

An overview of the ACA reporting requirements, and tips on how to educate employeesto anticipate receiving Form 1095, were provided in an October 2015 webcast sponsoredby benefits services firm ADP.

Reminder: Annual Reporting ABCs

"Starting in January 2016, employers with 50 or more full-time or equivalent (FTE)employees must report health insurance information to the IRS and furnish statementsabout health insurance to their employees annually," explained Ellen Feeney, vicepresident and counsel at ADP.Small employers are exempt from some, but not all, of these requirements:

Small employers (those with fewer than 50 FTEs) with a self-insured health planmust complete and file Forms 1095-B (Health Coverage) and 1094-B (accompanying transmittal form) with the IRS, as well as provide employees-specifically, those who are taxpayers responsible for showing they had healthcoverage during the year-with a copy of Form 1095-B.

"Form 1095-B is used to report certain information to the IRS and to taxpayers

about individuals who are covered by minimal essential coverage and therefore notliable for the individual shared responsibility payment," Feeney explained.

The 1095-Bs will be provided by insurance companies for fully insured plans. Applicable large employers (ALEs) with at least 50 FTEs must complete and fileForms 1095-C (Employer-Provided Health Insurance Offer and Coverage)and 1094-C (accompanying transmittal form), and provide each full-time employeewith a copy of Form 1095-C.

Small employers with fewer than 50 FTEs also will be required to file Forms 1095-C and 1094-C if they are members of a controlled or affiliated service group thatcollectively has at least 50 FTEs. Individuals who receive health coverage through "the Marketplace," meaning anACA federal or state health insurance exchange, will receive Form 1095-A (HealthInsurance Marketplace Statement) from the Marketplace to allow them to reporttheir premium tax credit and to reconcile that credit on their tax returns.For the2015 plan year, forms that must be filed with the IRS are due no later than Feb. 29,2016 (or March 31, 2016, if filed electronically). But employee copies of Forms1095-B and 1095-C, if required, must be provided to employees annually by Jan.31. (The deadline is Feb. 1 for 2016, since Jan. 31 falls on a Sunday.)

Read More

Social Security Payroll Tax Threshold Unchanged for 2016Wages subject to Social Security portion of FICA stay at $118,500; a payroll-adjustmentreprieve

reprieve

HR professionals won't have to adjust their payroll tax systems next year, as the amountof earned income subject to Social Security taxes won't change, given the absence ofinflation in recent months.

On Oct. 15, the Social Security Administration (SSA) announced that there will be noincrease in monthly Social Security benefits in 2016, and that the maximum amount ofwages subject to Social Security taxes will also remain unchanged at $118,500. Earningsabove this amount are not subject to the Social Seucrity portion of the payroll tax or usedto calculate retirement payouts.

Social Security is financed by a 12.4 percent tax on wages up to the annual threshold,with half (6.2 percent) paid by workers and the other half paid by employers. This taxablewage base usually goes up each year-it rose from $117,000 in 2014 to $118,500 in 2015.

The annual Social Security cost of living adjustment (COLA) is based on the Consumer

Price Index for Urban Wage Earners and Clerical Workers (CPI-W), a broad measure ofconsumer prices generated by the Bureau of Labor Statistics. The COLA is calculated bycomparing consumer prices in July, August and September each year with prices in thesame three months from the previous year.

"Each year, Social Security calculates the automatic cost-of-living adjustment, if any, thatour program beneficiaries will receive the following year. For years when there is a SocialSecurity COLA, this adjustment is intended to keep inflation from eroding the purchasingpower of Social Security and Supplemental Security Income benefits," explained J. JioniPalmer, associate commissioner for external affairs at the SSA. "Because the CPI-Whas not increased, there will be no COLA for 2016."

Read More

Get SHRM Certified with GMU!

NOVA SHRM is proud to collaborate with George Mason University's Office ofContinuing Education to bring you their Human Resource Management Certificateprogram to help you prepare for the SHRM-CP (Certified Professional) and SHRM-SCP(Senior Certified Professional) exams. This intensive program combines expert instruction with the SHRM Learning System®for SHRM-CP/SHRM-SCP. You will learn faster, retain more knowledge and stay ontrack for success on the certification exam. Even better, get a $50 discount on registration when you use the onlinecode NOVASHRM!

code NOVASHRM! Program Details

Register to receive the UPDATED 2015 SHRM Learning System, includingSmartStudy(TM) tools, learning modules, and online resourcesLearn from an experienced, certified instructor Choose from 7-week, 12-week, or online courses Courses offered at convenient Northern Virginia locations

Register online today to get started! Get Certified. Get Money Back.

To help support your certification goals, if you earn your SHRM-CP or SHRM-SCPcertification in 2015, NOVA SHRM will provide a $75 rebate to offset your exam costswhen you complete and submit this form. Take advantage of this exclusive offer as afriend 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 atnewsletter@novashrm.org to provide feedback and comments, to submit an article, orto sponsor the next issue of the NOVA SHRM Pulse. Sincerely, Drema McCoyNewsletter Editor

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