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SHRM—Medina County
Newsletter
Inside this issue:
President’s Corner 1
College Relations—Student Chapter FAQs
2
Legislative Update—
Affordable Care
Act’s Whistleblower
Protections
3
Workforce Readi-
ness Update—On-
the-Job Training Initi-
ative
4-5
HRCI/SHRM Store
Recertification Credit
Program
6
Welcome New Mem-
bers
Open Position
7
A Special Thank You 8
Calendar
March Speaker—
Hannah Nitz
9
Volume 1, Issue 3 March 2013
President’s Corner As you know, SHRM – Medina County is celebrating our 10 Year Anniversary and we have a special committee that is planning an exciting event to cele-brate. Save The Date – August 27th, 2013 – details of the event coming in late spring. SHRM - Medina County recently announced that we have received two pres-tigious awards from national SHRM for efforts made in 2012. As a result of our chapter’s fundraising efforts in 2012, our chapter has been designated as a ‘2012 SHRM Foundation Champion’. The support provided by SHRM local chapters and councils allows the Foundation the ability to provide op-portunities available to our fellow HR professionals that they may not have had otherwise, including: research grants for cutting-edge academic studies; more than 140 education and certification scholarships to HR professionals and students; and educational resources including reports, DVDs and execu-tive briefings. The Membership Star and Superstar Awards recognize achievement in SHRM membership growth. Even though our economy contin-ues to be challenging, our chapter was able to overcome these challenges and still advance SHRM membership in 2012. Many chapters experienced declining membership during the year, so our chapter's ability to maintain or realize growth is highly commended. Special congratulations to Dan Csaky, current President-Elect and 2012 VP Membership for his achievement of growing our chapter’s membership by 10.34% in 2012, which resulted in the ‘Membership Superstar’ award SHRM – Medina County takes great pride in our achievements and the 2013 Board of Directors is hard at work to serve the needs of our members and to exceed our goals in 2013. Our chapter continues to grow every month. “Thank you” to all of our mem-bers - Your membership and ac-tive participation from the mem-bership will continue to make our organization strong and a viable resource. I hope to see you at our next meeting on March 26th, 2013, where Hannah Nitz, a com-munity leader on poverty pre-sents: “Improving Your Bottom Line by Understanding Poverty”.
Engage. Inspire. Lead.
SHRM—Medina County Newsletter Page 2
College Relations—Student Chapter FAQs Are You a Student Looking to Join a Local SHRM Chapter?
Q: What does a SHRM student chapter do?
A: SHRM student chapters have regular meetings, usually weekly or bi-monthly, with scheduled programs de-
signed to help members learn more about HR and the real world of business. Elected student officers run the
chapters with the assistance of a chapter advisor and sponsoring professional SHRM chapter members. Chap-
ters invite local business people to speak to the members about current developments in the business world and
how they will impact future workers. Beyond the regular meetings, chapters organize a variety of activities in-
cluding company tours, student conferences, resume-writing and interviewing workshops, fundraisers, internship
programs, and social events. These activities allow you to learn more about HRM while building relationships
with local professionals and other students and of course, having fun!
Q: I'm studying business but I'm not an HR major. How would SHRM membership benefit me?
A: One of the keys to success in any type of management is good interpersonal skills. Participating in an SHRM
chapter will help you to better understand and develop these skills. In addition, many of the issues you will ex-
plore as a member of SHRM such as effective management practices, employee motivation, violence in the
workplace, and sexual harassment, will be relevant to you whether you become an accounting manager, a
sales manager, or a human resource manager. Everyone in business works with people in some way.
Q: Can membership in SHRM help me find a job
after graduation? A: Yes. Job search books and placement studies all agree that 60-70% of jobs are found through per-sonal contacts, or networking. Becoming part of SHRM gives you access to our network of more than 250,000 members, 575 professional chap-ters, and 450 student chapters nationwide. While SHRM does not offer formal job placement assis-tance, we do offer the opportunity to meet and build relationships with the HR professionals who represent potential employers. Many of our stu-dent members have obtained entry-level jobs and internships, that were never advertised to the pub-lic, through the connections they made as active members of SHRM Q: How can I become a member of a local SHRM Student Chapter?
A: If you are interested in becoming a Student
Member of SHRM Medina County or know some-
one that may be interested please feel free to
reach out to Jon Wood, College Relations Chair at
[email protected] for additional information
on how to apply.
Resource: http://www.shrm.org/Communities/StudentPrograms/Pages/chapterfaq.aspx
Page 3 SHRM—Medina County Newsletter
Department of Labor Issues Rules Implementing
Affordable Care Act’s Whistleblower Protections
By: Nathan Pangrace, Legislative Chair Employers face a laundry list of obligations under the Affordable Care Act (ACA) – mandatory health insurance for full-time employees, new reporting requirements, and numerous new taxes, to name just a few. Failure to comply with these obligations may result in hefty fines, so rest assured the federal gov-
ernment will be actively monitoring compliance when the bulk of the law becomes effective in 2014.
The federal government is not the only one watching employers, however. Employers should also be concerned about the watchdogs in their own backyards – whistleblowing employees. The ACA prohibits an employer from retaliating against an employee because the employee reported a violation of its provisions, such as the prohibition of lifetime limits on coverage, the requirement for plans to cover pre-ventative services with no cost sharing, and the prohibition on denying coverage due to a preexisting condition. The ACA also prohibits an employer from retaliating against an employee because the em-
ployee received a tax credit to participate in a state health insurance exchange.
On February 27, 2013, the Department of Labor published an interim final rule implementing the ACA’s whistleblower protections. The rules clarify that retaliation includes intimidating, threatening, re-straining, coercing, blacklisting or disciplining an employee with respect to the employee’s compensa-tion, terms, conditions, or privileges of employment. To be protected from retaliation, the employee does not need to prove that the employer’s conduct actually violated the law. The employee’s belief that the employer’s conduct violated the ACA can be mistaken, provided that it is held in good faith
and objectively reasonable.
If an employer retaliates against an employee, then the employee can file a complaint with the Occu-pational Safety and Health Administration (OSHA). Complaints must be filed within 180 days after a violation of the ACA occurs. The statutory burdens of proof weigh heavily in favor of the employee. The employee must prove by a preponderance of the evidence that his or her protected activity was a “contributing factor” in the employer’s action. To escape liability, the employer must prove by “clear and convincing” evidence (a higher burden) that it would have taken the same action in the absence of
the employee’s protected activity.
The Department of Labor will be accepting public comments on the rule for 60 days after the rule was published on February 27, 2013. Comments may be submitted electronically via the federal e-rulemaking portal at www.regulations.gov, or by mail or fax. For more information, visit OSHA’s website at
www.osha.gov.
Resource: http://www.lexology.com/library/detail.aspx?g=84739506-f0e5-457e-802c
Page 4 SHRM—Medina County Newsletter
On-the-Job Training Initiative: You Hire, You Train, We Pay!
By: Mark Dzurec, Workforce Readiness Chair The On-the-job training grant (OJT) is a federally funded program that helps employers in in-demand industries hire and train laid-off workers for full-time, long-term employment. Through OJT programs, employers like may be reimbursed up to 50 percent of the wages earned by eligible new trainees while they learn the new job. This funding compensates the employer for training workers in skills they need to help your business thrive. The benefits of utilizing this training initiative allows for the employ-er to:
Have Hands-On Training--Done Their Way; Receive An Investment In Their Company; A Fast Turn-Around, Minimal Paperwork.
An OJT agreement must be developed before new employees are hired. Funding is available on a first-come, first-served basis. Total reimbursement cannot exceed $6,000, and the length of the training period cannot exceed six months.
BUSINESS ELIGIBILITY If you can answer “Yes” to these questions, you maybe eligible for OJT reimbursement:
Will the new employee need training to succeed on the job? Will you directly hire the employee? (Subcontracted or third-party employees are not eligi-
ble.) Will you retain the trainee if he/she is successful? Will you have an OJT agreement in place prior to hiring the employee?
All OJT employee candidates must be assessed and found eligible and suitable for the position. Your local One-Stop Center can send you eligible candidates.
THE THIRD FRONTIER INTERNSHIP PROGRAM The Third Frontier Internship Program was designed to link talented students with dynamic companies in an effort to position Ohio for long-term growth and heighten our state’s high-tech capabilities in the evolving knowledge-based economy. Established in 2002, this program links Ohio students with rewarding internship opportunities that pro-vide great hands-on experience within Ohio’s private sector business community. The goal is to build a young, talented workforce for the future and assist students in gaining valuable work experiences that can lead to permanent full-time employment in Ohio after graduation.
Through enrollment in the Ohio Third Frontier Internship Program, Students gain insightful, hands-on ex-
perience related to their field of study and businesses supporting paid work experiences to eligible
students are partially compensated for wages paid during these internships.
Page 5 SHRM—Medina County Newsletter
On-the-Job Training Initiative: You Hire, You Train, We Pay!
By: Mark Dzurec, Workforce Readiness Chair The internship program will reimburse up to 50 percent of the intern’s wages, or no more than $3,000.
After the individual graduates, your company will then have the opportunity to offer him/her full-time
employment.
The Third Frontier Internship Program is looking for participating businesses that can provide internships in the following categories:
Advanced Energy Advanced Manufacturing Advanced Materials Bioscience Information Technology Instruments, Controls and Electronics; and Power and Propulsion.
STUDENT ELIGIBILITY
Eligible students must be Ohio residents or a student in an Ohio higher learning institution in good aca-demic standing (2.5 GPA or above). Students must also be currently registered as a second-year tech or community college student, a sophomore, junior, or senior at a four-year institution, or a masters or doctoral candidate in high-tech graduate studies in an approved high-tech curriculum High-tech curricu-la include all degree programs in the physical, biological, and agricultural sciences as well as engi-neering, computer science, and mathematics. Students must be at least 18 years of age when the in-ternship begins, and if applicable, registered with the Selective Service.
BUSINESS ELIGIBILITY The State will provide a business sponsoring eligible internships up to $3,000 per year, for each eligi-ble internship opportunity. The business may receive an internship grant for the same individual student for up to two years provided the student meets the eligibility requirements each year. Internship grant funds must be matched with private funds on a one-for-one cash basis and could equate to $12,000 in earnings over two years for the student intern. An eligible business must be registered to do business in the State of Ohio with a valid high-tech, growth-oriented internship in one of the defined high-tech categories including: Advanced Manufactur-ing; Advanced Energy; Advanced Materials; Bioscience; Information Technology; Instruments, Controls and Electronics; and Power and Propulsion.
To learn more about these programs feel free to contact Mark Dzurec, Workforce Readiness Chair, at
330-764-8616.
Page 6 SHRM—Medina County Newsletter
HRCI/SHRM Store Recertification Credit Program
By: Pam Giguere, HRCI Certification Chair First, I’d like to offer a great quote by Dale Carnegie:
“Remember, today is the tomorrow you worried about yesterday.” If you haven’t heard, the HRCI/SHRMStore Recertification Credit Program is a great new way to broaden your HR knowledge and receive recertification credit in the process.
Earn 2.5 credits per book. The total allowable credits in a 3-year certification cycle is 20 credit hours.
Each book counts toward your continuing education activities. Some books carry general credit while others are approved for strategic credit.
Purchase the eligible books from the SHRMStore Book Club or purchase from alternate sources, including book loans from local or online libraries. However, to receive the credit you must purchase an “e-learning quiz” from the SHRMStore. The quiz-only sale (if you pur-chase a book elsewhere) will become available March 30, 2013.
When you purchase a book from the SHRMStore you will receive a promo code from SHRM’s e-learning system.
After you read the book you will use the promo code to take a quiz that tests your knowledge of the book’s content.
Go to www.shrm.org/elearning, log in or create a new account and search for the book you have read. All Book Club books begin with the tag line, “Book Club.”
Take the test. You have two opportunities to pass. Also, the test must be completed in one sitting. You cannot log out and log back in to resume the test. If you have not completed the test and log out, you will receive a failing grade. There is not time lim-it to taking the test. However, it must be completed in one sitting.
You will receive a pass/fail notification when you complete the test. If you receive a 70%+ passing grade you will be eligible to claim the book for cred-
it. Once you pass the test, you will receive a Program ID that can be logged to claim credit.
How do you determine which books are authorized for general, strategic or global credit? Each book indicates the credit qualifications. In addition, the test will indicate which credit the book carries. For a list of books approved for credit, visit the SHRMStore Book Club site on SHRM’s Home page (see arrow below).
So, on those nights that you can’t sleep, or during an upcoming vacation, pick up a book and earn credits.
http://www.shrm.org/Publications/Books/Pages/default.aspx SHRM Store—http://shrmstore.shrm.org/
SHRM—Medina County Newsletter Page 7
Want to get more involved with SHRM—Medina County?
Open Position: VP Membership
If you are interested in learning more about this opportunity or being considered please reach out to Karen Sating, President SHRM—Medina
County at [email protected] or 330-723-0192.
Welcome New Members Our Chapter continues to grow because of all of our new members. A special
thank you and welcome to Jacklyn Thuener, Ashley Bumb and
Heidi Hostettler for joining SHRM—Medina County.
We look forward to seeing you all, as well as all our members, at our next
Chapter Meeting on Tuesday, March 26th.
SHRM—Medina County Newsletter Page 8
A Special Thank You
Thank you our February Chapter Meeting Sponsor Ginny Telego from Wager’s Way. It was a pleasure meeting you and hearing more about the your organization. Additionally, we would like to thank Adam Bowman, Steve Fiedman, and Bob Churilla of The Conflict Resolution Professional Group for presenting a fun and interactive look at how conflict is created and how to best handle conflict. Thank you all!!
Ginny Telego, Wager’s Way
Adam Bowman, Speaker Steve Friedman, Speaker Bob Churilla, Speaker
Dennis Haberny participating in this very interactive presentation!
P.O. Box 1706
Medina, OH 44256
SHRM - Med ina County March 2013
Sun Mon Tue Wed Thu Fri Sat
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Phone: 330-662-0178
Email: [email protected]
Website: www.shrm-medina.shrm.org
Board
Meeting
8:15am
Chapter
Meeting
11:30am
March Chapter Luncheon Speaker—Hannah Nitz
Please join us for a very intriguing presentation by Hannah Nitz on Improving Your Bottom Line by Understanding Poverty . By the end of this session you understand some of the barriers that your entry level staff may be experi-encing which will in turn help you to increase retention.
Hannah Nitz is a leader in social work and community change in Akron, Ohio. She received a bachelor’s degree in so-
cial work from Bluffton University and a master’s from University of Akron. Hannah is the Coordinator for the Bridges
Out of Poverty initiative in Summit County. The mission of Bridges Out of Poverty is to make a positive impact on the
lives of individuals in poverty, through individual and community change and education.
Hannah works big picture to help coordinate the Bridges Out of Poverty trainings
in Summit County for middle class professionals and also leads the Guiding Coali-
tion for the county. Her goal is to better educate the community on generational
poverty so programs, policies, agencies, and individuals can be more effective.
Hannah also does clinical work with low income individuals running Getting Ahead
groups at Department of Jobs and Family Services, empowering clients to make
changes in their own lives and within their community.
Hannah is a certified Bridges Out of Poverty Trainer and is able to use her pas-
sions for public speaking and poverty to train individuals throughout all of Akron.
Hannah has trained over 1,500 professionals in Bridges Out of Poverty over the
past few years, and has worked with over 100 low income clients in goal setting.
As a young professional in Akron, Hannah has received awards from the National
Association of Social Workers and Summit County Pinnacle Awards for her out-
standing leadership. Hannah and her husband live in Akron and feel called to
live, lead, and grow within the city.
Don’t miss our next chapter
meeting on March 26th,
2013. We encourage you to
bring a guest!
Join us on LinkedIn
www.linkedin.com/groups/SHRM-
Medina-county
Like us on Facebook!
