We Have Some Winners!

Congratulations to our members who work for the recently named Best Places to Work in Indiana. 52% of the winning small/medium companies belong to the HRACI and 53% of the large companies belong.

Membership Companies are:
Small/Medium Companies
Schmidt Associates
Sommer Barnard PC
Katz, Sapper & Miller
Somerset CPAs, P.C.
Gregory & Appel Insurance
Bowen Engineering Corporation
T2 Systems, Inc.
ISM Education Loans, Inc.
Krieg DeVault LLP
ExactTarget, Inc.
Baker Hill

Large Companies:
Edward Jones
The Capital Group Companies, Inc.
Duke Reality Corporation
Emmis Communications
Lauth Group, Inc.
Interactive Intelligence
Angie's List
Baker & Daniels LLP

BizVoice announced the Best Places to Work in Indiana in their May/June 2007 issue. Edward Jones, the nations’ largest investment firm, landed the number Best Place to work for the second year in a row. Partnerships are important in this business where the employees are actual partners in the company and all share in its profits. Each branch has the flexibility to run their offices in the manner that works best for them. The Edward Jones “way” has fostered employee satisfaction and has been a national model for employers. The firm has recently, “garnered top best Place to Work honors in six other stats: Colorado, Hawaii, Illinois, Kentucky, Ohio and Oklahoma, as well as made Fortune Magazine’s “100 Best Companies to Work For” list.

Small/Medium Companies Awardees in ranking order are:
1. Schmidt Associates
2. Sommer Barnard PC
3. VMS
4. G&S Research, Inc
5. Katz, Sapper & Miller
6. Lake County Convention and Visitors Bureau
7. Somerset CPAs, PC
8. Gregory & Appel Insurance
9. Bowen Engineering Corporation
10. KPMG LLP
11. Network solutions, Inc.
12. T2 Systems, Inc
13. The Estridge Companies
14. Herman and Kittle Properties, Inc.
15. Morales Group, Inc
16. Indiana Organ Procurement Organization
17. Bamberger, Foreman, Oswald & Hahn, LLP
18. Cripe Architects and Engineers
19. eTapersty
20. ISM Education Loans, Inc
21. Employment Plus
22. Colliers Turley Martin Tucker
23. Krieg DeVault LLP
24. Safety Management Group
25. ExactTarget, Inc.
26. LaBov & Beyond, Inc.
27. Baker Hill
28. Plymate, Inc
29. Matrix Integration, LLC
30. Ash Brokerage Corporation

Large Companies Awardees in ranking order are:
1. Edward Jones
2. The Capital Group Companies, Inc
3. Duke Reality Corporation
4. Emmis Communications
5. Lauth Group, Inc.
6. Columbus Regional Hospital
7. Interactive Intelligence, Inc.
8. Clark Memorial Hospital
9. Ernst & Young, LLP
10. Centier Bank
11. Crowe Chizek and Company LLC
12. Lake City Bank
13. St. Joseph Hospital and Health Center
14. Goshen Health System
15. Angie’s List
16. Dow AgroSciences
17. Irwin Union Bank
18. Fort Wayne Metals Research Products Corp.
19. Baker & Daniels LLP
20. Celadon Trucking Services, Inc.

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The ABCs of EEOC - Recap & Refresher for HR Managers

Speaker: Karen Bellinger, Alternative Dispute Resolution Coordinator, U.S. Equal Employment Opportunity Commission--Indianapolis District Office

Be sure to attend this informative program as Karen Bellinger with the Indianapolis District Office of the EEOC shares practical guidance on EEOC laws and offers suggestions on how your organization can avoid common mistakes. Ms. Bellinger will also discuss trends and updates that you need to know from the EEOC. Other topics include:

• Overview of Laws enforced by EEOC
• Record Keeping Requirements & Medical Information
• Recruiting, Interviewing, and Testing -The Selection Process
• Identifying and Preventing Workplace Harassment -Evaluating Employee Performance
• Making Promotion Decisions
• Layoffs & Reductions in Force -Discipline & Discharge
• Post Separation References

About Karen Bellinger

Karen M. Bellinger is a graduate of Allegheny College, earned an M.A. in English at Purdue, an M.B.A. at Indiana University, and has completed the certified ICLEF course in Civil Mediation. Ms. Bellinger has worked as an investigator and an Enforcement Supervisor and was a member of the team that wrote and developed a national 40 hour EEOC training course for new investigators. She was a member of the EEOC’s Quality Peer Review Pilot Team. Ms. Bellinger has been the Alternative Dispute Resolution Coordinator since January 1999, when the Indianapolis District implemented its formal mediation program. In January 2006, the Indianapolis ADR program expanded from its original territory of Indiana and Kentucky to include Michigan and the western half of Ohio. Ms. Bellinger was a national trainer for the EEOC-FEPA Training Program which provided training for local and state fair employment practice agencies.

This program has been approved for recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). For more information about certification or recertification, please visit the HRCI homepage at www.hrci.org

Click Here to Register Now!

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• Determining the dates/times for the class(es)
• Reviewing and providing feedback on the materials HRACI is using to ensure that the materials we use are the "best"
• Soliciting facility volunteers to host class(es) and making those necessary arrangements with the "owner"
• Ordering the student materials for the class(es)
• Finding and securing PHR/SPHR certified facilitators for the class(es) and making sure that they have all of the information the need
• Coordinating and facilitating the "facilitator get together" a week or two before the class(es) start
• Following up with class participants to find out what exam he/she is taking, when he/she is taking it, and if he/she passed to be used to determine the success of our class(es)
• Tallying the results of the feedback survey for each unit/facilitator and communicating those back to the appropriate parties
• Getting Certification information posted to the chapter via the monthly newsletter(s)

If you’ve ever had a beef over how the Family and Medical Leave Act currently is implemented, now’s your chance to make your concerns known to the U.S. Department of Labor. Already nearly 25,000 comments have been sent to DOL by SHRM members highlighting such issues as the definition of “serious medical condition” and intermittent leave. SHRM, through the HRVoice letter-writing program, has provided members with a series of comments to choose from, including one that affords members the opportunity to share with DOL examples of how the current FMLA regulations have impacted their workplaces.

On January 10, Washington State Legislative Director Jenifer Lambert opened the first of three sessions co-sponsored by SHRM to discuss issues around FMLA rules. The meetings, attended by nearly 250 SHRM members and other HR professionals, were held in Seattle, Chicago and Groton, CT. The National Coalition to Protect Family Leave, which SHRM chairs, also participated.

For more information on the discussion sessions or submitting comments to the DOL, please contact Kenya Wiley or Bernard Coleman in SHRM’s Governmental Affairs department.

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HR Legislative Issues Update

Health Care and Immigration Top Bush’s Plans for 2007

President Bush’s State of the Union speech outlined his vision for reforming health care and immigration in 2007—two top concerns for HR professionals and employers and for the new democratically controlled Congress.

Heath Care: The President’s plan would provide all American families receiving employer-provided health care with a $15,000 standard deduction for health care ($7,500 for individuals) but, in turn, would also consider the cost of employer-provided health care above the standard deduction as taxable income. Americans who purchase their own health care could also claim the full amount of the deduction regardless of the cost of their individual or family policy. The goal is to level the playing field for those who buy their own health insurance in the marketplace with those who receive or purchase health care through their employers.

In an upcoming issue of HR ISSUES UPDATE, we will provide a simple comparison of the most talked about health care plans, including those in California and Massachusetts.

Immigration: The President called for comprehensive changes in immigration that include employment verification, a guest-worker program, stronger enforcement and a path to citizenship for some illegal aliens. Implying that the current employment verification system is not perfect, he said, “We will enforce our immigration laws at the work site and give employers the tools to verify the legal status of their workers—so there is no excuse left for violating the law.”

Following the President’s speech, SHRM President and CEO Sue Meisinger confirmed that belief, saying “Any comprehensive immigration reform must include an employment verification system that works. As HR professionals, we know the current system is both inefficient and inadequate at preventing fraud.”

" Genetics" Nondiscrimination Plan Could Expose Employers to Lawsuits

As an HR professional, you know how important it is to protect the privacy and confidentiality of employees’ medical information, including genetics. However, new proposals in Congress could expose employers to lawsuits if they allegedly discriminate in their health care coverage and employment decisions on the basis of genetics.

On Tuesday, January 30, 2007, SHRM member Burt Fishman appeared before the House Subcommittee on Health, Employment, Labor and Pensions to discuss genetic discrimination and pending legislation intended to protect workers. Fishman testfied on behalf of the Genetic Information Nondiscrimination in Employment Coalition, which SHRM co-chairs.

As currently drafted, the legislation would make it illegal to discriminate against an employee or job applicant based on that individual’s or family’s genetic make-up. Health insurance companies and employers also could be bared from denying health care coverage due to a potential genetic condition. Employers are concerned that such proposals could lead to expensive and frivolous litigation.

SHRM is seeking a balanced approach that protects the interests of both employees and employers. For more information, please contact Michael Layman in SHRM’s Governmental Affairs department.

Workplace Weapons Bills Popping Up in States Across the Country

Does your organization have a “no weapons” policy? Are some of your employees hunters? Then you could encounter problems if legislation backed by the National Rifle Association (NRA) is enacted in your state. In January 2007, legislative proposals that could severely restrict an employer’s ability to ban weapons from its company property, including parking lots, have surfaced in a number of states, including Texas, Indiana and Georgia.

SHRM has opposed this legislation, arguing against employer mandates and in favor of leaving the decision to individual employers on what policies are best for their workplaces. SHRM’s recent 2006 Weapons in the Workplace study found that HR professionals overwhelmingly support public policies that allow employers to bar weapons from work sites. SHRM is tracking this issue in the states.

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Joint Meeting with CBPI - June 12th

CBPI and HRACI have joined forces to provide a great breakfast topic titled, “Taking A Step Toward Workplace Wellness: Low and No Cost Resources”. The topic will be presented by Jane Ellery, faculty at the Fisher Institute. She has served in many community-based health and wellness capacities in addition to serving as the Program Director for the Wellness Management graduate program.

Jane will cover what is realistic to expect from implementing a wellness program, the many resources available, group discussion on the available resources, and then to tailor a program based on your company’s needs and interest.

Come early or stay late to attend a mini health fair. You will be able to talk to and experience local resources and consider having them at an upcoming wellness event at your employer!

One final word - This program has been approved for recertification credit hours toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI).

We look forward to seeing you at the Holiday Inn North!

Future Summer Programs…

Summer and fun go hand-in-hand and HRACI’s Programs Committee has definitely kept that in mind when planning our June, July and August Meetings. June’s breakfast meeting will help us to “Take a Step Toward Wellness: Low and No Cost Resources” by Dr. Jane Ellery, The Fisher Institute. http://www.bsu.edu/wellness/profile/0,1393,6547-543-16604,00.html

July will be the month to think about your “Plan “B: - Developing a Business Continuity Plan (BCP)”. The BCP is an interdisciplinary peer mentoring methodology used to create and validate a practiced logistical plan for how an organization will recover and restore partially or completely interrupted critical function(s) within a predetermined time after a disaster or extended disruption.

The end of summer finale is the Indiana State Human Resource Conference. This event ranks with the State Fair and final vacations before school started again. If you’d never attended the state conference than make this your year to give yourself some fun! Packed with human resources professionals - your friends and acquaintances this event is sure to be enjoyable. Jeanne Robertson is the keynote speaker and “is funny”. “Using original, funny stories from everyday life, she will show us how to laugh at ourselves and accept the things that cannot be changed”. Be sure to visit the Indiana website for registration: http://www.indianashrm.org/conference.htm

Resources:
Wikipedia. Retrieved 5/2/2007 from Website:
http://en.wikipedia.org/wiki/Business_continuity_planning

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“We could learn a lot from crayons:
some are sharp, some are pretty,
some are dull, some have weird
names, and all are different colors
but they all have to learn to live in
the same box!”
Quote from SHRM website.

Last Month’s Diversity Conference April 19, 1007 – Dr. Steve Robbins

Steve started out by breaking down the “stereotypes” people have about Asians, he doesn’t know karate, his family didn’t own a laundry mat, and he doesn’t know how to fix computers.

Steve said, we have mental models, we see something (perception) then it becomes what we believe. An example that Steve used is he flies a lot and is afraid of flying, and he would always check the cockpit to see who the pilot was, and every time he would look in the cockpit he would see a white guy, so over and over he would look in to see if there was a white guy flying the plane, and if there was a white guy in the cockpit everything was fine. Then one time he saw a female in the cockpit and he was like oh no….she was not in Steve’s perception to be flying the plane, she did successfully land the plane.

Steve suggested we should not be NICE (Not Inclined to Critically Exam). We are who we are and we are afraid to be, do or learn anything different because it takes us out of our comfort zones. Diversity is all the things that make us different. Differences aren’t the problem; the problem isn’t what we think we know, but what we don’t want to know. If the information from what you have learned through family, friends, and the media is different you want to block it and run away. We see the differences in a “stranger” and “friend.” A stranger is someone different than us and a friend is someone we know and care about. If both the stranger and friend are on welfare, we see the stranger and our initial perception is “they are lazy, they deserve it, they are stupid or they choose to be on welfare.” If it is our friend “they are having bad luck, it is the economy, and it was out of their control.” If it is a positive situation and we see the stranger then it is because “they were lucky, affirmative action, it was given to them”; but if it was our friend, “they are a hard worker, or they earned it.”

We all make snap judgments without good information, especially when hiring. Interesting survey was done with 500 resumes. There are two different piles of resumes. Pile A 250 pile B 250. Pile A was given white sounding names, and pile B was given African American sounding names. 40% of those from pile A were more likely to get a call back for an interview.

An interesting statistic Steve mentioned was, Michigan is the most segregated state in the nation and California has the most segregated public schools. That is because people live in their “own” communities.

You have to have different perspectives and open minds willing to entertain; if you don’t do or have both you can not have diversity. “People are vessels of ideas”, if you exclude people you exclude ideas. Organizations might have to get off the path of least resistance to make changes. Organizations need people who will challenge the organizational scripts, instead of getting rid of those that don’t fit. We have to take time to get to know people to change our behavior. If we don’t walk our talk we lose trust from others.

In conclusion Steve left us with this thought, change your perspective, do something different, read a different book, talk to a different person, go to a different restaurant, be aware, and get knowledge!

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Darryl Bowles
Jolene Annes
Margo Byrns
Annie Conner
Kati Legg
Mike Jenkins
Rhonda Greene
Carrie Roberts
JB Symons
Tricia Luther
Claudia Keller-Griffin
Julie Reese
Lillian Motton
Cathy Gregg
Mike Burkhardt
Allegra Thigpen

Barbara LaRue
Ashley Lento
Nicole Karmire
Kelli Hainz
Michelle Burke
Elizabeth Malatestinic
April Hettwer
Amy Housel
Bill Hayes
Ben Conner
Dana Hancock
Brent McChesney
Shelli York
Vickie Barr
Sarah Shea
Bridget Stenger