Monday, July 20, 2015
Friday, July 3, 2015
Inland Empire SHRM Conference
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SHRM
CHAPTERS
July 2, 2015
Inland Empire SHRM
Inland Empire SHRM will offer a full-day HR professionals conference. Our 2015 conference, “Navigating the HR Puzzle” will be held on November 19, 2015, from 7:30 am to 4:00 pm at the Victoria Gardens Cultural Center in Rancho Cucamonga. Our topics will include:
The Map to Recent Developments in Labor & Employment—What impact will new developments have on employers? Our legal update will review important and sometimes unexpected implications of recent employment case law and legislation to include survival tips for 2016.
Piecing Together Defensible Discipline & Documentation—Understand the rights and responsibilities of an employer in the process of managing employees during discipline and proper documentation. Learn useful tips for managing and documenting your employees.
Navigating the New Paid Sick Leave Rules—California new paid sick leave law administration takes effect July 1, 2015 requiring employers to provide employees with at least three days of paid sick leave each year. Ensure that your organization is meeting the minimum compliance standard of the new law. We will provide a detailed analysis of the paid sick leave law and provide answers to some of the more difficult questions regarding implementation and compliance.
Bullying and Violence: How those Pieces Don't Fit in the Workplace—As awareness has steadily increased, workplace bullying or violence is now perceived as a greater risk and hazard for many workers. Employers can be held liable for the willful misconduct of their employees. Even if the employees' actions occur outside the scope or place of employment. What responsibilities do employers have to create a safe working environment and what actions are necessary to reduce risk and liability.
Piecing the Borders of the HR Framework—Looking to piece together the borders of your company's HR department? Our top 10 list will offer those troublesome areas that you should audit within your organization. We will address various compliance areas, such as job descriptions and company policies & procedures, all with an eye toward limiting liability.
Navigating Recent NLRB Actions—Employers can expect the NLRB to continue moving aggressively in their efforts to protect and expand what the Board terms "employee and union rights." Our session will offer employers guidance and preparation techniques to what continues to be the new era in employee rights at both union and non-union employers.
Register by October 16 to reserve your seat at the early-bird rate of $175 for member and $250 for non-members. Register online at www.ieshrm.org.
Don’t forget! As a SHRM member* you can easily access popular benefits and resources such as:
Hurricane preparedness resources with Express Requests service
New sample HR policies for those with employees in California
Federal and State compliance resource
Ask an Advisor service for your specific HR challenges and questions
Sample job descriptions
Discounts on SHRM conferences & seminars, SHRM Learning System for SHRM-SCP and SHRM-CP preparation, SHRMStore products, and much more!
Learn more at shrm.org/memberkit
*SHRM national membership is separate from local chapter membership
Founded in 1948, the Society for Human Resource Management (SHRM) is the world's largest HR membership organization devoted to human resource management. Representing more than 275,000 members in over 160 countries, the Society is the leading provider of resources to serve the needs of HR professionals and advance the professional practice of human resource management. SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China, India and United Arab Emirates. Visit us at shrm.org.
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Thursday, June 25, 2015
The first step of a thousand mile journey.
What I've accomplished within my club so far as a member of Toastmasters International. I've also received the honor of taking on the leadership role as Vice President of Public Relations within my club.
"A thousand mile journey begins with a single step."
Tuesday, May 26, 2015
"Addressing Compensation Challenges in 2015"
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| Key Note Speaker: Jennifer E. Sunderland |
Jennifer E. Sunderland has been an active Human Resources Professional for more than fifteen years. With a diverse employment background ranging from the retail to aerospace industries, Ms. Sunderland's presentation was informative and humorous, while her professional intelligence filled the room like the Sun rising over the light blue waters of the Lanikai Beach in Oahu, Hawaii.
Jennifer spoke as true leader. Utilizing her time effectively, she covered a range of subtopics, and offered several strategies for Human Resources Professionals to explore as means of Addressing Compensation Challenges in 2015.
- Lay of the Land
- What are the Challenges
- Explore Strategies to Address Challenges
- Compliance Issues
"It's most likely that the people still employed with your organization are probably top performers."-Jennifer E. Sunderland-
As an active Human Resources Professional, it is our solemn duty to know the laws which impact our organizations, and departments operations. One of the most influential changes impacting Human Resources, and the organizations they act as a strategic partner to, is minimum wage increases. With 2016 vastly approaching, Human Resources professionals with operations in the state of California should already be working on their 2016 fiscal budget as it relates to compensation, knowing that California minimum wage will increase to $10 an hour as of January 2016.
Greetings from the PIHRA Inland Valley Chapter Board Members
(May 19, 2015)
Minimum wage increases are one cause of salary compression. Salary compression happens when salaries are frozen or reduced, salary structures are not moving, increase in new graduate salary rates, rapid changes in technology, and reactive hiring (Sunderland, 2015).
Countering these challenges, the rays of Jennifer's professional Sun light shines down on the audience, as she brings smiles to the faces of members when she provides the following information: ensure new hire salary averages other employees salary in their workforce. Increase variable, or incorporate variable pay (merit increases, bonus pools, pay structures), and ensure annual adjustment take place to meet market needs. Also, there is no reason HR professionals should be reactive to issues they have foreknowledge of. Having foreknowledge is always an opportunity for HR professionals to be ahead, as they are able to take a proactive approach to countering issues.
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| PIHRA Inland Valley Chapter Luncheon Member Attendees Pomona Valley Mining Company Changes in compliance all Human Resources professionals should know about:
Implications - Increased cost, compression, pay ranges, and audits/corrections. The Department of Labor (DOL) has hired 2,000 investigators since 2008.
Complex Issues- No single factor determines the status, so ensure you are not calling independent contractors employees, providing meal breaks, or making any other gestures that are cause for an independent contractor to reasonably suggest that your organization implied they were an employee of your organization.
Refer to the Society for Human Resources Managements' checklist to ensure compliance, and use Independent Contract Agreements (IC agreements).
On March 13, 2014, President Obama sent a memo to the DOL requiring them to overhaul FLSA as it relates to "White Collar Exemptions." The initial target date was November of 2014.
On May 5, 2015, the DOL sent proposed rule to the Office of Management and Budget, which focused on the minimum salary level and primary duties test suggesting that the minimum exemption wage for qualification should be $42,000-$61,000 ($20 - $29 per hour).
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| Inland Empire PIHRA Chapter May 2015 Luncheon Wrapping up her well devised speech, Jennifer's closing was smooth as a fresh paved Beverly Hills neighborhood street, as she summed up the luncheon by asking the question: Where to We Go from Here? To reiterate the key points of her topic "Addressing Compensation Challenges in 2015," remember: dust off pay ranges, make adjustments, identify which strategies work best for your organization, get creative; make the business case for change by showing the numbers, and getting support. email: jsunderland@strategicpayresources.com for booking. For information on how to join the Professionals In Human Resources Association, visit www.pihra.org Visit Elaine Northington @ www.elainenorthington.com |
Monday, May 18, 2015
Human Resources and you
This page was created as part of "My Success Campaign." The purpose is to inform readers about what's going on in the world of Human Resources, what Human Resources means to you, and how Human Resources impacts your organization, thus impacting you as an employee.
As much as most employees know about Human Resources is to the extent that organizations provide initial training as it relates to "Harassment and Discrimination." I assure you, Human Resources is much more than this. We deal with every government administration agency; and the laws, rules and regulations set forth by such agencies-which every public and private organization must adhere to. Human Resources is the liaison between the employer-employee relationship, and the legal department (if applicable).
For small businesses that do not have the capital to retain a Employment Lawyer, or Business Law Firm, they typically hire a Human Resources consultant to advise them, and handle employee and legal issues.
By no means do I want you to take this as Human Resources only having the best interest of the business in mind. NOT AT ALL IS THAT TRUE! Human Resources is the management of Human Capital, thus it is the ultimate goal of HR to provide a fair, safe, and courteous working environment for employees.
If you are a small business owner in need of Human Resources assistance, or an employee who needs assistance understanding your employment rights, please do not hesitate to contact me
Elaine Northington, MHRM
Phone:(623) 623-385-2543
Email: elainenorthington@yahoo.com
Follow me at:
www.instagram.com/MESTE10
www.twitter.com/ElaineHRPro1