November 2017 Print


Thank you.  Thank you for the best year ever in COHR history!  We have experienced record-breaking membership numbers and attendance at meetings - and we owe it all to YOU!

The Numbers:

  • 111 Total COHR Members
  • 34 NEW Members 2017
  • 76 SHRM Members
  • 18 SHRM-CP or PHR Members
  • 15 SHRM-SCP or SPHR Members
  • 56 Attendee's at our November COHR Meeting


Please accept our sincere appreciation for your committment and contributions to COHR.  You, our member, are what makes COHR great! 2018 will be our best year yet!

On behalf of your COHR board, we wish you a wonderful Holiday season and Happy New Year!

With Gratitude,
Sarah Zasso, COHR President

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COHR Member Appreciation Holiday Luncheon

December 07, 2017
11:30 AM to 1:30 PM

Pine Lakes
5603 Granddaddy Drive
Myrtle Beach, SC 29577

Please join us at the COHR Member Appreciation Holiday Luncheon!  We are celebrating our best membership year EVER and would like to honor our Members that make our chapter great, with this complimentary (free!) event.

We're planning yummy food, giveaways, COHR Member gifts, fun games, and more!  Don't worry...if you would rather cheer other members to victory instead of partcipating in the games, that's fine too!  

Come and ENJOY the festivities!

If you don't know many people at COHR yet, this will be a great meeting for you to attend, as we promise you will feel more connected after this experience!

REGISTER NOW to save your seat!  (FYI - registration closes Friday, 12/1)

Please note because this is an event in appreciation of COHR Members, guests will be unable to attend.  Guests are welcome to attend our next meeting in January 2018.

Disclaimer: This event is in celebration of a record-breaking membership year for COHR.  This type of event (complimentary) is not guaranteed to be offered on an annual basis.

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With the help of our COHR members, we will be sponsorsing five (5) children for Christmas through Fostering Hope.  Fostering Hope assists the most vulnerable children in our community, now in the foster care system.  Most have been placed from the Department of Social Services because of some kind of abuse, neglect, or trauma.  Let's show them our love this holiday season by coming together to give them a Christmas to remember!

With your help and donations, we’d like to give these five (5) children a chance to have a Christmas, enjoy the holiday season and feel loved.  The children COHR is sponsoring range in age from 2 months to 15 years old.  

We are asking for monetary donations to help these children have a Merry Christmas.  For anyone who would like to donate, we ask that you please bring your donation to our COHR Member Appreciation Luncheon on December 7th.  Cash or check donations will be accepted (please note "Fostering Hope" on the memo line).  

If you're interested in helping us shop, e-mail us at

If you are unable to attend the luncheon and would still like to donate, please send a check to: COHR, PO Box 2721, Myrtle Beach, SC 29578. Please make sure your check is sent in time to be received by 12/7/17 

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They say Amazon is amazing. By November 30th, 2017, simply renew* your COHR membership for 2018 to be entered into a drawing for a $50 GIFT CARD to

To continue your COHR membership into 2018, LOGIN to your COHR Membership Account (you will need your username and password) at Once you are logged in, click on "Member Dues" on the left side toolbar under "Member Area".  Follow the process to renew your membership.  (Note:  If you accidentally click on the wrong link, scroll to the bottom of the website and click on "Member Area" at the bottom toolbar.) *Renew = member renewal and fee received by 11/30/17.

Don't forget we now accept credit cards!!  Using a check?  Don't forget to put your full name on the memo line of the check so we can apply payment to the correct member.

Already renewed? You are still in the running to win November's Amazon gift card drawing!

Now that's amazing!

We look forward to you continuing to be a member of the Coastal Organization of Human Resources.

Please email with any questions.

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Congratulations to Ann Palmer, winner of the Kitchen Aid Mixer, October's membership renewal prize.

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Attention COHR Members!

If you have any interest in pursuing your SHRM Certification, we can help! We are currently looking at member interest for our 2018 SHRM Certifications Study Sessions. The sessions will begin tentatively in August 2018 and will last for 12 weeks. (One Study session per week). The Study Sessions are free to COHR Members. In addition, the SHRM Learning System will be available at a discounted rate!

If you are interested, or would like additional information, please email Jeff Mullins@

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#MeToo Postings About Bosses Merit Discussions with HR

Frustrated by failed internal reporting mechanisms, employees have turned to social media

By: Allen Smith, J.D.

While social media can bring about change, HR's conversations with those who share #MeToo posts can, among other steps, help restore trust in and enforcement of zero-tolerance sexual harassment policies.

The #MeToo movement is a campaign against sexual harassment and assault that picked up steam on social media in October 2017 in response to the harassment allegations against movie executive Harvey Weinstein. Millions have used the #MeToo hashtag on Twitter, Facebook and Instagram to acknowledge that they have experienced sexual harassment or assault, and to denounce such misconduct.

HR has a choice if it notices or learns of a #MeToo posting by an employee—ignore it because it doesn't constitute a formal complaint, or ask the worker to discuss it with HR.

If one of Newport News Shipbuilding's employees had a #MeToo post that came to HR's attention, "Our HR team would respond quickly," said Susan Jacobs, vice president of human resources and administration for the company, which is located in Newport News, Va. "We would treat this with the same level of respect as we would any other allegation of misconduct. We'd employ our standard investigative processes and follow the evidence and the facts. This would naturally include meeting with the employee."

If an employer can address the concerns in a #MeToo posting, it could save itself a lot of money in litigation costs, according to Paul Patten, an attorney with Jackson Lewis in Chicago.

HR would not look good to a jury if it knew about a #MeToo posting but did nothing about it, said Helene Wasserman, an attorney with Littler in Los Angeles. But she said HR shouldn't ask to "friend" colleagues on social media just to see their posts.

Posts like these will become common knowledge through the grapevine, according to her.

The Meeting

In the meeting with HR, Wasserman cautions against using the word "harassment" unless the employee used that word in the posting or uses in the meeting. For example, if the posting was "#MeToo: My boss is a total jerk," ask what was meant by that. Reassure the worker that HR wants the person to be comfortable at work and wants the workplace to be professional.

If the person says, "I'm fine, it's not a big deal," then the employer has something in its file reflecting that it at least addressed the situation. "There's a lot of bandwagonning going on," Wasserman said. Many people are making #MeToo posts right now because they see a lot of other people doing it, she explained.

Often when HR professionals learn of problems that weren't directly reported to them, employees are hesitant to discuss them, said Susan Benton, an attorney with Butler Rubin in Chicago. Another approach is to inform the worker that the employer cannot stop misconduct unless it knows what's going on and can investigate. Reinforce that the employer wants the misconduct to stop, she added.

Social Media's Power

"These are interesting times," said Ingrid Fredeen, J.D., vice president of Navex Engage, the online learning content service for Navex Global in Portland, Ore. Through social media, victims of sexual harassment are getting support and forcing change in ways they couldn't through litigation, she noted. When complainants file charges with the Equal Employment Opportunity Commission, settlements are often reached with little fanfare. When complainants take to social media, however, CEOs are sometimes ousted, other careers can end, and companies often make wholesale changes to prevent future harassment, Fredeen observed.

Employers have themselves partly to blame for the #MeToo tsunami, according to Fredeen. Employees who come forward may have tried to report harassment to HR, but perhaps HR didn't believe them or the complainant suffered retaliation, leading employees to distrust the company's reporting or investigative processes, she said. By posting to social media, some workers may hope to prevent perpetrators from victimizing others.

Proactive Steps

Building trust in an employer's response to harassment claims takes time, Fredeen noted.

HR should attend harassment prevention training so it has its finger on the pulse of the organization, said Valerie Samuels, an attorney with Posternak Blankstein & Lund in Boston.

In addition to training, employers should, in light of current events, reissue their anti-harassment policies, complaint procedures and anti-retaliation policies, Wasserman said.

[SHRM members-only HR Q&A: What are the different types of sexual harassment?]

"Let people know it's OK to complain [and that] no action will be taken against the worker for complaining," she noted. Tell workers that if they even suspect retaliation that they should report it to HR.

"Most importantly, people pay more attention to what you do and less to what you say," Jacobs noted. "That is why it is crucial that when HR determines that sexual harassment has taken place, definitive action is taken. Most misconduct should be addressed with a progressive discipline process. But sexual harassment should not be. It should be on the short list of things that result in termination the first time it occurs."



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Why and How to Build a High-Trust Culture

Presenters: Sarah Lewis-Kulin, Great Place to Work and Justin Angsuwat, Thumbtack
View live: December 5, 2017, 2 p.m. ET / 11 a.m. PT (available for on-demand viewing through March 2018)

Program length: 60 minutes 

Register now

When candidates ask you to define your company’s culture, how do you answer? Do you think your answer is unique and compelling?

Creating and nurturing a differentiated, high-trust culture is your company’s path to improved employer branding, strong financial performance, lower voluntary turnover, and greater organizational innovation and agility. To guide your journey, you need objective employee input with in-depth analysis to identify strengths to build on, areas for growth, and gaps in experience between different employee groups.

In this program, Sarah Lewis-Kulin of Great Place to Work and Justin Angsuwat of Thumbtak will discuss:

  • Five key characteristics of a high-trust culture
  • Why trust is central to organizational culture
  • The business value of high-trust culture
  • Examples of high-trust cultures in action
  • How to include all employees in your high-trust culture

Webcast Sponsor

This webcast is sponsored by Great Place to Work



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