SHRM Foundation

COHR recognized as "2013 Super Star!"

July 2017 Print

PRESIDENT'S REPORT

What an exciting year COHR has had so far!  Amazing programs, new logo, Member Forum, credit card payments, great networking and more!  Thank you COHR Members for your commitment and involvement with COHR.

We are excited to announce a new COHR program - Bring a Guest for Free!  We are offering an opportunity for 1st Time Guests to attend a COHR meeting for free.  If you know someone that you feel may benefit from joining COHR, please invite them to one of our meetings.  We do ask that your guest register for the meeting and select the "1st Time Guest Ticket" option. There are a imited number of "1st Time Guest" tickets available for each meeting.  The 1st Time Guest option is being made available for individuals in an HR or HR-related role, who are potentially interested in joining COHR.

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CALENDAR OF EVENTS

AUGUST COHR MEETING EVENT:

NOTE: This is an extended meeting.  Please note the time/s below.

Date/Time: Thursday, August 10, 2017, 11:00 am - 2:00 pm
Location: Pine Lakes, 5603 Granddaddy Drive, Myrtle Beach, SC 29577

Register here.

 

 
We are excited to bring Shari Braendel, a professional style and image consultant based in Charlotte, to COHR to speak about dress code and employee image.  This is a sample training that can be provided to female employees in any company.  HTC offered this training in December 2016 and it was a very well attended and highly rated training initiative that boosted employee morale.  In addition, this training corrected a lot of dress code violations and sharpened confidence and self-esteem amongst female employees.
 
Please join us Thursday, August 10th from 11:00am-2:00pm.  Lunch will be served at 11:00 am and the session will begin immediately following lunch. 
 

Agenda:

  • 11:00-11:15         Lunch is served
  • 11:15-11:30         COHR News
  • 11:30-11:45         Introduction & Dress Code Fashion Show
  • 11:45-1:30           Shari Braendel
  • 1:30-2:00             Optional:  Individual Color Consultations (color swatches will be available for purchase)
 
Session Content:
 
Shari’s main goal when addressing workplace employees is to illustrate each person as a direct reflection of the company and share instructional tips that inspire the needed changes that reflect well on both self and company.  The employees will learn the following:
 
  •         Why Image is important for personal and professional reasons
  •         How to dress for their body shape
  •         The impact of color for their wardrobes based on their dominant color   characteristic (each person receives an individual color analysis)
  •         How to wear trends in the workplace; what works, what doesn’t
  •         How to accessorize and dress for an individual’s proportions
  •         What Business Casual really means
 
A few words from Shari:

I have been in the style and image industry for over 30 years and have experience with corporate dress codes.  I am also the author of two books on Style and Image.  I’m a natural encourager and will have the ladies laughing and having fun, while learning what is best for them, desiring to make a change.

I promise, no one will feel picked on or pointed out but instead will be talking about this for years to come!

Shari’s Website:  www.fashionmeetsfaith.com.

This event is proudly sponsored by:

Julie Wagner
Long Bay Diagnostic Imaging
900 21st Ave N.
Myrtle Beach, SC 29577
P: (843) 324-0014
F: (843) 916-9460

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WELCOME NEW MEMBERS

A great big welcome to new members Alison Frazier, Brittain Resorts, Matthew Vanderbilt, Coastal Carolina University, Stacy Barfield, Lakewood Camping Resort, and Tyana Soles, Mercom Incorporated!

Beginniny July 1st, COHR applicant's dues, if joining after July 1, are $25 for SHRM members, and $30 if non-SHRM members.  It's an excellent time for registering a guest or discussing the benefits of a COHR membership.  If you know someone that could benefit by becoming a COHR member, this is a great time to contact them!  Contact Angela Traver or Don Parrish with questions.

 

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CONFERENCE

23rd Annual South Carolina SHRM State Conference

September 20-22, 2017

Myrtle Beach Marriott Resort & Spa at Grande Dunes, 8400 Costa Verde Drive, Myrtle Beach

What a great opportunity to attend the annual state SHRM conference right in our backyard!!  Mark your calendars; registration will open soon!

The SC SHRM State Council is pleased to announce, Elissa O’Brien, SHRM-SCP, Vice President of Membership for the Society for Human Resource Management (SHRM) as a speaker at this year’s State Conference.  As a management team member and leader of SHRM, Elissa is very passionate about the organization’s members and the HR profession. You will not want to miss the opportunity to hear about current initiatives directly from the headquarters of SHRM.

There will be a SC SHRM Academy which is a pre-conference workshop held on Wednesday, September 20, 2017.

Margaret Morford, CEO for The HR Edge, Inc. will be conducting the workshop on leadership.  Her clients have included Sara Lee Foods, Nissan North America, Nationwide Insurance, and Homeland Security to name a few.  It has been stated that, “She empowers you to not only improve your management style and others around you, but to transform it into leadership.”

The conference has been proven to be both a great educational and networking event as it is the largest Human Resource Conference in the state of South Carolina.  The past state conferences have been approved for both SHRM Professional Development Credits (PDCs) and HRCI credits and this year’s conference will be submitted for approval as well.

For additional details on the conference, please visit sc.shrm.org or you may contact Teresa Vaughn, tv@jjins.com, or 843-577-1494.

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CERTIFICATION

Certification Portal Login>>

Maintaining your SHRM-CP or SHRM-SCP can come from many resources. All of these things make you a more solid HR professional. If you're feeling uncertain about how to earn the required 60 PDCs, here are a couple helpful things to remember:


Advancing Your Education with SHRM Activities

All
SHRM conferences, seminars and eLearning programs that you attend will be automatically* uploaded to your SHRM Certification Portal, so you don't have to enter anything yourself.   


Work Projects and Recertification

SHRM recognizes the value of your workplace activities and we encourage you to analyze and reflect how you're putting your chosen continued education resources and gained skills into action day to day. Earn up to 20 PDCs for work projects  that support your organization and provide opportunities to advance your capabilities in the HR competencies. For credit include the following with your recertification application:

? A clear definition of the project objectives and how the desired outcomes aligned to your organization's needs. Include supervisor verification.

? A brief description of the project and your level of involvement.

? How the objectives were met or supported.

? Which
HR Competencies applied and how they were used to achieve the project goals. 


 
If you haven't already (and you want to avoid surprises later), begin your recertification journe

*Please e-mail recertification@shrm.org if you do not see your activities uploaded to your Certification Portal.

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CONTINUING EDUCATION

Marijuana in the Workplace
Answers for HR Professionals and Compliance Officers
Presenters: Michael Kantor, Weiss Serota Helfman Cole & Bierman; and Marc Taule of NMS Management Servicess
 
View live: July 13, 2017, 2 p.m. ET / 11 a.m. PT (available for on-demand viewing through November 2017)
Program length: 60 minutes
 
Register now.

 

The disparity between state marijuana laws and stricter federal laws regarding the legal use of marijuana is a source of confusion for employers nationwide. In this program, Michael Kantor of Weiss Serota Helfman Cole & Bierman and Marc Taule of NMS Management Services will provide an overview of marijuana laws and how you can enforce your company's drug-free workplace policies. Topics to be discussed include:

  • Employer options for drug screening in the Workplace.
  • Safety and other risks associated with marijuana use by employees
  • How to revise your policies to reflect state and federal regulations, and how to handle the conflicts between state and federal statutes
  • How you can enforce your safety and drug-free workplace policy

 

Out of Sight but Not out of Mind
Driving Engagement and Productivity with Absence Management

 

Presenters: Mollie Lombardi, Aptitude Research Partners; and Toni Kellam, Kronos
 
View live: July 25, 1 p.m. ET / 10 a.m. PT (available for on-demand viewing through November 2017)
Program length: 60 minutes

Register now.

Do you have a clear understanding of the actual costs of your organization’s employee absence? As organizations face increasing pressures to reduce operational costs and boost efficiencies, absence management has become a key component in increasing productivity. A recent study has shown that organizations using manual solutions for absence management have a 7 percent greater payroll error rate than those of automated solutions.

If your organization relies on outdated, manual tracking for employee absenteeism, it’s time to learn more about decision-support tools and metrics that not only help better understand absence trends and productivity, but also help minimize compliance risk, ensuring that leave and attendance policies are applied correctly. Mollie Lombardi of Aptitude Research Partners and Toni Kellam from Kronos will discuss how an automated workforce solution helps you spend more time on your job priorities, and less time on manual processes and tracking.

Topics covered include:

  • Real world pain points and why you should consider automating absence management to benefit both employees and managers
  • Research on the effect of absence on morale and productivity
  • When absence may be an early warning of employee turnover and burnout
  • Details on how an automated solution can help you better understand your organization’s absence trends and strategies to cut costs, ensure leave policy compliance, improve operational productivity, and provide transparent communication with employees
  • Key steps that you can take today to quickly identify opportunities that will accelerate engagement and drive better business outcomes through workforce management

 

Submit HR-relevant courses and webinars for sharing in the COHR community to Nicole at nicolebennett509@gmail.com.

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HR NEWS

Differences Between FMLA, ADA Make Leave
Coordination Challenging

By: Allen Smith

The Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) both have leave mandates, but they are as different from each other as cats are from dogs, according to Michael Shetterly and Penny Wofford, attorneys with Ogletree Deakins in Greenville, S.C.

The FMLA is like a cat. It owns you and doesn't care what you think; its requirements are inflexible, and it does not have the ADA's undue hardship provision. The ADA is like a dog chasing tennis balls—there are too many things up in the air, Shetterly joked. He and Wofford were speaking at a SHRM 2017 Annual Conference & Exposition session.

When someone has a serious health condition under the FMLA, he or she also will have an ADA disability if the person's impairment substantially limits a major life activity, which range widely from walking, lifting and talking to thinking, eating and breathing, for example.

Under the FMLA, the amount of leave is exact—12 weeks total on an intermittent basis or in a block within a 12-month period, Wofford noted.

But under the ADA, it's not exact at all, Shetterly said. Instead, the amount of ADA leave required will depend on the facts and circumstances and can differ for every employee, he noted.

The FMLA can run at the same time as most types of leaves other than the ADA, Wofford observed. That includes vacation, disability leave and sick leave.

But under the ADA, every other type of leave must be exhausted first and then it runs by itself, Shetterly noted.

Under ADA, finite leave policies are unlawful, Wofford cautioned. And yet she still sees policies that state that the employer has a maximum amount of leave it will grant, such as six months. She recommends removing the language altogether. But if an employer decides to keep it, at least put in qualifying language noting that exceptions can be made to the rule under the ADA.

The FMLA has eligibility criteria—employees must have worked a year and for 1,250 hours in a 12-month period to be covered, Wofford noted.

But under the ADA, every individual is covered, even as an applicant, and on day one, Shetterly observed. Even part-timers are protected by the ADA.

Under the FMLA, there are very precise questions that can be asked on the medical certification form, Wofford pointed out.

Don't use FMLA certification for ADA medical documentation, though, Shetterly said. Medical questions under the ADA are prohibited with certain exceptions, such as questions seeking to document that someone has an ADA disability or to help an employer better understand how it can reasonably accommodate someone.

Job Descriptions

To get better information, send the worker's doctor a job description along with ADA certification, Wofford said. Make sure the job description reflects what the job really entails. Some think a doctor will just say whatever the employee wants the doctor to say, but that's not always true, particularly if a job description is sent along with the ADA certification, she added.

Shetterly recommended employers go one step further and send a questionnaire with the ADA certification, asking what the employee can and can't do. This is part of the interactive process for identifying a reasonable accommodation, he said. If it's truly interactive, employers get to participate and not be dictated to, he stated.

Talk with supervisors about what the essential job functions are and what can or can't be waived, such as working overtime or rotating shifts, he recommended. If a duty can't be set aside, make sure it's in the job description.

Also, be sure that if a supervisor says something is an essential function, there aren't other employees who are allowed to not perform those tasks. How can you argue a task is essential, Wofford asked, if others don't do it?

Last-Resort Accommodation

Finally, if an ADA leave of absence isn't going to make the person well enough to return to his or her original job, don't forget that an employer must consider reassignment under the ADA as a last-resort accommodation.

Look at the jobs that are vacant at that point and ask whether the individual can perform all of the essential functions with or without a reasonable accommodation, Shetterly noted.

"This is not shoe shopping here, where you try a bunch of different shoes," he said. The employer instead moves the person into as good a position as it can. If the employee rejects the position, "then you're done," he noted.

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