SHRM Foundation

COHR recognized as "2013 Super Star!"


May 2018 Print








HR Legal Roundtable: Review of Real HR Scenarios and Responses

Thursday, June 21, 2018
11:30 AM to 1:30 PM

Pine Lakes
5603 Granddaddy Drive
Myrtle Beach, SC 29577

Join us for an interactive session to address several different HR scenarios, using actual examples involving background checks, terminations, employee complaints and accommodating mental illness in the workplace.  We will explore together various options for dealing with the challenges that arise in these scenarios, including best practices and legal pitfalls.  You will have an opportunity to submit scenarios and questions in advance, as well. If time permits, we will address them, as well.

Learning Objectives:

  1. Identifying legal issues that can arise with hiring and firing.
  2. Addressing employee complaints, including assessment of when investigations are necessary.
  3. Balancing reasonable accommodation obligations with safety and other concerns under the ADA.

Presented by: Molly Cherry, Employment and Labor Law Attorney,Nexsen Pruet

Molly Hughes Cherry is a Member in the Charleston and Myrtle Beach, South Carolina, offices of Nexsen Pruet, LLC, where she practices in the areas of labor and employment and general business litigation.

She is a certified specialist in labor and employment law and represents management in a variety of employment matters. These include discrimination law, disability law, employment contracts and non-competition covenants, employment torts, wage issues, harassment litigation, and training.

Mrs. Cherry is a member of the Charleston County and South Carolina Bar Associations. She is the past chairperson of South Carolina’s Employment and Labor Law Advisory Board and a past chairperson for the SC Bar’s Employment and Labor Law Section.  Ms. Cherry is a board member of the International Association of Defense Counsel, having previously served as chairperson of its employment law committee.  She is also the immediate past president of the South Carolina Women Lawyers Association. 

In addition to her professional activities, Mrs. Cherry is deeply involved in the community. She served on the board for the Tri-County Human Resources Management Association in Charleston for a number of years, including as president, and serves on the South Carolina Business One Stop Business Advisory Board.  She also served as president of the board of the Trident Literacy Association and worked recently on TLA’s capital campaign. 

She earned her undergraduate degree, magna cum laude, in government and Spanish from Wofford College, having recently served as the president of the Alumni Executive Council.  She graduated, cum laude, from the University of South Carolina School of Law.  

REGISTER NOW to save your seat!

This meeting is sponsored by:

Patty Leibrick, 412-354-8212,

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The South Carolina SHRM State Council is hosting its 24th Annual SC SHRM State Conference, September 24-26, 2018 at the Myrtle Beach Marriott Resort & Spa at Grande Dunes, 8400 Costa Verde Drive, Myrtle Beach, SC.

Register for SC SHRM Conference here

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Welcome new COHR members!

Amanda Icatar - Tidelands Health

Karen Johnson - City of Myrtle Beach Fire Department

Rachel Platt - Little River Medical Center

Sierra Green - Little River Medical Center

Johnny French - Little River Medical Center

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Check out this photo from our May COHR meeting!

May 2018 Meeting       




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Are Your Workers Bored? Uninspired? They May Be Suffering a Midcareer Crisis

 By Dana WilkieApr 12, 2018

It happens to a lot of employees: After two or three decades in the workforce—after they've landed the job they dreamed of, achieved what they wanted and reached a comfortable salary—suddenly it seems there's nothing left to strive for.

It's called a midcareer crisis, and according to researchers, it's a key reason why employees become disengaged.

A midcareer crisis can happen to anyone, said Hannes Schwandt, an assistant professor of economics at the University of Zurich who researched the midcareer crisis as a postdoctoral student at Princeton University's Center for Health and Wellbeing. It can hit even those who—from an objective perspective—have fulfilling jobs.

"Suddenly, the employee is no longer challenged at work and is unable to identify a stepping stone to some activity that will keep him engaged in his current position," said Gabriel Shaoolian, founder and CEO of DesignRush, which offers design and technology tools. He has over 20 years' experience managing people and businesses as the former founder and CEO of Blue Fountain Media, a digital-marketing agency in New York City. "This is when the employee becomes bored, unmotivated and may start looking elsewhere for opportunities that will satisfy their need to feel valued and worthwhile."  

The U-Shaped 'Satisfaction' Curve

The midcareer crisis, according to Schwandt, typically happens when employees are in their late 40s to early 50s. And there's actually a biological reason for this dissatisfaction, he discovered.

Job satisfaction tends to follow a U-shaped curve, he explained, with young workers tending to be overly optimistic about the jobs they'll get and the trajectories their careers will take.

"As we age, things often don't turn out as nicely as we planned," Schwandt wrote in an article in the Harvard Business Review. "We may not climb up the career ladder as quickly as we wished. Or we do, only to find that prestige and a high income are not as satisfying as we expected them to be. At the same time, high expectations about the future adjust downwards. Midlife essentially becomes a time of double misery, made up of disappointments and evaporating aspirations."

The good news is that at the bottom of the U-curve—when workers are in their mid-50s or so—people tend to make peace with how their life is playing out. At the same time, the aging brain learns to feel less regret about missed chances, brain studies show. Satisfaction starts to rise, climbing out of the bottom of the U-curve.  

Focusing on the Future

Jane Benston is a career coach for women in corporate leadership positions and is based in Melbourne, Australia. In her work, she often sees women hit a midcareer crisis because "they don't have clarity about what they actually want for the next phase of their career.

"They have achieved success ­and done everything they dreamed coming out of university ­but are at a loss as to what they want to do next," she said.

A manager can help, she noted, by having a discussion with the employee to help him or her focus on the future.

"Without clarity and direction, smart professionals often stop learning, growing or stretching, and with that, their career plateaus and boredom sets in. Not only does it leave them feeling confused about what's next, it makes it very difficult for their boss or mentor to support them to take the next step."

Many employees "bottom out" because the companies they work for have failed to develop a growth plan that keeps up with the employee's advancement, Shaoolian added.

Breaking out of the Slump

What does a manager do if there aren't any clear-cut advancement opportunities or new challenges for the midcareer employee? It's a phenomenon that happens more often than one might think, said Brian Kropp, HR practice leader at Gartner, a research and business advisory company in Stamford, Conn.

"For most employees, the opportunities to move up in their own organization have become more limited across the last 10 years," he said. "In fact, the average employee is staying at the same level for almost 50 percent longer than they did 10 years ago."

Still, the creative manager can almost always find ways to accommodate the midcareer worker, Shaoolian said. He noted that most HR development budgets focus on the onboarding and training of new recruits. Because it costs a lot in time and money to replace employees, businesses would be wise to invest in finding new missions for employees whose advancement has stalled.

For companies and HR departments, this means:

- Assigning midcareer employees to cross-functional internal teams to work on projects and to learn about areas of the company with which they may not be familiar.

- Creating a succession plan that allows for more lateral moves within the organization.

- Encouraging the worker to develop new skills that can benefit the worker and the company, such as public speaking, blogging or networking.

- Encouraging the worker's role as a mentor or senior advisor.

Schwandt noted that in addition to mentoring younger workers, midcareer employees can also seek to be mentored by more-senior people at a company. Often, these senior people have weathered their own midcareer crises and can offer support and advice, he said.

"Those at the end of their careers may have gone through this midlife dissatisfaction and learned to deal with this disappointment. It's important to normalize these kinds of feelings, and maybe senior workers can relay to their colleagues that this is normal and that there's a light at the end of the tunnel."

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How Diversity Can Drive Your Organization Forward

Presenters: Rusty Lindquist, BambooHR; and Michelle Reed, SkillSurvey

View live: March 29 2018, 2 p.m. ET / 11 a.m. PT (available for on-demand viewing through July 2018)

Register now

Organizations recognize how important diversity is, and most spend a lot of time talking about it. But those conversations (and most diversity initiatives) revolve almost entirely around race and gender, only two components of a much larger spectrum.

In this program, Rusty Lindquist of BambooHR and Michelle Reed of SkillSurvey take a broader look at diversity -- diversity of opinion, skill, experience and more. They will talk about the role this kind of diversity has in organizational health and market success. We’ll talk about what you can do to encourage, architect and accommodate diversity. They also discuss biases, the most common cause of diversification difficulties.

Our organizations need us to begin to think more holistically, to drive toward larger outcomes, and to help insulate ourselves against risk. Join this webinar and come away with a new perspective on diversity and practical, immediate approaches to start achieving it.

Learn about our speaker About the Presenters: Rusty Lindquist is the vice president of thought leadership at BambooHR where he speaks, writes and teaches about how to elevate HR and increase employee value. He's focused on setting HR free to do the work their organizations really need from them: things like culture, engagement, performance, recruiting, retention, as well as building influence, and being more strategic

Michelle Reed is the chief marketing officer at SkillSurvey. She is responsible for the development, oversight and execution of SkillSurvey’s overall marketing strategy, leading a talented team of dedicated marketing professionals to drive the company’s market positioning, demand generation, thought leadership and integrated marketing programs. She also works closely with product management, engineering, customer and partners to serve SkillSurvey’s clients’ needs and earn recognition for the company’s solutions. Reed has also held roles in software development, product management, communications, college recruiting and human resources.

Register now

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