Flexible Testing Options Partnered with Top Vendors Candidate Self-scheduling
Drug screening policies aren’t set-it-and-forget it. Partnering with a vendor you can trust to keep your process both streamlined and up-to-date is critical to maintaining a safe, e cient workplace. Data Facts o ers 35 years of experience with a full scope of drug screening options, from clinic testing to on-site tests and oral swabs. Our team of experts are ready to help you customize a solution that is right for your hiring needs, all while keeping you compliant with ever-changing laws.
Bringing Human Resources & Management Expertise to You
The largest growing segment of the workforce are 75 years old or older.
Editor Cynthia Y. Thompson, MBA, SHRM-SCP, SPHR
Publisher
The Thompson HR Firm, LLC
Art Direction Park Avenue Design
Marketing and Social Media Specialist
Julie Nagem
Project Specialist
Liz Rogers
Photographer Charles B. Thompson
Webmaster
Leo Dimilo
Contributing Writers
William Brown
William R. Carmichael
Ryland Costello
Amy Schabacker Dufrane
Doug Elms
Mary C. Moffatt
Steve Spurlock
Kathy Tuberville
Traci Wallrauch
Janie Warner
James W. Wimberly, Jr.
Contact HR Professionals Magazine:
To submit a letter to the editor, suggest an idea for an article, notify us of a special event, promotion, announcement, new product or service, or obtain information on becoming a contributor, visit our website at www.hrprofessionalsmagazine.com. We do not accept unsolicited manuscripts or articles. All manuscripts and photos must be submitted by email to Cynthia@hrprosmagazine.com. Editorial content does not necessarily reflect the opinions of the publisher, nor can the publisher be held responsible for errors.
HR Professionals Magazine is published every month, 12 times a year by the Thompson HR Firm, LLC. Reproduction of any photographs, articles, artwork or copy prepared by the magazine or the contributors is strictly prohibited without prior written permission of the Publisher. All information is deemed to be reliable, but not guaranteed to be accurate, and subject to change without notice. HR Professionals Magazine, its contributors or advertisers within are not responsible for misinformation, misprints, omissions or typographical errors.
47 MSSHRM 2024 Conference & Expo in Biloxi September 9-11
48 SHRM Inclusion Conference in Denver November 4-7 September 2024 Issue Features
HRProfessionalsMagazine.com
a
note from the editor
We are thrilled to showcase Wendy Chance, Co-Director of the Texas SHRM Foundation, on our August cover. Wendy's dedication to community service and HR shines through her commitment to sharing volunteer opportunities. Discover more about Wendy on Page 6.
Join us at the Tennessee SHRM Conference in Memphis from August 25-28. Excitingly, Johnny C. Taylor, Jr., President and CEO of SHRM, will kick off the event as our keynote speaker. CHROs can attend a private “Coffee with Johnny” session post-presentation. You can email me for more details. Register at tnshrm.org.
Exciting news! The conference has been approved for 17.5 Business credits and 24.25 HRCI credits. Meet Mike Medoro from the HR Conference Cruise at our Booth #117 HR Professionals Magazine in the Expo Hall - details on Page 10!
Don't miss the HR Professionals Magazine sponsors at the TN SHRM Conference. Visit their booths in the Expo Hall and extend gratitude for their contributions to our profession. Elvis might make a special appearance!
Mark your calendars for the upcoming fall SHRM Conferences in the Southeast, including events in Mississippi, Florida, Kentucky, South Carolina, and Texas. Stay tuned for coverage on these events and insightful Facebook Live interviews with SHRM leaders and keynote speakers.
Want to be a SHRM-CP or SHRM-SCP? If you are not yet a certified HR professional, you have an excellent opportunity coming up! Our next Online SHRM Certification Exam Prep Class begins October 16. You can register on our website to join our class. The deadline to register is October 9. These classes are affordable and convenient! You can take the class from the comfort of your home on your own computer. We are proud of our 90% pass rate! Get certified!
Hope you are enjoying our sponsored webinars! Mark your calendar now and plan to join us for my monthly webinar sponsored by Data Facts You earn 1.00 SHRM PDC and 1.00 HRCI Business Credit. It will be August 23 at 10 AM CT. Watch your email for your invitation! If you are not receiving an invitation to our weekly webinars, you can click on “Subscriptions” on our website.
cynthia@hrprosmagazine.com Connect with me on LinkedIn:https://www.linkedin.com/in/cynthiathompson-mba-shrm-scp-sphr-325b8715/ Like us on Facebook.com/HRProfessionalsMagazine
The Renasant Convention Center in Downtown Memphis is the site for the 2024 Tennessee SHRM Conference.
Wendy CHANCE
Co-Director, Texas SHRM
Wendy Chance, a Human Resources leader whose thirty plus year career continues to prioritize People and Culture, Business, Leadership, and a commitment to sharing and promoting Volunteerism.
Wendy is the Director of Human Resources for Austin Retina Associates, the premiere Retina practice in Central Texas which includes fourteen locations with two clinical research facilities. As a member of the Executive Leadership Team, Wendy provides HR and leadership strategies including engagement, retention, talent acquisition and planning, training and organizational development, employee development, performance management, employee relations, mentorship while focusing on culture enhancement. Wendy participates in the practice Leadership Development Program which includes her introduction of the “Business Speakers Series” to elevate Supervisors and Managers.
Our twelve nationally recognized specialists are listed among the top retina doctors in the US and as a commitment to our community, have initiated a vitreoretinal surgery fellowship program in collaboration with Dell Medical school. Austin Retina is relentlessly committed to the journey of delivering excellence in retina care while treating everyone with respect and dignity. We achieve this mission by embracing our core values of serving with compassion, striving for excellence, and practicing humility.
After moving from her home state of Kansas and leaving the amazing University of Kansas Jayhawks basketball team, Wendy joined The Evins Group, a regional Texas based PEO, Recruiting, Staffing and HR outsourcing firm. While serving as Vice President, numerous industry and client experiences added additional perspectives to her HR portfolio including developing comprehensive staffing plans with ramp ups for 500+ employees, client management and development, government contracting, safety, site project management, large-scale recruitment programs, staff development and training, P & L, and vendor management. The ability to serve clients in a multitude of industries and spaces across private sector, public sector, and not-for-profit created a unique opportunity to appreciate HR roles in many spectrums.
Foundation
An extraordinary HR experience in the world of franchising followed at United PF, now United FP. Beginning with twenty-five locations, United PF catapulted to the number one franchisee in the Planet Fitness organization with 175 locations covering fourteen states, creating a not to be forgotten HR experience in the startup and mergers and acquisition world. Wendy’s career prior to Texas included HR and Operations Management in hospitality and retail.
Professionally and personally, Wendy has a life-long commitment to service for the community and HR focusing on sharing and encouraging Volunteer opportunities for others. Volunteers in the workplace, professional organizations and community matter and the secret sauce and formulas are evident: People + Volunteerism + Priorities = Infinite Alignment & Connectivity.
Wendy currently serves as Co-Director of the SHRM Foundation for the Texas Society for Human Resources Management, (Texas SHRM). Previous roles with Texas SHRM include the Collaborative Industry Alliance, Assistant Director of Marketing, District Director, LEADHRs Mentor and Foundation Director. The Texas SHRM Foundation Mascot program, featuring “The Boys,” was created and introduced by Wendy, and continues to be the fund-raising driver for the SHRM Foundation and Texas Chapters. Wendy was selected as the Texas HR Volunteer of the Year in 2015.
As the first remote state of Texas HRSW Conference Volunteer, Wendy has successfully engaged new Volunteers from all Texas SHRM Chapters to support and serve Texas HR Professionals at the recognized SHRM Texas State Conference. Wendy has served as the State Conference social media Director, Student Liaison, Special Events, and is currently the Educational Session Director-Elect.
Wendy has also served her local SHRM Chapter, Austin SHRM, as President, Vice President of Programs, Vice President of Workforce Readiness, Vice President of Technology, Vice President of Membership and SHRM Foundation Chair prior to joining the Texas SHRM Board.
“Volunteering is at the core of being a human. No one has made it through life without the help of someone else.” — Heather French Henry
How To Maximize Your TN SHRM 2024 Conference Experience
REIMAGINE - RECONNECT - RENEW
Are you ready to Reimagine, Reconnect, and Renew?—We’re almost there!
This year’s TN SHRM Conference & Expo is almost here! The Conference Team has been working for almost two years to bring an engaging and interactive conference experience to you! We hope that you’re preparing to have a wonderful conference, Aug 25-28!
Here are a few suggestions to maximize your conference experience!
• Our conference app, Whova, will open approximately two weeks prior to the conference. Be sure that you have logged in and can see all of the dynamic content, announcements, and updates. Whova is a great tool to keep attendees connected!
• Review the agenda—there are over 80 sessions, six keynotes, and dedicated time in our Marketplace Exhibition Hall. Plan out the sessions you want to attend, vendors you want to see, and attendees you’d like to connect with while you’re in Memphis! All attendees will be posted in Whova so you can connect with HR professionals.
• Check out Memphis! While we have many things planned during conference for networking and events, be sure to get some great food—from BBQ to fine cuisine, Memphis has great restaurants! If you have the time, check out our world-renown Zoo, Tom Lee Park on the Mighty Mississippi, the Peabody Hotel and our famous ducks, as well other great sites!
• Clear you schedule—be sure to invest in the conference! We have so many great sessions planned for you—put your Out of Office on and let them know you’re learning about HR at the Conference!
• Engage with the speakers, exhibitors, and sponsors! Mix and mingle and add to your HR network!
• Stay informed with our Whova App—updates to the conference, contests, Leaderboard awards, and more!
• RSVP to our Signature Social on Tuesday, August 27! Our National Civil Rights Museum is the spot for a networking event, filled with the sites and sounds of an interactive museum! Space is limited so be sure to RSVP in our Conference app!
Not registered yet? Check out our website and register today, www.tnshrm.org
We look forward to having you in Memphis!
Dr. Kathy Tuberville, SHRM-SCP 2024 TN SHRM Conference Chair
AGILE HR
By TRACI WALLRAUCH and TRACIE SHEPHERD
A brief review of Part 1 of Dank and Hellstrom’s 2021 book
“Agile HR: Deliver Value in a Changing World of Work”
What were you doing in late 2020? Like most, you were probably making radical adjustments due to the COVID-19 pandemic. By this time, coronavirus had exploded across the U.S., forcing schools and businesses to close and segments of the population to social distance or isolate. We experienced a once-in-a-lifetime pandemic that caused alarming health and safety concerns, and created unique circumstances that disrupted life as we knew it – supply chains broke, schools shut down, businesses locked down, massive unemployment, travel at a trickle –and many other “firsts” we hope will never happen again.
Despite the unanticipated threat of a pandemic, hundreds of businesses quickly pivoted, survived and even thrived, while others languished or went under altogether. Although most industries and particular businesses faced various unique challenges, nimble organizations fared much better. They were more accustomed to facing routine change and operational flexibility, collaboratively brainstorming options and solutions, being untethered to stagnant organizational traditions, and generously trusting each other – they were agile.
“Agile HR takes everything we know about the Agile mindset … and translates these concepts into the context of human resources and people operations,” and it begins with healthy talent philosophy (Dank & Hellstrom, 2020, p. 3). Rather than thinking of employees as merely expendable replaceable commodities, practicing Agile HR strategically positions organizational leaders to view employees in a much higher regard – as key stakeholders, co-laborers, co-creators of products, services or change, and as teammates empowered to delight customers. As such, Agile can be encapsulated as prioritizing work based on its value for the customer
Of consideration are real-time Agile value-adds, benefits and advantages along with anticipated outcomes. Perhaps most important is shared vision: everyone in the organization views customers as the singular priority and focus. This unified customer-centric position helps employees feel connected to purpose and vision. They know their input counts and will involve themselves in co-designing change. Unlike traditional HR with static practices, Agile HR involves a continuous incremental development cycle that flexibly changes with work environments by provoking change through four steps – plan, do, check and act.
Business changes so fast that traditional HR practices make minimal contributions or even impede progress. Agile HR might be the catalyst that inspires an Agile organization. Start by forming small, high-performing teams that understand the end customer. From a people and talent perspective, an enormous change will be adopting a customer-centric approach that seeks input and design co-creation from employees. Operationally, this means HR will establish and support a whole new model of partnering and collaborating with talent throughout the organization. This requires unlearning old habits of top-down decision-making and barking out directives, and instead, authentically seeking feedback from a variety of stakeholders before a solution is implemented.
Even though there’s ample value in practicing Agile HR, the question remains of whether organizations really need to do it. These three points demonstrate such a need:
1) In the last 25 years, a seismic shift has been digitization, which puts the customer in charge, and in turn, impacts business and talent management like never before. Consumer preferences shift rapidly, so businesses must likewise shift rapidly. To meet contemporary challenges, organizations, and HR specifically, must replace legacy processes and frameworks – those antiquated ways of doing things or the structures and hierarchies that impede quick pivots, stifle communication, neglect feedback, or disregard a must-add-value attitude for the customer.
2) Customers expect us to be quick. Delegated authority should reside with high-performing teams closest to the customer. This reduces decision-making latency and replaces it with relevant and timely decisions, problem-solving and faster speed to market.
3) Employees deserve equitable rewards. Long overdue is substitution of the traditional performance-management system. Multi-generational and highly diverse workforces are common, which naturally lead to variation in how work is done and what workers value. Organizations must develop more dynamic and meaningful ways to reward and recognize the contributions of both individual contributors and high-performing teams.
An Agile approach requires a mindset shift and is a major change effort. As such, Agile principles necessitate support from top-level leadership, with corresponding changes in managerial thinking patterns and organizational structures. Agile principles allow HR to modify approaches to work, which lead to added value. But what does it mean to modify approaches to work? It means the way a question, project or problem is approached will be done from a different mindset and in a different manner. For an example, read about Toyota’s embrace of kaizen (https:// bit.ly/3XSpNyK) and then watch a video (https://bit.ly/4bwbKSA) about it.
HR’s work environment is not stable or predictable; it’s characterized and impacted by change. Customer needs also change. HR has complex dependencies with other departments or teams that impact decisions, actions and reactions. External disruptions arise like recruitment challenges or union negotiations. Only Agile HR can navigate this fluid landscape by constantly evaluating work approaches against the litmus test of customer needs, complex dependencies and external disruptions, as exemplified in these self-imposed questions:
1) In practical adherence or application, do we hamstring employees’ ability to respond to customer needs?
2) Do we disregard how the work of one employee group impacts the work of another? Competing priorities or unaligned objectives are counter-productive; employees will unintentionally sabotage each other’s progress.
3) Are we apathetic to our external business environment? What HR does inside the organization must be informed by what’s going on outside the organization. For example, if the economy is thriving and jobs are plentiful, that should inform our compensation plan and recruitment efforts.
As you reflect on this article and ponder the questions therein, hopefully, you’ll be inspired to pick up Dank and Hellstrom’s book for a quick, informative and provocative read. You might even find yourself recalibrating your own thinking patterns and discovering firsthand the value Agile can bring to your HR team, your organization and, ultimately, the customers you serve. We hope so!
Tracie Shepherd, Ph.D., SPHR, SHRM-SCP
Senior Faculty, School of Business Western Governors University Tracie.Shepherd@wgu.edu
Traci Wallrauch, Ph.D. Instructor, School of Business Western Governors University Traci.Wallrauch@wgu.edu
Career development doesn’t have to happen in a classroom.
This summer, learn wherever your adventures take you with SHRM’s interactive eLearning.
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Employers can expect to cover around 70% of healthcare costs, with claims for major events such as ESRD, ALS, cancer, and Medicare-age claims increasing by 12-14% per year. During critical events like disability or retirement, many employees are often unaware of the benefits available to them, which can result in significant costs for both employee and employer.
FEDlogic’s mission is to bridge this information gap by providing unbiased expert guidance to help families navigate through complex federal policies. By educating individuals on their healthcare options, many discover alternative avenues with better coverage and lower costs Employers who use FEDlogic's services can save an estimated $26,400 per transition from the group health plan.
FEDlogic's mission is to provide families with unlimited and unbiased access to the knowledge of our experts at no cost to the family Our primary objective is to help people, especially during times of need and crisis Saving employers money has been a positive byproduct but never the primary objective
FEDlogic's mission is to provide families with unlimited and unbiased access to the knowledge of our experts at no cost to the family Our primary objective is to help people, especially during times of need and crisis Saving employers money has been a positive byproduct but never the primary objective
FEDlogic's mission is to provide families with unlimited and unbiased access to the knowledge of our experts at no cost to the family. Our primary objective is to help people, especially during times of need and crisis Saving employers money has been a positive byproduct but never the primary objective
A T E A M O F E X P E R T S
A T E A M O F E X P E R T S
All FEDlogic experts have held technical and leadership roles with the Social Security Administration. We understand policies from the inside-out and provide unparalleled practical guidance and insight
R E E & C O N F
R E E & C O N F I D E N T I A L
All FEDlogic experts have held technical and leadership roles with the Social Security Administration We understand policies from the inside-out and provide unparalleled practical guidance and insight
All FEDlogic experts have held technical and leadership roles with the Social Security Administration. We understand policies from the inside-out and provide unparalleled practical guidance and insight
Our phone-based consultations are unlimited, confidential, and free for employees and their household members. An expert is available throughout, and consultations are scheduled at the employee's convenience
Our phone-based consultations are unlimited, confidential, and free for employees and their household members. An expert is available throughout, and consultations are scheduled at the employee's convenience
Our phone-based consultations are unlimited, confidential, and free for employees and their household members An expert is available throughout, and consultations are scheduled at the employee's convenience
Employees can trust us. We don't sell, endorse or promote any products or services; our goal is to provide unbiased education to support families in navigating their benefit options F R E E & C O N F I D E N T I A L
Employees can trust us We don't sell, endorse or promote any products or services; our goal is to provide unbiased education to support families in navigating their benefit options
Employees can trust us We don't sell, endorse or promote any products or services; our goal is to provide unbiased education to support families in navigating their benefit options
What do HR Pros Think of FEDlogic?
What do HR Pros Think of FEDlogic?
What do HR Pros Think of FEDlogic?
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M a r a R a y n e r
D i r e c t o r o f H u m a n R e s o u r c e B e n e f i t s
Tips for your Safety while Traveling
Travel is an important part of business, even with all the technological advancements today. Most of us have travel routines that help make traveling more enjoyable. We have our favorite airline, hotel chain, and restaurants at each stop. Although we have our routines for traveling, it is important to incorporate health and safety elements to prepare for worst-case scenarios during travel. Many people plan for the travel but forget to plan for the what-ifs. What if you get violently sick? What if your important documents are lost or stolen? What if you’re involved in an accident? By incorporating a few health and safety elements into your travel routine you can be prepared for whatever comes your way.
Let’s explore a couple of scenarios to challenge your thoughts on how prepared you are when you travel. Let’s say you’re traveling to Washington, Dallas, or Mexico City and you come down with the flu, or what may be food poisoning —— the worst kind that restricts you to your hotel room for several days with a do not disturb sign. You know where your favorite watering hole is… but there’s no trusted clinic down the street, so where would the nearest and best hospital be? And if you are in Mexico City, San Jose, or Shenzhen, are you able to effectively communicate your symptoms and do you trust that you are going to receive the best care? Can you describe the medications you take regularly, and what about communicating your allergic reactions to certain medicines to a foreign language speaker?
Another scenario is you’re traveling out of the country, and like most of us, every name and phone number for your closest 8,000 business contacts are in your smartphone… and you have no idea where it went. These days we don’t commit phone numbers to memory like we used to. How will you make your meeting, connect with your buddy back at the office, or remember the names, addresses, and contact numbers of the 20 people you plan to meet during your trip?
I’ve traveled the world providing executive protection to CEOs, C-level executives, and at-risk families, and while the first thing that comes to mind when one hears “executive protection” may be images of bodyguards talking into microphones in their sleeves, the reality is that safety and security during travel are more about considering your risks, logistics, and a little pre-planning.
To prepare you for any scenario while traveling, here are a few key ingredients to add to your travel routines just in case.
Research Your Destination: Understand the local customs, laws, and potential risks of the place you’re visiting.
· Make a color copy of your passport, driver’s license, and credit cards.
Make a written list of your medications and allergies.
Keep a copy of your health insurance card.
Ask a family doctor for their personal cell number and email in case of emergency during your travel.
By DOUG ELMS
Create a simple itinerary with contact information for your airports, hotels, business contacts, and meeting locations. Give a copy to a trusted person.
Ask your doctor for the name and contact information of a trusted medical provider in your area of travel.
If traveling for business, your company may provide an emergency medical contact and even medical evacuation, should the need arise.
· Ask your trusted hotel to arrange transportation. Having printed addresses of where you will travel will help you communicate with the driver if you do not speak the language.
Create a list of all contacts from plumbers to bankers to leave at home for your family back home in case you normally handle those things, and they wouldn’t know who to call.
If you work for a large company, you may be able to request some of the support suggested above through your travel department, human resources department, or security department.
If you are traveling internationally, there are additional resources available:
· You may want to translate documents with names and addresses into the language of the country in which you are traveling. There are websites such as www.translate.google.com to help you do this.
While you are away from home, consider hiring a security company to patrol your home and immediate neighborhood to ensure your family is safe and has a contact in case of an emergency at home.
· In each country around the world where there is a United States Embassy or Consulate, it is the responsibility of a Department of State Regional Security Officer to protect the Ambassador, Embassy, or Consulate. The RSO is also responsible for providing information to US citizens about security and safety conditions in that country. They do this through personal contact or www.state. gov -click on countries or regions.
Taking these health and safety precautions will make your trip much smoother knowing you are prepared, and your family is safe at home.
Doug Elms, Founder and Principal Consultant
SafeHaven Security Group SafeHavenSecurityGroup.com
SafeHaven Security Group provides consults with businesses and individuals in areas of Security, Threat Assessment, & Management including Workplace Violence, and the Protection of Executives and their Families. Call 844-Safe-Group or visit the website to learn more. www.SafeHavenSecurityGroup.com
SCOTUS’ Starbucks Decision: Implications For Employers
By JAMES W. WIMBERLY, JR. and MARY C. MOFFATT
A recent U.S. Supreme Court ruling (Starbucks Corp. v. McKinney, 2024 U.S. LEXIS 2603, June 13, 2024) addresses what some may consider to be a technical issue of how the National Labor Relations Board (NLRB or Board) can seek a preliminary injunction quickly in court against an employer's unfair labor practices, but the practical implications of the decision are enormous.
1. Background
The National Labor Relations Act (“the Act”) applies to private employers regardless of whether the employer has a union at the workplace. Under Section 7 of the Act, private sector employees have the right “to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection, and shall also have the right to refrain from any or all of such activities….”
Section 8 of the Act makes it an unfair labor practice for an employer to interfere with an employee’s Section 7 rights. Such a violation is addressed by bringing an Unfair Labor Practice (“ULP”) Charge with the NLRB. If the NLRB finds an ULP has occurred, it can file a complaint in federal court against the employer and seek a preliminary injunction under Section 10(j) of the Act, which can include requiring the employer to ‘undo’ the unfair practice, such as by reinstating terminated employees. So, with that background, let’s get to the Starbucks case.
The facts are pretty straightforward: In 2022, six employees at a Memphis, Tennessee Starbucks announced their intent to form a union at the store. The organizing employees evidently decided some media attention might be a good thing to promote their efforts, so several employees contacted a local TV station. A news crew came to the store and interviewed several employees about the organizing effort, the reasons behind it, etc. When store management learned of the media event the next day, several of the organizing employees were terminated from their employment for violating company policy. The Union (“Workers’ Unite”, which was assisting the employees) filed an ULP charge with the NLRB, which eventually filed a complaint against
Starbucks in the United States District Court for the Western District of Tennessee. The District Court issued a preliminary injunction under Section 10(j) against Starbucks, McKinney1 v. Starbucks Corp., 2022 U.S. Dist. LEXIS 181091 (W.D. Tenn., Aug. 18, 2022); the Sixth Circuit Court of Appeals affirmed, 77 F.4th 391, 2023 U.S. App. LEXIS 20485 (6th Cir. Tenn., Aug. 8, 2023); Starbucks appealed to the Supreme Court.
1 M. Kathleen McKinney is the Regional Director of the NLRB for Region 15 which includes Western Tennessee.
2. What does the SCOTUS decision mean for employers?
The practical significance of this case, however, is much more important than the technicalities.
Let’s take a common example of the practical effects of this ruling. A union is attempting to organize an employer’s facility, led by a disgruntled employee who is largely the source of the union’s organizing efforts and potential success. An HR manager inadvertently finds out that this employee organizer left work early one day, but his timecard reflects that he worked until quitting time. The HR manager goes back and checks the video recording and of this employee’s work habits and finds that this activity of what most would consider falsifying work time was a regular habit. However, knowing the organizer will undoubtedly through the union file unfair labor practice charges, the HR manager looks at the employer’s past history of discipline for such incidents and finds that employees virtually always get a final warning before termination for such incidents. The HR manager wonders, however, whether this situation is so egregious, it warrants immediate termination.
Under normal NLRB proceedings, if an unfair labor practice charge is filed on this employee’s termination, the NLRB attempts to perform an investigation to determine whether a “complaint” should be issued, basically an administrative lawsuit against the employer. The investigation is similar to that of an employment discrimination charge, although faster, as the Board attempts to decide within a couple of months whether to issue a complaint or dismiss the charge. If the complaint is issued, there is no pre-trial “discovery” as in court cases, and a trial or hearing before an Administrative Law Judge occurs some
six months later. After the hearing, and subsequent briefing, the Administrative Law Judge issues a decision taking several more months. The losing side can appeal the decision to the full NLRB in Washington, with the process taking another 6-12 months. While these timeframes are only approximate based upon the NLRB’s current case load, the point to this explanation is that there is no pre-trial discovery, the hearing is conducted as what one might consider “trial by ambush,” and the process takes a long time. Unions claim these delays can stifle an organizing drive.
However, the NLRB Regional Director has the option to pursue a rather immediate federal court petition for an injunction under Section 10(j), seeking to reinstate immediately the discharged in-plant union organizer. The current NLRB takes the position that to get the union organizer immediately reinstated, the NLRB needs to only show the federal judge that its theory of the case is “substantial and not frivolous,” without having to show that its case is likely meritorious. Indeed, the standard is so light that the Supreme Court ruling states: “It is hard to imagine how the Board could lose under the reasonable-cause test if courts deferentially ask only whether the Board offered a minimally plausible legal theory, while ignoring conflicting law or facts.”
Further, there is little or no “discovery” or litigation before the judge in these situations. In short, the “deck is stacked” against the employer who may be forced by court order to quickly reinstate the fired in-plant union organizer, even though the unfair labor practice claim is quite weak.
Fortunately, the U.S. Supreme Court in its recent unanimous ruling finds these processes wrong. The Court said the NLRB in seeking
a preliminary injunction must show that it is “likely” to succeed on the merits of the case, which is the traditional rule in federal court in preliminary injunctions.
Thus, while this case may seem a technical ruling only, it has enormous practical implications. First, the NLRB will be much more reluctant to seek the extraordinary remedy of a preliminary injunction. Second, the court is much more likely to reject the NLRB petition. And thirdly, an employer in court is likely to gain the advantage of learning about the NLRB’s case in the discovery process, allowing the employer certain advantages not otherwise available in NLRB litigation.
The bottom line is that this technical ruling results in quite significant practical implications for employers seeking to carry out employment actions during union organizing campaigns. Under such circumstances, employers should consult with experienced labor attorneys for guidance and the attorneys at Wimberly Lawson are available to assist employers in these matters.
Mary C. Moffatt, Member Wimberly Lawson Wright Daves & Jones PLLC Knoxville, Tennessee office mmoffatt@wimberlylawson.com
Unlock the Secret Sauce of Employee Engagement: Learning Management Systems!
Are your employees feeling more "meh" than motivated? You're not alone! A recent Gallup survey found that nearly 75% of U.S. workers are disengaged. But fear not, HR heroes – there's a solution on the horizon!
Enter the Learning Management System (LMS), your new sidekick in the battle against workplace boredom. These digital powerhouses are transforming Learning and Development (L&D) programs faster than you can say "mandatory training."
Why should you care? LinkedIn Learning discovered that 3 out of 5 top reasons employees job-hop relate to learning and growth opportunities. By embracing an LMS, you're not just upskilling your team – you're building a fortress of employee loyalty!
LMS Superpowers:
• Cost-cutting crusader: Say goodbye to travel expenses and hello to e-learning efficiency!
• Time-bending wizard: Create courses at lightning speed and let employees learn at their own pace.
• Culture cultivator: Foster a learning environment that would make even Harvard jealous.
• Compliance commander: Keep your company on the right side of the law with trackable training.
• Engagement enchanter: Gamify learning and watch productivity soar!
Of course, no superhero is without its kryptonite. Be prepared for some initial setup time, potential tech challenges, and the occasional "dog ate my e-learning" excuse.
Ready to transform your L&D program from snooze-fest to success story? Dive into the world of LMSs and watch your employee engagement skyrocket. After all, in the words of the great philosophers Daft Punk, "Work it, make it, do it, makes us: harder, better, faster, stronger!"
Contact us today to learn more about implementing an LMS in your organization. We have a low-cost solution. Below is a sample of courses along with hundreds more!
How the DOL’s New Overtime Rule Could Impact Employee Benefits
Organizations Can Add Another Layer of Protection with Oral Swab Testing
Organizations are always on the lookout for innovative new ways to improve the accuracy and timeliness of their background check processes. We’ve probably all heard of urine testing and hair testing, which have both been used for years. Oral swab testing is a new-ish addition that’s growing in popularity across several industries.
This non-invasive, efficient, and reliable form of drug testing can add another layer of protection to an organization’s hiring and employee monitoring practices. By incorporating oral swab testing into their background screening protocols, companies can better ensure the safety, productivity, and overall well-being of their workforce.
Oral swab testing, also called saliva testing, detects drugs in an individual’s system.
What Is Oral Swab Testing?
Oral swab testing, also called saliva testing, detects drugs in an individual’s system.
It’s a straightforward process. An administrator (typically an organization’s employee) gives the donor a swab to collect saliva. The administrator inserts the sample into a device that analyzes the saliva for traces of substances such as marijuana, cocaine, opiates, amphetamines, and more. Within 10 minutes, the test returns positive or negative results.
What Are the Benefits of Oral Swab Testing?
Organizations are increasingly recognizing the numerous benefits this type of drug screening offers to their overall process.
• Non-invasive. Unlike other drug testing options like hair or urine testing, oral swab screening isn’t uncomfortable or embarrassing to the person being screened. It’s simply a rub inside their cheek for a few seconds to collect the sample.
• User-friendly. Oral swabbing can be done in a person’s office or on a construction site. It doesn’t take an office visit or a trained professional to administer and read it like some of the other drug screening options.
• Difficult to tamper with. Since the administrator watches the entire process, there’s little chance for the person being tested to alter the sample.
• Provides quick results. Positive or negative results are returned within 10 minutes of taking the test.
• Detects recent use. Unlike other drug testing methods, oral swab testing detects drug use that has happened within the last hour.
Oral Swab Testing for Various Industries
Some industries are more inclined (some are required) to stringently test for drugs and alcohol. For these industries, oral swab testing fills a need in their process. Let’s look at how four (4) specific verticals use it.
Healthcare Industry
Maintaining a drug-free workplace is required to ensure patient safety and deliver high-quality care. Healthcare professionals, from doctors, nurses, and pharmacists to administrative staff, must be drug and alcohol-free on the job. Oral swab testing can quickly confirm if an employee is under the influence post-incident or upon reasonable suspicion.
Example
A hospital implementing oral swab testing as part of its drug testing and monitoring process adds it as a requirement after an incident occurs. Mixing up medicines may be considered an incident. In this example, oral testing helps the hospital minimize the chances of medical errors and improve patient care.
Manufacturing Industry
The manufacturing industry is another sector where drug use can cause big issues. Workers in manufacturing environments often handle heavy machinery, hazardous materials, and complex equipment. The presence of drugs in an employee’s system can lead to severe accidents, injuries, and even fatalities. Oral swab testing can help minimize these issues.
Example
A manufacturing plant incorporates oral swab testing into its employee screening process by using it as a random test. By regularly testing existing employees randomly, they can identify individuals who may be under the influence. This plant prevents workplace accidents, reduces downtime caused by incidents, and ensures a safer work environment.
Hospitality Industry
The hospitality industry (hotels, restaurants, and entertainment venues) relies heavily on customer satisfaction and service excellence. Employees in this sector often interact directly with guests, making it essential for them to be alert, courteous, and responsible. Drug use among staff can severely impact the quality of service and the overall guest experience, which can damage the brand’s reputation.
Example
A hotel chain adopts oral swab testing as part of its post-employment screening process for employees who are acting suspiciously. The criteria for this (which should be documented in the company drug screening policy) may include missing work, showing up late, poor performance, looking disheveled, and other changes in normal behavior. By identifying drug issues before a serious incident occurs, the hotel can maintain a high standard of service, avoid potential lawsuits and fines, and maintain a professional image.
Oral Swab Testing Offers a Versatile Solution for Many Companies
By integrating oral testing into their employee screening and monitoring protocols, companies can add an extra layer of protection and ensure a safer and more productive workplace. Using oral swab testing improves workplace safety, reduces risk, and builds a stronger, more reliable workforce.
WHAT’S HOLDING BACK WOMEN IN LEADERSHIP ROLES?
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SAFETY FIRST: Preventing Risk In The Workplace
Whether meatpackers or microbiologists, employers have a duty to keep their employees out of harm’s way. HR professionals have a crucial role in all aspects of workforce safety, including employee safety and health requirements, how to create and carry out emergency response plans, and what goes into contingency and crisis management. In the United States, there are specific guidelines set forth by the Occupational Safety and Health Administration (OSHA). OSHA ensures that employers provide a safe and healthy workplace by setting and enforcing standards and providing training, education, and assistance. In Europe, a similar organization fulfills that purpose.
While workplace safety might seem apparent to most, it’s actually a complicated and often unique situation. For example, it seems obvious that a construction company will ensure that workers know how to operate equipment and handle heavy objects using proper lifting and carrying techniques. Management should encourage a culture where everyone is comfortable reporting unsafe conditions and where the safety equipment is located. Similarly, a healthcare provider should make sure that workers wash their hands frequently and wear protective clothing such as gloves, masks and gowns. The commitment to workplace safety shouldn’t be one-and-done; instead, it should be above and beyond.
Yet, keeping people healthy and safe at work also means protecting both their physical and mental health. An employee’s addiction led Janet Hanofee, SPHR, and the HR team at a previous employer to expand the factors they considered to keep employees safe on the job, including seemingly insignificant details such as controlling the materials used to ship equipment and supplies.
According to Hanofee, the employee had an existing substance abuse problem that he’d kept hidden from the company. Things came to a head when the person agreed to take a role at a U.S. military installation – in a country with strict laws against alcohol and drug use. Trying to go “cold turkey” to treat his addiction, he started looking for anything that might satiate him. In this case, he found shipping pallets that had been glued together and discovered he could get high by chewing on the wood. After getting extremely sick, he was transported back to the U.S. by the company. The aftermath resulted in Hanofee and her team figuring out how to prevent the same thing from happening again. Her experience shows how significant HR’s role is in managing workforce safety risks: not only keeping employees safe but also assessing the environment to prevent future physical and mental health threats.
Keeping employees safe on the job can take broader forms. In the past decade, hotels in the U.S. and Europe started issuing panic buttons to housekeeping staff to protect them from potential harassment. Attached to a key ring, uniform, or cart, it can be activated with a push of a button to alert hotel security. A spate of lawsuits prompted the distribution of the devices after the unions representing hotel housekeepers demanded action.
By AMY SCHABACKER DUFRANE
As always, HR needs to balance best practices with what’s mandated by the local jurisdiction. For example, some jurisdictions require that a formal training process to teach the workforce how to recognize, prevent, and report sexual harassment be in place. But, even when it is not required, training is a good practice for mitigating risk. When it’s made clear to the entire workforce that this behavior is inappropriate and how to address it, they become more aware and know when to say something. John Hansen, CEO of Bellevue, Wash.based workplace learning solutions provider Atana, commented, “It’s important to empower employees to stand up for themselves and others by recognizing unwelcome behavior and seeking support from HR when needed.”
Part of keeping your employees safe and secure also means developing and implementing emergency response and crisis management plans. Then, in the event of unforeseen circumstances, the organization can act quickly to manage the situation while protecting employees, limiting damages, and keeping operations up and running.
Such crises represent many possibilities, ranging from an IT outage, death of a key executive, attack in the workplace, or natural disaster. For example, in December 2021, eight workers were killed when a tornado leveled a candle factory in Kentucky. According to news reports, workers pleaded with supervisors to let them go home in the hours before the tornado struck but were told that anyone who left their shift early would be fired. Several survivors sued the company, accusing it of demonstrating flagrant indifference to workers’ safety. In August 2022, OSHA levied $40,000 in penalties related to safety violations on the factory’s owner. A clearly stated crisis plan could have averted the personal and professional ramifications of this tragedy.
HR needs to be involved in every stage of business continuity plans, as well as training for employees at all levels of the organization. Knowing what to do – whether the situation is created by an emergency or a slowbrewing employee incident – is covered by HRCI certification. From overseeing recordkeeping requirements to developing a global strategy to ensuring employees’ physical safety, HRCI covers a wide range of key measures in safety and security for aPHR and aPHRi, PHR and PHRi, SPHR and SPHRi, and GPHR levels candidates. More information is available at http://www.hrci.org as well as in our upcoming book, Alchemizing HR: Your Formula for the New Era.
Amy Schabacker Dufrane, Ed.D., SPHR, CAE, is CEO of HRCI® — HR Certification
and is the founder and CEO of
HR
responsible for driving and disrupting the conversations about building high-performing, strategic HR teams. An engaging thought leader at the intersection of talent strategy and continuous learning, Dr. Dufrane is an award-winning leader and celebrated keynote speaker on the human side of successful business strategy in the 21st century.
Institute,
HRSI —
Standards Institute, where she is
The Early Bird Gets the Worm – AND OTHER LESSONS FOR BETTER RECRUITMENT RESULTS
BY JANIE WARNER
Incase you haven’t noticed, the year is 2024 and we are in the midst of the greatest advancements in technology in the history of humankind. No longer burdened by “snail mail,” “in-person applications,” “letter writing,” “paper checks” and hundreds of other time-consuming tasks, technology has changed our world. Mostly for the better (although I know I will get some pushback on that!).
So why, in this time of instantaneous information, are job applicants left waiting to hear from employers – often for weeks – after they’ve submitted their application? Job boards are full of positions from employers who say they’re “urgently hiring” and yet applicants sometimes never hear back after they’ve expressed interest.
There are a number of issues that may be involved here, but one of the biggest recruitment lessons is “the early bird gets the worm!” Companies who can assess, interview, and make hiring decisions quickly and efficiently are winning the war for the best talent. The ones who languish in the labyrinth of indecision are left with the least desirable candidates and suffer loss of productivity and reputation when service levels are not met due to unfilled positions.
Another recruitment lesson is to avoid a bias against “older” or “wellseasoned” applicants. For many reasons, individuals who are nearing or at traditional retirement age are deciding to postpone retirement. But they’re often overlooked for promotion or employment opportunities because of a bias regarding their age and/or experience levels. These effective and innovative workers are too often dismissed as viable candidates.
Thirdly, another thing that gets in the way of effective hiring is the drug screen. Although very controversial, with the legalization of marijuana not only for medical purposes but for recreational use in most states, many potential workers are unable to pass a drug screen. With an eliminating screen showing only “trace” amounts, an applicant can miss out on an excellent job opportunity, even if their consumption of THC was weeks earlier. There is no such prohibition for alcohol use. In fact, an applicant can show up for a drug screen with a hangover from over-imbibing the previous night and still be considered fit for hire. Further, they could have just had an alcoholic beverage immediately before the drug screen and, unless they are exhibiting signs of inebriation, would still pass the test.
So, what are the answers to these three hurdles that get in the way of hiring faster, better, and more efficiently? Here are a few ideas:
1. REVIEW your processes. Ask yourself where is the bottleneck that keeps us from making hiring decisions in a few days rather than weeks? Don’t wait for a “better” candidate to magically show up in your inbox. Review all applicants as soon as you receive their resumes and if they are eliminated from consideration be sure to let them know right away – no need to wait until you’ve made a hiring decision. When your company earns a reputation for hiring quickly, your applicant pool will explode. Most job applicants either apply because of a recent issue at their current job or they need to be hired quickly for financial reasons. The company that shows they can make decisions quickly and decisively will get the best talent before other organizations.
2. ANALYZE your qualifications for each job. Be honest as to any bias toward experienced workers. What is the concern? That their age will mean they will retire in a couple of years (or less) rather than stay with your company for a full career? Or a belief that your company will have to pay more because of their experience and pay history? Is there a prejudgment that an older worker will not “fit in” with the young culture you believe your company presents? Or maybe that at a certain age an applicant will not be as tech savvy as an employee in their 20s?
All of these concerns are assumptions (some of them based on stereotypes) that may not be grounded in reality. The truth is there is no guarantee that any employee regardless of age will stay with your company long-term. It is rare for a worker to spend their entire career with one organization. Secondly, a presumption about pay is just that! Employees work at jobs for various reasons – even more so as they age – and money is not always the main factor. But wouldn’t it be a smart move to hire that truly experienced worker with a proven track record at a bit higher pay rather than someone at a lower salary who will need months of training?
And by the way, cultural “fit” is never an age thing. It would be quite unusual for any successful company to be only comprised of one generation of workers. At some point, everyone would “age out” and there would be no longevity at all! As for the supposed technology gap, have you noticed, for example, how many older people at the airport use their cell phones to scan their boarding documents? Or use a mobile app to read scriptures or sing hymns at church? Younger workers in 2024 did not invent existing technology. And they are not its sole users. An assumption that older workers do not embrace it is just incorrect – and we all know what happens when we assume!
3. CONSIDER your drug policy. Unless there are specific regulatory, safety or security concerns, you may want to remove THC from the list of prohibited substances on your pre-employment drug screens. As with alcohol, that would not prevent screening for reasonable suspicion once hired. But your candidate pool could be greatly increased with excellent candidates if you viewed marijuana (and its increasing popularity) in the same vein as alcohol.
Again, speed up your processes, consider the older/over-qualified and well-seasoned candidates, and look at the reasons (including those related to drugs) you eliminate potential great workers. It’s a different way of thinking. It’s a different way of doing. And it’s how to win at recruitment in 2024.
Janie Warner, Vice President National HR Advisory Practice Leader Janie.Warner@McGriff.com McGriff.com
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Why Gen Z Won’t Wait for a SCHEDULED PAYDAY
Remember the days when we would wait until a designated time for our favorite TV show to come on? Or how about when we had to call a taxi service to schedule a ride? Or fill out a check, buy a stamp, and mail a letter just to pay a bill. Well, if you are a member of Gen Z, you likely have no idea what I’m talking about. Because if you are in this age demographic, you live in an on-demand virtual world that includes everything from how you eat to how you pay bills. You would be challenged to identify an area of your life where advancements in technology have not eliminated useless friction or needless waiting.
Think about how at the touch of a button we can do just about anything to make our lives better or easier. Medical advice? Check. Buy concert tickets? Of course. Grocery shopping? Yup. What about an obvious one, accessing your earned pay? I mean, it’s your money… you’ve already earned it. And without access to it, you might not be able to pay bills on time.
Many forward-thinking employers have already recognized the importance of meeting the needs and expectations of their employees, in particular Gen Z, by offering earned wage access. In fact, a recent ADP survey revealed that over 8 in 10 (82%) of Gen Z and Millennial workers believe that they should have more of a say in deciding when they access their pay.
Having choice and control over your earned pay is not just a ‘nice to have’ for the youngest members of our workforce; It’s essential. The data shows the economic challenges Gen Z is facing. For example, according to data highlighted by CNN from the Federal Reserve Bank of New York, about one in seven (15.3%) Gen Zers credit card usershave maxed out their credit cards. Not surprisingly, Gen Zers are more delinquent on their bills than they’ve been in three years, according to the New York Fed.
With the rise in inflation and uncertain economic times, many Gen Zers are even staying at home to live with their families. Fifty-four percent of 18-25-year-olds have chosen to live with their parents given the current economic climate, according to research from the Harris Poll and DailyPay.
However, with earned wage access, Gen Z’ers are empowered to take control of their finances and pay bills on time, without having to wait for a scheduled payday. In fact, over 8 in 10 Gen Z hourly workers note having earned wage access helps/would help them pay bills on time. Notably, 74% say earned wage access would help them avoid using payday loans and the same proportion avoid paying late fees.
By RYLAND COSTELLO and SAMANTHA SHEPHERD
A report from ResumeLab shows that 83% of Gen Z workers consider themselves to be job hoppers. By meeting the needs of Gen Z workers, employers can better position themselves in hiring and retaining their younger employees, which is critical in staying competitive with a continued tight job market for many industries. Financial wellness benefits such as earned wage access can play a role.
For example, an ADP report reveals that 75% of employees, in all demos, say that the availability of earned wage access would influence their acceptance of a job offer. In fact, a recent ADP Webinar revealed how employers are leveraging EWA to boost recruiting and retention and their results: Nearly double the number of applications. Research from DailyPay/Arizent also shows 30% of employers say they’ve seen a reduction in employee turnover since implementing earned wage access.
A recent ADP Market Pulse survey of over 1,500 business leaders and HR decision makers found 61% of mid-size businesses believe offering earned wage access is important to attract new employees. 63% believe it is important to offer this benefit to retain new employees as well.
Netflix, Lyft, Uber Eats, and Expedia and prime examples of how technology innovation has disrupted nearly every facet of our lives so we can do things quicker, easier, and often cheaper. For Gen Z in particular, there is no going back to the antiquated, less efficient ways things were once done. This is now true for the way they are paid.
With each passing day, the Gen-Z employee is increasing as a percentage of the overall workforce. Currently, they make up over 1 in 4 global workers. Just like earned wage access, they are not going away, but instead will someday represent the majority of US employees. Forwardthinking employers will recognize that earned wage access will not be a choice - it will be the standard way we are paid.
Ryland Costello, Director Channel Partnerships www.dailypay.com
Samantha Shepherd, Director Area Product Leader, ADP www.dailypay.com
OnJune 28, the U.S. Supreme Court overturned the landmark Chevron decision, which had required courts to uphold a federal agency’s interpretation of a statute as long as it was reasonable. Now, courts are required to exercise their independent judgment in deciding whether an agency has acted within its statutory authority, and courts may not defer to an agency’s interpretation of the law simply because a statute is ambiguous.
This decision is expected to have a major impact on the employment field, particularly given that every major federal employment agency has relied on Chevron, including the Equal Employment Opportunity Commission (EEOC), Occupational Safety and Health Administration (OSHA), and Department of Labor (DOL), as well as the National Labor Relations Board (NLRB), and have received considerable deference to their own interpretations under Chevron. Going forward, there will likely be an uptick in litigation and agency rules will face increased scrutiny by the courts, resulting in a more even playing field. A copy of the Supreme Court’s decision can be found here
If you have any questions about the overturning of the Chevron decision or the anticipated implications, please contact one of the authors.
Robert Horton, Member bhorton@bassberry.com
As chair of the firm’s Labor & Employment Practice Group, Bob Horton represents management in all areas of labor and employment law. Bob’s practice consists primarily of counseling clients regarding employment issues and defending companies against all manner of employment claims throughout the U.S.
Hunter Yoches represents management in all aspects of labor and employment law and related litigation. He regularly defends employers against various claims and counsels clients on a wide range of day-to-day employment matters. Hunter has experience litigating cases and counseling clients regarding federal and state employment laws, including collective and class action litigation, contract disputes, and compliance issues. He advises clients related to wage and hour laws (such as the Fair Labor Standards Act), discrimination laws (such as the Americans with Disabilities Act, Age Discrimination in Employment Act, Family and Medical Leave Act, Title VII of the Civil Rights Act, and others), unfair labor practices (such as the National Labor Relations Act), and more, helping employers remain compliant with the constantly changing laws and regulations that impact the workplace.
SHRM Launches Fourth Annual August In-District Advocacy Campaign
SHRM has launched its fourth annual August In-District Advocacy Campaign, scheduled during the August Congressional Work Period from Aug. 3 through Sept. 8.
During this time, members of Congress will be in their home states and districts, providing constituents with a prime opportunity to meet with them to discuss critical workplace issues. SHRM members will meet with their lawmakers and staff to discuss the following priorities:
Workforce development: SHRM urges Congress to reach a bipartisan agreement on apprenticeships and short-term Pell Grants before the end of the 118th Congress. SHRM and its members see firsthand the challenge of filling jobs in today’s labor market. HR professionals want to build robust talent pipelines by creating opportunities for nontraditional talent pools and individuals facing barriers to employment.
Workplace immigration: SHRM supports several bills in Congress that would modernize the U.S. workplace immigration system. These include, but are not limited to, modernizing the asylum process, bringing talent to medically underserved areas, filling seasonal workforce gaps, and establishing a mechanism to recapture unused employment-based visas so employers can fill open positions.
Please visit SHRM’s Advocacy Action Center or contact SHRM Government Affairs at governmentaffairs@shrm.org if you would like to learn more about how you can engage lawmakers directly in your district.
Join SHRM’s Advocacy Team https://www.shrm.org/advocacy/a-team/join
Checklist to Help Deliver a Perfect Corporate Gift
Company gifts are important to any workplace. They help motivate and convey an important workplace sentiment of employee appreciation. People want to feel valued, and one way to create a positive work environment is by rewarding employees with a meaningful gift. The question is not whether to give employee gifts but what gift to give? What works well for one employee may not be well received by another. Employees are unique and with limited gift budgets choosing the perfect gift can be a difficult task. To help guide your corporate gift giving needs use the checklist below along with a gift suggestion that will help deliver a perfect corporate gift for holiday gifts, incentive gifts or for anytime of the year!
This Season Give a Perfect Employee Gift.
Your Corporate Gift Should Be:
Flexible: A gift that will fit the needs and tastes of each employee?
Appreciation: The gift expresses gratitude for the employee’s hard work.
Significance: Sends a message that each employee is valued.
Inclusivity: Gifts should be inclusive and respectful of cultural differences or dietary restrictions allowing each employee to celebrate their customs.
Meaningful: The best gifts create a memorable moment or celebration the employee will treasure.
Choice: Does the employee have the freedom to choose their exact gift?
Timing: Gifts should be given to celebrate achieving goals, milestones, and holidays are a perfect time to say thank you.
Cost-Effective: Can the gift amount be adjusted to fit the gift budget?
A corporate gift that checks all the boxes. For 36 years Holiday Gift Check Program has delivered a festive celebration. A perfect gift for the holidays or anytime of the year. Each employee can customize their gift to fit their family’s needs. Redeem nationwide for a turkey, ham, fun dessert, platters, or other family favorites for a special meal. Employees will enjoy sharing with family and friends for a memorable occasion. Holiday Gift Check Program offers a flexible, easy to deliver perfect employee gift. Choose the gift amount from $5-$50.00 and give the gift of a personal culinary delight that each employee will appreciate especially this holiday season with the high cost of groceries.
As a welcome gift use ‘early bird’ promo to save 45% on the gift check fee through August. Use for twenty or more Holiday Gift Checks. Payment must be received prior to shipping.
THE DAYS OF SILOED SKILLS DEVELOPMENT ARE OVER.
AI-POWERED HR IS HERE ...
Discover cutting-edge strategies to integrate skills development throughout your entire talent management process. Learn how to leverage AI, empower your organization, and conquer the ever-changing job market.
HERE’S HOW YOU CAN INVEST IN YOUR FUTURE BY ATTENDING TALENT 2025:
ACTIONABLE SOLUTIONS
Network with peers and industry experts to address real-world challenges you face every day. From managing candidates to navigating hybrid work policies and leveraging data to make better business decisions, there’s a session for you.
TIMELY AND RELEVANT LEARNING
Dive deep into new session content tracks in development for 2025, all led by industry leaders. Stay ahead of the curve and discover what’s a ecting the talent management landscape.
Breaking Vases: Shattering Limitations & Daring to Thrive; A Middle Eastern Woman’s
At first glance, ‘breaking a vase’ in business vernacular could easily be synonymous with someone shattering the corporate glass ceiling. Delightfully, this is not the case here. Breaking Vases: Shattering Limitations & Daring to Thrive; A Middle Eastern Woman’s Story by Dima Ghawi is a captivating memoir that tells the author’s story as well as many other women around the world who are suffering from a backward society that treats women as second-rate citizens in a male-dominated world ruled by culture and religion. One of my favorite things about this novel is how Dima not only shows how society can shape the ideal image of a woman, it can also mold the way a man must think of himself. It is a captivating story about self-discovery, leadership, how education transcends all boundaries, and rising above the painful shards of internal and external limitations.
The Meaning of a Shattered Vase
In psychology, the shattered vase is a metaphor that describes the life of the person or their worldview, values, belief system, etc., and is represented as a vase on a ledge. A negative experience is the equivalent of knocking that vase off the ledge and shattering it to pieces. The title of this book comes from a story that Dima’s grandmother told her when she was a child. Glass vases represent women and if they were to shatter or crack, the vase would never be the same. If people saw the flaws which are the bad things about a woman, then that woman would bring shame and dishonor to herself and her family. Anything less was shameful. Yet her grandmother also planted a seed: the simple hope that Dima could graduate from college and become her family’s first formally educated woman.
Breaking Vases powerfully and vividly captures the rich heritage of one woman’s Middle East along with its brutal realities, that followed Dima from her native Jordan to the United States. Brought up in a small, conservative Christian community in Amman, she learned to be quiet and subservient to her elders and men in particular. At nineteen, hoping to free herself from cultural constraints and her father’s turbulent temper, she accepted a traditional marriage proposal from an older, affluent, and seemingly Westernminded jeweler. Newly married and in a state of naïve love, she happily uprooted her life in Amman and moved with him to California. But San Diego’s “Little Middle East” was not her American dream. She soon realized that her husband was more traditional and controlling than she had imagined. Changing her circumstances would be dangerous and require courage she had never known before. Nevertheless, she was determined to transform her destiny, even if it meant standing alone and facing life-threatening consequences. Her memoir captures the terrors and joys of escaping confinements, crossing continents, and daring to discover and create a bold identity and life purpose in the United States.
There is so much more here than meets the eye and so much more in play. Cultural differences for one. Recognized leadership norms that work well within the United States are not always accepted in other countries. Initiative, teamwork, judgment, and how to manage others, sometimes all take a back seat just when we are least prepared for it.
Story by Dima Ghawi
Takeaways
This is a book whose words have stayed with me. While her personal story of breaking out of a violent, patriarchal family is the author’s unique story; the book’s takeaway is enlightening to us as individuals and to our current geo-political landscape. Breaking Vases brought insight into a different culture. It allowed me to see the Middle East with a new vision. Not only are women trapped in the perfect vase illusion, but so are the men. The need for everyone in the culture to appear perfect and not authentic to who they truly are is keeping an entire culture trapped in a glass prison. What is keeping the culture trapped is the fear of the unknown. The simple key to releasing themselves from this trap lies within their imagination to just see past the illusion and truly see the individual.
Breaking Vases also made me look at my own culture. The book does not mention the #MeToo movement but the parallels are easy to see; an abusive patriarchal system that stays in place because those trapped by it are scared to speak out. The fear is real. The repercussions can shatter your life. And like Dima, it takes tremendous courage to break your own culture’s glass prison. Yet, the shattered prison is what will free us to live our true destiny.
Structure and Layout
Despite its being a memoir, readers will find Breaking Vases: Shattering Limitations & Daring to Thrive; A Middle Eastern Woman’s Story, an intriguing page-turner. At 215 pages and structured around three main points; (1) A perfect glass vase (2) Cracks, and (3) All the beautiful shards, Ghawi draws you in and holds your attention just as she did in this TEDX video https://www. youtube.com/watch?v=2nr62XUtlu0
Who Will Benefit Most from This Book?
Everyone!
About the author: Dima Ghawi is a professional speaker, leadership coach, and author. Ghawi came to Baton Rouge as an executive with IBM, but she left that post in 2015 to become an entrepreneur as a leadership speaker and executive coach. Her goal in sharing her own story is to empower others to take action in their lives.
William Carmichael, Ed.D., CPTM Consultant wcarmichael@gmail
https://www.linkedin.com/in/wcarmchl/
Discover
the
Future of Global Business:
Join Us at the 2024 Texas SHRM Global Business Conference!
As the business world rapidly transforms, professionals are gearing up for the highly anticipated 2024 Texas SHRM Global Business Conference. Set to unfold in Houston, this event is your gateway to innovative strategies, premier networking, and unparalleled professional development in human resources and global business management.
With an exceptional lineup of thought leaders, including our keynote speaker, SHRM CEO Jim Link, SHRM-SCP, participants will explore topics ranging from the impact of artificial intelligence to global recruitment practices.
Engage in abundant networking opportunities, allowing you to connect with peers, mentors, and industry trailblazers. Whether you're a seasoned executive or new to human resources, the Texas SHRM Global Business Conference is the ideal venue to ignite your inspiration and growth
Mark your calendars and prepare to be part of shaping the future of global business innovation
September 19th
Houston, Texas
For more information and to register, visit www.texasshrmglobalconference.org.
Join over 1000 Human Resources Professionals from across North Carolina at the 2024 NCSHRM State Conference in Cherokee, North Carolina on September 25 – 27.
NORTH CAROLINA SHRM IS EXCITED TO WELCOME YOU TO WESTERN NC.
• Shirley boasts extensive HR knowledge gained from diverse roles, including healthcare, cosmetology, and retirement community management.
• She excels in curriculum design, teaching, and coaching, helping individuals and students achieve their goals.
• Shirley has demonstrated strong leadership, achieving platinum status for SHRM chapters, and initiating student scholarships. She also mentors professionals and students to embrace their talents and reach their dreams. In Toastmasters, Shirley has held club officer positions, club coach, and area director. Leading Youth Leadership programs is one of her passions.
• Shirley has served on numerous boards, currently on a soup kitchen board and a Guardian Ad Litem for children in District 11.
• She holds numerous qualifications, including an MBA, SHRM-SCP, and a Master Certificate in Data Driven Leadership, among others. SHRM Involvement: Shirley has actively contributed to SHRM at both the chapter and state levels, consistently exceeding expectations.
Southeast Region Alternate: Chad Sorenson (FL)
The Membership Advisory Council (MAC) serves as an interface between SHRM's Volunteer Leaders and the SHRM Board of Directors. The MAC is composed of one elected representative from each of the Regional Councils. The MAC provides input from the membership through the Regional Councils to the Board and feedback from the Board to the membership; and provides strategic input to SHRM to ensure optimum service/support to and from the volunteer leadership.
EMPLOYEE ENGAGEMENT IS AT A RECORD LOW
But did you know? Career development is the single biggest factor in employees’ mental well-being.
Invest in your own professional growth while improving workplace culture for ALL at the SHRM Annual Conference & Expo.
With programming like:
• Becoming a Strategic Leader, Thinker & Value-Adder: The Role HR Must Play in Organizational Strategy
EMPLOYEE ENGAGEMENT IS AT A RECORD LOW
But did you know? Career development is the single biggest factor in employees’ mental well-being.
Invest in your own professional growth while improving workplace culture for ALL at the SHRM Annual Conference & Expo.
With programming like:
• Becoming a Strategic Leader, Thinker & Value-Adder: The Role HR Must Play in Organizational Strategy
• Mastering the Future: Eight Shifts Every HR Leader Needs to Make Before 2030
• Go Beyond Engagement: Cultivate a Happy and Fulfilled Workforce
REGISTER TODAY shrm.org/shrm24-june Can’t make it to Chicago? Buy a virtual-only pass.
RENEWTHE HEART OF HR
AUGUST 25-28,
Rosen Shingle Creek I 9939 Universal Boulevard
Orlando, FL 32819
WHY ATTEND?
• Build your network of potential new leads, peers, mentors, and collaborators
• Gain targeted knowledge from information presented to fit your needs
• Get answers to questions from experts in the field
• Be inspired by stories from keynote and concurrent speakers
Have fun... there is something for everyone!
DOMINIQUE DAWES
JOHNNY CROWDER
ANTHONY ROBLES
August 27-29, 2024 | Galt House Hotel | Louisville
Celebrate 40 Years of Excellence with Us!
The 40th Annual KYSHRM Conference offers valuable training, networking, and education opportunities, bringing together hundreds of human resources professionals from across the Commonwealth. Regardless if you are a seasoned HR veteran, an emerging professional, or a college student exploring the field, attending this conference will provide insights and strategies to enhance your workforce’s skills, productivity, and overall satisfaction.
August 27 | 12:30 p.m.
STEVE BROWNE
Chief People Officer, LaRosa's
August 28 | 8:45 a.m.
SIMON T. BAILEY
Award-winning keynote speaker, coach, and author August 29 | 11:45 a.m.
APRIL SIMPKINS SHRM-CP, PHR
Chief Human Resources Officer, Questco
DENVER,
CO METRO
AREA
• NO V 4 - 7
Create a workplace full of civility, awareness, and respect at INCLUSION 2024. 68% OF U.S. WORKERS SAY THAT WITNESSING OR EXPERIENCING BIAS HAS A NEGATIVE IMPACT ON THEIR PRODUCTIVITY. *
Here’s what makes INCLUSION 2024 valuable:
SESSIONS FOR ALL LEVELS: Our curated content equips you with the skills and tools you need to create an impact across your organization and make a real di erence.
NETWORK WITH THE I&D COMMUNITY: Form meaningful connections and learn how others succeed by meeting solution providers o ering the latest knowledge and services.
CONTENT TAILORED FOR YOU: 50+ sessions, 75+ speakers, and 7 content tracks designed for all levels, from entry-level to executive.
Join us for 4 days in Metro Denver to learn from 75+ renowned inclusion and diversity (I&D) experts and thought leaders and discover how to shape I&D initiatives in your workplace.
