Contents
September/October 2015 1 A Note From the Editor
HR Business Partner Program
2 ‘Tis the Season to Hire! 3 Performance Appraisals: 360-Degree View 4 MSEC Members Can Now Claim HRCI Credits for Their Employees 5 Member Profile: Water for People
ACA Assessment
6 MSEC Library: Resources to Advance Your HR Career
8 Are You Underutilizing Your Membership? 9 Retirement Readiness: The Critical Transition for Employer and Employee 10 Working With Employment Authorization Documents 11 Staff Spotlight: Nick Haynes 2015 Immigration Law Update Conference
12 Looking for National Compensation Survey Data?
SHRM Study Program
The Intentional Leader Program
Watch for the new 360° View Icon! MSEC has an abundance of services and it can be difficult to navigate through each one. Watch for this new icon in MSEC material to find out all the different ways we can support your organization!
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A Note From the Editor
Lorrie Ray
Membership Development
The practice of human resource management has become increasingly complex, and employers need more and more from HR professionals. Where do HR professionals get the support they need? The support comes from a variety of sources, including MSEC. Make sure you know what resources are available so you can provide operational and strategic support to your organization. Not only is compliance important, but so is understanding recruiting, compensation philosophy, benefit optimization, organizational and employee development at every level, and how to implement smooth HR processes to keep the system flowing. It can be difficult to understand all that MSEC has to offer. That’s why, starting with this issue, we will include articles with a 360-degree view of the resources MSEC can offer you on a given topic. This allows you to have a view of an issue from a wide perspective: • the current state of the law; • survey information to let you know how other employers are approaching the issue; • an HR-practitioner lens for an administrative or best-practice overview; and • an organization, management or employee-development strategy or approach to manage the particular issue. Make your MSEC membership work for you! Find out about all the help we have to offer our members.
In today’s complex business environment, it is essential that HR professionals operate from a strategic framework as business partners to their organizations For more information about the program, call us at 800.884.1328, or email HRBP@msec.org. (Applications due by December 11, 2015)
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‘Tis the Season to Hire! Evan Abbott, Organizational Development and Learning
Whether you are in the market for part-time help in the evenings or on the weekends or starting to plan for increased staffing over the holidays, managing part-time and seasonal workers offers unique challenges. While these temporary additions to your staff can support you during busy or off-hours, they do not always integrate seamlessly with your full-time staff or organizational culture. Ranging from the high school or college student looking to earn a few bucks for gas money to the more seasoned worker looking to supplement income, these part-time and seasonal workers can take many forms. If your goal is to keep your workplace Happy for the Holidays, consider a few of these tips to avoid potential personnel problems. Avoid WBS. What’s WBS you ask? Warm Body Syndrome. “But we just need a body! Hire anyone.” This is one of the most dangerous hiring philosophies known to mankind. We all know that one person can cause a lot of damage in a very short period of time. Hire for the same qualities as you would with a major hire. The added benefit – this person might just turn into a long-term hire somewhere down the road. Structure and feedback does not equate to micro-managing. Many business owners and supervisors are accustomed to providing a long leash to our full-time, more senior employees. Most part-time and temporary workers need more structure, feedback, and instruction. Taking the time to train, provide support for and engage in regular check-ins will help prevent problems that require more of your time later. They’re there to work … Don’t short change the time you spend setting expectations about workplace standards. Every employee, long-term or seasonal, needs a good orientation overviewing the workplace standards everyone is held accountable to. And avoid the corollary of this tip by expecting people to walk in with “common sense.” We all know that there is no such thing. More and more, employers are reporting to MSEC that they are needing to communicate fundamental expectations (e.g. arrive on time, appropriate workplace communication, etc.) to many of their younger employees. This is not a criticism of the Millennials. For many Millennials, that part-time or seasonal job is their first employment experience. Clearly outlining job expectations will avoid headaches for everyone later. … and it’s not their full-time gig. Remember, this is a part-time or temporary job. While this does not negate the earlier advice of setting clear expectations and managing performance, for most, there is a shortterm goal associated with their employment. Many young employees fill their lives with diverse activities and time spent with family and friends. Many of those more seasoned workers are likely balancing family requirements and another job. Do what you can to manage a balance between the competing personal and business needs. Finally, try to keep everything equitable. Long-term employees can feel slighted, even angry, when seasonal hires receive more hours, or vice versa. Do what you can to send the message of “whether you’ve been here four days or four years, we are all in this together.” Make sure the same standards, expectations, support, and encouragement are being equally applied. Have questions? Call us at 800.884.1328.
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Performance Appraisals: 360-Degree View Lorrie Ray, Membership Development
Performance appraisals are a Human Resources staple. If done properly, they can help guide employees through a successful career. But done improperly, they can create mistrust, frustration, and lawsuits. I wanted to know all the ways MSEC helps with performance appraisals, so I spoke to some of my colleagues. I first spoke with Heather Shockey, Director of Outsourced Consulting Services. She explained that MSEC has sample performance appraisals available on our website to members as a part of their membership. She also explained that if members have questions about creating their own, our Human Resources consultants can guide them through the process. Of course, we can create an entire system for members on a for-fee basis. Sue Wolf, Director of Surveys, explained that we survey our members to mine data on details such as when and how they conduct performance appraisals and whether it’s done concurrently with a salary increase. This information can help members determine whether their practices are typical, what other practices are used by employers, and what the current trends are. When using performance appraisals as a professional development tool, Evan Abbott, Director of Organizational Development and Learning, suggested employers also consider the 360 Profiler. This is a tool that helps managers and supervisors understand how they are perceived at work. Coupled with a coach, also available at MSEC, this tool can help a supervisor or manager grow and become a leader in the organization. Chad Orvis, Director of Specialized Legal Services, helps many employers dealing with legal claims and feels it is critical the performance appraisal reflect reality. When helping members with such claims, he must often justify a proper termination for poor performance because the performance appraisals show the employee was a good performer! Of course, if something out of the ordinary happens, like a complaint of sexual harassment, the findings in an investigation can overcome inflated performance appraisals. Approaching this common Human Resources function from multiple perspectives is just one way MSEC shows you the big picture without leaving out the details. Be sure and look for articles with 360° views in upcoming magazines.
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MSEC Members Can Now Claim HRCI Credits for Their Employees Tammeron Trujillo, M.Ed, SPHR, GPHR, Human Resource Services
MSEC has partnered with the HR Certification Institute (HRCI) to offer recertification credits for our members’ employees who hold PHR, SPHR, GPHR, or California certifications from HRCI. Employees of MSEC members can earn up to 12 Recertification Credits per renewal cycle. Holders of all designations (PHR, SPHR, etc.) are eligible for four general credits per full year of MSEC membership under the professional membership category. One of those credits can be used for Business credit under the continuing education category for SPHRs. To receive these credits, each employee must be listed in the MSEC database with their certification (PHR, SPHR, etc.) and member email address. Quarterly, they will receive an email from MSEC awarding either one general credit or three-quarters of a general credit and one-quarter of a business credit. Employees are eligible to begin receiving these recertification credits at the beginning of the first calendar quarter—i.e., January 1, April 1, July 1, or October 1—after they have been added to MSEC’s database. To add employees to MSEC’s database, the person in your organization designated as your main MSEC contact must send an email with a list of credentialed employees, the certification they hold, and their work email address to CensusData@msec.org with the subject line “HRCI.” For example: Chris Madden, PHR, cmadden@abcco.com Casey Jones, SPHR, GPHR, casey@yourcompany.net Quarterly, all those listed will receive an email awarding them the appropriate credits for the previous full calendar quarter they were a member’s employee. MSEC’s partnership with HRCI also gives your credentialed employees access to an HRCI Recertification Concierge, Bilen Teklezghi (bilen.teklezghi@hrci, 571.551.6742) to help efficiently resolve questions and issues. Those employees who are not yet certified can receive a $50 discount off the cost of a PHR, SPHR, or GPHR exam fee. MSEC is committed to supporting our members’ career development through ongoing education. We continue to be a preferred provider of classes that have been pre-certified for recertification credit for the various designations offered by both HRCI and the Society for Human Resource Management, SHRM. For more information on HR certification prep courses, pre-certified classes, and HR training, visit MSEC.org or call 800.884.1328.
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Member Profile
Water For People is an international nonprofit working across nine countries to bring safe water and sanitation to 4 million people. For this Denver-based nonprofit, it isn’t just about building wells, installing toilets, and setting up pumps, but creating long-lasting water and sanitation infrastructure by working with community members, governments, and business owners, to find out how they live and what they need to feel healthy, safe, empowered, and successful. Water For People currently works in Honduras, Guatemala, Nicaragua, Bolivia, Peru, Malawi, Rwanda, Uganda, and India. The organization strives to employ local community members who know the culture, language, and people they serve. Over the years, they’ve found that this targeted, countrylevel approach is the most effective and efficient way to effect change. Water For People doesn’t just work in any country or region. Instead, it takes into account multiple factors: community motivation, costs, the availability of a trustworthy NGO partner, the support of local government, and a safe environment. To ensure system sustainability, Water For People requires a commitment and investment (labor, materials, and expertise) from the beneficiary community. Water For People’s country coordinators carefully target specific districts (county-sized) within their countries where work will be focused. The goal is to bring 100 percent coverage in water and sanitation within each region, and then replicate this model in new districts.
Water For People’s Everyone Forever model seeks to provide every family, every school, and every clinic in the areas where it works with reliable access to safe water for generations to come. This means working to reach every single person—the most vulnerable, hardest to reach, and marginalized. When it comes to reaching Forever, Water For People commits to 10 years of country-level monitoring to address inevitable issues with each system and ensure that the communities have the capacity to maintain them. Water For People is the American Water Works Association designated charity of choice and is also endorsed by the Water Environment Federation, the Water Quality Association, the National Association of Water Companies, the National Association of Clean Water Agencies, and the Association of Metropolitan Water Agencies. Thank you, Water For People, for being a member since 2006.
Your Prescription for Health Care Reform Compliance
MSEC’s Health Care Reform Assessment provides your organization the blueprint it needs to comply with the many and everchanging requirements of health care reform. This customized assessment analyzes the specific impact it will have on your organization and provides a checklist with “action steps” for implementing the necessary changes to ensure compliance. Visit MSEC.org or call 800.884.1328 for more information.
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MSEC Library: Resources to Advance Your HR Career James McDonough, Membership Development
Long considered the source of competencies HR professionals should aspire to master, the HRCI Book of Knowledge is overwhelming. With more than 90 content areas, it defines the required areas of knowledge for PHR/SPHR certification. Many are so complex that they define full-time jobs on their own. My research shows today’s HR professionals are expected to master these areas and, increasingly, to add value to their organization’s bottom line. In many private-sector companies, the “C” Suite demands HR be more of a “Business Partner” and less a paper-pushing “technician.” Managing a staggering array of compliance and regulatory requirements keeps HR plenty busy, leaving precious little time for strategic business initiatives. Can HR professionals realistically attain such a depth and breadth of knowledge, and also contribute as a Business Partner? Are you up to the challenge? If so, read on … MSEC Library resources can help you make that jump to being a well-rounded HR professional. • Customized research assistance: contact me with the issue you need researched, and I’ll compile a variety of reliable, quality resources to help you move forward. • Personal guidance: not sure how to use MSEC’s Library resources? I’ll help! • Hard-copy books and magazines: browse the MSEC Library catalog online through the member portal (see link “Library” in the left column on the MSEC.org member home page). Our diverse collection includes materials covering the HRCI Book of Knowledge competencies: o Business Management and Strategy o Workforce Planning and Employment o Human Resource Development o Compensation and Benefits o Employee and Labor Relations o Risk Management What level HR professional are you today? Are you starting off your career and need a little bit of everything? Are you mid-career and need a boost to become a valued Business Partner? Are you a seasoned HR Pro and seek inspiration to strategically advance your organization and take HR to the next level? Wherever you are in your HR career, contact me and let’s discuss what the MSEC Library can do for you! Reach me at jmcdonough@ msec.org or 800.884.1328.
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More career-boosting HR Business Partner learning options: • MSEC’s Business Partner Program begins January 2016. Contact HRBP@msec.org for details! • Harvard Business Review: https://hbr.org/topic/human-resource-management • Cornell ILR: http://guides.library.cornell.edu/HrandtheInternet • Wharton School of Business: http://knowledge.wharton.upenn.edu/article/can-people-analyticshelp-firms-manage-people-better-est-in-people-analytics/ • Executive HR: http://www.hreonline.com/HRE/view/story.jhtml?id=534358994
Introducing MSEC’s All New Leadership Development Program for 2016 Join us to learn more about The Intentional Leader Free Preview Breakfast October 27, 2015 • 8:00–10:00am MSEC Denver • 1799 Pennsylvania St. • Denver, CO 80203 To register, call 800.884.1328 or go to MSEC.org.
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Are you Underutilizing Your Membership? Brittany Johnson, Custom Opinion Surveys
The Member Satisfaction Index (MSI) that was conducted in April 2015 was the tenth time that MSEC has asked members to evaluate the services that are offered so that MSEC may improve what is offered to meet our member’s needs. One theme of the MSI that we like to improve upon each time is to continue to let our members know about the wide variety of services that MSEC is able to offer both included in membership as well as in addition to membership. This continues to be a challenge of letting our members know all of the services that we provide. For example, 10 percent of our members who filled out the MSI did not know that we provide Survey Resources (such as salary surveys, which are included in membership) and 17% did not know that we provide Interim/ Project Based HR Support. There are also a lot of services that are offered through our website that our members are not aware of that include: • Health Care Reform Learning Zone
• Performance Management Tool.com
• BLR Safety Tool
• CCH Answers now
There were many services that MSEC offers that are included in membership that member’s weren’t aware of that include: • Recruitment / Selection Advice
• Safety and Health Services
• Outplacement Guidance
• Workers’ Compensation Assistance
• Workforce Planning Guidance
• Alternate Dispute Resolution / Representation
• Civil Right Consultation / Representation
• Annual Planning Packet – Pay Projections
• OSHA Assistance / Representation There were also many services that MSEC offers for an additional fee that member’s weren’t aware of that include: • Drug Testing Services
• Facilitation Services
• Outplacement Services / Career Transition Services
• Succession Planning
• Retirement Readiness Support • 360 Assessment Tool • Immigration Via Representation • Workers’ Compensation Dividend Program
• Strategic Planning Services • Coaching Services • Mediation Services • Training Needs Assessment
If you have a question and/or need involving something with your employees, please give MSEC a call and we will most likely be able to help. If MSEC does not have a service that will accommodate your needs, we can guide you in the right direction to obtain help elsewhere.
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Retirement Readiness: The Critical Transition for Employer and Employee Bryan Spencer and Lynette Reiling, Outsourced Consulting Services
How will your company cope with employees transitioning to retirement and the staff who take their places? Some 72 million Baby Boomers (born between 1946 and 1964) are moving toward retirement. As a nation, we are approaching a time when 50 percent of our population will be age 50 or over for the first time. This is not a temporary issue, but a bellwether for new programs to support both companies and employees. Keeping near-term retirees engaged while promoting smooth transitions is key to the post-recession model of retirement readiness. A 2013 Merrill Lynch study noted that “[f]inancial preparation must be in sync with emotional readiness for retirement.” Planning for the idea of retirement assures older workers that the organization values their leadership and experience and can facilitate mentorship relationships between generations as part of the retirement transition. Providing a structured retirement-readiness program for employees not only helps them plan their exit, but share critical company knowledge before leaving. Other benefits may include: For the Employer• Helps transfer knowledge and critical skills to younger employees • Supports greater productivity for both the retiring employee and the younger employees • Maintains a critical edge in attracting new employees and maintaining current employees • Promotes a positive relationship with upcoming retirees For the Employee• Enhanced health, less potential burn out
• Greater confidence regarding retirement decisions
• Better present-day focus and greater productivity
• Greater sense of purpose and legacy
• A written plan that supports conscious choices MSEC will offer the Mapping Your Retirement program, which will focus on key transition topics for the journey, preparing employees in three topic areas: • Maintaining Your Health: provides information and worksheets to help you get and stay healthy. • Managing Your Money: helps you evaluate financial situations before and during retirement to support you. • Living Your Life: helps you examine what is important to you and how you want to live. Each chapter contains valuable information, resources, and worksheets to help readers create their personal retirement plan, write it down, discuss it with others, and take action.
Attend MSEC’s Retirement Readiness Webinar on Tuesday, September 22 at 10am. To register call 800.884.1328 or go to MSEC.org . SEPTEMBER-OCTOBER 2015
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Working With Employment Authorization Documents Chris Bauer, Specialized Legal Services
Employers puzzled by Employment Authorization Documents (EAD) frequently call MSEC Immigration Services with questions about this I-9 issue. Here is some basic information about working with these cards. The colorful cards look like this: The EADs are item 4, List A documents for I-9 purposes. When completing Section 1 of the I-9, the employee marks status as “Alien authorized to work until … ” and provides the expiration date of the EAD. The employee must also provide either the USCIS number from the face of the card or an I-94 admission number. The employer completes information from the EAD in Column A, Section 2. The EAD is TEMPORARY WORK AUTHORIZATION. To continue employment after expiration of the card, the I-9 must be REVERIFIED to show that the employee is still work-authorized. The employer records the new documents in Section 3 and signs the certification. The new document need not be a new EAD if the employee has another document that complies with I-9 requirements. Most of the time, the employer must initiate reverification without an outside reminder. Ticklers are wise. Permitting the employee to continue to work without reverification after the card has expired constitutes a clear violation of the Immigration Reform and Control Act and can result in civil and criminal penalties. There are many types of eligibility for EAD work authorization. Two classes of eligibility benefit from automatic extensions. These are professionals working on OPT (optional practical training) who have STEM (science, technology, engineering, math) degrees and work for E-Verify employers and beneficiaries of Temporary Protected Status (TPS). TPS beneficiaries are citizens of certain countries to which the U.S. has extended special protection. Information about these automatic extensions is available at www.uscis.gov or by calling MSEC’s immigration attorneys. In all other cases, the expiration of the card ends the period of temporary work authorization, and only presentation of a new, currently valid EAD (or other documents sufficient under I-9) will extend work authorization for the employee. No substitutes! Processing time for EAD renewals varies from 60 to over 120 days, which is why gaps are prevalent. Sadly, a worker who depends on the EAD for work authorization and is experiencing a gap must not be permitted to work and may be terminated. Please join us in person or via webinar for the Immigration & Compliance Law Update on September 25, 2015 to hear more about EADs and other developments in immigration and compliance law. Register online at MSEC.org or call 800.884.1328.
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Staff Spotlight Nick Haynes Nick joined MSEC in 2012 as a staff attorney in the Employment Law Services Department and quickly rose through the ranks to become managing attorney for MSEC’s Affirmative Action Planning Services. In addition to training thousands of members in diverse subject matters such as the law of garnishments, unemployment insurance, and all aspects of civil rights, Nick has represented members before the U.S. Department of Labor, Office of Federal Contract Compliance Programs, Colorado Department of Labor and Employment, the Equal Employment Opportunity Commission, the Colorado Civil Rights Division, California’s Division of Labor Standards Enforcement, and other state civil rights agencies. Nick is also very active in MSEC’s California Committee and is a frequent speaker at MSEC’s annual Employment Law Update. Prior to joining MSEC, Nick worked for the Colorado Department of Labor and Employment as an unemployment insurance Hearing Officer and in private practice in workers’ compensation defense. Nick received his bachelor’s degree from Murray State University, an associate degree in Arabic from the Defense Language Institute, and his law degree from Southern Illinois University. Nick is a member of both the Colorado and California Bar Associations. He is a veteran of the U.S. Army, where he served with the 101st Airborne Division in Iraq. He was awarded a Bronze Star for his service as an Arabic translator and Human Intelligence Collector. Nick says his favorite thing about working at MSEC is his coworkers. He believes MSEC is full of positive, competent, collaborative people. Nick can go to any department and find people who are willing to help at all times. He truly appreciates all the ways we have fun at MSEC.
As a child, Nick loved visiting Colorado with his grandparents every summer and wasted no time in moving to Denver after law school. He first had to convince his wife that Colorado is actually habitable and not perpetually under 12 feet of snow, and now she says she would not live anywhere else, except the beach. In his free time, Nick enjoys hiking, running, and playing with his dog. Nick and his wife will welcome their first child, a boy, this fall. We wish Nick and his wife the best of luck in this new adventure!
MSEC’s Immigration Law Update is Back! The number one source of information on worksite compliance developments AND changes in visa programs, including the new H-2B! Join us on September 25th at 9:00am for in-depth presentations on the changes and updates that you need to implement in your workplace this year. If you cannot make the in-person event, this session will be available via real-time webinar. Register online at MSEC.org or call 800.884.1328.
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Looking for National Compensation Survey Data? Sue Wolf, Surveys
Well look no more! MSEC provides members access to the National Wage and Salary Survey, National IT & Engineering Compensation Survey, and National Sales Compensation Survey, all produced by the Employer Associations of America. Employer associations throughout the United States (including MSEC) submit data from their respective benchmark compensation surveys to produce the National Wage and Salary Survey, which is published each December. The most recent survey contains data for 151 benchmark jobs reported by 23 employer associations across the country. The number of employees reported across the 151 jobs is 228,433 in 38 geographic areas. The National Wage and Salary Survey contains data for the following job families: • Administrative Office Services
• Marketing
• Custom Service
• Material Handling/Warehousing/Purchasing
• Engineering Design
• Production/Machining/Production Maintenance
• Engineering Drafting & Documentation
• Quality
• Engineering Manufacturing
• Safety/Security
• Facilities Management/Maintenance/Construction • Service/Field • Financial/Accounting/Payroll
• Traffic/Fleet
• Human Resources
• Training
• Legal The National IT & Engineering Compensation Survey is based on data from each association and its participating members. MSEC submits data from its annual Colorado Benchmark Compensation and Information Technology Surveys, published each September. The most recent survey contains data reported by 17 employer associations across the country representing 1,300 companies. There are 180 benchmark jobs in the survey with 27,253 employees reported across 10 geographic regions. The National IT & Engineering Compensation Survey contains data for the following job families: • Aeronautical/Aerospace Engineering
• Document
• Chemical Engineering
• Electrical/Electronics Engineering
• Chemist
• General Engineering
• Civil Engineering
• Industrial Engineering
• Design Engineering
• Mechanical Engineering
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• Manufacturing/Process Engineering
• Database Administration
• Quality/Test Engineering
• HRIS
• Sales Engineering
• Network
• Software Engineering
• Operating Systems
• Engineering Management
• Applications Development/Programmer
• IT Management
• Systems Analysis/Programming
• Business Analyst
• Telecommunications
The National Sales Compensation Survey is also based on data from members invited to participate. MSEC invites its members to participate in this annual survey which is published every November. The most recent survey contains data reported by 13 employer associations across the country, representing 614 companies. There are 15 benchmark jobs representing a full sales force, from executive to inside sales. The survey includes 8,699 employees reported across 1,314 locations representing six regions. The National Sales Compensation Survey contains data for the following job families: • Executive
• Outside Sales Representative/Account Executive
• Sales Manager
• Inside Sales Representative
• National Accounts Manager• International Sales Representative/Account Executive
• Order Processing/ Route Sales Representative
The National Wage and Salary Survey and National IT & Engineering Compensation Survey are available on our website along with all the other MSEC surveys at: https://www.msec.org/memberhome/Pages/ Survey-Results.aspx. The National Sales Compensation Survey is free to MSEC participants of the survey, and a pdf version of the final report is available to non-participants for $75. If you have any questions on any of these national Employer Associations of America surveys, please contact us at surveys@msec.org. MSEC’s Surveys Department is here to help you, no matter what the question!
Have you Taken the Test? We Did, and We Passed! Looking for a study program to help with your SHRM-CP & SHRM-SCP? Look no further! Join us in Denver, November 4-6 for our one-week intensive program, or call 800.884.1328 to find out how we can help!
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