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  • 08/15/2017 8:00 AM | Katherine Locsin (Administrator)

    SPOT Award Winner for June

    The SPOT Award stands for Spontaneous Praise and Ongoing Thanks. We recognize a volunteer monthly that goes above and beyond in their dedication and support of the LSHRM Chapter.

    Our volunteers run our chapter - we couldn’t do it without you all! So I am here today to recognize one of our many outstanding volunteers. The SPOT Award stands for Spontaneous Praise and Ongoing Thanks.

    On behalf of the LSHRM Board of Directors, today we recognize Susan Huffmon, our VP of Chapter Administration. Susan puts in a lot of hours behind the scenes to keep our chapter organized and running, and does it all with a wonderful smile. Thanks Susan for all you do for LSHRM!

  • 07/25/2017 8:00 AM | Katherine Locsin (Administrator)

    JA and LSHRM Collaborate to Empower a Generation

    By: Jennifer Harris and Debra Hoffer

    Every day, there are millions of students in our schools who are bright and who have potential, but are brought down by their circumstances.  It is difficult to aspire to something greater when you have no point of reference in your day-to-day life.  For many disadvantaged young people, that is too big an obstacle to overcome.  What we know about self-motivation to rise above circumstances comes back to a belief in self. Self-belief can be promoted through gaining knowledge and influencing attitude, which is impacted, for better or for worse, by environment.  Positive influences in the environment can promote a positive change in behavior. The scientific term for this is self-efficacy.  Another way to say it is self-motivation. Junior Achievement (JA) programs empower a generation to transform “I can’t” into “I can” and believes that if we show children that we believe in them, they will believe in themselves.

    JA’s Purpose is to inspire and prepare young people to succeed in a global economy. An organization that is almost 100 years old, JA uses experiential learning and volunteers to teach kids financial literacy, career readiness and entrepreneurship.  JA has great partnerships with schools and turn-key programs that help businesses engage with those schools. JA helps students realize the education they are getting today will help them to have a bright future tomorrow.  And they aren’t alone.

    Recently, JA of Kentuckiana and LSHRM launched a collaboration dedicated to promote work readiness in schools in the greater Louisville region. The idea is to thread together the programs, drive and mission Junior Achievement provides with the expertise and passion of the business community—specifically the HR profession. The outcome is a high-impact partnership that gives businesses and community leaders a seat in educating the next generation on work readiness.

    In the spirit of this partnership, LSHRM will be hosting Junior Achievement: Empowering a Generation presentation on Tuesday, August 8th at the UofL Delphi Center. Led by Debra Hoffer, JA’s President, attendees will learn how to get involved with JA in our region’s effort to nurture young people so that they have confidence that they will achieve their career goals and that they will embrace their jobs with integrity and initiative . . .to transform “I can’t” into “I can.”

    For event information and registration, click here or feel free to contact LSHRM here.

  • 07/11/2017 8:00 AM | Katherine Locsin (Administrator)

    SPOT Award Winner for June

    The SPOT Award stands for Spontaneous Praise and Ongoing Thanks. We recognize a volunteer monthly that goes above and beyond in their dedication and support of the LSHRM Chapter.

    Demetria Miles-McdonaldsDiversity Chair for LSHRM

    Demetria is an author, professional speaker, trainer, and the Founder of Decide Diversity, a company focused increasing the presence and effectiveness of women and minorities in leadership positions. She specializes in bringing the experiences of people who identify with two or more marginalized groups to the forefront to better understand the strengths they bring to the workplace.

    Demetria is the Diversity Chair for LSHRM and works on the Workforce Readiness team. She has been instrumental in facilitating partnerships between LSHRM and a variety of organizations, such as the Louisville Urban League, Integrating Woman Leaders, and the Association for Talent Development.

    Demetria strives to bring diverse resources and programs to the members of LSHRM in an effort to shine a spotlight on some of the area's untapped talent. LSHRM is proud to recognize Demetria as the SPOT Award Winner for the month of June and value the work she does to make our chapter better.

    Thank you Demetria!

  • 06/02/2017 8:00 AM | Katherine Locsin (Administrator)

    Innovation not Insanity: The Key to Bridging the Talent Gap

    By: Joshua Williams

    “Insanity: Doing the same thing over and over again and expecting different results” –Benjamin Franklin

    While the iconic phrase unlikely referenced a labor shortage, it is difficult to think of a more appropriate quote to describe the industry-spanning struggle to find and retain talent in the greater Louisville region. Every day, companies and organizations grapple to fill a growing list of vacancies through an evaporating talent pool. And despite a dwindling number of job seekers, many are steadfast on traditional talent acquisition methods that bear little to no fruit: posting jobs online in hopes of getting a bite, attending career fairs to connect with a shared pool of job seekers, etc.. While these activities certainly have merit, they rely fundamentally on an abundance of job seekers that simply is no longer there. The circumstances for recruiting and retaining employees have changed and yet the solution for many is doing the same thing over and over again while hoping for different results. 

    Innovation is the key to bridging this talent gap. Approaching the labor and skills shortage with fresh perspective, creativity and agility is crucial to ensuring companies have the employees it needs to continue growth. Gone are the days when employers can post an opening on a job board and have a plethora of qualified candidates to sift through. Instead, those with the insights and know how to adapt to a limited workforce will continue growing. For many, this can be an intimidating process but there are resources out there to help.

    To aid companies in producing creative and effective workforce solutions, The Louisville Society for Human Resource Management (LSHRM) will be hosting Innovation: the Key to Bridging the Talent Gap on June 13th at The Olmstead. Using data collected from the regions business leaders in the Talent Alignment Survey, this event will feature “Ted Talk” style presentations from three business leaders who have successfully crafted innovative solutions to meet their company’s talent needs. Panelists will include Nicole Carter, Vice President of Learning and Development at Signature Healthcare; Ankur Gopal, CEO at Inerapt; and Dan Thomas, Workforce Planning Manager at UPS.

    For more information or to register for this engaging and insightful event, please click here or contact Joshua Williams at

  • 05/05/2017 8:00 AM | Katherine Locsin (Administrator)
    Employment Termination and Employer Risk Management

    Human Resource Risk Management begins with the establishment of compliant policies and the consistent documentation and enforcement of those policies. Termination of employment presents potential risks that can understood evaluated and managed.

    Most employees in Kentucky are employees at will but employment contracts, if any, may alter or expand the at -will nature of employment relationships. Terminations usually involve the most direct risk to the employer. Insurance coverages such as ELP policies may cover the cost of defense but rarely provide coverage for the underlying claim.

    Pre-termination risk analysis involves reviewing documentation, anticipating particular claims and potential administrative charges, planning the termination process and evaluating mitigation of risk such as severance agreements, Alternative Dispute Resolution mechanisms (internal appeals, mediation and arbitration) and enforcement of post termination covenants such as non-competition, non-solicitation covenants and confidentiality agreements.

    Post Termination, unemployment claims or administrative charges such as DOL or EEOC charges and proceedings require the employer to organize and prepare its evidence of “misconduct” and nondiscriminatory motivation but they require employees to provide a basis for his or her claim and any documentation that may support the claim.

    Employers may file a “Notice of Contest” to any unemployment claim and the Claimant may be disqualified by virtue of Misconduct or excessive absenteeism. Misconduct is more than just inefficiency and involves refusal to comply with a reasonable work rule or demand. Absenteeism that is not the fault of the employee will not disqualify a Claimant. The ultimate decision of the Unemployment claim is not admissible in a subsequent procedure but the testimony given under oath may be used for impeachment in a subsequent proceeding such as a lawsuit or EEOC charge.

    Employers should carefully evaluate the chances of success and any downsides of opposing Unemployment claims. Employers are entitled to participate in the UI proceedings by filing a Notice of Contest.

    Severance Agreements typically require a waiver of all claims by the employee in exchange for additional consideration (money, benefits, positive references etc. ) but do not waive the right to pursue UI claims unless the employer agrees to refrain from filing a Notice of Contest.

    Employer risk management also involves and analysis of any potential claims that the terminated employee may assert including FMLA and discrimination claims as well as wage claims including payment of “wages”, commissions and other benefits and an analysis of any risk associated with the improper use of employer confidential information and property.

    The termination itself should be carefully scripted, controlled and documented. The intention to enforce any post termination covenants such as non competes should be may clear. General discussion for the reasons for the termination should be minimal, consistent with the at-will status of the employee.

    All documentation, including any witness statements and personnel records should be carefully preserved and should be available for use in defending any post termination claim or administrative charge.

    Stuart Alexander is a Louisville lawyer concentrating his practice in employment and business law. Stuart is SHRM-SCP certified and is a Board member of LSHRM, Louisville Society of Human Resource Management. Stuart can be reached at stuart@HighlandsLaw.Ky or at 502.777.1180.

  • 05/01/2017 8:00 AM | Katherine Locsin (Administrator)



  • 04/12/2017 8:00 AM | Katherine Locsin (Administrator)

    SPOT Award Winner for April

    The SPOT Award stands for Spontaneous Praise and Ongoing Thanks. We recognize a volunteer monthly that goes above and beyond in their dedication and support of the LSHRM Chapter.

     Jenna Wurtzbacher, Director of Programs

    Jenna graciously stepped into her role in late 2016, when it became vacant unexpectedly. Jenna has worked tirelessly to find engaging speakers on a variety of topics for our monthly chapter meetings.

    Jenna has filled a very important role and our meetings could not happen without her work. 

    Thank you Jenna!

  • 04/09/2017 8:00 AM | Katherine Locsin (Administrator)

    Event Information

    Ever wish you could go through what-if situations about hiring your next, best employee directly with employment lawyers and recruiters? Do you want to learn best practices in hiring when it comes to job ads, interviewing questions, job offers and contingencies? Talis Group and Fisher & Phillips will share valuable information to keep you up- to- date on how best to navigate the minefields.

    Did an innocent line in your job ad cause risk?

    Did you accidentally make a promise of employment in the interview?

    What risks vanish if you put the job offer in writing?

    Did you increase your liability by considering misdemeanors in your hire?

    Did you think you were getting a more thorough background check than you are?

    Approved for 2 hours HRCI/SHRM credit

    Contact Rachel McMahan at 502-498-1939 or email for more information or click here to register.

  • 03/31/2017 8:00 AM | Katherine Locsin (Administrator)

    Recruiting the Next Workforce

    By: Joshua Williams

    Asking a recruiter about their job in the city of Louisville would likely result in a lamentation of challenges facing the profession. Talent, often lacking required skills for a variety of roles, is in short supply rendering entire industries incapacitated by a drought of an available workforce. In a 2016 study led by the Louisville and Southern Indiana Societies for Human Resource Management, 82% of companies participating in the survey are preparing for moderate to high growth and yet 86% can’t find the talent they need today (more information on the study here).

    Adding fuel to the fire, the US Census Bureau recently released population estimates revealing limited growth for the Louisville area. From 2010 to 2016, the city experienced approximately a 3.9% increase in total population compared to a 7.3% growth in Lexington, KY (data can be found here). With demand for a skilled workforce increasing and lagging population growth, an alarming question quickly emerges for those wearing the recruiter hat: where can companies look to find the talent that they need?

    One solution gaining solid footing is a focus on the workforce of tomorrow. With traditional talent pipelines drying up, efforts are underway to ensure that youth preparing to enter the workforce have the skills that they need to meet the demands of businesses in the area. These avenues provide unique opportunities for companies to actively participate in training the workforce of tomorrow while cultivating their talent pool for future demand. One such initiative is the Mayor SummerWorks Program.

    Launched in 2011 to combat increasing unemployment rates among youth, the Mayor SummerWorks program is an effort aimed at providing paid summer jobs for young professionals ages 16-21 years old. In addition to earning income, participants gain valuable professional skills, work history and lessons paving the way for a successful and fulfilling career—all while helping shape and develop the future workforce. Businesses that participate gain summer help while training young professionals in their industry and marketing themselves as a potential employer down the road.

    Businesses that are looking to augment their future talent pool, attract and train young professionals, and play a part in making Louisville a stronger community, are strongly encouraged to get involved. For information on the program, how to get started in hiring young professionals and more, please visit

  • 03/18/2017 8:00 AM | Katherine Locsin (Administrator)

    SPOT Award Winner for March

    The SPOT Award stands for Spontaneous Praise and Ongoing Thanks. We recognize a volunteer monthly that goes above and beyond in their dedication and support of the LSHRM Chapter.

    Patrick StoessSponsorship Chair

    Patrick works very hard to find many great sponsors so that we are able to host our monthly chapter meetings. Patrick has filled a very important role and our meetings may not happen without his efforts.

    Thank you, Patrick!

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