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  • 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 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.

     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!

  • 03/09/2017 8:00 AM | Katherine Locsin (Administrator)

    SPOT Award Winner for February

    The LSHRM 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.

    James Victery, Director of Communications & Marketing

    This month we want to recognize James Victery, our Director of Communications & Marketing. James stepped into this role last year when it became vacant.

    He has grown our Social Media presence exponentially. He has done a great job coordinating our communications and marketing efforts and has shared many innovative ideas.

    Today, and always, we thank you, James!

  • 03/01/2017 8:00 AM | Katherine Locsin (Administrator)

    Summer Internships: Your Organizations Competitive Advantage

    By Robert Shindell, Ph.D

    Every summer hundreds of thousands of organizations around the country make the decision to host interns. This decision is not one to be taken lightly. The truth is not every organization is a good fit to be an effective host for an internship program. The good news is that every organization can create a positive environment for an intern. However, there are several factors that you and your organization need to consider before making this important commitment.

    As you start to assess whether your organization should host interns, the questions below may help you. Below you will find a list of questions that you and your organization should be able to answer before bringing on an intern for the summer. These questions need to be discussed with as many folks in your organization that you can, especially executive level leadership and the specific departments that may want to host an intern.

    The following organizational audit can be a very useful tool in focusing your conversations with key leaders in your organization:

    • How serious is my organization about hosting an internship program?
    • What can an intern do for us? What are our goals?
    • What human resources do we have to support an intern?
    • Does my organization have the time to support an intern?
    • What financial resources do we have?

    As you read over the questions above and you start to formulate answers, you will begin to gain consensus with key stakeholders on the structure that your organizations internship will take. It is also important for you and your key stakeholders to understand why other organizations host interns and why millions of college students each year take part in these critical experiential education activities.

    Remember, the experience that an intern has with your organization is totally up to you - the host organization. If you are going to host interns... make it AWESOME!

    On March 22nd and 23rd The Louisville SHRM, The University of Louisville College of Business and the University of Louisville Career Development Center will welcome Dr. Robert Shindell from Intern Bridge, the nation’s leading research & consulting firm to share a newfound approach to internships based on in-depth research and proven strategies. In this full-day, highly interactive and participatory workshop, participants will learn how to:

    • Effectively implement an impactful internship program;
    • Identify future hires through a no-strings-attached 12-week interview;
    • Create and maintain a pipeline of highly qualified and educated full-time job candidates;
    • Increase your organization's brand awareness on university and college campuses; and
    • Build long-lasting relationships with local colleges and universities.

    We invite you to join us on either the 22nd or 23rd for this day of professional development and training.

    Louisville Area Total Internship Management Workshop

    Wednesday March 22nd or Thursday March 23rd | 8:30 am to 3:30 pm

    The Delphi Center | 310 North Whittington Parkway | Louisville, KY

    For more information visit

  • 02/01/2017 5:13 PM | Katherine Locsin (Administrator)

    There has been a lot of conversation regarding Louisville’s Compassionate City work. But…what does this really mean? This article shares insights on another compassion-based program being launched in Louisville, the Compassionate City Index, that is being developed to formulate metrics around this critical initiative for cities and provides an opportunity to learn how you can participate in Louisville’s Compassionate Index survey.

    The Compassionate Cities Index is a study by the U of L Institute for Sustainable Health & Optimal Aging in partnership with the International Center for Compassionate Cities led by Executive Director Corinne Witzel, Louisville’s Mayor’s Office, Compassionate Louisville, and the International Charter for Compassion. The Index will quantify Louisville’s area of compassionate-strength, as well as identify areas where the city can improve services to relieve suffering and promote the flourishing of its residents.

    While the study includes over 60 objective measures that look at everything from water pollution to education disparities, some of the most interesting results may come from a survey developed by Drs. Joe D’Ambrosio and Anna Faul that is designed to measure individual levels of compassion. Participation in the Compassionate Cities Index Survey takes about 10 minutes, provides feedback on the user’s compassion strengths and weakness, and guides participants on how to become more compassionate. In order to gain a solid representative sample, 67 survey responses are needed from each Louisville zip code.

    Participate in this important initiative by taking the Compassionate Cities Index Survey: You can find out more information including a list of objective measures, survey totals per zip code, ways to get involved, as well as contact information at

    As part of Louisville’s Compassionate City initiative, we are fortunate to have His Holiness the Dalai Lama, a world leader of the Buddhist faith, making a return visit to Louisville this April. He will appear during the 22nd annual Festival of Faiths titled “Compassion: Shining Like the Sun.” Be sure to mark your calendars!

    Article written by Tiffany Cardwell, LSHRM Director of Wellness & HR Consulting Principal with MCM CPAs & Advisors, and Lauren N. Humpert, Compassionate Cities Research Coordinator with the Institute for Sustainable Health & Optimal Aging University of Louisville. Contact Tiffany at or Lauren at if you are interested in more information.

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