I’m A Gilliland Fan! You Will Be One Too!
Author: Patricia Williams, LSHRM President
It’s been an innovation run for LSHRM in 2018, and we’re running all the way! The Louisville Society for Human Resource Management (LSHRM) proudly serves as a business partner that creates bold and innovative workforce solutions for Greater Louisville’s most pressing human resource issues. We reign as a leading professional organization; because we are fearless in our quest to provide disruptive and cutting edge program solutions to the Louisville community and beyond.
LSHRM’s final 2018 program will feature international, hall of fame, top ranked SHRM-favorite speaker, STEVE GILLILAND! Steve will make his debut appearance to the home of The Kentucky Derby on Tuesday, November 13, 2018.
Gilliland is recognized as a master storyteller, brilliant comedian, and one of the most in-demand keynote speakers today. LSHRM is providing an amazing opportunity for leaders across Kentucky to experience the extraordinary, Steve Gilliland, at Downtown Marriott in Louisville.
Whether you’re experiencing mild transitions now or will undergo massive reorganizations in the future, change is inevitable within every successful organization. Steve’s presentation, DETOUR, provides solutions to reduce stress, eliminate fear, and increase performance during such times. Steve Gilliland reveals how to navigate life’s turns when you’re suddenly headed on a course you never planned and into a future you never imagined. Learn how to maintain resilient leadership presence and confident posture when change is out of your control. Steve’s keynote will teach leaders how to maximize the benefits of personal and professional change with poise and thoughtfulness.
Registration is open for this 2018 LSHRM closing program! In an era, where innovation is the new normal, the most effective leaders will be equipped to navigate and adapt to any situation successfully. I’m a Gilliland Fan! You Will Be Too!
To register, for more information about the program, or to inquire about being a vendor, visit lshrm.org or email firstname.lastname@example.org.
SPOT Award Winner for October
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.
On behalf of the LSHRM Board of Directors, we would like to recognize MICHAEL Rider as the October 2018 SPOT Award Winner!
Mike Rider is our fundraiser extraordinaire! Whenever we’re in a crunch for sponsor dollars, Mike always has someone in his network he can call to help LSHRM. If he doesn’t, no worries, he’ll just sponsor himself and donate dollars from his own business.
Mike has expanded LSHRM’s connections to some awesome companies. He has also been a huge help to Charlaine Reynolds this year helping her get sponsorships and raise money for the LSHRM Foundation.
He is not only a generous sponsor, but he is also generous with his time and contributes so much to the successful operations of this chapter.
Thank you, Mike. We are glad to have you on the LSHRM team!
Employee Financial Health: Why it IS your Business
by Ashley Wilczek
Companies have entire departments dedicated to tracking and improving the financial health of the organization. From the CFO, to the staff accountant, and controller knowing the financial temperature and wellness of the company should always stay top of mind for any organization. However, how many CFO’s and HR Leaders truly know the financial wellness of their employees? According to Forbes, as many as 31% of employees admit that financial stress and worry affects their productivity at work. That is a metric that no company can afford to ignore if they choose to remain as productive as possible.
So what can employers do to help? It starts with communication and support. If your company has an Employee Assistance Program (EAP) ensure that employees know about the benefit and feel comfortable using it. If your EAP program does not offer a financial component, work with your broker or provider to see what the cost of adding that benefit. It is important that even if your program does offer this support, that employees know how to use it. Employees can feel embarrassed to admit to financial struggles. It is more important than ever to ensure that your HR department has an open-door policy and is comfortable and versed in handing out information employees need in order to find assistance.
Employers can take their support a step further by providing financial counselors and advisors to employees as an added benefit. Financial advisors often come on site to the company location facilitate educational meetings around savings in retirement plans and other employer sponsored plans. By offering matching programs on 401k plans, employers can help employees ease their minds about the security of their retirement.
One particularly helpful benefit that employers are starting to add to their benefit offerings are student loan debt repayment assistance programs. These programs help your recent college grads focus on the excitement and learning in their new careers, versus worrying about how they will afford to make their monthly student loan payments. Currently, only about 4% of employers offer a student loan repayment benefit plan to their employees, even though the student debt crisis is rising, and financial stress and worry can lead to disengagement in the workplace.
For HR Leaders, the options for offering financial health and wellness programs to your employees can seem overwhelming. So sort out what works best for your company and employees, start by surveying your employee population about what struggles they have financially and what types of financial wellness plans would benefit them the most. From there, you can lean on your brokers and network to identify the solutions that will work best for your organization and employee population. Regardless of what efforts employers choose to assist employees with their financial health, one thing is certain, employers can’t afford to ignore the issue. It’s time for HR Leaders to do an employee financial wellness checkup today!
You’re in charge of your recertification journey. And SHRM’s here to support you.
We've adapted our recertification process to provide additional flexibility to match your learning needs.
Going forward, SHRM will no longer have a maximum limit on self-paced activities, in the ‘Advance Your Education’ category.
Budget constraints, location or schedule shouldn't keep you from earning the 60 PDCs needed to maintain your SHRM-CP/SHRM-SCP certification.
Check your PDC status and recertify.
VISIT YOUR CERTIFICATION PORTAL »
Recertification Application Fee
Members=$100 | Nonmembers=$150
Resources to Support Your SHRM Recertification Journey
Ten Reasons to Attend the Kentucky SHRM Conference
Shelly Trent, SPHR, SHRM-SCP, CAE
I have been fortunate to attend nearly all of the Kentucky SHRM conferences for the last 25 years. It has become, for me, an annual event not to be missed for many reasons! Here are my top ten reasons to attend this fabulous event, and I hope you will be able to be there with us!
1. Keynote Speakers
There are three exciting keynote presentations! On Tuesday, August 28, you’ll hear from Dr. Brad Shuck, a professor at the University of Louisville. He’ll present “Going Beyond the Surface of Employee Engagement: Exploring the Principles that Matter in Human Resources.” I have heard him speak on this topic, and it is a fantastic program that I know you’ll enjoy and learn from.
Wednesday, August 29, brings us the keynote called “Business as Unusual: How to Future-Proof HR Against the Top Workforce Trends Transforming Tomorrow.” Jack Uldrich is an acclaimed global futurist, speaker, and best-selling author who appears on the Science Channel, the Discovery Channel. He is also a frequent guest on CNN, CNBC and National Public Radio. I had the good fortune to hear Jack deliver this presentation at the Kentucky Chamber Business Summit last year, and those of us in attendance said, “We must have him speak for the Kentucky SHRM Conference!”
On Thursday, August 30, Annie Meehan will present “Leading a Life of IMPACT.” Her use of stories, life lessons and new perspectives are not only relatable, they also inspire hope. Annie has appeared on Oprah, is a member of the National Speakers Association, and is a certified life coach.
2. Educational Sessions
There are always terrific breakout sessions available at the Kentucky SHRM Conference. The sessions are broken out into the tracks shown below, which includes the number of sessions available in each track. I know you’ll be able to find programs to meet your personal educational needs.
Attending the conference is an investment in yourself, your career, and your organization.
You’ll find many opportunities for networking with your fellow HR professionals, including the evening social events, chatting with other attendees in your sessions, and sitting in the HR Marketplace for your meals. You will meet people who share the same interests and professional passions as you do. You know what they say: it’s not what you know, it’s who you know. You may find a new friend or mentor, your next employer, or someone you have always wanted to connect with. Be sure to bring plenty of business cards to grow your HR network!
4. Special Events
On opening night of the conference, there is a reception in the HR Marketplace with sponsors and exhibitors from 5:00 – 6:30 p.m. which includes dinner and refreshments. On the second evening, from 5:30 – 7:00 p.m., plan to attend a reception at PBR Louisville: A Cowboy Bar at Fourth Street Live! On the third and final day of the conference, be sure to attend the keynote lunch at noon, followed by the grand prize giveaway of $2,500 at 2:30 p.m. You must be present to win!
5. Recertification Credits
The Kentucky SHRM Conference is a great place to earn both HRCI and SHRM recertification credits. If you hold an SPHR, you must earn 15 credit hours (out of the total 60 required to recertify) through activities that qualify for Business Management & Strategy (BMS) credits. Two of the three keynote presentations offer BMS credits! You can also earn up to 16.75 BMS credits (enough to satisfy your SPHR recertification requirements) or up to 13 general credits toward SHRM or HRCI recertification.
6. HR Marketplace
The conference will feature over 120 vendors that will showcase their products and services to make your job easier! Visit with the exhibitors to learn what’s new in the HR product space. All meals and breaks are served inside HR Marketplace, and there is a Cyber Cafe (with exclusive internet access) located inside the HR Marketplace. You’ll also find chair massages, comfortable seating, and much more!
7. Book Nook
I always enjoy visiting the Book Nook at the conference. It’s a place to buy HR books at a discount, and the money raised goes to the SHRM Foundation, which funds HR scholarships. You can also meet local authors who are at the Book Nook to visit with attendees and sign books. Purchase books for your own continued education and professional development or take books back for your staff!
8. Venue – The New Omni Louisville
Louisville is the proud home of a new, luxurious Omni Hotel. According to the Omni website, the hotel boasts the following amenities:
Be among the first to stay at the new, beautiful Omni!
9. Build Your Personal Brand
Are you trying to make a name for yourself in the HR profession? By meeting the “big names” in your field, you might learn about new job opportunities, get new ideas to take back to work and impress your boss, connect with a new mentor, pitch your great ideas to new people, get feedback from HR leaders, and more. Be sure to take resumes to market yourself!
10. It’s FUN!
And last but not least, attending the Kentucky SHRM Conference is FUN! It’s always nice to get a break from the office and do something fun. You’ll see old friends and make new ones at this conference that maximizes the social atmosphere. There’s nothing like being in rooms of like-minded people who are there to improve themselves. Explore Louisville while you’re here and experience the local nightlife. This conference will allow you to combine work, learning, networking, and fun!
SPOT Award Winner for July
On behalf of the LSHRM Board of Directors, we would like to recognize DANITA TAYLOR as the July 2018 SPOT Award Winner!
Danita came into LSHRM as a new volunteer in November 2017 and has really stepped up to take on various roles. She is a career coach and truly enjoys helping people. She immediately hit the ground running and took on a lead role by organizing The Career Transition Group to help members who are unemployed or in need of assistance and support reaching their professional goals.
Danita has facilitated the new member orientation class as well. She always has a smile and is willing to assist where ever she's needed. As one of our board members put it – “She rocks!”
Thank you, Danita. We are glad to have you on the LSHRM team!
SPOT Award Winner for June
On behalf of the LSHRM Board of Directors, we would like to recognize our June SPOT Award Winner – SHELLY TRENT.
Shelly is our Director of Programming, and she has brought a wealth of knowledge to our chapter regarding maximizing our SHRM benefits and identifying quality programs for our chapter. She has introduced a monthly PowerPoint presentation with meeting announcements and LSHRM celebrations this year.
Shelly has worked with two international speakers this year to ensure all of their needs are addressed and that they deliver a quality program. She has spent many late nights and early mornings making sure that our meetings go off without a hitch. I don’t think Shelly really understands how much we value and appreciate her contributions to the LSHRM team.
Thank you, Shelly!
Talent Pipeline Management: An Innovative Approach to Bridging the Talent Gap
By: Josh Williams
A cursory glance at our nation’s economy reveals an optimistic outlook. The unemployment rate sank to a miniscule 3.8% in the month of May (the lowest level in 18 years), the labor market continued its 92-month long growth streak (the longest on record), and some 223,000 jobs were added the Bureau of Labor statistics reported. These positive trends echo in Kentucky as well. In “Bridging the Talent Gap,” a 2017 talent alignment survey led by the Kentucky Society for Human Resource Management (KYSHRM), revealed that 81% of employers are expecting moderate to high economic growth over the next three to five years. All of this seemingly signals an excellent economic forecast across the Commonwealth.
And yet, at the same time we are witnessing these encouraging metrics, employers are experiencing increasing difficulties in finding the talent they need. For the first time on record, the number of available jobs in the US outpaced the number of job seekers by nearly half a million according to the Bureau of Labor Statistics. Here in Kentucky, this lack of available workers is further pronounced by Kentucky’s sagging workforce participation rate which ranks 43rd in the nation, according to research published by the Kentucky Chamber Workforce Center. The end result is a nearly air-tight labor pool causing 84% of Kentucky businesses to have difficulties in finding talent they need today (Bridging the Talent Gap). Imagine, if companies are struggling to fill current vacancies, how can they possibly hit growth metrics looming on the horizon?
In this context, it’s understandable why workforce challenges are rapidly becoming a priority for Kentucky’s business community. Without a highly skilled workforce, products can’t be made, services can’t be executed and production effectively comes to a grinding halt. Against this evolving workforce landscape, it’s becoming apparent that workforce development efforts must adapt as well. Antiquated are the days when online job postings served as the primary recruiting strategy. With the talent supply so low, we must be more strategic in developing a workforce that is closely aligned to the needs of business. This calls for employers to play a much more active role in developing talent and working much closer with education and training providers. Fortunately, an innovative resource is on Kentucky’s horizon to help with this effort.
To address the widening talent gap, the Kentucky Chamber Workforce Center, in partnership with the US Chamber Foundation and the Kentucky Workforce Investment Board, is leading implementation of a new initiative and tool known as Talent Pipeline Management™ (TPM). Utilizing supply chain management principles, TPM empowers businesses to create and manage talent supply chains through projecting talent needs and aligning those with education and workforce development systems. Kentucky has been selected as one of three states in the nation to lead the TPM initiative and will be launching its very first TPM Academy in September 2018.
The Kentucky Chamber Workforce Center is currently traveling the state to introduce TPM and discuss how communities can get involved. They will be presenting in Louisville on July 26th from 8-9:30 AM at Kentucky Farm Bureau (9201 Bunsen Pkwy, Louisville, KY 40220). Attendees will learn more about the state of Louisville’s workforce, how TPM works and how they can get involved to help in bridging the talent gap. This event is hosted by the Louisville the Society for Human Resource Management.
For event and registration details, please visit LSHRM’s page here or email Workforce-Readiness@lshrm.org.
On July 10, LSHRM members will not want to miss the LSHRM Legal Conference taking place all day at the Delphi Center on the University of Louisville campus. Fisher Phillips is thrilled to partner with Incipio Workforce Solutions to sponsor the conference and provide the legal speakers. We will be discussing several topics including how to address the opioid epidemic, dealing with a catastrophe or emergency in the workplace and steps to take in the aftermath, an interactive role play dealing with sexual harassment and a timely NLRB and social media update. Let’s delve into one of the trending topics that will be kicking off the conference: the opioid epidemic and how as an employer you can help to be a part of the solution.
The use and misuse of opioid prescriptions is rising throughout the U.S. A recent study showed two million Americans had a substance use disorder involving prescription pain relievers. In addition, as many as 50,000 Americans may have died in 2016 as the result of an opioid-related overdose. Although the opioid epidemic is a societal issue, it directly impacts American employers. Addiction to pain medications has led to absenteeism, lost productivity, workplace accidents and an overall negative impact in the workplace. In fact, according to a recent survey, 71% of U.S. employers say they have been affected in some way by employee misuse of legally prescribed medications, yet, only 19% feel extremely prepared to deal with prescription drug misuse. Although there is no magic solution to this problem, employers can take reasonable steps to address opioid misuse in the workplace while carefully avoiding potential legal pitfalls.
Drug-Free Workplace Policies
First and foremost, employee handbooks should contain a drug-free workplace policy that prohibits employees from being under the influence of, using, possessing, or selling illegal drugs in the workplace. This policy should explicitly cover the unlawful use of legally prescribed drugs. Employers should also have a drug testing policy, which should be clearly spelled out in writing in an employee handbook that is distributed to employees.
Testing, Discipline and Counseling If there is a drug testing policy and drug-free workplace policy in place, the employer can conduct a drug test if there is reasonable suspicion that an employee is using or abusing drugs, such as opioids. Observations that may show reasonable suspicion can include slurred speech, sleeping on the job, and erratic and unusual behavior. If the drug test comes back positive, the employer can discipline or terminate the employee for violating the drug-free workplace.
Disability Accommodations When implementing drug-free workplace policies, employers must be aware of their obligations under the Americans with Disabilities Act (ADA) and Kentucky law, which provide certain legal protections to individuals who have a “qualified disability,” most notably requiring that employers provide the employee with a reasonable accommodation. Neither the ADA nor Kentucky law protects an employee who is currently engaging in the illegal use of drugs. Therefore, there is no legal obligation for an employer to provide a reasonable accommodation for this employee based on the illegal drug use, and the employer can discipline or terminate an employee for performance issues or policy violations regardless of whether the underlying issues stem from the illegal drug use.
Managers should receive training on employer drug-free workplace policies, drug testing policies, and the interplay between illegal drug use and the ADA’s protections. It is imperative that managers follow the company’s policies and be cognizant of the ADA implications in order to avoid violating the law and creating potential future liabilities for the company.
There is no perfect plan currently available to deal with the opioid crisis in the workplace, but taking the proactive steps outlined above is a good place to start. We hope to see you all at the legal conference on July 10 for a more in depth discussion.
SPOT Award Winner for May
On behalf of the LSHRM Board of Directors, we would like to recognize Erin Mires as the May 2018 SPOT Award Winner. Erin has played such an integral part in advancing the veterans’ initiatives, including leading a presentation for veteran job seekers and jumping up to facilitate a networking event at the last minute. Those of you who attended the April Chapter meeting were lucky enough to hear Erin’s expertise when it comes to recruiting a diverse workforce. She does so much behind the scenes and is always willing to help LSHRM. Erin is a great addition to our team and so deserving of this award.
Thank you, Erin, for all you do for LSHRM!
Site crafted by