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LSHRM 60 Second Spotlight - November 2019

11/14/2019 8:20 PM | Deleted user

The “60 Second Spotlight” aims to give our most dedicated members an opportunity to share what makes LSHRM so great to them!

If you are interested in sharing your journey with LSHRM with us, please contact the Membership Engagement Committee at Membership@lshrm.org.

  • Member Name: Tiffany Cardwell
  • Member Job Title: HR Advisory Principal
  • Member Company Name: MCM HR Consulting Group, an affiliate of Mountjoy Chilton Medley LLP
  • What is your current role in LSHRM? Director of Wellness
  • How long have you been a member of LSHRM? Since 2000—almost 20 years!
  • How did you first get involved in LSHRM? When I first moved to Louisville from Chicago, I was looking for an opportunity to get involved locally with an organization that specifically focused in the HR field. Locally, that was LSHRM.
  • What are 3 words you would use to describe LSHRM? Dynamic, Fun & Unique
  • What do you find the most challenging about your role in LSHRM? Keeping up with all of the new legislation in HR and then ensuring our LSHRM Members are continuously educated on those changes would be the most challenging about my role. We always try to provide engaging and innovative speakers to continue to enhance our LSHRM Members’ skills.
  • How has LSHRM helped you in your professional development? I have many Mentors in LSHRM who have always been helpful throughout my Career. Having had the opportunity to be LSHRM President almost 6 years ago provided such a fantastic learning opportunity to lead a volunteer organization and to help continue to elevate the work that we do. Personally and professionally, it was probably the best unpaid job that I ever had. Giving back to our HR profession is important to me and I hope others will feel the same and will take the time to serve as an LSHRM Committee Member, Chair, Director or Officer.
  • What do you wish other people knew about LSHRM? LSHRM has done so much good in the community and has really provided not just a great environment for learning but also has been a welcoming family for its members. I encourage every LSHRM Member to take the time to get involved and help contribute to our profession.
  • Do you feel the interest in LSHRM seems to be growing or waning. Why do you think that is? Definitely growing. LSHRM is a constant partner with critical workforce issues not only locally, but also regionally and nationally. We are viewed as the experts with all HR-related topics and it’s wonderful seeing various LSHRM members move into high level and influential careers within their organizations.
  • What are you most proud of accomplishing during your time with LSHRM? I was proud of the opportunities we’ve provided to our HR Colleagues. At one point I was serving as the Certification Chair and we had over 90 people participating, many of which received their HR certifications. Now that’s a great accomplishment!
  • What changes do you think LSHRM has to look forward to over the next year? I feel like there are several that we need to be thinking about as HR professionals.

1)There will be more generational hot topics that will continue to be of interest in the workforce.2) It will also be interesting to see how legislation evolves involving medical marijuana. 3) One of the biggest challenges we will face as HR professionals is the Opioid crisis. It is important for us to be as educated as possible on the resources available to assist us with combatting this issue and it is also important for us as HR professionals to be more open to second chance employments and providing other opportunities for work to be done differently. 4)Artificial intelligence in the workplace will also continue to have a role and our HR profession needs to be ready to address the challenges and embrace what innovation has to offer in the workplace.5)Finally, succession planning will be a hot topic. Employees entering the workforce are hungry to learn and HR should be ready to provide coaches and mentors to help guide them throughout their careers.

Kentucky’s New ‘Reentry’ Law Gives Employers Clearance to Hire Workers with Criminal Backgrounds

Under a new Kentucky law that will take effect in July 2021, employers can hire qualified applicants with criminal records without fearing legal barriers and liabilities. Specifically, House Bill 497 creates a certificate program that will give employers relief from civil liability for hiring an ex-offender who was trained for a particular job. The goal is to enhance the ability of formerly incarcerated people to get jobs once they are in the community to further aid in their rehabilitation and reintegration. The bill was signed by Governor Andy Beshear on April 5 after being unanimously passed by the Kentucky Legislature in late March. Here’s what Kentucky employers need to know about this new law.

What Are “Certificates” and How Are They Granted?

HB 497 requires the Department of Corrections (DOC) to equip persons leaving incarceration with the necessary documents and paperwork to ease the process of reentry, including documentation of their criminal history, institutional history, and other relevant information. The law also encourages the DOC to provide support for incarcerated individuals in preparing and writing job resumes. 

Importantly, HB 497 establishes a certificate of employability program for eligible individuals to encourage second-chance employment opportunities upon reentry into society. To receive a “certificate of employability,” HB 497 requires incarcerated individuals to complete certain vocational and/or educational requirements, including passing a skills assessment test administered by the DOC. Certificates are only granted if the individual has successfully maintained a crime-free record for a legally prescribed waiting period preceding their release. The certificate of employability will not be issued to sex offenders, and there are other exclusions in the bill as well. Employers can request the certificate of employability from a job seeker and can check the validity of the certificate by contacting the DOC.

What Does This Mean (or Not Mean) for Kentucky Employers?

The new reentry bill does not mean that employers are required to accept an applicant with a criminal record. Understandably, some Kentucky employers are likely reluctant to hire candidates with certain criminal histories. 

The bill does, however, provide legal protection from negligent-hiring lawsuits if you do decide to hire certificate of employability holders. This immunity means that you can feel confident that hiring a person with a criminal record will not create a legal liability. Rather, it gives you the discretion to assess an individual with a certificate of employability based on their qualifications and to treat them like any other applicant. 

For those employers who do decide to utilize this new certification, be sure to educate your Human Resources department, supervisors, and higher-level managers regarding the new law. You may also need to adjust your policies for hiring persons formerly incarcerated or setting up a program to actively recruit candidates with criminal histories.

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