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LSHRM 60 Second Spotlight - December 2019

12/01/2019 8:00 AM | 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: Kelly Groves 

Member Job Title: Senor Payroll and Benefit Administrator

Member Company Name: SHP Management Corp.

What is your current role in LSHRM? VP Administration

How long have you been a member of LSHRM? Since 2006—about 13 years!

How did you first get involved in LSHRM? When I first moved to Louisville from Maine, I had been involved with the local chapter there and was already familiar with the chapters. Since I was going to be working from home now, I really needed a place to connect with other HR Professionals and wanted an opportunity to get involved with an organization that specialized and focused in the HR field.

What are 3 words you would use to describe LSHRM? Inspiring, Fun & Thought-Provoking

What do you find the most challenging about your role in LSHRM? Ensuring our LSHRM Board and Members are continuously updated on a regular basis balanced with my regular job and life. I try and give the type of service I would want to receive from others.

How has LSHRM helped you in your professional development? I have many people in LSHRM who have been helpful to me and you can go to in the chapter for support. Working from home, the social network as well as the educational opportunities have been just as important for me. I feel I have gained so much leadership skills in the roles I have shared in Membership, Hospitality and as VP Administrator.

What do you wish other people knew about LSHRM? LSHRM is a great resource for HR Professionals and is doing so much good work. It is a great place to gain more education and learn about HR as well as great environment for networking and meeting other HR folks. Personally and professionally, it has been a great investment of time and money. Giving back to others is important I inspire to do . This is a great group and I encourage others to jump in and get involved.

Do you feel the interest in LSHRM seems to be growing or waning. Why do you think that is? Definitely growing. LSHRM is a constantly looking to partner with the community and deal with difficult challenges that our community is facing. LSHRM is viewed as a resource and HR-related experts.

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 am proud that I have helped the Chapter on a day to day basis to further the opportunities to HR Professionals and given back to a group that I feel passionately about.

What changes do you think LSHRM has to look forward to over the next year? The world is changing and so must LSHRM. There are more topics that come to the forefront and need to be addressed by LSHRM. Of course legislation is changing and with that, we must too. Staying on top of these hot topics will be critical.


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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