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Letter from the 2020 President

01/06/2020 10:00 AM | Deleted user

Happy New Year to all our current and future members.

I am so excited to lead the organization in 2020 and wanted to thank everyone who voted me into this role. During my time as President-Elect in 2019, I had the opportunity to learn from our past presidents, Susan Huffmon, and the 2018 past president, Patricia Williams. They both provided me great insight on how our local chapter impacts our members and the community. I would like to thank them both for sharing how we make a difference in the HR community by implementing the various strategies recommended by our Board members.

I had the pleasure to travel to Washington, D.C., for the SHRM Volunteer Leaders’ Business meeting in November 2019 on behalf our chapter. LSHRM was recognized as a 2019 SHRM Learning System Champion. Thanks go out to 2019 Director of Certification, Amy Olds, and her team for facilitating study groups using the SHRM Learning System. More to come from our 2020 Director of Professional Development and Certification Director, Marcus Goodwin, SHRM-CP (Airline Training Specialist - Business Professional at UPS). We are in the process of securing additional trainers for our 2020 study group. To learn more, please reach out to Marcus via email at mgoodwin@lshrm.org.

We will continue to provide great programming and networking opportunities during our monthly chapter meetings. Meetings will continue to offer both SHRM and HRCI Recertification credits in 2020. We listened to our members and most of our chapter meetings will be offered in the afternoon except for half- or full-day special conferences. Ensure you register early on our website: https://www.lshrm.org/calendar-of-events. More information to come from our Director of Programs, Chastity Millanti, and Director of Communication and Marketing, Shelly Trent.

LSHRM is the largest SHRM-affiliated chapter in Kentucky. I want to personally thank our 2019 Director of Membership, Kimberly Ratcliffe, (VP of Client Services with HR Alliance) for adding 245 new members since 1/1/19. Sixty-four percent of all LSHRM members are national SHRM members as well. Remember that national SHRM and LSHRM are always better together. Our 2020 Director of Membership, Laura Good (Human Resource Generalist-MedAssist, a Firstsource company), has plans to continue with increasing our membership. We have a lot to celebrate in 2020 and one of them is our 80th anniversary. More information on our celebration to come. Be sure to renew or join LSHRM in 2020 as we continue to add value to your membership: https://www.lshrm.org/Join-LSHRM.

The purpose of SHRM and LSHRM is to elevate the HR profession. Our mission is to empower people and workplaces by advancing HR practices and by maximizing human potential. Our vision is to build a world of work that works for all.  In 2020 LSHRM will continue the success formula started in 2018 to focus on PEOPLE:

Partner and share best practices,

Engage new and existing membership and our volunteer base,

Offer creative and disruptive programming,

Promote LSHRM Brand through creative and consistent marketing,

Lead effort in building a stronger economy,

Empower HR Professionals to be Strategic Business Partners

There is so much more to share, but I will wait until the next Letter from the 2020 President. I look forward to meeting and building relationships with our members and community partners in 2020. Feel free to reach out to me if I can be of any help or support in your HR journey.

Respectfully Yours,

Rawleigh Richardson, Sr., SHRM-CP, PHR 

2020 President

Louisville Society for Human Resource Management

rrichardson@lshrm.org

www.lshrm.org 

http://www.linkedin.com/in/rawleighrichardsonsr

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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