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EMPLOYERS RESOURCE ASSOCIATION BRIEFS

“C-Suite” Briefing Series

Strategic Marketing Presentation At ERA, we are always trying to assist our members, and one of the requests we have received from our ex-ecutive members is to offer topics of interest beyond HR. As a result, we are planning a series of presentations on various topics of interest. We are pleased to begin the series with the opportunity to provide tips on successful marketing strategies from a seasoned marketing professional. Featured on Dateline NBC, Diane Iseman of Diane Iseman & Associates has an extensive background in marketing, specializing in Marketing Strategy, New Product Development, Creative Ideation, and Focus Group Moderating. Diane has worked with companies in diverse industries such as healthcare, pharmaceuticals, insurance, financial services, cosmetics, soft goods, pet food, beverages, food, retailing, sporting goods, household cleaning products, HABA, appliances, computer hard-ware/software, e-commerce, cultural arts and OTC products. Her client list includes a host of Fortune 500 compa-nies, as well as consulting firms such as McKinsey & Co, Accenture and others.

Diane will present Research on Your Products(s), Services(s), Customer Needs – Qualitative Learning Needs, Getting to the What and Why of Your Customers on Friday, October 3rd from 10 a.m. to 12 p.m. at Employers Resource Association in Cincinnati. During this session Diane will talk about:

♦ Understanding your Brand Equity

♦ Understanding your Customers and your Competitor’s Customers, their needs and hot buttons

♦ When to use focus groups, mini-groups, in-depth interviews; online vs. offline techniques (Continued on page 2)

Special points of interest:

Upcoming Training 6

Need To Know 7

RecruitMilitary Career Fair 8

Affirmative Action Update 9

OSHA 10-Hour Training 10

Affirmative Action Training Package 11

From the President 1

Survey Update 2

Central Ohio Connection 3

Welcome New Members 5

Member Highlights 6

Premium Rate Changes 4

Inside this issue:

Member Update August 29, 2008

From the President

Jennifer Graft, SPHR

EMPLOYERS RESOURCE ASSOCIATION

Survey Update

We invite all C-Suite executives and their organization’s leaders in mar-keting to attend. Call or e-mail now to reserve a place at this complimen-tary presentation. Contact Brandi Helton at 513-679-4120 or e-mail [email protected].

OFFICERS

• *CHAIRMAN Michael J. Kelley, Chairman & CEO Kelvest, Inc.

• *VICE-CHAIRMAN Gene E. Kalhorn, President TAPCO Products, Inc.

• *TREASURER Lynn M. Mangan, Vice President, Client Services Paycor, Inc.

• *SECRETARY Jennifer M. Graft, President & CEO Employers Resource Association

• *PAST CHAIRMAN Daniel R. Kroeger, President & CEO Gold Medal Products Company

BOARD OF DIRECTORS

• Leslie Bumgarner, President/CEO Telhio Credit Union

• Sherry Dancy, President The Dancy Group

• Sharyl Gardner, VP, Human Resources Midmark Corporation

• Dan Knight, Vice President, HR Fifth Third Bank

• Bill Thiemann, EVP, Chief Customer Officer Libby Perszyk Kathman, Inc.

• Kelly Turley, VP Human Resources The W.W. Williams Company

• Robert W. Zumbiel, President C.W. Zumbiel Company

* Executive Committee Members

OFFICERS

• *CHAIRMAN Michael J. Kelley, Chairman & CEO Kelvest, Inc.

• *VICE-CHAIRMAN Gene E. Kalhorn, President TAPCO Products, Inc.

• *TREASURER Lynn M. Mangan, Vice President, Client Services Paycor, Inc.

• *SECRETARY Jennifer M. Graft, President & CEO Employers Resource Association

• *PAST CHAIRMAN Daniel R. Kroeger, President & CEO Gold Medal Products Company

BOARD OF DIRECTORS

• Leslie Bumgarner, President/CEO Telhio Credit Union

• Sherry Dancy, President The Dancy Group

• Sharyl Gardner, VP, Human Resources Midmark Corporation

• Dan Knight, Vice President, HR Fifth Third Bank

• Bill Thiemann, EVP, Chief Customer Officer Libby Perszyk Kathman, Inc.

• Kelly Turley, VP Human Resources The W.W. Williams Company

• Robert W. Zumbiel, President C.W. Zumbiel Company

* Executive Committee Members

Our first survey using the new software system has been a great suc-cess! There were 378 members who participated in the 2008 Year-End Holiday Survey, an increase of 11% over last year! Look for the report on September 5.

Currently, we are running two of our largest surveys, the 2008 Policies & Practices Survey and the 2009-2010 National Policies & Benefits Sur-vey. I know both of these surveys are very long, but the good news is you can save your work on both and return to them as often as you need.

Look for the 2008 National Sales Compensation Survey on Septem-ber 12. This comprehensive survey covers a wide variety of salary and bonus plans for 21 different sales positions. Results will be available FREE to all participants!

Here are the current survey deadlines:

♦ January-June 2008 Turnover Survey: September 10, 2008

♦ 2008 Policies & Practices Survey: September 17, 2008

♦ 2009-2010 National Policies & Benefits Survey:

September 19, 2008

Please contact the Survey Department at 513-679-4120, toll free at 888-237-9554, or e-mail Douglas C. Matthews at [email protected] if you have any questions about our survey processes or need assistance with completing your survey questionnaires.

mailto:[email protected]�





THE HR PROFESSIONALS SINCE 1946

Central Ohio Connection

Discipline (and Discharge) Done Right

If they could choose management functions to avoid, many managers would choose to avoid disciplining

and discharging employees. In today’s litigious society, individuals don’t think twice about seeking redress in court for perceived inequities; so many employment lawsuits are filed by employees who believe they were disci-plined “unfairly.” With regulatory erosion of “employment at-will,” there are precautions employers must take to maintain legal and ethical standards in these particular situations.

One of the biggest mistakes employers make is failing to follow their own policies. Good advice from Michele Miller, president and founding partner of the Miller Law Group (San Francisco Bay Area, CA), is, “Before taking any disciplinary action, review company policies.” Your company’s discipline and discharge policy should clearly set forth a list of employee expectations and behaviors. Otherwise, you cannot impose consequences for failure to conform to expectations and behaviors. Your policy should include flexibility, require consistency, adopt realis-tic expectations, be sufficiently general, and stated in the broadest possible terms. The goal is to allow employ-ers to deal with individual infractions on their own terms.

If you find yourself in a situation that requires discipline, the employer needs to have step-by-step proce-dures for dealing with the misconduct in place. Schedule a meeting with the employee and be prepared to listen to the employee’s side of the story regarding the issue. Keep your biases and guesses of what really happened (if any) out of the meeting. Remember also to document the reason for the meeting, who was present, what was discussed, and what corrective action is expected and/or was agreed upon. Make sure the employee is clear about what correction is required, how it ties in to past behavior and the timeline during which the behavior should be modified. Spell out the consequences for failure to change the behavior and make sure the employee is aware that such inaction could result in termination. Once these steps are followed, the employer can begin the steps necessary to get the employee back on track.

If you find your company is in need of updating how you handle situations in this area, Employers Resource Association has a training class that will address this topic. “Discipline and Discharge: For Managers and Super-visors” will be offered at the Columbus office on Thursday, September 25, 2008, from 8:30 a.m. – 12:30 p.m. The class is also approved for Strategic Management PHR/SPHR Recertification Credits, 0.4 CEUs and 4 management CPEs. For a more detailed outline and/or registration information, please contact Susan at 614-538-9410 or e-mail: [email protected].

Susan Kuertz


HR Department: Cost or Profit Center?

Page 4 Page 4 EMPLOYERS RESOURCE ASSOCIATION

BWC Announces New Maximum Discount, Premium Rate Changes

On June 27, 2008, the Ohio Bureau of Workers’ Compensation (BWC) Board of Directors approved reducing the maximum group rating discount from 85% to 77% for the July 1, 2009 rating year. The discount reduction is part of a long-term plan expected to improve equity and accuracy when calculating workers’ compensation pre-miums for employers.

The proposed reforms include transitioning to a new experience rating method, which would occur over the next three years. According to the BWC, the new method for calculating rates will distinguish random accidents from unsafe workplaces. They also noted that similar experience rating methods are currently in place in 38 other states.

Additional changes announced by the BWC include:

♦ Capping premium increases due to these changes at 20% for employers impacted by the transitional discount reductions;

♦ Capping premium increases due to an employer’s claim history at 100% for all employers, particularly those removed from a group; and

♦ Developing new, performance-based options, such as deductibles, that will encourage employers to manage costs and improve workplace safety efforts.

Further studies on group rating rules and governance are expected to be completed by 2009. Other aspects of the plan, such as an additional discount reduction in 2010, will be addressed once the studies are completed.

The Employer Resource Association group rating program is the best way to reduce and control your work-ers’ compensation premiums, no matter what changes occur in Ohio. The Employer Resource Association pro-gram administrator, Avizent/Frank Gates, is a consistent industry leader with 62 years of experience serving Ohio employers. With the Employer Resource Association program, you can be sure you are paying the least amount possible for workers’ compensation.

Your Avizent/Frank Gates Account Executive, backed by a team of expert claims representatives, works to manage your workers’ compensation program and help you control costs. They can provide additional program information or meet one-on-one for a personalized consultation.

If you have any questions about the recent BWC changes, please contact Tammy Ring with Avizent/Frank Gates at 800-777-4283 ext. 27664, or e-mail [email protected].

Premium Rate Changes...

HR Department: Cost or Profit Center?

Page 4 Page 5 THE HR PROFESSIONALS SINCE 1946

Welcome New Members

889 Global Solutions Ltd. Is located in Columbus, OH. Judy Huang is President.

A1 Lumpers QLS is located in Cleves, OH. William Foster is the Owner.

Berninger Maddox, Inc. is located in Cincinnati, OH. Paul Maddox is President.

Bulk Molding Compounds is located in West Chicago, IL. Larry Nunnery is CEO.

Chase Industries, Inc. is located in Cincinnati, OH. Bob Muir is President.

CM-GC LLC is located in Cincinnati, OH. Schuyler Murdock is President/ CEO. Terri Gibson is the Adminis-trative Manager.

Columbus Blue Jackets is located in Columbus, OH. Doug MacLean is General Manager.

Dayton Polymeric Products, Inc is located in Dayton, OH. William Palmer is President.

Harland Financial Solutions is located in Cincinnati, OH. Doug Rohs is CRM Manager. Kecia Pringle is HR Manager.

Home Instead Senior Care is located in Cincinnati, OH. Bruce Hobbs is President & CEO.

Society of St. Vincent de Paul is located in Cincinnati, OH. Liz Carter is Executive Director.

VARtek Services, Inc. is located in Dayton, OH. Michael Hosford is President. Mike Lynch is CFO. Ellen Tyrell is the HR Manager.

Wulco, Inc is located in Cincinnati, OH. Richard Wulfeck is President.


Member Highlights

COLUMBUS TRAINING

CINCINNATI TRAINING

Behavioral Interviewing Techniques will take place on Wednesday, Sep-tember 3, 9:00 a.m. to 3:30 p.m.

PHR/SPHR Certification Preparation Program will take place on Tuesdays, September 9, 16, 23, 30, October 7, 14, 21, 28, November 4, 11 & 18, 6:00 p.m. to 9:00 p.m.

Exceptional Customer Service will take place on Thursday, September 11, 9:00 a.m. to 3:30 p.m.

Affirmative Action Planning Re-quirements will take place on Tues-days, September 16 & 23, 8:30 a.m. to 12:30 p.m.

OSHA 10-Hour General Industry Outreach Training Program will take place on Thursdays, September 18 & 25, 9:00 a.m. to 3:00 p.m.

The Complete Receptionist will take place on Friday, September 19, 8:30 a.m. to 5:00 p.m.

Delivering Employee Performance Appraisals and Feedback will take place on Thursday, September 25, 9:00 a.m. to 3:30 p.m.

Investigating Employee Complaints and Misconduct will take place on Tuesday, September 30, 8:30 a.m. to 11:30 a.m.

To register for classes, e-mail [email protected] or call

888.237.9554.

The Dupps Company

The Dupps Company, located in Germantown, OH and founded in 1935, is a fourth generation family owned business and a leading manufacturer of rendering equipment. This equipment efficiently turns the by-products of beef, pork, fish and poultry into high quality protein meals and fats. Since the inception of the Company in 1935, Dupps equipment has been installed in thousands of meat packing and render-ing plants in the United States and abroad. With over seven decades of experience with process equipment and systems, The Dupps Company is dedicated to this simple promise offered to every customer: Dupps Won’t Let You Down.

(Member Since 1985) **********

Bulk Molding Compounds, Inc. (BMC)

Bulk Molding Compounds, Inc (BMC) was founded in 1978 to manufacture a series of unsaturated polyester molding compounds. BMC has stayed technologically ahead of the industry and is now the largest manufacturer of BMC with locations in the USA, Mexico, Europe, Asia, and Brazil.

(Member Since 2008) **********

ClearPoint Financial Solutions

ClearPoint Financial Solutions founded in 1980, is a non-profit or-ganization offering debt management and financial educational ser-vices. With corporate offices in Richmond, Virginia, ClearPoint is li-censed in all 50 states. They are a national member of the Better Busi-ness Bureau and the National Foundation for Consumer Credit.

(Member Since 2008)

Investigating Employee Com-plaints and Misconduct will take place on Tuesday, September 9, 8:30 a.m. to 11:30 a.m.

PHR/ SPHR Certification Prepara-tion Program will take place on Wednesdays, September 10, 17, 24, October 1, 8, 15, 22, 29, No-vember 5, 12 & 19, 6:00 p.m. to 9:00 p.m.



When Cultures Clash

The effects of globalization are felt by small and large organizations alike. Whether you work for a large business with operations all around the globe, or are a small organization with global suppliers and customers, the differences in how people and organizations operate in different parts of the world are becoming more apparent. The difficulty organizations are facing today is how to conduct business in a familiar environment for all the players, when not only are the play-ers following different rules, but are in completely different arenas.

It is easy for a manager in a U.S. organization to think that the way he or she does business is effective. Books, education, experience, and training have laid the groundwork for how to successfully manage products, people, and finances. However, these attitudes toward organizational effectiveness may be very culture-centric. Managers in other parts of the world are operating in what they believe to be the most effective way to do business, but these norms may look very different from what the U.S. manager believes. What are some of the common miscon-ceptions managers have about their new global business partners?

Differences and misconceptions are a huge challenge to human resources professionals. Everything from the hiring process to attitudes toward training and compensation may be affected by cultural differences. What can the HR profes-sional do to ensure that the business is ready to operate in a global environment.

First, HR managers need to understand that what works for one group may not work for another. For example, merit pay for individuals may be effective in a culture that values individualism, but in a culture that values community efforts, it may be more effective to reward work groups for their accomplishments.

Second, HR managers need to incorporate global diversity training in the or-ganization’s orientation program. By addressing the existence of these differ-ences in the workplace, there will be a heightened awareness of the differences new employees may encounter.

Third, HR managers need to realize that there may be frustration and conflict when employees from different cultures interact. Conflict management tech-niques should be tailored to best fit the cultural norms of the global employees. Finally, not only HR managers, but all managers should consider incorporating global diversity in their coaching and mentoring programs. Those who have a better understanding of a different culture may be able to coach employees who are new to the global environment.

Briefs is a human resource m a n a g e m e n t n e w s l e t t e r published monthly for its m e m b e r s b y E m p l o ye r s Resource Association, Inc., founded in 1946. Editor: Jennifer Graft [email protected] ERA Briefs are for information only and not intended to render legal advice. Material contained herein may not be reprinted without the permission of E m p l o y e r s R e s o u r c e Association, Inc. ©2008

CONTACT INFORMATION

Employers Resource Association

Cincinnati Office Location:

1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 Fax: 513.679.4139

Columbus Office Location:

921 Chatham Lane, Suite 111 Columbus, OH 43221-2418

Phone: 614.538.9410 Fax: 614.538.9420 E-mail: [email protected]

Need To Know...



EMPLOYERS RESOURCE ASSOCIATION Page 8

Page 8 EMPLOYERS RESOURCE ASSOCIATION

How to Handle Political Discussions During Work

A few months ago, we finished an unprecedented primary process. The political conventions are being held, and the election is only a few months away. Emotions have been high, and may continue as the end of the proc-ess nears. There is an old saying that, in order to avoid argument, one should avoid talk of “politics and religion.” As wise as these words are, they may not be enough to prevent civil discourse from becoming heated and even confrontational. What are an employee’s rights concerning political expression at work, and what are an em-ployer’s obligations?

From a legal perspective, we start with the First Amendment which guarantees all citizens the right to free speech. But that provision is not without limits –remember the line about yelling “Fire!” in a crowded theater?

Here are some guidelines should an employer encounter difficulties:

♦ The employer can expect political discourse problems to appear in one of two forms: 1. Employees become unproductive as they engage in “spirited debate” during work time.

2. Interpersonal difficulties arise when significant differences in perspective surface.

♦ Clearly an employer has the right to limit or eliminate political discussion during work when it interferes with productivity. Many employers have policies covering workplace solicitation. These policies are also useful in regulating the “selling” of one’s candidate or ideology.

♦ Regarding interactions that strain working relationships, employers have a right, and perhaps even an obli-gation, to take action to ensure that workplace respect remains intact and productivity is not impacted.

♦ The correct way to deal with heated political differences is through the disciplinary process. The first step in any disciplinary process is to publish the standards of behavior. When these standards are not met, an employer may engage in the process, starting with counseling and progressing from there if the situation does not improve.

LORA BLANKEN JULIE BLANKENSHIP

JIM CARTER DOLORES CEASE

DAN CHANEY SANDY DYSON TOM EBERWEIN

BARBARA ENGLAND JENNIFER GRAFT

LORI HALL BRANDI HELTON TERRY HENLEY

NADIA KOTSONIS SUSAN KUERTZ

DOUGLAS C. MATTHEWS RALPH NEAL

CAROLYN POTTER CAROL REUBEL APRIL RISEN

JERRY YINGLING

THE HR PROFESSIONALS

RecruitMilitary Career Fair at Cintas Center on September 4 –

10% Discount for ERA Member Companies

We are pleased to announce that RecruitMilitary will produce another career fair in Cincinnati on September 4. The event will take place from 11 a.m. to 3 p.m. at Cintas Center, home of the Xavier University Musketeers. Employers will conduct one-on-one interviews with job seekers who have military backgrounds – veterans with a wide variety of business experience, personnel who are transi-tioning from active duty to civilian life, members of the National Guard and re-serve forces, and military spouses. RecruitMilitary, based in Loveland and a member of ERA, provides ERA member companies a 10% discount off the list price for booths at the event! RecruitMilitary will also produce a career fair in Co-lumbus on October 29.

ERA and RecruitMilitary launched the Veteran Hiring Initiative in the spring of 2006. The initial offering was a 10% discount on RecruitMilitary’s online hiring mechanisms: job postings, database subscriptions, and E-Mail Blasts. At that time, more than 110,000 job candidates had registered in the database at www.recruitmilitary.com. Since then, the database has grown to over 220,000 – and the 10% discount remains a member benefit!

If you would like to register for the career fair or learn more, please contact Vanessa Lutchmansingh, National Account Executive, at 513-683-5020 or [email protected].





















http://www.recruitmilitary.com/�



Affirmative Action Update

Industry Liaison Group If you’re a government contractor and haven’t heard about the Industry Liaison Group (ILG), you might

want to learn more. In the early 1980’s, ILG chapters were set up in conjunction with the OFCCP offices through-out the country so that government contractors and the OFCCP could open dialogue with one another. There is an ILG chapter that includes Cincinnati, Dayton, and Columbus (CDC), as well as one in Louisville, Kentucky and Indianapolis, Indiana. The Ohio organization meets once per quarter, rotating between the three cities. Member-ship is free. (The only cost to a member is lunch.) During the meetings, Federal contractors share information about their experience with the OFCCP, an OFCCP representative comes to speak, and there is usually another presentation of general interest to contractors.

The next Ohio meeting will be September 9th from 10:00 a.m. to 3:00 p.m., here at Employers Re-source Association. We are very fortunate to have Mickey Silberman, an attorney from the Denver office of Jack-son Lewis speaking at this meeting. He specializes in this practice and just spoke at the national conference for the ILG groups. While the meetings are normally free, except the cost of lunch, we are paying Mickey’s travel costs, so this meeting will be $20, plus $7.00 to cover your lunch. (Total of $27.00) Mickey is an entertaining and informative speaker, so it’s well worth the cost. If you are interested in attending the meeting, please contact Carol Reubel at [email protected] by Wednesday, September 3rd.

The Kentucky ILG has either a $150 membership fee or a fee per program. The group has a website at www.KYILG.org, where meeting date and location are posted. The next program date has not been posted to the website.

If you are interested in the Indiana ILG, please let Carol know and she will get more information to you.

Two New Initiatives The Good Faith Initiative for Veterans Employment (G-FIVE) was announced July 24th. The G-FIVE Ini-

tiative allows companies to submit to a voluntary full compliance review and if recommended as having demon-strated outstanding achievements in the employment of covered veterans, the Company would be exempt from another compliance review for 3 years.

The second initiative is designed to ensure that federal contractors and subcontractors provide equal op-portunity to qualified applicants with disabilities when using an online application system. Electronic job applica-tion systems must be accessible to, and usable by, applicants who have disabilities or they must be provided a reasonable accommodation. Effective immediately, all OFCCP audits will include a review of the online applica-tion system to ensure equal opportunity to individuals with disabilities.

For more information on these new initiatives, go online to www.dol.gov/esa/ofccp/index.htm.

Going Paperless? If you are thinking of storing all of your documents electronically, the OFCCP has guidance about storing records for AAP purposes. The bottom line for the OFCCP is that any record must be stored so that 1) the me-dium accurately reproduces the original paper records, 2) the electronic records constitute a duplicate of the origi-nal paper records under Federal law, and 3) they can be converted back into legible and readable paper copies.

Once your records have been transferred to an acceptable system, the paper record may be destroyed.

For more information, go to www.dol.gov/esa/ofccp.

If you have any questions about these updates or your plan, please contact Lori Hall in Columbus at 614-538-9410 or [email protected]. In Cincinnati, contact Carolyn Potter at 513-679-4120 or [email protected], or Carol Reubel at [email protected].

Carol Reubel, SPHR


http://www.dol.gov/esa/ofccp/index.htm�

http://www.dol.gov/esa/ofccp�





Date(s): Fridays, September 12 & 19, 2008

, 2008

Time: 9:00 a.m. - 3:00 p.m.

Location: Employers Resource Association,

Columbus Office

PHR/SPHR/GPHR

Recertification Credits: 10

CEUs: 1.0 CPEs: Not available

Member Fee: $285.00 *Non-member Fee: $400.00

*Pre-payment is required for non-members.)

To register, e-mail [email protected] or call 614.538.9410.

If you prefer customized, in-house training (at your location),

please contact Julie Blankenship at

614.538.9410.

OSHA 10-Hour General Industry Outreach Training Program

Benefits This two-day program covers the most frequently cited OSHA safety and health standards for general industry and includes all of the mandatory elements of OSHA’s 10-hour Voluntary Compliance Course. All successful participants will receive a course completion card from OSHA shortly after completing this program.

Overview Among the many topics that will be covered are:

♦ OSHA Act/General Duty Clause

♦ Citation-Penalty Process

♦ Flammable and Combustible Liquids

♦ Walking and Working Surfaces

♦ Means of Egress and Fire Protection

♦ Electrical Standards

♦ Personal Protective Equipment

♦ Machine Guarding

♦ Hazard Communication

An Added Value!

Participants will receive a copy of OSHA’s 1910 General Industry CFR.

Who Should Attend? HR professionals, operations managers, supervisors, group lead-ers, and any employee who must manage the safety and health function at your company will benefit from this informative program.

About Your Instructor... Tom Vranesic, Safety Director and Workers’ Compensation Administrator for Goodwill Industries of the Miami Valley, has over 20 years in the safety and hazardous materi-als field with many of those years serving the airline industry.


THE HR PROFESSIONALS SINCE 1946 THE HR PROFESSIONALS SINCE 1946

Employers Resource Association is pleased to offer this new training package to help members get the best return on their training dollar. The following package offers a 15% discount off the individual course prices.

Part one of the series

Affirmative Action Planning Requirements ($200.00) - Tuesdays, September 16 & 23, 2008

Affirmative action requirements can be very confusing and overwhelming especially to individuals new to the equal opportunity officer responsibilities. This class is designed to provide the following: master the basic concepts of affirmative action, identify the more significant regulation requirements, utilize a self-audit tool to facilitate your efforts to ensure compliance, adopt sample language to provide a basis from which you will be able to develop your own language, discuss current challenges associated with affirmative action, and outline a typical random audit process.

Part two of the series Your AAP and OFCCP Hot Buttons: Compensation, Testing, and Applicant Tracking ($110.00) - Thursday, Oc-tober 9, 2008

This comprehensive program provides an extensive review of the most up-to-date strategies employed by the OFCCP in evaluating a federal contractor’s adherence to, and compliance with, the latest regulations. Participants will learn new HR methods and terminology and ways to avoid exposure to potential financial liability in an OFFCP audit. It will afford participants practical discussions in and hands–on learning about OFCCP’s interpretation and application of these new strategies in their investigative process. Learn to distinguish “internet applicants” and inte-grate them appropriately into your applicant pool for tracking and assessment, evaluate your compensation prac-tices and detect possible issues prior to an OFCCP audit, and recognize “tests” per OFCCP’s regulations and evaluate whether further review of existing practices is necessary.

Part three of the series

OFCCP Audit - Are you ready? ($110.00) - Thursday, November 13, 2008

This program focuses on practical day-to-day HR policies and practices. It allows the participant to identify the steps involved in their own personnel activity processes, including application and hiring, promotions and termina-tions, and their effectiveness if faced with an OFCCP audit. This course allows for interaction with the presenter in learning how OFCCP conducts an audit, the strategies they employ in analyzing adverse impact, how priorities to further scrutinize employers are determined within the Agency, and steps to take internally to evaluate and monitor HR processes. The practical discussions in this session are easy to relate to your organization and gives ways for communicating with the OFCCP.

Normal cost of all three programs is $420.00. Register for the package and receive a 15% discount, a savings of $63.00.

Total package price is $357.00. This package is intended for one individual. (ERA prefers no substitutions)

To register for this package, or for more information, please contact Brandi Helton at 513-679-4120

or [email protected].

Affirmative Action Planning Training Package

New Program

New Program

1200 Edison Drive

Cincinnati, OH 45216

PRSRT STD U.S. POSTAGE PAID CINCINNATI, OH PERMIT NO. 4483

Need more information about a program offered by ERA? Would you like to talk to one of our experts in a particular field?

Here’s a list of some of our most popular services, and the main contact person for each of them.

In Cincinnati, please call: 513.679.4120 In Columbus, please call: 614.538.9410

ERA Contact List

Cincinnati Columbus

Hotline……………………………………..………..….…....Dan Chaney……………….…...…Julie Blankenship; Lori Hall

Administration and Posters…………..………..….…......April Risen……………..….............…..…..Susan Kuertz

Compensation Services…………………………….....…Terry Henley……………………………...…Terry Henley

Affirmative Action Plans………………………..….….....Carol Reubel………………………….…........Lori Hall .

Employee Opinion Surveys…………...…….............….Carol Reubel………………………...…..........Lori Hall

Customer Satisfaction Surveys…………..………….....Carol Reubel…………………………….….....Lori Hall

HR On-Site Services…………………...……….………...Carol Reubel……………………...……….......Lori Hall

Training & Development……...…….…………..….Ralph Neal; Brandi Helton…..……….Julie Blankenship; Susan Kuertz

Compliance Issues……….….…………..…..…………...Tom Eberwein……….….…………............Tom Eberwein

Reference Center..……………….……...…………..…….Dan Chaney……………..…....………...….....Lori Hall

Salary and Benefits Surveys……….........................Douglas C. Matthews……........................Douglas C. Matthews

Marketing/Membership Development…………...Dolores Cease; Jim Carter……………......….....Dolores Cease

Register For Training Today!

See Page 6 For Upcoming Classes.

www.hrxperts.org

employers resource association briefs · employers resource association briefs ... we invite all...

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