Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554 www.hrxperts.org

Jan—Mar 2016

Inside this issue: 1 SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 2 From the President 3 Survey Update 4 Excellence in Leadership I 5 Communication Skills for

Teamwork 6 New Members 7 Member Highlights 8 Safety Spotlight

Special points of

interest:

9 ERA Special Events 10 ERA Upcoming Training 11 Grant Funds Remain Available: Don’t Miss Out 12 Ohio Unemployment Comp Reform Legislation 13 Bonus Grants 15 2016 Employment Law Update and Review 17 2016 Roundtable Registration Forms

SHRM-CP and SHRM-SCP Certification Preparation Course for 2016 The New Direction of the Profession

Employers Resource Association has done its due diligence and believes the HR profession has and will continue to shift. From what we see, SHRM has

gotten out in front of this change with their new credential and the Body of Competency and Knowledge (BoCK). That is why we will continue to offer the SHRM-CP and SHRM-SCP Certifica-tion Preparation Course this year. Par-ticipants from our prep course in 2015

(the first year of the new prep course and exam) passed the certification ex-am at a rate of 89%. SHRM has yet to produce the national averages, but we are quite confident this will exceed the

national averages. Here are some de-

tails about the prep course: Our 2016 SHRM-CP and SHRM-SCP Certification Preparation Course is de-signed primarily for individuals seeking credentials that focus on identifying and testing the knowledge and practi-

cal real-life experiences HR profession-als around the world need to excel in their careers today. Because of its rich, real-life instruction HR managers not currently pursuing certification will also find the classes valuable for their pro-fessional growth.

Earning your SHRM Certified Profes-sional (SHRM-CP) or SHRM Senior Cer-tified Professional (SHRM-SCP) creden-tial establishes you as a recognized

expert in the HR field. These new certi-fications recognize that HR profession-als are at the core of leading organiza-tional success:

• Built on one singular Body of

Competency and Knowledge (SHRM BoCK™) designed to elevate the HR profession around the world.

• Test the HR professional’s

competency—the ability to put that knowledge to work through critical thinking and application.

• Demonstrate that the HR pro-

fessional is a technical expert

and has mastered the applica-tion of HR technical and be-havioral competencies, through practice and experi-ence, to drive business re-sults.

(Continued on page 14)

Two Questions HR

Must Answer

Correctly

PAGE 2 Jan—Mar 2016 ©ERA

I recently read this article from a sister association out of North Carolina. I found it compelling enough to share it with our members. Last month I spoke to a large group of HR professionals and I asked them two

very important questions. WARNING: Getting the answers correct may require you to radically shift your perspective and focus. However, making the shift may be the most important thing you can do as an HR professional to dramatically ele-vate your value to your organization. Hopefully I’ve piqued your interest. So here goes. Question number 1. Who is the most important group to your busi-ness? This isn’t a trick question. There is only one correct answer.

Is it: a) Employees b) Customers c) Investors

When I asked this question last month, the most common answer was “the em-ployees.” As on participant confidently articulated, without employees and their contributions and innovations there would be no business. Good point. One per-son sheepishly said “the customers,” but I could tell she didn’t feel comfortable saying that in front of her HR peers.

No one said “the investors.” Some experts argue that without investors you couldn’t have a business because there would be no capital to buy the equipment and infrastructure needed to deliver the product or service. So what’s the right answer? The answer came most succinctly from the late Peter Drucker who many called the Godfather of Modern Management: “The purpose of

business is to create and keep a customer.” All three groups are important, but without a customer there is no business. You can have investors in search of a

business, and you can have employees in search of an employer, but as the cus-tomer goes so does the business. A business will only continue to exist as long as it has products and/or services that satisfy customer needs. Question number 2. Who is HR’s most important customer? I asked the same

group of HR professionals this question and overwhelmingly and emphatically they said “employees!” Wrong again. Now obviously HR spends a lot of it’s time serv-ing employees, and yes the employee group is clearly a customer of HR, as are managers, other department, executives, retirees, covered family members, etc. However, HR’s most important customer is the company itself. In today’s busi-ness environment, HR exists, along with other support functions like IT, to help

the company create value for its customers. Let that statement sink in for a mi-nute. When I ask many HR professionals what HR’s primary role is, I hear some version of “HR’s job is to sit in between employees and management…” “To sit in between” suggests that HR isn’t part of either group. Others tell me it’s HR’s job

to “look out for” the employees. Others say to “hire and fire.” These views repre-sent traditional notions of HR, or really “Personnel” or “Labor Relations.”

Companies of all sizes need much more from HR today. Viewing HR’s primary role to support the company (and its customers) results in a much different view of what the HR function should be doing. I’ll illustrate this point with a few examples I borrowed from recent CAI conference speaker and noted HR guru, David Ulrich. Dr. Ulrich calls this new customer focused view of HR “Outside-In” (see table on page 16).

Companies exist to satisfy a customer need. In doing so, they provide jobs and shareholder returns. A firms’ talent is at the heart of satisfying that customer need and HR should be driving what kind of talent is attracted to and remains at the company.

Jennifer Graft, MBA, SPHR

From the President

(Continued on page 16)

PAGE 3 Jan—Mar 2016 ©ERA

Survey Update

Non-Exempt

Personnel Salary

Survey Opens:

Monday,

February 8

One frequently asked question that we receive from members concerns the

use of a traditional vacation versus a paid-time-off (PTO) policy. In terms of

popularity, traditional vacation policies continue to outperform PTO. Rough-

ly 3 out of every 4 organizations who responded to our 2015 Policies and

Practice survey reported using a vacation policy (a trend similar to our data

dating back to 2012).

One reason for the continued popularity may be that with traditional vaca-

tion policies the assignment of a paid day off as a vacation, sick or personal

day is much easier than with PTO. While the administration of a separate

vacation, sick and personal paid day off policy may be more time consum-

ing, the advantage of being able to track vacation and sick days separately

allow for more control over the reasons why employees are not at work.

A PTO policy offers some benefits that help your organization appear more

attractive to potential employees. PTO policies combine vacation, sick and

personal days into a single bucket, allowing for the days categorized as sick

in a traditional vacation policy to be used as vacation. Since these days will

be more often used for vacation, employers may also receive more notice

about when an employee will be out. Unlike with a sick day, where supervi-

sors are notified the day of, vacations are typically planned ahead of time,

allowing for advanced notice of an employee absence.

While the choice between traditional vacation and paid-time-off policies de-

pends on the organization and workforce, knowing the benefits of each plan

can help you make a more informed decision. If you would like more in-

formating regarding vacation and PTO policies, please contact Jeff Lucas,

Survey Consultant at 888.237.9554 or by e-mail at jlucas@hrxperts.org.

Within our Policies and Practices report we have a great deal of information

regarding paid time off policies including the amount of time awarded to

employees based upon years of service.

Jeff Lucas, PHR

PAGE 4

Date: Thursdays, February 4, 11, 18, 25, March 3 & 10, 2016

Time: 8:15 a.m.— 12:15 p.m.

Location:

ERA Cincinnati Office

1200 Edison Drive Cincinnati, Ohio 45216-2276

Member Fee: $410.00

*Non-members Fee: $574.00 SHRM-CP/SCP PDCs: 24

PHR/SPHR/GPHR Recertification Credits: 24

Who should attend?

Any manager or supervisor with six

months or more experience. Less than six months should consider Making the Transition to Supervi-sor.

Member Discount: Register three or more people at least 14 days prior to the program to qualify for a 5% Group Discount.

*Pre-payment is required for non-member.

To register, e-mail training@hrxperts.org, call 513.679.4120 or online.

Excellence in Leadership I

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Jan—Mar 2016 ©ERA

About your instructor…

Ralph Neal, SPHR, SHRM-

SCP Vice President, Educational

Services, leads this program.

Ralph shares his knowledge and

experience from a wide range of

industries with participants.

This intensive workshop is a key

component of the core

“Excellence in Leadership” series

for managers and supervisors.

Participants will be exposed to a

variety of competencies neces-

sary to be successful leading

others in today’s complex work-

place. Highly interactive, partici-

pants will apply what they learn

while in the classroom.

Learning Objectives:

• Adopt the qualities of a great

leader

• Use authority and influence ap-

propriately

• Flexing leadership styles to

meet the needs of team mem-

bers

• Discover the “true” nature of

motivation

• Utilize motivational techniques

to get better results

• Identify the laws that govern

the workplace such as Title VII,

FLSA, FMLA, OSHA, ADA and

many more

• Avoid common leadership

landmines that land them and

companies in legal trouble.

Ralph Neal, SPHR, SHRM-SCP

PAGE 5

Date:

Thursday, February 4, 2016

Time:

8:30 a.m.—3:00 p.m. (Lunch is included)

Location: ERA Columbus Office

300 East Broad Street, Suite 550 Columbus, Ohio 43215-3774

Members Fee: $165.00

*Non-member Fee: $231.00

SHRM-CP/SCP PDCs: 5.5 PHR/SPHR/GPHR Recertification Credits: 5.5

Who should attend? Individuals interested in being part of a cohesive team environment.

Member Discount:

Register three or more people at least 14 business days prior to the program to qualify for a 5% Group Discount.

*Pre-payment is required for non-members.

To register, e-mail

training@hrxperts.org, call

614.538.9410 or online.

Communication Skills for Teamwork

When communication breaks

down, so does teamwork. Help

your team or individuals on your

team to improve their ability to

communicate with each other by

understanding behavioral styles

and how they affect communica-

tion and, ultimately, teamwork.

This highly interactive program

gets at the heart of teamwork

and team play.

Learning Objectives:

• Gain an awareness of how oth-

ers see you

• Complete a self-assessment to

determine dominant behavioral

style

• Recognize how your style can

“rub others the wrong way”

• Exercise behavioral flexibility to

improve communications with

team members of different

styles

• Deal with conflict in a healthy

way

• Utilize principles of consensus

to always do what is best for

the group as a whole

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Jan—Mar 2016 ©ERA

About your instructor…

Dawn Hays, Esq., Director and

Counsel, Columbus Office,

Dawn’s practical, no-nonsense

approach is adaptable to any

organization. She brings over

eleven years of experience as an

employer-side litigation attorney

to ERA. As an employment at-

torney, Dawn advised Fortune

500 companies and middle mar-

ket clients in all areas of em-

ployment law.

Dawn Hays, Esq.

PAGE 6

Advanced Services, Inc. is located in Augusta, Georgia. Mr. Jeff Annis is the

President/Visionary.

Alternate Solutions Health Network is located in Kettering, Ohio. Mr.

David Ganzsarto is the CEO.

Beckett Springs Hospital is located in West Chester, Ohio. Mr. Phil

Sheridan is the CEO.

Charitable Advisors LLC is located in Indianapolis, Indiana. Mr. Bryan

Orander is the President.

Civic Garden Center of Greater Cincinnati is located in Cincinnati, Ohio.

Ms. Vickie Ciotti is the Executive Director.

Folsom & Pine Farm is located in Orient, Ohio. Ms. Lori Fry is the Managing

Partner.

Gosh Enterprises, Inc. is located in Columbus, Ohio. Mr. Charley Shin is the

CEO.

Mitsubishi Electric Automotive America is located in Maysville, Kentucky.

Ms. Katie Brown is the primary HR contact.

The O’Gara Group is located in Fairfield, Ohio. Ms. Dawn DiVita is the HR

Director.

POSSIBLE is located in Cincinnati, Ohio. Mr. Tony Desjardins is the Managing

Director.

Raymond Storage Concepts is located in Cincinnati, Ohio. Mr. David

Musselman is the primary HR contact.

Singleton Construction is located in Carroll, Ohio. Ms. Denise Doczy DeLong

is the Managing Director.

SST Conveyor Components Inc. is located in Loveland, Ohio. Mr. John

Wenker is the CFO.

TOSEI America, Inc. is located in Cincinnati, Ohio. Mr. Hiroyuki Kobayashi is

President.

Upside Innovations, LLC is located in West Chester, Ohio. Mr. Kevin Sharp

is the President.

Workhorse Group, Inc. is located in Loveland, Ohio. Mr. Stephen Burns is

the CEO.

ZipZone Columbus is located in Columbus, Ohio. Ms. Lori Pingle is the pri-

mary HR contact.

Jan—Mar 2016 ©ERA

These companies

have recently

joined ERA.

Thank you for

your trust and for

joining our

membership of

over 1200

organizations.

New Members

PAGE 7

Welcome, new

members to ERA—

Thank you for

your membership!

Jan—Mar 2016 ©ERA

Member Highlights

The Siekmann Company has been

serving Central Ohio businesses for

over 30 years. Their objective at

The Siekmann Company is to work

with your company to design a

benefit package that best suits

your needs and those of your em-

ployees. The Siekmann Company

can provide easy access to benefit

plan and retirement plan options.

Their goal is to simplify the process

by providing a forum where you

can easily compare the options

available to your employees. They

will help you navigate this ever

changing process.

Juice Technologies, LLC (dba

Plugsmart) is an energy services

company that helps commercial,

industrial, non-profit, institutional

and utility companies implement a

broad range of technology and en-

ergy solutions on both sides of the

utility meter. Their core capabili-

ties include helping clients imple-

ment self-funding energy efficiency

projects, leverage renewable ener-

gy resource, lower power genera-

tion and energy supply costs and

reclaim investments in energy effi-

ciency projects. They have been

recognized as one of Inc’s 500

fastest growing companies for the

past 2 years and the #3 fastest

growing company in Central Ohio

for the most recent year.

The Team at Dismas Distribution

Services provides the highest qual-

ity outsourced solutions to their

customers worldwide. They spe-

cialize in value-added services for

fulfillment and distribution. To

support this commitment and en-

hance their services, they moved

into a custom-designed facility in

March 2015. Designed to maxim-

ize efficiency, quality and through

put, the 60,000 square foot space

features specific area for receiving,

work stations and shipping to allow

merchandise to move from receiv-

ing to shipping in a logical and effi-

cient manner. Value-added ser-

vices include: assembly and kit-

ting, ticketing and labeling, quality

control, inspection and rework, re-

turns processing, gift set assembly,

ecommerce packaging, banding

and shrink wrapping, pick, pack,

inventory control management,

sewing (large capacity projects;

labels, joker tags, stitch and seam

repair).

Visit their website.

PAGE 8 Jan—Mar 2016 ©ERA

Safety Spotlight I want to focus on an example that comes from my own experience span-ning twenty-seven years as a career Firefighter, the last fourteen of that

career, as a Fire Department Captain. 29 OSHA CFR 1910.106(a) Ap-proved Flammable Liquid Safety Can Employers must use a, “Safety

can” (approved metal container) for

flammable liquid storage and dispens-ing. Definition of a Safety can: an approved container, of not more than 5 gallons capacity, having a spring-closing lid with a flame-

arrestor spout cover and so de-signed that it will safely relieve internal pressure when subjected to fire exposure. An approved, safety can is engineered, designed and constructed to endure me-chanical impact and not fail or

leak. At five gallon capacity, these cans start around $50.00.

Now let’s move to the typical five-gallon plastic cans that are in promi-nent use this very day to store and dispense gasoline for home use and, in

many cases, also used in the work place. Five-gallon, plastic cans start at about $10.00. Consider this - I was getting fuel for my vehicle when at the next pump-

island, a Grandpa in a minivan opened the sliding door. He took two five-gallon plastic cans from between the knees of two very young children. He filled the cans with gasoline and placed them back between the knees of the

children and said, “Now don’t let those

cans tip over.” So, we now have ten gallons of gasoline in the back seat, five gallons for each child. Enough said, draw your own conclusions. I was simply horrified by that very act occurring right in front of me. Nothing

is more precious than our children, all children. It is beyond anything I can fathom that anyone would fail to see the extraordinary life hazard of placing ten gallons of gasoline in the passen-ger compartment with two children.

I could not, in any sense of decency and caring, fail to kindly bring this to Grand-pa’s attention, who immediately, and I‘m cleaning this up, told me to, “Pound

Salt!” Those plastic cans had none of the fea-tures of the approved cans. For example, the spouts had only slip-on caps. The caps were like slipping a sewing thimble on the tip of your index finger. No pro-

tection of any kind that would prevent

spillage in a collision or other tip-over. I ask that everyone please understand and remember; the safety regulations we live by are, each and every one, the

result of medical statistics. Those statis-tics are often generated by dreadful events that result in dead bodies. Specif-ically, OSHA and National Fire Protection Association (NFPA) are giving us just cause and reason to live by the safety regulations generated by those morbid

statistics. Please, if you have those plastic cans

and use them to store and dispense gas-oline do this for me and for you – pur-chase the approved safety cans and use them faithfully. Destroy and dispose of

the plastic cans. Fires are terrible things and especially so when they involve gasoline. Do your part, obey the safety regulations and prosper by the improved safety you will

experience in your life, both at home and at work. If you would like Billy Ring’s assistance with your safety program or to have a safety audit, contact Carol Reubel at

888.237.9554 or via e-mail

creubel@hrxperts.org. Article provided by Billy Ring, an Associate Instructor.

Billy Ring

Gasoline Cans

PAGE 9

ERA Special Events

Jan—Mar 2016 ©ERA

Legal Breakfast Briefing - "Controlling Workers’ Compensation Costs & Sound Strategies to Minimize Exposure to Claims"

Anthony Jagoditz Tuesday, February 16, 2016

Dinsmore & Shohl, LLP 8:30 a.m. - 9:30 a.m.

ERA Cincinnati Office

Member Fee: $25.00

Non-member Fee: $35.00

To register, click here.

Legal Breakfast Briefing - "TBD" TBD Tuesday, March 15, 2016

TBD 8:30 a.m. - 9:30 a.m.

ERA Cincinnati Office

Member Fee: $25.00

Non-member Fee: $35.00

To register, click here.

Excellence in Leadership I will take place on Tuesdays, February 2, 9, 16, 23, March 1 & 8 8:15 a.m.—12:15 p.m. Communication Skills for Teamwork will take place on Thursday, February 4 8:30 a.m.—3:00 p.m. Delivering Performance Appraisals and Feedback will take place on Thursday, February 11 8:30 a.m.—3:00 p.m. SHRM CP/SCP Certification Preparation Program will take place on Thursdays, February 25, March 3, 10, 17, 24, 31, April 7, 14, 21, 28, May 5 & 12 5:30 p.m.—8:30 p.m. Employment Law Update and Review will take place on Wednesday, March 2 8:30 a.m.—4:30 p.m.

Human Resource Management I will take place on Thursdays, March 3, 10, 17, 24, 31, April 7, 14 & 21 8:30 a.m.—11:30 a.m. Principles of Employee Compensation will take place on Thursday, March 10 8:15 a.m.—12:15 p.m. Discipline and Discharge for Managers and Supervisors will take place on Tuesday, March 15 8:15 a.m.—12:15 p.m. Personal Assertiveness will take place on Tuesday, April 5 8:15 a.m.—12:15 p.m. Leadership Skills for Group Leaders will take place on Wednesdays, April 20, 27 & May 4 8:30 a.m.—4:00 p.m. The Art of Conflict Resolution will take place on Tuesday, April 26 8:15 a.m.—12:15 p.m.

Columbus Training Cincinnati Training

PAGE 10

ERA Upcoming Training

Jan—Mar 2016 ©ERA

Skill-Based Training Techniques will take place on Tuesday, February 2 8:30 a.m.—4:00 p.m. Communication Skills for Teamwork will take place on Wednesday, February 3 8:30 a.m.—3:00 p.m. Excellence in Leadership I will take place on Thursdays, February 4, 11, 18, 25, March 3 & 10 8:15 a.m.—12:15 p.m. Human Resource Management I will take place on Thursdays, February 4, 11, 18, 25, March 3, 10, 17 & 24 8:30 a.m.—11:30 a.m. SHRM CP/SCP Certification Preparation Program will take place on Tuesdays, February 9, 16, 23, March 1, 8, 15, 22, 29, April 5, 12, 19 & 26 5:30 p.m.—8:30 p.m.

Workplace Harassment Awareness and Prevention for Managers and Supervisors will take place on Thursday, February 11 8:15 a.m.—12:15 p.m. Leadership Skills for Group Leaders I will take place on Tuesdays, February 16 & 23 8:15 a.m.—3:45 p.m. FMLA Essentials will take place on Tues-days, February 23 & March 1 8:30 a.m.—11:30 a.m. Coaching Skills for Managers and Super-visors will take place on Wednesday, February 24 8:30 a.m.—3:00 p.m. Employment Law Update and Review will take place on Tuesday, March 8 8:30 a.m.—4:30 p.m. Leadership Skills for Group Leaders II will take place on Wednesdays, March 9 & 16 8:15 a.m.—3:45 p.m. Exceptional Customer Service will take place on Tuesday, March 15 8:30 a.m.—3:00 p.m. Workplace Harassment Awareness and Prevention for Non-Managerial Staff will take place on Thursday, March 17 9:00 a.m.—12:00 p.m.

Delivering Performance Appraisals and Feedback will take place on Tuesday, March 22 8:30 a.m.—3:00 p.m. How to Champion Change will take place on Tuesday, March 22 8:15 a.m.—12:15 p.m. Perfecting Your Presentation Skills will take place on Wednesdays, March 23 & 30 8:30 a.m.—3:00 p.m. OSHA 30 Hour General Industry Outreach Training will take place on Wednesdays, March 30, April 6, 13, 20 & 27 8:30 a.m.—3:30 p.m. Excellence in Leadership II will take place on Tuesdays, April 5, 12, 19, 26, May 3 & 10 8:15 a.m.—12:15 p.m.

Investigating Employee Complaints and Misconduct will take place on Wednesday, April 6 8:30 a.m.—11:30 a.m. Making the Transition to Supervisor will take place Wednesdays, April 6, 13, 20 & 27 8:15 a.m.—12:15 p.m. Interpersonal Skills Development Series will take place on Thursdays, April 7, 14, 21 & 28 8:30 a.m.—11:30 a.m. Human Resource Management II will take place on Thursdays, April 7, 14, 21, 28, May 5 & 12 8:30 a.m.—12:00 p.m. AAP Requirements will take place on Tuesday, April 12 8:30 a.m.—5:00 p.m. Principles of Employee Compensation will take place on Tuesday, April 26 8:15 a.m.—12:15 p.m.

To register for classes, click here,

e-mail training@hrxperts.org or call

888.237.9554.

PAGE 11 Jan—Mar 2016 ©ERA

ERA Staff Members

TAMMY BENNETT

DAN CHANEY

BARBARA ENGLAND

JENNIFER GRAFT

PATTI GROGAN

DAWN HAYS

BRANDI HELTON

AMBER HEMMERLE

MONIQUE KAHKONEN

LORI LEWELLEN

JEFF LUCAS

GARY MERTZ

RALPH NEAL

CAROLYN POTTER

CAROL REUBEL

APRIL RISEN

MARY SOLOMON

JESSICA TREMONTI

LESLIE VOGEL

JERRY YINGLING

Grant Funds Remain Available: Don’t Miss Out

The Ohio BWC continues to have monies available to assist employers in de-

veloping a Transitional Work Program (TWP). TWPs have a proven record for

reducing claim costs and assisting injured worker recovery and return to full-

time employment. The TWP Program also allows eligible employers to enroll

in the BWC’s TW Bonus plan with an opportunity to earn up to a 10% premi-

um discount.

Why a TWP is a must:

The TWP offers a strategic and formal approach to returning employ-

ees back to work

BWC is offering a 3-to-1 matching grant (75% of costs reimbursed)

for the TWP development costs

Removes gray areas of your return-to-work policies that greatly as-

sists at Industrial Commission hearings

• Once TWP is completed, eligible employers may enroll in the TW Bo-

nus program that could realize up to 10% premium discount

How can Matrix help?

Contact Matrix for assistance in completing the online BWC TWP ap-

plication

Once the grant is approved, a Matrix TWP Developer will create the

program, provide employee training, and make sure your local medi-

cal facility receives a copy

Matrix credentialed TWP Developers will also visit your facility to per-

form job analyses and determine job descriptions for transitional

work positions

• Matrix and our clients utilize the program to return injured workers

to work quickly and safely

Important Deadlines: Destination Excellence Programs (including

Drug Free Safety Program): May 31, 2016.

Article provided by The Matrix Companies, an ERA

partnered Service.

Katie Mahon Jones

PAGE 12

ERA BOARD OF

DIRECTORS

OFFICERS

PAST CHAIR* Lynn M. Mangan,

Sr. Vice President, Client Services Paycor, Inc.

CHAIR*

Katharine Weber,

Attorney at Law

Jackson Lewis, LLP

TREASURER*

Tiffany White,

CPA, Principal

Clark Schaefer Hackett

SECRETARY*

Jennifer M. Graft,

President & CEO

Employers Resource Association

DIRECTORS

Chuck Aardema,

Sr. VP, Human Resources

AdvancePierre Foods

John Campbell, CEO/President

Clippard Instrument Laboratory, Inc.

Bob Garriott, VP, Information Systems

KAO Corporation

Jill Snitcher McQuain, Executive Director

Columbus Bar Association

Keith Rummer, Sr. Vice President, Chief Human

Resources Officer Phillips Edison & Company

Gene Schrecengost,

Sr. Vice President of Human Resources

Devicor Medical Products, Inc.

Bill Thiemann, Client Leader, Chief Relationship

Officer Kolar Design

*Executive Committee Members

The state of Ohio has put in play House Bill 394 to help it replenish the unemployment tax fund starting in 2017 and 2018. Here are the main issues that will affect companies as this bill works to become law.

• Ohio is only 1 of 4 states that still have a negative unemployment trust fund balance

and only California has a higher negative balance. With Federal Unemployment Tax (FUTA) increases over the last few years and continuing this year, HB Bill 394 will help ensure that Ohio is able to build a positive balance and be prepared should another recession hit.

• Ohio employers will pay higher FUTA rates than employers in every state except Con-

necticut. Instead of paying the normal rate of $42 per employee, they could pay $168 per employee in 2016.

• Ohio’s unemployment taxable wage base of $9,000 is below the national average in

most states. Some states have a UI taxable wage base as high as $40,000. The Fed-eral Government has been proposing an across the board taxable wage base increase of $15,000, so the increase proposed by this bill of $11,000 is very conservative.

• The new employer tax rate in Ohio is 2.7%. The reduction proposed by this Bill to only

1% (except for construction) is very aggressive.

• There are many provisions in this bill that will affect organizations administration of

their unemployment claims and processing. The clarification of “Just Cause” for termi-nation will be very effective in companies appealing and winning more of these UI claims. Also, the bill providing a set definition for “job abandonment” for an individual who is absent for a period of three consecutive work days without notifying the em-ployer will definitely reduce unemployment claims by the employer.

• Furthermore, the repeal of higher maximum benefit amounts for higher wage claim-

ants and dependents, enhanced fraud and detection of UI overpayments, increased work search requirements by claimants, drug testing of claimants, and proper pro-cessing of UI claims through the national online SIDES data system will also have a great effect on reducing the amount of unemployment claims allowed.

In conclusion, HB 394 is the first step in helping Ohio to start the reform of their unemploy-ment tax fund. However, now more than ever, it is important for companies to reach out to an unemployment third-party administrator like Matrix to make sure they are minimizing all costs as there will be increases, penalties, and fines if companies are not being compliant to these new procedures.

If you have any questions about this information or about how Matrix Unemployment can keep you compliant and help reduce

your unemployment claims and costs, contact Ken Kruse at 513.351.1222 or via e-mail kkruse@matrixtpa.com.

Article provided by The Matrix Companies, an ERA partnered service.

Jan—Mar 2016 ©ERA

Ohio Unemployment Comp Reform Legislation

Ken Kruse

PAGE 13 Jan—Mar 2016 ©ERA

Bonus Grants

Monique Kahkonen, SPHR, SHRM-SCP

Changes in the economy – as well as new generations in the workforce – have altered the employment landscape. Gone are the days of someone retiring after 40 years with the same company. Job hopping has be-come the norm, and in the war for talent, top performers are regularly being courted by the competition. Organizations need to implement new and creative ways to keep their key employees – and keep them happy. While salaries are generally staying level, more employers are focusing on bonuses as a way of rewarding employees. But traditional bonus programs may not be good enough anymore. Enter: The bonus grant. Bonus grants are different than conventional bonuses in that they are a commitment that the company makes to key employees. In-stead of earning raises and/or bonuses that are paid out annually, key employees accrue

larger bonuses over a longer period of time. The company also has the option of tailoring the program to the individual employee to provide the most appropriate benefit. While there are many advantages associat-ed with implementing a bonus grant pro-gram, following are the three most signifi-cant:

1. Retention: Most bonus programs are

paid in the year they are earned. While this may immediately inspire feelings of gratitude and loyalty, the effect quickly wears off. With bonus grants, key em-ployees are credited a certain bonus amount each year, but are not fully vested until a specific date determined by the employer (usually 5-10 years). This is a terrific way to help ensure re-tention, because if an employee leaves the company, they are walking away from the bonus account that was set up for them.

2. Flexibility: Unlike salary raises that commit employers to funds that they may not be able to spare in the future, bonus grants provide companies the flexibility to determine how much – if any – money is given to a specific em-ployee based on their individual perfor-mance, as well as the company’s per-formance that year. Employers can set a different percentage or flat rate for each employee in the program, and these numbers can vary from year to year, at the employer’s discretion.

3. Simplicity: There are different types of retention tools and tactics in the marketplace, but most are complicated and difficult to understand – for both employers and employees. A bonus grant program can be very straightfor-ward. By keeping it simple, key em-ployees will easily understand the value of the benefit being offered, and the company leadership will understand what they are committing to.

Is a bonus grant program right for your company? Here are some questions to ask when decid-ing if a bonus plan is right for your compa-ny:

Are you having issues recruiting and

retaining key employees, or com-peting with larger companies for employees at the executive level?

Do you wish to provide specialized

forms of compensation to key exec-utives or employees in lieu of mak-ing them partners or part owners in the business?

• Is your ability to offer a more robust

benefits package to high-performing employees hindered by your busi-ness’ lack of free cash flow?

If you answered ‘yes’ to any of these ques-tions, a bonus grant program is worth ex-ploring. According to a local vice president of a logistics company, he states the, " bo-nus grant program is beneficial to our com-pany. It is a simple plan, but very effective in helping us reward and retain our key em-ployees." There is some strategic planning involved in setting up a bonus grant program, but there are skilled advisors who can help your or-ganization set up and administer one. To learn more about this creative way to hold onto your best employees and setting your

company apart from the competition, con-nect with Monique Kahkonen, Director Com-pensation and Benefits Services at 888.237.9554 or mkahkonen@hrxperts.org.

A Creative Way

to Retain and

Reward Key

Employees

PAGE 14 Jan—Mar 2016 ©ERA

(Continued from page 1, SHRM-CP and SHRM-SCP Certification Preparation

Course)

This certification preparation course covers four knowledge domains: Peo-ple, Organization, Workplace and Strategy as well as eight behavioral

competencies - Leadership & Naviga-tion, Ethical Practice, Business Acu-men, Relationship Management, Con-sultation, Critical Evaluation, Global & Cultural Effectiveness and Communica-tion. For more information on these new credentials visit

www.SHRMCertification.org.

This intensive 12-week program com-bines expert instruction from Monique Kahkonen, SPHR, SHRM-SCP in Cincin-nati, and Dawn Hays, Esq., SHRM-SCP

in Columbus, with the 2016 SHRM Learning System, so you will learn faster, retain more knowledge and stay on track as you prepare for the ex-am. Both Monique and Dawn attended the SHRM conference in Dallas to be-come certified instructors for this

course. For those not seeking certification, this

course provides a comprehensive and accelerated option for professional de-velopment. Participants gain a gener-alist point of view, refresh key ideas

and concepts, strengthen their under-standing of core competencies and in-crease productivity. As an added advantage, we use the SHRM Learning System, which has a

long and established track record of helping HR certification candidates beat average pass rates. It features rele-vant HR content and advanced tools that streamline study time, accelerate learning and build confidence for pass-

ing the SHRM-CP/SHRM-SCP ex-

am. The course price includes all course materials but does not cover registration for the SHRM-CP or SHRM-SCP examinations. Click here to regis-ter or for more details. Additional Information

Who should enroll:

• HR professionals qualified un-

der SHRM requirements for SHRM-CP and SHRM-SCP cer-

tification who are preparing for the exam.

Monique Kahkonen, SPHR, SHRM-SCP

• Individuals who want ad-

vanced education and training for a successful HR career.

• HR professionals wanting a

broader education or to up-date their HR knowledge.

• HR professionals who want to

enhance their marketability by

gaining current HR knowledge. Knowledge Domain Details

HR Competencies

• Leadership & Navigation

• Ethical Practice

• Business Acumen

• Relationship Management

• Consultation

• Critical Evaluation

• Global & Cultural Effectiveness

• Communication

People

• Talent Acquisition & Retention

• Employee Engagement

• Learning & Development

• Total Rewards

Organization

• Structure of the HR Function

• Organizational Effectiveness &

Development

• Workforce Management

• Employee Relations

• Technology & Data

Workforce

• HR in the Global Context

• Diversity & Inclusion

• Risk Management

• Corporate Social Responsibility

• Employment Law & Regula-

tions (U.S. only)

Strategy

• Business & HR Strategy

If you have any questions about our

prep course, please contact Monique Kahkonen at mkahkonen@hrxperts.org in Cincinnati and Dawn Hays at dhays@hrxperts.org in Columbus.

Dawn Hays, Esq.

PAGE 15 Jan—Mar 2016 ©ERA

ERA’s annual Employment Law Up-

date and Review is all about you.

Staying abreast of the latest

changes in employment law is criti-

cal to remaining the consummate

HR professional. Your attendance

demonstrates to all that you:

• Are serious about being a

viable strategic business

partner to your manage-

ment team

• Stay on the cutting edge

by evaluating your current

practices against changes

in the law

• Protect your career in are-

as where mistakes could be

damaging or create per-

sonal liability

• Will be one step ahead of

your less savvy competi-

tion and enjoy the confi-

dence of being current,

compliant and competent

2016 Employment Law Update and Review See Ohio’s Top Attorneys in Action

• Recognize the value of ask-

ing the super lawyers your

own tough questions with-

out their meters running

• Practice good stewardship

by minimizing the likeli-

hood of litigation

Reserve your seat now for the

most important HR/legal event of

the year!

Columbus

Wednesday, March 2, 2016

More information or register here.

Cincinnati

Tuesday, March 8, 2016

More information or register here.

PAGE 16 Jan—Mar 2016 ©ERA

Where does an HR leader start? The most important and difficult step, is to shift

your perspective and your teams perspective to a company-customer focused

view. Next, go visit some of your company’s customers. That’s right; ask sales to

attend a few customer meetings. These experiences will open your eyes to how

your company provides value to customers and what attributes attract them to

your company. The neat thing is that customers and top talent are attracted to

similar things. And when bother groups are happy, amazing things can happen!

Think about it!

Article repurposed from Doug Blizzard, CAI.

(Continued from page 2, From the President)

Two Questions HR

Must Answer

Correctly

HR Domain Examples of outside in

Staffing

Are we the employer of choice of em-ployees our customers would choose?

Training/Development

Do we involve customers in designing, attending and delivering training and development?

Performance management

Do our standards for effective perfor-mance match customer expectations?

Rewards

Do we involve our customers (suppliers or investors) in allocating rewards?

Communication

Do our communication tools link em-ployee and customers?

Leadership

Have we created a leadership brand where leaders actions are ties to cus-tomer expectations?

Culture

Does our culture have the right events, patterns and identity?

PAGE 17 Jan—Mar 2016 ©ERA

2016 Roundtable Registration Forms

Looking for an informal forum to share information, ideas and experiences

among your peers? Look no further than ERA for our Roundtables. We

anticipate full participation in these highly valuable, member-only, peer

group meetings and look forward to new members joining. Many of you

told us in our Member Survey how truly valuable these roundtables are to

you.

Please click here to register and pay online or click the appropriate link

below for more details.

Cincinnati Columbus

HR Roundtable HR Roundtable

Safety Roundtable

CEO Roundtable

CFO Roundtable

New State Posters for 2016

According to Ohio state law, the state minimum wage is reviewed each

year and the minimum wage is adjusted for any upward change in the

Consumer Price Index. For most years that results in a new required

poster. Even though this year resulted in no increase in the minimum

wage, certain details of the poster were changed and it is mandatory

that the new one be posted. Kentucky issued a new Safety & Health

poster that is also required.

We will have new combination state posters for both states very soon.

You may order from the webstore and we will ship the posters to you as

soon as they are available.

Register For Training Today! See Page 10 For Upcoming Classes.

Do you need more information about a service or program offered by ERA?

Would you like to talk to one of our experts in a particular specialty?

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

PAGE 18

Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554

www.hrxperts.org

Cincinnati Columbus

Hotline ········································· Dan Chaney Lori Lewellen/Barb England

Administration & Posters ············· April Risen April Risen

Compensation & Benefit Services· Monique Kahkonen Monique Kahkonen

Affirmative Action Plans ··············· Carol Reubel Lori Lewellen

HR On-Demand Services ·············· Carol Reubel Lori Lewellen

Employee Engagement Surveys ··· Carol Reubel Lori Lewellen

Recruiting ···································· Carol Reubel Lori Lewellen

Training & Development ·············· Ralph Neal Dawn Hays

Assessments ································ Patti Grogan Patti Grogan

Compliance Services ···················· Tammy Bennett Tammy Bennett

Reference Center ························· Dan Chaney Lori Lewellen

Roundtables ································· Dan Chaney Barb England

Salary & Benefits Surveys ············ Jeff Lucas Jeff Lucas

Custom Surveys ··························· Jeff Lucas Jeff Lucas

Membership ································· Leslie Vogel Jessica Tremonti

Jan—Mar 2016 ©ERA