A 1991 Pinnacle Award ChapterA 2006 Superior Merit Award Chapter

May 2008

MAY PROGRAM

Monthly Newsletter

Carla Krzykowski Chapter Administrator bull 90 State Street Suite 1009 Albany New York 12207 bull (518) 463-8687

Inside2 May Meeting Sponsor2 Welcome New Members3 From the President4 Legal QampA

5 2008 Northeast Regional HR Games6 Member Profile Lloyd Nimrod7 People with Hidden Disabilities8-9 Scenes from April CRHRA Meeting

10 PHR amp SPHR Congratulations12 Chapter Chatter13 Best Companies 200914 Upcoming Events

This program has been approved for 225recertification credit hours toward PHR and SPHR

recertification through the Human ResourceCertification Institute (HRCI) For more informa-

tion about certification or recertification please visitthe HRCI homepage at wwwhrciorg

CRHRArsquos Diversity and Programs Committees presenthellip

ldquoPEOPLE ARE TALKINGrdquo ndash A Program bythe Cornell Interactive Theatre Ensemble

Hidden disabilities pose a unique dynamic in human re-source management Decisions about disclosure cometo the forefront Issues of confidentiality come into playHow does one have a respectful effective and produc-tive conversation with a prospective employee about thistopic What is legal and what is not

The Cornell Interactive Theatre Ensemble will present ascenario and discussion about disability issues in theworkplace The objective of this scenario is to stimulatediscussion about the following issues

misconceptions about people with disabilities biases toward people with disabilities the line between ldquopublicrdquo and ldquoprivaterdquo in the work-

place organizational communication or lack of about dis-

abilities supervisory amp employee responsibility for handling

disability issues the role of policy in assisting supervisors and employ-

ees with the challenges of addressing disability issues

Then we will have Joanmarie M Dowling Esq fromBond Schoeneck amp King PLLC to discuss some of thelegal implications for employers and Peggy Coryea fromVESID to provide information about resources availableto employers dealing with disability issueshellip

You donrsquot want to miss this amazing program

To see more on this topic please see the Diversity articleon page 7 hellip to see this scenario play out -- come to our

next breakfast meeting on Wednesday May 14 at 8am atthe IACC

The Cornell Interactive Theatre Ensemble (CITE) wasformed in January 1992 as a unique resource for employeeeducation and training at all levels Interactive theatrecombines live theatre and audience participation to cre-ate a resource for education and training on a wide vari-ety of workplace issues Participants leave CITE presen-tations with a deeper understanding of the dynamics ofproblematic situations in the workplace with a visceralimpression of the impact such problems can have onmembers in a workplace community and with strate-gies for managing and preventing such problems

Peggy Coryea is a Certified Rehabilitation Counselor with30 years of experience in rehabilitation She currentlyworks with the New York State VESID Capital DistrictOffice focusing on marketing to employers to expandemployment opportunities for persons with disabilitiesinclusion and universal access

(Continued on Page 7)

2

Your Officers amp Boardof Directors 2007-08

PresidentJAMES AMANATIDES SPHR

Portola Packaging Inc

Vice PresidentALISON ROSENBLUM MBA

Strategic Resources Inc

SecretaryMICHELE WILKES-HAWKINS PHR

Tailwind Associates

TreasurerTHOMAS McKENNA

McKenna amp AssociatesOI Partners Inc

Past PresidentDEBRA ANTONELLI SPHR

DIRECTORSCHERRI ALDERICE PHR

VersaTrans Solutions Inc

JAY J CANETTO SPHR IPMA-CPOffice of the New York State Comptroller

LAURIE DELONGBall Corporation

JOANMARIE DOWLING ESQBond Schoeneck amp King PLLC

MELISSA DUNN PHREnvironment One

MIRIAM DUSHANE PHRLinium LLC

FANNIE GLOVERNew York State Childcare Coordinating Council

EDWARD HALLENBECK

HARRY HAYES PHRJaeger amp Flynn Associates Inc

TANYA MONETTE PHRValue Options Inc

ROSE MILLER SPHRDR Human Resources LLC

PETER NEWMANStrategic Resources Inc

TRACY SPARGO PHRMapInfo Corporation

Welcome to the new CRHRA members who have joined our organizationas of May 2008 We are pleased to have the following HR professionalsjoin our membership

May Meeting SponsorAlliance Worldwide

Investigative Goup LLCAlliance Worldwide InvestigativeGroup LLC is a New York State li-censed bonded and fully insuredcorporate investigative firm locatedin Albany New York The firm spe-cializes in assisting companies of allsizes in reducing potential lossesthrough careful due-diligence Alli-ance Worldwide InvestigativeGroup LLC offers complete due-dili-gence based background investiga-tive services to meet the needs ofemployers and firms nationwideAlliance conducts background inves-tigations of all levels drug testing aswell as corporate and employmentinvestigations Alliance also assistswith implementation of proper andeffective and legally compliant back-

ground investigation policies Thefirm maintains a staff of over 30 state-wide with more than fifteen (15) inits headquarters all of which are sea-soned licensed and bonded investi-gative professionals The firmrsquosPresidentCEO Mario Pecoraro Jrhas over 15 years of investigative ex-perience and a BS in Criminal Jus-tice from University of New York atAlbany

Websitewwwbackgroundchecksanywherecom

Carol BaileyTami BogauschDottie Bovard

Katherine DongsavanhRobert Elliott

Inida FitzgeraldThomas Forster IITrevor FriersonSandra Harding

Jaye HollyChristine Kostoroski

Patricia KovacsEdward Lenz

Richard MichaudKaren Micklas

Amanda Prime (Aflac New York)Teri RenniePaul Riley

John SheehanKala Smith

William T Woods (BBL Construction Services)Jessica Zanck (Alliance Worldwide Investigative Group LLC)

Welcome New Members

3

From the President Jim Amanatides SPHRGreetings Fellow CRHRA Members ndash

It was a busy few weeks since the last newsletter Wehad two events ndash our Annual Conference and Market-place on March 26 and our April program meeting OurAnnual Conference and Marketplace was a big successand Irsquod like to thank everyone who was involved withmaking it happen We had over 130 attendees and 50vendors and many many positive comments were madeabout the day Those who attended the special MasterSeries program in the afternoon commented positivelyabout it and had a great time during the session OurApril program Generations in the Workplace was notonly educational but entertaining Paul Lehmann took atopic that could have been dry and made it both educa-tional and humorous at the same time

For those of you who were not able to make our Aprilmeeting then you didnrsquot hear about our exciting Mayprogram Once again we will host the Cornell Interac-tive Theatre Ensemble for a breakfast workshop calledldquoPeople are Talkingrdquo Their program last year was sowell received we invited them back again Since it is alonger program it has been approved for 225 re-certifi-cation credits So mark your calendars and plan on join-ing us The program schedule is in this issue of the news-letter Sign up right away because seats will go quickly

The Board of Directors of CRHRA spent time in Januaryand February working on a Strategic Plan for the Chap-ter to cover the next two years Out of our plan camefour high priority objectives we will focus on and twolower priority objectives The first objective is a membersurvey This survey will be released by the end of MayThank you to Fannie Glover and Harry Hayes PHR forspearheading this effort We hope to have results in atthe end of June so work can be done over the summer toincorporate your feedback into our plans for the comingyear Please look for this survey in your e-mail in lateMay We need and want your feedback so please respondand make your voice heard The three other high priorityobjectives center on better communicating benefits ofCRHRA membership to members improving profes-sional development and reviewing program topics forthe upcoming year to keep our programming fresh andappealing to you We also want to re-engage our mem-bers and encourage volunteering on one of CRHRArsquosmany committees and utilize our web technology to serveour members better

See you in May

Jim

Workplace 2008 One Day ConferenceJune 10 2008

The Desmond Hotel amp Conference Center

Co-Sponsor

BOND SCHOENECK amp KING PLLCATTORNEYS AT LAW NEW YORK FLORIDA KANSAS

B S amp KRegister online at wwwbskcomHRCI Credit Application Pending

ampSB K

Topics to IncludeUpdate on Major Workplace DevelopmentsSuccessfully Managing Your Employeesrsquo Leaves of AbsenceHuman Resources AuditsDevelopments in the Electronic Workplace

Immigration IssuesWorkplace Harassment DevelopmentsTwo Act Play Addressing The Perils of Caretaker Discrimination amp Retaliation

Registration FeesBSampK Clients SHRM Members $130 (3 or more $110 each)

General Public $175 (3 or more $155 each)

4

Legal QampA Joanmarie M Dowling Esq

Question If an employee owes hisher employer money isit lawful for the employer to deduct that sum from theemployeersquos final paycheck

No If an employee is indebted to hisher employer(eg when the employer loaned the employee money)the employer has a legitimate interest in having the debtsatisfied when the employment relationship endsHowever employers are not permitted to engage inldquoself helprdquo with regard to monetary disputes with theiremployees

New Yorkrsquos Labor Law generally prohibits employersfrom making deductions from an employeersquos wageswith limited exceptions Exceptions to this general ruleinclude deductions required by law and administra-tive rules and regulations (such as taxes and garnish-ments) and those ldquoexpressly authorized in writing bythe employee hellip for the benefit of the employeerdquo

With the employeersquos written authorization an em-ployer may legally make deductions from theemployeersquos wages for insurance premiums pensionhealth and welfare benefits contributions to charitableorganizations payments for dues and assessments toa labor organization and similar payments for the ben-efit of the employee

Repayment of a debt to the employer is not specificallylisted as a permissible deduction and will only be per-missible if it qualifies as a similar payment for the ben-efit of the employee While the Department of Laborhas gone back and forth on whether such deductionsare permissible the Department of Labor currentlyholds that such deductions are not for the employeersquosbenefit and are therefore impermissible

In light of this Department of Labor position employ-ers may wish to take steps to limit the possibility thatan employee becomes indebted to the employer (egeliminate advances or loans to employees require em-ployees to take unpaid leave rather than create a nega-tive leave balance)

Additionally an employer may include a forfeitureprovision in its vacation policy so employees forfeittheir vacation time if they owe the employer a debt attermination of their employment In this way the em-ployer may recoup all or part of the debt If all elsefails the employer may pursue remedies available toit as a creditor including commencing an action in

court

The information contained in the column is not a substitutefor professional counseling or advice

Joanmarie M Dowling counsels and represents employersin a variety of labor and employment related contexts and isassociated with Bond Schoeneck amp Kingrsquos Albany office Ifyou have a question you would like to submit you are en-couraged to do so by email (jdowlingbskcom) or fax (518-533-3299)

5

May 14Breakfast Meeting

Italian American Community Center

Registration 700-730 amBreakfast 730-800 amProgram 800-1030 am

Meal Choicebull Breakfast Buffet

Costbull $6500 - Membersbull $7000 - Non-membersbull $5500 - Students

Please make your reservationonline (wwwcrhraorg) or bymail (CRHRA 90 State StreetSuite 1009 Albany NY 12207)or fax (463-8656) You may paywith an online credit card pay-ment by mail or at the doorAlso please be sure to check-inwhen you arrive

RESERVATIONS and cancel-lations are required by noon onFRIDAY prior to the meetingReservations made and not keptwill be billed to you Please callCRHRA at 463-8687

We regret that we are unable tohonor walk-ins on the day of themeeting Casual attire is accept-able

AGENDAThe Northeast Regional StudentConference (HR Games) is an excit-ing opportunity for not only collegestudents to compete against eachother by answering HR questionsbut an opportunity for them to net-work with other HR professionalsand students throughout the re-gion For the last couple of yearsthe SHRM Foundation has been amajor sponsor of the national HRGames Collegiate Competition andStudent Conference College stu-dents from around the regiongather to compete in a series ofJeopardy-style matches answeringquestions that are drawn from thePHR exam body of knowledge andto take part in other conferenceworkshops The Student Confer-ence offered workshops to studentscovering the following topics

middot Career Counseling Tools andTechniques

middot Tips on How to Manage a Careerwithin HR

middot Networking Tools and Tech-niques

The HR Conference is an excellentway for students to prepare for cer-

tification network with profes-sional members participate in HRinformational workshops to helpenhance their career skills and toenjoy some friendly competition

The 2008 Northeast Regional Con-ference was hosted by Bryant Uni-versity Smithfield RI on March 28-29 2008 Although the CRHRAMulti-Campus Student Chapter didnot compete in the HR Games thefollowing students were repre-sented to take part in the conferenceactivities Lauren RopieskiMichelle Zamora Marie FudaKatie OrsquoHara Sean Tracy DavidBroadwell and Uriella Perkins

Although our student chapter did notcompete this year we are eager tostarted forming a team for HR Gamesfor 2009 The best part is that theworkshop is free for students whohave SHRM memberships This isjust one of the benefits to having aSHRM Student membership If youare interested in joining the StudentChapter andor participating inthe HR Games for 2009 pleasecontact Tanya Monette PHRTanyaMonettevalueoptionscom

2008 Northeast Regional HR Games

6

Lloyd NimrodTrainerInstructor New York State Department of Labor

Current Role and company you are employed byI am currently a TrainerInstructor for the New York StateDepartment of Labor in Albany NY My official job titleis Agency Training and Development Specialist for theState of New York I work in the Office of Staff and Orga-nizational Development (OSOD) which is one of the sub-divisions within the Labor Departmentrsquos Human Re-sources Division The purpose of OSOD is to provideleadership and guidance to the Departmentrsquos managersin planning delivering and evaluating training programs

How many years as an HRprofessional amp why and howyou got into the HR fieldI have officially been a StaffDevelopment TrainerIn-structor for the State of NewYork for one year and threemonths Prior to becoming aTrainer in Albany on Decem-ber 2006 I served for almostseven years with the New York State Department of La-bor assisting unemployed job seekers find employmentopportunities in Brooklyn New York With four yearsexperience in developing and delivering job search work-shops and orientations in New York City I was offeredthe opportunity to transfer from Employment Servicesinto the Human Resource Division of the Department ofLabor in Albany

The opportunity to become a Trainer in the Departmentof Laborrsquos Office of Staff and Organizational Develop-ment excited me because I was finally given the opportu-nity to practically apply the Human Resource principlesthat I studied as a graduate student almost ten years agoAfter graduating from Virginia State University in 1996with a bachelorrsquos degree in Public Administration I re-turned to New York City to attend Graduate school In1998 I received my Masterrsquos degree in Human ResourcesManagement but was experiencing numerous challengesfinding employment in the industry

During my first year as a Trainer in the Capital Region Ireceived a plethora of opportunities to learn and grow asa Human Resource Professional One opportunity wasgiven on May 2007 to attend the New York State Depart-ment of Civil Servicersquos training also known as the Hu-man Resource Academy During the three-day classroomtraining I received an overview of human resource top-

ics needed for the development of human resource pro-fessionals I eagerly wait to embrace more opportunitiesto grow as a HR professional

Your current views on the value of Human ResourcesTrainingDevelopment and DiversityInclusion are thetwo areas in human resources that I have the most pas-sion for I am dedicated to promote their value to anyorganization or company who plans to be on the leadingedge of innovation creativity and continuous growth inan increasingly diverse workforce As a Trainer of StaffDevelopment I am honored and look forward to deliverquality training that encourages diversity and inclusionin the workplace One of the reasons I decided to be-come a member of the Capital Region Human ResourceAssociation is to join its Diversity Committee in its effortto promote the value of a diverse and inclusive work-place in the Capital Region of New York

Your passion outside of work ndash what do you love to doOutside of my career as a Human Resource Professionalmy PASSION consists of delivering inspirational key-notes and empowerment workshops to young teens andprofessional adults about reconnecting with the infinitepower that exist within themselves to consciously co-cre-ate any reality they desire to experience in their livesAlthough I have only resided in Albany for over a year Ihave a vision to deliver inspirational presentations in theareas of Life Purpose Empowerment and Self-EsteemTeen Empowerment through my own professional em-powerment services firm I see myself not as a motiva-tional speaker but as an Inspirational Communicatorwith a dynamic message that will assist others in awak-ening into their infinite greatness for their SpiritualGrowth I also enjoy reading spiritual growth books andspending quality time with my beautiful wife In earlyApril my wife and I are expecting a baby

Member Profile Lloyd Nimrod

If you would like more information on this feature or have anysuggestions on additional questions you would like to see please

contact Miriam Dushane Public Relations Chair at 518-689-3138

Chapter Chatter

7

Joanmarie M Dowling Esq is a labor and employmentattorney with Bond Schoeneck amp King PLLC and is resi-dent in the firmrsquos Albany office Joanmarie advises andrepresents employers on a wide array of labor and em-ployment law issues including employer recruitingscreening and hiring practices harassment and discrimi-nation claims union avoidance collective bargainingwage and hour law compliance reasonable accommoda-tions for employee disabilities and religion and disciplineand termination of employees Joanmarie is a frequentspeaker on labor and employment issues

We are expecting a full house so reserve your seat as soonas possible

By Allie MiddletonClinical amp Rehabilitation Division Director

Mental Health Association of Columbia-GreeneCounties Inc

Better treatments enable many people with hidden dis-abilities to participate more fully in the workforce Ex-perts have become better at diagnosing many hidden dis-abilities such as learning disabilitiespsychiatric disabilities disease-based disabilities and cognitive dis-abilities Our evolving understand-ing of disabilities for example psy-chiatric and learning disabilities asbrain disorders instead of as charac-ter flaws has lead to less shame andmore openness on the part of peoplewho have these disabilities Peoplewith hidden disabilities ndashthose dis-abilities that are not obvious to others - are emerging asthe fastest growing population of people with disabili-ties in the United States

Did you know hellip

FACT of our 300 million people 39 million are workingage adults who may at any time have a mental illnessdisability - most commonly diagnosed are depressionsubstance abuse disorder and anxiety

FACT 1 in 3 of all adults with a diagnosed mental illnessare actively working

FACT 80 of people with a mental health disability re-cover within one year

FACT the federal governmentrsquos New Freedom Commis-sion states that all individuals with mental illness can re-cover and must be given access to social vocational hous-ing employment and educational supports to fully inte-grate into society

FACT the interpretation of the American Disabilities Actis shifting the human side of business is embracing a shifttoward a more practical application of the many optionsfacing employers and employees as they balance disclo-sure and reasonable accommodation issues

Hidden disabilities pose a unique dynamic in human re-source management Decisions about disclosure cometo the forefront Issues of confidentiality come into playHow does one have a respectful effective and produc-tive conversation with a prospective employee about this

Adapted from Cornell University ILR ADA training materials

Issues Facing Employers of People with Hidden Disabilitiestopic What is legal and what is not The many mythsand misperceptions of people having certain disabilitiesmay make for ineffective decision about accommodationsand modifications Learning and psychiatric disabledadults who received accommodation in school settingsare now coming into the employment sector these indi-viduals have experienced a high level of accommodationand acknowledgement of workplace diversity issuesHuman resource managers in many employment settingsmay have something to learn about how to leverage thisopen market of skilled and talented workers for futuregrowth and make the most of existing employees withdisabilities

Please contact Peggy Coryea at VESID or 518-485-7748for more information on people with disabilities and ser-vices available

hellipAnd if you have not made your reservations for theupcoming CRHRArsquos program you do not want to missthis opportunity

Cornell Interactive Ensemble is back and you guessedithelliptheir topic ldquoPeople Are Talkingrdquohellipthis program is cen-tered around people with disabilities in theworkplacehellipAnd it is approved for 225 credits

Mark your calendars for May 14 at 8am at the IACC forthis exciting program

Please visit our website at wwwcrhraorg for additionalinformation

See you May 14 at 8am at the IACC

(Continued from Page 1)PROGRAM

7

Joanmarie M Dowling Esq is a labor and employmentattorney with Bond Schoeneck amp King PLLC and is resi-dent in the firmrsquos Albany office Joanmarie advises andrepresents employers on a wide array of labor and em-ployment law issues including employer recruitingscreening and hiring practices harassment and discrimi-nation claims union avoidance collective bargainingwage and hour law compliance reasonable accommoda-tions for employee disabilities and religion and disciplineand termination of employees Joanmarie is a frequentspeaker on labor and employment issues

We are expecting a full house so reserve your seat as soonas possible

By Allie MiddletonClinical amp Rehabilitation Division Director

Mental Health Association of Columbia-GreeneCounties Inc

Better treatments enable many people with hidden dis-abilities to participate more fully in the workforce Ex-perts have become better at diagnosing many hidden dis-abilities such as learning disabilitiespsychiatric disabilities disease-based disabilities and cognitive dis-abilities Our evolving understand-ing of disabilities for example psy-chiatric and learning disabilities asbrain disorders instead of as charac-ter flaws has lead to less shame andmore openness on the part of peoplewho have these disabilities Peoplewith hidden disabilities ndashthose dis-abilities that are not obvious to others - are emerging asthe fastest growing population of people with disabili-ties in the United States

Did you know hellip

FACT of our 300 million people 39 million are workingage adults who may at any time have a mental illnessdisability - most commonly diagnosed are depressionsubstance abuse disorder and anxiety

FACT 1 in 3 of all adults with a diagnosed mental illnessare actively working

FACT 80 of people with a mental health disability re-cover within one year

FACT the federal governmentrsquos New Freedom Commis-sion states that all individuals with mental illness can re-cover and must be given access to social vocational hous-ing employment and educational supports to fully inte-grate into society

FACT the interpretation of the American Disabilities Actis shifting the human side of business is embracing a shifttoward a more practical application of the many optionsfacing employers and employees as they balance disclo-sure and reasonable accommodation issues

Hidden disabilities pose a unique dynamic in human re-source management Decisions about disclosure cometo the forefront Issues of confidentiality come into playHow does one have a respectful effective and produc-tive conversation with a prospective employee about this

Adapted from Cornell University ILR ADA training materials

Issues Facing Employers of People with Hidden Disabilitiestopic What is legal and what is not The many mythsand misperceptions of people having certain disabilitiesmay make for ineffective decision about accommodationsand modifications Learning and psychiatric disabledadults who received accommodation in school settingsare now coming into the employment sector these indi-viduals have experienced a high level of accommodationand acknowledgement of workplace diversity issuesHuman resource managers in many employment settingsmay have something to learn about how to leverage thisopen market of skilled and talented workers for futuregrowth and make the most of existing employees withdisabilities

Please contact Peggy Coryea at VESID or 518-485-7748for more information on people with disabilities and ser-vices available

hellipAnd if you have not made your reservations for theupcoming CRHRArsquos program you do not want to missthis opportunity

Cornell Interactive Ensemble is back and you guessedithelliptheir topic ldquoPeople Are Talkingrdquohellipthis program is cen-tered around people with disabilities in theworkplacehellipAnd it is approved for 225 credits

Mark your calendars for May 14 at 8am at the IACC forthis exciting program

Please visit our website at wwwcrhraorg for additionalinformation

See you May 14 at 8am at the IACC

(Continued from Page 1)PROGRAM

8

bull Professional Permanent Recruitment

bull Temporary and Contract Placement

bull Human Resource Consulting

bull Training

Alison Rosenblumarosenblumstrategic-resourcesinccom

Belva Fiskebfiskestrategic-resourcesinccom

Peter Newmanpnewmanstrategic-resourcesinccom

18 computer dr westalbany ny 122055184461700

wwwstrategic-resourcesinccom

Scenes from the April CRHRA Meeting

Thanks to our April meeting speaker Paul Lehman

Harry Hayes JD PHR and Pam Allers of Jaeger amp Flynnthe April meeting sponsor

9

Siena College students Caryn Hennelly Ciara McArdleand Julie Miller

Andrea OrsquoDonnell of Pioneer Bank and Martin PatrickSPHR of Amsterdam Memorial Healthcare

Move your employees forward and your costs down

Excelsior College helps partner organizations to achieve their workforce development objectives affordably and effectively We develop a winning plan for both the employees and the employer Many partners enjoy special reduced fees and tuition

To speak to one of our Business Development Specialists today call 800-896-1632 or email corporateexcelsioredu

Partner with an accredited world leader in online education and assessment

corporateexcelsioredu

9

Siena College students Caryn Hennelly Ciara McArdleand Julie Miller

Andrea OrsquoDonnell of Pioneer Bank and Martin PatrickSPHR of Amsterdam Memorial Healthcare

Move your employees forward and your costs down

Excelsior College helps partner organizations to achieve their workforce development objectives affordably and effectively We develop a winning plan for both the employees and the employer Many partners enjoy special reduced fees and tuition

To speak to one of our Business Development Specialists today call 800-896-1632 or email corporateexcelsioredu

Partner with an accredited world leader in online education and assessment

corporateexcelsioredu

10

How does an organizationdefine success

Its people

Training in Human ResourceManagementThe driving force of any successful organization is its people Today it is evenmore critical for HR professionals to know the current issues and trends inhuman resources

The College of Saint Rose offers the Society for Human Resource Management(SHRM) Learning System a training program that develops your HR knowledgeand assists you in preparing for the Professional in Human Resources (PHR) orSenior Professional in Human Resources (SPHR) certification exams

To register contact the Office of Graduateand Continuing Education Admissions at1-800-637-8556 or acestroseedu

The College of Saint Rose

click wwwstroseedushrm

Interested in becoming aQualified MBTIreg Practitioner

Siena College Career Center is hosting a 4 dayMBTIreg Qualification On-Site Trainingfacilitated by Center for Applications

of Psychological Type (CAPT)

Monday June 2nd through Thursday June 5th 2008Siena College Sarazen Student Union Loudonville NY

Cost $90000 per person

(Cost includes tuition special handling fee for materials shippingfaculty travel lodging lunch amp coffee breaks for all participantsplus trainers Cost may come down as number of participants

increases)

For more information contactSuzanne OrsquoConnor Associate Director

Siena College Career Centersoconnorsienaedu or 518-783-2339Registration Deadline May 15 2008

Qualified practitioners of the MBTIreg instrument may use theIndicator and purchase restricted MBTIreg Materials

Left to right Anne MarieBilynsky SPHR CCPCasey Di Marco PHR

Lyndsay Ferguson PHRChristine Kister PHR

Karyn Shanks PHR TeresaVanDerLinden PHRTheresa Kurdt PHR

Congratulations to Our Members Who RecentlyReceived Their PHR and SPHR Certifications

11

Full Page7 12rdquo x 9 14rdquo

Half Page (Horizontal)7 12rdquo x 4 12rdquo

Half Page (Vertical)3 12rdquo x 9 14rdquo

Quarter Page3 12rdquo x 4 12rdquo

Advertise inOur Monthly Newsletter

Throw out a huge advertising net by placing your companyrsquosad in CRHRArsquos Monthly Newsletter which is e-blasted out to over1250 HR Professionals and companies each month The news-letter is also posted online and is regularly referenced by ourmembers HR Professionals and the public We run ad sizesfrom business cards to full page spreads Multiple month runssee even greater savings

Advertise for 1 issue 3 issues or the whole year Rotate yourads Set your ad schedule for the year nowmdashand leave the restto us To place a Newsletter ad please contact CRHRA ChapterAdministrator Carla Krzykowski at crhracaphillcom or (518)463-8687Ad Size Per Issue Rate Per Issue Rate Per IssueRate Yearly Per Issue RateSee chart below 1 - 2 Issues 3-4 Issues 5-9 Issues 10 IssuesFull page $340 $306 $272 $23812 page $180 $162 $144 $12614 page $100 $90 $80 $70Business Card $70 $63 $56 $49

11

Full Page7 12rdquo x 9 14rdquo

Half Page (Horizontal)7 12rdquo x 4 12rdquo

Half Page (Vertical)3 12rdquo x 9 14rdquo

Quarter Page3 12rdquo x 4 12rdquo

Advertise inOur Monthly Newsletter

Throw out a huge advertising net by placing your companyrsquosad in CRHRArsquos Monthly Newsletter which is e-blasted out to over1250 HR Professionals and companies each month The news-letter is also posted online and is regularly referenced by ourmembers HR Professionals and the public We run ad sizesfrom business cards to full page spreads Multiple month runssee even greater savings

Advertise for 1 issue 3 issues or the whole year Rotate yourads Set your ad schedule for the year nowmdashand leave the restto us To place a Newsletter ad please contact CRHRA ChapterAdministrator Carla Krzykowski at crhracaphillcom or (518)463-8687Ad Size Per Issue Rate Per Issue Rate Per IssueRate Yearly Per Issue RateSee chart below 1 - 2 Issues 3-4 Issues 5-9 Issues 10 IssuesFull page $340 $306 $272 $23812 page $180 $162 $144 $12614 page $100 $90 $80 $70Business Card $70 $63 $56 $49

12

WWWTLMETZGERCOM

As part of your HR Team

we makeyour employee

recruitment easier

418 Broadway Albany New York 12207(518) 426-5211 bull Tracytlmetzgercom

Custom tailored tours amp packagesto suit each employee

Exceptional customer contact fromday 1 to closing

Monitoring of activity for quality assurance

Constant feedback to keep you informedon progress

We sell the area you sell the job

Chapter ChatterNew JobPlease join us in congratulating CRHRA member and Lead-ership Class graduate of 2007 Jude S Klein PHR on hernew position as HR Manager for The United Group of Com-panies Congratulations Jude

A New RoleJessica Zanck a new member of CRHRA has been promotedto Client Relations Specialist for the background investiga-tive division of Alliance Worldwide Investigative GroupLLC Jessica was previously an Investigative Coordinatorand we wish her the best of luck in her new role

Speaking OutEd Hallenbeck a career and human resource consultantspoke to the Work Experience Coordinators Association(WECA) annual conference in Albany about workforcereadiness WECA is a New York State organization thatpromotes work-based learning programs for all students andfocus on engaging students in relevant ldquoreal worldrdquo learn-ing opportunities

Derek Devenpeck spoke to the Marist College student Mid-Hudson Human Resource Association chapter regardingpre-employment screening and background investigationsin the workplace

CongratulationsCongratulations go to CRHRA member Matthew Boyd Esqof Bond Schoeneck amp King PLLC and his wife Ellen onthe birth of their son Matthew William

Congratulations to Environment One (our members Mel-issa Dunn PHR amp Robin Kane) Their parent company Pre-cision Castparts (Portland OH) made it to 42 on the 4708 Business Week list of top 50 performers They booked afourfold increase in profits in four years - great job

loz Nationwide Shipping and Local Delivery loz Prompt and Courteous Service

loz Award-Winning Gift Baskets loz Why Settle For Less

wwwallgiftbasketsandmorecom

(518) 899-7465 (877) 880-3395

13

wwwBestCompaniesNYcom Brought to you by NYS - SHRM amp Best Companies Group

BEST COMPANIES TO WORK

FOR IN NEW YORK - 2009 REGISTRATION DEADLINE September 19 2008REGISTRATION DEADLINE September 19 2008

Why participate Find out if you are one of the statersquos best employers

Participating also results in significant organizational

benefits for all entrants Such as

1) Heightened Company Pride If your company

appears on the list the management the employees

and the other stakeholders swell with pride Employee

morale receives a boost and employee retention is

increased

2) Public Relations and Marketing Advantage

Companies will use the distinction to enhance their

employee recruiting efforts increase the effectiveness of

the companyrsquos general marketing and to improve their

reputation in the state

3) The Assessment Findings Report All participating

companies will receive a world-class assessment

detailing the companyrsquos employee responses Even if a

company does not make the list

this data can be an important

reason to participate

Who can participate In order to participate you must bull Be a for-profit or not-for-profit

business

bull Be a publicly or privately held business

bull Have a minimum of 15 employees working in New York

What does it cost

Number of Employees Employees Surveyed Online Fee Paper Fee 15-24 All $600 $685 25-99 All $625 $755 100-199 All $725 $885 200-499 Up to 250 $775 $985 500-2499 350 $845 $1120 2500 and above 400 $885 $1195 Employees are randomly selected Fees are non-refundable

Will I get a copy of my Companyrsquos Results All participating companies will receive an ldquoAssessment

Findings Reportrdquo which will detail the results of their

specific survey and include New York benchmark

information Similar reports can costs thousands of

dollars if initiated independently

Assessment Description The assessment is a two-part process designed to

gather detailed data about each participating company

In part one the employer completes the Employer

Survey In part two up to 400 employees of the

company complete the survey

Part I ndash Employer Survey - The employer (main

company contact) will complete this survey detailing

company policies practices benefits and

demographics The employer will be asked to

complete the employer survey online

Part II ndash Employee Survey

The employee survey is an in-depth set

of statements (66) that employees will

be asked to respond to on a 1-5 Likert

scale of ldquoStrongly Agreerdquo to

ldquoStrongly Disagreerdquo This section of

the survey will also include two (2) open-

ended questions and seven (7) demographic questions

If e-mail and internet technology is not available for

use by company employees BCG also has a paper

survey available for use The paper surveys are

completed returned to the coordinator and sent

directly to BCG to be processed

Announcing the Winners Winning companies will be notified in writing whether

they made the list or not Companies will be honored at a

special awards ceremony in April 2009 The winners

will also be highlighted in the ldquoBest Companies to Work

for in New Yorkrdquo publication that will be distributed

state-wide

For more information call Best Companies Group

toll free at 1 (877) 455-2159 or visit the web site

13

wwwBestCompaniesNYcom Brought to you by NYS - SHRM amp Best Companies Group

BEST COMPANIES TO WORK

FOR IN NEW YORK - 2009 REGISTRATION DEADLINE September 19 2008REGISTRATION DEADLINE September 19 2008

Why participate Find out if you are one of the statersquos best employers

Participating also results in significant organizational

benefits for all entrants Such as

1) Heightened Company Pride If your company

appears on the list the management the employees

and the other stakeholders swell with pride Employee

morale receives a boost and employee retention is

increased

2) Public Relations and Marketing Advantage

Companies will use the distinction to enhance their

employee recruiting efforts increase the effectiveness of

the companyrsquos general marketing and to improve their

reputation in the state

3) The Assessment Findings Report All participating

companies will receive a world-class assessment

detailing the companyrsquos employee responses Even if a

company does not make the list

this data can be an important

reason to participate

Who can participate In order to participate you must bull Be a for-profit or not-for-profit

business

bull Be a publicly or privately held business

bull Have a minimum of 15 employees working in New York

What does it cost

Number of Employees Employees Surveyed Online Fee Paper Fee 15-24 All $600 $685 25-99 All $625 $755 100-199 All $725 $885 200-499 Up to 250 $775 $985 500-2499 350 $845 $1120 2500 and above 400 $885 $1195 Employees are randomly selected Fees are non-refundable

Will I get a copy of my Companyrsquos Results All participating companies will receive an ldquoAssessment

Findings Reportrdquo which will detail the results of their

specific survey and include New York benchmark

information Similar reports can costs thousands of

dollars if initiated independently

Assessment Description The assessment is a two-part process designed to

gather detailed data about each participating company

In part one the employer completes the Employer

Survey In part two up to 400 employees of the

company complete the survey

Part I ndash Employer Survey - The employer (main

company contact) will complete this survey detailing

company policies practices benefits and

demographics The employer will be asked to

complete the employer survey online

Part II ndash Employee Survey

The employee survey is an in-depth set

of statements (66) that employees will

be asked to respond to on a 1-5 Likert

scale of ldquoStrongly Agreerdquo to

ldquoStrongly Disagreerdquo This section of

the survey will also include two (2) open-

ended questions and seven (7) demographic questions

If e-mail and internet technology is not available for

use by company employees BCG also has a paper

survey available for use The paper surveys are

completed returned to the coordinator and sent

directly to BCG to be processed

Announcing the Winners Winning companies will be notified in writing whether

they made the list or not Companies will be honored at a

special awards ceremony in April 2009 The winners

will also be highlighted in the ldquoBest Companies to Work

for in New Yorkrdquo publication that will be distributed

state-wide

For more information call Best Companies Group

toll free at 1 (877) 455-2159 or visit the web site

14

Upcoming EventsMay 1 Albany Chapter CEBS presents ldquoDependent Eligibility Audits ndash The basics and how a Dependent Eligibil-

ity Audit can save your employer moneyrdquo with guest speakers Brennan L Clipp Principal and Senior VPof Sales and Marketing HRAdvance and Chris Gada Northeast Regional VP HRAdvance 800 ndash10 amThe Calaway Grill at The Wingate Inn ndash Albany Airport Old Wolf Road amp Albany-Shaker Rd LathamNY (518) 869-9976 $30 Albany Chapter Members $40 Non-Albany Chapter Members RSVP by FridayApril 25 2008 to Pam Silverman at (518) 464-5246 (phone) or (518) 464-5363 (fax) or by email atpsilvermsefcucom Checks payable to Albany Chapter ISCEBS co Pam Silverman Human ResourcesSEFCU Patroon Creek Corporate Center 700 Patroon Creek Blvd Albany NY 12206-1067

May 6 Schenectady JSEC presents ldquoTech Valley Job Marketrdquo Mallozzirsquos 1930 Curry Road Schenectady 800am ndash 1000 am Cost $2000 per person (includes breakfast buffet) with pre-registration $2500 per personat the door RSVP by March 31 by contacting Cathy Bucci at 462-7600

May 14 Albany JSEC presents ldquoStrategic Management Programrdquo Avila 100 White Pine Drive Albany NY 800am ndash 1000 am Cost $2000 per person (includes breakfast buffet) with pre-registration $2500 per per-son at the door RSVP by April 9 by contacting Cathy Bucci at 462-7600

May 15 Columbia-Greene JSEC presents a Breakfast Meeting ldquoStrategies to Address Workplace Privacy Issuesrdquowith guest speaker John M Bagyi Esq SPHR Bond Schoeneck amp King PLLC Columbia Greene Com-munity College Professional Academic Center Room 611-613 4400 Rte 23 Hudson 800 am ndash 1000 am$1500 per person (includes breakfast buffet) wpre registration $20 at the door Reservations can bemade by e-mail or fax debralombardolaborstatenyus (Fax 828-8474)

May 16 Hudson-Mohawk Chapter of the American Society of Training and Development (ASTD) presents ldquoGiv-ing the Steam a Tea Kettlerdquo with Joyce St George amp Frank Canavan Co-Directors PACT Training TheMarriott Hotel 189 Wolf Road Albany 800 am ndash 1130 am httpwwwhudsonmohawkastdorg

May 20 Rensselaer JSEC presents a Breakfast Meeting ldquoBehavior-Based InterviewingmdashHow to Hire the Right Per-son the First Timerdquo with guest speaker Diane Lustenader SPHR GPHR CCP GRP President of LakeAssociates Inc Moscatiellos Family Italian Restaurant 99 N Greenbush Road Troy 800 am ndash 1000 am

May 20 CRRN Mixer at Jillianrsquos on Pearl Street Albany 500 pm - 700 pm Cost Free to Members $18 for nonmembers

May 21 Southern Saratoga JSEC presents ldquoSeminar Non-Traditional Resources for Finding Employeesrdquo TheChamber of Southern Saratoga County Executive Education Center 15 Park Avenue Clifton Park Allseminars are from 730 -930 am Cost $1500 per person Register online at wwwsouthernsaratogaorg orcall 371-7748Fax 371-5025

By Debra Antonelli SPHRChapter Coordinator SHRM Foundation

Does your organization face the same challenges as manyothershellip retaining your talent SHRM Foundation haspublished a FREE report titled ldquoRetaining TalenthellipAGuide to Analyzing and Managing Employee TurnoverrdquoThis report is designed to help you analyze and manageemployee turnover and develop an effective retentionmanagement plan It discusses turnover and why it mat-ters why employees leave why employees stay how todevelop your retention program and retention practices

SHRM Foundation

FREE ldquoRetaining Talentrdquo ReportThe report can be downloaded at httpwwwshrmorgfoundationRetainingTalentpdf

IMPORTANT REMINDER SHRM Foundation Schol-arship Applications due July 15 2008 Donrsquot forget toapply for your SHRM Foundation Scholarship Programdetails eligibility requirements timelines and frequentlyasked questions are available at httpwwwshrmorgfoundation2002_scholguidelinesasp SHRM will beawarding $100000 in scholarships to national SHRMmembers The application deadline is July 15 2008