June 2020 Print

President's Report

Hello WCASHRM Members,

Hope all of you are doing well! I sure do miss seeing each of you at our Monthly meetings. Thank you Wayne Young & Dan Herrington for Hosting our May Webinar on Tricky HR Situations. We had 55 attendees registered, what a great turnout! The webinar was a great success, we will continue to provide information to our members any way we can.

I hope each of you were also able to attend Arkansas SHRM’s Webinar Hosted by Debra Finney of the EEOC on June 3rd, “Your Questions to Pandemic EEO Issues: Tips and Strategies”. We always appreciate the great advice we receive from Debra.

Please check back for the June Meeting Information. We are planning on another Virtual Event and will post the registration link once we have all the details.

Help our community that has been affected by COVID-19. Please join us by donating to United Way of the Ouachitas - COVID Relief Fund,  Donate Here. You can also mail a monetary donation to: WCASHRM, PO Box 8, Hot Springs, AR, 71902.

Please mark your calendars for the following Programs/ Events of interest for 2020:
Super Conference October 12th-15th, Rogers, AR – ELLA 2020 & ARSHRM HR Conference & Expo (separate registrations for two events)
August 27th - Join us for the 17th Annual WCASHRM Managers' Seminar [8 a.m. - 4 p.m.] Watch for more info.

Hope to see you all soon!


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In the Midst of it ALL!

The Coronavirus was, at one time, front and center that was talked about.  It was something that brought this very nation to its knees!  Businesses were closing down, educational institutions were shutting down and our churches were closing their doors as they were telling us to stay at home, mask up and practice social distancing, wash your hands and sanitize.  Our homes became a place of solitude and safety as well as our workplace.  The world began looking for cures and ways to prevent the spread of this invisible disease that was claiming lives by the thousands!  We were having a Pandemic and people everywhere were consumed by this virus.

Then, In the midst of it all, we were awakened and shook to the very core of our being, by an action that would bring to the forefront a virus that has not been invisible but accepted as the norm for a culture steeped in racism and discrimination.  We were forced to come face to face with another Pandemic that has been lurking for decades.   Because of today’s technology, violent acts against people of color was shown across every form of media in existence.  There is a saying that a picture says a thousand words and each can form their own opinion as they see it. 

I read an article in Ben & Jerry’s that talked about Systemic Racism. It is inherent in the very fabric of our society and we mainly take it for granted that no one sees it, knows what it is, and that it exists.  It is in our schools, offices, court system, police departments and elsewhere.  We deal with hate crimes, white supremacists, burning of crosses and anti-immigration.  But that is not the main problems of today.  It is not the people that dawn hoods to hide behind their cause, but it is the ones dressed in suits with the decision making power!

People are protesting, most peacefully and some rioting, because of the injustices that have plagued our society for decades.  It is here and now that we must all come to table, each talk and be heard.  LET’S TALK AND HAVE THOSE TOUGH CONVERSATIONS!  Until we come together and really listen to each other, will we recognize that each has differences and experiences that are real!

We can read all the books and take all the training that is offered but until we sit and have those tough conversations with our own employees in our own groups and organizations, it won’t work and things won’t change.  Dignity, Respect, and Justice for All is the key.

Minnie Lenox | Diversity Director

As HR leaders, we have a responsibility to advocate for diversity and inclusion in our workplaces.

SHRM has a number of resources for overcoming workplace bias. The SHRM website details that "all workers have the right to equal opportunity in employment, free from discrimination, prejudice and bias. Encompassing more than legal compliance, HR’s role in equal opportunity at work has the capacity to change lives and society. Click on the link for resources to help you navigate this crucial work." Also, visit SHRM's related resource pages on Organizational Culture, Pay Equity, Ageism and Harassment and Bullying

The Arkansas SHRM State Council Diversity & Inclusion Director has provided additional Diversity and Inclusion resources for the membership:

EEOC Best Practices for Private Sector Employers: 

What managers should—and shouldn’t—do to address this moment of racial reckoning - via CNBC

George Floyd And Racism: 5 Conversations Credible Leaders Must Have In This Moment - via Forbes 

How to Talk About Race With Your Employees via SHRM

Don't Be Silent: Expert Tips to Defuse Workplace Tensions via SHRM

SHRM Inclusive Workplace Culture Specialty Credential
Program Overview:  Culture is a critical business asset and the greatest employee benefit an employer can provide, especially in today's tight labor market. Diverse, inclusive, flexible and engaging workplaces are where people thrive. The Inclusive Workplace Culture Specialty Credential gives HR professionals the strategies and tools needed to successfully shift organizational culture.

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Meeting Topic

Mental Health in the Workplace  |  Maggie Young
June 30, 2020, 11:30 a.m. - 1:00 p.m.
Virtual - Watch for the weblink


This session will explore the issues that HR teams encounter regarding the cost and prevalence of mental health in the workplace. She will help attendees understand the difference between wellbeing, mental health and mental illness. She will discuss the subtleties of how mental health issues present in a work environment, as well as the cost of mental health in the workplace and discuss strategies to address these issues preventatively and as they arise.

Maggie Young is a Licensed Clinical Social Worker and Certified Employee Assistance Professional with more than 20 years of experience in the field of employee assistance programs. She received her undergraduate degree in Psychology from Auburn University in 1994, and a Masters in Social Work from the University of Alabama in 1998. Maggie became the President of Southwest EAP in 2004. Along with setting the strategic direction for the company, she provides direct services in the areas of counseling, coaching, training, mediation and organizational development services. 

1 hour SHRM PDCs and HRCI credit is Approved.


WCASHRM is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

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Monthly Sponsor

Triumph Airborne Structures is a Triumph Group, Inc. Company.  Triumph is a publicly held company (NYSE:TGI), headquartered in Berwyn, PA and is a much diversified aerospace company with OEM, product support and military capabilities.  The Triumph companies are aligned under four business units:  Aerospace Structures, Precision Components, Product Support and Integrated Systems.  

Triumph Airborne Structures in an operating company under Product Support.  It offers full life-cycle solutions for commercial, regional and military aircraft.  Its capabilities include composite aircraft structures, nacelles, thrust reversers and interiors.   It is located in Hot Springs, Arkansas and employs approximately 200 people. 

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In Case You Missed It: SHRM’s Return to the Workplace Guide
While many states are outlining different guidelines to prepare for the return to work, some workplaces are adopting a phased approach. No matter what the journey back looks like for you and your organization, SHRM has the tools to help you navigate the new normal. Map out your return and be one of the first to download the “Return to Workplace Guide,” which launched on June 1!

*NEW! LATEST SHRM HOT TOPICS & TOOLS: Check out what your HR peers have been accessing and viewing on shrm.org this month:
1. What is the difference between a furlough, a layoff and a reduction in force?
2. HR Forms
3. COVID-19 Back-to-Work Checklist
4. Return-to-Work Guide for Employees
5. Memo: COVID-19 Employee-Screening Procedures

Not a SHRM member? Join today! Then next time you are up for renewal, your WCASHRM membership will be free.

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Legislative Updates

Here are some articles from SHRM:

JUST IN! Supreme Court Rules Workers Can't Be Fired for Being Gay or Transgender via SHRM or via CNN. Federal civil rights law protects gay, lesbian and transgender workers, the Supreme Court ruled Monday. The landmark ruling will extend protections to millions of workers nationwide. "An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids," Justice Neil Gorsuch wrote.

Employers Must Investigate Whether Coronavirus Infections Are Work-Related All employers, not just those with high levels of coronavirus exposure in the workplace, now must determine whether employees who have COVID-19 contracted it at work.

Congress Passes Bill to Ease Restrictions on Paycheck Protection Program
Both chambers of Congress have approved a bill to modify certain provisions employers must follow to be eligible for loan forgiveness under the Paycheck Protection Program.

Paycheck Protection Program: What to Do if Your Rehire Offer Is Rejected
Clearly present offer letters in writing
New guidance that helps Paycheck Protection Program borrowers with loan forgiveness may lead to a tricky employee relations issue.

Companies May Benefit from State-Run Work-Share Programs During Pandemic 
Employers are making difficult choices and, even as businesses reopen, many are doing so at reduced capacity. As an alternative to job cuts, employers should consider participating in work-share programs run by the state. The Arkansas UI Shared Work Program is HERE.

IRS Permits Midyear Changes to Cafeteria Plan Elections
The IRS has released two notices allowing employees during 2020 to make changes to their enrollments in employer-sponsored health plans and to adjust pretax contributions to health flexible spending accounts and dependent care flexible spending accounts.

Contact-Tracing in the Workplace
Necessity, as the proverb goes, is the mother of invention. As employers grapple with the coronavirus pandemic, the need to boost workplace safety is prompting the invention of a number of social-distancing and contact-tracing apps. While developers laud the ability of these apps to ease the spread of the novel coronavirus in workplaces, privacy advocates warn about their potentially intrusive nature.

Addressing Fears About Returning to the Workplace
Some essential workers are refusing to come to work out of fear of contracting the coronavirus. Their employers must weigh the employees' legal rights and understandable health concerns with the organizations' business needs. It can be a tough balancing act.

New OSHA Guidance on Recording COVID-19 Cases Effective
The Occupational Safety and Health Administration (OSHA) has issued new enforcement guidance regarding an employer’s obligation to record cases of COVID-19 on the OSHA injury and illness logs. The new guidance supersedes OSHA’s guidance issued in April.

Accommodating Workers at Higher Risk for Severe Illness
The Equal Employment Opportunity Commission has updated its guidance on COVID-19 and the Americans with Disabilities Act, clarifying how to accommodate individuals who are at high risk for severe illness from the coronavirus. Visit SHRM’s Accommodating Workers at Higher Risk for Severe Illness Express Request.

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SHRM Foundation

Earn the Employing Abilities @Work Certificate

The SHRM Foundation, in partnership with the Workplace Initiative By Understood, has launched this initiative to strengthen the skills and abilities of professionals to hire, develop, advance and retain individuals with disabilities in their workplace. This free, multi-faceted educational program will increase your knowledge and skills to hire, develop, advance and retain individuals with disabilities. This Certificate is an introduction to the benefits and implementation of disability inclusion in the workplace. Learn more today!

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Membership Corner

We all recognize that 2020 has not been a normal year! Being in HR is hard! We are glad that WCASHRM can be a resource for HR professionals in all times. We hope that your chapter and SHRM membership is a resource for you. 

We would love to grow our chapter. If you are a SHRM member without a chapter affiliation, WCASHRM Dues are free for SHRM Members who designate WCASHRM (#0467) as their primary chapter. You can complete the application and email it to [email protected]. https://wcashrm.starchapter.com/downloads/Membership/2020_wcashrm_membershipapp.doc New this year! Checkmark auto renewal on the form, and you'll never have to complete the form again!

NOT YET A CHAPTER MEMBER OR UNSURE ABOUT RENEWING?Here are a number of ways that WCASHRM benefits you:
- An opportunity to network on a monthly basis with local HR professionals.
- Regular legislative updates in the industry, community, state and federal levels.
- Recertification credits at our chapter meetings and annual Managers’ Seminar.
- Monthly topics that are relevant and of concern to Human Resource professionals.
- Monthly newsletters with information relating to the chapter, SHRM and HR industry.
- Participation in local workforce readiness activities.
- Certification study groups.
- The opportunity to post jobs at no cost on our website.
- A chance to be part of one of the best local SHRM chapters in the state.

Do you know someone who would benefit from having contacts within our group and from hearing our monthly speakers on the various HR related topics? If you answered yes, please invite them to join the chapter. You'll introduce them to our great group of HR leaders and great resource for their profession.

Have a local membership only? Consider joining SHRM for access to thousands of essential resources to help you stay at the forefront of the HR profession. For more information, visit SHRM’s Membership Page. Renew or join through June 30, and use promo code TOTE2020 to receive a free SHRM tote bag.

If you have any questions, please don’t hesitate to contact me at [email protected], or call me at 501-624-2172.

- Tara Mauk Arthur | VP of Membership

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Are you planning on testing for your SHRM-CP, SPHR-SCP, PHR or SPHR during 2020?  WCASHRM has study material available for check-out for any current members that are preparing for the exam.

Did you know WCASHRM is offering a "scholarship" for someone interested in obtaining their certification?  Please contact [email protected] for more information.

As a final note, if you have recently passed either of the certification exams, please let Marina Mueller know so that we can update your profile information. 

JUST IN FROM SHRM:  SHRM has made a process
Process Change regarding the certificates who pass the SHRM-CP or SHRM-SCP exam.  They will no longer be printing certificates; instead, approximately four weeks after passing the exam, you will receive an email with instructions on how to obtain your digital certificate which you are able to print yourself.  This change will take effect on June 1, 2020.

As an alternative option, passers may order a framed certificate or additional collateral through our third-party partner, The Award Group, (fees apply). An email with order instructions will be sent approximately two weeks after score reports are received.

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Managers' Seminar

Our Managers Seminar has been a resource for the community for the last 16 years. It's been our chapter's primary source of revenue as well. Because of COVID-19, we need your feedback for our event scheduled for August 27 at the Hot Springs Convention Center. Please email Tara Arthur, Seminar Chair, with your thoughts:

Can you travel?
Can you attend events?
Will budget allow you to register your managers?
Would you prefer a full day or half day virtual event?
Should we cancel the event and plan for next year?
Will your employees want to participate in a virtual event?
Please let her know any other feedback, comments, concerns and more.


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