October 2020 Print

President's Report

Hello WCASHRM Members,

This crisp, cool weather has me excited for the holiday season and family gatherings. Virtual, of course.  I can also start baking my famous pumpkin bread in a can!! What do you do to destress in 2020?  With a lot on our plates, tackling COVID situations daily, making sure our employees are safe at work, we have forgotten about our own wellbeing. I know for myself, by the end of the day my mind is scrambled and I need a way to release that and unwind. 

By attempting to be a better you, you will be happier & more productive. These benefits just touch the surface of the positive impact of attempting to be a better you can have.

A few things you can do to wind down are, turn off all electronic devices, read, listen to music, take a walk, have a relaxing drink, talk to friends. Take time out for yourself!

Hearing Minnie Lenox speak always motivates me. Thank you Minnie for speaking at our September meeting and sharing some tips on how to navigate through some of these tough conversations we are having.

During the September meeting, the members present voted on the new board. I am pleased to announce the 2021 WCASHRM Board.

President - Terry Davis
President-Elect - Kelli Beene, SHRM-CP, PHR
Secretary-Treasurer - Deanna Harris
VP, Programs - Shayne King, SHRM-SCP, PHR, IPMA-SCP
VP, Membership – Tara Mauk Arthur, SHRM-CP, PHR

Certification - Marina Mueller, SHRM-CP, PHR
Diversity - Minnie Lenox
Foundation – Lanetta Bryant
Legislative - Bruce Cross
Workforce Readiness – TBA
College Relations - TBA

Technology Coordinator - Tara Mauk Arthur
Managers’ Conference Chair - Tara Mauk Arthur
State Door Prizes Chair - Pam Garrett
Holiday Party (December 2021) – Marina Mueller

If you are interested in volunteering, please email Terry Davis at [email protected]

We appreciate our board member’s willingness to volunteer and serve their profession! If you are interested in being involved in 2021, please contact Terry Davis.

Please make a donation to the SHRM Foundation by giving at least $20.20 to the Foundation. If you pay via credit card on our website (you can add to the meeting cart when registering), WCASHRM will mail it on your behalf. If you want to pay directly to the SHRM Foundation, please be sure to list our chapter#467 so we get credit for your donation. Online at shrmfoundation.org/donate or by mail to the SHRM Foundation with a completed donation form

Best Regards,
Terry

Back to top

Meeting Topic

Reasonable Suspicion Training: How to Properly Detect and Report Impairment with Jeff Sims

THIS MEETING WILL BE HELD ON ZOOM AT 11:30 A.M. THE LINK IS AVAILABLE ON THE REGISTRATION CONFIRMATION PAGE AND WILL BE EMAILED TO REGISTRANTS CLOSER TO THE MEETING.

October 27, 2020 | 11:30 AM - 1:00 PM
Add to Calendar

REGISTER NOW

This session is designed to identify key indicators of recent drug use and to keep pace with emerging trends.  It will also discuss the appropriate steps necessary to take upon completing your HR investigation of suspected substance use. 

Jeff Sims is the President of Xpert Diagnostics, Inc. (formerly A’TEST), a nationally recognized drug testing corporation since 1992. He is actively involved in new business development, volunteer public speaking, and is an author of several training courses used by his industry worldwide. 

Jeff began his drug-testing career in 1987 at the University of Arkansas for Medical Sciences (U.A.M.S.), while he was in college at the University of Arkansas at Little Rock. He is Arkansas’ only Certified Substance Abuse Program Administrator, (CSAPA), is currently serving a fourth term on the Board of the Substance Abuse Program Administrators Association (SAPAA), is past President of SAPAA, past Legislative Affairs Chairperson of SAPAA, is an active member of the Drug and Alcohol Testing Industry Association (DATIA), and is serving as a Commissioner for The Certification Commission for Drug and Alcohol Program Professionals (CCDAPP). 

Jeff’s other notable accomplishments include serving as a student drug testing expert for the White House Office of National Drug Control Policy, testified on behalf of the U.S. Government Accountability Office during oversight hearings in the U.S. House of Representatives, created an international strategic partnership between SAPAA and the European Workplace Drug Testing Society (EWDTS), was 1 of only 14 awarded the U.S. Small Business Administration’s Paul D. Coverdale Drug-free Workplace Grant, and was recently recruited as a drug policy expert to audit and help redevelop the drug-free workplace of the Pacific Northwest National Laboratory post recreational marijuana legalization.  

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.

Back to top

Monthly Sponsor

Express Employment Professionals is a local staffing agency owned by Neal and Rhonda Harrington.  Express–Hot Springs opened in 2007 and offers full-time employment, as well as traditional temporary staffing in both administrative and light industrial fields. Our office is located at 1702 Malvern Avenue, Suite B. Come by the office, call 501-520-0333 or visit our website at expresspros.com/hotspringsar to find out more about how Express can assist you in finding your dream job or employee. 

Back to top

SHRM Foundation

$20.20 SHRM FOUNDATION DONATION

Please make a donation to the SHRM Foundation by giving at least $20.20 to the Foundation. If you pay via credit card on our website (you can add to the meeting cart when registering), WCASHRM will mail it on your behalf. If you want to pay directly to the SHRM Foundation, please be sure to list our chapter#467 so we get credit for your donation. Online at shrmfoundation.org/donate or by mail to the SHRM Foundation with a completed donation form

DONATE

As a 501(c)(3) charity organization, the SHRM Foundation’s work is only possible through the generosity of others who believe in our vision build a work of work that works for all.  Here are some of the Foundation's initiatives:

  • Employing Abilities @Work: the SHRM Foundation's newest initiative to drive employment for individuals with disabilities. 
  • Veterans at Work: the SHRM Foundation's commitment to empowering HR professionals to attract, hire and retain veterans. 
  • The Aging Workforce: in 2013, the SHRM Foundation launched an initiative to challenge myths about older workers

Back to top

Membership Corner

Please join me in welcoming our newest members:

Allyson Lewis - Seven Minute Life, Hot Springs, AR
Lyndi Turner, PHR - Hot Springs Pediatric Clinic, Hot Springs, AR
Brandy Shell - System LLC, Malvern, AR

We would love to increase our membership! Encourage those you know in HR to join WCASHRM today by completing this application and submitting the appropriate dues. SHRM members are free when they designate WCASHRM (0467) has their primary chapter. (If you are a local member only and join now, you get the rest of the year complimentary.) 

We hope all our local members and/or those members who did not elect auto renewal will renew your WCASHRM membership for 2021. The 2021 membership application is available here.

Time to renew or join SHRM? For a limited time only, get a free tote and the free Digital HR eBook! Use promo code DIGITALHR when you join or renew as a professional member. AND be sure to indicate our chapter as your primary chapter#0467. https://shrm.co/i8zpgy


Back to top

Certification

Why is certification so important?

According to an article posted on June 26th, 2020 by HR Education Network, earning an HR “certification is becoming the new standard for human resources professionals.” It is not only a matter of showing that you have the skills and experiences needed or making yourself more appealing to possible employers; it appears that certifications better HR professionals across all levels earn a higher salary when they have a certification.  

A little history here - There are two major players in HR certification: The Society for Human Resources Management (SHRM) and the HR Certification Institute (HRCI). For decades, the two organizations were one. When SHRM decided to start its own series of certifications in 2014, they split. Both SHRM and HRCI offer junior and senior-level certifications, each with their own requirements and fees. Whether you are new to the HR field or are a seasoned professional seeking management opportunity, an HR certification can expand your knowledge and strategically position you for advancement. 

So, what is the difference between the exams and certifications? The PHR and SHRM-CP are two different certifications. The PHR exam tests your knowledge of HR related responsibilities within functional areas such as business management, talent planning & acquisition, learning & development, total rewards and employee & labor relations.

In contrast, the SHRM-CP testing content will not only test your HR knowledge, but also your behavioral competencies on six topic areas including leadership, business, interpersonal, people, organization and workplace. These questions will be comprised of both situational judgement questions with workplace scenarios as well as foundational and HR-specific knowledge questions.   

Should you have any additional questions about taking the exam, please feel free to contact Marina Mueller, SHRM-CP, PHR at [email protected] or call me at 501-321-4417. 

Back to top

Diversity

With up to 50 sessions across 8 topics, this can’t-miss event gathers 1,000+ DE&I leaders to address today’s workplace culture, drive bold change, and create collaborative networks. Go beyond your traditional diversity, equity, and inclusion workshops to create lasting impact! Don’t miss out on SHRM VIRTUAL Inclusion 2020 – register today! https://shrm.co/b3yxbg


As businesses develop diversity, equity and inclusion (DE&I) recruiting and sourcing objectives, they must be intentional about humanizing inclusion. This means moving beyond raising awareness and instead focusing on actionable solutions that provide opportunities that work for all. To make real progress with DE&I in the workplace, we have to consider the human condition and elevate the unique experience of all employees. Hire the future. Rethink what's possible in the workplace.

Up next: October major market webcast events titled: “Taking Action: What You Can Do in HR to Activate Your Strategic Diversity, Equity and Inclusion Plan TODAY.”  Join SHRM October 23 at 12:00 p.m. ET (or during a special event time for your state only, found below) for a webcast as we take a deep dive into DE&I recruitment, employee retention as a key economic driver for DE&I efforts, and training and development approaches.

Don’t miss these important SHRM webinars with SHRM State Councils and Chapters - these webinars make “Better Together” come to life. Tune in as SHRM and our affiliates continue to partner around this crucial platform, featuring local speakers providing local content.

Miss our last strategic DE&I planning webcast? Watch it on demand.

Back to top

ARSHRM Events

Free wEBINAR:
Workplace Racial Inequality: Tackling the Taboo

Let’s have a conversation about Diversity, Equity, and Inclusion.

Some may not struggle with having conversations surrounding this imperative topic of DEI, but they do struggle with trying to implement long term DEI initiatives because they just do not know how or where to start.  Companies can no longer use window dressing efforts to demonstrate they are inclusive and reactive piece meal attempts backfire because companies end up responding to negative reactions and press.

Developing an inclusive company that values equity requires commitment, and this commitment starts with us as HR professionals.  Creating a real sustainable change entails a culture change that is measured in years, not events or initiatives. 2020 thus far has been a unique year consisting of a pandemic, a financial crisis, and racial injustice protests and riots. Businesses are being asked to juggle more matters than ever before.

To start this conversation, your ARSHRM State Council is presenting  a webinar on Thursday, October 22 at 9:00 am via Zoom titled Workplace Racial Inequality: Tackling the Taboo. In this webinar, we will have a panel of experts share their experiences and practical takeaways. During this interactive session, we encourage attendees to engage the panel in this much needed and timely dialogue.

Register today! https://us02web.zoom.us/webinar/register/WN_fT2FhXJbTlKGJcUaT_aPXA

Back to top

SHRM NEWS

It is important to be informed about the elections process – from Washington, D.C. to your city council. SHRM’s Elections Resource Center will empower, educate, and inform HR leaders—making sure you’re prepared to share your voice and vote.

HR professionals are uniquely positioned to advocate for smart policy solutions that will impact work, workers, and the workplace. We want to ensure you have all the resources to use your voice in every election, including this one.

SHRM’s HR Votes platform will equip HR professionals and the business community with the tools and information they need for the 2020 Elections cycle and will include these important resources: 

  • Voter Information: Through SHRM’s HR Votes platform, you can access a one-stop resource to make sure you are registered to vote, access polling information and more.
  • COVID-Related Resources: Get the latest guidance from the Centers for Disease Control and Prevention (CDC) on how to be safe at the polls, find alternatives, as well as resources from SHRM to help businesses navigate the pandemic.
  • Elections at a Glance: From President and Vice President, to Governors’ races across the country, to House districts and Senate races, elections.shrm.org provides a clear view of who is running and where they stand on workplace issues.

Visit shrm.org/hrvotes or text HRVotes to 52886 to access SHRM's comprehensive voter resources.


Medicare Part D Annual Notice Due (Before 10/15)
Prior to each year's Medicare Part D annual enrollment period, plan sponsors that offer prescription drug coverage must provide notices of creditable or non-creditable coverage to Medicare-eligible individuals.

Election Day: Time Off to Vote
Federal law does not require giving employees time off to vote, but a majority of states and some local ordinances mandate voting leave time, especially when an employee's work hours do not permit sufficient time to vote during poll hours.

Up-to-Date Coronavirus Resources
Make sure your policies are current
COVID-19 has had a massive impact on workplaces globally. Here is the latest information, as well as critical members-only resources. In addition, we share key guidance for both remote workers and those returning to a physical workplace.
Register for our new webcast: SHRM/CDC Update on COVID-19: Your Questions Answered, Oct. 14, showing at multiple times.

8 Common Diversity Recruiting Mistakes and How to Avoid Them
Review how your job posts are written
Many employers are re-evaluating workplace diversity at their organizations, starting with being more thoughtful about recruiting from a broader range of potential talent.

Back to top

Other News

The HR Professionals Magazine features Amy West, SHRM-SCP, SPHR, Director of TN SHRM, on their October. Casey Sword with SHRM Research has provided an excellent article on employee wellbeing during COVID-19 along with many other excellent articles including profiles of Chambers USA top labor and employment law attorneys. If you do not receive a complimentary copy of this magazine, go to their website for info on how to subscribe

Back to top

Classified Ads

2020-09-24:

Job Link 

Assists in designing and developing new learning programs and keeping existing program enhanced and up-to-date. Delivers company learning programs and workshops to Team Members and managers. Monitors the effectiveness of learning objectives on Team Members using individual or group performance results. Collects feedback on learning sessions from attendees to use for future improvements to content and provide return on investment.

Essential Duties & Responsibilities:

  • Practice, support, and promote the Core Values of Oaklawn Jockey Club.
  • Facilitate New Hire Orientation as scheduled and provide facilitation for other learning programs offered by Organizational Development/Training.
  • Assisting in writing, reviewing, evaluating, and modifying new or existing learning materials.
  • Utilize creativity in the creation of learning materials, aids, and tools to drive results.
  • Analyze effectiveness of learning execution toward meeting objectives and exercises flexibility in continual improvement in the achievement of objectives.
  • Assist in assessing and documenting organizational needs, including specific learning requirements and development needs.
  • Assist any manager, supervisor, or Team Member in identifying learning content to assist in improving skills or other identified learning needs.
  • Provide a system of feedback, coaching, mentoring, networking, and peer assessment.
  • Monitor current trends in learning, both internally and externally, to identify best practices in adult learning and development.
  • Assist and work on specific projects.
  • Research and assists in planning, creating, and organizing learning programs. Scope of these responsibilities include preparing and distributing learning aids, contacting attendees, department managers and supervisors, scheduling training room, defining needs for physical set-up or ensures physical set-up is completed and correct, formulates learning outlines and determines best instructional method, ability to measure progress and effectiveness of learning tracks delivered.
  • Perform quality reviews of curriculum content and materials, making changes as needed to support continuous learning improvement.
  • Maintain accurate records including training request, training provided, attendance records, and expense tracking.
  • Create, maintain, and facilitate a positive work environment.
  • Smile and engage Guests and Team Members with a positive and professional demeanor.
  • Maintain an attitude and philosophy consistent with the company Core Values and Standards of Behavior with internal and external guests.
  • Punctual attendance required.
  • Ability to work required overtime.
  • Other duties as assigned.

2020-09-24:

Job LINK

CommonSpirit Health was formed by the alignment of Catholic Health Initiatives (CHI) and Dignity Health. With more than 700 care sites across the U.S., from clinics and hospitals to home-based care and virtual care services, CommonSpirit is accessible to nearly one out of every four U.S. residents. Our world needs compassion like never before. Our communities need caring and our families need protection. With our combined resources, CommonSpirit is committed to building healthy communities, advocating for those who are poor and vulnerable, and innovating how and where healing can happen, both inside our hospitals and out in the community.

Responsibilities

Communication:
Consistently answers the telephones promptly and courteously.
Effectively answers customers’ questions.
Meets and greets the public in a friendly and professional manner.
Establishes and maintains positive working relationships.
Effectively works to resolve customer conflicts and complaints.
Keep nurse managers informed of unfilled shifts and call-ins.
Records and relays all messages accurately and timely.
Sends and receives E-MAIL and facsimiles.

Staffing / Scheduling:
Provides nurse managers with a plan sheet and assists them in the preparation of their four week schedule.
Assigns and reassigns shifts utilizing all available resources.
Enters schedule consistently and accurately in the scheduling system within unit specific time frame.
Maintains staffing sheets utilizing all available resources in making logical decisions as it relates to staffing adjustments.
Adheres to unit specific policies regarding summer and Winter Holidays.
Call and verify census and staffing prior to the beginning of each shift.
Edits staffing sheets and enters in the scheduling system in the appropriate time frame assuring that the information entered is accurate.
Reviews all schedules and alerts nurse manager to critical staffing needs.

Information Management:
Utilizes the staffing matrix as a guideline when making staffing decisions and adjusts staffing accordingly.
Consistently maintains & keys daily changes in the scheduling system in a timely manner.
Compiles data and creates reports as requested by management. Also acts as Resource Person for retrieving available historical data as requested.
Consistently completes and sends the shift staffing summary report in the established time frame and with no errors.
Consistently maintains the low census log and discrepancy log when appropriate and follows up with responsible party.
Consistently utilizes the phone log when making calls to obtain additional staff.
Consistently submits requested reports, assuring that the information recorded is accurate.

Budget:
Staff units according to their staffing matrix, flexing staff when appropriate.
Demonstrates fiscal responsibility by ensuring that units are staffed based on correct utilization of matrix guidelines.
Consistently monitors unit staffing to avoid staffing overages.
Consistently enters accurate data in employee timecard to prevent error in payroll.

Payroll:
Consistently processes payroll accurately using information available and in specified time frame.
Able to explain paychecks, answer payroll questions, and resolve pay concerns in a calm professional manner.
Flexible with work schedule to accommodate payroll processing deadline.
Consistently follows payroll practices and guidelines.
Follow up with appropriate nurse managers to ensure that all payroll information is submitted in a timely fashion.

2020-08-13:

National Park College is currently accepting applications for a Human Resources Generalist with an anticipated start date of September 1, 2020.  This is an exempt classified Arkansas Department of Higher Education C119 position with an entry starting salary of $35,568.  This position provides support to employees by maintaining personnel related documentation, including staffing, recruitment, training, grievances, performance evaluations, classifications, and employee leaves of absence.  In addition, this position works closely supervisors, retirement counselors, and other benefit vendors. 

The successful candidate should demonstrate the following skill set: 
Computer Skills: Strong working knowledge of personal computers is required, including proficiency in all Microsoft Office 365 platforms including Word, Excel, PowerPoint, Outlook, and OneNote.  Experience with databases and virtual tools such as Zoom or MS Teams preferred.
Communication Skills: Exceptional communication skills required.  This position will interface with internal and external constituents and should possess a high level of professionalism both in person and in writing.  Must demonstrate the ability to interact effectively with all levels of employees, handle a variety of customer service issues, display discretion in challenging situations, and maintain a professional atmosphere at all times.
Organizational Skills: Candidates must be detail-oriented with a strong focus on accuracy. Critical elements include strong skills in organization, time management, and ability to work with distractions and interruptions.
Personal Traits: Individual must demonstrate the highest level of personal integrity. Expected to maintain a positive and professional demeanor at all times. Must demonstrate proficiency in service to others, attention to detail, prioritization of tasks, and work under pressure of deadlines.  This position requires a willingness to take charge of assignments and follow through with minimal supervision.  Candidates must present a professional appearance, mature attitude, pleasant demeanor, and be capable of exercising good judgment.
Qualifications: Bachelor’s degree in Human Resources or related field or related work experience/professional development required along with three years of experience in human resources or office administration.

Application Instructions: Applicants should submit a letter of interest, resume, and the names, addresses and contact information of three professional references to [email protected]. Applications received by Sept 15, 2020 will be assured consideration, but the position will remain open until filled. AA/EOE

https://np.edu/facstaff/hr/employment-opportunities/administrative-staff-positions/hrgeneralist.aspx

Back to top