November 2020 Print

President's Report

November is here WCASHRM Members! Can you believe we only have two more months left in 2020? I really feel 2020 has taught us patience and to not sweat the small stuff. 

Look to History- “Somehow, despite a global flu pandemic that killed 675,000 Americans in 1918 and 1919, and depression that gutted the economy in 1920 and 1921, we not only recovered, but entered into a decade of unprecedented growth and prosperity. We began a spending spree. The Roaring Twenties was on." (History Channel)

Thank you Jeff Sims for your knowledge on Reasonable Suspicion and how to properly detect and report impairment.  

Please register for our November meeting where Bruce Cross will speak on the Post Election Legislative Update

2020 is an important election year, I hope you all voted.

I would like to welcome our newest Board Member for 2021, Angela Boring!  Angela will join WCASHRM Board as Workforce Readiness Director. The College Relations Director is still open. If you are interested in serving on the board, please contact me for more information.

Save the date, December 8 for the 2020 “Maskquerade” WCASHRM Virtual Holiday Party. Bring your favorite Mask & be entered for chance to win. Social Distancing not required. We have lots of great ideas to make this FUN and we look forward to a relaxed meeting with our WCASHRM members.  

We will accept donations for the Annual Holiday Virtual Silent Auction to benefit the SHRM Foundation. Please email [email protected]  or call 501.520.0909 if you have any donations to be picked up.

Please continue to help our community and children that are hungry by donating to Jackson House.  Many families are struggling to keep food on the table during this pandemic. Please don’t forget about the homeless in our community. You can also mail a monetary donation to and we will mail it on the chapter's behalf: WCASHRM, PO Box 8, Hot Springs, AR, 71902.

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Meeting Topic


November 24, 2020 | 11:30 a.m. - 1:00 p.m.



HR professionals are keeping a close eye on potential changes to policies and rules considering both the effects of the presidential and congressional elections and the continuing COVID pandemic.  This session with Attorney J. Bruce Cross of Cross, Gunter, Witherspoon & Galchus will address recent changes and what HR professionals should expect in the employment law arena.  Attendees will learn about:

  1. NLRB rule-changes and shifting standards under Trump’s Board
  2. Self-audits for EEOC and FLSA compliance in light of changing norms
  3. Possible judicial and legislative changes on the horizon

J. Bruce Cross is a director in the firm of Cross, Gunter, Witherspoon & Galchus, P.C. in Little Rock, Arkansas, who practices in the areas of labor and employment defense law. Bruce is a Fellow in the College of Labor and Employment Lawyers of the American Bar Association. He was also named Lawyer of the Year in Little Rock in Labor Law – Management in 2014 & 2019. Bruce is also listed as a Leading Lawyer in Labor and Employment in Chambers USA: America’s Leading Lawyers for Business; Best Lawyers in America in Labor and Employment Law; US News and World Report Listing of Best Labor and Employment Lawyers ; Who’s Who Legal: Labor & Employment 2018; Mid-South Super Lawyers and the Top 50 Arkansas Mid-South Super Lawyers. Bruce received his undergraduate degree from the University of Notre Dame and his J.D. degree from the University of Arkansas School of Law. Bruce’s practice includes work before the National Labor Relations Board, the Equal Employment Opportunity Commission, the Wage & Hour and OFCCP Divisions of the Department of Labor, as well as related federal and state court litigation.

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


A member of the S&P 500 Index, Martin Marietta is an American-based company and a leading supplier of building materials - including aggregates, cement, ready mixed concrete and asphalt. Through a network of operations spanning 27 states, Canada and the Bahamas, dedicated Martin Marietta teams supply the resources necessary for building the solid foundations on which our communities thrive.

Martin Marietta's Magnesia Specialties business produces high-purity magnesia and dolomitic lime products used worldwide in environmental, industrial, agricultural and specialty applications.

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Membership Corner

Welcome to our newest Member:

Janet Hunt - ASU Three Rivers, Malvern, AR

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. If you're not yet due for renewal, renewing now just extends your membership from your expiration date. AND be sure to indicate our chapter as your primary chapter#0467.

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.) 

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Need recertification hours? SHRM's webcasts (FREE with SHRM membership) are a great place to find hours. Here are upcoming and on-demand webcasts:

Addressing Mental Health in the Workplace, November 13, 1 PDC
Making Decisions Based on Criminal and Credit Check History, November 16, 1 PDC
Driving Effective Performance in Remote Work, November 17, 1 PDC
Reinventing Care Management in the Age of COVID-19, November 18, 1 PDC
Poised for Productivity: Making the Most of 2021, November 18, 1 PDC
All upcoming webcasts

Available now on demand:
Making Virtual Enrollment a Personal Experience, 1 PDC
21st Century Sex Discrimination: Bostock v. Clayton County Compliance, 1 PDC
Humanizing Your Intranet, 1 PDC
Know Better, Do Better: Building an Effective Financial Health Benefits Strategy, 1 PDC
The People Strategy in Digital Transformation, 1 PDC
7 Practical Ways to Turn Diversity into a Major Asset in Your Company, 1 PDC
FCRA: Disclosures, Authorizations and Adverse Action, 1 PDC
All available on-demand webcasts

The SHRM Foundation's Veterans at Work Certificate Program is credit-eligible coursework on hiring and retaining skilled veterans and Employing Abilities @Work will increase your knowledge and skills to hire, develop, advance and retain individuals with disabilities. Each program earns 10 professional development credits toward your SHRM-CP or SHRM-SCP recertification.

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SHRM Foundation

Getting Talent Back to Work

SHRM has resources for employers and managers who are interested in hiring people with criminal backgrounds. Check out our digital toolkit, learn why you might consider hiring someone with a criminal record, read stories of people who've gotten second chances, and find out what you need to hire and develop these workers.

The Getting Talent Back to Work initiative is sponsored by the SHRM Foundation, the philanthropic affiliate of SHRM committed to creating more inclusive workplaces.


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 or by mail to the SHRM Foundation with a completed donation form


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Getting DE&I Right: HR Leaders Share Practical Strategies
Encourage employees to speak up about inequities
Executives from Comcast, Johns Hopkins Medicine, the Philadelphia Eagles and Walmart joined SHRM CHRO Sean Sullivan to talk about the ways their companies are making their workplaces more inclusive.

How Intentional Are Your DE&I Efforts?
Be specific about your company's goals
If companies genuinely want to hire and promote more women of color, they must examine every aspect of these women’s career paths—college internships, college recruiting, job descriptions, interview questions, job assignments and career coaching.

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Legislative Updates

Minimum Wage in Arkansas increases to $11.00/hour on January 1, 2021. Be sure you have the current Arkansas DOL poster posted and you have updated applicable wages for employees. For more guidance, go here:

OSHA Updates Guidance for COVID-19 Reporting
The Occupational Safety and Health Administration (OSHA) has released new frequently asked questions (FAQs) regarding an employer’s obligation to report to OSHA cases of work-related COVID-19. The FAQs build upon previous OSHA guidance governing when and how to record and report confirmed positive cases of COVID-19 in the workplace. Visit SHRM’s OSHA Updates Guidance for COVID-19 Reporting Express Request.

6 Contact-Tracing Steps Employers Should Consider
As guidelines continue to evolve from the U.S. Centers for Disease Control and Prevention, here are the key contact-tracing steps attorneys say employers should review carefully.

CDC Expands 'Close Contact' Definition
The Centers for Disease Control and Prevention (CDC) has redefined “close contact” for purposes of identifying potential higher risk of exposure to COVID-19. The new definition of close contact is important for employers for at least three reasons. Visit SHRM’S CDC Expands 'Close Contact' Definition Express Request.

What to Do When Off-Duty Employees Aren’t Social Distancing
Prepare for risks of disciplining for off-duty conduct
As the holidays approach, employees may grow weary of taking precautions related to the COVID-19 pandemic and may become more social. What can employers do if workers let their guards down and aren’t social distancing or wearing masks in public away from work?

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Classified Ads


Organizational Development Specialist

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.


Staffing Coordinator


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.


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.

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.

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.

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