HR Matters
Texas SHRM
Congratulations to our Texas chapters for being awarded the following 2010 Excel Awards from the SHRM National office.
Gold
San Antonio HR Mgmt. Assn.
SHRM-Rio Grande Valley
Williamson County HRMA, Inc.
Montgomery Cty SHRM
Silver
Dallas HR Mgmt. Assn.
Ft. Worth HR Mgmt. Assn.
HR Houston
Corpus Christi HR Mgmt. Assn.
Lubbock Chapter of SHRM
Austin HR Mgmt. Assn.
El Paso SHRM
Mid Cities HR Assn.
Big Country SHRM
SHRM Heart of Texas Chapter
Tri-State SHRM Chapter (TX)
Bronze
Central Texas HR Mgmt. Assn.
Lower Valley Chapter SHRM
Crosstimbers HR Mgmt. Assn.
Red River Valley HR Assn.
Bay Area HR Mgmt. Assn.
We recognize that sustained SHRM membership growth from year to year is challenging, especially in this economic climate. As such, for 2011, we are making the following changes to SHAPE requirements related to achieving membership star/superstar status. The revised definitions for calendar year 2011 are as follows: Star: 0% - 2.9% Superstar: 3% +
The SHRM Pinnacle Award Program is designed to honor SHRM affiliates for high-level development and contribution that enhance the development of effective human resource management. All SHRM chapters and state councils are eligible to submit applications. Up to seven $1,000 Pinnacle Awards will be made to chapters and up to two $1,000 Pinnacle Award will be awarded to state councils. In addition to the awards and monetary grants, this impressive program provides increased prestige among your peers and enhanced recognition in the human resource industry. The 2011 Pinnacle Award Information Packet and application form are now available.
Cheryl Young, SPHR
Past President, BV-SHRM and current HR Southwest Ambassador and Diversity Chair West Regional Human Resources Manager, BWAY Corporation
Janelle R. Ramirez, SPHR
Member, BV-SHRM
Executive Director of Human Resources Operations, Texas A&M University
Diana Dean – SPHR
College Relations, Brazos Valley – Society of Human Resource Managment
Lisa Villalobos, PHR
Member, BV-SHRM HR Advisor/Benefits,
Texas Forest Service
Just as an employer would not divulge the reasons an employee uses a wheelchair, the medical reasons for a service animal accommodation should be equally confidential. Many employees with service animals will discuss their service animal with co-workers; regardless, employers should include the use of service animals in their disability awareness training. Topics to include in training could be: Awareness of the company policy on service animals in the workplace. Confidentiality of employee medical conditions. The value of service animals. Different types of service animals. Addressing a person with a service animal (address the person, allow personal space, etc.). Appropriate behaviors around service animals (they are working animals; it is not appropriate to pet or feed without the owner’s permission). Ask the employee with the service animal if he or she is willing to partner with HR to develop and maintain appropriate communications that help ease any workplace issues that may arise.
Employees with animal allergies or animal phobias may or may not be covered under the ADA themselves. Even if they are, it’s not likely that banning all service animals from the workplace would be found to be a reasonable accommodation. Therefore, the employer should work with its attorney and the affected employees to come to an acceptable arrangement for both. Things to consider could include: Can the employees telecommute, have private offices or move to another location? Can they develop a plan so they are not taking common paths or using common areas, such as break rooms and lunch rooms? Is the employee with the service animal willing to use another accommodation for meetings both employees attend, or can the employer provide videoconferencing? Can the employer install air filters, provide each employee with a personal air purifier, have the carpets, floors and curtains cleaned regularly?
While each case is sure to be unique, HR can be proactive with its diversity and inclusion efforts by creating an environment of informed, well-trained employees who know the value of service animals, respect each other’s needs, have organizational support and have the expectation to work together toward a solution.
SHRM HR Knowledge Center
As a professional member of SHRM, you can receive free, exclusive access to the HR Knowledge Center. Our advisors have many years of HR experience and a wide variety of resources to assist you with your HR questions. You may reach the Knowledge Center at (800) 283-7476, Option #5 or by using the HR Knowledge Center Request Form. Express Requests.
The HR Knowledge Center has gathered resources on current topics in HR management.
There are many sources of employment laws, and you may find yourself searching for quite some time, as a result. You may look in federal laws, state laws and case law. In some cases, you will find guidance in the laws, and in other cases, you may determine that there is no law.
No law exists: It is possible that there isn’t a law that addresses the situation you are currently dealing with. Sometimes, it’s surprising that a law has not been passed about a common HR issue. For example, for most workers there is no federal law that mandates meal periods or rest periods; this is sometimes addressed by state law, and in other instances, there simply isn’t a law that mandates any breaks at all. Further, there isn’t one individual law that determines how long employee files should be kept or how they should be kept. Each employment law has its own provisions, and as a result, each document has a different retention length or may not be mandated to be retained at all.
In order to determine that there isn’t a law, regulation or court case that applies to your situation, you need to consult an attorney. If there isn’t any legal guidance about your situation, you will need to make decisions bases on other factors such as good employee relations practices, expense to the employer and the organizational culture.
Federal law: The first place to look would be federal law. There are many sources to find information about federal employment law. For example, the Government Printing Office has the Code of Federal Regulations online. Many of the employment-related laws, including FLSA and FMLA, are in Title 29 of the CFR. Also, government websites have helpful information that may be easier to understand and apply than the CFRs.
Federal Government Websites Relevant to HR:
www.dol.gov
www.nlrb.gov
www.eeoc.gov
www.ada.gov
www.irs.gov
www.osha.gov
State law: States have laws on a variety of topics that might affect HR. Searching various state agency websites may help you find applicable laws. On SHRM’s website, you can find links to state offices, as well as state law information in the State Employment Law Charts. You can obtain a list of state resources under the State Law Resources section of SHRM’s Express Requests.
Case law: Often, legal obligations for employers arise from case law. While there isn’t one specific place to search for cases, SHRM publishes news articles about important cases in the Employment Law Issues area of the website. However, in many instances, an attorney’s assistance will be required to determine whether a case you’ve read about applies to your circumstances.
Searching and interpreting the application of federal, state and case law takes a good deal of expertise. Nuances such as the definition of an employee under a given law, the jurisdiction where a court case took place or whether a higher court has addressed an issue can affect the applicability of the source you’ve found to your situation. Therefore, before making decisions based on your findings, consult your attorney.
SHRM HR Knowledge Center
As a professional member of SHRM, you can receive free, exclusive access to the HR Knowledge Center. Our advisors have many years of HR experience and a wide variety of resources to assist you with your HR questions. You may reach the Knowledge Center at (800) 283-7476, Option #5 or by using the HR Knowledge Center Request Form. Express Requests.
The HR Knowledge Center has gathered resources on current topics in HR management.
SHRM is pleased to offer Virtual PHR/SPHR Certification Preparation and Virtual GPHR Certification Preparation delivered by a "live" instructor in a synchronous online learning environment. This experience allows for maximum interaction, real time Q&A chats, and dialogue between participants, providing a dynamic "virtual" classroom experience.
Program Overview
Identify your areas of strength to build upon and the areas where you need further concentrated study in preparation for taking the PHR/SPHR or GPHR exam. Participate in live online class discussions with your peers and certified instructor.
Your instructor will monitor the class’ performance through our regular progress check feature to ensure the class is mastering module content and to bring attention to any areas that may need additional assistance. Leave this virtual course with the confidence you need to further your knowledge while preparing for the PHR or SPHR certification exams.
This course includes: The SHRM Learning System or SHRM Global Learning System, delivered prior to the first session for participants to review in advance. A syllabus/study plan to guide participants in their preparation activities. A program outline that includes periodic progress checks and sample test questions to help reinforce classroom sessions. Access to the web group reporting feature where participants have access to pre- and post-tests, quizzes and flashcards which will be monitored by the instructor.
Log on to http://www.shrm.org/Education/seminar/Pages/virtualcert.aspx for more details.
Learn how you can make the most of your investment in SHRM and how your membership will help with your day-to-day activities, as well as take your career to the next level. SHRM‟s Chief U.S. Membership Officer Pamela J. Green, SPHR, will review resources and tools available to you. Note: This webcast does not qualify for recertification credit. View this webcast at https://event.on24.com/eventRegistration/EventLobbyServlet?target=registration.jsp&eventid=289996&sessionid=1&key=2450273D69169A3D5 267F5115F0AD54E&sourcepage=register.
The SHRM Foundation seeks volunteer assistance at various times throughout the year to develop its new products and evaluate scholarship and research grant applications. Encourage your members to volunteer! Volunteers should be knowledgeable in HR and/or HR research and must be willing to meet project deadlines. All work may be completed virtually, and volunteer assignments last just two to three weeks per project.
Here are examples of typical Foundation projects:
• Review research grant applications; Read and provide feedback on proposals for research funding
• Review an outline and draft of a new Effective Practice Guidelines report; Recent topics include HR Technology, Onboarding, and Health and Wellness
• Evaluate student scholarship applications; Review award applications and rate strength of applicants.
To indicate interest in volunteering, please complete a "Get Involved‟ form online at www.shrm.org/foundation. After submitting your form, you will be contacted when a volunteer opportunity matching your skills becomes available. The SHRM Foundation appreciates your support!
Please plan to join us for the next Veterans Symposium on Wednesday, September 28 in Houston. For more details log on to http://www.texasshrm.org.
