March 2009 - Capital Region Human Resource Association

Monthly Newsletter
A 1991 Pinnacle Award Chapter
A 2007 Superior Merit Award Chapter
MARCH PROGRAM
March 2009
CRHRA to host another packed crowd!
Thursday, March 19 at the Holiday Inn Albany
The 2009 Annual Conference and Marketplace
Sustainable Human Resources:
Supporting Our Organizations
And Our World
· Breakfast Keynote Speakers:
Thomas DiNapoli, Comptroller of the
State of New York
Susan Post SPHR, CAE -- Ethical Issues
in Human Resources
Doing the “right” thing as an HR professional is sometimes easier said than done
in today’s corporate environment. But, no
matter how tough it is, HR must rise to
the challenge. There is simply too much
at stake to do otherwise. From establishing guiding principles to devising systems for reporting and investigation to
sometimes simply just standing up for
what’s right, HR professionals have a
critical role to play in creating ethical cultures within their organizations. Learn
why HR cannot afford to remain silent
and what - exactly - HR leaders should
do to help their organizations make
sound, ethical decisions.
sentation, John will discuss real life scenarios – some actual situations his clients have faced, some fictional – as we
attempt to discern which are true and
which are lies. Screening and interviewing nightmares, bizarre policies, harassment scenarios, “accommodation” requests, and problematic terminations
will all be addressed – along with the lessons that can be learned.
· Master Series
Judi Clements – Communicating to Staff
in a Down Economy
In a tight economy, managers will often
find themselves the purveyors of bad
news. In this program, Judi teaches you
how to have those difficult conversations.
Learn how to establish trust and honesty
with your staff, even when business conditions force difficult choices. Learn how
to discourage closed-door meetings and
back-room gossip that will only add to
worker anxiety. Develop an up-front
communication style that will help ev(Continued on page 5)
FMLA ... What it means toyou
Nationally
renowned expert John M.
Bagyi, Esq.,
SPHR,
tells it like it is
to another full
house meeting
at Wolf Road
Holiday Inn.
· Lunch Keynote Speaker
John Bagyi, Esq., SPHR -- 2 Truths and a
Lie – The Employment Law Version
Mark Twain once said – “Truth is
stranger than fiction” – and nowhere is
that more accurate than in human resources and employment law. In this pre-
Look What's
Inside!
2008 Chapter Champion! .... 3
From the Acting President ... 4
2009 Legislative Update ...... 5
Legal Q&A ........................... 6
Diversity .............................. 7
Workforce Readiness ................8
Shared Work Program ............... 9
PHR & SPHR Exams ........10
Calendar of Events ....... 12-13
2
Register for SHRM Seminars
Volunteers Needed!
SHRM is the source for first-rate and current HR education, your valued and trusted human resources partner.
Thousands of HR professionals have been trained
through SHRM’s Educational Seminars program. Each
course is developed by expert HR professionals and legal
counsel, using the highest-quality standards to provide
up-to-date information and solutions for current business
challenges.
SHRM is currently seeking volunteers for the 2009
SHRM Northeast Regional Student Conference being
held at William Paterson University, Wayne, NJ on
March 27th and 28th. We especially need the help of
at least 100 professional members to serve as volunteers in various positions for this event to be a success.
If you have never participated in this conference, give
it a try – it is more fun than work!
All courses count toward recertification hours from the
HR Certification Institute.
This conference is free to all SHRM student and professional members. To register for this event as
a volunteer and participant, please use the
following hyperlink to complete the online
registration
form:
https://ecom.shrm.org/
TimssSolutionSite2004_TPRO/Default.aspx?tabid=9
New! Rightsizing in Europe
March 27, 2009
SHRM Headquarters
1800 Duke Street , Alexandria, Va. 22314
In increasingly competitive markets, American employers have to change the shape of their European commitments. This course has been designed to help U.S.-based
professionals understand the issues around employing
people in Europe. It is assumed that attendees will have a
basic understanding of employment law and awareness
of typical reduction-in-force issues. Using case studies and
experience gained from assisting leading U.S. businesses,
program presenters will cover employer responsibilities,
time frames, problems and solutions, and the key areas
of risk.
Recertification Hours: 5.5
Register Now at http://messaging.shrm.org/ct/
v73GHr91xRs_/
PHR/SPHR Certification Preparation Course
March 30-April 1, 2009
Boston Park Plaza
64 Arlington Street, Boston, MA 02116
1-800-225-2008
$199 single or double
Early rate until 3/9/2009
Prepare for the PHR or SPHR certification exam with the
most widely-used tool available: The SHRM Learning
System. This preparation course employs the 2009 SHRM
Learning Systema blended learning approach, which
incorporates the full scope of the HR Certification
Institute’s body of knowledge. Through classroom sessions, homework exercises consisting of sample test questions and periodic progress checks, you can be confident
of your breadth of knowledge in preparation for the PHR
or SPHR certification exam.
Recertification Hours: 22
Register Now at http://messaging.shrm.org/ct/
v73GHr91xRs_/
All participants (including HRGames teams, student
chapter advisors, and event volunteers) must submit a
registration for the conference no later than March 20.
Highlights of the 2009 SHRM Northeast Regional Student Conference include:
- Educational sessions from leaders in the HR field
- Opportunities for networking with other HR students and HR professionals
- Career guidance and mentoring opportunities
- HRGames academic competition;
A schedule for the event will be posted on the website
sometime during the next several weeks at: http://
www.shrm.org/Conferences/StudentConferences/
Pages/NortheastRSC.... In addition to the HRGames
competition volunteer positions; there are also conference positions that will be assigned to volunteers onsite. If you are open to any position – HRGames or
Conference - you do not have to designate a position
on the registration form – just leave it blank. You can
volunteer for a few hours or an entire day whatever
fits your busy schedule. You are also welcome to attend the HRGames and all educational sessions as a
participant.
Need to make hotel reservations? Room blocks have
been set up and that information will be forthcoming
and posted on the SHRM website for your convenience
during the next few weeks, so keep watching for information.
If you have additional questions please do not hesitate
to contact Maureen Flaherty, SHRM Member Programs
Specialist at 800/283-7476 ext. 6423 or contact a member of your Regional Team. We hope to see you at William Paterson University in March! This is a FUN event
and you don’t want to miss it.
3
SHRM Foundation News
CRHRA Recognized as 2008 Chapter Champion!
The Capital Region Human Resources Association
received a letter on February 2 from Karen
Silberman, CAE, Executive Director, SHRM Foundation, congratulating us on achieving the 2008
Chapter Champion designation. This
special honor recognizes our exceptional support for the SHRM Foundation in 2008. We achieved this honor
by actively working to support the
SHRM Foundation. We were required to make a chapter contribu- Jim Amanatides
tion to the annual campaign, appoint a Foundation coordinator, educate our members on the
work of the Foundation, and hold a special event
(raffles, silent auction, etc.) to encourage individual
contributions. Supporting the SHRM Foundation
honors our mission of advancing the profession and
supporting the professional with all the fine work
the SHRM Foundation does by supporting HR research and scholarships for HR professionals.
Thank you, all, for your support in 2008!
pact on organizational outcomes. Such merit systems are widespread in
the US and are consistent with the individualistic values
that characterize it.
However,
would
such performance
appraisal practices be
equally effective in organizations embedded in
other countries that may have a more collective orientation? Hilla Peretz and Yitzhak Fried examined
the influence of cultural values on performance appraisal practices adopted by organizations across
21 countries. Further, they explored the effect of
the level of fit between a nation’s cultural value and
the characteristics of the organization’s performance appraisal practices on organizational performance.
SHRM Foundation Scholarships for
Working SHRM Members
New Research Report Available!
Visit the SHRM website, SHRM Foundation area,
to download the latest research report entitled, The
Link Between Performance Appraisal and Culture:
An Examination Across 21 Countries. The use of
individual-based merit performance appraisal
practices has been shown to have a positive im-
How does an organization
define success?
Its people.
Training in Human Resource
Management
The driving force of any successful organization is its people. Today it is even
more critical for HR professionals to know the current issues and trends in
human resources.
The College of Saint Rose offers the Society for Human Resource Management
(SHRM) Learning System, a training program that develops your HR knowledge
and assists you in preparing for the Professional in Human Resources (PHR) or
Senior Professional in Human Resources (SPHR) certification exams.
To register, contact the Office of Graduate
and Continuing Education Admissions at
1-800-637-8556 or [email protected].
click
Mark your calendars! The SHRM Foundation has
committed a total of $100,000 annually for scholarships to be awarded to national SHRM members
pursuing a degree in Human Resources or SPHR,
GPHR, PHR or California certification. In addition, Chapters and State Councils are eligible to
compete for the scholarship monies to fund programs that promote SPHR, GPHR, PHR, or California certification. (Note: national SHRM members include professional, general or associate members. Student members and local-only chapter
members are not eligible for this scholarship program.) 2009 applications materials are currently
available.
www.strose.edu/shrm
The College of Saint Rose
4
Your Officers & Board
of Directors 2008-09
President
ALISON ROSENBLUM, MBA
Strategic Resources, Inc.
Vice President
MICHELE WILKES-HAWKINS, PHR
Tailwind Associates
Secretary
TRACY SPARGO, PHR
Pitney Bowes Business Insight
Treasurer
THOMAS McKENNA
McKenna & Associates/OI Partners, Inc.
Past President
JAMES AMANATIDES, SPHR
VersaTrans Solutions
DIRECTORS
MARJORIE A. ADAMS, PHR
Women's Employment & Resource Center
CHERRI ALDERDICE, SPHR
DEBRA ANTONELLI, SPHR
Delark HR Solutions
LAURIE DELONG
Ball Corporation
FANNIE GLOVER
New York State Childcare Coordinating Council
HARRY HAYES, JD, PHR
Jaeger & Flynn Associates, Inc.
RICK MARCHANT
ROSE MILLER, SPHR
Source HR, part of The Bonadio Group
TANYA MONETTE, PHR
Value Options, Inc.
MARTIN PATRICK, SPHR
Amsterdam Memorial Healthcare
DENNIS RYAN, SPHR
NPA Financial, Inc.
CHRIS WESSELL, PHR
RUTH MARGOLIS YORKER, SPHR
Cool Insuring Agency, Inc.
From the Acting President
... Michele Wilkes-Hawkins, PHR
I am honored this month to assist Alison, our President
while she is on maternity leave caring for her newest
addition to the family, Samantha Marielle. For many
reasons, this has been an exciting start to the New Year.
We were awarded Super Star Status for our membership efforts from SHRM and the Chapter Champion
award for our admirable support of the SHRM Foundation. Our ever-popular CEO panel in January was
Mich
a great success. The feedback from those in atten- Wilkes- ele
Hawki
ns
dance was very positive and will be helpful in preparing for next year’s event. Another great program was the legislative
update facilitated by Tom Minnick of the Business Council on January 21
which re-enforced our need to participate in the legislative process and
voice our views with elected officials.
As always, our Board and volunteers are busy meeting the needs of our
membership. Some of our upcoming initiatives and events include:
· Our 7th Annual Capital Region Salary Survey. I encourage you to participate as participation is free and requires minimal time. Visit our
website to download the survey.
· The One Day Conference will be held on March 19. The theme is “Sustainable Human Resources-Supporting our Organizations & Our
World”. Registration for attendees and vendors is currently up on our
website. We are happy to continue our Master series breakout session
which will address communicating to staff in a downturn economy.
· The Diversity Committee has an exciting program planned for our
April meeting which will include impressive speakers/professionals
from four different generations.
As we continue through these tough economic times, I’d like to remind
you of the beneficial role our Chapter and SHRM plays in assisting you
to succeed as a professional in the Human Resource field. SHRM continues to offer members in transition a SHRM membership benefit to continue membership at no cost. The link for the SHRM membership extension for good standing SHRM members in transition is: http://
www.shrm.org/about/membership/transitioning/Pages/default.aspx.
CRHRA continues to offer our active members in transition a voucher
program to attend monthly programs. Whether you are in between jobs,
new to the field or a seasoned professional, we encourage you to remain
active!
CHAPTER ADMINISTRATOR
CARLA KRZYKOWSKI
All the Best,
90 State Street, Suite 1009,
Albany, NY 12207
(518) 463-8687
Michele
5
2009 Legislative Update
Business Council’s HR Legislative
Day Scheduled for April 20-21
The Business Council’s HR Legislative Day in Albany will be held
Monday evening April 20 and
Tuesday April 21. According to
the Business Council’s website,
participants “will hear from representatives of several state agencies
on New York
State labor, employment,
workforce development and human rights issues. Beginning Harry H
ayes
with the popular networking reception on Monday evening, participants on
Tuesday will have the opportunity
to attend a variety of general sessions plus the scheduled Legislator
visits which have always been the
foundation of this legislative
event.”
We strongly encourage attendance
this year especially for the Legislator visits on Tuesday so that our
elected representatives hear from
the HR community. As details become available, watch for updates
on the CRHRA website.
For those of you who would like
to contact New York’s newest
Senator Kirsten Gillibrand, the
mailing
address
is
531
Dirksen Senate Office Building,
Washington D.C. 20510. Senator
Gillibrand’s telephone number is
202-224-4451 and her website is
www.gillibrand.senate.gov. One
simple way of contacting your
elected representatives is by going
to the SHRM website which has a
new look and selecting “Advocacy” from the menu bar on the
main page and then “Get Involved.” From there, simply click
on “HR Voice-Write Your Elected
Official.” Throughout 2009, small
businesses in particular are going
to want to write their representatives early and often.
NOTE: The date that employers
must begin using a new version of
the I-9 form has been put off to
April 3, 2009. The form will be available on the USCIS website (http:/
/www.uscis.gov/).
For more information contact Harry
Hayes at [email protected] or
373-0069 x.128.
SHRM Helps Members in Transition
The Society for Human Resource
Management (SHRM) is providing active members who are unemployed at the time of membership a one-time one year renewal… AT NO COST!
SHRM believes this continued affiliation to their loyal members
will help transitioning members
stay current on the issues impacting the HR profession and
provide them with the needed
resources to assist them in their
job search. Details regarding
qualification and benefits can be
found on the SHRM web site at
http://www.shrm.org/about/
membership/transitioning/
Pages/default.aspx.
Conference
(Continued from page 1)
eryone deal better with harsh realities.
Concurrent Session I:
· Future Trends in Human Resources
Based On Today’s Global (and Depressed) Economy – Ken Moore – Ken
Moore Associates
· Ethical Issues in Human Resources:
Case Studies – Susan Post, SPHR, CAE
– SHRM
Join Susan as she continues her keynote
address in this lively and interactive session. Susan will present case studies in
ethics and you will decide how to resolve
the issues.
Concurrent Session II:
· HR’s Role in Helping to Sustain A
Union-Free Workplace in the Face of
EFCA – Susan Corcoran and Rich
Landau, Jackson Lewis
· Growing Your Own Through Training; Making the Most Out of Training
Dollars – Alan Krieger – Krieger Solutions, LLC
Concurrent Session III:
· Who’s In Your Cabinet? Protecting
Your Office Like the Oval Office –
Michelle Pyan –Commercial Investigations, LLC
· CHA’s Climb to Sustainability – Chris
Burns, PhD – CHA
This presentation will focus on CHA’s
effort to Go-Green and reduce our carbon
footprint by examining the products we
use, the energy we consume, our transportation use and the waste we produce.
The discussion will include the birth of
the idea, how we obtained corporate buyin, educating the staff (and clients) and
establishing a credible program.
Do not forget the Cocktail Reception and
Marketplace from 4:15 to 5:30 PM.
Vist www.crhra.org or contact: Carla
Krzykowski [email protected], 518-4638687 for more information
Reminders: The dress is business casual.
Remember to bring plenty of business
cards or address labels for drawings &
networking.
6
Legal Q&A...
Question: What practical steps
can you take to more effectively
assess witness credibility in the
context of workplace investigations?
An all too common mistake is an
employer’s failure to act when an
investigation reveals a “he said-she
said” situation that makes it difficult to prove the truth or falsity of
the allegations at issue. This often
arises in the context of workplace
harassment claims where contradictory versions of events are to be
expected. It is the role of the investigator, however, not only to
gather the available evidence, but
to make the difficult credibility determinations that will reveal where
the truth lies and whether applicable policy has been violated. Remember, contradictory evidence
and conflicting stories are not valid
defenses to inaction.
There are a number of practical
steps that you, as an investigator,
can take to improve the reliability
and objectivity of your credibility
assessments. Preliminarily, workplace investigations are an opportunity to re-examine your own biases as they will require that you
maintain a calm, objective and neutral frame of mind throughout,
particularly when interviewing
witnesses and returning to review
statements and notes. Many investigators find it useful to jot down
additional notes immediately after
the witness has left the interview
room, typically on the non-verbal
cues they observed during the interview. Bear in mind, however,
these notes should reflect observations, not conclusions – those come
later. It will also be to your benefit
to have another experienced investigator present for interviews, not
only to take notes but to offer another set of observations and im-
Sanjeeve K. DeSoyza, Esq.
pressions against
which to compare
your own. As a
general matter,
there are four
factors critical to
assessing witness credibility:
demeanor, conSanjeeve
sistency, past
K.
history and
DeSoyza
motivations, and
chronology.
Witness demeanor can be invaluable when judging the truth of
conflicting stories and contradictory versions of events. What overall impression did the witness make
on you? How did he react to your
questions? Was he friendly, hostile or nervous? Was he forthcoming or did you have to pry the information out? Was his story plausible?
Many experienced investigators
rely on charts in comparing the
consistency of a witness’s account
to the accounts provided by others. For example, the rows of your
chart may identify the different allegations or topics at issue, while
each witness is listed in a column.
In the box corresponding to each
witness, you can record the
witness’s statements regarding
that particular allegation or topic.
Columns and rows can also be
added to note witness demeanor,
indicate allegiances/relationships,
and to identify information obtained through physical evidence.
You should also document how
witnesses edited their interview
notes and whether their stories
changed.
Recognizing and evaluating the
possible motivations of witnesses is
another important component of
your credibility-assessment pro-
cess. Primarily, the goal is to determine whether anyone had reason to fabricate their statements.
Was there bad blood between the
witness and the accused (or complainant) that might lead the witness to lie? Did the person raising
the issue do so in a timely manner?
Did similar incidents occur in the
past that were not reported?
The established chronology of
events can also shed much light on
the accuracy or truthfulness of a
witness’s account. How does the
timing of certain events recounted
by this witness compare to the timing recounted by others? Are the
differences significant? Does this
witness’s account appear to be an
outlier? Compare the differing
accounts to the objective physical
evidence (such as emails, letters,
notes, expense reports, etc…) that
you have gathered from witnesses,
your IT department and any other
sources you can identify. Which
account is supported by this evidence?
The entire process can be time-consuming and difficult, but investigators who effectively assess the
factors discussed above stand a
much better chance of correctly
assessing witness credibility and
ultimately determining the truth of
the matter.
The information contained in this column is not intended to be a substitute
for professional counseling or advice.
Sanjeeve K. DeSoyza counsels and
represents employers in a variety of
labor and employment related contexts and is associated with Bond,
Schoeneck & King’s Albany office. If
you have a question you would like
to submit, you are encouraged to do
so by email ([email protected]),
phone (518-533-3206) or fax (518533-3299).
7
HR & President Obama Promise to
Bring Tens of Thousands of Troops Home
President Barack Obama has indicated he wants to
bring more troops home within the next 16 – 20
months. The challenge for employers will be ensuring
that workplaces are inclusive and allow veterans to thrive, feel appreciated and respected as they return to
the U.S. workforce.
Employees returning from military
duty will need time to readjust to
the realities of the workplace. Part
of that adjustment involves the
F
employee becoming reconciled to D annie Glover
iversity
Chair
the business world’s slower decision-making process. The good news for employers, is that those workers often return with leadership skills and a renewed vigor for their jobs.
Kathy Gurchiek, associate editor for HR News reported…. “On the battlefield, we make a decision and
move out, and we adjust fire and move out. In the
business world, we take a slower approach sometimes,” and that can be frustrating to the returning
employee, said Lt. Gen. Jack C. Stultz. His Army Reserve career included deployment to Kuwait in October 2002. He spent 22 months overseas before returning to the United States as operations manager at
Procter & Gamble (P&G) in Orlando, Fla.
Employers should tap into the confidence and leadership employees gained while serving in the military,
and never minimize the ideas they bring when they
return to the job with fresh eyes, Stultz said.
What employers can do
Some HR professionals will find a modern-day veteran in their midst.
Expect returning veterans to be ready to lead, to have
a deeper appreciation of their jobs, and to have renewed energy for their jobs.
Among tips for employers from Bensinger, DuPont &
Associates (BDA), a provider of employee assistance
programs- to help employees reintegrate into the
workforce:
• If you sense that the employee wants to discuss
his or her experience,
ask about the environment the person was
in.
• Respect the person’s
privacy if you sense
that he or she does not
want to talk about his or her tour
of duty.
• Let the person know you are available if he or she
wants to talk.
• Recognize that you don’t have to solve all problems
and you may not be able to do so.
• Believe them. The stories the person may share may
be unlike anything you have heard and likely won’t
experience firsthand.
• Provide emotional support as needed, and keep lines
of communication open. Be the first to reach out.
• Understand that people adjust on different schedules. Patience goes a long way.
• The employee returning from military duty may need
more than a friend or family member to talk to; he or
she may benefit from professional help such as an
employer’s employee assistance program.
(Review the full article, HR helps worker, by Kathy
Gurchiek, associate editor for HR News)
http://moss07.shrm.org/Publications/HRNews/
Pages/CMS_019498.aspx - 1/25/2009
Other Helpful links:
http://www.dol.gov/elaws/userra.htm
http://www.americasheroesatwork.gov
http://www.workforcenypartners@rfa9-m/rfa9m.htm ( Max. re-training -$50,000)
8
Welcome New Members!
Welcome to the new CRHRA members who have
joined our organization as of February 2009! We are
pleased to have the following HR professionals join
our membership:
Tracey Clement ......... Leland Management, Inc.
Jonathan Geraghty .. Saratoga Gaming and Raceway
Janice Haney ............. D&D Consulting, Ltd
Danelle Healey .......... Saratoga Gaming and Raceway
Rue Heron ................. Taconic
John Luttmer ............. Informz, Inc.
Christina Martinez .. Taconic
Jennifer Powers
David Schienberg ..... Pharmasearch, LLC
Amber Sickles ............ Big Brothers Big Sisters of the
Capital Region
Kathryn Spidle .......... Saint-Gobain
Plastics
Performance
Michelel Strand ......... Union Graduate College
Deborah Wilder ........ Beech-Nut Nutrition Corp.
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Workforce Readiness Committee
Resume Critique:
Saratoga Job Fair
The bi-annual Saratoga Job Fair will be
held on April 7, 2009 at the Saratoga
City Center. CRHRA’s Workforce
Readiness Committee will be providing
free resume critiques from 10:00am5:00pm. Committee volunteers will
meet one-on-one with job seekers to
review resumes, offer feedback, hand- Ma
rjorie Ada
ms
out career readiness booklets, and suggest additional tips for finding employment.
This free service has been a huge success in the past and
committee volunteers continue to help individuals who
are entering and/or re-entering the job market. If you
or someone you know is interested in having their resume reviewed, please mark your calendars to stop by
the resume critique booths at the Saratoga Job Fair.
If you are interested in volunteering to assist job seekers
at upcoming job fairs, please contact Marjorie
Adams, PHR – Workforce Readiness Chair at
[email protected].
9
Shared Work Program – The Layoff Alternative
By John Hausler,
Associate Unemployment
Insurance Review Examiner
New York State
Department of Labor
Maybe your company’s sales are
down. Maybe your firm just lost
a big contract. Whatever the reason, your company is facing
some tough economic times. You
know the situation is temporary.
But you can’t afford to keep the
employees you value on payroll
at this difficult time.
What’s a human resources
manager to do?
Consider applying for the New
York State Department of Labor
Shared Work program. It’s a
smart alternative to layoffs – and
it makes good business sense.
Under an approved Shared Work
plan, you can reduce the number of hours of all workers, or just
a particular group. Employees
may collect an equivalent percentage of unemployment insurance benefits for up to 20 weeks.
Also, under the current Federal
Extended Benefits plan, the 20
weeks of Shared Work benefits
may be extended to 53 weeks. For
instance, if your company receives approval to reduce the
number of hours of a group of
workers by 40% for ten weeks,
these employees could receive
40% of their weekly benefit during that time (after serving an unpaid waiting period of one
week).
Shared Work can help to maintain employee good-will, since it
signals that workers’ contributions are appreciated and their
services are valued despite diffi-
cult business circumstances.
When business picks up again,
they’re more likely to still be
around when you need them
most, instead of working for your
competition. You’ll not only retain your skilled employees, you’ll
save the considerable cost of finding, hiring and training new
workers.
What does the Shared Work
plan require?
To apply for a Shared Work plan,
you must contact the State Labor
Department Liability & Determination Section at least two weeks
before you want to start the program. Your firm must have at
least five full-time employees that
work 35-40 hours per week, and
you must have paid Unemployment Insurance tax contributions
for at least four consecutive calendar quarters before filing your
application. The Liability & Determination Section may be contacted by phone at 518-457-2635
to request an application.
In addition, a Shared Work plan:
- must include a reduction in
work hours of between 20 –
60%
- may not be used to subsidize
part-time employees
- may not reduce or eliminate
fringe benefits
- cannot exceed 53 weeks
- must be approved by the New
York State Department of Labor Unemployment Insurance
Division, Liability & Determination Section before implementation
- does not allow an employer to
hire additional full- or parttime employees for the
workgroup covered by the
plan
- must be in lieu of a layoff of an
equivalent percentage of the
workforce
- must include all employees in
an affected unit, and their
hours must be reduced by the
same extent (although different units can be reduced by
different percentages)
- must have the agreement of a
collective bargaining unit, if
there is a collective bargaining
agreement in effect, to participate in the Shared Work Program
A Shared Work plan will have an
effect on your company’s unemployment insurance tax rate,
since the benefits will be charged
against your firm’s experience
rating account. However, participation in Shared Work may
result in a more favorable experience rating than would otherwise occur during a full layoff.
The Liability & Determination
Section can answer any questions you may have about how
Shared Work may impact your
tax rate.
To find out more about the Shared
Work Program and how it might
benefit your business, just call the
Department of Labor at (518) 4572635, or write to the following address: New York State Department of Labor, Unemployment Insurance Division, Liability & Determination Section, State Office
Building Campus, Albany, New
York 12240. You can also visit the
agency
web
site
at
www.labor.ny.gov for information
about Shared Work and other services that are available.
10
Congratulations for Passing
PHR & SPHR Exams!
Better Banking.
More CRHRA members who recently became certified after successfully passing the December 2008 January 2009 PHR and SPHR exams:
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for your employees to switch.
Find out more today! Call Steve Fehervari at (518) 458-2195
ext. 3205 or e-mail [email protected]
Valarie, Ruff, PHR
Lois Smith-Law, SPHR
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Congratulations on a job well done!!!
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11
No Health Insurance?
The Cancer Services Program of Albany (formerly
Healthy Women/Living Partnership) is a grant-funded
program through the New York State Department of
Health and Centers for Disease Control. The Partnership offers free breast, cervical, and colorectal cancer
screenings, and prostate education to the uninsured.
Women who are uninsured, and 40 years of age or older,
can receive a free breast exam and pap smear/pelvic
exam through local OB/GYNs and physicians in the area.
Women who are uninsured, under the age of 40 and
have a family history of breast cancer, may also receive a
free mammogram through hospitals and imaging centers in the area.
Men and women over the age of 50 are also eligible for
colorectal cancer screening with a FIT kit (fecal immunochemical kit). If someone has a family history of colon
cancer, polyps, Crohn’s disease, inflammatory bowel disease, or colitis, they may be eligible to go straight to
colonoscopy. Any FIT kits that come back positive will
be followed up with a colonoscopy.
If someone is diagnosed through the Cancer Services
Program Partnership with breast, cervical, colorectal or
prostate cancer, all further treatment will be covered if
you meet eligibility requirements.
If patients have barriers to receiving care, the Partnership also offers supportive case management services.
Anything from encouragement, education, transportation, language barrier, etc., can be addressed. The Partnership also includes an incentive program to the patients for returning their FIT kits and receiving comprehensive screening services. The incentives vary but include food and gas gift cards from local businesses.
For more information about the Cancer Services Program
of Albany or Rensselaer County or to make and appointment please call (518) 454-4075.
Certification Question: (Strategic Management)
YOUR Business...
YOUR Success
With planning, you can protect BOTH.
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28 Corporate Drive, Suite 100 • Clifton Park NY 12065
518-688-2223
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Dennis M. Ryan is a Registered Representative and Investment Adviser Representative of
Equity Services, Inc. Securities and investment advisory services are offered solely by
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12065, (518)688-2223. NPA Financial, Inc.is independent of Equity Services, Inc.
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12
Calendar Items
March 12- 2nd Thursday Networking Mixer
Sponsored by: Curtis Lumber and Capital Bank
Description: Business networking event
Location: Curtis Lumber, 885 Route 67, Ballston Spa, NY
12020
Time: 5:30 PM- 7:30 PM
Cost: General Admission and Walk-ins: $10; Pre-registered Chamber Member: $5
Visit www.southernsaratoga.org , call 371-7748, or email
[email protected] for more information.
environmentally friendly, both in the workplace and at
home.
Location: Executive Education Center at the Chamber
Offices, Clifton Park
Time: 12 PM - 1:30 PM
Cost: $15 General Admission; No cost for Chamber
members
Visit www.southernsaratoga.org , call 371-7748, or email
[email protected] for more information and to
register
March 18- Labor Law: Employee or Independent Contractor? Seminar
Sponsored by: Justin J. Spraker a financial advisory
franchise of Ameriprise Financial
Description: An employee or not an employee, that is
the question. For many employers, however, the answer
is not always clear. Yet, even the unintentional
misclassification of employees as independent contractors can result in very significant consequences. Focusing on several important topics, including:
· The different factors considered in determining employment status,
· The relevant distinctions between employees and independent contractors,
· The risks associated with misclassification (including
federal tax consequences), and
· Recent legislative, administrative and judicial trends
in policing the classification choices made by New
York State employers,
This program will equip participants with the knowledge and know-how to avoid costly misclassifications.
Location: The Executive Education Center at the Chamber Offices, Clifton Park (www.southernsaratoga.org/
directions)
Time: 7:30 AM Light Breakfast and Networking: 8 AM
- 9:30 AM Program
Cost: $20 General Admission; $10 Chamber members
Visit www.southernsaratoga.org , call 371-7748, or email
[email protected] for more information and to
register
March 26- Thriving Thru the Downturn Seminar
Sponsored by: Justin J. Spraker a financial advisory
franchise of Ameriprise Financial
Description: Tired of constantly hearing about the
doom and gloom surrounding the country’s economic
climate? Kate Baker, Business Advisor with the Small
Business Development Center will be presenting a seminar designed to help the small business owner thrive
these troubling economic times. The following topics will
be covered:
· Marketing and Selling When Times are Tough
· Managing Accounts Receivable to Improve Cash
Flow
· Controlling Fixed and Variable Costs
· Evaluating your Business Debt for Better Cash Flow
Location: The Executive Education Center at the Chamber Offices, Clifton Park (www.southernsaratoga.org/
directions)
Time: 7:30 AM Light Breakfast and Networking: 8 AM
- 9:30 AM Program
Cost: $20 General Admission; $10 Chamber members
Visit www.southernsaratoga.org , call 371-7748, or email
[email protected] for more information and to
register.
March 18-Women in Business Brown Bag Lunch “Going Green”
Sponsored by: Seton Health
Description: Explore how our business can benefit by
“going green”. Find out why going green is important
to us from both a business and consumer standpoint.
Learn about the emerging clean energy technologies in
New York State and find out what we can all do to make
more sustainable choices. Leave with information and
easily implemented steps you can take to become more
April 2 - May 14- StartUp Smart Seminar Series
Sponsored by Capital Bank
Description: StartUp Smart features seven seminars
taught in Clifton Park by area market experts including
the Small Business Development Center and SCORE.
Participants will also be paired with a business counselor
for one on one business counseling at no additional
charge.
Location: Executive Education Center at the Chamber
Offices, Clifton Park (www.southernsaratoga.org/directions)
Time: 7:30 AM - 9:00 AM
Cost: $79 per person
Visit www.southernsaratoga.org/startupsmart, call 3717748, or email [email protected] for more information and to register
13
Calendar Items
April 9- 2nd Thursday Networking Mixer
Sponsored by Edison Club and Capital Bank
Description: A joint networking mixer with the Chamber of Schenectady County.
Location: Edison Club, 891 Riverview Road, Rexford,
NY
Time: 5:30 PM - 7:30 PM
Cost: $10 General Admission and Walk ins; $5 preregistered Chamber members
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register
April 15 - Shared Work Program -A Layoff Alternative Seminar
Sponsored by: Sponsored by: Justin J. Spraker a financial advisory franchise of Ameriprise Financial
Description: Shared Work is a voluntary program
offered thru the New York State Department of Labor
that provides employers facing a temporary decline in
business with an alternative to layoffs. Rather than
laying off a percentage of the work force to cut costs,
an employer can reduce the hours and wages of all or
a particular group of employees.
The employees whose hours and wages are reduced
can receive partial unemployment insurance benefits
to supplement their lost wages. Learn more about this
timely program and get answers to questions such as:
· Why not just lay off workers and rehire as needed?
· What Does a Shared Work Plan Require?
· What effect will Shared Work Benefits have on an
Employer’s UI Tax Rate?
Presented by: Matthew Grattan, Manager, Business
Services NYS Department of Labor, Division of Employment and Workforce Solutions
Location: Executive Education Center at the Chamber Offices, Clifton Park (www.southernsaratoga.org/
directions)
Cost: $20 General Admission; $10 Chamber members
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register
April 23 - Annual Achievement Awards Dinner
Sponsored by Keybank
Description: The Chamber’s Annual Awards Dinner
where companies are honored for their dedication to
excellence. Event includes a cocktail reception, sit
down dinner, and silent auction.
Location: Mohawk River Country Club & Chateau,
847 Riverview Road, Rexford, NY
Time: 6 PM Cocktail Reception; 7 AM Dinner and
Program
Cost: $75 per person; $750 Corporate Table
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register
May 7- Business is Blooming Spring Showcase
Description: An event showcasing goods and services from local companies including restaurants,
financial services, education, health care, and more.
Location: Southern Saratoga YMCA, 1 Wall St., Clifton Park
Cost: $170 for Chamber members to exhibit; No cost
to attend.
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register
May 13- Women in Business Brown Bag WorkshopMini Health Fair
Sponsored by Seton Health
Description: Health care professionals from Seton
Health will be on hand to provide complimentary
screenings for diabetes, cholesterol, body fat and blood
pressure readings. Information will also be available
on smoking cessation, sleep disorders, Medifast-weight
loss program, OB/GYN, pediatrics and family health
services.
Location: Executive Education Center at the Chamber Offices, Clifton Park (www.southernsaratoga.org/
directions)
Cost: $15 General admission; No cost for Chamber
members
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register
May 14 - 2nd Thursday Networking Mixer
Sponsored by Saratoga Gaming & Raceway and
Capital Bank
Description: Business Networking Event
Location: The Lodge at Saratoga Gaming and Raceway, 342 Jefferson Street, Saratoga Springs, NY
Cost: $10 General Admission and Walk ins; $5 preregistered Chamber members
Visit www.southernsaratoga.org, call 371-7748, or
email [email protected] for more information and to register