CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION THE … · Karen Light, PHR Executive Recruiter/HR...

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION

THE INTERVIEW DECEMBER 2007 Volume XXII, Number 12

The Official Monthly Publication of CAHRA

Chapter 090

INSIDE THIS ISSUE:

About Our Speaker…………………...... 2

Executive Board…………………...…..... 3

Calendar of Events………………...…... 3

Message from the President……..…... 4

Honors 2007………………………….5 & 6

Welcome New Members …………..…...7

Members on the Move…………………..7

Track Your Points………………………..7

Raffle to Benefit Dorcas House……….8

Member of the Month.………………....9

Workers Not Taking Holiday Time ...10

Immigration Surge Backlog….…11 &12

Baby Boomer Needed………………….13

Committee News…………………….....14

Federal Legislative Update……. ……. 15

January Brings Exciting Speaker!.......16

The Leadership Secrets of

Santa Claus

Speaker: Mike Hourigan,

spellbinding storyteller

B E L I E V E … .

A G E N D A

December 13, 2007 11:15 Registration 11:30 Lunch 12:00 Program 1:00 Adjourn

FEES

Members $13 Without Reservation $15

Students $10 Non-members/Guests $16

Holiday Luncheon December 13, 2007

11:00 a.m. - 1:00 p.m.

Crowne Plaza Little Rock 201 South Shackleford Little Rock, Arkansas

The Interview

About Our Speaker

Mike Hourigan, CSP

Mike Hourigan is a spellbinding storyteller with a message that just might change

your life! As a speaker, he is known for the satirical, real-world wisdom he brings

to corporate and association audiences. He provides a realistic way of framing

strategies to make them memorable and effective for you.

An energetic keynoter, he delivers funny, fast-paced programs loaded with relevant

ideas. His clients say "Mike combines the comic energy of Robin Williams with the

corporate wisdom of Lee Iacocca." Mike challenges audience members - at all levels

- to adapt to the turbulent waters of change through his highly energized and

customized programs on leadership, employee retention, negotiation, sales, and communication skills.

In addition to earning all his merit badges over 17 years with prestigious companies like Olympus Corp.,

and Cargill Inc., he has co-authored three books including "Leadership Secrets of Santa Claus"

"Motivational Selling" and "Riding the Waves Without Getting Wet."

Audiences say his honest humor and exuberance for life finds a way of impacting everyone and leaving

them with a willingness to confront the important issues and recover from the less important issues.

Mike Hourigan gives you an effective way to frame strategies to make them memorable and effective for

you. Mike's sales, marketing, and management career included 17 years with Cargill, Inc., and Olympus

Corporation. What makes him so effective as an author and speaker is not that he delivers wisdom and

proven techniques, it is that he is able to impart perspective.

Meeting planners agree you will appreciate Mike Hourigan's passionate perspective, energetic

eloquence, and genuine concern for his audience. The American Cancer Society says, “We could not

expect more from a speaker.”

Thanks to our Sponsors:

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION 2007 Executive Board

PRESIDENT Kelly DeStefano, SPHR Phone: (501) 821-5500 PRESIDENT-ELECT Andrea Woods, PHR Phone: (501) 505-5800 VICE PRESIDENT-PROGRAMS Melanie Kennon, Ed.D Phone: (501) 975-0213 VICE PRESIDENT-ADMINISTRATION Alesa Davis, PHR Phone: (501) 676-4250 VICE PRESIDENT-MEMBERSHIP Gary Troutman Phone: (501) 378-3825 VICE PRESIDENT-FINANCE Danna Young (501) 371-9999 VICE PRESIDENT-COMMUNICATIONS Michele Short Phone: (501) 954-8484

BOARD CHAIR Alida Kelleybrew, SPHR Phone: (501) 517-7017

BOARD MEMBERS Lin Blair, SPHR Phone: (501) 378-2319 Kim Bullington Phone: (501) 821-8173 Kelly Carney, SPHR Phone: (501) 227-1171 Sheryl Childs, PHR Phone: (501) 778-5528 Lisa Douglas, PHR Phone: (501) 450-6015

IMMEDIATE PAST-PRESIDENT Russell Gunter, SPHR Phone: (501) 371-9999 CHAPTER MANAGER Nancy Martinsen, PHR Phone: (501) 244-2332

SHRM Southwest Central Regional Team

Regional Director: Larry Burk, SPHR [email protected] (877) 571-3658

Regional Manager: Ann Byrnes, SPHR [email protected]

(877) 252-9945

SW Central Regional Administrator:

Nancy Wallmuller [email protected]

(800) 283-7476

CAHRA OFFICE CONTACT INFORMATION

P. O. Box 251824 Little Rock, AR 72225

Phone: (501) 244-2472

Fax: (501) 244-2333

Email: [email protected]

Website: www.cahra.info

2007 - 2008 Calendar of Events

December 13 Holiday Luncheon The Leadership Secrets of Santa Claus Crowne Plaza Hotel Mike Hourigan

January 10 The HR Professionals Role---Be Savvy, Be Strategic, Be Smart! Barbara San Filippo

POST SESSION: Staff Engagement --The Key To Bringing Your Service and Brand Alive! Barbara San Filippo

February 14 Speak Up...and

Actually Be Heard! Julie Burch March 13 Advocacy Required Stephen Gower March 10-12 SHRM Employment

Law & Legislative Affairs Conference

Washington, D.C.

The INTERVIEW is published by the Central Arkansas Human Resources Association, a Chapter of the Society for Human Resources Management, for its members . Any in format ion or correspondence for this publication should be directed to:

CAHRA

[email protected]

The Interview

It has been a wonderful year and I have been so honored to be your

President. As I relayed during the Honors Luncheon this association

has more members, higher meeting attendance and more money than

ever before. I would like to take this time to give credit to those that

are responsible for making it all happen. I hope that you will do the

same the next time that you see them!

Andrea Woods, PHR, President-Elect

Russell Gunter, SPHR, Immediate Past President

Alesa Davis, PHR, Vice President – Administration

Michele Short, Vice President – Communications

Danna Young, Vice President – Finance

Gary Troutman, Vice President – Membership

Melanie Kennon, Ed.D., Vice President – Programs

Lin Blair, SPHR – Board Member

Kim Bullington – Board Member

Kelly Carney, SPHR – Board Member

Sheryl Childs, PHR – Board Member

Lisa Douglas, PHR – Board Member

Alida Kelleybrew, SPHR – Board Member

Nancy and Randy Martinsen – Martinsen Management, Inc.

In addition much hard work was done by the many people that volunteer in Committees.

If you are one of these many people you have my, and the Board and Officer’s, thanks.

There is no way that everything could get done so professionally and beautifully without

you!

Looking forward to a wonderful year next year. Please don’t forget the Committee book

is at the monthly meetings and we encourage you to sign up. Also, I will be needing

volunteers to brain storm on the Pinnacle Award that I have decided that we are going to

win next year!

Again, many thanks to you all!

Kelly DeStefano, SPHR President, CAHRA

- Kelly

Message From the President

The Interview

Melanie Kennon

Kelly Carney & Ramona Rook

Julie Gentry & Kristen Davidson

Tim McKenna & Andrea Woods

Michael Smith, Sharon Buffington & Eula James

Nancy Martinsen & Russell Gunter

Randy Martinsen Teri Cox, Gary Troutman & Allen Dobson

Jim Sadler, Reece Watson, Bob Bryant & Allen Williams

2007 CAHRA

Honors Luncheon

November 8

Country Club

of Little Rock Dan Woods, a Founding Member

Deirdre Newcomb, Judy Hornibrook & Vickie Summar

Sonja Van Meter & Michele Short

Alesa Davis

Renae Dickson & Cindy Wright

Tara Musgrove

Patti Airoldi

Seritia Clark

The Interview

2007 Central Arkansas Human Resources Association

Honors Recipients

OUTSTANDING MEMBER OF THE YEAR

Kelly Carney, SPHR

LEGISLATIVE ADVOCACY AWARD RECIPIENTS

Nancy Martinsen, PHR

Andrea Woods, J.D., PHR

Nancy Martinsen and Kelly Carney with

Jim Sadler. Jim was presented a certificate of appreciation for his volunteer work with

the Central Arkansas Human Resource

Association/Democrat-Gazette Job Fair .

RISING STAR AWARD RECIPIENT

Tim McKenna, SPHR

The Interview

Welcome New Members The following members were approved at the November Board meeting.

Kristen Davidson Family Medical Leave Coordinator Arkansas Children's Hospital 1601 Maryland Little Rock, AR 72202 (501) 364-2160 Fax: (501) 978-6458 [email protected] SHRM Professional Renea Dickson HR Executive Team Leader Target 7377 Alcoa Road Bryant, AR 72022 (501) 776-4360 Fax: (501) 776-3207 [email protected] CAHRA Professional

Karen Light, PHR Executive Recruiter/HR Consultant The Herring Group 1519 S. Bowman Road, Suite H Little Rock, AR 72211 501-851-1234 office Fax: 501-851-7753 Cell: 501-681-5265 [email protected]

Angela Gentzler Human Resources Administrator BKD, LLP 400 W Capitol Ave Suite 2500 Little Rock, AR 72201 501-372-1040 Fax: 501-372-1250 [email protected] SHRM Professional Mia Releford Equal Opportunity Director US Air Force 314 AW/ME 842 Leadership Drive Little Rock Airforce Base, AR 72176 (501) 987-7898 Fax: (501) 987-8636 [email protected] SHRM Professional

CAHRA members have received top-quality programs this year, as recognized by the Human

Resource Certification Institute (HRCI). Six of our programs have received pre-certification credit

hours toward HRCI recertification.

Be sure that you have the program number that is needed for your recertification account. If you are

certified and attended one of the programs below and have not received a certificate for it, call the

CAHRA office, (501) 244-2472.

Date Topic Points

April 12 Employment Law Update 1

May 9 Supervisor's Seminar 5.25

May 10 Legislative Issues Affecting HR 1

June 14 Emotional Intelligence 1

August 9 Recruitment Forecasts: A Look at Industry Changes From Present to 2014 1

December 13 The Leadership Secrets of Santa Claus 1

TOTAL POINTS 10.25

T r a c k Y o u r P o i n t s

ME

MB

ER

S O

N T H E M O V E

Bobbi Britton, PHR Human Resources Chenal Country Club 10 Chenal Club Blvd. Little Rock, AR 72223 (501) 821-7512 Fax: (501) 821-7526 [email protected]

Nan Vandervort HR Manager LM Glasfiber 7400 Scott Hamilton Drive Little Rock, AR 72209 P.O. Box 95044 Little Rock, AR 72295 [email protected]

The Interview

Buy a Raffle Ticket and Win a Santa or Best Selling Book. Proceeds to Benefit the Dorcas House

Raffle tickets will be sold at the December meeting for $1 each or 6

tickets for $5. Lucky individuals will have their numbers drawn and will

each win a Santa Claus doll or a copy of the best selling book, “The

Leadership Secrets of Santa”. All proceeds will go to the Dorcas House.

The Interview

December Member of the Month

Tim McKenna, SPHR Recruiting Function Leader, Acxiom Corporation

Tim McKenna, a SHRM member, says that he joined our chapter in August of 2006 because, “I heard excellent things about CAHRA from Andrea Woods and Gary Troutman. After visiting one meeting, I was convinced that I should join.” Currently he is an active of the Workforce Preparation Committee and will begin a three-year board term in January. He decided to work in the Human Resource field when he started his career working for his alma mater, Hendrix College, as a recruiter. He didn’t imagine that he would choose an HR career at the time, but now he’s pleased that he did. What he likes most about working in the HR field is the variety and change that occurs in his area of HR. He says that he is constantly learning new recruiting techniques as well as best recruiting strategies in a variety of locations around the U.S. and world.

“ Make sure that your day-to-day activities directly impact the success of your company and that you are considered a critical business partner within your company” is advice that he would give someone entering the HR field.

Tim believes that issues related to the globalization of the workforce are both a challenging and interesting development in business in recent years. He resides in Conway with his wife, JoDee and their sons Nathan (10) and William (11). He enjoys all sports, especially golf and running, and hiking. He also enjoys reading, and music.

M a r c h 1 0 - 1 2 , 2 0 0 8 | | W a s h i n g t o n , D . C . The SHRM Employment Law and Legislative Conference provides the information you

need to stay informed about the latest legislative issues pending at the federal and

state levels, as well as compliance and regulatory issues that affect how you conduct

day-to-day HR business.

The Interview

Many Workers Not Taking Off During Holiday Season

By Kathy Gurchiek, HR News

The season from Thanksgiving to New Year’s doesn’t signal extra time off for four out of 10 office workers in 2007 beyond employer-provided holidays, says a new survey. “With the year coming to a close, employees may have already used up their vacation days,” said Diane Domeyer, executive director of OfficeTeam. The California-based professional staffing service commissioned the phone survey of 493 full- or part-time office workers from Oct. 25 to Nov. 5, 2007. “But other professionals sometimes get so wrapped up in work at the end of the year” completing projects, “that they only take the company holidays they are granted,” she said in a press release, That time frame also is a peak season for some organizations, which might explain why only about one-fourth of office workers plan to take a week or

more off between Thanksgiving and New Year’s. Everyone needs to recharge and avoid burnout , Domeyer

observed. An increasing number will have a chance to “recharge” over Thanksgiving and the following Friday, according to surveys by the Bureau of National Affairs (BNA) and the Society for Human Resource Management (SHRM). Friday After Thanksgiving More employers are giving the Friday after Thanksgiving as a paid day off, as well as Thanksgiving Day—resulting in a four-day weekend for some—according to BNA’s survey of 210 employers. Seventy-eight percent of employers surveyed are part of that trend, and much of that is happening in the manufacturing sector (90 percent), although 81 percent of nonbusiness groups such as hospitals, educational facilities and government organizations, are close behind. An equal percentage (78 percent) of large and small employers plan to give both days as paid time off. Slightly more are union (86 percent) than nonunion (76 percent) employers are part of that trend, the BNA found. Thanksgiving is not a day off for everyone, though. Slightly more than one-third (36 percent) of employers surveyed will require some employees to work that holiday. That percentage has fallen since 2002, when 47 percent of employers scheduled workers on Thanksgiving Day, and 44 percent did so in 2003. Among those scheduled to work that Thursday, 56 percent of employers will pay overtime; 17 percent will pay overtime and provide compensatory time off; and 7 percent will give those workers holiday compensatory time only, the BNA found. Another 15 percent of employers, BNA reported, will pay overtime based on the category status of worker, such as exempt vs. nonexempt, union vs. nonunion and line worker vs. supervisory worker. Employers that require some staffing on Thanksgiving tend to be non-business groups (61 percent), union shops (69 percent) and large organizations (58 percent).

According to the findings: • 42 percent of workers

will not take any time off between Thanksgiving and New Year’s in 2007 beyond employer-provided time off.

• 17 percent will take one

or two days off. • 15 percent will take three

or four days off. • 13 percent will take five

or six days off. • 12 percent will take

seven or more days off. Private employers are not required by state or federal law to provide holidays as paid time off, but some employers follow the, federal holiday schedule according to SHRM. The BNA’s findings on the rising number of employers giving the Friday after Thanksgiving as a paid day off mirror SHRM surveys of HR professionals conducted in October 2006 and October 2007. Nearly three-fourths (72 percent) said their employers plan to close their offices on the Friday after Thanksgiving 2007; 74 percent plan to do so in 2008. Ninety-eight percent will close Thanksgiving Day 2008 and 93 percent Thanksgiving Day 2007. As for Christmas 2007, which falls on a Tuesday, only 16 percent of HR professionals said their employer plans to close the next day.

“ “

The Interview

Immigration authorities are swamped in new bureaucratic backlogs resulting from an unanticipated flood last summer of applications for citizenship and for residence visas, officials said. In July and August alone, the federal Citizenship and Immigration Services agency received 2.5 million applications, including petitions for naturalization as well as for the entire range of immigrant visas. That was more than double the total applications it received in the same two months in 2006, said a spokesman, Bill Wright. In the 2007 fiscal year, which ended Sept. 30, the agency received 1.4 million petitions from legal immigrants to become United States citizens, about double t h e n u m b e r o f naturalization petitions in the 2006 fiscal year, Mr. Wright said. The surge began after Jan. 31 when the immigration agency announced fee increases averaging 66 percent for most applications, official figures show. The increases went into effect July 30. The contentious tenor of the immigration debate also prompted legal immigrants to apply for citizenship. “We did our absolute best to foresee the surge we would have,” Mr. Wright said. “We certainly were surprised by such an immediate increase with such a volume.” The deluge has been so great that the agency is struggling to send out notices acknowledging it has received the applications. According to a special Web page the agency set up for applicants, as of Nov. 16 the agency’s processing center in Texas is sending out receipts for naturalization petitions that arrived by July 26. The processing center in Vermont is just now acknowledging naturalization petitions that came in by July 30. Also contributing to the surge are about 300,000 applications in July and August for legal permanent resident visas, commonly known as green cards, from highly skilled immigrants. The jump in applications for the employment-based green cards resulted from the resolution of a mix-up in June

Surge Brings New Immigration Backlog By Julia Preston, New York Times

between Immigration and Citizenship Services and the State Department, which is responsible for making visas available. The agencies had first invited the applications, then said they would not be accepted. They then reversed course, agreeing to accept them. Immigration officials said it could take more than a year to decide many of the recent applications. The processing backlogs are different from the visa

backlogs that have burdened t h e U n i t ed S t a t e s i m m i g r a t i o n s ys t em fo r years. Because of annual limits on all green c a r d s , i m m i g r a n t s f r om s ome countries like Mexico and the P h i l i p p i n e s often have to wait decades for

visas to become available. Now the agency has fallen behind on the bureaucratic work of logging in applications and deciding whether to grant visas or allow immigrants to become United States citizens. In addition to the fee increase, the rush of naturalization requests was also prompted by anti-immigrant language in the debate over immigration policy this year, lawyers and advocates for immigrants said. Also, the immigration authorities had announced they were preparing a new, more difficult test for aspiring citizens, which they unveiled in September. “People are scared,” said Ignacio Donoso, an immigration lawyer at the Monty Partners firm in Houston. “And they want to avoid the fees, and they do not want to face a more demanding test. So you are going to have people running like mad to apply, yet the government doesn’t hire any more staff to handle it.”

Surge Continued on Page 12

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Surge continued from page 11

Citizenship and Immigration Services is required

by Congress to draw most of its operating

budget from fees. When the agency head, Emilio

T. Gonzalez, announced the fee increases in

January, he pledged that the agency would

become more efficient and reduce wait times for

deciding applications. Fees for naturalization, for

example, increased 66 percent, to $675 from

$405.

The agency plans to use the higher revenues to

hire 1,500 employees, an increase of about 10

percent over its current staff of 15,000, Mr.

Wright said. For the time being, agency

employees have volunteered to work overtime to

help clear the backlog.

Much of the rush for naturalization came from

legal Latino immigrants. Hispanic organizations,

including the National Association of Latino

Elected and Appointed Officials Educational Fund,

and Univision, the Spanish-language television

network, led a nationwide naturalization

campaign this year in which hundreds of

thousands of longtime legal immigrants signed

up to become citizens.

Immigration officials said they would work to

complete naturalization petitions in time for new

citizens to vote in the elections next November.

They strongly denied that the delays had any

partisan political motivation.

“We know what this issue is,” Mr. Wright said, but

he cautioned there were limits to how much the

agency could expedite its procedures.

“We are not going to sacrifice quality or security

to speed up just to get the numbers,” he said.

" Guilty!" is what 65 percent of those surveyed said they would feel if they didn't show their appreciation to clients and employees during the holidays,

When it comes to giving gifts to show client and customer appreciation this holiday season, fewer small businesses will take part in that particular holiday tradition according to a semi-annual survey of business owners by the American Express Small Business Monitor

Yet while fewer smaller businesses will break out the fruitcake for clients, those that do decide a gift is a necessary expense will spend significantly more than last year and are also more likely to recognize their staff and be growth-minded, according to the survey.

"Guilty!" is what 65 percent of those surveyed said they would feel if they didn't show their appreciation to clients and employees during the holidays, still, only 59 percent plan to act on that guilt and purchase gifts this year, compared to 70 percent last year, according to the study.

Small businesses will also get a bit cheaper with their staffers. Small business owners who intend to thank their employees dropped to 70 percent, down from 77 percent the year before, with merrymaking, gifts and time off taking the hardest hit.

This expected grinch-like mentality among small businesses is being driven by a shaky economic outlook, according to the survey.

"While 64 percent of small business owners are positive about the future economy and growth, many agree that rising interest rates and the downturn in the housing market have had a negative effect on their business," said Alice Bredin, OPEN from American Express small business advisor, in a statement. "Given this dichotomy, small business owners are spending carefully - and with growth in mind, which may help explain why those who intend to thank their clients with holiday gifts this year are allotting larger budgets."

Survey: Grinch Mentality Will Prevail in Small Business Gift Giving

Boston Business Journal

The Interview

Lack of action could result in losing a competitive advantage. Boomers represent about one-fifth of the workforce and most of senior corporate leadership, according to Vigue. “These people may be gone within five years,” he said, while acknowledging that organizations cannot assume that all of their boomer employees will retire at the traditional age. working past traditional retirement age—perhaps with another organization or as an entrepreneur. “Organizations can’t assume one way or the other, and have to probe boomer attitudes and plans. In certain cases,” Vigue said, “boomers may be persuaded to continue working part time or on a contract basis.” He advises organizations to assess their risks of losing valued institutional knowledge.

Employers Slow To Capture Boomer Knowledge By Kathy Gurchiek, HR News

A majority of employers are not taking steps to capture business-related knowledge of their baby boomer employees nearing retirement age, according to a survey of senior HR professionals and training and development executives. What’s more, many have no plans to do so. “Despite wide concern about loss of institutional know-how and industry expertise as boomers retire, employers have been slow off the mark in seeking a solution,” said Tim Vigue, executive consultant for Novations, a Boston-based global consulting and training firm that commissioned the survey.

“The clock is ticking, and it’s surprising so little is being done”

Findings from the 2,046 respondents showed that:

• Only 4 percent of their organizations have a formal process of transferring knowledge from retiring boomers to other employees.

• 23 percent have an informal process. • 29 percent do not have a process but plan to implement one. • 44 percent do not have a process and have no plans for one.

A survey Monster released in September 2007, which reported on, similarly found that knowledge retention is not a high priority among organizations. "

The loss of knowledge and experience is “the main link between negative or positive outcomes of age-related turnover,” and organizations that “capture and retain knowledge and experience of mature workers can minimize the negative impact of turnover,” SHRM’s Knowledge Center writes in “Maturing Workforce”, released June 6, 2007. Two ways HR professionals can address the loss of knowledge when older workers retire, according to the paper, are:

• Establishing communication, advice and knowledge networks.

• Focusing on training that promotes organizational learning and knowledge transfer.

Many organizations will need to set up a formal knowledge transfer program, Novations’ Vigue predicted.

“The system may be technology-based, or be just ample documentation,” he said. “In addition, pairings of boomers with younger managers for this specific purpose will become common.”

C o m m i t t e e

N E W S

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Certification Committee To provide the resources and encouragement necessary for our members to prepare for and achieve their PHR or SPHR certification. Chapter Recognition Committee To promote the professional image of CAHRA and develop a plan that will enable the chapter to receive a Superior Merit Award, a Pinnacle Award, and other forms of recognition for excellence. College Relations/Educational Development Committee To provide guidance and counseling to student chapters and educational institutions, assist with the establishment of new student chapters when possible, and promote human resources management (HRM) through internships and scholarships.

Communications/Marketing Committee To expand and enhance the information services available to current CAHRA members in the areas of professional, chapter, and community involvement.

Diversity Committee To support the SHRM Diversity Initiative through education and composition of the membership and volunteer staff. Finance Committee To operate within the established financial budget. To maintain a financial reserve equal to the current year's operating budget. Foundation Committee To keep the membership informed of what the Foundation is doing and to encourage monetary support for its work. Holiday Luncheon Committee To plan and coordinate activities to celebrate the holiday season. Honors Event Committee To plan and coordinate activities that honor and show appreciation for our members for their hard work and dedication. Job Fair Committee To organize and run a successful job fair for the benefit of the community.

.

GET INVOLVED!

Join a committee in 2008.

Legislative Affairs Committee To encourage member involvement in the legislative affairs process through grassroots efforts. To educate members on legislative issues and be active in developing legislation Legislative Affairs Committee To encourage member involvement in the legislative affairs process through grassroots efforts. To educate members on legislative issues and be active in developing legislation. Long Range Planning Committee To develop a strategic plan that will continue the growth and success of the chapter. Membership Committee To increase membership through recruitment and referral. To inform the community of CAHRA's activities. To increase the involvement of new and current members. To retain current and new members by encouraging participation in the chapter's activities. Nominating Committee To provide future leadership to CAHRA with nominees who will positively influence the membership. Programs Committee To provide high quality, dynamic and responsible programs that directly relate to the current and future job responsibilities of our membership. Scholarship Committee To serve as a resource to the community and local media on HR issues by providing members who have volunteered to speak at various events. Technology Committee To monitor the website and ensure that the membership is being informed. Workforce Readiness Committee To teach victims of domestic abuse to prepare resumes and interview for jobs to that they may enter the workforce and become self-sufficient and productive members of their community.

The Interview

Federal Legislative Update

On Wednesday, November 7th, the United States Citizenship and Immigration Services announced that a revised Employment

Verification Form (I-9) is now available for use by employers. All employers are required to complete an I-9 form for each employee hired in the United States.

The I-9 form has been revised to comply with the document reduction requirements of the Illegal Immigration Reform and Immigration Responsibility Act of 1996 (IIRIRA) that reduced the number of documents employers may accept from new employees to verify the employee’s authorization to work in the United States.

Five documents have been removed from the list of acceptable documents. These documents are: Certificate of U.S. Citizenship, Certificate of Naturalization, Alien Registration Receipt Card, the unexpired Reentry Permit; and the u n e x p i r e d R e f u g e e T r a v e l Document. Additionally, the most recent Employment Authorization Document was added to the list in column A.

Employers should begin using the revised I-9 form immediately. The form will become effective once the notice is published in the Federal Register. Both the revised form and the “Handbook for Employers, Instructions for Completing the Form I-9” are available online at http://www.uscis.gov/. You may also order forms by calling USCIS at 1-800-870-3767 (toll free).

On November 5, SHRM submitted comments to the U.S. Department of Treasury and the Internal Revenue Service (IRS) on proposed cafeteria plan regulations Since the enactment of tax rules governing cafeteria plans (also known as Internal Revenue Code Section 125), the IRS has only issued final regulations on mid-year election changes and the coordination of the Family and Medical Leave Act with cafeteria plan coverage. In August 2007, the IRS withdrew all of its other pending proposed regulations, and issued a new set of proposed rules on cafeteria plans. The new proposal provides comprehensive guidance on Section 125, including definitions of qualified and nonqualified benefits, written plan requirements, rules for initial elections, requirements for flexible spending accounts, and nondiscrimination requirements that apply to highly compensated participants and key employees. In its comments, SHRM has recommended that the Treasury Department: 1) Provide additional clarification on the application of the new nondiscrimination requirements; 2) Include a "de miminus" test for insignificant failures of one or more of the nondiscrimination tests; and 3) Provide a standardized self-correction system for addressing failures identified by the employer. SHRM also expressed support for a multiple employer structure for cafeteria plans. These arrangements would provide more employees with access to non-taxable benefits, including health benefits, flexible spending arrangements, and dependent care assistance.

New I-9 Form Introduced SHRM Files Comments on Cafeteria Plans

The Interview

The HR Professionals Role - Be Savvy, Be Strategic, Be Smart!

In today's fiercely competitive environment, savvy human resource professionals who add value and impact revenue will win the respect and support of CEO's and senior management. In addition to hiring staff and monitoring benefit programs, HR can be the driving force behind strategic initiatives. In this idea-packed, energizing and interactive program, Barbara will outline proven strategies you can use to be viewed as a key contributor and business partner. This program was highly-rated at SHRM's 2003, 2005 and 2006 national conventions. Topics include how to:

• Think like a strategist, not simply an executor

• Support your firm's strategic initiatives

• Tie HR initiatives to actual sales results

• Deliver internal service to key business units

• Score a big win, promote your accomplishments and much more!

Target Audience: All human resource professionals

Members $13 Without Reservation $15

Students $10 Non-members/Guests $16

Staff Engagement - The Key To Bring Your Service and Brand Alive!

How engaged are you in your job? Engaged and involved staff is the key to build customer relationships, retain staff and bring your brand alive. A new logo and brochures do not serve your customers—you do! In this idea-packed, energizing and interactive program you'll discover how to: identify the signs and causes of disengagement, prevent this “disease” from spreading, increase morale and productivity and most of all win the hearts and minds of your staff so they live your brand day in and day out. Whether you serve internal or external customers, manage just yourself or a team, you'll leave energized with practical ideas to re-charge, re-engage and re-ignite a passion for your job and serving your customers. Target Audience: CEO's, managers, supervisors,

customer service and HR professionals and all employees.

C o m i n g J a n u a r y 1 0

The Central Arkansas Human Resources Association

presents

Barbara Sanfilippo an award winning speaker, retreat facilitator, consultant, coach and author of Dream Big! What's The Best That Can Happen?

11:15 - 1:00 Monthly Luncheon Topic: 1:30 - 3:30 Post- Session Workshop

Visit Barbara at: www.Barbara-Sanfilippo.com.

Don't miss this unique opportunity to hear this award-winning and dynamic speaker give you and your associates the tools you need to make 2008 the best year ever! So be sure to invite your supervisors,

managers, employees and anyone you know to attend the special post luncheon workshop.

Union Train Station

1400 West Markham Little Rock, AR 72201

All Attendees: $20.00 per person

CENTRAL ARKANSAS HUMAN RESOURCES ASSOCIATION THE … · Karen Light, PHR Executive Recruiter/HR...

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