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In This Issue

Volume 34, Issue 2March 2014

CalendarCy Wakeman Keynote PresentationMar. 19, 2014

3-day Condensed S/PHR Test Preparation Course - CentralMar. 29, 2014

Register online at www.sdshrm.org San Diego Marriott Del Mar, 11966 El Camino Real

Complete Program Details on Page 7

President’s Message .............2

Meet Your Board ....................3

Legal/Legislative Update ....5

Meeting with Congress .......8

Communications Committee News ......9

Collaboration Event ..............9

Social Security Benefits .....10

CA-Knowledge Bowl Questions ........................11CY

WAK

EMAN

Cy Wakeman is a dynamic national keynote speaker, business consultant, New York Times bestselling author, and trainer who has spent more than 20 years cultivating a revolutionary approach to leadership.

Reality-Based LeaderJOIN US

to become aMARCH 19 5-8 P.M. SAN DIEGO MARRIOTT DEL MAR

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President’s Message

CONTRIBUTE

Although 2014 is the beginning of my sixth year on the Board of San Diego SHRM; I began serving the San Diego Community as a Mama’s Kitchen Route Driver in 1999. I deliver hot meals to 15 individuals every week. Through my experiences as a delivery driver, I came to realize the importance of serving, the simple significance of being present, setting aside my issues to serve a higher purpose. I discovered my heart for serving and I regularly seek opportunities to contribute.

As I participate in SD SHRM programs, board and committee meetings, I marvel at and am grateful for the many, many service-minded individuals who exist in our chapter and community. Those who regularly give or offer themselves in ways which add to a larger whole.

Why your contribution matters The 2013 Annual Homeless Assessment Report (AHAR) indicates San Diego has the fourth largest homeless population, behind Seattle (#3), Los Angeles (#2) and New York City (#1).

The Union Tribune reports, San Diego’s unemployment rate is down to 6.7 percent, however 6.7 percent represents 108,000 county residents on unemployment, with 139,500 looking for work.

The San Diego Regional Chamber of Commerce Reports 241,000 veterans live in San Diego, of which 29,000 are veterans of the wars in Afghanistan and Iraq. Unemployment rates for

veterans over the age of 55 is 11.4 percent as compared to 8.1 percent for non-veterans, and 16 percent of San Diego veterans are between the ages of 18 and 34. Regional businesses are being asked to do their part by hiring veterans, with state and federal tax breaks designed to encourage the hiring of veterans.

Every month, 2,000 men and women are released from military duty in San Diego County. With this many people seeking employment in an already tough job market, some veterans who are not prepared for the transition to civilian life become unemployed, and unfortunately too often become homeless.

How can I serve?

San Diego SHRM is standing in the gap by partnering with various associations who serve veterans. SD SHRM’s Workforce Readiness Committee, chaired by JD Walters, is developing a pipeline of career assistance volunteers for organizations who are helping prepare unemployed veterans and homeless veterans for the civilian workforce. We are making the veteran workforce ready for the local job market.

Members benefit by recognizing the value SD SHRM brings to the veterans initiative. SD SHRM members have the ability to translate ‘warfare speak’ into civilian language suitable for resumes and interviews. SD SHRM volunteers begin with a discussion designed to

President’s Message Continued on Page 3

2014 Board of DirectorsPresidentNatasha Sandrock Arthur, CCP, PHR, GRPCaVU Consulting Inc.

President ElectBrenda Kasper, Esq., SPHR-CA Paul Plevin Sullivan & Connaughton LLP

Immediate Past PresidentNina Woodard, SPHR, GPHRNina E. Woodard & Associates

Vice President, SecretaryMichelle Deitrich, PHR, FIMCB, IPMA-CPCounty of San Diego

Vice President, TreasurerJeff Hobbs, SPHR

Vice President, CommunicationsAnn Wilson, PHRWilson Consulting

Vice President, ConferencesHeather WhitleyManpower

Vice President, Educational ServicesKristine Morshead, SPHR-CAPaul Plevin Sullivan & Connaughton LLP

Vice President, LegislationJenna Leyton-Jones, EsqPettit Kohn Ingrassia & Lutz PC

Vice President, MembershipAndrew OramDiscovery Benefit Solutions

Vice President, North CoastSharon Wall, SPHRRelational Investors, LLC

Vice President, Programs Alicia Wadsworth KBM Facility Solutions

Vice President, Workforce ReadinessJD WaltersStrategic Insight

Director, Diversity and FoundationTrisha Zulic, SPHRMy Efficient Edge

Coordinator, Veterans InitiativesSandra Fichter, MA, SPHRFichter Silva Consulting

Consultant, Marketing and PRMichael Sick

PR ConsultantKurt GeringSan Diego County Regional Airport Authority

Student LiaisonCasie MartinezSan Diego State University

Executive DirectorMichele Grassley Clarke The Grassley Group

Natasha Sandrock Arthur, PHR, CCP, GRP - 2014 President

Natasha Sandrock Arthur, PHR, CCP, GRP

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SD SHRM welcomes Andrew Oram to the 2014 Board of Directors this year as he takes his previous experience serving on the membership committee and pairs it with our chapter’s objectives to grow as an organization. Membership will focus increased attention to the more than 1,800 National SHRM members in the San Diego community who are not yet affiliated with the SD SHRM chapter. Membership in both organizations is important as it reinforces compliance updates, helps members grow connections, and is vital for job placement. SD SHRM is San Diego’s largest HR organization and will continue to grow by building on the solid foundation of membership programming and events of the previous years.

Andrew is a licensed employee benefit consultant with DBS. Working with nearily 200 hundred employers in the San Diego area, his firm focuses much of their attention on providing price transparency and alternative funding strategies helping employers offer rich medical, dental, vision, and life

insurance benefits to their employees, while managing risk and controlling costs. Focused on greater transparency of healthcare costs, Andrew is an advocate for self-funded benefit plans and alternative healthcare solutions.

He currently serves as Director of Marketing and Business Development for DBS and is responsible for organizing healthcare related seminars ranging from pharmacy benefit management renegotiation to evaluating the ROI of wellness programs. On March 19, he will host CEO John Torinus, author of, “The Company That Solved Health Care,” at the San Diego Marriott Del Mar. A graduate of The University of Massachusetts, he is a current member of NCPA, the Harvard Business Club, and an advocate and fund raiser for the Susan G. Komen Race for the Cure Foundation.

Meet Your BoardAndrew Oram

Andrew Oram VP Membership

New MembersWELCOME to San Diego SHRM all of our new members since Feb. 25!Jessica Burnett—Human Resources SupervisorSan Diego Metropolitan Transit System

Karen Ellis— Regional HR Director Brookdale Senior Living

Rebeca Lupian

Nobia Mendoza—Human Resources Specialist

Maria Moncada—HR ManagerDoncasters

Blossom O’Brien—HR ManagerDexCom, Inc.

Stephanie Peters—Human Resources Administrator

Edward Rivera Steve Rosenberg—Sr. Comp Consultant Nyhart Epler

Kristin Studer—HR Operations Analyst San Diego Gas & Electric Company

build the resume, frame the relevant workplace examples and shape the interview.

Where can I serve?

San Diego SHRM Workforce Readiness CommitteeThe Workforce Readiness committee connects in-transition HR professionals with peers,

veteran’s organizations and emerging professionals from SDSU Student Chapters. SDSU and SD SHRM share a vision of support for students pursuing their HR Management careers by offering various complementing professional development and networking experiences. Casie Martinez, President of the SDSU Student Chapter, recently joined the San Diego SHRM Board in

our effort to connect the emerging professional with the current job market.

Volunteer today at http://www.sdshrm.org/?page=VolunteerForm, indicate Workforce Readiness Committee and you will be directed to JD Walters immediately

Presidents Message Continued

President’s Message Continued on Page 4

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St. Vincent de Paul Employment and Housing ServicesSt. Vincent de Paul Employment and Housing Services provides professional skills training and job-seeking support to enable residents to secure permanent employment with local businesses.Clients on Career Track receive both rapid education and rapid training to compete in today’s evolving workplaces. Specialized job training in their popular Culinary Arts and Security Programs are available. A community college instructor is on site daily at their facility to teach Vocational Education and GED classes. Employment and Housing Services instructors, interns and volunteers teach weekly classes in resume writing and interviewing.

Register now for Volunteer Orientation. Orientations are held the first Tuesday of each month at 6pm, call (619) 645-6411 for more info or to volunteer visit http://www.svdpv.org/volunteer.html.

Career Transition Assistance Program (CTAP)CTAP is an educational program that is offered to transitioning veterans for free. CTAP’s ongoing workshops, taught by volunteers who are working HR Professionals, meet the needs of the transitioning military veteran through 8 interactive and content-rich workshops every month. CTAP provides practical job seeking tools and techniques such as résumé writing and interviewing skills that transitioning military veterans and their spouses need to obtain and retain a successful civilian career. CTAP’s goal is to have every program graduate placed in a new career which will provide steady and appropriate income for themselves and their families.

San Diego SHRM members can volunteer to assist with the Career Transition Assistance Program (CTAP). On-line registration: http://ctapsandiego.org Questions should be directed to Janis Whitaker at ctapvanc@gmail.com or 760.659.0334. All classes are held at VANC building, 1617 Mission Ave Oceanside, CA 92057

Volunteer and connect with peers as well as a diverse network of community partners. Volunteer and build your HR skills while earning HRCI credit through delivery of HR specific programs. Contribute to the needs of the community by serving San Diego’s Unemployed and Homeless Veterans.

Presidents Message Continued

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JUDICIAL

Appellate Court Affirms Award of Unemployment Insurance Benefits After Rejecting Employer’s Argument that the Employee “Constructively Quit”

In Kelley v. California Unemployment Insurance Appeals Board, the Court of Appeal affirmed a judgment overturning the California Unemployment Insurance Appeals Board’s decision denying unemployment benefits to Stephanie Kelley (“Kelley”). The appellate court affirmed the judgment on the ground that there was substantial evidence that Kelley did not constructively quit her position with Merle Norman Cosmetics, Inc. (“Merle Norman”), and instead was fired.

In May 2010, one month after reporting alleged ongoing sexual harassment and filing a complaint with the Department of Fair Employment and Housing, Kelley took a stress-related leave of absence from her position as marketing director of Merle Norman. Approximately six months later, Kelley’s physician cleared her to return to work on November 15, 2010.

Before returning to work, Kelley made several requests of Merle Norman that would aid in her transition back to work: (1) a written job description; (2) a written statement of goals and objectives; (3) written confirmation of her job title, duties, pay, and benefits; (4) the status of her earlier request for vacation during the Christmas holiday period; and (5) written confirmation that Kelley would not be subjected to retaliation for her earlier complaints of sexual harassment. Merle Norman responded by saying that Kelley’s demands were unreasonable under the circumstances. Merle Norman pointed

out that Kelley had been off work for seven months and had exhausted all of her vacation time. In addition, rather than agreeing to provide a written job description and list of duties, Merle Norman suggested that Kelley meet with her supervisor upon her return to review her job duties and expectations. It then suggested that Kelley return to work on November 30, 2010 (not November 15, as suggested by her doctor). The only request that Merle Norman conceded to giving Kelley was assurance that it would not retaliate against her.

In response, Kelley pointed out that she had almost 100 hours of vacation time left, and that it would be retaliation if the company did not allow her to take vacation over the holidays like other employees. Kelley added that she did not think her request for written confirmation of her duties and compensation was unreasonable, and offered November 22, 2010 as a return to work date. On November 18, 2010, Merle Norman replied to Kelley and reiterated that she was imposing conditions on her return to work that were unacceptable, and which the company was not obligated to provide her. Merle Norman then informed Kelley that it considered her employment terminated. Thereafter, Kelley filed for unemployment benefits. Merle Norman contested her eligibility citing the “constructive voluntary quit” doctrine.

A “constructive voluntary leaving” occurs when an employee causes his or her unemployment by engaging in a voluntary act or course of conduct that leaves the employer no reasonable alternative but to discharge the employee, and which the employee knew or reasonably should have known would result in his or her unemployment. Merle Norman argued

that Kelley’s demands were unreasonable ultimatums that left it with no reasonable alternative but to discharge her. As a result, Merle Norman argued that Kelley constructively quit. In contrast, Kelley argued that she merely made “requests” of the company, and her communications did not constitute “ultimatums,” “demands” or “conditions.” Moreover, Kelley never said that she would not return to work if Merle Norman did not comply with her requests.

The trial court found that the constructive voluntary quit doctrine did not apply because Kelley’s requests were not conditions or ultimatums, and that Merle Norman had a reasonable alternative to firing Kelley-it could have waited to see whether she reported for work after the company declined to provide the requested information. The court further noted that for the doctrine to apply, the employer must provide substantial evidence that the employee took some action that actually prevented the employer from retaining the employee, or made some unequivocal demand as a condition of his or her continued employment that the employer had no obligation to meet and that the employee reasonably knew would result in termination. The doctrine does not apply to those situations, like Kelley’s, where the employee simply makes requests or inquiries about employment matters.

Legal/Legislative Update

Jenna Leyton-Jones, Esq.Pettit Kohn Ingrassia & LutzVP Legislation

Legal/Legislative Updates Continue on Page 5

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The California Court of Appeal Strikes a Blow to Employers Seeking Summary Judgment in Cheal v. El Camino Hospital

In Cheal v. El Camino Hospital, the California Court of Appeal overturned a trial court’s grant of summary judgment, ruling that an employee plaintiff had raised triable issues of material fact regarding both her performance and whether her discharge was based upon discrimination against older workers.

Plaintiff Carol Cheal (“Cheal”), age 61, was employed as a “Diet Tech” at El Camino Hospital. In this role, Cheal was responsible for collaborating with doctors and other hospital staff to prepare dining menus for hospital patients. Throughout her tenure with El Camino, Cheal largely received positive performance reviews.

In August 2007, El Camino hired Kim Bandelier (“Bandelier”) to serve as Cheal’s new supervisor. Bandelier quickly began to criticize Cheal for perceived performance deficiencies. By September 2008, Bandelier notified Cheal that she was no longer performing at the level required by her position. Cheal was presented with three options: accept a demotion to a different position, accept a severance package, or have her employment terminated. Cheal responded by retaining counsel and was discharged shortly thereafter.

Cheal filed suit against El Camino, alleging age discrimination (among other claims). El Camino thereafter filed a motion for summary judgment. Based upon its application of the McDonnell Douglas burden-shifting analysis, the trial court granted El Camino’s motion, finding that Cheal had not met her burden of proving that she was performing in a satisfactory manner at the time of her discharge. The trial court was also unmoved by Cheal’s argument that El Camino’s nondiscriminatory reasons for discharge were pretextual.

Cheal appealed and the Court of Appeal ruled in her favor, overturning the trial court’s grant of summary judgment. In its decision, the appellate court relied upon a number of declarations supplied by Cheal in opposition to El Camino’s motion. It ruled that, in conjunction with other evidence presented in the case, the declarations established triable issues of fact sufficient to defeat the motion.

The first declaration was from Cheal herself and suggested that Cheal had only made some minor mistakes, on par with those committed by other El Camino employees, and attributable to Cheal’s transition to working under Bandelier’s supervision. Cheal’s declaration showed, at the very least, that factual issues existed with regard to whether Cheal had committed the “several errors” of which she was

accused, and upon which El Camino based its motion.

The second declaration was from a friend of Bandelier, and quoted Bandelier as saying that she had a preference for younger workers. While the trial court had excluded this evidence on hearsay grounds, the Court of Appeals held that it was subject to an exception to the hearsay rule (for statements against interest) and permitted the declaration to stand. The declaration therefore established an additional triable issue of fact sufficient to defeat El Camino’s motion for summary judgment.

In light of Cheal v. El Camino Hospital, California employers are reminded of the onerous requirements necessary to win at summary judgment. Here, despite the trial court’s initial ruling in favor of El Camino, the appellate court was moved by Cheal’s introduction of declarations as grounds sufficient to create triable issues of material fact. Employers, and their counsel, must therefore weigh the inherent risks of filing before undertaking the time and expense necessary for motions of this nature.

SD SHRM would like to welcome the arrival ofEthan Ari Jones

on February 28, 2014 Son of Jenna Leyton-Jones, Esq.

Pettit Kohn Ingrassia & LutzVP Legislation

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Sponsorship Opportunities Available. For more information, contact Justeen Hill at 866.632.1492 ext. 302

email: sales@sdshrm.org

Schedule:5 p.m.: Registration

5:45 p.m.: Dinner6 p.m.: Keynote Address

7:30 p.m.: Book Signing and Reception

Cy Wakeman is a dynamic national keynote speaker, business consultant, New York Times bestselling author, and trainer who has spent more than 20 years cultivating a revolutionary approach to leadership. Grounded in reality, Wakeman’s philosophy teaches people how to turn excuses into results and transform unhappy employees into accountable, successful members of the workforce. Through her prolific work with companies such as Bayer, New York Presbyterian, National Institutes of Health, Hallmark, Verizon Wireless, TD Ameritrade, and Wells Fargo, Wakeman has helped eliminate tired, impersonal management techniques in favor of a reality-based revolution.

Wakeman’s professional journey began when she was promoted to her first management position in the late

1980’s. Rather than forcing ineffective, traditional management practices into her workplace, Wakeman began developing and teaching her employees a reality-based mindset. What she found was inspiring – her employees were not only motivated to succeed, but they were also driven to deliver results, adapt to change, and emanate happiness on the job. Inspired to help others transform their company and their work, Wakeman began consulting and training. Today, she visits more than 200 companies each year, empowering employees and executives alike to take control of and invest in their work.

Wakeman’s acclaimed new book, The Reality-Based Rules of the Workplace, shows employees how to calculate their true value to their organization. With an original formula for measuring current performance, future potential, and “emotional expensiveness” – the toll an individual’s actions and attitudes take on the people around them, Wakeman shows employees how to become invaluable team members and learn to love their jobs again.

Named one of the “Top 100 Leadership Experts to Follow” on Twitter, Wakeman’s influence continues to build. Her programs are consistently ranked by participants as the single most impactful training they have ever received.

An expert blogger on FastCompany.com and Forbes.com, Wakeman’s ideas have been featured in The Wall Street Journal, The New York Times, The New York Post, and on SHRM.com. She has written two books, “Reality-Based Leadership: Ditch the Drama, Restore Sanity to the Workplace, & Turn Excuses into Results” (Jossey-Bass; 2010) and “The Reality-Based Rules of the Workplace: Know What Boosts Your Value, Kills Your Chances, & Will Make You Happier” (Jossey-Bass; 2013).

Wakeman is a highly sought-after conference headliner and holds a Certified Speaking Professional (CSP) designation from the National Speaker’s Association, placing her within the top 3 percent of speakers worldwide. In 2012, she received the “Outstanding Leadership Award” from the World HRD Congress in Mumbai.

CY W

AKEM

AN

Cy Wakeman is a dynamic national keynote speaker, business consultant, New York Times bestselling author, and trainer who has spent more than 20 years cultivating a revolutionary approach to leadership.

Reality-Based LeaderJOIN US

to become aMARCH 19 5-8 P.M. SAN DIEGO MARRIOTT DEL MAR

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CalSHRM and San Diego SHRM representatives met with U.S. Congressman Scott Peters (CA-52) in early February as part of their advocacy efforts. The meeting was attended by Michael Kalt, CalSHRM Government Affairs Director, SDSHRM Legislative Director Jenna Leyton-Jones, and SDSHRM President, Natasha Sandrock Arthur.

Meeting with the Congressman

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Join Our Online Community

In addition to updating your membership status, registering for events, registering to volunteer, and connecting with other SD SHRM members, there are a wide array of valuable tools and resources available at www.sdshrm.org.

• Legislative Update Video – updated quarterly and brought to you by SD SHRM Vice President of Legislation, Jenna Leyton-Jones

• HR Insights on WS Radio – two new episodes monthly brought to you by Past President Nina Woodard.

• Recertification Credit - Strategic, International and General credit available online through Growth Analogy

• Forms, Policies, Memos, and Online Learning through Law Room

• California Specific Legal Updates

• Federal Legal Updates

• Scholarships for SD SHRM S/PHR Prep Classes

Submit an Article, News Release or PhotoSD SHRM encourages members with media experience or HR expertise to provide authoritative, credible knowledge about business and workplace practices. We welcome any article or event submissions from our members for press releases and our monthly newsletter, The RESOURCE. Submit your article or news release, preferably as a Microsoft Word document, to: info@sdshrm.org. Newsletter Article: 600-word maximum, News Release: 800-word maximum. Take photos of yourself and your colleagues at our events and submit to info@sdshrm.org. All submissions must meet editorial approval and are not guaranteed publishing.

Only have a minute?Follow our weekly Waypoints e-newsletter and social media for

quick updates about the latest in SD SHRM offerings. Not receiving our weekly Waypoints e-newsletter? Contact info@sdshrm.org to be added to the distribution.

VolunteerInterested in getting more involved? Have talent to share? Please join us. The Communications Committee needs volunteers to:• Take pictures at events• Like, comment and share with us on social media• Write professional articles for The RESOURCE• Share your Web site expertise

The Communications Committee meets the first Monday of each month 5:15-6:15 p.m. in Rancho Bernardo. Register to volunteer on our committee here.

Communications Committee News

From Compliance to Opportunity

FEB. 28, 2014Thank you to our Collaborating partners on a successful event

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Social Security Administration’s 100% Permanent & Total Veterans Initiative

The Social Security Administration islaunching a new initiative in mid-March

to provide expedited processing of disability claims filed by veterans who have a U.S. Department of Veterans Affairs Compensation rating of 100% Permanent & Total (P&T).

What do I need to know about the Veterans Affairs and Social Security programs?

Both Social Security and Veterans Affairs pay disability benefits to qualifying individuals but, their programs, processes, and criteria for receiving benefits are different. A Veterans Affairs compensation rating of 100% P&T does not guarantee that you will receive Social Security disability benefits. In order to receive disability benefits from Social Security, a person must have a severe impairment that is expected to last at least one year or to result in death. The impairment must be so severe that the person would be unable to perform any substantial work.

Note: If you receive Veterans Affairs compensation, this will not affect your Social Security benefits.

As a veteran rated 100% P&T, how do I receive expedited processing from Social Security?

You must apply for Social Security benefits. There are three ways in which you can apply:• Apply online at www.socialsecurity.gov;• Call our toll-free number, 1-800-772-1213. If

you are deaf or hard of hearing, you may callour toll-free TTY number, 1-800-325-0778; or

• Call or visit your local Social Security office.

What should I do to receive expedited processing of my Social Security disability application?

If you are disabled veteran rated 100% P&T, you must:

• Identify yourself as a “Veteran rated 100%P&T” when you apply for benefits. If youapply in person or over the phone, tell theSocial Security representative that you are aveteran rated 100% P&T. If you apply online,enter “Veteran 100% P&T” in the “Remarks”section of the application; and

• Provide Social Security with your VeteransAffairs notification letter which verifiesyour rating.

How will Social Security expedite my disability claim?

Once Social Security identifies you as a veteran rated 100% P&T, we will treat your claim as a high priority workload and rush it through the application process in our field offices, our state Disability Determination Services, and the various levels of appeals.

How long does the process take?The length of time it takes Social Security to

make a disability decision depends on several factors, but primarily on:• The nature of your disability;• How quickly we obtain medical evidence

from your doctor or other medicalsources; and

• Whether it is necessary to send you for amedical examination in order to obtainevidence to support your claim.You can assist in the process by having the

required information on hand when you apply.

What about veterans that live abroad?We recognize that many of our veterans live

abroad; we have similar processes in place to expedite their claims.

For more informationYou can find more information at:

www.socialsecurity.gov/pgm/disability-pt.htm.

Social Security AdministrationSSA Publication No. 05-10565 February 2014

Printed on recycled paper

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1. Which of the following is associated with the direction function of management?

a) Forecast the motivation needs for the recognition program

b) Design the actual recognition programc) Schedule and conduct recognition

ceremoniesd) Measure the success of the recognition

program2. An organization uses information

provided by experts to predict future industry trends. The form of judgmental forecasting where experts take turns presenting their assumptions and refining a composite but never meet is called:

a) Managerial estimatesb) The nominal group techniquec) Trend analysisd) The Delphi technique3. An employment application may include

sections dealing with:a) Arrest recordsb) Credit ratingsc) Family statusd) Authorization of information4. OFCCP regulations require government

contractors to retain which of the following records?

a) All resumes submitted for considerationb) All resumes submitted that meet the basic

qualifications

c) Only the resumes submitted that meet the basic qualifications and are actively considered

d) Only resumes of individuals who meet the basic qualifications, are actively considered, and are interviewed

5. A training manager and a marketing manager disagree on the content of a new training program for entry-level marketing assistants. What is the best way to resolve the disagreement?

a) Work with the marketing manager to develop a needs assessment

b) The training manager develops the program, but the marketing manager reviews it

c) Senior management decides based on the strategic plan

d) Whoever is paying for the development of the program should have the final decision.

6. Which type of diversity training has the most direct impact on employee retention?

a) Multilingual training programsb) Multicultural rewards programsc) Supervisor awareness programsd) Translation and interpretation programs

7. An employer knowingly misclassifies employees without intending to pay them a salary and makes improper deductions. The likely outcome is that the employer:

a) Will have to restore the employee wagesb) May lose the overtime exemption for all

employees in the same job class who were working under the persons who made the decisions

c) Must reclassify the employees an nonexempt, reimburse for improper deductions, develop a policy against improper deductions, and publish the policy in an employee handbook

d) May take advantage of a one-time safe-harbor rule that prevents the loss of the overtime exemption provided that no new improper deductions are discovered

8. A form of collective bargaining in which unions negotiate provisions similar to those that exist within the industry is referred to as:

a) Coalition bargainingb) Multiple employer bargainingc) Pattern bargainingd) Coordinated bargaining

CA-Knowledge Bowl Questions1. c 2. d 3. d 4. c 5. a 6. c 7. b 8. c

Answers

Teresa O’Hara - SPHRGabriela Delgado - PHRGreg Kuchik - SPHRSue Son - SPHRCynthia Montgomery - PHRJenny Kazan-Mills - SPHRAron Eldridge - PHRGina Raquipiso - PHRMindy Fletcher - SPHRSmriti Raman - PHR

Tara Taylor - PHRJacquelin Celestin -PHRNicole Galicia - SPHRAna Cignarella - SPHRTrish Condon - PHRMichelle Tierce - PHRBrian Rector - PHRAlison McIlmoil - PHRAlison Broadfoot - SPHRElania Kross - PHR

Sonya Choi - PHRCatherine Lin - PHRMichelle Vavara - PHRRenee Martinson - PHRLauria Chua - SPHRMelissa Secody - PHRJennifer Fernandez - SPHRAmber Robertson - PHRGabriel Quintana - SPHRKamila Edwards - PHR

Congratulations to those thatreceived their S/PHR