EMPLOYERS RESOURCE ASSOCIATION BRIEFS · Avoid Negligent Hiring Practices 2009 Employment Law...

EMPLOYERS RESOURCE ASSOCIATION

BRIEFS

Going Green with ―Briefs‖ 1

Survey Update 2

Affirmative Action Update 3

Compensation Corner 4

The Challenges of Downsizing 4

Services Briefing 5

Inside this issue:

Member Update January 30, 2009

I-9 Forms 11

New Members 12

Member Highlight- LDSS 12

Member Highlights 13

Career Transition Services 14

Improving Efficiency & Growing Your Business

15

Special points of interest:

Central Ohio Connection 6

16 CareerBuilder.com 7 Poster Updates

Avoid Negligent Hiring Practices

2009 Employment Law Update & Review

Mandatory Federal Posters Order Form

Mandatory Ohio State Posters Order Form

7

8

9

17

18

In an effort to reduce the use of paper and other resources,

starting this year with this issue, we are providing our briefs in an elec-

tronic version only, and are eliminating paper copies. ERA is facing

similar challenges that many of you are today, and we continually

seek ways to keep our environment green. We will continue to e-mail

the ―Briefs‖ to you in a PDF format for you to print and read at a later

date, as well as continuing to make it available via our website. We

are also working on the ability to have an interactive format in the fu-

ture for those of you who want to link to sites and navigate an E-

newsletter. Thank you in advance for your support and understanding

of this initiative.

On-Line ―Briefs‖

Upcoming Training


Surveys are already off to a strong start in 2009 with the Office & Clerical Survey! This compre-hensive survey covers 58 non-exempt positions in fields such as: Accounting, General Administrative, Computer Operations, Sales/Marketing Support, Human Resources and Production support. The dead-line has been extended until Friday, February 6, so you still have time to send in your questionnaires! In these challenging economic times, we are all being asked to do more with less and it can be difficult to find the time to do even the most essential functions of your job. Despite the time crunch, I would urge everyone to continue taking the time to fill out our surveys. Even if your organization is not planning on hiring anyone in the near future, it is important to have the most up-to-date salary and bene-fit information for several reasons:

And finally, most important of all…

Here are the current survey deadlines:

Please do not hesitate to contact the Survey Department at 513.679.4120, toll free at 888.237.9554, or e-mail Douglas C. Matthews at [email protected] if you have any questions about our survey proc-esses or need assistance with completing your survey questionnaires.

Salary increases are one of the first things to be impacted this year, and having good market data is the best way to make sure that you are still paying enough to retain your best employees.

The benefits that your company offers are also valuable retention tools. If you offer something that most of the market doesn’t (e.g. a wellness program or low employee premium contributions), then you can use our survey data to help show the unique benefits of your workplace.

Survey Update

Not participating is expensive. Most of our salary surveys cost $250 for non-participating members. If you’re on a tight budget it can be hard to find the money when you have an urgent need for the data. Better to take a few minutes now to par-

ticipate and get survey data for FREE!!!

Office & Clerical: Extended to Friday, February 6, 2009.

National Executive Compensation: Friday, February 20, 2009.

Production & Maintenance questionnaire will be mailed: Monday, February 2, 2009.

mailto:[email protected]

THE HR PROFESSIONALS SINCE 1946

Affirmative Action Update

Carol Reubel, SPHR

E-Verify

Finally some good news for a change! The mandated use of the E-Verify system has been postponed

until May 21, 2009. This is in response to a lawsuit filed by SHRM and other organizations. As we hear updates

of this, we will keep you informed.

OFCCP Audits

Unfortunately, along with good news comes the bad. The OFCCP recently published the results of their

audits for 2008. They won a record $67,510,982 in back pay, salary and benefits for an unprecedented

24,508 American workers. This reflects a 133% increase over remedies obtained in FY 2001. The last eight

years show a 14 percent increase in total number of compliance reviews completed. This is because of an initia-

tive called Active Case Management where OFCCP is able to monitor a larger portion of the federal contractors

than it has in the past. In addition, OFCCP implemented the Contracts First project to produce a contractor selec-

tion list that is based on evidence of actual contracts, rather than relying solely on contractor self identification

through the EEO-1’s.

Another update closer to home is that we were notified of an audit letter received by a Kentucky member

on December 30th. Additionally, we have heard that the Dallas, Texas Regional Office of the OFCCP is preparing

to send audit letters to companies in their region. While this doesn’t impact most of our members, if you have a

facility in that region, you’ll want to make sure your plan is up to date.

We want to keep you aware of the OFCCP offices that are sending audit letters because the old practice

of sending letters once in the Fall and once in the Spring seems not to be the practice in this year of transition.

The Chicago office (which covers Ohio) sent audit letters two different times last Fall. In addition, we are hearing

opinions by the political experts that a much more aggressive enforcement of programs such as Affirmative Action

will be coming from the new Administration. This is all to say, if you are covered by Executive Order 11246 (that

is, you have a contract with the government or another government contractor of $50,000 or more and 50 or more

employees or are a financial institution handling savings bonds) you are subject to having a written Affirmative Ac-

tion Plan. It appears to be more important now more than ever, that covered companies complete plans and keep

them up to date, as required.

To better understand AAP’s and audit issues, please join us this year for one or all of our training pro-

grams: Affirmative Action Planning Requirements (Cincinnati-February 10th; Columbus-February 20th), Your AAP

and OFCCP ―Hot Buttons‖ (Cincinnati-March 18th; Columbus-March 6th), and OFCCP Audit – Are You Ready?

(Cincinnati-April 8th, Columbus-March 13th). In addition, if you need help or have questions, please contact Lori

Hall in Columbus or Carol Reubel or Carolyn Potter in Cincinnati.


Compensation Corner

Terry Henley, CCP, HR

Why Your Compensation Strategy Is Critical in Today’s Environment

While many companies have been forced to implement staff reductions, hiring freezes, wage reductions, or smaller wage increases than initially projected for 2009, it is during times such as these that there should be an increased focus on your compensation strategy and pay practices. Now, more than ever, you need to maxi-mize the dollars being spent on your compensation programs by:

Paying competitive salaries that will retain your employees.

Providing incentives that are focused on the bottom-line and that motivate the most production possible from your employees (incentive programs should pay more than base pay only if you, the employer, can docu-ment getting more production/better quality than what should normally be expected).

Reviewing your pay programs to avoid paying more than your specific labor market and industry warrants, in either base pay and/or incentive/bonus programs.

Auditing your pay practices and job descriptions before implementation of an expected increase by the next Administration, in vigorous government review of pay equity issues and wage and hour violations (wage and hour federal lawsuits, which range into the thousands of dollars in penalties, already have doubled over the past 2 years but are expected to increase even more in the near future).

Communicating to your employees the value (and costs) of all the benefits that you provide for them, such as: holidays, vacations, leaves of absence, insurance (including Unemployment Compensation and Workers Compensation benefits), job stability (if true), working environment (if good), training and development, geo-graphic location (especially if there are not many other employers around your organization), etc. Do not be shy about adding anything to this list that clearly is of value to your employees, including an organization mission that is instrumental in attracting many of your employees (e.g., Social Services, Affordable Housing, Health Care, Foundation work, etc.).

If you need assistance with any of the above items, please contact Terry Henley, CCP, SPHR, Director of Compensation Services at ERA. You may reach him at 513.679.4120 or, by e-mail at [email protected].

The Challenges of Downsizing

Many organizations are downsizing now, whether through temporary layoffs or a more perma-nent reduction in force. This decision brings with it many issues, such as:

Outplacement

Modified Work Schedules

Career Transitioning

Unemployment Claims

Voluntary Exit Incentive Programs

Civil Rights Charges

Organizational Redesign

Wage & Hour Considerations

If you would like assistance dealing with these challenging issues, please contact Employers Re-source Association at 1.888.237.9554.



Human Resource Services/Compensation Services Briefing

Managing your Human Resources in the most cost-effective manner is critical to HR professionals today. ERA is offering a special briefing to deal with how to reduce costs and/or avoid them in the areas of Affirmative Action, Compensation, Employee Opinion Surveys and On-Site Staffing.

T elling your employees what they need to know about your company in today's economic

environment.

H elping your management understand what contingency plans other employers are considering.

E mployee Opinion Surveys as a tool to retain your most critical employees.

E mployee education regarding the value, and employer costs, of your current benefits.

C ompensation strategies focused on paying enough to retain your employees and/or not

over-paying vs. the market.

O n-site HR staffing through ERA, as an alternative to permanent staff additions.

N ewest government agendas regarding Affirmative Action Plans and how ERA can assist you and

avoid costly assessments.

O penly soliciting information from your customers through ERA Customer Satisfaction Surveys.

M aximizing the compensation and benefits dollars that you spend.

Y our input regarding some of the initiatives your company is considering in this economy.

Carol Reubel, SPHR, Director of Human Resource Services and Terry Henley, SPHR, CCP, Director of Compensation Services will lead this discussion with you.

Date: Wednesday, February 17, 2009 Time: 3:00 P.M. to 5:00 P.M.

Cincinnati Office: 1200 Edison Drive, 45216 Telephone: 513.679.4120

If you plan to attend the above complimentary briefing, please let us know which of the above areas interest you the most (so we can plan accordingly) and send a copy of this form, via fax 513.679.4139 or e-mail [email protected].

Name:____________________________________ Company:___________________________________

Areas of greatest interest to you:___________________________________________________________

_______________________________________________________________________________________

_______________________________________________________________________________________


Central Ohio Connection

Over the course of the last several months, the economy has been on almost everyone’s mind. When we think about the economy, we logically start thinking about money, both our own and that of the companies we work for. There are many sayings about money including…

A penny saved is a penny earned.

Before you spend, earn.

Money doesn’t grow on trees. For central Ohio members, Employers Resource Association has a program that will help you earn money so you can spend it as if it grew on trees. Central Ohio’s membership referral program allows existing members to earn valuable training dol-lars when they refer new companies to the Association and these companies join. These training dollars are equal to 10% of the new member’s annual dues and can be applied to most of our public training classes. Here’s how it works: 1. You identify colleagues that work for non-member companies you know can benefit from ERA. 2. You ask them to contact us, or ask us to contact them. 3. We meet with them to review all of the Association’s offerings. 4. They join Employers Resource Association. 5. You receive a training credit equal to 10% of their 1

st year dues—(up to $394.00).

6. You use your training credit to attend an ERA training class By simply referring companies to Employers Resource Association you are saving your company money on training you would have attended- or perhaps you will be able to attend a training you would not have been able to afford. By helping ERA grow you are adding to networking opportunities, increasing the number of partici-pants in surveys and roundtables, and strengthening the human resource community in central Ohio. To refer a company or for more information on the Central Ohio Member Referral program, please contact Rebecca Kusner at 614.538.9410 or via e-mail at [email protected].


CareerBuilder.com

Don’t Put Your Organization at Risk with Negligent Hiring Practices

Desperate times call for desperate measures…for some people, that will mean doing

―whatever it takes‖ during the hiring process to secure a job in this difficult economic environment.

It has been estimated that almost half of all resumes contain some sort of falsehoods. You

can expect that number to rise with the unemployment rate as job opportunities become scarce.

How can you avoid the negligent hiring practices and make sure that your job candidate is

really as good as he or she appears to be? Let ERA help you. We have partnered with AAIM Man-

agement Association, St. Louis, Missouri, to provide cost effective background checks for potential

employees. AAIM is a Human Resource Association comprised of over 900 employers, which is a

sister association to Employers Resource Association. If you are interested in our background

check services, and the associated discounts as an ERA member, please contact Susan Kuertz in

the Columbus office at 614.538.9410 or Dan Chaney in the Cincinnati office at 513.679.4120. You

can visit our website for more information at www.hrxperts.org/pages/index.asp?id=79.

A Partnered Service of ERA

CareerBuilder.com is an online recruiting tool that enables your company to reach the type

and quality of candidates you need. The Association has partnered with CareerBuilder.com to help

our members quickly and cost-effectively connect with candidates. This partnership provides our

members with instant access to CareerBuilder.com’s premier online recruiting services at a 15%

discount off retail rates. Members can access this exciting service through the ―Members Only‖

section of www.hrxperts.org. Simply look in the left-hand column for the CareerBuilder.com logo.

Please note: To receive the 15% discounted prices, members must access the CareerBuilder web-

site through www.hrxperts.org and must order services on-line.

http://www.hrxperts.org/

http://www.hrxperts.org/


2009 Employment Law Update & Review

Employers Resource Association Cincinnati Office *

1200 Edison Drive Thursday, March 12, 2009

8:30 a.m. – 4:30 p.m. Continental Breakfast – 8:00 a.m.

Lunch is Included

Members: $180.00 Non-members: $250.00 8:00-8:30 Continental Breakfast

8:30-9:30 *Scott A. Carroll-Vorys Sater Seymour & Pease LLP ―Dealing With The New FMLA‖

9:30-10:30 *Paul D. Dorger-Keating Meuthing & Klekamp PLL ―The ADA Amendments Act-What Are Courts Doing So Far‖ 10:30-10:45 Break 10:45-11:45 *Michael W. Hawkins-Dinsmore & Shohl LLP ―The New Ledbetter Fair Pay Act & Paycheck Fairness Act‖

11:45-12:30 Lunch 12:30-1:30 *Katharine C. Weber- Cors & Bassett LLC ―The Employee Free Choice Act: How Bad Could It Be?‖ 1:30-2:30 *Cynthia L. Gibson-Katz Teller Brant and Hild ―A-Googling We Will Go‖ 2:30-2:45 Break 2:45-3:30 *Randolph H. Freking- Freking & Betz ―How Employers Continue To Make My Job Easy.‖ 3:30-4:30 *Jeffrey S. Shoskin— Frost Brown Todd LLC ―How To Stop Making Freking’s Job So Easy‖

To register: Mail, fax or e-mail your registration to: Employers Resource Association, 1200 Edison Drive, Cincinnati, OH 45216-2276 · Fax 513.679.4139 · e-mail [email protected].

Names: ____________

___________________________________________ ________________________________________

Company: Phone: ____________

Address: Fax: ____________

Authorized by/P.O.# E-mail: ____________

Check enclosed Please invoice

*Columbus’ Employment Law Update & Review information will be coming soon!

HR Department: Cost or Profit Center?

Page 4 Page 9 THE HR PROFESSIONALS SINCE 1946

Date: Tuesdays, February 10, 17, 24 & March 3

Time: 8:15 a.m. - 12:15 p.m.

Location:

Employers Resource Association

Cincinnati Office

CEUs: 0.4

CPEs: not available

Member Fee: $340.00

*Non-member Fee: $475.00

Member Discount

Register three or more people at least 14 business days prior to the program to qualify for a 5% Group Discount. Members who are pay-ing 14 business days prior to the program may also take a 5% Early-

bird Discount.

*Pre-payment is required for non-members.

To register, e-mail

[email protected]

or call 513.679.4120

Benefits This valuable workshop is designed for both the new sales pro-fessional as well as the more experienced sales professional who either has had no formal sales training or who has identifiable opportunities for improvement. It covers the entire sales process, from how to be more organized in their planner, office and car to prospecting, cold calling, qualifying leads, the sales call, recognizing closing opportunities, dealing with objections and acquiring those critical referrals.

Specific modules include, but are not limited to:

The Essentials of Selling: A Complete Process

Who Should Attend?

Newly appointed sales reps seeking to refresh their skills and increase productivity.

About Your Instructor…

Jerry Yingling, B.S. Ed., Learning and Development Consultant, leads this informative and valuable pro-gram. With years of experience in the sales area, he is highly qualified to guide this important session.

Managing the sales funnel

Prospecting

Listening

Qualifying

Building rapport

Establishing trust

Developing credibility

Uncovering the need

Finding the pain

Presenting FAB’S (features - advantages - benefits)

Overcoming objections

Asking for referrals


Wage and Hour Law Essentials

Date: Tuesday, February 24, 2009

Time: 8:30 a.m. - 11:30 a.m.

Location:

Employers Resource Association

Columbus Office

PHR/SPHR/GPHR

Recertification Credits: 3

CEUs: 0.3

CPEs: 3 management

Member Fee: $90.00

*Non-member Fee: $125.00

Member Discount

Register three or more people at least 14 business days prior to the program to qualify for a 5% Group Discount. Members who are paying 14 business days prior to the pro-gram may also take a 5% Earlybird

Discount.

*Pre-payment is required for non-members.

To register, e-mail

[email protected]

or call 614.538.9410

Who Should Attend?

This program is designed for busi-ness owners and managers, payroll, finance, HR personnel, supervisors and anyone else involved in develop-ing, interpreting, or communicating day-to-day pay practices within your organization.

Benefits

Employee suits alleging wage and hour violations are on the rise and making headlines. In this program, we will review the various components of the Fair Labor Standards Act. It also will provide you with a safe, convenient forum to ask your FLSA questions. Participants will leave the program equipped with a thorough understanding of their company's pay obligations under the FLSA -- including a review of the Department of Labor’s new ―overtime/exemption‖ regulations that became effective on August 23, 2004.

Overview

Few topics are of more interest to employers (and employees) than pay. Unfortunately, many FLSA experts estimate that over 50% of all employers are violating the FLSA -- predominately in the ―white collar‖ exemptions area. Have you ever wondered…

Join us for answers to these and other wage questions, which our members ask most!

Do we have to pay for work-related training on-site or off-site?

Are we supposed to be paying for travel time on the job or to and

from the job?

How do we really determine if an employee is exempt or non-

exempt?

How long can we ask our employees to work per day?

Do we have to schedule and pay for meal periods or rest breaks?

What happens if we’re not in compliance and we are investigated?

When is a contractor really an employee?

Is requiring compensatory time off instead of overtime pay legal?

What kinds of pay records do we need to keep on our exempt

employees?

Can I pay a lump sum for extra hours worked?

Can I dock an exempt employee’s pay?

We don’t pay overtime unless it’s been pre-approved… that’s not

illegal, is it?

How is equal pay different from ―comparable worth?‖ How can we

defend alleged Equal Pay violations?

About Your Instructor:

Julie Blankenship, SPHR, is a savvy human resource profes-

sional with extensive HR generalist experience, and two years of front-line leadership. Julie is well versed in coaching, training and development, drafting policies and procedures, and recruiting/staffing. Julie is well versed on a wide variety of topics, hosting roundtable discussion groups, completing various HR-related projects, and coordinating other special events.


The USCIS has acted to delay by 60 days the implementation of the Interim Final Rule con-cerning acceptable documents for verifying employment eligibility. The I-9 form which was to be used beginning 02/02/2009 should not be used until at least April 3, 2009 and may be modified prior to that date. For the time being, continue to use the previous form. If you

have any questions, call the hotline.

Question:

We just audited our I-9 forms and found we are missing key information such as signatures and document numbers on employees we hired years ago. What can we do?

Answer:

1. Contact the impacted employees separately to explain that during a recent audit you discovered a company representative made an error when completing their I-9 form when first hired, and the company must now correct the error. Give the employee a reasonable period of time, such as two weeks, to bring in their documents or sign the form if their signature is missing.

2. Any corrections on the original I-9 form should be dated and made using a different colored ink than was used on the original form and signed by the person making the corrections.

3. Attach a memo to the corrected I-9 form which shows:

a. When the internal I-9 audit was done

b. Who conducted it

c. What was discovered as missing on the I-9 form

d. The remedial action taken

(Example: [Employee Name] was contacted, the error was explained, employee presented documents so the error could be corrected. [H.R. Rep Name] corrected the I-9 on ___ date.)

4. HR rep should sign the memo along with name, title and date. In the event of a government audit, a gov-ernment employee should be able to look at the I-9 with the corrections and the memo, and easily under-stand what happened.

I - 9 Forms


New Members

Black Stone Group is located in Cincinnati, OH. David Tramontana is CEO.

Center for Workforce Development at CSCC is located in Columbus, OH. Tim Wagner is Vice President.

College Source, Inc. is located in San Diego, CA. Kerry Cooper is CEO.

The Dayton Foundation is located in Dayton, OH. Michal Parks is President.

E.D. Bullard Company is located in Cynthiana, KY. Linda Huesing is Director of Human Resource.

LDSS, Inc. is located in Dayton, OH. Ann Hurley is CEO.

Northwind Corporation is located in Plain City, OH. Bryan Smilges is President.

Perry Contracting, Inc. is located in Cincinnati, OH. Jim Perry is President.

Ritz Safety LLC is located in Dayton, OH. Ken Fisher is President.

Visiting Angels is located in Cincinnati, OH. Michael Garfunkel is Administrator.

LDSS Corp. is a woman-owned small business founded in 2006 and headquartered in

Dayton, Ohio. LDSS builds a strong reputation with its customers as a high-performing, results-

oriented solutions provider offering technical, consulting, and advisory and assistance services to

government and commercial clients. Specifically, LDSS delivers professional acquisition, pro-

gram management, strategic consulting, business process, and IT Portfolio Management ser-

vices and products. LDSS attracts a highly skilled and motivated workforce and has partnered

with both large and small businesses including General Dynamics Information Technology, The

Greentree Group and Teracore Inc.

www.ldsscorp.com

New Corporate Member Highlight


Collision One

Collision One was a pre-existing business that Matt Mondlak, President/CEO purchased in February 2005. Collision One specializes in late model collision repair. Matt has continued the growth of the business on a successful path. Collision One has been the recipient of the Angie’s List Super Service Award for three consecutive years.

(Member since 2007)

********

ISOCNET

ISOCNET was incorporated in June of 1996 with the focus on providing Internet Solutions to the small to medium business community in the Greater Cincinnati and Northern Kentucky area. The company has grown to be one of the largest Internet Service Providers and Web Design Firms in the Tri-State area, offering solutions for the development of custom web applications, web site design and hosting, man-aged server and server co-location. Although locally owned and operated, ISOCNET offers internet so-lutions on a global basis. ISOCNET has been a three time finalist for the Better Business Bureau’s Torch Award for business ethics since 2004. They take great pride in their relationship with their clients and continuously seek to improve their processes, equipment and services to provide their clients with the best solutions possible.

(Member since 2008)

********

Stonecreek Dental Care

Stonecreek Dental Care has over 30 years of dental expertise between Dr. Sanders and Dr. Biehle. Today, they still provide quality dentistry on the principal: ―It is not so much what we do but how we do it, that really matters!‖

(Member since 2007)

********

Member Highlights


COLUMBUS TRAINING

CINCINNATI TRAINING

PHR/SPHR Certification Preparation

Program will take place on Tuesdays,

February 3, 10, 17, 24, March 3, 10, 17,

24, 31, April 7 & 14, 6:00 p.m. - 9:00 p.m.

OSHA 10-Hour General Industry Out-

reach Training Progam will take place

on Wednesdays, February 4 & 11, 9:00

a.m. - 3:00 p.m.

Excellence in Leadership I will take

place on Thursdays, February 5, 12, 19,

26, March 5 & 12, 8:15 a.m. - 12:15 p.m.

Affirmative Action Planning Require-

ments will take place on Tuesday, Feb-

ruary 10, 8:30 a.m. - 5:00 p.m.

Behavioral Interviewing Techniques

for Managers and Supervisors will take

place on Wednesday, February 11, 9:00

a.m. - 3:30 p.m.

Exceptional Customer Service will

take place on Wednesday, February 18,

9:00 a.m. - 3:30 p.m.

The Complete Receptionist will take

place on Friday, February 20, 8:30 a.m. -

5:00 p.m.

Investigating Employee Complaints

and Misconduct will take place on Feb-

ruary 24, 8:30 a.m. - 11:30 a.m.

To register for classes,

e-mail [email protected] or call

888.237.9554.

PHR/SPHR Certification Preparation

Program will take place on Thursdays,

February 5, 12, 19, 26, April 2, 9, & 16,

6:00 p.m. - 9:00 p.m.

The Art of Letting Go will take place on

Tuesdays, February 10, 8:30 a.m. - 12:30

p.m.

Understanding & Managing Genera-

tions in the Workplace will take place

on Wednesday, February 25, 8:30 a.m. -

12:30 p.m.

Investigating Employee Complaints

and Misconduct will take place on Fri-

day, February 27, 8:30 a.m. - 11:30 a.m.

Career Transition Services

Cost Effective Alternative to Traditional Outplacement As many of you may be aware, Employers Resource Association is now offering career transition services to its members. Since reductions in force are an unfortunate reality for many of you, we can help. You are likely to be inundated in the near future with e-mail or regular mail from a lot of sources claiming they have outplacement expertise. Please do not include ERA in with them. While this is a new service to our members, we have the expertise, as several of ERA professional staff members have considerable outplacement expertise in their backgrounds. Many of you attended our New Service Briefing on 1-16-09 and several of you are already utilizing the service. For those of you unfamil-iar, here is the ala Carte menu of offerings that can be delivered to all lev-els in your organization:

Career Transition Workshop-Eight-hour workshop designed to accli-mate people to all facets of a job search. Highlights include resume development, interview skills, networking, using the web effectively and negotiating job offers.

Resume Development Workshop-Intensive workshop where attendees actually draft resumes with instructor guidance/critique. They leave with a solid draft to take with them to finalize.

Resume Writing Service-ERA staff will hold a consultation with the in-dividual, review old resume and career history. From there, drafts will be written and final approval lies with the individual. They will be pro-vided with an electronic copy of the document upon final approval.

One on One Coaching-Ideal for middle to senior managers and profes-sionals, we will customize a regimen of meetings based on company budget and individual needs. Focus will be individual attention to teach up-to-date search methodology and put together a customized search strategy.

Interview Preparation-We will work with individuals to develop solid answers to frequently asked interview questions. We will then conduct mock interviews with videotaping and feedback.

Negotiation Consultation-Work with individuals on the skills of negotia-tion or actually analyze a specific job offer, determine what is negotia-ble and how to effectively counter-offer.

RIF Consultation-Analyze the need for RIF, alternatives to RIF, ad-verse impact analysis, meeting with EE’s, discussion of benefits, UI, outplacement, severance and how to communicate with ―survivors‖.

If any level of a RIF is in your future and you want to learn more, please contact Ralph Neal, SPHR, VP, Educational Services at 513.679.4120 or at [email protected].



EMPLOYERS RESOURCE ASSOCIATION Page 15

Page 15 THE HR PROFESSIONALS SINCE 1946

LORA BLANKEN JULIE BLANKENSHIP

JIM CARTER DOLORES CEASE

DAN CHANEY SANDY DYSON TOM EBERWEIN

BARBARA ENGLAND JENNIFER GRAFT

LORI HALL BRANDI HELTON TERRY HENLEY

NADIA KOTSONIS SUSAN KUERTZ

REBECCA KUSNER DOUGLAS C. MATTHEWS

RALPH NEAL CAROLYN POTTER CAROL REUBEL APRIL RISEN

SUSAN STERRITT JERRY YINGLING

THE HR PROFESSIONALS

Improving Efficiency & Growing Your Business in a Down Economy

In tough economic times, many organizational programs are reduced – or eliminated – in an effort to conserve resources and ride out the storm. While savvy budgeting is necessary for the health of your company’s bottom-line, studies have shown that abandoning your training programs will reduce efficiencies and allow for competitor gains.

E-Learning and on-demand training allows small and mid-sized organiza-tions opportunities to remain competitive – and grow – in a down economy. Organi-zations are looking for ways to produce more results with fewer resources. Leverag-ing cost-effective technology-based training options such as online or on-demand courses, and utilizing in-house talent for mentoring and on-the-job training, are all cost-effective ways to strengthen your employees’ skills, and prepare for changes and new challenges hitting the marketplace.

As technologies have advanced in the past decade, e-learning has become an increasingly affordable solution. Many of the most notable benefits of e-learning make it a natural fit for companies looking to do more with less.

Eliminated travel. A recent study by ASTD showed that travel and other expen-ditures often account for as much as 40% of the total cost of training. e-Learning eliminates this expense, and is ideal for geographically dispersed employees.

Access. Your organization will enjoy the convenience of round-the-clock access with e-learning. e-Learning is available anytime … anywhere.

Just-in-time training. E-Learning provides opportunities to immediately fill in the gaps, as soon as you realize there is a skill deficiency that is affecting workplace performance. With a lean workforce, people are often stepping into roles they aren’t prepared for – e-learning will help to get your employees up to speed quickly.

Automation of administration, tracking & reporting. E-Learning eliminates the cost and time asso-ciated with manually administrating, tracking & reporting on learning activities. Everything can be auto-mated … freeing up your employees’ time to focus on your organization’s strategic objectives.

Today’s economic climate forces us to look for ways to cut costs and improve efficiencies. E-Learning is a great tool for improving your organization’s bottom-line, and reducing costs associated with training and development. Most importantly, investing in and growing the skills of your valued employees will help you to come out on the other side of this financial storm ahead of your competition!

About Business Training Library

Business Training Library provides affordable training solutions for small and mid-sized organiza-tions nationwide. Unlike other training solutions built and priced for large organizations, its e-learning sys-tem was designed specifically to meet the needs of smaller businesses. The solution includes a state-of-the-art Learning Management System, over 4,000 world-class online business and computer training courses, custom course development, as well as services to assist its clients in the marketing and imple-mentation of its e-learning program. Business Training Library offers high-quality E-learning that is cost-effective, easy to use and results-oriented. Check out the demo, specifically for ERA members at: http://www.bizlibrary.com/ContactUs/FreeDemoforERAMembers/tabid/505/Default.aspx

285 Chesterfield Business Parkway Chesterfield, MO 63005 888.432.3077 Fax: 636.534.1001





















http://www.bizlibrary.com/ContactUs/FreeDemoforERAMembers/tabid/505/Default.aspx

http://www.bizlibrary.com/ContactUs/FreeDemoforERAMembers/tabid/505/Default.aspx


OFFICERS

*CHAIRMAN

Michael J. Kelley, Chairman & CEO Kelvest, Inc.

*VICE-CHAIRMAN

Gene E. Kalhorn, President TAPCO Products, Inc.

*TREASURER

Lynn M. Mangan, Vice President, Client Services Paycor, Inc.

*SECRETARY

Jennifer M. Graft, President & CEO Employers Resource Association

*PAST CHAIRMAN

Daniel R. Kroeger, President & CEO Gold Medal Products Company

BOARD OF DIRECTORS

Leslie Bumgarner,

President/CEO Telhio Credit Union

Sherry Dancy,

President The Dancy Group

Sharyl Gardner,

VP, Human Resources Midmark Corporation

Dan Knight,

Vice President, HR Fifth Third Bank

Bill Thiemann,

EVP, Chief Customer Officer Libby Perszyk Kathman, Inc.

Kelly Turley,

VP Human Resources The W.W. Williams Company

Robert W. Zumbiel,

President C.W. Zumbiel Company

* Executive Committee Members

OFFICERS

*CHAIRMAN

Michael J. Kelley, Chairman & CEO Kelvest, Inc.

*VICE-CHAIRMAN

Gene E. Kalhorn, President TAPCO Products, Inc.

*TREASURER

Lynn M. Mangan, Vice President, Client Services Paycor, Inc.

*SECRETARY

Jennifer M. Graft, President & CEO Employers Resource Association

*PAST CHAIRMAN

Daniel R. Kroeger, President & CEO Gold Medal Products Company

BOARD OF DIRECTORS

Leslie Bumgarner,

President/CEO Telhio Credit Union

Sherry Dancy,

President The Dancy Group

Sharyl Gardner,

VP, Human Resources Midmark Corporation

Dan Knight,

Vice President, HR Fifth Third Bank

Bill Thiemann,

EVP, Chief Customer Officer Libby Perszyk Kathman, Inc.

Kelly Turley,

VP Human Resources The W.W. Williams Company

Robert W. Zumbiel,

President C.W. Zumbiel Company

* Executive Committee Members

At last the appropriate state and federal agencies

have issued all (current) poster updates. All companies

must post the revised federal posters. All Ohio compa-

nies must also post the revised Ohio state posters. Our

posters are fully compliant and available for order at this

time. And the good news is that they are available for the

same low prices. The necessary order forms are on the

pages to follow. Simply complete them and fax to

513.679.4139. We will ship and invoice. Call

513.679.4120 with questions.

Poster Updates


MANDATORY FEDERAL POSTERS AVAILABLE FROM


Attractive 24‖ x 36‖ posters that meet federal posting requirements are available from Employers Resource As-sociation. We have consolidated these government notices into a federal poster, reduced their size to save wall space, and added color for attractiveness. Federal ―6-in-1‖ Poster Includes:

Equal Employment Opportunity is the Law

Your Rights Under the Fair Labor Standards Act

Employee Polygraph Protection Act

Your Rights Under the Family and Medical Leave Act of 1993

Job Safety and Health Protection

Your Rights Under The Uniformed Services Employment & Reemployment Rights Act of 2005 Cost Per Poster:

Non-laminated: $7.00 plus shipping and sales tax

Laminated: $19.00 plus shipping and sales tax (Quantity discount available upon request for 11 or more posters)

♦ POSTER ORDER FORM ♦

To order one or more posters, fill out the form below and return it to Employers Resource Association with your check (payable to Employers Resource Association) or pay by credit card by completing the authorization form.

If you would prefer to be invoiced, fax this order form to 513.679.4139.

DESCRIPTION QUANTITY UNIT PRICE TOTAL

24‖ x 36‖ Federal poster Non-laminated poster: $7.00

Laminated poster: $19.00

Shipping

Subtotal

Sales Tax 6.5% (shipping is taxable)

Total

$

$

$ 6.50

Send the poster(s) to: (please print or type)

Name _________________________________________ Phone # _________________________________________

Organization ____________________________________________________________________________________

Address* _______________________________________________________________________________________

City_______________________________________ State__________________ Zip ___________________________

*NOTE: To ensure delivery, it is imperative that a street address, not a P.O. Box, be provided.


MANDATORY OHIO STATE POSTERS AVAILABLE FROM


Attractive 24‖ x 36‖ posters that meet Ohio state posting requirements are now available from Employers Re-source Association. We have consolidated these government notices into a state poster, reduced their size to save wall space, and added color for attractiveness. Ohio State ―4-in-1‖ Poster Includes: ♦ Ohio Fair Employment Practices Law ♦ State of Ohio Minor Labor Laws ♦ State of Ohio Minimum Wage ♦ Ohio Workers’ Compensation Certificate of Premium Payment and Rebuttable Presumption Notice Cost Per Poster: ♦ Non-laminated: $7.00 plus shipping and sales tax ♦ Laminated: $19.00 plus shipping and sales tax (Quantity discount available upon request for 11 or more posters)

♦ POSTER ORDER FORM ♦

To order one or more posters, fill out the form below and return it to Employers Resource Association with your check (payable to Employers Resource Association) or pay by credit card by completing the authorization form.

If you would prefer to be invoiced, fax this order form to (513) 679-4139.

DESCRIPTION QUANTITY UNIT PRICE TOTAL

24‖ x 36‖ Ohio State poster Non-laminated poster: $7.00

Laminated poster: $19.00

Shipping

Subtotal

Sales Tax 6.5% (shipping is taxable

Total

$

$

$ 6.50

$

$

Send the poster(s) to: (please print or type)

Name _________________________________________ Phone # ________________________________________

Organization ___________________________________________________________________________________

Address* ______________________________________________________________________________________

City_______________________________________ State__________________ Zip _________________________

*NOTE: To ensure delivery, it is imperative that a street address, not a P.O. Box, be provided.


WE ACCEPT PAYMENTS BY CREDIT CARD TO

EMPLOYERS RESOURCE ASSOCIATION.

You may phone ERA at 513.679.4120 or 888.237.9554 or,

Fax a copy of this form to us at 513.679.4139 or,

Mail this form to: Employers Resource Association

1200 Edison Drive

Cincinnati, OH 45216-2276

PAYMENT INFORMATION:

Invoice: Company:

Amount: Phone #:

□ Visa □ MasterCard □ American Express □ Discover

Card #: Expiration Date:

Name of Cardholder:

Billing Address:

FOR MORE INFORMATION

If you have further questions, call Employers Resource Association at 513.679.4120 or toll free at 888.237.9554.

___________________________________________________________________________________________________

Employers Resource Association can provide solutions to meet your human resources and business objectives.

Please contact us today to discuss our core service areas:

The HR Professionals Since 1946

Training and Em-ployee Develop-

ment

HR

Advisory Services

Compensation Con-sulting Services

HR

Consulting Services

Management Infor-mation Surveys

www.hrxperts.org

Cincinnati Office:

1200 Edison Drive

Cincinnati, OH 45216-2276

513.679.4120

Fax: 513.679.4139

Columbus Office:

921 Chatham Lane, Suite 111

Columbus, OH 43221-2418

614.538.9410

Fax: 614.538.9420

1200 Edison Drive

Cincinnati, OH 45216

PRSRT STD U.S. POSTAGE PAID CINCINNATI, OH

PERMIT NO. 4483

Need more information about a program offered by ERA?

Would you like to talk to one of our experts in a particular field?

Here’s a list of some of our most popular services, and the main contact person for each of them.

In Cincinnati, please call: 513.679.4120 In Columbus, please call: 614.538.9410

ERA Contact List

Cincinnati Columbus

Hotline……………………………………..………..….…....Dan Chaney……………….…...…Julie Blankenship; Lori Hall

Administration and Posters…………..………..….…......April Risen……………..….............…..…..Susan Kuertz

Compensation Services…………………………….....…Terry Henley……………………………...…Terry Henley

Affirmative Action Plans………………………..….….....Carol Reubel………………………….…........Lori Hall .

Employee Opinion Surveys…………...…….............….Carol Reubel………………………...…..........Lori Hall

Customer Satisfaction Surveys…………..………….....Carol Reubel…………………………….….....Lori Hall

HR On-Site Services…………………...……….………...Carol Reubel……………………...……….......Lori Hall

Training & Development……...…….…………..….Ralph Neal; Brandi Helton…..……….Julie Blankenship; Susan Kuertz

Compliance Issues……….….…………..…..…………...Tom Eberwein……….….…………............Tom Eberwein

Reference Center..……………….……...…………..…….Dan Chaney……………..…....………...….....Lori Hall

Salary and Benefits Surveys……….........................Douglas C. Matthews……........................Douglas C. Matthews

Marketing/Membership Development…………...Dolores Cease; Jim Carter……………......….....Rebecca Kusner

Register For Training Today!

See Page 14 For Upcoming Classes.

www.hrxperts.org

EMPLOYERS RESOURCE ASSOCIATION BRIEFS · Avoid Negligent Hiring Practices 2009 Employment Law...

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