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Plus discounts galore!

As I start my monthly letter,

I’m amazed that summer is

almost over. I hope that you

have enjoyed a couple of days

off or a great vacation! Time

sure flies!

I’m pleased to announce that

after hearing from many of

you, we are adding a meeting

on September 14 on the FLSA

Standards, Overtime and Eve-

rything an Employer Needs to

Know. It will be presented by

Keith Braskich of Davis and

Campbell. Invitations will be

coming out soon. Mark your

calendars! We will hold it at

the Lariat Club and for that

meeting we are going to try

their buffet!

Have you thought about being

on the board? Elections will be

coming up soon, we will be

accepting applications in

September. We work hard, but

it is so rewarding! Think

about it and start your bio!

The invitation went out for our

three conference event in

Bloomington on August 30.

The cost for our members is

$25 for 5 hours of credits!!! I

hope you are all able to join

us—don’t wait too long to

register, I would hate for you

to miss it!

Scholarship forms are still

available for the ILSHRM

Conference, check out our

website for more

information.

I’m sad to announce that

Sharon Bond resigned from

the board. Sharon has been

an instrumental partner and

will be missed. She has a

new job after IPMR was

purchased by OSF and did

not want to commit if she

didn’t give 150%! A true HR

Professional. She is still a

member and I hope that she

will rejoin the board at a

later date.

If you are not a HIHRC

member, now is the perfect

time—1/2 price member-

ship—$37.50 for SHRM

national members and $50 if

you are not!

Congrats to the last certifica-

tion class who is now 9 for 9!

100% pass rate!

Our veteran’s event is coming

along nicely. We are looking

for sponsors if your company

may be interested. We plan on

a full day of activities for our

veterans with activities such

as resume review, speakers on

an array of topics. Then, lunch

will be for veterans and the HR

professional! We have two

great speaker lined up that

will discuss recruiting veter-

ans and then a veteran will

discuss moving from the mili-

tary to the business world.

After that, we will host a job

fair from 1:30—4:00. So, you

can volunteer, just come to

lunch or come to lunch and set

up for the job fair!

Please let one of us know if

you have any questions,

would like to sponsor the

event or a veteran or have a

job fair booth!

Enjoy the rest of your

summer! Back to school is

almost here!

Nancy Wraight, SHRM-SCP

President’s Letter

SHRM Member Benefits

Heart of Illinois HR Council

August 2016

Volume VII

Heart of Illinois

HR Council

‘Sometimes the best gift we can give ourselves and others is choosing a positive attitude.’

Sam Glenn, The Attitude Guy

Save the Date 2

Scholarship 3

August Meeting 5

Legislative Updates

6

Upcoming Meetings

8

New Laws 9

Updated ACA Forms

10

Inside this

issue:


Inside Story Headline

5 Credit Hours!!

Prices are $25 for members; $50 for guests and

$25 for students

Volume VII

The deadline for the certification

scholarship is fast approaching on

August 31.

All applications must be a mem-

ber of the HIHRC pursuing a

SHRM professional certification.

Applicants must complete the

application and attach the

responses along with a resume

and the certification outline.

This coincides well with our class

beginning on August 17!

Get certified!

The 17th Annual Illinois HR

Conference and Exposition is

September 25-27, 2016 at the

Drury Lane Theater and

Conference Center in

Oakbrook Terrace, IL.

Registration includes a

continental breakfast, lunch,

Scholarship Deadline Approaching

If you did not receive the survey

or may have deleted it and need it

sent to you, please email

[email protected] and

she will send it to you again

through Survey Monkey.

All results are anonymous.

We need your feedback!

A survey was sent out to all of our

members and those on our mail-

ing list about what meeting topics

you would like to see next year.

If you have not yet filled it out,

please do so no later than the end

of August.

We utilize these in our strategic

planning sessions to plan our

meetings for next year.

Survey Assistance Needed

general sessions, concurrent

sessions and exposition.

Fees for SHRM members are

$393.00 and for non-SHRM

members are $493.00. A special

Sunday pre-conference workshop

is also available for $62.00.

Full-time students are $100.00.

SHRM and HRCI credits are

pending.

Visit the ILSHRM website for

more information at: http://

ilshrm.org/


Time to Register for Class!

The SHRM-CP/SHRM-SCP testing window for Fall 2016. HIHRC will be hosting a study

group for the next testing window.

LET US GUIDE YOU TO SUCCESS - CLASS STARTS AUGUST 17 - SIGN UP TODAY!

SHRM's two new certifications, SHRM Certified Professional (SHRM-CP) and SHRM

Senior Certified Professional (SHRM-SP), demonstrate who we are as HR Professionals,

what we do and why it matters. These professional certifications are meant to benefit

the individual, the profession and the employer. They can open doors for professional

advancement, serve to harmonize standards with changing expectations and signal to

employers advanced professional development. We believe SHRM certification will be-

come the new standard for HR Professionals around the globe.

Ensure you’re prepared with HIHRC’s Spring SHRM Certification Class, designed for

SHRM credential candidates. This intensive 15-week program combines expert instruc-

tion with the SHRM Learning System® for SHRM-CP/SHRM-SCP, so you will learn faster,

retain more knowledge and stay on track for success on the exam. We also prepare for

you for the PHR/SPHR exams.

By attending our course, you’ll benefit from:

An experienced, SHRM certified instructor

The SHRM Learning System, historically ranked the #1 HR certification prep tool.

A structured learning experience that keeps you on track.

Opportunities to network and learn from your peers

When: Wednesday Evenings from 5:30 pm to 8:00 pm

15 weeks - 8/17/16 weekly for 15 weeks

Where: Alliance Benefit Group

Twin Towers Office Plaza, 456 Fulton, Suite 345, Peoria, IL 61602 Cost: $495* for

HIHRC members; $695* for non HIHRC members; We need 5 students to receive this

Chapter discounted rate. Rate for study materials if self-study (on your own) is $695 for

SHRM members and $870 for non-SHRM members You Save $200 by enrolling in the

Study Group!

(Payment plan options are also available - for more information, contact Cathy Plouzek

at 309-671-4200) or [email protected]

*to avoid paying the additional fee, you may select "show other payment options" and

pay by check. There will still be a small handling fee added. Please mail check to:

Heart of Illinois HR Council, PO Box 372, Peoria, IL 61651

SIGN UP FOR THIS CLASS TODAY AS PRICES MAY BE GOING UP IN 2017!

LAST CLASS HAD A 9 FOR 9 PASS RATE! 100%!

Volume 1, Issue 1

This session will focus on addiction

in the workplace, including

certification on reasonable

suspicion training.

Attendees will learn how to properly

define addiction, identify the signs

and symptoms of addiction, learn

steps to connect an individual in the

workplace to a treatment provider

and explore the steps of recovery.

The goals of the presentation

include:

Identification of the Prevalence of

August Meeting—A Guide to Recognition and Intervention

from Illinois Institute for Addiction Recovery

Time to Join HIHRC!

Membership in the Heart of Illinois Human Resources Council SHRM Chapter #326 is available to individuals who desire to enhance their professional career in HR on a local level. Did you know of all of the different opportunities that the Heart of Illinois Human Resource Council (HIHRC) members receive? There are many to share including, but not limited to:

Recertification credits for SHRM-CP, SHRM-SCP, PHR, GPHR or SPHR certification

Networking with other HR professionals in the tri-county area

College-relations help and support (Bradley University)

Professional growth and development along with a forum for problem-solving

Leadership development, team awareness and organiza-tional skills development

Relevant regular training sessions with leading-edge speakers

Scholarships to pursue educa-tion in the HR field or to earn your SHRM-CP or SHRM-SCP

Reduced meal fees at meetings

Free postings of HR jobs on our website

Access to our member only site on our website at: http://heart ofillinois.shrm.org

Legislative updates

Opportunities to volunteer in our community

Attend Peoria Chamber of Commerce events as a HIHRC member

Discounts on our SHRM Recertification Provider SHRM-CP and SHRM-SCP classes

Interactive social media

Potential to join the SHRM HR Advocacy Team for the state of Illinois

A chance to engage in lively

conversations with other HR

professionals who understand

what you are going through!

Advancing the HR profession

Mentoring opportunities for someone new in HR to part-ner with a more advanced HR professional in the chapter

National SHRM members receive a discount off of our membership! Membership dues for the remain-der of 2016 are: $37.50 for National SHRM Members and $50.00 for those HR persons not involved with SHRM at the national level. We also have a discounted program that you can pay ahead of time for your meals!

Signs of a Troubled Employee

including the impact of his/her

behaviors as well as work

performance and; Appropriate

Intervention.

Brittany Ott, MS, CADC works for

the Illinois Institute for Addiction

Recovery as a Corporate Services

Clinician at Illinois Institute for

Addiction Recovery through Unity

Point Health Methodist/Proctor.

She received her Masters of

Science in Clinical-Counseling

Psychology from ISU in 2010. She

is also licensed as a Certified

Alcohol Counselor. In her current

role, she assists individuals with

addiction by coordinating treat-

ment services. In addition, Brittany

works to build awareness of the

disease of addiction to reduce

stigma and offer treatment

solutions.

Please join us on August 10 at the

Lariat Club for this important

training!

Increases Generally Apply to Civil Money Penalties Assessed After August 1, 2016

The U.S. Department of Labor (DOL) has published an interim final rule adjusting for

inflation the civil monetary penalties assessed for violations of a number of federal laws. As

a result, penalties will increase for employers that do not comply with certain requirements

under the federal Fair Labor Standards Act (FLSA), the Family and Medical Leave Act

(FMLA), the Employee Retirement Income Security Act (ERISA), and the Occupational

Safety and Health Act (OSH Act), among other laws. The increases generally apply to civil

penalties assessed after August 1, 2016, whose associated violations occurred after

November 2, 2015.

Key Penalty Increases

Penalty increases that may be of particular interest to employers include:

Repeated or willful violations of the FLSA's minimum wage or overtime pay requirements will be subject to a penalty of up to $1,894 per violation (formerly $1,100);

Willful violations of the FMLA's posting requirement will be subject to a penalty not to exceed $163 for each separate offense (formerly $110) (note: covered employers must post this general notice even if no employees are eligible for FMLA leave);

Failure to provide employees with a Children's Health Insurance Program (CHIP) notice will be subject to a penalty of up to $110 per day per violation (formerly $100);

Failure to provide a Summary of Benefits and Coverage (SBC) will be subject to a penalty of up to $1,087 per failure (formerly $1,000);

Failure or refusal to file an annual report (Form 5500) with the DOL will be subject to a penalty of up to $2,063 per day (formerly $1,100);


Penalties Set to Increase for Violating Federal Wage-Hour and Benefits Laws

https://www.dol.gov/sites/default/files/2016-inflation-faq.pdf

https://www.dol.gov/sites/default/files/2016-inflation-faq.pdf

https://www.dol.gov/whd/minimumwage.htm

https://www.dol.gov/whd/overtime_pay.htm

https://www.dol.gov/whd/regs/compliance/posters/fmla.htm

http://www.dol.gov/ebsa/chipmodelnotice.doc

https://www.dol.gov/ebsa/healthreform/regulations/summaryofbenefits.html

https://www.dol.gov/ebsa/5500main.html

Volume VII

Illinois employers will be required

to offer employees a retirement

plan under the Illinois Secure

Choice Savings Program. The

program creates a simple

individual retirement savings

program option through a 3%

payroll deduction for private

sector employees whose

employer does not offer a

retirement plan besides Social

Security. Employers that have

been in business for at least two

(2) years and employ 25 or more

employees are required to

participate. Employees can opt-

out of the program or contribute

more or less than 3%.

This law went into effect on 6/1/15

and implementation must be

completed within two (2) years—

which marks 6/1/17 as the official

participation date.

Requirements include establish-

ing a payroll deposit retirement

savings arrangement to allow

employees to participate in the

program at most nine (9) months

after the Illinois Secure Choice

Savings Board opens the pro-

gram for enrolment. Employers

are to automatically enroll in the

program all employees who have

not opted out. Employers will also

be required to supply each of its

employees with the employee

information packet that will be

provided by the Board.

Employers will retain the option at

all times to set up any type of

employer-sponsored retirement

plan or to offer an automatic

enrollment payroll deduction IRA

instead of payroll deposit retire-

ment savings arrangement to

allow employee participation in

the program..

The program will provide workers

an opportunity to secure a safe

retirement and give more busi-

nesses the opportunity to offer a

retirement savings program at no

cost to the company. The

program will be self-sustaining

with no additional cost to the state

with the exception of start-up

costs.

HOW IT WORKS:

1) Employers with 25 or more

employees who do not currently

offer a retirement plan will

participate in the program.

2) Workers are automatically

enrolled with a 3% payroll

deduction per paycheck. They

may opt out if they wish.

3) Only employees can contribute

to their accounts. Neither the

state nor employers can

contribute or have any fiduciary

responsibility or liability.

4) Program costs are covered

through an administrative fee on

the fund which will not exceed

0.75%.

5) Funds are protected by a

comprehensive risk oversight and

management program.

WHY? Over 2.5 million workers

in Illinois lack access to an em-

ployment based retirement plan.

That means that over half of the

private sector workforce is

expected to retire on Social

Security alone along with any

savings they might accumulate.

SOURCES: AAIM-EA, STATE OF

ILLINOIS WEBSITE—IL SB2758

Senate Bill 2758—Illinois Secure Choice Savings Program

illnesses.

Under The Occupational Safety

and Health Act of 1970, employ-

ers are responsible for providing

safe and healthful workplaces for

their employees. OSHA’s role is

to ensure these conditions for

America’s working men and wom-

en by setting and enforcing stand-

ards and providing training,

education and assistance.

August 10—Addressing Signs

and Symptoms of Substance

Abuse in the Workplace

September 14—FLSA Standards,

the new Overtime Rules and

What is a Business to do? -

JUST ADDED MARK YOUR

CALENDARS

Also in September—keep track of

your volunteer hours to turn in—

we are going to see how many

hours our chapter volunteers in a

month!

October 12—Labor Law Update

October 13—Business After

Hours Sponsored by HIHRC at

Avanti’s on Knoxville from 4:30-

6:30 PM

November 9—Veteran’s Event—

Program for veterans in the AM—

Luncheon for all from 12:00—1:30

and Job Fair from 1:30—4:00—

Embassy Suites, East Peoria

December 14—Share the Spirit

We are looking to ‘shake things

up’ with Share the Spirit this

year—if you have ideas, please

share them with a board member

or email

[email protected]! We

appreciate your feedback and

strive to continuously improve.

This recently changed from 8/10/16

enforcement.

Under the new rule, employers are

required to inform workers of their

right to report work-related injuries

and illnesses without fear of

retaliation; implement procedures

for reporting injuries and illnesses

that are reasonable and do not

deter workers from reporting; and

incorporate the existing statutory

prohibition on retaliating against

workers for reporting injuries and

Effective 11/1/16, employers are

required to inform employees of

their right to report work related inju-

ries and illnesses free from retalia-

tion, according to a new OSHA rule.

OSHA has stated that one way em-

ployers can comply with the new

notification requirement is by post-

ing the current version of the OSHA

It’s the Law poster.

Though the poster update technical-

ly is not mandatory, it will fit the

qualifications of the law.


Upcoming Meetings in 2016

Federal Poster Changes Effective 11/1/16

lieve that most retirement plans

fall short when it comes to helping

people actually plan for retire-

ment. With their platform you can

easily know what fees you are

paying and what you are getting

in return.

You will get unbiased advice so

your employees have the greatest

odds of achieving their most

important goals. The focus will

shift from fund selection to en-

hancing and analyzing retirement

readiness. When you hire

Cypress, we transfer the invest-

ment management liability away

from you! BAM Advisor Services

serves as the ERISA 3 (38)

Advisor.

For more information visit:

Www.betterway.com

A big thank you to Mike Mahoney,

CPF® the July and August spon-

sor!

Michael is a fee only, Registered

Investment Advisor and a Found-

ing member of the BAM Alliance.

Brining simplicity, transparency,

counsel, education and lower

costs to retirement plans since

2002.

He is part of a nationwide alliance

of independent advisors who be-

Thank you to our Sponsor!

Volume VII

rity question/answer, as

applicable to take other steps

appropriate to protect all online

accounts for which the resident

uses the same user name or

email address and password or

security question/answer. It

requires companies to ‘implement

and maintain reasonable security

measures to protect those rec-

ords from unauthorized access,

acquisition, destruction, use,

modification or disclosure.’

-dataprivacymonitor.com/SHRM

On 7/13/16, the Uniform Law

Commission (ULC) passed the

Uniform Wage Garnishment Act

which helps put employers one

step closer to having a standard-

ized approach for processing

wage garnishments across states.

The Act must still be adopted by

state legislatures before becom-

ing effective.

The ULC is a nonprofit organiza-

tion that works to create

uniformity of state laws.

Every state has different wage

garnishment laws and processes,

so employers doing business

across multiple states must un-

derstand and abide by laws that

vary by jurisdiction.

The Act is intended to help

simplify and clarify wage garnish-

ments for employers, creditors

and consumers by standardizing

processes and creating forms that

are simpler and easier to

understand. –ADP

word that would permit access to an

individual’s financial account (got

that?) It also includes unique

biometric data such as a fingerprint,

retina or iris image, etc.)

Under the new law, HB1260—it

clarifies the existing safe harbor. If

personal information is encrypted or

redacted by the keys to decrypt or

otherwise read the data elements

have been acquired, notification

may be required. The notice

requires certain notices of a

breach of security to include spe-

cific content. If there is a breach,

the notice should direct the indi-

vidual ‘to promptly change his/her

user name or password and secu-

Illinois Governor Bruce Rauner has

signed into law a number of amend-

ments to the State’s Personal Infor-

mation Protection Act that expand

the definition of protected personal

information and increases certain

data breach notification require-

ments.

Currently ‘personal information’ is

limited to an individual’s first name

or first initial and last name in com-

bination with the individual’s Social

Security number; driver’s license

number or state identification card

number; or account number of cred-

it or debit card number, or an ac-

count number or credit card number

in combination with any required

security code, access code or pass-

Illinois Amends Data Breach Law (1/1/17)

Uniform Wage Garnishment Act

Civil Monetary Penalties Form 5500

The U.S. Department of Labor

published an interim final rule to

increase the civil monetary pen-

alties which it enforces.

Approximately 16 different

penalties were adjusted upward

by the U .S. Department of

Labor. Of particular interest is the

increased penalty for refusal or

failure to timely file Form 5500, if

required.

This penalty increased from up to

$1,000 per day to up to $2,063

The increased penalty amounts

apply to penalties assessed

after August 1, 2016, whose

associated violations occurred

after November 2, 2015.

A Form 5500 is an annual infor-

mational tax form required by

ERISA of most Retirement

Plans and some Health and

Welfare Benefit Plans. It is gen-

erally due seven (7) months

after the end of the plan year or

Nine (9) and a half months

after the plan year if an

extension is filed.

-BPC, Champaign, IL

On 7/7/16, the IRS issued drafts

of 2016 Forms 1094-C and 1095-

C. Employers use the forms to

report health insurance coverage

offered under employer

sponsored plans in accordance

with Section 6056 of the Internal

revenue Code (IRC). Although the

forms are largely unchanged, they

include some noteworthy

clarifications and revisions.

FORM 1094-C

Line 22, Option B is now labeled

as ‘Reserved’ because the Quali-

fying Offer Method Transition

Relief was only available for tax

year 2015.

FORM 1095-C

Plan start month in Part II will be

optional again for the year 2016

reporting.

Part III specifies that the

employee should be listed under

covered individuals if the employ-

ee was enrolled in coverage

(formerly this information was

only in the instructions)

Column (b) in Part III specifies

than a SSN or other TIN is

acceptable for covered individuals

(formerly only in the instructions)

Column (C ) in Part III still allows

for a date of birth for covered

individuals, if the SSN/TIN is

unavailable.

On page two (2), (Instructions for

Recipient) the line 14 description

explains that coverage offered

through a multiemployer/union

plan may not be reflected, which

suggests that multiemployer plan

transition relief may still apply for

tax year 2016 reporting

Line 14 code 1I is now

‘Reserved.’ It formerly related to

Qualifying Offer Method

Transition Relief for 2015.

Two additional line 14 codes

related to conditional offers to

spouses have been added.

Additional details are expected

when the form instructions are

published. -ADP

tion of Illinois on August 23, 2016

from 7:45—9:00 a.m. at 1224 W.

Pioneer Parkway.

Hope to see you there!

Business After Hours will be at

Hickory Point Bank, 4440 N.

Prospect Road, Peoria Heights, IL

61616 on August 11, 2016

It is from 4:30—6:30 PM

This event is FREE for all of our

members as the HIHRC is a

member of the Peoria Chamber of

Commerce.

Business Before Hours will be

held at Public Relations Associa-


Healthcare Reform Update

Peoria Chamber Events—August

Some days it seems like all

we do is talk in abbreviations

doesn’t it?

Volume 1, Issue 1

In a year of political unease, unrest?

Not sure what the right terminology is

here, several members of the board

thought this article summed up both

political sides WITHOUT picking or

choosing for anyone—we do not en-

dorse either candidate—we are just

sharing this very interesting take on

something big for all of us in HR—

Health Care! This article was shared

with all SHRM members who receive

their daily newsletters.

‘Of all the issues debated by the

Trump and Clinton campaigns, few

offer a clearer picture of the candi-

dates'’ philosophical differences than

healthcare coverage. While Clinton

says her goal is to preserve and build

on the Affordable Care Act (ACA),

Trump has made clear his intention

is to repeal current legislation and

replace it with a system that requires

less federal government support.

For HR professionals, understanding

the differences between the

candidates’ positions should help to

inform and influence their choice in

November, based on their own

health care priorities and those of

their organizations.

‘By monitoring the presidential

candidates’ positions on employer-

sponsored health benefits, HR can

better understand how they stand on

such issues as the tax treatment of

health benefits, the impending

excise tax on high-value plans,

wellness programs and the definition

of full-time,’ said Chatrane Birbal, a

government relations senior advisor

at SHRM.

Health care policies also have a rising

impact on talent acquisition strate-

gies, as job candidates say the qualify

of employer-provided medical

coverage is a top consideration when

evaluating job offers, reports Career-

Builder, which adds that this concern

ranks especially high among

Millennials.

‘Employer sponsored health benefits

are critical to recruiting and retain-

ing a talented workforce, so any

health care reform legislation must

support employer flexibility and

innovative strategies and preserve

the favorable tax treatment of em-

ployer-sponsored coverage,’ said

Mike Aitken, SHRM’s vice president

of government affairs.

To evaluate Trump’s healthcare

plans, look no further than his cam-

paign website, which outlines the

following key components of his

health care reform proposal:

-Repeal and replace the Affordable

Care Act

-Institute a cap on employer-tax ex-

clusion for health care

- Seek medical malpractice reform

- Expand employer sponsored

wellness programs.

Other aspects of health care reform

that Trump has proposed so far

include lowering trade barriers to

allow overseas drug makers to sell in

the U.S., requiring greater transpar-

ency from doctors and hospitals on

pricing and allowing health

insurance to be sold across state

lines. Trump also proposes state

block grants for Medicaid while

promising to improve Medicare by

‘making the country rich.’

Across the aisle, Clinton and her

legislative supporters seek to defend

and expand the ACA. They also

propose to control prescription drug

prices by holding drug companies

more accountable, and she says she

would expand pricing disclosure

requirements for doctors and

hospitals, according to her campaign

website. Clinton also is a supporter

of new incentives to encourage states

to expand Medicaid, and she

supports allowing U.S. individuals 50

and over to purchase Medicare

coverage.

She is in favor of elevating mental

health treatment to be on par with

physician health coverage.

On the issue of selling insurance

across state lines, Clinton says she

has an open mind, but this topic isn’t

currently part of the Democratic

party platform.

TRUMP’S PLAN:

1) Repeal ACA

2) Modify existing law that inhibits

the sale of health insurance

across state lines

3) Tax deductible health insurance

premium payments

4) Allow individuals to use Health

Savings Accounts (HSAs)

5) Price transparency

6) Reform mental health programs

7) Block-grant Medicaid to the

states

8) Remove barriers to entry into

free markets for drug providers

that offer safe, reliable and

cheaper products

CLINTON’S PLAN:

1) Defend the Affordable Care Act

2) Lower out of pocket costs like

copays and deductibles

3) Reduce the cost of prescription

drugs

4) Build on the ACA and require

plans to provide three sick visits

without counting toward de-

ductibles every year

5) Provide a new, progressive tax

credit of up to $5,000 per family

for excessive out-of-pocket costs

6) Enforce and broaden the ACA’s

transparency provisions

7) Repeal the ACA “Cadillac Tax’

Stay tuned….no matter what—

REGISTER AND VOTE!

Trump vs. Clinton on Health Care: Their Differences

Are Clear by Tony Lee, July 19, 2016—SHRM

Thank you to all of you who attended the meeting and filled out a

survey. The results were (Scores are 1-5, with 5 highest) :

1) Presentation

Worth time and money—4.55

Learned something—4.55

Presenter did a fine job presenting—4.73

Networking beneficial—3.82

2) Event Location

Location convenient—4.55

Meeting room comfortable—4.64

Speaker easily heard—4.73

Food choices appropriate—3.82

Meeting appropriate length—4.18

Other topics: Workforce planning, dealing with difficult employ-

ees, helping new supervisors transition, conflict resolution,

FLSA changes (several—we listened an added a meeting in

September!)

SHRM NATIONAL PINNACLE

AWARD WINNING CHAPTER

2012 and 2015

July Meeting Survey Results

CURRENT TREASURER’S

REPORT—$18,153.68

Heart of Illinois HR Council Heart of Illinois HR...

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Transcript of Heart of Illinois HR Council Heart of Illinois HR...