Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554 www.hrxperts.org

May 2 0 1 3

Inside this issue:

1 Talent Management Certificate Webinar Program

2 From the President

3 Survey Update

4 Skills-Based Training

Techniques

5 Performance Appraisals

6 New Members

7 Member Highlights

8 Safety Spotlight

9 ERA Special Events

Special points of

interest:

10 DOL On-site Investigations

11 We Cut, You Choose

12 New Unemployment

Regulations

13 Time for Healthy Eating

Talent Management Certificate Webinar Program ERA is pleased to announce the launch of a webinar series called The Talent Management Certificate Program. The series will be led by Marc Effron, au-

thor of the book, One Page Talent Man-agement: Eliminating Complexity, Add-ing Value. Marc, an experienced HR leader and consultant, will lay out the fundamentals of how he created and applied his talent building process to

the world’s largest and most successful

companies. This series will launch on Thursday, June 27 and run every other Thursday through October. The Talent Management Certificate Program consists of three modules-

Performance Management, Talent Reviews and Succession Planning and Development Planning. Each module includes three 90-minute, in-teractive video webinars (total of nine) where you’ll learn about the science and practice of how to build the pro-

cess, apply the tools and ensure con-

sistent execution. If you complete all three modules you’ll be awarded a Tal-ent Management Certificate from the Global Talent Management Institute. MODULE 1:

PERFORMANCE MANAGEMENT In Module 1, you’ll learn how to opti-mize each part of the performance management cycle. You’ll learn how to set performance driving goals, balance

behaviors, motivate employees, and radically simplify the goal-setting pro-cess. You’ll see how to make coaching

a fast and fear-free exercise for man-agers. You’ll understand how to ensure

a fair review conversation and you’ll get sample forms your company can use in the process.

MODULE 2: TALENT REVIEWS AND SUCCES-SION PLANNING Module 2 will focus on creating a disci-plined, easy to use process for as-

sessing and managing talent in your

organization. You’ll learn about key tools like the Performance and Poten-tial Grid, how to define potential to ad-vance, and how to structure the talent review process. You’ll understand the typical talent profiles and how to man-

age each one. You’ll see how to make succession planning a simple, powerful process and an invaluable business tool. MODULE 3: DEVELOPMENT PLANNING

Module 3 provides you with innovative tools and approaches to develop your employees. You’ll learn how to create an Experience Map for key functions that simplifies development and em-powers employees. You’ll learn how to

create a Success Model that tells lead-ers simply and specifically which be-haviors to engage in. You’ll understand how to balance the use of experiences, learning from others and formal train-ing to maximize development.

Call to learn more at 888.237.9554 or click here to register for this skills-

building webinar series.

From the President

Study Finds

Millennial and

Mature Workers’

Attitudes Align

PAGE 2 May 2013 ©ERA

A recent article in Forbes, related a story about a woman in her mid-50s who stood up during a professional development retreat and started citing

a laundry list of communication con-flicts on her mixed-age team. She was angry that the younger members rare-ly returned her phone calls by phone. Instead, seeing the issue as non-pressing, they typically would text or

e-mail back a response. The woman

worked herself into such a frenzy that she suddenly spouted, “We need to stop e-mailing, and pick up the %^$# phone!” As she continued to speak, it was easy to see that the woman’s con-

cern ran deeper than mere frustration. Her voice cracked and her breathing faltered until she couldn’t continue and sat down. It was more than anger. She felt disrespected and unappreciated. The modern workplace now reflects

that people live and work longer than ever before. With up to four very dif-ferent generations all working togeth-

er, it can become a fertile ground for problems. Matures or Veterans (born before 1946), Baby Boomers (1946-1964), Generation X (1965-1979), and

Generation Y or Millennials (1980-2000) grew up at different times, have very different value sets and often em-ploy communication styles that conflict with those of their coworkers.

However, the generation gap in the workplace may be much slimmer be-tween millennials (born 1982-1994) and mature employees (born before 1946). The latest Engagement Study

from Randstad reports that the young-est and oldest generations share the

most workplace sentiments and they expressed a more positive outlook on their careers than employees from the other generations. Here are some ex-amples:

• 89 percent of mature workers and

75 percent of millennials say they enjoy going to work every day.

• 95 percent of mature respondents

and 80 percent of millennials feel

inspired to do their best at work.

• 69 percent of millennials and 64

percent of mature workers, find a positive energy at work - compared

to just a 53 percent average among other generational groups.

• 67 percent of millennials and 55

percent of mature workers, believe that the job market will pick up in

2013.

In spite of these parallels, some differ-ences between millennials and mature workers were reported. One of the most significant differences was that

57 percent of millennial respondents would give serious consideration to a job offer from another company as compared to 20 percent of mature em-ployees. All age groups agreed that the top en-

gagement activities were offering pro-motions or bonuses to high performing employees and being flexible in terms of hours or working arrangements.

Yet companies continue to struggle to find the right kind of balance in em-

ployee engagement that will accommo-date the wide range of expectations and values found among the different generational groups. Dana Brownlee, a nationally recognized

speaker that provides training to For-tune 500 companies, maintains that the solution won’t come from any one person or generation. “Each party thinks it’s the other per-son’s problem,” says Brownlee. “The

responsibility is really mutual.” Being aware of the differences is a good start. More than that, she encourages people to talk about them, to demysti-fy what’s unknown or misunderstood. It starts with a baseline of respect. “Go

out of your way to learn from each other,” she advises. Older workers can lend their vast industry knowledge and experience. Younger workers can shed light on demographic, pop culture and technology trends. “It starts with a cof-fee or a walk.”

Jennifer Graft, MBA, SPHR Jennifer Graft, MBA, SPHR

Survey Update

PAGE 3

Here are the current survey deadlines:

Executive Compen-

sation Survey

Extended Until:

Friday,

June 7

Wage and Salary

Adjustment Mailed

on:

Thursday,

June 20

The deadline for the 2013 Executive

Survey has been extended until Friday,

June 7.

This comprehensive survey covers sal-

ary data for 22 director and executive-

level positions. This survey is a bit dif-

ferent from our other surveys, as data

will be presented according to the fol-

lowing breakouts: company size, in-

dustry, and revenue. Data will be pro-

vided on base salary, bonus, and total

compensation. Please be sure to partic-

ipate so that you can receive a free

copy of the survey report.

The next questionnaire will be for the

2013 Wage and Salary Adjustment

Survey. This is one of our most popular

surveys, it is very short and easy to

complete. Please take a few minutes to

participate when it comes out. The

more data we have, the better our re-

port will reflect the local area. After a

few years of little to no increases,

many employers are planning to start

giving at least a small increase. Make

sure that you stay competitive with

your wage and salary offerings!

Please contact the Survey Department

at 513.679.4120, toll free at

888.237.9554, or e-mail Doug Mat-

thews at dmatthews@hrxperts.org if

you have any questions about our sur-

vey processes or need assistance with

completing your survey questionnaires.

Doug Matthews, PHR

May 2013 ©ERA

PAGE 4

Date:

Wednesday,

June 5, 2013

Time:

8:30 am—4:00 pm

Lunch is Included

Location:

ERA Cincinnati Office

1200 Edison Drive

Cincinnati, OH 45216

PHR/SPHR/GPHR

Recertification Credits: 6.5

CEUs: 0.7

CPEs: Not Available

Member Fee: $190.00

*Non-member Fee: $266.00

Member Discount:

Register three or more people at

least 14 business days prior to

the program to qualify for a 5%

Group Discount.

*Pre-payment is required for

non-members.

To register, e-mail

training@hrxperts.org

or call 513.679.4120.

Skill-Based Training Techniques

This program is designed for those

front-line employees and supervisors

who are tasked with training new em-

ployees or re-training existing employ-

ees. It highlights the importance of

properly structured training, how

adults learn best and a four-step meth-

od of teaching a process, procedure or

how to operate a tool or a piece of

equipment.

Learning Objectives:

• Recognize business implications

and importance of effective training

• Identify the four stages of learning,

three distinct learning styles and

how this impacts adult learners

• Discover the Ten Commandments

for effective training and learning

• Apply the four step method of skill

training using Job Instruction

Training (J.I.T.)

• Identify relevant key points that

should be shared with all trainees

• Break down barriers to effective

communications in training

• Master the ability to give useful

feedback to ensure trainee success

About your instructor…

Ralph Neal, SPHR, Vice President,

Educational Services, leads this pro-

gram in Cincinnati. Ralph is responsible

for the development and quality of all

educational programs produced or pro-

vided by the association and its various

instructors. He shares his knowledge

and experience from a wide range of

industries with participants.

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Ralph Neal, SPHR

May 2013 ©ERA

PAGE 5

Date:

Tuesday,

June 4, 2013

Time:

8:30 am—3:00 pm

Lunch is Included

Location:

ERA Columbus Office

300 East Broad St., Ste. 550

Columbus, OH 43215

PHR/SPHR/GPHR

Recertification Credits: 5.5

CEUs: 0.6

CPEs: 6 Management

Member Fee: $165.00

*Non-member Fee: $231.00

Member Discount:

Register three or more people at

least 14 business days prior to

the program to qualify for a 5%

Group Discount.

*Pre-payment is required for

non-members.

To register, e-mail

training@hrxperts.org

or call 513.679.4120.

Delivering Employee Performance Appraisals & Feedback Performance management is a critical

and often mishandled process. All too

often, the performance appraisal turns

into an annual bureaucratic exercise

loathed by manager and employee

alike. This skill-building workshop is

designed to assist managers, supervi-

sors and HR in the effective develop-

ment and delivery of the performance

appraisal as a powerful performance

management tool.

Learning Objectives:

• Recognize why performance ap-

praisals are so important

• Determine what to document and

what not to document

• Follow a 10-step process to devel-

op the appraisal

• Avoid common rating errors that

can “contaminate” the appraisal

• Master the 6-step delivery of the

appraisal

• Prepare in advance for employee

reactions and concerns

• Practice coaching throughout the

evaluation cycle

About your instructor…

Dawn Hays, HR Learning & Devel-

opment Consultant, leads this pro-

gram. Dawn graduated summa cum

laude from Youngstown State Universi-

ty and earned her law degree from the

Ohio State University Moritz College of

Law in 2001. Dawn was voted an Ohio

Super Lawyer Rising Star in the 2005-

2012 editions of Law & Policies Maga-

zine.

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Dawn Hays, Esq.

May 2013 ©ERA

New Members

PAGE 6

These companies

have recently

joined ERA:

Thank you for

your trust!

ADA Carbon Solutions, Inc. is located in Littleton, Colorado. Mr. Brian Leen is the CEO.

Addison McKee, Inc. is located in Lebanon, Ohio. Ms. Cindy Messer is the Human Resource Manager. American Mitsuba Corporation is located in Monroeville, Indiana. Mr. Michael D. Tuttle is the HR Manager. Diesel Injection Service Co., Inc. is located in Louisville, Kentucky. Mr. Jerry Plap-

pert is the CFO. Miami Valley Gaming and Racing, LLC is located in Lebanon, Ohio. Ms. Mardia Shands is the Sr. Director. Phillips Edison & Company is located in Cincinnati, Ohio. Mr. Keith Rummer is the

Senior Vice President. R. Dorsey & Company is located in Hilliard, Ohio. Ms. Joyce Dorsey is the CEO. Society of St. Vincent de Paul is located in Cincinnati, Ohio. Ms. Liz Carter is the Executive Director.

The Parking Spot is located in Chicago, Illinois. Mr. Josh Miller is the Controller. The Schueler Group of Companies is located in Lebanon, Ohio. Mr. Michael

Schueler is the Chairman. Technical Artistry, Inc. is located in Hilliard, Ohio. Mr. Timothy McLaughlin is the President.

Walker Toyota is located in Miamisburg, Ohio. Mr. John V. Walker, III is the President.

May 2013 ©ERA

ERA is very pleased to announce that Brandi Helton

has rejoined our staff as Receptionist/Administrative

Assistant. Brandi brings years of experience with ERA

and knowledge of various roles within our organiza-

tion.

Brandi has an Associate’s of Business degree and has

attended numerous programs that ERA has to offer.

She looks forward to providing excellent customer

service to our members who she already knows and

also to the ones she meets in the future.

ERA Staff Announcement

Brandi Helton

Member Highlights

PAGE 7

Welcome, new

members to ERA—

Thank you for

your membership!

R. Dorsey & Company has strived to serve its clients with honesty and in-tegrity while providing them with the best technology solutions for their

business needs. In doing so, they evoke teamwork and client collabora-tion, along with hard work and ac-countability, to earn the privilege to be

"Your Partner in Technology Solutions." They also pride themselves on relation-

ships that produce results. Working together with clients, their long-term alliances bring success to all parties involved.

Phillips Edison & Company is a fully

integrated retail real estate company with a portfolio of more than 25 million square feet of neighborhood shopping centers across the country. Since 1991, their primary mission has been to purchase under-performing,

grocery-anchored properties and max-imize their value through hands-on leasing, management and redevelop-ment. With their core business providing a

solid foundation for growth, they have expanded their interests to include de-velopment services for retailers, fund management for institutional investors, development partnerships for retail and mixed-use projects and a growing list of related businesses.

Their continued growth and success reflect the efforts of a unique team of talented, dedicated professionals. An exceptional level of in-house expertise in every discipline of the shopping cen-ter industry allows them to pursue new

opportunities and consistently achieve their goals.

Visit their website

Technical Artistry, Inc. has over 17

years of experience providing compre-hensive solutions for customers includ-ing:

• Corporate Event Planning and Exe-

cution

• Audio and Visual Support

• Concerts

• Banquets

• Comprehensive Installation Solu-

tions

• Formal Receptions

• Equipment for Small and Large

Events

Whether you have an extensive event with thousands of attendees, or just

need minimal A/V equipment, they provide the professional support you need while working with your budget. They get the job done right so that you can enjoy your event… and the acco-lades.

Located in Columbus, Ohio, Tech Art provides event planning and equipment to companies and organizations throughout Ohio, Kentucky, Indiana, Michigan and points beyond. Visit their website

May 2013 ©ERA

AddisonMckee participates in a wide range of regional and global industry associations.

They consider themselves to be an im-portant part of ensuring that they de-

liver best-of-breed tube forming solu-tions to their customers. Their involve-ment in industry associations provides a mechanism whereby they can partici-pate in, and contribute to, industry and

technology-specific developments, in line with their reputation for innovation and technology leadership. Visit their website

PAGE 8

Safety Spotlight

How Can OSHA

Help New

Businesses?

Starting a new business can be chal-lenging. OSHA can assist you by ex-plaining the federal regulatory require-ments concerning safety and health as

well as help you create a safe and healthy workplace for your employees as it conforms to federal laws. States with OSHA-approved state plans have adopted standards equivalent to OSHA’s.

What are your responsibilities as an employer? Under the provisions of the Occupa-tional Safety and Health Act of 1970 (OSH Act), as the employers, you must

provide a workplace free from recog-nized hazards that are causing, or are likely to cause, death or serious physi-cal harm to your employees, regardless of the size of your business. You must comply with OSHA standards and regu-lations under the OSH Act. You must

also be familiar with those OSHA standards and regulations that apply to

your workplace and make copies and have available to your employees upon request. Are employers requested to main-

tain records of injuries and illness-es? Yes. Businesses with 11 or more em-ployees must maintain records and report any occupational injuries and

illnesses as they occur during the cal-endar year by using OSHA Form 300, Log of Work-Related Injuries and Ill-nesses. Such recordkeeping is not re-quired for employers in most retail

trade, finance, insurance, real estate, and service industries.

Must employers display OSHA safe-ty and health information in the workplace? Yes. You must displace OSHA’s Job Safety and Health Workplace—It’s The

Law poster (OSHA 3165 or the state equivalent) in a conspicuous location in your workplace where workers and prospective employees can see it. This publication informs employees of their rights and responsibilities under the

OSH Act.

Are employers required to com-municate information about haz-ardous chemicals in the workplace to their employees?

Yes. Employers must inform their workers about the dangers of chemical hazards in their workplace and train their employees regarding proper safe-guards. This includes providing infor-mation on the hazards and identities of

chemicals employees may be exposed to on the job and describing protective measures to prevent adverse effects. Chemical producers and importers must evaluate their products for chem-ical hazards and provide hazard infor-

mation to customers. Is your business subject to inspec-tions? All business covered by the OSH Act must comply with federal workplace

safety and health standards, or compa-rable state standards, if the workplace

is under the jurisdiction of the state agency administering an OSHA-approved safety and health plan. Eve-ry establishment covered by the OSH Act is subject to inspection by federal

or state compliance safety and health officers who are chosen for their knowledge and experience in the occu-pational safety and health field. OSHA conducts workplace inspections of busi-nesses in federal jurisdictions, and

OSHA-approved state plans are re-sponsible for conducting workplace in-spections of businesses under state jurisdiction to enforce their own stand-ards that are “at least as effective” as

federal requirements.

What services does OSHA provide to help you with your businesses safety program? OSHA’s Area Office staff provides ad-vice and education to assist businesses with occupational safety and health

issues. OSHA services include:

(Continued on Page 9)

May 2013 ©ERA

Delivering Performance Appraisals

and Feedback will take place on

Tuesday, June 4,

8:30 am—3:00 pm

Coaching Skills for Managers and

Supervisors will take place on Thurs-

day, June 6,

8:30 am—3:00 pm

Wage and Hour Law Essentials will

take place on Tuesday, June 11,

8:30 am—11:30 am

Investigating Employee Com-

plaints and Misconduct will take

place on Thursday, June 13,

8:30 am—11:30 am

Skill–Based Training Techniques

will take place on Wednesday, June 5,

8:30 am—4:00 pm

The Art of Negotiation: Strategies

for Success will take place on Thurs-

days, June 6 & 13,

8:30 am—12:30 pm

Situational Leadership will take

place on Wednesday, June 12,

8:15 am—12:15 pm

Taking Back Control of Your Time

will take place on Thursday, June 13,

8:30 am—4:00 pm

Wage and Hour Law Essentials will

take place on Thursday, June 20,

8:30 am—11:30 am

To register for classes,

e-mail training@hrxperts.org or

call 888.237.9554.

PAGE 9

ERA Special Events Legal Breakfast Briefing - “Update on Social Media in the Workplace”

Curtis Cornett Tuesday, June 18

Cors & Bassett 8:30 am—9:00 am

ERA Cincinnati Office

Member Fee: $25.00

To Register... Non-Member Fee: $35.00

Columbus Training

Cincinnati Training

May 2013 ©ERA

• Consultation—Employers who want on-site assistance in identifying and correct-

ing hazards, as well as improving safety and health programs, can get help from free and confidential consultation services largely funded by OSHA and

delivered by state consultation staff.

• Instruction—Training courses in safety and health subjects are available to the

private sector through the OSHA Training Institute in Des Plaines, IL, and at 12 education centers throughout the nation. For locations, visit OSHA’s Office of Training and Education online at http://www.osha-slc.gov/fso/ote/training/

edcenters/edcenter-contacthtml.

• Publications—Various publications are on-line at www.osha.gov to help small

businesses comply with OSHA requirements. Partnership—In a partnership, OSHA enters into an extended, voluntary, cooperative relationship with groups of employers, employees, and employee representatives to encourage, assist

and recognize their efforts to eliminate serious hazards and achieve a high level

of worker safety and health. Additional Information: For more information visit OSHA’s Website at www.osha.gov.

Article supplied by RiskControl360, a CareWorks company and an ERA Partnered Service. For more information, contact Lisa Shaver at 977.360.3708 ext. 2367.

(Continued from Page 8 “How Can OSHA Help New Businesses?”)

Talent Management Certificate Webinar Program

Marc Effron Thursday June 27 - October

To Register...

So what does this mean for the

prudent employer?

Given this change in the way the DOL

intends to conduct investigations, Ms.

Dawson advises employers to take pro-

active compliance measures in ad-

vance. Prudent employers will heed

this warning and conduct a FMLA, or

leave management, compliance audit

and implement best practices before

the DOL comes knocking! A compli-

ance audit should include, among other

things:

• Training managers on FMLA re-

quirements and their role in admin-istering leave

• Updating FMLA and other related

leave policies

• Properly administering FMLA leave

• Auditing your administration prac-

tices and procedures

• Drafting appropriate correspond-

ence pertaining to FMLA leave

Employers Resource Association pro-

vides FMLA compliance audit services

and can assist with your FMLA or gen-

eral leave management inquires. So,

please contact the ERA Hotline for your

leave management question or for ad-

ditional information about our compli-

ance services at 513.679.4120.

Prepare for DOL On-Site Investigations of FMLA Practices

PAGE 10

In prior articles, I have mentioned the

increase in the number of announced

and unannounced audits by the Equal

Employment Opportunity Commission

and the Immigration Control Enforce-

ment agency (I-9 audits). This infec-

tious trend has now spread to the De-

partment of Labor (“DOL”). At a recent

leave management conference, the

DOL Branch Chief for FMLA, Diana

Dawson, announced that “the [agency]

expects to increase the frequency in

which it comes on-site during FMLA

investigations.” While there is no

standard process for FMLA investiga-

tions, prior to this announcement, it

has been rare that the DOL would in-

voke its right to conduct an on-site

investigation.

According to the DOL, this change in

approach will reduce the amount of

time it takes to investigate a claim and

it will allow investigators to interview

witnesses in-person. More concerning,

however, is that the on-site presence

will give the DOL much easier and

greater access to all FMLA records, in-

cluding, policies, forms and individual

employee records.

May 2013 ©ERA

Tammy Bennett, Esq.

• You choose the topic(s) and when

you want to do the training. Feel

free to come back for seconds (16

hours for $600 savings) or thirds

(24 hours for $900 savings). We

will not limit the number of help-

ings you want.

If you have been putting off your work-

place harassment prevention training,

your leadership development training,

interviewing training or your legal com-

pliance training, etc. now is the time to

invest to take advantage of the sav-

ings.

The cake never lasted long in my

house and neither will this discount. It

will run until June 28. Call either Ralph

Neal (with the very smart mom) or

Jerry Yingling (his mom was pretty

smart as well!) at 513.679.4120 or e-

mail Ralph at rneal@hrxperts.org or

Jerry at jyingling@hrxperts.org to

schedule training or to learn more.

We Cut, You Choose Training Discount

PAGE 11

When I was growing up with six sib-

lings, my mom would regularly bake a

cake. There were always squabbles

about how much cake each of us got.

To ensure we each got a fair amount,

mom imposed a rule. The rule: We

cut, you choose. Three siblings would

be responsible for the cutting of the

cake into six pieces and the other three

siblings got first choice of slices. The

result was always equal slices for all, a

real win/win for each of us.

ERA is offering my mom’s brilliant idea

to you: The We Cut, You Choose

Discount. Here is how it works. We

cut the price on the training, you

choose the topic and when you want to

do the training. Simple, huh?

How does it work?

• We cut your cost: Purchase eight

hours of training, normal member

cost would be $2000.00. During

the We Cut You Choose Discount,

your cost would be $1700.00, a

$300 savings.

May 2013 ©ERA

Ralph Neal, SPHR

ERA Staff Members

TAMMY BENNETT

JIM CARTER

DAN CHANEY

BARBARA ENGLAND

DANYETTE FOULKS-YOUNG

JENNIFER GRAFT

PATTI GROGAN

LORI HALL

DAWN HAYS

BRANDI HELTON

MONIQUE KAHKONEN

PETER LANDESMAN

DOUGLAS C. MATTHEWS

RALPH NEAL

MIRANDA NEIKE

JESSICA PARSONS

CAROLYN POTTER

CAROL REUBEL

APRIL RISEN

JANEEN ROMP

JERRY YINGLING

PAGE 12

New Unemployment Legislation Means Penalties for Employers! The Department of Labor just sent out

information on the recent Federal Un-

employment Compensation Program of

Integrity called “Section 252.” The

federal government is mandating that

all states (Including OHIO, INDIANA,

and KENTUCKY) must apply new strict

rules and practices that will place the

employer at greater risk for being re-

sponsible for overpayments and related

unemployment claim charges.

Employers need to be aware of these

important changes that can materially

impact their unemployment claims ad-

ministration compliance and increase

their unemployment costs. The effec-

tive date of this required state statuto-

ry change is by October 21, 2013.

For an employer, this raises the bar for

timely and adequately responding to

the state Unemployment Insurance

(UI) agencies involving unemployment

claims. Penalties can also occur if a

company has a “pattern” of failing to

respond timely and adequately to re-

quests from the state agencies and

missing state UI deadlines on claims.

For the employer, the state applica-

tions and interpretations for these

changes are what opens the real expo-

sure. A “pattern” can be interpreted

as two or more instances of failing to

respond timely, which is a very low

threshold. In response to these chang-

es, fundamental improvements will be

needed in every organization’s unem-

ployment administration to avoid costly

penalties.

Matrix Unemployment Division is al-

ready compliant with what the state

expects as far as UI claims manage-

ment is concerned. Because of our

relationships with the states, we will

know firsthand when any additional

administrative changes occur so our

clients are not penalized by these

changes. Many organizations are re-

thinking trying to handle unemploy-

ment administration by themselves and

are seeking compliant, results oriented

third party administrators like the Ma-

trix/ERA Partnership.

Article supplied by The Matrix Compa-

nies, an ERA Partnered Service. If you

have any questions about this infor-

mation or about how Matrix Unemploy-

ment can help reduce your unemploy-

ment costs, please contact, Ken Kruse,

at 513.351.1222 or via

e-mail kkruse@matrixtpa.com.

May 2013 ©ERA

PAGE 13

ERA BOARD OF

DIRECTORS

OFFICERS

*CHAIR

Lynn M. Mangan,

Vice President, Client Services

Paycor, Inc.

*Vice-CHAIR

Katharine Weber,

Attorney at Law

Jackson Lewis, LLP

*TREASURER

Mark Hausfeld,

Vice President

C. W. Zumbiel Company

*SECRETARY

Jennifer M. Graft,

President & CEO

Employers Resource Association

DIRECTORS

Chuck Aardema,

VP, Human Resources

totes Isotoner Corporation

Janet Collins,

President

Ghent Manufacturing, Inc., VCPG

Sharyl Gardner,

Chief Administrative Officer

Midmark Corporation

Bob Garriott,

VP, Information Systems

KAO Corporation

Michelle Murcia,

President & Interim Executive

Director

Advanced Energy Economy Ohio

Tiffany White,

CPA, Principal

Clark Schaefer Hackett

Peggy Zink,

President

Cincinnati Works

* Executive Committee Members

When it comes to eating, most people

have bad habits they would like to

break. One of the easiest to fall into is

skipping meals, which can trigger more

unhealthy habits. But by eating healthy

foods regularly throughout the day,

you can turn bad habits into good

ones.

To really change your habits, it’s im-

portant to plan for how you eat during

the day—not just how much. Making

extreme and sudden changes may help

you lose weight initially, but you’re

more likely to revert back to your old

habits.

Ignoring hunger doesn’t help you eat

less. Instead of skipping a meal, try to

eat smaller meals more frequently and

schedule snacks throughout the day.

Avoid consuming most of your calories

in one big meal at the end of the day.

Keep in mind, your body is working

constantly and needs energy all day

long. When you eat regularly, those

calories keep your blood sugar and in-

sulin levels steady. It also prevents

your body from storing fat and burning

muscle, which can help you lose

weight.

Breakfast is the meal most people tend

to skip. But committing to eating a

healthy breakfast can help you avoid

overeating later in the day, as well as

jumpstart your metabolism and give

you the energy to get through the

day.

There are lots of healthy breakfast op-

tions, but here are a few good ideas to

help you get started:

• Stir low-fat or fat-free granola into

a bowl of low-fat or fat-free yogurt.

• Add strawberries or blueberries to

your waffles, pancakes, cereal,

oatmeal or toast.

• Top toasted whole-grain bread with

peanut butter and sliced bananas.

• Add vegetables like broccoli, spin-

ach, mushrooms or tomatoes to an

egg white omelet.

• Bring an apple or a banana for the

road if you’re in a hurry.

Remember, plan your meals ahead of

time, eat slower and only eat when

you’re truly hungry. Simply using a

plate for your snacks instead of eating

out of the package can also help you

control how much you eat.

You don’t have to break all your bad

habits at once. Set reachable goals and

make small adjustments along the

way. Eventually, those small changes

will make a big difference in your

health.

Article submitted by Medical Mutual®,

an ERA partnered service. For more

information visit MedMutual.com.

May 2013 ©ERA

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