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 [email protected] 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
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
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 [email protected] 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 [email protected] or
Jerry at [email protected] 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 [email protected].
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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