6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

InThisIssue
UpcomingEvents
HRintheNews
HRJobs
ReviewingYourPlan'sService
Provider
LegislativeAlert
GetSHRMCertified
HRLibrary
ClearLawInstitute
FromOurSponsor

UpcomingEvents
June5

GovernmentContractingSIG
StrategicRoleofHRwithMergers&
Acquisitions
Speaker:BabakHafezi
Location:Reston
Time:8:00am
RegisterNow

June23

JuneChapterMeeting
ChangeManagementSimplified:
UsingProjectManagementtoGet
ThingsDone
Speaker:LauraBarnard
Location:Tyson'sCorner
Time:5:30pm
RegisterNow

July21

JulyChapterMeeting
Something'sGoingtoChange
AroundHere

The Pulse
HRJobs
HumanResourcesSpecialist,McLean,VA,May14
DirectorDCDept.ofHumanResources,Washington,DC,May13
HumanResourcesBenefitsAssociate,McLean,VA,May13
AssistantDirector,HRIS,Washington,DC,May12
DirectorofHumanResources&TalentManagement,Washington,DC,
May8
HumanResourcesDirector,Alexandria,VA,May8
HumanResourcesGeneralist,Washington,DC,May7

ReadMore

ReviewingYourPlan'sServiceProvider
ThisarticleisbroughttoyoubyNOVASHRM
sponsorVLPFinancialAdvisors.

"Anemployershouldestablishand
followaformalreviewprocessat
reasonableintervalstodecideifitwants
tocontinueusingthecurrentservice
providersorlookforreplacements."
DepartmentofLabor
(http://www.dol.gov/ebsa/publications/fiduciaryresponsibility.html)

Evaluatingyourserviceproviderisacommonlyneglectedfiduciaryduty.A
changemaynotbenecessary,butitisimportanttoperiodicallyperforma
reviewofyoucurrentplanprovidertomakesuretheyarecompetitive
relativetothemarket,andeffectivelyservicingyouremployees.

Aspartofyourannualreviewprocess,youshouldaskyourselfthefollowing
questions:
1. Areyousatisfiedwiththelevelofparticipationinyourplan?

http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

1/6

6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

Speaker:LizWeber
Location:TysonsCorner
Time:7:30am
RegisterNow

2. Onascaleof1to10,howwouldyouratetheserviceyourplan
receives?
3. Doyourparticipantsfinditdifficulttoselectinvestments?
4. Areyouconfidentthatyourplanfeesarereasonable?
5. Ifyoucouldchangeonethingaboutyourplan,whatwoulditbe?

HRintheNews
ToDoGoodintheWorld,Geta
BetterHRDepartmentTheAtlantic
It'sCalledHumanResourcesfora
ReasonCIO
IsHiringforDigitalNativesAge
Discrimination?Workforce.com
C'monCanThis'NoManagers'
SchemeActuallyWork?
HRMorning.com

Ifyouarenotsatisfiedwiththeanswertoanyoftheabovequestionsyou
shouldconsiderhavinganeutral3rdpartycompanyperformareviewof
yourplan.Whenconsideringa3rdpartyevaluation,itisimportanttowork
withanindependentadvisoryfirmtoavoidproprietaryproductbiases.
Makesuretoselectanadvisoryfirmthathasexperienceinvariousplan
sizes,industriesandplanstructures.

Insteadofoccupyingyourtimeconductingyourownreview,outsourcethis
tasktoa3rdpartyadvisoryfirm,andefficientlycompleteoneofyour
fiduciaryresponsibilitiesfor2015.

Investmentadvisorrepresentativesofferingsecurities&advisoryservices
throughCeteraAdvisorNetworksLLC,memberFINRA/SPIC.Ceteraisunder
separateownershipfromanyothernamedentity.

LegislativeAlert
OurSponsors

ThisLegislativeAlertisbroughttoyoubyLawrenceP.Postol,VicePresident
forLegislativeAffairs,NOVASHRM,andPartneratSeyfarthShaw,LLP.

CourtsCanDismissEEOCLitigationIfTheEEOCDid
NotTryToResolveTheIssueViaASettlement;EEOC
DeniedInspectionOfEmployer'sPremises;EEOC's
ProposedRuleOnWellnessProgramsOffersSome
Clarity,MoreUncertainty

CourtsCanDismissEEOCLitigationIfTheEEOCDidNotTryToResolveThe
IssueViaASettlement

OnApril29,2015,theU.S.SupremeCourtissueditslongawaiteddecision
inMachMining,LLCv.EEOC,No.131019(U.S.2015),andconcluded,ina
unanimousopinionauthoredbyJusticeKagan,thatfederalcourtshavethe
authoritytoreviewtheEEOC'sconciliationefforts.Inlanguagethatissure
toberepeatedbacktotheEEOCforyearstocome,theSupremeCourtheld
that"[a]bsentsuchreview,theCommission'scompliancewiththelaw
wouldrestintheCommission'shandsalone."This,theSupremeCourtsaid,
wouldbecontraryto"theCourt'sstrongpresumptioninfavorofjudicial
reviewofadministrativeaction."

WhiletheSupremeCourtdidnotrulethattheintensivereviewthatMach
Miningarguedforwasrequired,thecaseneverthelessrepresentsa
significantwinforemployersandresoundingdefeatfortheEEOC.The
EEOCwillnolongerbeabletofilesuitagainstemployersafterpayingmere
lipservicetoitsconciliationefforts,andtogivethemthebackofthehand
inresponsetorequestsforfulsomeinformationaboutliabilityand
exposureinathreatenedlawsuit.Andemployerswillasaresultbeina
betterpositiontosettlemeritoriousclaimsonreasonabletermsbeforethe

http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

2/6

6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

2015BoardMembers
MimiShieh,PHR
President

MichelleCleavenger,SPHR
PresidentElect

MeganSacco,PHR
CoVP,Programs

EdieFreeman,SPHR
CoVP,Programs

MaryKitson,PHR
VP,Mentoring

LawrencePostol
VP,LegislativeAffairs

JenniferDjouadi
VP,SpecialInterestGroups

BrianDiemar,GBDS
VP,Marketing&PublicRelations

NancyBonnafeRiegle,PHR
Treasurer

SharifaGomez,PHR,CHRP
Director

EmilyDorsey
Secretary

MariannaKnight,SPHR
StrategicPlanningLeader

JenniferZanone
Director,SHRMFoundation

KeishaMorton
VP,Membership

JohnHerweh
VP,Education

RenaeBarlieb
SocialMediaStrategist

DanielleTope,PHR
UniversityRelationsCoordinator

EEOCfilessuit,thussavingemployersfromunnecessarylitigationexpense.

CaseBackground
Thisrulingisabigcaseforemployersandforgovernmentenforcement
litigation.InagamechangingdecisioninDecember2013,theU.S.Courtof
AppealsfortheSeventhCircuitruledthatanallegedfailuretoconciliateis
notanaffirmativedefensetothemeritsofanemploymentdiscrimination
suitbroughtbytheEEOC.Thatdecisionhadfarreaching,realworld
significancetotheemploymentcommunitybecauseitmeantthattheEEOC
wasvirtuallyimmunefromreviewintermsofthesettlementpositionsit
takesoften:"paymillionsorwewillsueandannounceitinamedia
release."

ReadMore

GetSHRMCertifiedwithGMU!

NOVASHRMisproudtocollaboratewithGeorgeMasonUniversity'sOffice
ofContinuingEducationtobringyoutheirHumanResourceManagement
CertificateprogramtohelpyoupreparefortheSHRMCP(Certified
Professional)andSHRMSCP(SeniorCertifiedProfessional)exams.

ThisintensiveprogramcombinesexpertinstructionwiththeSHRM
LearningSystemforSHRMCP/SHRMSCP.Youwilllearnfaster,retain
moreknowledgeandstayontrackforsuccessonthecertificationexam.

Evenbetter,geta$50discountonregistrationwhenyouusetheonline
codeNOVASHRM!

ProgramDetails
RegistertoreceivetheUPDATED2015SHRMLearningSystem,
includingSmartStudy(TM)tools,learningmodules,andonline
resources
Learnfromanexperienced,certifiedinstructor
Choosefrom7week,12week,oronlinecourses
CoursesofferedatconvenientNorthernVirginialocations
ThenextonlineclassbeginsJune8th.Registeronlinetodaytogetstarted!

GetCertified.GetMoneyBack.

Tohelpsupportyourcertificationgoals,ifyouearnyourSHRMCPor
SHRMSCPcertificationin2015,NOVASHRMwillprovidea$75rebateto
offsetyourexamcostswhenyoucompleteandsubmitthisform.Take
advantageofthisexclusiveofferasafriendofNOVASHRM,andletus
knowwhenyougetcertified!

http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

3/6

6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

DremaMcCoy,PHR
NewsletterEditor

HRLibrary&ImportantNews
AreSmallBusinessesShortchangedonBenefits?

Workersatthesmallestcompaniesdon'thavegoodbenefitspackagesand
they'renothappyaboutit,arecentsurveyshows.Butotherresearch
revealsthatworkersatslightlybiggeremployersarejustassatisfiedwith
theirbenefitsasthoseatthelargestcompanies.Together,thefindings
suggestthattherearewaystostaycompetitivewithbenefitofferings
withoutbreakingthebank.

Dissatisfied
Supportingtheideathatemployeesatsmallcompaniesaredissatisfied,
newlyreleasedresultsfromthelatestannualU.S.WorkerSurvey,
conductedinDecember2014forinsuranceprovidersColonialLifeand
Unum,showthatemployeesatverysmallcompaniesthosewithlessthan
10employeesaremuchlesslikelytohavebenefitsthanotherworkers:
Only44percentofemployeesatverysmallcompanieshavebenefits
atwork,comparedwith82percentofallemployees.
Atslightlylargerfirmswith1099employees,75percentofworkers
areofferedbenefits.
Nearlyall(96percent)ofemployeesatlargercompanieswith1,000
ormoreworkershavebenefits.
Thesurveyofmorethan1,500U.S.workersrevealedthatthoseworkingfor
thesmallestcompaniesaresignificantlylesslikelythanemployeesatlarge
companiestosaytheyvaluetheirworkplacebenefitsinthefollowingareas:
Benefitspackage.Only25percentofemployeesatverysmall
companieswhoareofferedbenefitsratetheirbenefitsasexcellent
orverygood,comparedwith58percentofemployeesatlarge
companies.
Benefitsunderstanding.Lessthantwothirds(62percent)of
employeesatverysmallcompanieswhoareofferedbenefitsreport
agoodunderstandingoftheirbenefits,wellbelowthe80percent
reportedbyworkersatlargefirms.
Valueofbenefits.Justoverhalf(55percent)ofworkersatverysmall
businesseswhoareofferedbenefitsagreethattheyhighlyvaluethe
insurancebenefitsprovidedbytheiremployer,comparedwith70
percentatlargefirms.
"Itmightbeeasytoassumesmalleremployerscan'taffordtoofferrich
benefitsprogramsandprovidecomprehensiveeducationandenrollment
support,butthat'snotthecase,"GilYoumans,directorofsmallmarket
solutionsforColonialLife,saidinanewsrelease.

ReadMore

MoreEmployersLettingCandidatesExplainConviction
Almostthreequarters(72percent)ofemployersperformindividualized

http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

4/6

6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

assessmentsforcandidateswhohaveconvictionrecordsupfrom64
percentin2014givingthoseapplicantsachancetoexplainthe
circumstancesoftheirconvictions,accordingtoanewsurvey.

ThisisthehighestpercentagesincetheEqualEmploymentOpportunity
Commission(EEOC)releasedguidanceonemployers'useofcriminal
recordsin2012.

That'soneofthekeyfindingsfrombackgroundscreeningprovider
EmployeeScreenIQ'ssurveyof500U.S.basedemployersregardingtheir
useofemploymentbackgroundchecks.

"Employerswhodonotperformindividualizedassessmentsmaynotbe
violatingtheletterofthelaw,buttheyareatriskforclaimsof
discriminationunderTitleVIIoftheCivilRightsActaccordingtotheEEOC's
guidanceonthismatter,"saidNickFishman,executivevicepresidentat
EmployeeScreenIQ."ThisisafairlystrongindicationthattheEEOC's
guidancecontinuestohaveagrowingimpactonemployers'hiring
practices."

Only21percentofrespondentssaidtheydisqualifycandidatesdueto
criminalrecordsmorethan20percentofthetime.Theremaining79
percentdisqualifycandidatesbecauseofcriminalrecordsfarlessfrequently
ornotatall,accordingtosurveyresults.Infact,thepercentageof
respondentswhosaidtheydisqualifyapplicantsmorethan20percentof
thetimefellfrom32percentin2014,thelargestvariationinanycategory
yearoveryear.

ReadMore

WebinarsfromClearLawInstitute

NOVASHRMhaspartneredwithClearLawInstitutetoofferitsmembers
a20%discountoffanylivewebinar,ondemandwebinar,orallaccess
webinarmembershipprogram.Getprofessionaldevelopmentwithjusta
mouseclick,anytime,fromanywhere!

ThousandsofHRprofessionalsattendClearLaw'scoursesbecauseof:
1. Presenterswhoarebothexpertsandengagingspeakers
2. Moneybackrefundifnotcompletelysatisfied
3. CoursesthatareapprovedforHRCIandSHRMcredit
SeetheCurrentLIVE&OnDemandWebinars.

Howdoyougetthediscount?Justemail
novashrmboardcommunications@gmail.comandrequestthediscount
http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

5/6

6/16/2015

archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

code.

FromOurSponsor
USI is a leader in insurance brokerage and
consulting. With more than 4,400 dedicated,
experienced and innovative professionals in
morethan140officesacrosstheUnitedStates,
wehaveateamofprofessionalsnearbyready
toserveyou.

USIMission
Understand.Weworktounderstandyou,yourbusiness,yourclients,
yourrisksandyourneeds.
Service.Wedelivertoyouanunparalleledlocalserviceexperience
withateamofprofessionalsthatwillbetherewhenyouneedhelp,
wewilldowhatwesay,andwewillgotheextramile.
Innovate.Wewillpresentanddelivertoyouanincomparable
breadthanddepthofimpactsolutionssoyouwillalwaysbeonthe
cuttingedgeofanswersandalternativestomeetyourneedstoday
andpositionedforthefuture.
USIstartswithyoU!YoUourclients.YoUourpartners.YoUour
associates.

ReadAboutUSI'sTotalSolutions
Ihopeyouenjoyedthelatesteditionofourmonthlynewsletter.Please
contactmeatnewsletter@novashrm.orgtoprovidefeedback
andcomments,tosubmitanarticle,ortosponsorthenextissueofthe
NOVASHRMPulse.

Sincerely,

DremaMcCoy
NewsletterEditor
Copyright2015.AllRightsReserved.

http://archive.constantcontact.com/fs190/1102658679852/archive/1121090234784.html

6/6