1. FALL/WINTER 2005 The Magazine of the New York State Society for Human Resource Management
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7. I
hope some of you had the opportunity to attend the National SHRM conference in San Diego in
June. The conference provided excellent concurrent sessions addressing many of the key
challenges for HR professionals today. In addition, the welcome and keynote sessions by Johnny
Taylor, SHRM, board chair, Bill Cosby and others, were both informative and entertaining.
During a conference call, (a way for the northeast regional council to participate) we had the
pleasure of speaking with Sue Meisinger, SPHR, CEO of SHRM. She updated us on the recent activities
of National, which include the hiring of the first SHRM employee in China. Another hire will soon
take place in India, continuing SHRM’s global reach.
One key initiative of SHRM is its foundation. If your chapter is looking for a special project to
undertake this year, why not do a fundraising event for the foundation? The foundation provides
thousands of dollars each year for educational activities to advance and serve the HR professional.
You can help.
The NYS council hosted a very productive “Visit Albany Day” in April. Special thanks to Tom
Minnick, SPHR, and our legislative committee. Over 50 members of the HR profession met with their
area representatives to discuss issues relevant to our field. In an effort to provide the best event
possible and plan for next year, a survey was conducted after the sessions. The legislative committee
will use the survey results in planning next year’s event. Mark your calendars now for “Visit Albany
Day 2006” – Tues., April 4.
If you have not had a chance to do so, please take a few minutes to review the NYS-SHRM white
papers – basic HR forms and frequently asked questions and answers on the NYS-SHRM website
(www.nysshrm.org). This information is unique to New York state. Special recognition goes to Diane
Lustenader, SPHR, GPHR, for leading the charge here.
On Oct. 1, we hosted the NYS leadership conference again. This was an opportunity for all
chapter leaders, or potential leaders, to hear keynote speaker Chip Madera share best practices and
to network with members across the state.
In November, the council again will support the district directors for the five key core leadership
roles of Certification, Workforce Readiness, Diversity, Foundation and College Relations. For more on
the Core Leadership Areas, see our “Focus On” column on page 23.
I am very pleased to report that we continue to enjoy the
partnership of NYS-SHRM and the statewide JSEC team as being
an approved HRCI provider. To date, 137 JSEC meetings have
been held, and 67 of those meetings have been HRCI approved
for recertification credits totaling 134.25. NYS-SHRM extends
special thanks and recognition to Richard J. Grossi, assistant
director, Office of Employer Services, New York State
Department of Labor, who leads this endeavor.
The NYS-SHRM, along with the Capital Region HRA (aka
Albany chapter), co-sponsored this year’s NYS annual human
resource conference and exhibition at the Desmond Hotel and
Conference Center in Albany, N.Y. Thanks to everyone for their
assistance in this successful venture. For more, see page 31.
Finally, if you are not a member of a local chapter, I
encourage you to join. For the chapter nearest to you, see page
15. Chapter membership offers many advantages. Also, I am
seeking an at-large member to serve a role in NYS-SHRM. If you
are interested, please contact me at aguido1@nycap.rr.com for
details.
NYS-SHRM is very proud of all of its achievements. This pride
begins with the many dedicated volunteers who serve so
diligently. Many, many thanks to all of you. My best for a very
happy and enjoyable holiday season. ◗
A Message from the Executive Director
ANNETTE GUIDO
EXECUTIVE DIRECTOR,
NEW YORK STATE SHRM
F A L L / W I N T E R 2 0 0 5 7
Did you know?
NYS-SHRM and the
JSEC team continue
to be an approved
HRCI provider. So far,
67 of the 137 JSEC
meetings held have
been HRCI approved
for recertification
credits totaling
134.25.
8.
9. W
ith this issue of HR Review we celebrate our wooden anniversary. Not very
glamorous, we must admit, but after five years of putting out this award-winning
magazine, we’re thrilled that we have made it this far, and that HR Review has been
so welcomed for so long by our membership. Thank you.
We don’t know for sure if imitation is the highest form of flattery, but we’ll take it. As the
first SHRM-affiliated state HR association north of the Mason-Dixon line to publish its own
magazine, we’re tickled pink that other states are following suit and getting into the act. We
hear that Pennsylvania may soon join our publication ranks, and that Michigan has already
started down the road. We say “Welcome to the club.”
In this issue of HR Review we’ve assembled a slate of articles which are both timely and
cutting edge. Featured is an insightful piece by our own Bob Peter, PHR, and Paul Keneally,
Esq., on the benefits of pre-hire assessments. We say “our own” because for the past couple of
years Bob served as president of the Genessee Valley chapter, and as a member of the NYS-
SHRM board of directors. He now is an independent consultant working with associates of The
XLR8 Team, Inc.
David Cross and Rebecca Gorman both are with Mercer’s Performance Measurement and
Rewards consulting business unit, and have come up with a perceptive article on how the
debacle of Enron and other ethically-challenged organizations has transformed the pay
practices for top executives. We thought you’d like to read what they have to say.
Last, but certainly not least, is a savvy piece on
branding yourself as an HR professional by
Carolyn Aishton. What better expert could we
have found to show you how to brand yourself
than a former vice president of corporate affairs
for Avon Products – talk about branding! Must
reading for any HR professional.
Finally, our “Focus On” column this issue is a
sit-down with Ruth Margolis-Yorker, SPHR. Ruth
heads up the key Core Leadership Area of
Workforce Readiness. We think you’ll find what
she has to say insightful.
As always, we want to hear from you. Just
drop us a line at jlewison@nysshrm.org. ◗
From the Editor’s Desk
JOHN LEWISON, SPHR
EDITORIAL DIRECTOR
HR REVIEW
F A L L / W I N T E R 2 0 0 5 9
Did you
know?
The traditional gift for
a fifth anniversary is
wood. A more
modern alternative?
Silverware. Congrats
to HR Review on
celebrating its fifth
year of publication –
no wood or
silverware required!
11. Workforce Readiness
Ruth Yorker, SPHR
518-783-2665
rmyorker@coolins.com
Media Relations Director
Kim Nemeth
716- 842-5273
716-842-4273 Fax
knemeth@mandtbank.com
State Conference Director
Mary Kren
716-839-6086
mkren@mail.netsos.com
NEW YORK STATE SHRM
DISTRICT DIRECTORS FOR 2005
Central NYS (Albany, Utica,
Syracuse)
B. Craig Smith, SPHR
518-477-1077
csmith8@nycap.rr.com
Hudson South (Long Island,
Mid-Hudson, New York City,
Poughkeepsie & Westchester)
John Lewison, SPHR
212-340-8892
John.lewison@mdrc.org
North Country (St. Lawrence,
Jefferson/Lewis Counties &
Potsdam)
Ned Hirt, PHR
315-393-3074 x220
315-393-3083 Fax
neduh@northnet.com
NorthWestern (Buffalo, Rochester,
Jamestown)
Rita Parish, PHR
Rita_X_Parish@homedepot.com
NEW YORK STATE SHRM
DIRECTORS FOR 2005
Deputy Treasurer & Conference
Treasurer
Patricia Barnes, SPHR
518-356-6123
518-456-4592 Fax
pbarnes@nyiso.com
NYS Leadership Director
Mary Ellen McLean, SPHR
518-464-1511 x221
518-464-9198 Fax
memclean@rehab.org
Program/Certification Director
Diane Lustenader, SPHR
518-732-0526
518-732-0528 Fax
dl@lakebiz.com
NYS Legislative Director
Thomas R. Minnick, SPHR
518-465-7511 x210
518-465-4389 Fax
tom.minnick@bcnys.org
College Relations Director
Robert G. Hirsch
845-338-5100
845-647-6312 Home
bob@ulsterchamber.org
Editorial Director, HR Review
John Lewison, SPHR
212-340-8892
John.lewison@mdrc.org
Diversity Director
Portia James
585-429-3719
585-429-3762 Fax
PYJames@wegmans.com
Communications & Members-at-
Large Director
Jerry McCluskey
631-363-6149
631-363-6408
Jpmc@mindspring.com
SHRM Foundation
Sheila McGuinness, SPHR
845-279-2995 x140
845-279-6726 Fax
smcguinness@greenchimneys.org
General Counsel
John Bagyi, Esq.
518-533-3229
jbagyi@bsk.com
F A L L / W I N T E R 2 0 0 5 11
Officers (left to right) Robin McConnell, executive director-elect;
Jill Hamilton, SPHR, council treasurer; Annette Guido,
executive director; Grant Schneider, SPHR,
immediate past executive director. Not pictured: Laura Corey
Officers and Board of Directors
NEW YORK STATE SHRM OFFICERS FOR 2005
Executive Director
Annette Guido
518-356-8850
518-456-3707 Home
518-356-7584 Fax
AGuido@nyiso.com
AGUIDO1@nycap.rr.com
Executive Director-Elect
Robin E. McConnell
631-547-4256
631-547-0314 Fax
rmcconnell@nikon.net
Treasurer
Jill Hamilton, SPHR
315-764-3237
jill.hamilton@sls.dot.gov
Secretary
Laura Corey
716-484-0590
716-484-7023 fax
lcorey@ekward.com
Immediate Past Executive Director
Grant A. Schneider, SPHR
914-273-4136
gaschneider@mindspring.com
FRONT ROW: Bob Hirsch, Portia James, Ruth Yorker, SPHR, Diane Lustenader, SPHR, Pat Barnes, SPHR
SECOND ROW: Mary Ellen McLean, SPHR, Dave Adams, SPHR, Sheila McGuinness, SPHR, John Sassani,
SPHR, Mary Kren, Fran Altshuler, PHR, John Lewison, SPHR, Barry Manus, Annette Guido, Jill Hamilton,
SPHR, Jennifer Morse
THIRD ROW: John Fontana, George Brewster, Phil Mazza, Robin McConnell, Brian Martinson, Rick Grossi,
Grant Schneider, SPHR, Fernon Cepero, Colin Adams
Not pictured: Laura Corey, Ned Hirt, PHR, Rita Parish, PHR, Jerry McCluskey, Kim Nemath.
SouthWestern (Binghamton,
Elmira & Jamestown)
John Sassani, SPHR
607-256-2575
607-656-2174 Fax
john.sassani@raymondcorp.com
NEW YORK STATE SHRM
NORTHEAST REGION OFFICERS
FOR 2005
Northeast Regional Director
Susan Post, SPHR
607-767-0848
607-767-0346 Fax
Spost@shrm.org
Northeast Regional Manager
Phyllis Shurn-Hannah
484-322-0803
Phannah@SHRM.org
12. 12 N E W Y O R K S TAT E H R R E V I E W
Mission Statement –
New York State
SHRM
The mission of the New York
State Society for Human
Resource Management, Inc.
is to:
• Promote the educational and
professional development of
members in New York State
through support of SHRM
services
• Create value for, and serve the
interests of, SHRM members-at-
large and members of SHRM
affiliated chapters in New York
state
• Promote the progress and
presence of SHRM to the Human
Resources community in New
York state through programs,
conferences, and other
activities
• Provide volunteer and
leadership training
opportunities at state, area, and
national levels
• Enhance communications
between national SHRM, the
New York State Society for
Human Resource Management,
and SHRM affiliated chapters in
New York state
What We Do
The New York State Society for
Human Resource Management, Inc.
(sometimes called the “state council”)
is your link between affiliated local
chapters and national SHRM. Its
structure consists of volunteer
leaders, with officers elected, and
committee chairpersons, functional
directors, and district directors
appointed by the council.
SHRM’s volunteer leadership
structure links members with the
Board of Directors, the policy-making
body of the society. Each chapter
president serves as a voting member
of the state council. ◗
Ed.
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15. JAMESTOWN #0665
SHRM – PANY BORDER CHAPTER
www.panyshrm.org
Mark Wasiewicz, SPHR
STEL, Inc.
715 Central Avenue
Dunkirk, NY 14048
716-366-7792 x212
716-366-7840 Fax
WasiewiczM@stel.org
JEFFERSON/LEWIS COUNTIES #0559
NORTH COUNTRY HR ASSOCIATION
Cherie A. Moore
Manpower, Inc.
7550 South State Street
Lowville, NY 13367
315-376-6899
315-376-8222 Fax
cherie.moore@na.manpower.com
MIDDLETOWN #0317
MID-HUDSON VALLEY CHAPTER
www.workplus.com/mhvshrm
John Fontana
The Fontana Group, LLC
61 Peter Bush Drive
Monroe, NY 10950
845-729-5818
845-782-8598 Fax
john.fontana@employeestrategy.com
NEW YORK #0001
HUMAN RESOURCES ASSOCIATION OF NY
www.hrny.org
Lorri Zelman lzelman@strategicworkforce.com
Strategic Workforce Solutions
c/o Association Associate, Inc.
1 AAA Drive, Suite 102
Trenton, NJ 08691
877-625-4769
609-581-8244 Fax
hrnywebmail@hq4u.com
PLATTSBURGH #0630
CHAMPLAIN VALLEY HUMAN RESOURCE
MANAGEMENT ASSOCIATION
Kent Eldridge
Wyeth Research
641 Ridge Road
Chazy, NY 12921
518-846-6322
518-846-6397 Fax
eldridk@wyeth.com
POTSDAM #0568
ST. LAWRENCE VALLEY
HR MANAGEMENT ASSOCIATION
Brenda Hargrave
Ogdensburg Bridge and Port Authority
1 Bridge Plaza
Ogdensburg, NY 13669
315-393-4080
315-393-7068 Fax
blharg@ogdensport.com
POUGHKEEPSIE #0524
MID-HUDSON HR MANAGEMENT ASSOCIATION
Amy Hagerty, PHR
Walden Federal Savings & Loan
12 Main Street
Walden, NY 12586
845-778-2171 x330
845-778-3125 Fax
HR@waldenbank.com
ROCHESTER #0395
GENESSEE VALLEY CHAPTER
www.gvcshrm.org
Fernan R. Cepero
The YMCA of Greater Rochester
444 East Main Street
Rochester NY 14604
585-263-3907
fernanc@rochesterymca.org
SYRACUSE #0162
SHRM – CENTRAL NEW YORK CHAPTER
www.cnyshrm.org
Phillip Mazza
Hanford Pharmaceuticals
304 Oneida Street
Syracuse, NY 13201
315-476-7418
315-476-7434 Fax
pmazza@hanford.com
UTICA #0221
CENTRAL NY HRMA
www.mvshrm.org
Patricia Boulerice, PHR
ConMed Corp
5836 Success Drive
Rome, NY 13440
315-338-0949 Ext. 5225
c/o: BettyJo Martin, Chapter Administrator
315-841-3140
315-841-4192 Fax
WHITE PLAINS #0058
WESTCHESTER HUMAN RESOURCE
MANAGEMENT ASSOCIATION
www.whrma.org
David Adams, Ph.D., SPHR
Professor of Management
Manhattanville College
2900 Purchase Street
Purchase, NY 10577
914-323-7122
adamsd@mville.edu
* While affiliated with SHRM, each chapter is an
independent body, and as such has its own
bylaws governing membership.
ALBANY #0105
CAPITAL REGION HR ASSOCIATION
www.crhra.org
Chapter Office: 518-463-8687
Debra Antonelli, SPHR
UNIVERSAL Technologies, LLC
159 Delaware Avenue, #309
Delmar, NY 12054-1312
518-463-6149
518-463-8687 Chapter Office
dantonelli@univstech.com
BINGHAMTON #0343
SOUTHERN TIER ASSOCIATION
FOR HUMAN RESOURCES
www.estahr.org
John Sassani, SPHR
The Raymond Corporation
P.O. Box 130 South Canal St.
Greene, NY 13778-0130
607-656-2575
607-656-2174 Fax
john.sassani@raymondcorp.com
BUFFALO #0232
NIAGARA FRONTIER CHAPTER
www.bnhra.org
Jon Helmin, PHR
Olmsted Center for the Visually Impaired
1170 Main St.
Buffalo, NY 14209
716-882-1025, ext. 225
jhelmin@olmstedcenter.org
ELMIRA #0412
HR ASSOCIATION OF TWIN TIERS
George Brewster
Gaffer County Relocation
12067 Churchhill Place
Big Flats, NY 14814
607-562-3734
607-562-3734 Fax
gbrewste@stny.rr.com
LONG ISLAND #0213
SHRM-LONG ISLAND CHAPTER, INC.
www.shrmli.org/staff@shrm.org
Chapter Office: 631-209-1895
Leslie Perri
Adecco
175 Broad Hollow Road
Melville, NY 11747-8905
631-844-7348
Leslie.Perri@adeccoNA.com
ITHACA #0312
HR ASSOCIATION OF TOMPKINS COUNTY
www.shrmtc.org
Brian Martinson
Ithaca College
240 Job Hall
Ithaca, NY 14850
607-274-1207
bmartinson@ithaca.edu
F A L L / W I N T E R 2 0 0 5 15
New York State
Chapter Directory 2005
Listed below are all chapters affiliated with SHRM in New York state. Please contact any one of them for membership information
and the benefits of joining a local chapter. *
16. 16 N E W Y O R K S TAT E H R R E V I E W
Business Technology, LLC
634 Main Street
East Aurora, NY 14052
(716) 655—0163
ABRA SOFTWARE
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17. F A L L / W I N T E R 2 0 0 5 17
BoxABoxB
SHRM Establishes Special
Expert Panels
B Y J O H N L E W I S O N , S P H R
NYS-SHRM Member Name of Special Expert Panel
Fernan R. Cepero Organizational Development Panel
Timothy D. Dwyer Global Panel
Hal G. Gueutal, Ph.D. Technology & HR Management Panel
John Lewison, SPHR Organizational Development Panel
Vikesh Mahendroo Global Panel
Paul Salvatore, Esq. Labor Relations Panel
Grant Schneider, SPHR Human Capital Measurement/HR Metrics
Jack Shein, SPHR Technology & HR Management Panel
Melanie S. Young, SPHR Global Panel
Topic Areas of the 12 Special Expert Panels:
• Employee Health, Safety and Security • Employee
Relations
• Ethics • Organizational
Development
• Global • Technology & HR
Management
• HR Consulting/Outsourcing • Total Rewards/
Compensation/Benefits
•Human Capital Measurement/HR Metrics • Workforce Staffing and
Deployment
• Labor Relations • Workplace Diversity
Facilitating the Insurance, Self-Funding and
Consulting Needs of Employers in All Areas of
Risk Management Decision-Making:
Workers' CompensationWorkers' Compensation
Employee BenefitsEmployee Benefits
ConsultingConsulting
Network ManagementNetwork Management
Property & CasualtyProperty & Casualty
Claim AdministrationClaim Administration
Interactive Web SInteractive Web Siteite
Medical ManagementMedical Management
Disease ManagementDisease Management
Health Risk AssessmentHealth Risk Assessment
For more information, Contact:For more information, Contact:
RMSCO, Inc.RMSCO, Inc. Attn: Sales DepartmentAttn: Sales Department
115 Continuum Dr115 Continuum Dr Liverpool, NY 13088Liverpool, NY 13088
(315) 448(315) 448--90009000——PPhonehone (315) 476(315) 476--84408440——FaxFax
www.rmscoinc.comwww.rmscoinc.com
AA One-Stopp Full-Servicee
Riskk Managementt Companyy
AA One-Stopp Full-Servicee
Riskk Managementt Companyy
O
ne of the key results of national SHRM’s restructuring several years back
was the creation of 12 special expert panels. These panels serve as a
resource to SHRM and its more than 170,000 members by identifying
topics of importance to the HR profession, reporting emerging trends in the
topic areas, giving advice on matters of professional significance and providing
guidance on matters of public policy. Each of the 12 panels is comprised of five
to 15 SHRM members possessing advanced knowledge in one of 12 human
resource concentrations. (See Box A.)
Panel member competencies must include subject matter expertise in the
panel topic area, good communication and interpersonal skills, an established
professional network with strategic/operational connections, and the ability to
participate. Members are identified by SHRM staff, reviewed and recommended
by Panel Selection Committee and approved by the SHRM Board Governance
Committee. They serve one- to three-year terms. One of the key results of
national SHRM’s restructuring several years back was the creation of 12 special
expert panels. These panels serve as a resource to SHRM and its more than
170,000 members by identifying topics of importance to the HR profession,
reporting emerging trends in the topic areas, giving advice on matters of
professional significance and providing guidance on matters of public policy.
Each of the 12 panels is comprised of five to 15 SHRM members possessing
advanced knowledge in one of 12 human resource concentrations. (See Box A.)
Panel member competencies must include subject matter expertise in the
panel topic area, good communication and interpersonal skills, an established
professional network with strategic/operational connections, and the ability to
participate. Members are identified by SHRM staff, reviewed and recommended
by Panel Selection Committee and approved by the SHRM Board Governance
Committee. They serve one- to three-year terms. ◗
NYS-SHRM congratulates and recognizes the nine special expert panel
members from New York. (See Box B.) “We are delighted,” said Annette
Guido, executive director of NYS-SHRM, “that nine HR professionals from
New York have been selected to serve on the special expert panels. It
says a lot about New York and about the wealth of knowledge our
members have.”
18. NYS-SHRM’s
Honor Roll
T
he New York State Society for Human
Resource Management, Inc., was
formed in 1986 as a state “council”
and affiliated with the national Society for
Human Resource Management (SHRM). In
1998 the “council” was incorporated as a
non-profit professional association under
its current name. We are deeply indebted
to all our volunteers, and thank them for
their leadership, creativity and tireless
effort to promote the profession
throughout New York state.
Years in Office Top Volunteer Leader
2004-present Annette Guido
2001-2003 Grant A. Schneider,
SPHR
1998-2000 John E. Lewison, SPHR
1996-1997 Roger Hilfiker
1994-1996 Ursula Flagg, SPHR
1992-1993 Mary Ellen McLean,
SPHR
1990-1991 Rosalie Krajci, Ph.D.,
SPHR
1988-1989 Kay Robinson, SPHR
1986-1987 Cynthia Favata
NYS-SHRM Welcomes
B. Craig Smith, SPHR
O
n July 1, B. Craig Smith,
SPHR, took over the reins
as state district director
(central) for NYS-SHRM. His
region includes the Albany, Utica
and Syracuse. Craig joins John
Sassani, SPHR, southwestern,
Ned Hirt, PHR, north country,
John Lewison, SPHR, Hudson-
South, and Rita Parish, PHR,
northwestern, as the newest NYS-SHRM state director.
“We have a really terrific district director team,” said
Annette Guido, executive director, welcoming Craig to
the state volunteer structure. State district directors
play a vital role as liaison among the 18 New York State
SHRM-affiliated chapters.
Smith is a hands-on human resources professional,
who has spent more than 15 years in the HR field,
working for organizations such as ITT, Colt Industries,
and The Orvis Company. Currently, Smith is a partner in
The Pentangle Group, LLC, a human resources consulting
firm. “I plan to visit each of the chapters in my
region,” said Smith, adding that he will provide any
assistance that he can in working with local chapter
leadership.
Smith earned a B.A. from Middlebury College and an
M.B.A. from Wayne State University. He can be reached
by phone at 518-477-1077, or by email at
csmith8@nycap.rr.com. ◗
18 N E W Y O R K S TAT E H R R E V I E W
N
YS-SHRM is profoundly saddened by the staggering loss of life and the catastrophic
damage caused by Hurricanes Katrina and Rita. “Our hearts go out to the many SHRM
members and human resource professionals, in general, that have been so tragically
affected,” said Annette Guido, executive director. Many SHRM-affiliated chapters across New
York are rallying to the cause through donations of time, money, and professional expertise. We
applaud their efforts and encourage you to get involved in any way you can. For more
information on how you can help, visit the Web site for the National Voluntary Organizations
Active in Disaster (NVOAD) at www.nvoad.org. ◗
Ed.
Hurricanes Katrina and Rita
19. S P R I N G / S U M M E R 2 0 0 5 19
“Strategic planning,” said Helmin, “is
vital to the chapter’s growth.” With that
in mind, a new board position of
Strategic Partnership Chair has been
formed. The chair will be responsible for
developing partnerships with local
business. Helmin reports the chapter is
in the process of designing a community
relations advocate to work with local
organizations on an outreach basis.
Finally, a new student chapter—
Houghton College—was formed. Sounds
like the start of a great relationship.
ELMIRA
(HR Association of Twin Tiers)
“Living on the Edge—HR’s Tight Rope”
was the theme of the fall conference
scheduled for Oct. 5, at Corning
Community College. An early draft of the
program looked good, said President
George Brewster, who expected a solid
turnout.
The Web site is up and running and is
being successfully used. A running
directory and a chat room are available
to members online. Ask a question and
get a prompt answer. Information on
meetings and upcoming events is
available to the public, as well as to
members.
The Wage/Benefits Survey went on
sale in July. “This has served as a
valuable PR tool,” says Brewster. The
chapter proudly displays its Merit Award
logo. Thanks to Kathy Graham, who
ALBANY
(Capital Region HR Association)
The board of directors’ succession plan
is in full force. Past President Fran
Altshuler and Incoming President Debra
Antonelli co-governed throughout the
current program year.
June’s Volunteer Recognition event
was unique and memorable. A cocktail
reception was held at the governor’s
mansion, followed by a tour. Almost all
the dates, speakers and sponsors for the
2005-06 program year are confirmed.
The annual salary survey was
completed in June and is ready for sale.
Altshuler said it is the only survey in the
region. Proceeds are used to fund many
chapter activities.
The chapter continues to foster
relationships within the community “to
promote the mission of SHRM and to
continue to be known as the ‘go to’ HR
professional association,” said Altshuler.
BUFFALO
(Buffalo Niagara Human
Resources Association)
Jon Helmin, PHR, chapter president,
reports that the board has formed a
finance committee to oversee its
financial investments. The chapter has a
strong presence in the workforce
development arena and is working with
Junior Achievement and other area
organizations to promote workforce
readiness.
Around the STATE
B Y D A V I D S H A I R
This column is devoted to
highlighting key activities and events
at the local SHRM-affiliated chapter
level around the state. We also
recognize special achievements by
local chapters. For the location and
contact information of the chapter
nearest you, see the Chapter
Directory on page 15.
handles publicity and marketing, for her
additional input.
ITHACA
(HR Association of Tompkins
County)
A pair of significant relationships has
been developed, according to Brian
Martinson, chapter president, which
bodes well for the future. One is with the
area Chamber of Commerce. The other
focuses on the Diversity Consortium, a
local group dedicated to increasing
diversity in the area labor force.
A certification study group was
established with a few members of the
Elmira chapter. Notes Martinson proudly,
“One hundred percent of those who took
the exams passed.”
We say congratulations to all.
JEFFERSON/LEWIS COUNTIES
(North Country HR Association)
A meeting held shortly after Labor Day
started the membership year on the right
foot. Guest speakers from the local
Chamber of Commerce discussed a new-
style career fair planned for December.
Workforce 2020-Investing in Our Future
will focus on issues like the shortage of
qualified workers in a growing number of
fields. According to President Cherie
Moore, other topics scheduled for the
program year include privacy issues
related to HR safety, employee
handbooks and a legislative update.
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notes Perri. Each volunteer will receive a
binder spelling out the responsibility of
their chapter position. The hope is that
everyone will update the binder based on
her or his experience, as a resource for
future position holders.
NEW YORK
(HR/NY)
Lorri Zelman, the chapter’s new
president says she is excited about the
chapter’s participation in Volunteers of
America’s “Operation Backpack.” The aim
is to help some 11,000 homeless school-
age children come up with the supplies
they need for school. “The results can be
dramatic,” said Zelman.
Among recent presentations at the
chapter’s monthly meetings have been:
“HR Trends,” “Career Advice from the
Pros,” and “Understanding and Managing
UI Claims.”
For the second year, members can
participate in the NY Metro Regional
SHRM Salary Survey. Information is
collected and reports generated through
an interactive Web site called WageLink.
Zelman said the cost is modest.
Finally, several well received after-
hours social events were held. Free hors
d’oeuvres and raffle prizes were provided
in a relaxed atmosphere allowing for
socializing and networking. We’ll drink to
that (or nearly anything).
MIDDLETOWN
(Mid-Hudson Valley Chapter)
Early in September, a half-day
conference opened the chapter’s fall
programs. The kick-off theme was “The
Magic of Fun at Work.” Employers of
choice, according to Chapter President
John Fontana, understand “that one way
to attract and retain talented employees
is to create a work environment where
employees look forward to coming to
work.” These employers recognize the
importance of using humor to create fun
while working as a team.
The seminar touched on topics as
humor and change, humor and teams,
and humor and stress. Keynote speaker
Jim Snack has worked with companies
like the Disney Institute to present a
blend of magic and message. “He’s also
an accomplished magician,” notes
Fontana. No tricks up our sleeve here.
On a sad note, “We had a great loss of
a long-standing member over the summer,
Sally Kafka. She was one of the original
start-up members and has stayed through
the years.” said Moore. “We’ve created the
Sally Kafka Memorial Membership Drawing
that will be held every June at our annual
social meeting.”
JAMESTOWN
(PA/NY Border Chapter)
Since this chapter’s inception in 2003,
Laura Corey has filled the role of
president. Now in its third year, the
chapter is pleased that Mark Wasiewicz
has taken the reins. His first act was to
congratulate Laura on her leadership.
“She developed a strong foundation for
the chapter’s future,” he declared,
“ensuring continued success.”
The program year was filled with well-
attended sessions. Among the topics
were “Managing to Have Fun at Work,”
“What to Do When EEOC Comes
Knocking,” and “A Federal Wage and
Hour Update.”
A major upgrade to the chapter’s Web
site enables members to update their
own data online. In addition, there is an
integrated member forum, a blog and a
job board on the site.
“We face many challenges as we
mature,” Wasiewicz said. “We have to
foster membership growth, provide
appealing quality programs, and involve
more members in volunteer roles.”
LONG ISLAND
(Long Island Chapter)
In December, SHRM-LI will hold its
first-ever holiday dinner party. President
Leslie Perri said, “It will be an event not
only for the members, but for their
significant others to see where we go
once a month.” Gift basket raffles will
raise funds for the SHRM Foundation,
plus a drive for Toys for Tots.
Perri noted that the chapter has
always prided itself on being a constant
HR resource for the community. She said
monthly meetings and the annual
conference truly reflect its needs and
interests. Creating a new Web site is on
tap so that members, their employers
and business can learn more about
SHRM, local and national.
Chapter bylaws have been updated,
21. F A L L / W I N T E R 2 0 0 5 21
PLATTSBURG
(Champlain Valley HR
Management Association)
Although it’s only two years old, the
chapter is developing rapidly. Chapter
President Kent Eldridge said “We have an
annual growth rate of 20 percent, which is
pretty good in anyone’s book.” However,
he added, “Our challenge is being located
in an area of the state made up of smaller
employers without specialized HR staff.
We are trying to find a way to bring them
into the chapter and meet their unique
needs at the same time.” All we can say is
good luck.
POTSDAM
(St. Lawrence Valley HR
Management Association)
President Brenda Lee Hargrave said that
increasing membership continues to be a
struggle for this small chapter.
Nevertheless, the chapter has developed a
mission statement, and a Web site is up
and running.
The student chapter from Clarkson
University is being assisted financially to
help it participate in Student Games and
to prepare for certification.
A Professional Development Committee
was established and created a plan to
promote the chapter and the profession to
the community. Sounds like a lot of good
planning to us.
POUGHKEEPSIE
(Mid-Hudson HRMA)
Incoming President Amy Hagerty took
the reins in July. She reports that
membership continues to climb.
The chapter received a Superior Merit
Award. Congrats!
A half-day conference was planned for
Nov. 10, on “Engaging and Retaining
Talent: Beyond ADA Compliance.” The
interactive program will review workplace
accommodations, as well as new
information on ADA. Andrea Haenfin-Mott,
project director of the Employment and
Disability Institute, School of Industrial
and Labor Relations of Cornell’s Extension
Division, will be the speaker.
Still in the planning stage is the annual
holiday social at the Culinary Institute set
for Dec. 1, in the Bounty Room. Contact
Amy by phone (845-778-2171 x330) or
fax (845-778-3125) if you want to attend.
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22. received the Donlon Award from United
Way as the showplace employer for
family-friendly workplace practices.
Two very popular events, the chapter’s
HR Excellence awards and the United Way
awards, have successfully merged. The
result? CNY Employer of Choice Awards.
The chapter has been busy planning
the 2006 NYS-SHRM conference.
Keynoters are locked in, as is the pre-
conference presenter. Breakout speakers
will be from Cornell, Syracuse U. and
Corning, among others. An “exclusive”
resort package for attendees has been
arranged at the Turning Stone Resort &
Casino. CNY’s recent one-day conference
was entitled “Driving Vision, Driving
Results.” Topics included “Adaptation
Management,” and “Strategic Planning.”
More than 120 attended.
UTICA
(Mohawk Valley SHRM)
“This has been a year of blending,”
reports Chapter President Patti Boulerice.
The chapter has focused on professional
development in both hard and soft skills.
“Monthly meetings take on an
atmosphere of socializing as well as
learning,” said Boulerice.
A half-day event was held in May. One
member shared how to keep your HR
function from becoming a dumping
ground, while another member discussed
the impact of Sarbanes-Oxley. An annual
golf outing also was held and drew more
than 60 members and guests.
Boulerice said membership continues
to grow, and a new member incentive
program is in effect. Another key goal is
to increase certified members. A study
group is being offered in the fall with
Linda Ford, SPHR, as instructor. A team
also has been formed to examine the
chapter’s image.
The annual Ursula Flagg Awards for HR
Excellence were held on Oct. 18 with the
VP Talent from Revlon as keynoter. This
was the fourth such event recognizing
top HR professionals and best-practices
organizations in Mohawk Valley.
WHITE PLAINS
(Westchester HR Management
Association)
Chapter President Dave Adams, Ph.D.,
SPHR, takes pride in the continuance of
the chapter’s Superior Merit status.
Congratulations! In other matters, the
chapter is in the formative stages of
developing a strategic plan and setting a
course for its future. It is also working
on revising the bylaws. A well-attended
mixer was held in the spring.
Finally, Adams asks, “As job and
family demands increase and chapter
members have less time to devote to
volunteer work, what format will keep
the chapter active and vibrant?” With
this in mind, Adams said the chapter
needs to work on succession planning
for leadership, and at the same time
allow chapter members to reach out to
other organizations.
We think many chapters face similar
challenges. ◗
ROCHESTER
(Genessee Valley)
Chapter President Fernan Ceparo
reports great media exposure. “The
Rochester Business Journal now
recognizes the Genessee Valley chapter
as the ‘go to’ source for HR topics,” she
said. “This has been a real boon to our
chapter, with an increase in
membership and in sponsorships for
chapter activities from area
companies.”
The chapter’s annual legislative
luncheon in June was attended by
members of the state legislature. The
local FOX News affiliate hailed it as a
power lunch. A video clip was made
available to the chapter’s Web site.
Speaking of the Web site, the
chapter made room for a Web master on
the board of directors, and added an
SHRM news feed to the Web site. Ceparo
said the members love it.
July was the chapter’s membership
appreciation month with three free
events paid for by sponsors. If you’re
not already a member of the Genessee
Valley chapter, these are pretty good
reasons to join!
SYRACUSE
(Central New York)
Congratulations to President Phil
Mazza. Hanford Pharmaceuticals
22 N E W Y O R K S TAT E H R R E V I E W
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23. F A L L / W I N T E R 2 0 0 5 23
started my business career as a buyer for
Gimbels in Pittsburgh. I had a wonderful
branch manager who served as my mentor.
He was promoted to the head of labor
relations. He told me I was good at
managing the “people side” of the business,
and as they say, the rest is history.
HRR: How did you get into the
volunteer “business?”
Yorker: I do a lot of charity volunteering,
and so it was natural for me to extend this
to my work as a human resources
professional.
HRR: As we recall, you were the
president of the capital region HRA
chapter for several years. How did you
juggle working and heading up a large
chapter?
Yorker: It was a tough balancing act.
What saved the day was having a chapter
board that was awesome to work with, and
a very understanding spouse. It’s a very
active, vibrant chapter with a great
membership to draw upon.
HRR: Let’s move on to your role as
director for the Core Leadership Area
of Workforce Readiness. Why don’t
you start by describing what the Core
Leadership Areas are, and how they
came to be.
Yorker: There are six Core Leadership
Areas: College Relations and Student
Chapters, Diversity, Government Affairs,
HRCI Certification, SHRM Foundation, and
Workforce Readiness. SHRM restructured in
2004, and part of this change was to
decentralize core areas to the states.
Successful implementation of this change
has been accomplished through the
collaborative efforts of National SHRM and
NYS-SHRM.
HRR: Anything else?
Yorker: These six Core Leadership Areas
are critical to SHRM’s success in achieving
the mission to serve the professional and
advance the profession.
HRR: How do you define the Core
Leadership Area of Workforce
Readiness? What is it?
Yorker: I see Workforce Readiness as
preparing specific populations, generally
underserved populations and students, to
be productive members of the workforce
of the future. This only can be achieved
by collaboration between businesses,
educational institutions, workforce
training programs, and local, state and
federal governments. Working together,
HRR: Ruth, thank you for agreeing to
interview with us. Let’s start off with
your background. Where did you grow
up, what college did you attend, and
which organizations have you worked
for?
Yorker: First, let me thank you and HR
Review for the chance to talk about the
volunteer role I play with NYS-SHRM. I’m
also excited because this is a great
opportunity to tell your readers about the
new core leadership areas that NYS-SHRM
has created. But to answer your
questions, I was born in Pittsburgh, Pa.,
and grew up in Springfield, Ohio. I
graduated from Ohio University with a
B.S. in home economics, and received an
M.B.A. from the State University of New
York at Albany.
HRR: How did you get into the human
resource field?
Yorker: Gosh, I can barely remember a
time when I wasn’t in HR. I‘ve been a
professional in the HR field for 15 years.
This is actually a second career for me. I
Focus on NYS-SHRM
Ruth Margolis-Yorker, SPHR
E
ach issue of HR Review focuses on a
key volunteer leader of NYS-SHRM.
In this issue we highlight Ruth
Margolis-Yorker, SPHR, director, Core
Leadership Area on Workforce Readiness.
Did you know?
Workforce readiness is
one of the six Core
Leadership Areas fully
supported by NYS-SHRM.
24. 24 N E W Y O R K S TAT E H R R E V I E W
we will have to create training and
educational opportunities for these
populations to ensure they have the
appropriate and necessary skills to
become productively employable.
HRR: What interests you about the
area of Workforce Readiness?
Yorker: As HR professionals we are in
the unique position to impact state and
local conversations and initiatives to
match the skill sets needed by business
with the capabilities of these
underserved populations. This can be
achieved by determining where there are
gaps in knowledge, skills and abilities,
and then working to fill these gaps. I
truly feel that we have an obligation not
only to make sure underserved
populations are employable, but also
that we reach out and offer employment
opportunities to them.
HRR: You said that part of your role is
to provide a model or leadership to the
local chapters in New York state. How
do you envision that this will work?
Yorker: From my perspective, every SHRM-
affiliated chapter in New York will have a
workforce readiness advocate who will
either spearhead his own initiatives
determined by local community needs, or
will embrace the NYS-SHRM initiative
(currently in development).
HRR: Can you cite an example?
Yorker: One initiative we’re looking at, for
example, is collaborating with veterans
groups to determine the needs of disabled
soldiers and to help reintroduce them into
the workforce. Many disabled veterans now
are trying to get back some sense of
normalcy in their lives. I believe NYS-
SHRM, through the workforce readiness
core leadership area, can help with their
transition and, in doing so, make a
contribution to the workforce and
ultimately to society.
HRR: Where can members go to learn
more about volunteering in the Core
Leadership Areas?
Yorker: They certainly can contact me at
rmyorker@coolins.com. They also can go
to the SHRM Web site at this URL
(www.shrm.org/chapters/resources/wradvo
cacy.asp ). The last issue of HR Review also
had a piece in it about the Core
Leadership Areas and who to contact.
HRR: Finally, is there anything else
you’d like to say to our nearly 14,000
members?
Yorker: Yes. I’d like to thank you and HR
Review for allowing me to share my ideas
and vision on workforce readiness. I
believe that this is an initiative that will
only grow as our population changes and
the needs in the business community
evolve.
HRR: Thanks ever so much, Ruth. We
wish you well. ◗
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25. F A L L / W I N T E R 2 0 0 5 25
any employers receiving state funds
could be required to prove they did not
spend any of the funds inappropriately,
and to submit those records to any state
entity and the state attorney general, if
asked to do so.
In reviewing the case, the Federal
Appeals court held that the law was
preempted by the federal National Labor
Relation Act (NLRA), and permanently
enjoined the state from implementing or
enforcing the law. The court’s decision
ensures that employers who receive state
funds will be free to communicate with
their employees regarding union
organizing without having to adhere to
rigorous and burdensome record-keeping
requirements. A similar California law
was overturned three years ago.
Workers’ compensation
reform
Workers’ compensation reform, which
saw three bills in play and quite a bit of
activity during the 2004 session, slid
from view, as no legislator took a
leadership role during the 2005 session.
Workers’ compensation reform will be the
top employee benefits issue for business
again in 2006, since New York State
remains a high-cost, low-benefit state. It
probably will be one of the issues
commanding our attention again at the
2006 Visit Albany Day, the HR
professional’s annual lobbying day here
in New York state, scheduled for April 4.
(See page 26 for more information.)
Card check
Organized labor’s preferred methods of
unionizing employees continue to move
away from the traditional secret ballot
election toward methods such as “card
check.” This method requires the union to
simply collect signature cards from a
majority of employees to get certified as
their bargaining representative. S.3008
(Spano) / A.3292 (John) focused on
employers who operate residential
facilities for the disabled and permitted
them to enter into agreements conferring
representation through “card checks.”
While business opposed these bills, they
passed in both houses and await the
governor’s review.
Paid family leave–“Families
in the Workplace Act”
While seeing no action in the senate
this session, the assembly waited until the
last session day, June 24, to take up
debate on this bill.
These bills, S.1501 (Morahan) / A.1301
(Nolan), would provide disability benefit
payments to non-disabled persons on
The “Train” was on
time…finally
Following a string of late budgets
spanning twenty years, the legislature
got it right during the 2005 legislative
session. It enacted a budget by the
constitutionally required deadline of April
1. Needless to say, there was an
abundance of back-slapping to go
around, but there was also time for the
legislators to go about their business
with some normalcy until adjournment on
June 24.
“Labor Neutrality” law
overturned
The most significant labor/human
resource issue that has unfolded so far in
2005 is the May 17 decision by a federal
appeals court to overturn the state’s
2002 controversial “labor neutrality” law.
The legislature passed the “neutrality”
act in July 2002 with broad support from
both political parties and New York’s
labor unions, despite strong objections
from business and groups representing
hospitals, nursing homes and other
health-care providers. The law restricted
the ability of employers to use public
funds to hire or pay attorneys,
consultants or other contractors, who
encourage or discourage union
organization or participation in union
drives, or to hire or pay the salary of
employees whose principal job duties are
to encourage or discourage union
organizing drives. The law also said that
New York State SHRM Legislative Director
B Y T O M M I N N I C K , S P H R
The View from
Albany
Did you know? Workers’
compensation reform will
be the top employee
benefits issue for business
again in 2006. It’s likely to be
a hot topic at Visit Albany
Day on April 4, 2006.
26. 26 N E W Y O R K S TAT E H R R E V I E W
federal Family Medical Leave to care for
newborn or newly adopted children, or to
care for seriously ill immediate family
members. In addition, these bills would
allow disability benefits while an
employee provided care to family and
household members for situations not
covered under the federal Family Medical
Leave Act (FMLA), as well as benefit
payments for employees to attend
meetings with their children’s teachers and
other school activities, and bereavement
leave. It also eliminates the seven-day
disability waiting period, and requires
employers to pay up on the first day of
disability or absence. After debate, it
passed in the assembly on a 92 to 29 vote.
Unemployment insurance for
strikers
S.654 (Marcellino) / A.1302 (Nolan)
were back from the 2004 session. These
bills, which would waive the seven-week
unemployment insurance waiting period
for strikers if the employer hires
replacement workers, passed the senate
but remained in the assembly labor
committee.
Access to personnel records
S.3597 (Maltese) / A.4411 (Heastie)
were new to our radar screen during the
2005 session. These bills would require
employers to allow employee access to,
and copying of, personnel files. The
senate passed it in April but the
assembly bill remained in the codes
committee for the duration of the
session.
Restriction on nurses’
overtime
S.169 (Morahan) / A.1199 (Nolan)
were back from last year’s session. These
bills would prohibit employers from
assigning overtime to RNs and LPNs
except for natural or other disasters. The
unions continue to push for this kind of
restrictive legislation as a relief for them
from negotiating overtime issues with
employers. While both bills remained in
committee for the whole session,
pressure continues to build on the
legislators to pass these bills. Then it
would be only a short jump to overtime
assignment restrictions for all employers
in New York state.
Make your voice heard
We remain the most highly unionized
state in the U.S. Our legislators hear
plenty from the unions about legislation,
but do not hear enough from us, as
human resource professionals, about the
impact that these and other bills have
on our businesses. As HR practitioners,
we need to educate our elected officials
about these impacts.
Please mark your calendar and plan to
join us at our annual legislative day for
HR professionals in Albany on April 4,
2006, and let your voice be heard! ◗
About the Author
Tom Minnick, SPHR, is the
legislative director for NYS-SHRM.
Tom writes regularly for HR Review.
We are indebted to him for his
insights into Albany and state
legislative activities. He can be
reached by phone at 518/465-7511
or by email at
tom.minnick@bcnys.org.
27. F A L L / W I N T E R 2 0 0 5 27
A
Yes. This contrasts with the ADA’s
treatment of drug abuse. Current
illegal use of drugs is not
protected by the ADA and you need not
hire or retain someone who is currently
engaging in the illegal use of drugs. To
the EEOC, tests for the current illegal use
of drugs are permitted at any time prior
to and during employment. However, an
employee with a history of drug
addiction may be protected under the
ADA but only to the extent that he is not
a current user.
While people with alcoholism may be
individuals with disabilities, the ADA
allows employers to hold them to the
same performance and conduct standards
as all other employees, including rules
prohibiting drinking on the job or
reporting to work under the influence of
alcohol. Thus, an employer may fire an
employee who is drinking alcohol on the
job if it has a uniformly applied rule
prohibiting such conduct. However, an
employee undergoing treatment for
alcoholism who is able to perform the
essential functions of the job is
protected by the ADA. There may be
times when you may have to
accommodate an employee for
alcoholism. An example provided by the
EEOC is that an employer may have to
modify a rule prohibiting personal phone
Q
We have a number of employees
who are paid on a commission
basis. Are they exempt from
overtime under the new federal FLSA?
A
It depends. Generally, commissions
are included in the total
compensation paid to the
employee for purposes of calculating the
regular rate. In other words, an employee
is not exempt from the overtime
requirements of the FLSA merely because
he is paid on a commission basis.
However, Section 7(i) of the FLSA does
exempt from the Act’s overtime
requirements some employees who are
paid on a commission basis. For the
Section 7(i) exemption to apply, three
requirements must be met. First, the
employee must be employed by a retail
or service establishment. Second, the
employee’s regular rate of pay must be
more than 1.5 times the applicable
minimum wage. Third, more than half of
the employee’s compensation for a
representative period (not less than one
month) must represent commissions on
goods or services.
Q
Two of our employees are in
treatment for alcoholism. Are they
protected under the American with
Disabilities Act?
Experts...Experts...Readers are invited to submit their questions about human resource practices and
employment law to HR Review, where experts in their fields will provide timely answers. Email
your questions to the editorial director at jlewison@nysshrm.org.
Ask the
Did you know?
You cannot dock an
exempt employee’s pay for
tardiness. However, you
can require him to be
present during working
hours and discipline the
employee if he is not.
B Y S T A N L E Y S C H A I R , E S Q .
28. 28 N E W Y O R K S TAT E H R R E V I E W
calls at work for an employee with
alcoholism who periodically has to
contact his “AA sponsor,” if the
employee has a need to do so during
work hours.
Q
We have an exempt employee who
is consistently late a few times a
week, arriving anywhere from a
few minutes to a couple of hours late. Can
we discipline him for being consistently
late? In addition, can we require him to
work at set times – for example from 9:00
a.m. to 5:00 p.m.?
New York
805 Third Avenue
New York, NY 10012
212/407-7700
Fax: 212/407-7799
Chicago
222 NORTH LASALLE STREET
CHICAGO, IL 60601
312/609-7500
Fax: 312/609-5005
Offices also in Livingston, NJ
www.vedderprice.com
Legal Services for Human Resources Professionals
In New York, please contact: Sarah S. Champion Alan M. Koral Neal I. Korval
Stewart Reifler Jonathan A.Wexler Charles Caranicas
Daniel C. Green Dana Hoffman Daniel S. Hollman
Arbitration / Grievances / Mediation
Business Immigration
Collective Bargaining
Discrimination Law
Employment Agreements
Employment Class Action Defense
Employment Counseling
Employment Litigation
FairLabor Standards Act
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OFCCP
Strike Support
SupervisorTraining
Workplace Security
Wrongful Discharge
ERISA Litigation
Executive Compensation
Pension, Benefit &Welfare Plans
Plan Administration
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212-651-6200
www.capitalhgroup.com
A
Yes, you can do both. The FLSA
requires that all employees be paid
at least the minimum wage and
overtime for all hours in excess of forty
per week. The overtime requirements do
not apply to “exempt” employees. An
exempt employee must generally be paid
a fixed salary each workweek regardless
of how many hours he actually worked. If
you dock an exempt employee’s pay for
working less than forty hours, you incur a
significant risk of losing his exempt
status as this kind of docking violates the
“salary basis” test.
Although you cannot dock an employee’s
pay for tardiness, you can require him to
be present during working hours and
discipline the employee if he is not. This
could include a disciplinary warning to
the personnel file and termination for
repeated violations.
This is also a good time to remind all
private sector employers that they
should have an FLSA safe harbor policy
for exempt employees. A proper safe
harbor policy will allow employers under
certain circumstances to save the exempt
status of employees if their pay is
improperly docked. Without such a
policy, an improper deduction could
result in the loss of exempt status for all
similarly situated employees and
substantial overtime liability. ◗
About the Author
HR Review is indebted to
Stanley Schair, Esq., a member of
the law firm of Bond, Schoeneck &
King, PLLC, and resident in its New
York City office. A core practice of
the firm is labor, employment and
benefits law, representing
management exclusively. Schair
can be reached at 646-253-2324,
or by email at sschair@bsk.com.
Ask the Experts
29. F A L L / W I N T E R 2 0 0 5 29
News
You Can Use...
News
You Can Use...
increase over 2002. Bottom line: keep
those sheepskins coming.
Skinny yourself rich?
Researchers at Ohio State University
have found that Caucasian adults who
reduced their body mass index (BMI) score
by ten points saw their net worth increase
by about $12,000. I guess that gives new
meaning to the phrase “One can’t be too
rich or too thin.”
Shredding encouraged
In case you missed it, Congress
addressed the issue of identity theft by
enacting the Fair and Accurate Credit
Transactions Act of 2003 (affectionately
called the FACT Act). This past June, the
Federal Trade Commission issued final
rules on the proper disposal of consumer
report information and records. The new
rules state that any person who maintains
or otherwise possesses consumer
information for a business purpose must
properly dispose of such information by
taking reasonable measures to protect
against unauthorized access to or use of
the information in connection with its
disposal. “Consumer information” is
defined as “any record about an
individual, whether in paper, electronic, or
other form that is a consumer report or is
derived from a consumer report.” Thus,
employers who perform credit checks on
employees, or obtain personal information
There’s dumb and then
there’s stupid
Not long ago, a Wal-Mart shopper in
Georgia went on a buying spree. She raced
through the store, filling up not one, but
several, shopping carts. Exhausted, she
made her way to the check-out counter,
where the clerk rang up her purchases. The
total: $1,672. Without missing a beat, the
shopper reached into her purse and
handed the clerk a $1 million bill, asking
for change in cash. Having the good sense
to know that the largest U.S. bill in
circulation is $100, Wal-Mart called the
police. As we said: there’s dumb and then
there’s stupid.
More learning means
more pay…
…according to the U.S. Census
Bureau, which recently released
information showing that having a
college education significantly increases
salary throughout an employee’s career.
In 2003, says the bureau, employees over
the age of 17 with a bachelor’s degree,
earned an average salary of $51,206.
Employees over the age of 17, with only a
high-school diploma, earned only
$27,915 on average. Worse off still were
those with no high school diploma. They
earned an average of just over $18,730.
The bureau reported that the average
annual wage for all U.S. workers over 17
was $37,046 in 2003 – a two percent
about employees from referral services,
must be careful to dispose of the
information in a way that protects its
sensitivity. Employers whose employees’
identities are stolen may be subject to
actual damages from their employees –
statutory damages of up to $1,000 per
employee, civil fines of up to $2,500 per
employee, and class-action lawsuits. To
our human resource professionals, we’d
say, check with your friendly lawyer on
this one.
Did you know?
In 2003, employees over
the age of 17 with a
bachelor’s degree earned
an average salary of
$51,206. Employees over
the age of 17 with only a
high-school diploma
earned $27,915 on
average, and those with
no high school diploma
earned an average of
just over $18,730.
(U.S. Census Bureau)
31. F A L L / W I N T E R 2 0 0 5 31
T
his year’s state SHRM conference – Capturing the Multi-
faceted Gems of HR – was held in Albany, N.Y., and what a
terrific conference it was. With over five dozen vendors and
exhibitors and hundreds of human resource professionals from
around the state, the 2005 Conference and Expo was declared a
huge success.
Following an excellent pre-conference workshop (and a great
presentation by Alexis Graham on “Diamond in the Rough”), the
conference kicked off with a brilliant keynote presentation by
Margaret Morford, president of The HR Edge, Inc., a national
management consulting and training company. Her topic was
“The Savvy Owl – Power, Politics and Influence.” Her theme:
accomplishing the goals and objectives of any organization
requires more than just smart employees. Morford said being
effective requires savvy employees who know how to forge
alliances and avoid animosities. Not much we could add to that.
Conference participants had the opportunity to select from a
number of high quality concurrent sessions targeting everything
from building inclusive work environments to executive
compensation to Sarbanes Oxley to how to make a dynamite
presentation.
Nancy Blair (left), Annette Guido, executive director, NYS-SHRM, Jill
Hamilton, SPHR, treasurer, NYS-SHRM, Susan Post, SPHR, regional director,
SHRM, and Andrea Thomas, CRHRA member, survey the vendor area
Sue O’Lena (left); Ruth Margolis-Yorker, SPHR; Chris Curtin; Peter Newman;
Debra Antonelli and Fran Altshuler, SPHR, enjoy the festivities
Annette Guido, NYS-SHRM executive director; Mary Kren, SPHR,
2005 conference chair; Sue Meisinger, SPHR, CEO & CEO, SHRM;
and Susan Post, SPHR, CAE, northeast regional director or SHRM
Speakers Fanny Glover (left) Nan Poston, Dana Moss, Peggy
Coryea and Kerry Verschueren get ready to present session on
Building an Inclusive Work Environment
2005 Conference Team Members
Front row: Mabel Sillman, MVSHRM member; Fran Altshuler, SPHR, past
president of CRHRA; Jim Amanatides, SPHR, VP, CRHRA and conference
registration chair; Ruth Margolis Yorker, SPHR, conference programming
chair; Back row: Deb Antonelli, SPHR, president of CRHRA; Matt Gratten,
conference marketplace chair; Chris Curtin, Esq., publications chair; Jay
Canetto, sponsorship and exhibition chair; Mary Ellen McLean, SPHR,
facilities chair; Not pictured: Annette Guido, executive director, NYS-SHRM;
Patricia Barnes, SPHR, conference treasurer; Peter Newman, marketing
chair; Alison Rosenblum, special events chair; Lyn Kemnitzer, volunteer
chair; Grant Schneider, SPHR, Web master
2005 State
Conference and
Expo Attracts Hundreds
32. 32 N E W Y O R K S TAT E H R R E V I E W
NYS-SHRM meets to discuss a broad range of issues
Registration team doing the “wave”
Participants visit vendors during conference
Susan Post, SPHR, does a
great job as conference
emcee
Keynote Speaker
Margaret Morford
addresses the audience
David Wallingford, regional
administrator representing Governor
George Pataki’s office, delivers
proclamation as Susan Post, SPHR,
watches
Speaker Michael Maryn, Esq.
presenting on Trends in
Executive Compensation
Al Smith (right), VP, Lee
Hecht Harrison, vendor,
talks to participant
Magician does a trick for
participant
Although the sessions were rich and practical in content,
participants had ample opportunity for casual networking. Whether
it was enjoying the unique sights and sounds of the Desmond Hotel
– the conference headquarters – or sharing a meal in the spacious
conference ballroom, everyone had a good time.
Keynote speakers on day one of the conference included Susan
R. Meisinger, SPHR, president and CEO of the Society for Human
Resource Management (SHRM). She spoke to a packed audience on
trends in human resources and the competencies that human
resource professionals will need to advance the profession (and
their careers). Among those competencies are becoming a strategic
contributor, developing keen business acumen, creating personal
credibility, delivering the HR “goods” and becoming techno-savvy.
Karen Shadders, vice president of people for Wegmans Food
Markets in Rochester, N.Y., was the afternoon keynoter. Her
message: understanding how to transform your organization into a
“jewel.”
And finally, we’d be remiss if we didn’t mention Alex Valdez’s
entertaining and inspiring performance. Valdez brought 25 years of
speaking and entertaining experience to the conference. Winner of
the first Norman Lear Comedy Competition, he has been a renowned
public speaker to over 250 organizations. The theme of his
inspirational message was, “We all are different, but in a much
greater sense, we are all the same.” For example, Valdez said each of
us is disabled in some way or another. While some of these
disabilities might be obvious (e.g. blindness), others are harder to
recognize. His message? We can only reach our full potential when
we remove the barriers of fear, pessimism, pride and unforgiving.
What a way to end an outstanding state conference.
A special thanks goes to the 2005 conference emcee Susan Post,
SPHR, CAE, northeast regional director for SHRM. She did a superb
job keeping us all on track and moving in the right direction.
No description of the conference and expo would be complete
without mentioning the more than 60 sponsors, vendors and
exhibitors who showed attendees the latest programs, products and
services available to the human resource community. And thanks to
our one-, two-, and three-star partners for their support and for
sharing their know-how.
Finally, a thank you to Mary Kren and her 2005 conference and
expo team who made it all happen. Annette Guido, executive
director, NYS-SHRM, said, “We couldn’t have done it without this
wonderful team of volunteers.” We couldn’t agree more. ◗
33. Ten Tips for Packaging a Powerful Brand Identity
Branding Yourself as
an HR Professional
B Y C A R O LY N A I S H T O N
resource professional, to brand yourself? You
are on the front lines. You are the image of
your company to the external world and to
your colleagues internally, but in that case,
it goes a step further. You set the standards,
the guidelines. The way you package yourself
sets expectations that your colleagues will
feel compelled to emulate.
Sell it, don’t tell it
Often human resource professionals are
viewed as staff to line managers accountable
for an organization’s products or services.
Translation: HR practitioners must “sell”
their side of the story. They can’t just “tell”
it. Being well branded as an HR professional
can make all the difference in the world.
Brand identity is the impression you make,
the image you project as an HR professional.
In a comprehensive study on
communications, a sociologist from the
University of California showed that 55
percent of how we brand ourselves is visual
(look, dress, posture, eye contact and so
on); 38 percent is vocal (how we sound, the
pitch of our voice, diction, etc.); and seven
percent is verbal (the content of what we
say). Bottom line: How you communicate is
critical to your success and to shaping
others’ perceptions of you.
Ten tips for creating your
own brand
So how do you go about
establishing a powerful brand
identity as a human resource
professional? Here are my top ten
tips.
1Sharpen Your Techno-
Communication Style
How you communicate
technologically influences people’s
perceptions of you. Time is
precious for everyone. You want
people to identify you as
M
uch is written today about
branding. A strong brand
differentiates itself and elicits an
emotional response from us. Think
Starbucks, Tiffany, Nike, Coca-Cola,
Microsoft. A brand is a promise. It is
intangible – not something we can see or
touch. Yet, we trust it, believe in its promise
of value and are willing to pay more for it.
Why is personal branding
important?
Personal branding is becoming more
prevalent as the competition for jobs
increases, and the need to stand out from
the crowd intensifies. Developing a powerful
personal brand is for people who want to
raise their profile and positively influence
the way others perceive them. It reflects
who they are, what they stand for and what
makes them unique.
Why is it important for you, as a human
someone they can count on to be brief
and to the point. For example:
• Voice mail: When you leave a message,
keep it brief. Don’t drone on, explaining
every detail of the issue you’re calling
about. Identify yourself, give your
phone number, then leave a short
message. Smile while you’re speaking –
it comes through. Really! End your call
by repeating your phone number.
• Phone conversations: Respect others’
time. Know what you need to
accomplish, be clear about the purpose
of the call, and don’t interrupt while
the other person is speaking.
Building Your
Own Brand
• Listen more, talk less
It helps build relationships.
• Keep your desk uncluttered
It projects “organized.”
• Be on time for meetings
It shows you take the topic seriously
and have respect for others.
• Gag gossip
You’ll be respected.
• Have an objective and agenda for
meetings you call
It projects leadership and being
in control.
• Shake the hands of men
and women
You’ll be perceived as confident.
• When in doubt, say so
You’re being honest.
• When a confidence is shared with
you, keep it
Being someone people can trust
is #1.
33
34. 4 When In Doubt,
Dress Well
How you dress influences people’s
perception of you. Just ask the New York
Yankees. In 1919, the new owner decided
he wanted his team to look like a million
bucks – like the guys on Wall Street. So he
outfitted them in pinstripes. You don’t have
to wear pinstripes, but you should try for a
million bucks. If you’re going into an
unfamiliar situation or meeting with new
applicants and are unsure about what to
wear, choose a suit. It projects confidence
in yourself and respect for the other party.
5 Sound As Good
As You Look
Speak loudly enough to be heard,
particularly in a large group meeting. Too
often, half the room can’t hear those who
are speaking. Be sure to ask if everyone can
hear you. Avoid giggling or laughing – it
can be brand-breaking.
6 Show Genuine Interest in
What Others Have to Say
Everyone likes to talk, particularly about
themselves or their business. Periodically, I
meet with the president of an organization
who does most of the talking during the
hour. But I always walk away with the
information I want. The secret is to ask
open-ended questions (who, what, when,
where, why, how) to elicit ideas and input
from others. It doesn’t just make them feel
valued. You’ll make a favorable impression,
and get what you want.
7 Listen
Attentively
Once you’ve asked a question, preferably
an open-ended one, listen attentively to
the response. This means maintaining eye
contact with the responder and making
mental notes of the points you want to
address in response. Most HR people don’t
have a problem with listening. They do a lot
of it – especially those in employee
relations. But just in case, don’t think
about the next question, or let your mind
wander. Stay focused.
8 Never
Assume
We’ve all heard people interrupt others
in meetings or attempt to finish other
people’s sentences. They assume they know
what the speaker is going to say, and cut
the person off mid-sentence. Not only is it
rude, it comes across as arrogant.
9 Build
Your Brand
Use your network of colleagues and
friends to create visibility for yourself and
your brand. They know your value and brand
identity, and can be your best marketing and
public relations support system when you
need it. Begin to diversify and expand your
contact list. Join new organizations, and
volunteer for committee or team
assignments. It will help you build
confidence along with building your brand.
10 Be True To
Your Brand
Above all, be yourself – true to who you
are and what you stand for. That’s the
ultimate power of your brand and value of
your brand identity. When you’re true to
yourself, you foster trust. And trust is what
branding is all about.
A final word
The hallmark of a good brand – your
brand – is knowing what makes you unique,
and presenting yourself with consistency.
Your brand identity, how you package
yourself, plays a strong role in helping you
build your brand.
According to Tom Peters in his article The
Brand Called You, people “…want to
associate with brands whose powerful
presence creates a halo effect that rubs off
on [them].” Incorporating these ten tips in
your package can help you develop a
powerful presence that will rub off on others
– and brand you as the HR professional that
you are. ◗
• Emails: We all get inundated with them
daily, but yours will be read if you’ve
established a strong brand identity.
People will know they can count on your
message to be brief and relevant. So
don’t ramble on, making it a struggle to
figure out what you’re trying to get at.
Keep your message short and to the
point. The rules of writing apply as well;
watch your grammar, spelling and typos.
If your email system has a spell-
checker–use it. Finally, leave off the
urgent mark, and stay away from using
all caps. People see that as SHOUTING!
Remember, you want the impression to
be positive.
• Cell phones: The number one rule –
remember to turn them off at meetings,
whether in your office or in a conference
room. Otherwise, you come across as self-
important or forgetful of detail.
• Laptops: A manager recently told me
about a colleague who brings his
computer to every meeting, and works on
it throughout the proceedings. It is rude,
distracting and unnecessary.
2 Meet People with
Confidence
When introduced to someone for the first
time, look them in the eye, extend your
hand, smile, use their name, and show
genuine pleasure in meeting them with a
firm handshake. If you’re introducing one
person to another, say the name of the more
important person first, regardless of gender.
This approach is most helpful when
introducing applicants to the next
interviewer.
3 Speak Assertively and
Compellingly
Some HR pros don’t like to speak in
large groups or meetings. Whether you’re
one of those or not, never start out by
saying, “I’m not much of a speaker, but...”
That’s when others immediately tune out.
To ensure that people listen to what you
have to say, avoid self-discounting words.
Stay away from “maybe,” “perhaps,” “I’m
not sure, but...” Be direct. It projects
conviction and assurance. Keep distracting
filler words such as “Um,” “Uh,” “You
know,” out of your speech. To take an
objective look at how you sound when you
speak, tape-record yourself, or ask a trusted
colleague for frank feedback.
34 N E W Y O R K S TAT E H R R E V I E W
About the Author
Carolyn Aishton is senior associate
with Pachter & Associates, a leader
in business communications skills
training and executive coaching for
the Fortune 500. Based in New York
City, Aishton specializes in helping
executives present themselves more
powerfully and assertively. Formerly,
she was vice president of corporate
affairs at Avon Products. She can be
reached at: www.pachter.com or
212-838-3744.
35. F A L L / W I N T E R 2 0 0 5 35
our survey in the greater Genesee Valley
area, only 27 percent said they use pre-
hire assessments; 39 percent said their
hiring process doesn’t produce “A” player
results; and 66 percent said they spend
$2,500 or more on each hire. Overall, one-
third said they were less than satisfied
with their current hiring process.
Why use pre-hire
assessments?
Pre-hire assessment instruments and
practices, if properly integrated into the
hiring process, clarify essential job
attributes critical to performance success
and provide benchmarking data.
Assessments zero in on candidates’
aptitudes, and predict their ability to
perform specific types of work. They
assure that applicants possess essential
job qualifications, and provide objective
data in an otherwise subjective process.
In short, assessments can be helpful in
eliminating personal bias from the hiring
process, which in turn can bolster a
defense against discriminatory or
negligent hiring claims.
The U.S. Department of Labor
Employment and Testing Administration
states, “…the practice of using a variety
O
f 57,000 managers surveyed in 35
countries, 90 percent list hiring
among their most important
decisions. The question is, how can you
assure you will hire the best person, the
potential “champion?” The answer may
well lie in cost-effective pre-hire
assessments to give you a more complete
picture of performance potential. When
integrated into your hiring process, pre-
hire assessments may make the difference
between a good hire and a great one.
Survey of hiring practices
Of the sixty companies responding to
Pre-Hire
Assessments
Hiring ‘Champions’ in a More Compliant System
B Y R O B E R T P E T E R , P H R , A N D
P A U L K E N E A L LY, E S Q .
36. 36 N E W Y O R K S TAT E H R R E V I E W
Whole-person multiple
assessment
A whole-person assessment system
incorporates multiple assessments or a
multi-faceted assessment. An example is
the TriMetrixTM
job benchmarking and pre-
hire assessment tool. The TriMetrix tool
assesses over 80 job attributes
(characteristics and skills), behaviors, and
attitudes (motivators). The result is the
assessment of three different areas of
performance potential. Multiple
assessments, which are integrated into a
comprehensive screening and interviewing
process, fulfill whole-person approach
guidelines, and create a more compliant
hiring process.
The TriMetrixTM
Model
JB = Job Benchmark
PP = Performance Potential
The TriMetrix™ system is a trademark of Bill
Brooks and Bill J. Bonnstter, distributed by
The XLR8 Team, Inc.
Key Criteria in Selecting
Pre-Hire Assessments
To validate achievement and physical
assessments, it’s important to check that
the content correlates directly to the job
requirements. Aptitude assessments,
however, may require a more thorough
examination. Developing and validating
in-house testing programs requires
specialized knowledge of sample design,
test analysis, and statistical methods.
Thus, many employers purchase
commercial tests from companies that
specialize in employee testing.
Providers of credible assessments should
have data available for your reference.
Validity numbers may vary by instrument,
but you want to find a benchmark validity
co-efficient of +0.70. Be sure that
assessments have been validated for gender
and cultural impact, and are free of bias.
When reviewing data, look for:
• Reliability – the consistency of the
tool measuring what it is intended to
measure
• Validity – the accuracy of the tool
measuring what it is intended to
measure
• Predictability – the demonstrated link
between the instrument’s data and
candidates’ performance
Compliance issues
A majority of assessments have been
validated and tested, many based on EEOC
compliance standards, thereby limiting
judicial action. To help you develop or
select assessments that maximize
compliance, follow these guidelines:
1. Create a job benchmark profile that
links your assessment tool to job
success.
2. Internally validate the assessment tool’s
applications with high and poor
performer analysis.
3. Use assessments as part of a multi-
faceted interviewing and hiring
strategy.
4. Standardize your hiring process, using
the assessment in a consistent manner.
5. Inform candidates of your processes.
Provide a disclaimer statement.
of assessment tools enables you to get a
more complete picture of the individual.
The practice of using a variety of tests
and procedures to fully assess people is
referred to as the whole-person approach
to personnel assessment. This approach
will help reduce the number of selection
errors and boost the effectiveness of your
decision making.”1
What types of assessments
should you consider?
Using a multi-faceted strategy is a key
component of the whole-person approach
to prospective personnel assessment. This
strategy links assessment criteria such as
achievement, aptitude, and physical
characteristics to bona-fide occupational
qualifications (BFOQs).
• Achievement assessments target
knowledge and skills relevant to the
job. Many temporary and permanent
placement organizations, as well as
employers, use tests to determine
ability to type, read, complete
mathematical equations, read
blueprints, and to document
knowledge of a specific subject matter
(e.g., human resources). Achievement
assessments may be created in-house
or purchased online from various
software and testing center providers.
• Aptitude assessments identify
potential to perform based on
cognitive abilities, behavioral
tendencies, or personality
characteristics. It is the fastest
growing yet most scrutinized type of
testing, and is best used as part of a
comprehensive strategy. As with all
assessments, it is best to rely on those
that are well researched and designed,
and that have been tested over time.
• Physical assessments measure ability
to perform specific physical functions
related to the job, such as dexterity
exercises linked to assembly skills, or
lifting exercises associated with a
warehouse job. Determining these
critical abilities prior to hire can save
your organization the considerable
cost of future turnover and
compensation.
Additional
Resources
http://www.uniformguidelines.com
http://www.dol.gov/
http://stats.bls.gov/
http://www.doleta.gov/
http://www.labor.state.ny.us/
http://www.hr-guide.com/selection.htm
For additional information,
complimentary assessment trials,
sample interview question sets, report
samples, or case study analysis related
to pre-hire assessments, contact
(585) 426-7520 or
rpeter@thexlr8team.com.
Job Attributes
Will they do it?
Job Behaviors
How will they
do it?
Job Attitudes
Why will they do it?
(motivation)
JB
PP
1 US Department of Labor Employment and Training Administration, Testing and Assessment an
Employers Guide to Good Practices, 2000
