Inland Empire SHRM Newsletter April 2010 Volume 2, Issue 2 Chapter Meeting Spotlight “Proactive Management: TIPS and Tactics in a Unionizing Culture” Thursday, April 15, 2010 Mission Inn, Downtown Riverside Directions Inside this issue: 3649 Mission Inn Ave., Riverside, CA 92501 951-784-0300 Chapter Meeting Spotlight 1 Featuring: Prudence LaBeach Pollard, Ph.D., PHR Presidents Corner 2 Employers depend on their senior HR managers to build a supportive working environment and to ensure IE SHRM Membership Audit 2 that policies and procedures are fair and equitable. National SHRM and your local chapter, IESHRM, are committed to develop the strategic competencies of the HR professional in the Inland Empire. This workshop supports those initiatives to develop the strategic Simplified Timeline on 3 leadership competencies of its members. Healthcare Reform Provisions SHRM Webcast: HealthCare The purpose of this workshop is twofold: to assist employers in building a workplace culture that promotes employee satisfaction and workplace productivity; and, to support an employees‟ decision to Reform Leading Your 4 obtain third–party representation when employers are unfair and policies are inequitable. Organizations Response Building a Culture of Attendees will: 4 Transparency Understand the top three factors that undermine employee satisfaction and productivity. PHR SPHR Certification Prep Identify and manage union strategies to unionize the workforce. 5 Study Group Understand the workplace implications of the National Labor Relations Act (NLRA). May IE SHRM Chapter be of Develop workplace strategies that are in compliance with the NLRA. help in your Diversity Journey? 6 Identify their strategic leadership strengths and limitations. Mentoring Matters: Receive HRCI Recertification Credits 6 About our Speaker: Dr. Prudence LaBeach Pollard, Professor of Management at La Sierra University, School of Business and Did You Know? 7 Vice President, Workforce Readiness on the IE SHRM Board. Chapter Meeting Registration 7 Dr Prudence LaBeach Pollard has not only served the HR community of the Inland Empire, she is an Wellness Library 8 international speaker and workshop leader addressing business leadership issues and workplace challenges. Dr. Pollard earned the Ph.D. in Evaluation, Measurement and Research Design from Western Michigan Information & Notices 8 University and has been named multiple times to Who‟s Who Among America‟s Teachers and is a certified Professional in Human Resources (PHR). Her dissertation is an exploration of 360-degree feedback within Designate IE SHRM as your 9 a Fortune 50 manufacturing corporation and her experience spans city and county government, university Primary Chapter teaching, college administration to providing consultation services for industrial corporations and universities. Her research interests include 360-degree feedback, project evaluation, executive leadership behaviors, and performance assessment. Dr. Pollard is Professor of Management at La Sierra University, School of Business. Dr Pollard‟s leadership in the Inland Empire includes past Chair of the City of Riverside‟s Human Resource Board, past President of the Inland Empire Chapter of the Society for Human Resource Management (IESHRM) and Vice President of IESHRM for College Relations and Workforce Readiness. Recertification credits: HRCI Credit Approved. For more information about certification or recertification, visit the HRCI home page at www.hrci.org. Chapter Meetings Registration Click Here or go to https://ieshrm.org/Meeting_Registration.html For more information on upcoming programs/events visit www.ieshrm.org Page 2 PRESIDENT’S CORNER 2010 BOARD Our mission of the Inland Empire SHRM is to educate and to advance the Human Resource President profession and provide high impact opportunities Bob Bruner to network and to associate with like-minded Community Action EAP - CA professionals. President - Elect/Membership Denetta Scott, Esq. Welcome to the fastest growing SHRM Chapter Borton Petrini, LLP - CA in California. As President, I am so proud of our group and all the important work being done by Past President our Board which has implemented such Joy Ward impressive programs and activities as the First Vice President, Alliant Insurance - CA following: Secretary SHRM Certification Preparation Courses Sal Baldino, PHR Sponsoring Two Student Chapters Bob Bruner, President Vice President Finance Notable line-up of speakers Richard Dawson New Diversity Group Human Resources Manager Planning of an Annual Conference Workforce Readiness Program Save-A-Lot Food Stores - West Coast Active Legislative Affairs Professional Development Opportunities Certification Director Our Chapter's Website which includes a Wellness Library for our HR Beth Haley, Ph.D., SPHR professionals and family members Vice President Marketing/Public Relations Faye Njaka JOIN OUR DYNAMIC GROUP AND HELP US GROW Human Resources City of Riverside, CA Signed by Bob Bruner, President IE SHRM Vice President Programs Allyson Carter Human Resources Transportation Security Administration IE SHRM Membership Audit Vice President Workforce Readiness Prudence LaBeach Pollard, Ph.D., PHR Professor of Management We are performing an internal audit on our membership. In La Sierra University School of Business order to assist us in this process, we need every current member of IE SHRM to fill out and sign a membership form Vice President College Relations Lillian Hernandez (visit www.ieshrm.org to print form) and return the completed Human Resources Manager form to our VP of Membership, Denetta Scott, either by fax at California State University San Bernardino (909) 381-0527 or email to firstname.lastname@example.org. Diversity Director Antonio Zavala The form will be also be attached to the April general email AZ Management Consulting announcement. As you know, the financial support we receive through SHRM is determined by our membership numbers. Chair Government Affairs Tom Martin This money is for our monthly programs. In order to keep the Human Resources Consultant high quality of programs, we are performing this audit to retain People Management Professionals LLC our financial support through SHRM. President La Sierra University Student Chapter Yorlenis Aguirre Please return the completed forms to Denetta Scott by Tuesday, April 20, 2010. At - Large Board Adam Goldman, Vice President, Human Resources Thank you for your continued support! Bae Systems - CA Howard Pardue, Ph.D., SPHR Vice President, Human Resources/HR Compliance & Litigation Officer Inland Empire SHRM Newsletter Page 3 The Article below is culled from National Association of Health Underwriters (NAHU) Government On Tuesday, March 30th, President Obama signed into law, the Health Care and Education Affordability A comprehensive Reconciliation Act of 2010, a companion package of “fixes” to the comprehensive Patient Protection and Affordable Care Act that was enacted on March 23rd. Individuals and employer group plans that wish to keep health care reform their current policy on a grandfathered basis can only do so if the ONLY plan changes made are to add or has been enacted, delete new employees and any new dependents. In addition, an exception is made for employers that have changing the health scheduled plan changes as a result of a collective bargaining agreement. Once a plan loses its grandfathered care landscape for status, it will be subject to all of the market reforms in the legislation when they take effect. However, most of the market-reform provisions slated to take effect in the next 6 months will apply to all plans, whether or not both employers and they hold grandfathered status. Here are a few of the changes: employees Eligible small business (those that have no more than 25 FTEs, pay average annual wages of less than $50,000 and provide qualified coverage) are eligible for phase 1 of the small business premium tax credit. Small employers will receive a maximum credit, based on number of employees, of up to 50% of premiums for up to 2 years if the employer contributes at least 50% of the total cost. Lifetime and annual limits: Effective for plan years beginning on or after 6 months after the date of enactment, grandfathered plans may not apply annual or lifetime limits on the dollar value of benefits. Rescission of coverage: Effective for plan years beginning on or after 6 months after the date of enactment, a grandfathered plan may not rescind coverage unless the participant has defrauded or intentionally misrepresented a material fact to the plan and the plan provides that such offenses are grounds for rescinding coverage. Temporary high-risk pool program for people who cannot obtain individual coverage due to preexisting conditions begins within 90 days of enactment. Employers are prohibited from sending individuals to the high-risk pool, with associated fines. All group and individual health plans, including self-insured plans, will have to cover preexisting conditions effective for plan years beginning on or after 1-1-14. For children 19 and under for plan years beginning on or after 6 months after date of enactment. Group plans will be required to comply with the IRS 105(h) rules that prohibit discrimination in favor of highly compensated individuals (which currently apply to self-insured plans) within 6 months of enactment. All group and individual plans, including self-insured plans and grandfathered plans, within 6 months of enactment, will have to cover dependents up to age 26. Dependents can be married and will also be eligible for the group health insurance income tax exclusion. However, thru 2014, grandfathered group plans will only have to cover dependents who do not have another source of employer-sponsored coverage. In 2010, all group and individual plans, including self-insured plans and grandfathered plans, will have to cover specific preventive care services with no cost-sharing. They also will have to cover emergency services at the in-network level regardless of provider, allow enrollees to designate any in-network level regardless of provider, allow enrollees to designate any in-network doctor as their primary care physician (if they require a primary care physician designation already) and have a coverage appeal process. A Federal grant program for small employers providing wellness programs to their employees will take effect. IN 2011: The tax on distributions from a Health Savings Account that are not used for qualified medical expenses increases from 10% to 20%. Over the Counter drugs will no longer be reimbursable under HSAs, medical FSAs, HRAs and Archer MSAs unless they are prescribed by a doctor. All employers would be required to enroll employees in a new national public long-term care program, unless the employee opted out. All business owners will be subject to new expanded federal income tax requirements on payments of fixed or determinable income or compensation. Delays effective date on limit on flexible spending account contributions to $2,500 until taxable years beginning after 12-31-12. Throughout both laws, there are references to the duties of regulators at both the state and federal levels to create guidelines. We will continue to provide you information as it becomes available. Culled from www.nahu.org . National Association of Health Underwriters: How the Health Care Reform Legislation Will Impact Your Individual and Employer Clients - March 29, 2010 Inland Empire SHRM Newsletter Page 4 The following webcast is courtesy of the Society for Human Resources Management (SHRM). Registration is with SHRM and not IE SHRM. A comprehensive WEBCAST: health care reform “HEALTH CARE REFORM LEADING YOUR ORGANIZATIONS RESPONSE” has been enacted, Comprehensive health care reform has been enacted, changing the health care landscape for both employers changing the health and employees. Some aspects of the new bill will kick in as early as 2011 and we want to make sure you have care landscape for all the information you need to plan your organization‟s health care strategy and to comply with the new law. both employers and This webcast will enable you to understand specific aspects of the law, learn what key HR provisions may employees impact your organization, recognize how it will affect your benefits and compensation packages and be aware of the timing and implementation of the law‟s various requirements. Register today and you‟ll get a jumpstart on analyzing the impact of health care reform on your organization. Workplace Application: This 90-minute webcast, with Q&A, is designed to help human resource professionals better understand how this new health care law will impact their work on a day-to-day basis. Along with industry experts, SHRM specialists will address the immediate impact of this new law as well as the long-term repercussions. Presenters: Frank McArdle, Principal and Manager, Hewitt and Associates, Washington, D.C. and Mike Aitken, SHRM Government Affairs. REGISTRATION IS NOW OPEN! WHEN: Wednesday, April 7, 2010 TIME: 12:00 P.M. - 1:30 P.M. EST REGISTRATION RATES: SHRM MEMBER : $99 NON-SHRM MEMBER: $119 Register at http://www.shrm.org/multimedia/webcasts/Pages/legislativewebcast.aspx. SHRM Member Registration: Click Here SHRM Non Member Registration: Click Here Recertification Hours: 1.5 towards your PHR SPHR GPHR Certification BUILDING A CULTURE OF TRANSPARENCY The word transparency surfaces more and more today in public statements by senior institutional and organizational executives. Transparency happens only when an institution creates a culture of candor and respect, one in which stakeholders feel free to speak the truth to leaders. Many organizations today are committed to visibility and more organizations are genuinely committed to openness and candor. How effectively information flows through an organization is directly related to its culture. Many institutional cultures have made transparency possible because of a major paradigm shift and renewed commitment to an environment of sharing information. In summary a few examples of proven strategies for change and how to become a transparent organization include: (1) increased communication accountability and work performance (2) speeding up key processes for market advantage in the development area (3) creating a humanistic work environment that attracts and retains top talent by instilling a global thinking mindset (4) improving quality and (5) evaluating the health of the internal communication processes through anonymous employee climate surveys. Many institutional cultures can and must become more transparent and be willing to deploy a meaningful illuminating self-analysis and the institutional leadership to have the wisdom to know “There is no such thing as complete transparency. At some point we have to Trust!” Contributed by Howard M. Pardue, PhD, SPHR Vice President, Human Resources/HR Compliance & Litigation Officer Inland Empire SHRM Newsletter Page 5 Attention: HRCI New Eligibility Requirements These changes go into effect May –June 2011 Testing Window rules are changing! If you have ever PHR Eligibility 2011 SPHR Eligibility 2011 GPHR Eligibility 2011 1 year of demonstrated exempt 4 years of demonstrated exempt 2 years of demonstrated global considered getting level HR experience with a level HR experience with a exempt level HR experience with a your PHR, SPHR or Master’s degree or higher. Master’s degree or higher. Master’s degree or higher. GPHR certification 2 years of demonstrated exempt 5 years of demonstrated exempt 3 years of demonstrated exempt now is the time! level HR experience with a level HR experience with a level HR experience (with 2 of the Bachelors degree. Bachelors degree. 3 being global HR experience) with a Bachelors degree. 4 years of demonstrated exempt 7 years of demonstrated exempt 4 years of demonstrated exempt level HR experience with less than level HR experience with less than level HR experience (with 2 of the a Bachelors degree. a Bachelors degree. 4 being global HR experience) with less than a Bachelors degree. Inland Empire SHRM (IE SHRM) PHR SPHR Certification Prep Study Group Feeling a bit nervous about the HRCI PHR/SPHR Certification Exam? Let us help! IE SHRM is offering a condensed preparation class at a special rate to help you prepare for the HRCI PHR/SPHR Exam. As part of the IE SHRM Chapter‟s continued support and commitment to its HR community and their professional development. Inland Empire SHRM is pleased to announce a condensed 2010 PHR SPHR Certification Study Prep Program “I Better Start Studying Now!” IE SHRM is offering this class to assist the HR community in these tough economic times. Help Is Here Register Now for this UNIQUE opportunity! How It Works: IE SHRM presents IE SHRM is offering a 3-day, intense study group to assist professionals scheduled to take the HRCI PHR SPHR Certification “I Better Start Exam in May or June 2010. Testing Window: May 1, 2010 - June 30, 2010 Studying Now!” The three (3) day intense program consists of six instructional modules encompassing key areas in HR Management as outlined by SHRM [The SHRM Learning System]. The SHRM Learning System Certification Prep Course provides a review of A three (3) day intense the student's professional knowledge and skills and broadens his/her understanding of HR. Students review test taking tips and will take timed examinations. program How Much Do I Pay for the Study Prep Class? The same price you would pay for the Learning System directly through SHRM. Registration Cost: Registration Deadline: Thursday, April 15, 2010 $650.00 for IE SHRM Members * Class subject to cancellation without minimum enrollment $800.00 for Non - IE SHRM Members Cost includes complete SHRM Learning System, HR functional area exams and an interactive CD-ROM or a web access option. MAKE CHECKS PAYABLE TO: Inland Empire SHRM. Mail Check To: Inland Empire SHRM All fees are payable by check or money order. P.O Box 9351 Redlands, CA 92375 - 2551 Please mail your payments in as soon as possible to give time to place order for the SHRM Learning System. Due to the condensed nature of the classes, late registrations will not be accommodated. Class Schedule: Saturday, April, 24th 2010 12:00 PM – 6:00 PM Saturday, May, 1st 201O 9:00 AM – 6:00 PM Sunday, May, 2nd 2010 11:00 AM – 6: 00 PM Instructor: Beth Haley, PhD., SPHR (others to be determined) Certification Study Group Location: University of Redlands Armacost Library Lab 140 1200 E Colton Ave Redlands, CA For more information visit www.ieshrm.org and/or contact via email the Certification Chair - Beth Haley, Ph.D., SPHR at email@example.com Volume 2, Issue 2 Page 6 May Inland Empire SHRM Chapter be of Help In Your Diversity Journey? Fairness and Justice is a core principle of the SHRM Code of Ethical and Professional Standards in Human Resource Management. This is the first step in promoting and fostering diversity inclusion of all employees in our organizations. Ethics deals with moral principles and practices enforced by a judicial system. Below is a list of legislative actions that have provide the impetus towards reaching the goal of „fairness and justice‟ in our employment practices. It makes good business sense and it is the right thing to do. 1. Fourteenth Amendment to 1965, as amended by Executive 20. Civil Rights Act of 1991 the United States Constitution Order 11375 of 1967. 21. Family and Medical Leave Act of 1868 11. Age Discrimination in of 1993 2. Civil Rights Act of 1871 Employment Act of 1967 22. Executive Order 13166 of 3. Lloyd – La Follette Act of 12. Civil Rights Act of 1968 2000 1912 13. Executive Order 11478 of 23. Notification and Federal 4. Fair Employment Act of 1941 1969 Employee Antidiscrimination 5. California Fair Employment 14. Civil Rights Act of 1972 and Retaliation Act of 2002 and Housing Act 1959 15. Rehabilitation Act of 1973 24. Genetic Information 6. Equal Pay Act of 1963 16. Vietnam Era Veterans Nondiscrimination Act 2008 7. Civil Rights Act of 1964 Readjustment Assistance Act 8. Immigration and Nationality of 1974. Services Act of 1965 17. Age Discrimination Act of 9. Federal Executive Order 1975 discrimination in 11246 of 18. Pregnancy Discrimination Act 1965 of 1978 10. Federal Executive Order 19. Americans with Disabilities Act discrimination in 11246 of of 1990 IE SHRM INVITES YOU TO SHARE YOUR ORGANIZATION’S DIVERSITY INCLUSION BEST PRACTICES. Click Here to join the Diversity forum discussions on the IE SHRM sub group on LinkedIn. For your inquiries on Diversity Inclusion and Best Practices contact Antonio Zavala, Diversity Director, IESHRM at firstname.lastname@example.org “The mentoring experience must entail trust, information, sharing, belief and faith in the mentee, and Mentoring Matters: Receive HRCI Recertification Credits awareness that Did you know that participating in IE SHRM‟S structured mentoring or intern supervisor program can earn you there is no one recertification credit? right way” Under the SHRM leadership category, you can earn up to 10 recertification credits through mentoring activities. This includes activities such as preparing an IESHRM STUDENT CHAPTER member for the HR profession, or serving as an HR-related practicum/internship supervisor. FIVE recertification credits are earned for every year of service. Mentoring is one of many activities in which you can earn recertification credits without accruing a large expense. To become an IE SHRM mentor or internship supervisor contact Dr. Prudence Pollard, VP Workforce Readiness at email@example.com. Volume 2, Issue 2 Page 7 BILL WOULD PERMIT VOLUNTARY FLEXIBLE WORK SCHEDULE A bill, SB 1335, that promotes employee productivity, efficiency and satisfaction in the workplace by making it DID YOU easier for employers to give individual employees flexible work schedules will be considered by the Senate Labor and Industrial Relations Committee on April 14. KNOW? The bill by Senators Dave Cox; R-Fair Oaks, and Robert Dutton; R-Rancho Cucamonga, provides a simplified process for establishing flexible work schedules. Flexible or compressed work schedules, in which employees work fewer but longer days, such as four 10- hour days each week (4/10), nine-hour days with one day off every two weeks (9/80), or other schedules that have become increasingly popular. SB 1335 establishes a voluntary, employee-driven process where the employees can simply request in writing, and the employer may mutually agree to, a flexible work schedule. SB 1335 contains important employee protections and ensures that these protections remain intact in a number of ways, including: Hours worked within that flexible schedule will be paid at straight time rates. The employee is still paid normal overtime for any hours worked over 10 in a day and 40 in a week. The employee must request the flexible schedule in writing. Members of the business community wishing to support SB 1335 are urged to contact members of Senate Labor and Industrial Relations Committee in Sacramento. Contributed by Tom Martin, Chair Government Affairs - IE SHRM Human Resources Consultant People Management Professionals LLC Disclaimer: The List of Legislative Actions above is not all inclusive and it is given for information purposes only. IE SHRM is not en gaged in rendering professional services nor does it assume any liability resulting from action taken based on the information provided. If legal advice or other expert assistance is needed to determine which laws may apply to your organization, the services of a competent professional person should be sought. APRIL 2010 CHAPTER MEETING REGISTRATION Deadline for Registration: 5:00 P.M. Monday | April 12, 2010 Date: Thursday, April 15. 2010 Place: Mission Inn, Riverside, CA 3649 Mission Inn Ave., Riverside, CA 92501 11:30 AM: Check in and networking 11:45 AM: Seating and Lunch 12 NOON: Program 1:15 PM: General Business & Adjourn How to Register: All registration must be made online at www.ieshrm.org or click on link to go directly to the page at https://ieshrm.org/Meeting_Registration.html. Registration Rates: $30 for members w/reservation $35 for members w/o reservation $35 for non members w/reservation $40 for non members w/o reservation $15 for students and members in transition w/reservation $20 for students and members in transition w/o reservation $1 (per hour) Street Parking $ 5 Parking or park on the street $8 Valet Parking Payment Method: Cash or Check only. There will be a $5 charge on any late registration. Please see cancellation policy on www.ieshrm.org MAKE CHECKS PAYABLE TO: Inland Empire SHRM. Mailing Information: Inland Empire SHRM P.O Box 9351 Redlands, CA 92375 - 2551 Cancellation Policy: If you are unable to attend, let us know so that you will not be charged a no show fee. Registered attendees who do not show up will be billed for the meeting. Cancellation must be in writing and emailed to firstname.lastname@example.org. Volume 2, Issue 2 Page 8 Inland Empire SHRM offers a Wellness Library for its Members. The Username and Password to Access it is IESHRM. Then check off the box accepting terms in order to access the library at http://wellnesslibrary.caeap.com/ Featured Articles include: Tax Information etc. And, featured topics on a variety of Mental and Physical well -being. You can also click on Wellness Library logo to advance. INFORMATION AND NOTICES Coming Soon – On-line Payment Processing? This new option will make it easier to register online and receive confirmation. Inland Empire SHRM Chapter (IE SHRM) Welcomes New Members Corinne Vallieres Mike Berny Riverside Superior Courts Screening International Susan Cozzitarto Miriam Lopez Independent Consultant Heritage Bag Company Coleen Alberico Patricia Carbrera Keystone Automotive Industries Freedom Graphic Systems, Inc. Inland Empire SHRM (IE SHRM) - 2010 Chapter Calendar May 20, 2010 - "HR Critical Skills - Tough Conversations with Employees" Speaker: Paul Falcone, Vice President - Employee Relations, Time Warner. June 17, 2010 - DIVERSITY CONFERENCE (more information coming soon!) July 15, 2010 - "Politics of Promotion" Speaker: Lawrence Flores, Ph. D. August 19, 2010 - "Understanding Fiduciary Responsibility" Speaker: Michael Fennessey and a Department of Labor Representative. More Information Coming Soon September 16, 2010 - "HR2020: Armageddon or Camelot?" Speaker: Suresh Radhakrishnan SPHR, MBA - Talent Manager Staffing,Training and Organization Development. Human Resources Group - The Metropolitan Water District of Southern California October 21, 2010 - "Legistlative Update" Speaker: More Information Coming Soon November 18, 2010 - Coming Soon December 16, 2010 - "If You Can't Say Something Nice, What Do You Say?" Speaker: Sarita Maybin, Speaker and Communication Expert Register online at www.ieshrm.org click on the EVENTS tab for more information and registration. GET INVOLVED! Looking for a great way to get involved? Volunteer with IE SHRM! We have a few opportunities available. Please consider sharing your skills, knowledge, and time with your colleagues. If you are not on our mailing list and would like to receive this newsletter, you can signup by sending a request to email@example.com The Inland Empire Society for Human Resources Management Chapter exists to support Inland Empire SHRM professionals who lead the people side of business. Through professional development, (IE SHRM) conferences/seminars, certifications, professional networking, state specific information we elevate the value of HR professional as partners in developing and executing organizational strategy. We bring together leading practitioners to provide education, Contact us at firstname.lastname@example.org networking and discussion of human resource topics; and to identify best practices for all aspects of human resource and industrial relations work. Membership Inquiries: Membership with the IE SHRM Chapter is FREE if you are already a member at the email@example.com national level Society for Human Resource Management (SHRM), the largest professional association for HR professionals in the world. “Supporting professionals who lead The Inland Empire IE SHRM is the premier forum for HR Management professionals to the people side of business” discuss current challenges and new ideas with industry experts in the Inland Empire. Designate Inland Empire SHRM As Your Primary Chapter SHRM RESOURCES: SHRM MEMBER BENEFITS SHRM MEMBERSHIP CENTER BECOME A SHRM STUDENT MEMBER HR CERTIFICATION INSTITUTE We Are On The Web! www.ieshrm.org Designate Inland Empire SHRM As Your Primary Chapter Today! MEMBER BENEFITS INCLUDE: Professional Links Listing Professional Networking Monthly meetings are held on the 3rd Opportunities Thursday of each month at the Mission Inn, Opportunity to network amongst 3649 Mission Inn Avenue, Riverside, local HR professionals California. HR professionals at all levels are Monthly Membership Luncheon / invited to join us for networking and Dinner Meetings continuing education. Speaker, industry professionals addressing "Hot, In the News" topics There is no additional cost for National Legislative Updates SHRM members to designate IESHRM as Online Career Center your local chapter. Discounted meeting - Ability to post your resume online rates are given to both IESHRM members - Ability to search for local job and students. listings online Assorted Information on Local Events, Contact Denetta Scott, President Elect/VP Continuing Education, and Membership at firstname.lastname@example.org IE SHRM welcomes any comment or suggestions you might have for its Newsletter. Please send any your comments, suggestions and articles for publication on the Inland Empire SHRM Newsletter to email@example.com.
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