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									                                    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
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:
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.
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
                                    Chapter Meetings Registration Click Here
                                    or go to
                                                    For more information on upcoming programs/events visit
                                                                                                                            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
                                                                                        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
    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 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
                                                                                             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
                                 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

                         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
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
                      SHRM Member Registration: Click Here
                      SHRM Non Member Registration: Click Here

                      Recertification Hours: 1.5 towards your PHR SPHR GPHR Certification


                      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.
                          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

                          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 and/or contact via email the
                                                   Certification Chair - Beth Haley, Ph.D., SPHR at
     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
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

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

                                                                                                                         “The mentoring
                                                                                                                         experience must
                                                                                                                             entail trust,
                                                                                                                           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
Volume 2, Issue 2                                                                                                                            Page 7


                    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.
                    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.


                     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 or click on link to go directly to
                     the page at

                     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
                     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
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

                    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

                                  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 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

                                   If you are not on our mailing list and would like to receive this newsletter, you
                                                 can signup by sending a request to
                                         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           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              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!

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

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

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