The Workplace Conference Committee has been working diligently and has put together a terrific programs for this year’s conference. I encourage you and your fellow colleagues to register for this amazing event scheduled for Wednesday, March 14, 2018. Please feel free to share this event with your friends and colleagues via social medial. If you would like additional information about the conference, please visit the CCSHRM website.
In addition, I would like to thank the Workplace Conference Committee for their time, effort and dedication in organizing this great event. Your hard work does not go unnoticed! It is truly appreciated by both the Chapter Board and Chapter Members!
I look forward to seeing everyone at the conference!
Jan Harrold, Chapter President
Central California SHRM Monthly Meeting
Tuesday, February 20, 2018
Tornino’s Banquets 11:30 a.m. to 1:30 p.m.
Avoiding Harassment Liability in the #MeToo Era
James J. McDonald, Jr., J.D., SPHR, SHRM-SCP
Program description: recent focus on sexual harassment in media, entertainment, and government will likely bring a new wave of sexual harassment lawsuits against employers of all types. This presentation will take you beyond the basics and show you how to write an effective policy against harassment, how to train managers and supervisor to avoid seemingly innocent situations that often lead to harassment claims, and how to respond effectively to complaints to prevent them from becoming lawsuits. The non- deductibility of confidential settlements of harassment claims under the new tax law will be addressed too.
James J. McDonald, Jr., J.D., SPHR, SHRM-SCP is managing parter of the Irvine, CA office of the national labor and employment law firm of Fisher & Phillips LLP. Jim has practiced labor and employment law representing management for more than 30 years. He is author of California Employment Law: An Employer’s Guide, published by the SHRM in 2016, and he teaches labor and employment law in the HR Management program at University of CA, Irvine. He received his law degree cum laude from Georgetown University and is a member of the CA and GA Bars.
Just a reminder that we’ve changed a few things for 2018. Moving forward, all memberships will be anniversary based instead of calendar based. Meaning your membership will expire one (1) year from when you join/renew.
Did you know you have the option of turning on “automatic renewals” within your profile?
Membership rates increased for 2018: $40 for HR professionals/Vendors with active SHRM membership, $99 for HR professionals without SHRM membership, and $175 for Vendors without SHRM membership. With each membership, you have the option of adding pre-paid lunches for the year for $200.
You can renew memberships or refer your colleagues to join our chapter by visiting our website at https://centralcalshrm.org/membership/
Welcome our newest CCSHRM members!
|First Name||Last Name||Title||Company|
|Djordan||Didulo||HR Director||Allwire Inc.|
|Aman||Basra||DQRM/Consultant||Good Samaritan Hospital|
|Cristina||Cendejas||HR Assistant||CA Autism Center|
|Deborah||Frazier||Owner||Deborahs Massage Wellness Treatment|
|Diana||Dhuyvetter||HR Manager||RBT, Inc|
|Ellen||Schaible||HR Coordinator||Regional Hand Center|
|Janet||Heisinger||Hospital Administrator||Vet. Emergency Services, Inc.|
|Kathleen||Hamilton||Practice Administrator||DeMera Allergy Asthma Ctr.|
Interested in serving your chapter? Committees will be forming in early 2018. This is another way to serve and network with fellow HR professionals.
Membership – Non transferable
Membership in Central California SHRM is by individual; not by company. Therefore, if you find yourself changing jobs/companies, your membership follows you. You are not able to transfer your membership to someone else in your company.
If you have any questions about your membership, please contact me.
Shhhhh….it’s a secret, a trade secret and the dreaded schedule change.
Although quiet now, AB 889 may not be asleep forever – so stay vigilant. AB 889 would have leveraged CA businesses into costlier settlements to avoid having to publicly disclose trade secret information based upon an unproven allegation that a product is defective. This bill would have overwhelmed the already-crowded dockets in civil courts with motions by parties seeking to protect their trade secrets. According to the CA Chamber of Commerce, January 31st was the deadline for legislation to pass the bill. Although AB 889 was amended on January 29, it had not come up for a vote by the Assembly before the deadline.
In our civil courts, there is a general presumption that trade secrets are not subject to public disclosure. Under the guise of informing the public of potentially harmful products or environmental conditions, AB 889 transposed this existing standard. The bill created a presumption that all information exchanged during civil litigation shall be publicly disclosed, including confidential trade secret information, based upon an allegation. The only potential way under AB 889 to avoid public disclosure of such valuable information was by having a company representative sign a declaration under penalty of perjury that none of the confidential documents contained evidence. It is unlikely that a company representative would be willing to make such an attestation and risk a felony perjury conviction.
Many businesses settle cases as a business decision to resolve the issue before spending significant attorneys’ fees and costs through litigation. A settlement is in no way an admission of liability or a concession of the validity of the plaintiff’s claims. AB 889 attempted to preclude settlement agreements that contain nondisclosure or confidentiality provisions related to the case. By preventing these provisions, AB 889 placed companies in an unfair predicament.
Another bill that should remain asleep is the mandatory notification of schedule changes. AB 5 would have burdened small and large employers with a scheduling mandate that required employers to offer additional hours of work to employees before hiring a new employee or contractor and exposed employers to multiple threats of costly litigation for technical violations. The mandate would have applied to small employers with as few as 10 employees, creating a host of concerns, including:
• The employer to offer additional hours of work to employees in facilities where the employee does not work;
• An employer to contact an employee who may have explicitly told the employer he/she was not interested in the additional hours of work; was unavailable; or the additional hours of work would have required the employee to work overtime, thereby increasing the cost to an employer;
• AB 5 fails to indicate what an employer actually has to do to satisfy the “offer” requirement of additional hours;
• The requirement to use a “transparent and nondiscriminatory process” to pick among numerous available employees to receive the additional hours of work exposes the employer to threats of litigation, fines and administrative complaints when one employee is given the additional time over the other;
• Imposing an unreasonable document retention mandate on employers.
Stay tuned for more legislation impacting employer and HR community
Meet Aimee Anderson!
Aimee holds the position as President of TeamBuilders Employment and Business Solutions in Fresno, CA. Aimee has 15 years of experience in her field and is driven by her passion to assist others that she works with by helping them achieving their goals and traveling because it allows positive changes to happen. After relocating to Fresno from Portland, she was not ablate to find a good Event Planning career. She then decided to apply with a staffing agency where an in-house promotion for an HR and Recruiter took place. Since then she has loved and learned so much in her field. Aimee is a proud member of the National Association of Personnel Services (NAPS) and CCSHRM. She has served on the CCSHRM Fundraiser Committee, volunteered at the Ronald McDonald House by helping at several events, and is a current planning Committee Member of the Red Heart Ball for 5 years.
Aimee attended Portland Community College and has her Travel Agent Certification on top of her continuation in training and educational programs relating to HR and staffing. Aimee believes true leadership is someone who cares, has effective communication, understands the needs of others, leads by example, and is of service to others. Her work philosophy is in line with her company: build better teams by identifying, understanding and fulfilling the needs of those she works with. Communication and understanding are the ultimate tools to accomplish this. Aimee’s tips for HR professionals is to offer sign-on bonus or similar incentives when recruiting. Good talent is becoming harder to find and has changes happen, she has found that this program works 98% in attracting employees.
In her personal and career lives, Aimee achieves balance by setting goals, prioritizing, and managing time as efficiently as possible. Balancing is challenging, for sure!
SHRM Student Chapter News
SHRM’S Student Chapter at Fresno State held their first general meeting for the new semester on February 1, 2018. The chapter had a great turnout, full of returning members and first time members. The students are excited to take part at CCSHRM’s monthly luncheons, as well as volunteer at the Workplace Conference on March 14th. Many students are still seeking internships, so please let me know if you have any available opportunities.
What to know what the students are up to? Follow the chapter on IG @FresnostateSHRM or FB @Fresno State SHRM Chapter!
Student Chapter Liaison
SHRM Foundation Director
CCSHRM is offering the Sons, Daughters, Grandsons and Granddaughters (SDGG) scholarship. The SDGG scholarship is offered to members’ children and grandchildren who are enrolled or planning to enroll full-time in an accredited post-secondary school. Priority is given to students in the first or second year of the program. Students currently enrolled in a post secondary program must be in good standing with their institution. There is no restriction on college major.
Download application: https://centralcalshrm.org/2018/01/03/scholarship-announcement/
Applications must be submitted by Friday, March 16, 2018. Applications must be accompanied with the following:
- Most recent semester transcripts (for current post-secondary students)
- Letter of Acceptance (only for students not currently enrolled in a post-secondary program)
Incomplete applications will be automatically disqualified for scholarship consideration.
Email application and accompanying documents to: email@example.com.
2018 Workplace Conference
March 14, 2018 from 8am-4pm
DoubleTree Convention Center
The 2018 CCSHRM Workplace Conference will be held Wednesday, March 14, 2018. It will be a full day filled with great speakers, educational programming and networking! Watch your emails and mark your calendars, additional information will be forthcoming!
Interested in becoming an event sponsor? Email any of the board members for more details!
Upcoming Community Leadership Events
The Business Service Center partners with local/public organizations to create free seminars to help businesses find solutions in various topics. Next month they are hosting a free seminar on Leaves such as FMLA/CFRA, PSL, and more. These events are held a few times each month that fit various HR needs. Be sure to check out their website to register and for more events! http://www.fresnobsc.com/
Leaves: FMLA/CFRA, PSL & More
March 8th, 2018
7475 N. Palm Ave. #105 Fresno, CA 93711
Did you know that CCSHRM has a Twitter and Facebook page? Follow us at the links below. We will have updates on upcoming events, tips, news, and much more! Be sure to like, follow, and share our page.