Northern Virginia SHRM | September 2016

In This Issue
Upcomi ng Events
HR Jobs
Legi s l a ti ve Al ert
Annua l HR Aca demy
Comfort Ca s es Col l ecti on
Dri ve
Hel pi ng Empl oyees Ma na ge
Stres s
HR Li bra ry
2016 Spons ors hi p
Opportuni ti es

HR Jobs
Technical Recruiter - TCG, Sep 13 - Washington, DC
HR Support Specialist - Zeiders Enterprises, Sep 13 - Woodbridge, VA
Vice President, Human Resources - Fidelis Cybersecurity, Sep 7 - Bethesda, MD
HR Coordinator - DC Trade Association, Sept 2 - Washington, DC
Talent Management Specialist - Mendez England and Assoc., Sep 2 - Washington, DC
Human Resources Generalist - UIC Government Services, Sep 2 - Washington, DC
SR Position Classification and Position Management - Strategic Resolution
Experts, Aug 30 - Alexandria, VA
Director, HR - National Center for Missing & Exploited Children, Aug 30 Alexandria, VA
Benefits Assistant - Cooley LLP, Aug 18 - Washington, DC
HR Coordinator - YRCI, Aug 15 - Fairfax, VA

Vol unteer for NOVA SHRM

Read More
Upcoming Events

Legislative Alert
This Legislative Alert is brought to you by Lawrence P. Postal, Vice President for
Legislative Affairs, Northern Virginia SHRM, and partner at Seyfarth Shaw, LLP.
The EEOC Issues New Enforcement Guidance On Retaliation

September 23
Total Rewards SIG
The Medicare Maze - Avoid
Costly Turns and Lifelong
Penalties
Speaker: Kevi n Dougherty
Location: Fa l l s Church
Time: 8:00a m
Register Now

September 27
2016 HR Academy
Location: TEGNA
Time: 8:30a m
Register Now

October 7
Government Contracting SIG
Fair Pay and Safe Workplaces:
Blacklisting Executive Order
Speakers: Ma tthew Ni ema n
Location: Ja cks on Lewi s P.C.
Time: 8:00a m
Register Now

October 14
Employment Relations SIG
New Overtime Rules from the
Department of Labor - Are You
Prepared?
Speakers: Les l i e StoutTa ba ckma n
Location: Ja cks on Lewi s P.C.
Time: 8:00a m
Register Now

October 18
Chapter Meeting
The Heart of the Matter: Taking
Action on Talent Engagement
and Well-Being

If one looks at employment law court decisions, it is shocking how many times
an employer wins a charge of discrimination, but loses the claim of retaliation.
One of the hardest things for employers to handle is when an current employee
files a charge of discrimination, particularly when the charge is meritless. The
urge to retaliate for what is seen as a disloyal act is a natural reaction, which
unfortunately, is also illegal. For the first time since 1998, the EEOC has updated its enforcement
guidance on retaliation claims brought under the various anti-discrimination laws the Commission is
charged with enforcing. Observing that retaliation is now the single largest category of claims
presented in its charges, the EEOC's new enforcement guidance advocates expansive interpretations of
law to broaden retaliation protections for federal and private sector applicants and employees, creating
new burdens on employers who decide to attempt to comply with this new EEOC directive.
Making good on its stated objective to transform itself from a "nationwide law firm" to a "national law
enforcement agency," the EEOC on August 29, 2016 issued its new Enforcement Guidance on Retaliation
and Related Issues along with a Small Business Fact Sheet. After a period of public comment on its
Proposed Enforcement Guidance on Retaliation, the EEOC has now asserted even stronger, more
expansive positions than it first proposed on defining actionable retaliation under Title VII of the Civil
Rights Act of 1964 (Title VII), the Age Discrimination in Employment Act (ADEA), Title V of the Americans
With Disabilities Act (ADA), Section 501 of the Rehabilitation Act (Section 501), the Equal Pay Act (EPA),
and Title II of the Genetic Information Nondiscrimination Act (GINA). While the Guidance itself does
not have the force of law, it provides employers with a valuable roadmap of the EEOC's agenda both in
pursuing workplace retaliation claims and in attempting to make law in the courts.
The EEOC now clearly positions itself as interpreting anti-discrimination laws and federal decisions as it
sees fit to serve its enforcement objectives: "This document sets for the Commission's interpretation of
the law of retaliation and related issues. . . . Where the lower courts have not consistently applied the
law or the EEOC's interpretation of the law differs in some respect, the guidance sets forth the EEOC's
considered position and explains its analysis." Rather than enforce existing law as interpreted by courts
throughout the country, the EEOC supports its nationwide objective to expand employee protections
by relying on court decisions favoring its approach, while at the same time rejecting court decisions that
do not.
Read More

Register Now for the Annual HR Academy!

Join Northern Virginia SHRM on Tuesday, September
27 as we provide you with sessions covering today's
leading HR trends, including:

Stay Connected

Our Sponsors

Speakers: Amber Cha mberl a i n

Location: TEGNA
Time: 5:30pm
Register Now

2016 Board
Members

Business Smarts for HR Professionals

Peter Frampton
Up Your Game! Work Smarter. Work Together
Liz Weber
What did you say?
Active Listening with Chris Eanes
Predictive Analytics in HR
Ranjan Dutta
Evaluating the Impact of Your Leadership Programs
Stacy Cook

Mi chel l e Sta l na ker, MA, SHRMSCP, SPHR

Pres i dent

Commanding a Room: Leading Groups of All Shapes

and Sizes
Erin Pitera
Conversations on Crises: Breaking the Silence in the Workplace on National Crises
Ruchi Jalla
This event is approved for 8.5 SHRM credits and 5.25 HRCI Business credits!

Sha ri fa Gomez, PHR, SHRM-CP,

CHRL
Executi ve Di rector

September 2016 HR Academy

Tuesday, September 27
8:30am - 5:00pm
Register Today

Comfort Cases Collection Drive

Mi mi Shi eh, SHRM-CP, PHR
Di rector

Northern Virginia SHRM is proud to partner with Comfort Cases, a 501(c)(3) non profit organization that
provides children ages 0-18 who are in the foster care system, with a bag filled with essential needs and
comfort items. In support of our upcoming Comfort Cases Packing Party scheduled in October,
collection boxes will be set up at the 2016 HR Academy, on September 27. Help make a difference in a
child's life and donate new and unused item(s) below.
Items that make up a Comfort Case:

La uren Forga ch
Co-VP Progra ms

Ka t Bender
Co-VP Progra ms

Small Duffel Bag/Large Back Pack

Pajama Set our Loungewear
Blanket
Toothbrush and Toothpaste
Stuffed Animal (gently used ok)
Deodorant (for children 10 and older)
Lotions
Soaps/Body Wash
Coloring Books and Crayons (for children under 10)
Pens and Pencils
Journal
The more items to pack, the greater the impact!
Interested in setting up a collection site at your workplace or local business? If so, please contract
novashrmcommunityoutreach@gmail.com for more information.
Comfort Cases Packing Party - Saturday, October 8 at TENGA
We are in need of volunteers to donate a few hours of their time to help pack Comfort Cases the day of
the Packing Party. If interested, please contact novashrmcommunityoutreach@gmail.com.

Ja net Nguyen, MA, SHRM-CP,

SPHR
VP Profes s i ona l Devel opment
Ma ry Ki ts on, PHR
VP Mentori ng

Helping Your Employees Manage Financial Stress

This article is brought to you by Rose M. Price, CFP, AIF, a partner and
Financial Advisor at VLP Financial Advisors. VLP provides 401k plan
management as well as personal financial planning. Rose will be a presenter
at the NOVA SHRM December chapter meeting.
Part 1: Back to School and its Costs

Scott Donnel l y, SPHR

VP Members hi p

Almost all employees deal with some type of financial stress in their lives.
These stressors can range from budgeting and debt issues to the inability to
find reliable assistance with important financial decisions. Financial stress affects more than just the
personal life of an employee, it can lead to a decline in morale, productivity, as well as health issues
and absenteeism.
In this 3 part series, we will identify some important issues that affect your employees, and offer some
quick suggestions on how HR managers can provide resources to help mitigate some of these common
employee financial security issues. With September being back-to-school for so many, this is a period
of the year when employees are paying for private school or college (or trying to save for these

La rry Pos ta l
VP Legi s l a ti ve Affa i rs

Li nds a y Mui rhea d, SHRM-CP,

PHR
Co-VP SIGs

expenses) and are likely overwhelmed. Why are they overwhelmed and what can you do to help?
For Generation X employees, their needs are urgent as college costs may be coming at them very
quickly. These employees need help identifying how to prioritize college saving versus retirement
saving, and how to fund college costs if their savings to date aren't sufficient for upcoming college
expenses.
For Millennial employees, some of the most common questions are:
We just had a baby (or are planning a family soon) how soon should I start saving for my child's
education costs?
How do I figure out how much I need to save?
What types of accounts can be used for college saving?
Statistics show that employees who feel their employer is dedicated to helping them gain access to
quality financial advice as part of their benefit package are more likely to retain talented employees. Is
your company providing opportunities for advice through your 401k or pension plan provider? If not,
why not? If this is not a service the plan manager provides, consider bringing in an outside advisor for a
voluntary employee lunch time session on this topic.

Ronda Hetters on
Co-VP SIGs

As plan advisors, as well as personal financial advisors, we discuss our plan participant's entire financial
picture, rather than just narrowing in on what selections they should make in their retirement plan.
This holistic approach provides a much higher level of confidence for employees, which then translates
into a better feeling of financial security. And according to our 401k clients, it's a win-win situation for
their company and their employees.
Find out more about VLP Financial Advisors at vlpfa.com.
Rose Price is a Registered Representative of and offers securities and Advisory Services through Cetera
Advisor Networks LLC, member FINRA/SIPC. Cetera is under separate ownership from any other entity.

Emi l y Ames
VP Certi fi ca ti on

HR Library & Important News

Congress Weighs Aid for Critical Multiemployer
Pensions

Bri a n Di ema r, GBDS

VP Ma rketi ng & Publ i c
Rel a ti ons

Ja ni ne Onori o
Di rector SHRM Founda ti on

Ca ryn Perrel l i , SPHR, SHRMSCP

Trea s urer

Health care benefit cost increases at large U.S.

employers are expected to hold steady at 6
percent in 2017. The good news is that health
premiums are not growing at a faster clip year
after year, as they were a decade ago. The bad
news is that the increase in health plan costs still
outpaces general inflation in the U.S., which
remains below 2 percent, and salary budget
increases, which are holding at around 3
percent.More than a million Americans currently
have their retirement savings in union-managed
multiemployer pension plans that are severely
distressed and headed for default in the near
future, according to the House Committee on
Education and the Workforce. While over the past
eight years Congress and the Obama
administration have made efforts to address the
threat posed by underfunded multiemployer
plans, the problem remains unsolved.
If these plans become insolvent, it would fall to
the federal Pension Benefit Guaranty Corp.
(PBGC) to provide benefits to beneficiaries, albeit
at monthly payouts lower than what the plans
have promised. However, the PBGC's
multiemployer program itself has insufficient
funding to cover the potential insolvencies of so
many at-risk plans.

Using Data to Shape Culture

HR embraces predictive analytics to help people
work together more effectively
HR leaders are taking greater advantage of
predictive analytics to help teams and individuals
function more effectively and to shape
organizational culture, according to software
vendors and independent experts.
So far, the practice is being used to the greatest
extent at large organizations, experts say. But as
computing power increases and becomes more
affordable, smaller firms will find it attractive and
in some cases essential to remain competitive.
Said John Callery, global head of workforce
strategy at financial giant BNY Mellon:
"Organizations are definitely getting it-that this is
something they should do. The marketplace is
driving this. It's happening across all industries
and sizes of organizations."
Predictive analytics has been used for many years
to help companies solve problems. However, as
more employers become aware of its potential,
its use is being driven deeper into organizations.
"It's a field that is expanding very fast," stated
Chinmay Nanda, CEO of HappyOffice, an
employee engagement analytics firm based in
Chicago and Hyderabad, India.
Read More

Emi l y Dors ey
Secreta ry

Fresh efforts, however, are now under way to try

to save these plans, which are maintained under
one or more collective bargaining agreements to
which more than one employer contributes,
typically with a labor union overseeing plan
administration.

Originally published as "Using Data to Shape

Culture" by Steve Bates. 2016, Society for
Human Resource Management, Alexandria, VA.
Used with permission. All rights reserved.

Read More
Originally published as "Congress Weighs Aid for
Critical Multiemployer Pensions." 2016, Society
for Human Resource Management, Alexandria,
VA. Used with permission. All rights reserved.
Rena e Ba rl i eb
Soci a l Medi a Stra tegi s t

2016 Sponsorship Opportunities Available

Northern Virginia SHRM has sponsorship opportunities available for 2016. Sponsorships are a great way
to promote your organization and reach a large audience of human resources professionals.
Sponsorship opportunities include monthly meetings, newsletter and website packages, as well as a
mastered combo package. For more information on becoming a sponsor, visit our website.
Sha un Corney, MA, SHRM-CP,
PHR
Uni vers i ty Rel a ti ons Cha i r

Northern Virginia SHRM would love to talk to you about becoming a sponsor! For more information,
contact Sharifa Gomez, Executive Director, at novashrmexecutivedirector@gmail.com or Brian Diemar,
VP of Marketing & Public Relations, at novashrmsponsorship@gmail.com.

Volunteer for Northern Virginia SHRM

Drema McCoy, MBA, SHRM-CP,

PHR
News l etter Edi tor

The Northern Virginia SHRM Chapter offers all members the opportunity to grow professionally and
network informally with fellow Chapter members by volunteering with the Board, participating in
standing committees, and/or assisting with special projects. Volunteer involvement with NOVA SHRM
entails both short- and long-term commitments on a variety of assignments, requiring varying amounts
of time, depending on your schedule and availability. Join a fun, vibrant group and let us know if you
are looking for opportunities to contribute!
We are recruiting for the following board positions:
President-Elect
Co-Vice President, Professional Development
Newsletter Editor
Vice President, Diversity

Suza nne Decker

Cha pter Admi ni s tra tor

Click here for job descriptions and more information.

Interested in applying? If you've got the talent and interest to succeed in any of these roles, please
send your resume and brief statement of interest to Sharifa Gomez, Executive Director
at novashrmexecutivedirector@gmail.com.

RJ Lewi s
Di gi ta l Content
Admi ni s tra tor

I hope you enjoyed the latest edition of our monthly newsletter. Please contact me at
novashrm.newsletter@gmail.com to provide feedback and comments, to submit an article, or to
sponsor the next issue of The Pulse.
Sincerely,
Drema McCoy, MBA, SHRM-CP, PHR
Newsletter Editor
Northern Virginia SHRM
NOVA SHRM | novashrm.newsletter@gmail.com | http://www.novashrm.org
PO Box 2474
Springfield, VA 22152
Copyright 2016. All Rights Reserved.