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On July 26, 1990, twenty-three years ago, the Americans with Dis-abilities Act (ADA) was signed by President George W. H. Bush. The Act guaranteed equal opportunity for people with disabilities in public accommodations, commercial facilities, employment, transportation, state and local government services and telecom-munications. This milestone legislation was declared by President Bush as “the most important civil rights legislation in the last cen-tury” (Wilkie, 2013).
When it was first signed in 1990, it affected 43 million Americans. Today it pertains to over 56 million people with disabilities in the U.S. That’s about 1 in 5 Americans who have a disability that affects their sight, hearing, speech, mobility, learning and mental health. The ADA defines a covered disability as “a physical or mental impairment that sub-stantially limits a major life activity” (retrieved on July 26, 2013 from http://www.ada.gov/pubs/adastatute08.htm#12102).
Below are some interesting statistics from the Census Bureau about Americans with disabili-ties:
The state with the highest disability rate: West Virginia. Nineteen percent of the civilian non-institutionalized population in the state has disabilities.
The state with the lowest disability rate: Utah, with 9 percent.
The number of those ages 18 to 64 with disabilities who have jobs: 1 in 3.
The number of civilian workers with disabilities who have jobs in sales: about 1 in 10.
The number of people with disabilities who lack health insurance: 1 in 10.
The percentage of women with disabilities: 20 percent (Wilkie, SHRM 2013)
The percentage of men with disabilities: 17 percent.
The number of people 15 and older with a hearing impairment: 7.6 million.
The number of people 15 and older with a vision impairment: 8.1 million.
The number of people 15 and older who have difficulty walking or climbing stairs: 30.6 million.
The number of people 15 and older who use a wheelchair: 3.6 million (Wilkie, SHRM, 2013).
Reference:
http://www.shrm.org/hrdisciplines/Diversity/Pages/Americans-with-Disabilities-Act-Anniversary.aspx
http://www.ada.gov/pubs/adastatute08.htm#12102
President’s Corner by: Rana Katsha, MS PHR
Montgomery County SHRMMontgomery County SHRMMontgomery County SHRM A U G U S T 2 0 1 3
MCSHRM
Calendar of Events
AUGUST 21
MCSHRM
Dinner Meeting
Hilton– Gaithersburg
6:00 pm to 8:30 pm
Wellness Panel Discussion
Click here for more details!
SEPTEMBER 18
MCSHRM
Breakfast Meeting
Hilton– Gaithersburg
7:00 am to 9:00 am
HREvolution: Moving from
Tactical to Strategic
Click here for more details!
Sponsor a Meeting! Contact Joyce Sherwood at
joyce.sherwood@mdau
s.com
Sponsor a
Networking Event!
Contact Kelly Collins
301-217-5415
V O L U M E 2 4 I S S U E 8
M O N T G O M E R Y C O U N T Y S H R M
The Susan R. Meisinger Fellowship for Graduate Study in HR is a premier source of funding for first-time master's degree students in Human Resources. The award honors former SHRM President & CEO, Susan R. Meisinger, SPHR.
The fellowship is designed to support master’s degree students who are either members of SHRM or certified HR professionals through the HR Certification Institute. Sponsored jointly by SHRM, the SHRM Foundation and the HR Certification Institute, the fellowship supports those who want to leverage significant past contributions to the HR management field and who plan to contin-ue contributing to the profession by earning a master’s degree in HR.
Application deadline is Monday, August 19, 2013. Click here http://www.shrm.org/about/awards/Pages/meisinger.aspx for more information and to access the application.
Susan R Meisinger Fellowship for Graduate Study in HR by: Dawn Atwood, PHR
Roth 401(k) Use and Savings Rates Up Among Young by: Stephen Miller, CEBS, retrieved from SHRM online on 7/30/13
In the first quarter of 2013, 10 percent of all participants in Wells Fargo-administered 401(k) defined contribution plans chose to contribute to a Roth 401(k), an increase from the 8.9 percent who did so in the first quarter of 2012, the investment firm reported.
Notably, 16.9 percent of participants under age 30 contributed to a Roth 401(k)—up from 15.2 percent a year earlier—as compared with just 4 percent of par-ticipants in their 60s.
Also, the number of people with access to a Roth 401(k) increased by 5.3 per-cent. The findings are based on an analysis of 2 million eligible participants.
“The continued upswing of Roth usage is interesting because the usage is driven by younger investors,” said Laurie Nordquist, director of Wells Fargo Retirement, in a media release. “This suggests that they are aware that their tax rates will likely go up as they age and, therefore, it is a good strategy to opt for the lower tax bracket now versus waiting to be taxed at their unknown rates in their 60s.”
Managed Products Popular but Misunderstood
Managed products—including target-date funds, model portfolios and managed accounts—continued to gain in popularity. Nearly three-fourths of all participants in a Wells Fargo-administered 401(k) plan had money in a managed product, and 89 percent of newly hired participants opted for such an investment vehicle. However, new employees using managed accounts are putting only 49 percent of their assets in managed products.
To continue reading the SHRM Online article please visit: http://www.shrm.org/hrdisciplines/benefits/articles/pages/roth-401k-savings-rates.aspx
V O L U M E 2 4 I S S U E 8 P A G E 2
P A G E 3 V O L U M E 2 4 I S S U E 8
Programs by: Joyce Sherwood, PMP
Wellness Panel Discussion: Leveraging Multiple Resources to Increase the ROI on Workplace Wellness Programs
Employers today face mounting pressure to manage the cost of health care benefits. Many have responded by implementing a variety of programs and tactics designed to curtail costs, including increasing cost-sharing for employees and negotiating more aggressive vendor contracts. Increasingly, employers are focusing on workplace wellness programs as a viable, long-term strate-gy to reduce medical, disability and workers compensation costs, as well as boosting employee productivity. However, given limited budgets, employers often struggle with how to fund workplace wellness initiatives.
Fortunately, many public health agencies and healthcare non-profits offer free and low-cost resources to help employers im-prove employee health. These programs, combined with an expanding array of offerings from for-profit wellness vendors, offer great promise for employers seeking to improve their bottom line through healthier employers.
At the August 21 Montgomery SHRM meeting, participants will hear specific examples of how to leverage both paid wellness vendors and the free and low cost resources available through public health agencies and non-profits.
Panelists will include:
Donald Shell, M.D., MA, Director, Cancer and Chronic Disease Bureau, Maryland Department of Health and Mental Hygiene
Pat Kearns, Director of Development, American Diabetes Association of Greater Washington
Jeanne Sherwood, RN, CEO of WellAdvantage
Learning objectives include:
Impact of poor employee health on corporate profits
Research confirming ROI on effective workplace wellness programs
Free and low cost resources available through public health agencies and non-profits
Examples of best in class wellness programs from private vendors
Guidance on how to leverage both private and public resources
Please visit the MCSHRM Website to find out more information and to register.
Date: August 21, 2013, 6:00pm – 8:30pm
Organizer: Joyce Sherwood
Location: Gaithersburg Hilton, 620 Perry Parkway, Gaithersburg, MD 20877
Price: $30.00 Chapter Members, $40.00 Nonmembers, $45.00 Walk-ins
This event has been submitted for 2.0 HRCI General Recertification Credit
Thank you to our July
Chapter Meeting Sponsor
Thank you to our August
Chapter Meeting Sponsor
P A G E 4 V O L U M E 2 4 I S S U E 8
MCSHRM Executive Sponsors
Free E-Learning by: Laura Beard, PHR
Free E-Learning Session- Pre-Approved for 1 General HRCI Credit
The Degarmo Group is hosting a free e-learning session titled “Finding the Missing Piece: Creating Person-Job Fit Interviews” on August 6th at 2:00 pm. For more information or to register, please visit http:// www.degarmogroup.com/index.php/creating-person-job-fit-interviews- 2013-0/.
Special thanks to our Executive Sponsors…
”We work for your benefit”
Providing Employee Benefits and Commercial Insurance
to Washington Businesses for over 20 years
All we do is work.
For more information about Sponsorship and Speaking opportunities…
Contact Joyce Sherwood at [email protected]
~or~
Go to the “Meeting and Events” page on the MCSHRM website and click “Sponsorship Information”
P A G E 5 V O L U M E 2 4 I S S U E 8
2011 Had Its Share of Wacky Work Stories by: Kathy Gurchiek SHRM Online
All-in-One Price Membership
Promotion
We are happy to once again offer our All-in-One membership promotion starting in September! The All-in-One price option conveniently bundles you annual membership dues and all 2014 monthly chapter meeting registra-tions into one price. Not only will you save money by bundling, you’ll save time by not having to complete a reg-istration and pay for each meeting individually. Please refer to page 6 for more All—in– One details.
Welcome New Members!
We are happy to announce the following new members~
Please introduce yourself to them at our next chapter
Meeting
Membership Update by: Karin Wentz, PHR
Nancy Cohen
Ivonne Gutierrez-Anglin
Sarah Mather
Kelly McNiff
Kseniya Pavlovskaya
Sharon Scott
Jessica Summers
Jeff Wu
Winter HRCI Exam Registration Period Is Now Open by: Laura Beard, PHR
Make 2013 the year that you earn your certification! Registration for the winter testing period opened on July 15th and will run through October 4th. For more infor-mation or to register, please visit the HRCI website at http://www.hrci.org.
P A G E 6 V O L U M E 2 4 I S S U E 8
Tired of paying for your
membership and each
chapter meeting separately?
Can’t remember if you
already registered for an
upcoming chapter meeting?
Montgomery County SHRM Chapter
2014 Annual Membership and Monthly Meeting
All-in-One Price Option
Join / Renew
Individual Membership
Student Membership
Savings
Details
Sept 1, 2013 – Oct 31, 2013
$255 (annual membership + 12
monthly chapter meetings
= regular price $305)
$230 (annual membership + 12
monthly chapter meetings
= regular price $280)
$50 savings
New Members: Membership valid for remaining 2013 – Dec. 31, 2014
Includes paid registration for all 12 monthly
chapter meetings in 2014
Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Nov 1, 2013 – Dec 31, 2013
$280 (annual membership + 12
monthly chapter meetings
= regular price $305)
$255 (annual membership + 12
monthly chapter meetings
= regular price $280)
$25 savings
New Members: Membership valid for remaining 2013 – Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
Jan 1, 2014 –
Jan 31, 2014
$305
$280
New & Renewing Members: Membership valid until Dec. 31, 2014
Includes paid registration for all 12 monthly chapter
meetings in 2014
After Feb 1, 2014
$50 Annual Membership Dues
Individual
Chapter Meeting Registrations
Paid Separately (Avg. $20 -
$30/meeting)
$25 Annual Membership Dues
Individual
Chapter Meeting Registrations
Paid Separately (Avg. $20 -
$30/meeting)
New & Renewing Members: Membership valid until Dec. 31, 2014
Annual membership dues and monthly chapter
meeting registrations paid separately at
mcshrm.shrm.org
The Fine Print:
MCSHRM Chapter members must also maintain an active National SHRM Membership Price does not include Professional Development Seminars, State Conference, Networking Events or any other programs outside
of monthly chapter meeting
MCSHRM Chapter membership expires on Dec. 31st for all members. Members must renew chapter membership annually
No refunds
New members and renewing members may continue to pay the Annual Membership Dues and Chapter Meeting Registrations separately if desired. Information about chapter membership and monthly meetings can be found at MCSHRM.SHRM.ORG
Visit here to Join: http://mcshrm.shrm.org/join-now
Visit here to Renew: http://mcshrm.shrm.org/forms/membership-renewal-application
Best
Savings!
P A G E 7 V O L U M E 2 4 I S S U E 8
Take Advantage of the MCSHRM Certification Reimbursement Program by: Laura Beard, PHR
The first ten chapter members who pass their certification exam during the 2013 testing periods and request
reimbursement will be reimbursed by MCSHRM for the cost of the exam. To be eligible, you
must be an active member in good standing and will be required to submit proof of passing
and a receipt for payment of the examination fee. Documentation should be emailed to Laura
Beard, Secretary and Certification Chair, at [email protected].
Recruiters Must Don Marketing Hats to Attract Best
Talent ~ Experts say social media recruiting requires a different mindset
by: Aliah D. Wright, Retrieved from SHRM Online 7/31/13
Experts say companies that aren’t using social media marketing techniques to find passive talent are behind the curve.
When it comes to attracting talent through social media, thinking like a marketer can be beneficial—especially when it comes to recruiting those who are the best at what they do, and who are happily doing it in their current jobs.
Although a study by the Society for Human Resource Management (SHRM), released in April 2013, revealed that 77 percent of organizations use social networking sites to recruit passive candidates, “the mindset of the recruiter hasn’t changed since the early 1970s,” said Geoff Webb, senior strategic sourcer for Aon Hewitt in Toronto.
Back then, recruiters placed classified ads and received resumes via fax.
“We went from that to job boards and then made the leap from job boards to social networking,” Webb said, adding that many companies now simply tweet, post or pin their jobs. “But social networking is not about broadcasting jobs; it’s about interaction,” he pointed out. “People don’t go to Facebook to apply for jobs. However, if they have the opportunity to interact with a company—and it’s in a positive way—then that’s going to make them want to apply for any potential position.” Unfortunately, he added, many “recruiters are ill-suited to understand how social media works.”
What’s a Recruiter to Do?
Think like a marketer, said Jobvite Chief Marketing Officer Kimberley Kasper
“If you’re a marketing person, you think about driving new business into the company,” Kasper said. “To do that, you bring in leads that turn into contacts. If you’re a recruiter, you’re doing the exact same process, [only you’re building] a talent pool and nurturing them, so when they’re ready to make a change, you’re the company they think of.”
To continue reading the SHRM Online article, please visit: http://www.shrm.org/hrdisciplines/technology/Articles/Pages/Recruiters-Must-Don-Marketing-Hats-to-Attract-Talent.aspx
M O N T G O M E R Y C O U N T Y S H R M
On Wednesday, the Supreme Court over-turned the Defense of Marriage Act. Back in 1996, President Clin-ton signed DOMA into law, explicitly defining marriage in the United States as a union be-tween a man and a
woman. By ruling the 1996 law unconstitutional this week, SCOTUS established that same-sex mar-riages sanctioned by individual states will now be recognized by the federal government. Prior to the ruling, same-sex couples could not take advantage of federal rights extended to married couples, such as shared benefits, Social Security benefits or in-heritance rights, like opposite sex couples could. Now, in the nine states across the country and the District of Columbia that allow for same-sex mar-riage, all married couples will enjoy the same fed-eral rights, including those related to healthcare.
Clearly, the DOMA ruling has some health-reform implications, as it impacts determinations as to who is eligible for Medicaid and who is eligible for federal health insurance premium and cost-sharing subsidies within the exchanges. Overall family in-come as it relates to the Federal Poverty Level is the key factor in determining eligibility for federal assistance; the poverty line varies by size, gradually increasing as the family grows larger. Now, with the federal government recognizing same sex mar-riages as one family unit and not individuals, their eligibility determinations could change. For exam-ple, if one person in a same-sex marriage is earning below the FPL and the other earns more, their sala-ries are now added together and the person earn-ing below the FPL will no longer be eligible for fed-eral healthcare-purchasing assistance.
The ruling also has implications for employer-sponsored group benefit plans. When DOMA was the law of the land, a same-sex couple had to pay
more for workplace health coverage even if they were legally married – because the partner’s health benefits were treated as taxable income. The change in the law now raises a couple of key questions for employers. First, how do employers now treat the taxability of employer-sponsored benefits for same-sex spouses that are already on the group plan? Is there an immediate change in the tax treatment of benefits, and how is that han-dled with IRS? Also, what about employers with locations and employees in multiple states? A same-sex employee that was legally married in one state now must be treated as legally married in all. If the employer did not previously offer benefit to same-sex couples but did offer coverage to spous-es, now they must extend coverage offers to legally married same-sex spouses.
But when will the same-sex couples be able to en-roll their spouses in their health plans? As we know, employees usually have to wait until open enrollment before enrolling a spouse in their health plan unless there’s a “qualifying life event.” If the Supreme Court decision is treated as qualify-ing life event, employees may be able to add their spouses to their health plans pretty soon. Right now, though, we need to watch for guidance from the IRS and HHS fully implementing DOMA, so stay tuned.
Alan Schulman
President
Insurance Benefits & Advisors
What Does the DOMA Ruling Mean for Health Reform?
V O L U M E 2 4 I S S U E 8 P A G E 8
MONTGOMERY COUNTY CHAPTER SOCIETY FOR HUMAN RESOURCE MAN-AGEMENT BOARD OF MANAGEMENT 2013 Officers and Directors:
Rana Katsha, MS, PHR President (2012 & 2013) 301-728-2351 [email protected] Dawn Atwood, PHR President Elect 301-987-4620 [email protected] Robin Marquart, PHR Community Affairs 301-212-8233 [email protected] Lisa Boan, SPHR Professional Development 301-628-2035 [email protected] Joyce Sherwood, PMP Programs 240-393-8246 [email protected] Kimberly Diebling, SPHR Communications 301-634-5224 [email protected] Tammy Pinson, SPHR Treasurer 301-451-9458 [email protected] Darla McClure, Esquire Legislative Affairs 301-838-3284 [email protected] Kelly Collins At Large Marketing & PR 301-217-5415 [email protected] Karin Decker Wentz, PHR Membership 240-632-7827 [email protected] Laura Beard, PHR Secretary and Certification Chair 240-252-5785 [email protected]
Montgomery County SHRM Exchange,
the general newsletter of the chapter is
published monthly. Topic articles and
items of interest to the general member-
ship are welcome. Items may be sent to
the attention of Kim Diebling , Editor,
©Montgomery County Society for Human
Resource Management 2008
MC SHRM * P.O. Box 633 * Germantown, MD 20875 *
[email protected] * [email protected] * [email protected] * mcshrm.shrm.org
MCSHRM Career Center Reach HR Professionals in Montgomery County
The MCSHRM web site and Newsletter is a very targeted and cost-effective way to reach Human Resource Managers and Decision-makers in Montgomery County, Mary-land.
To post a job on the MCSHRM web site, please send the information listed below to Laura Beard, PHR Job Bank Coordinator at: [email protected]. If you would like the job posting ad-vertised in the newsletter please send a copy of the posting to Kim Diebling, SPHR, Communication Chair at: [email protected]
There is no fee for current members of MC SHRM. There is a $25 fee per posting for non members. This fee provides a Job posting on the web site for one month, and you can place your ad in the next edition of the Chapter newsletter at no additional charge (see below for newsletter contact information).
If interested, please provide the following information:
Please be sure to indicate if you are a current member of Montgomery County SHRM. If you are not a mem-ber, you can pay by debit/credit card payment through PayPal on our website under the Career Center Tab. You can also send your check or money order of $25 made out to Montgomery County SHRM and sent to:
Montgomery County SHRM Attention Treasurer (Web Job Posting Payment)
P.O. Box 633
Germantown, MD 20874
Don’t forget to check out the Job Postings on the MCSHRM website!
Job Title How to Apply or Contact Information Job Description
Brief description of the com-
pany (optional but encour-
aged)
Job Qualifications (both required and
preferred)
Required Equal Oppor-
tunity Statement
MCSHRM Job Board
Handwriting Without Tears, an educational publishing company dedicated to helping children is currently hiring for a Human Resources Specialist.
For a full job description, please go tohttp://hwtears.iapplicants.com/ViewJob-470987.html
Please contact HR Director, Cyndy Canada if you have any questions [email protected]
Handwriting Without Tears is an Equal Opportunity Employer.
