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Issue
FIVE
PHRA PRESIDENT’S MESSAGE
in this issue >>>
148 Active PHRA Members
Going the Extra Mile
PHRA President’s Message
Jamuary Meeting Details
Legal Update
Save the Date!
Connect with PHRA
Chapter Awards & Information
By: Teresa Morris
Teresa Morris is the Human Resource Generalist with Herring Bank. You can reach Teresa at [email protected].
WOW!!! WHAT Happened it is 2019!!!
Do you make New Year’s Resolutions? I don’t, I kept breaking them. LOL!
Below is a list of New Years Resolutions that I have broken:
Get in Shape
Join the Gym
Go to the gym and exercise
So instead of setting resolutions, I have decided to dedicate my life of going the extra mile. The extra mile is very fitting for 2019 as I am going to be President of PHRA for my 2nd term. The good news is I know what to expect and I know where the pitfalls are. The best part is all the people I get to work with and to network with. The lifelong friendships that I have found in being a part of PHRA and then being a part of the board are priceless. PHRA is definitely a value add in my life.
As part of being PHRA President I get to be a board member of Texas SHRM, as well. My network of colleagues only grows each year I serve. I encourage you to serve on a committee or consider being a board member in 2020. We are all here to make HR Better and to have a little fun on the way.
I want to say a BIG THANK YOU to Cheryl Roberts, Velena Sims and Becky Lopez. Talk about going the extra mile, they have all three done so much more than just a mile. Words cannot express how grateful I am to have them in my life. Their knowledge and wisdom are something that I will treasure forever. They may not be serving on the board in 2019, but they will still be around to help when needed.
Going the Extra Mile
A Monthly Insight into Human Resource Happenings The Resource Newsletter - A Monthly Insight into Human Resources Happenings
January 2019 Volume 23 Issue 1
January Chapter Meeting
Details on Page 2
RSVP: Click Here
Wednesday, January 9th
11:45am – 1:00pm
Amarillo Botanical Gardens
1400 Streit Drive
$25 – Members
$30 – Non-Members
PHRA.wildapricot.org [email protected] Page 2 of 5
The Resource Newsletter - A Monthly Insight into Human Resources Happenings January 2019
Volume 23 Issue 1
"The Human Side of Quality - Employee Engagement"
Presented by: DON SWIFT
President, Don Swift & Associates - Wichita Falls, TX
Although there is no universal definition of employee engagement, we know the following: (1) Engagement occurs when an employee’s willingness and ability to help their company succeed is done largely through discretionary effort. – Perrin; (2) Engagement is the involvement with and enthusiasm for work. This definition likens employee engagement to a positive employees’ emotional attachment and employees’ commitment. – Gallup; (3) Engagement is characterized as a positive attitude held by the employee towards the organization and its value. The employee is aware of the business context and works to improve performance within the job for the benefit of the company. - Robinson. The organization must work to develop and nurture engagement, which requires a two-way relationship between employer and employee.
January Meeting Details
The goal is clear: implement and sustain a performance excellence system with the understanding that the culture required for this will recognize the value of both the internal and external customers. A senior management team intent on improving its organizational practices has a choice of models to emulate. They can follow the 18th century model and ask, “Who should we involve?” Or, they can go directly to the 21st century model and ask, “Who can we afford to exclude?” The answer is “Nobody!” 100% involvement in any continual improvement, or performance excellence, effort is essential. So, how do we get there?
During this presentation, the following learning objectives will be discussed:
Bio: Don has worked in Quality Management and Human Resources since his college years. These industries include automotive (GM), office products, large equipment manufacturing, aluminum tube (automotive/aftermarket) defense contracting, criminal justice, graphite manufacturing, household goods moving and his own consulting business. He has served as project manager for the implementation of ISO 9001/AS9100 for 5 companies.
Today Don owns and operates his own business, Don Swift and Associates, LLC, which focuses on “The Human Side of Quality”. The Company analyzes and proposes suggestions on the continual improvement of his clients’ quality and/or human resources systems – from implementation to revision. He specializes in the “human side” - so employee engagement, training, competency, problem solving skills, conflict resolution and cultural improvements are at the center of the plans for success.
Don also provides dispute resolution resources including Conflict Management, Conflict Resolution Training, Use of Dispute Resolution Tools and Mediation Services. Don is a Credentialed Advanced Mediator having received his training from Howard Zehr in Victim/Offender Resolution Programs, Basic and Advanced Mediation from Adam Gough at El Centro College in Dallas, TX, and Family, Divorce and Elder Mediation Training from Barbara Manusso in Houston. Don has logged over 200 hours in mediations. Don conduct mediations in the Victim/Offender Resolution Process, civil issues, workplace disputes, family, divorce, elder and church conflicts. These days his main focus is on workplace disputes. In addition to Consulting, Training and Mediation Services, Don has achieved certification in Life Coaching for both personal, professional, and spiritual paths.
Don holds a bachelor’s Degree in both Education and Psychology and a Masters in Organizational Leadership. He is a Certified Quality Improvement Associate, as well a certified Lead Auditor for ISO 9001, AS9100 and TS 16949. Don is a TMTA credentialed mediator, a Certified Life Coach, a Senior Member of the American Society for Quality, and a long-time member of the Society for Human Resources Management. Don has held several offices in affiliated chapters of both ASQ and SHRM and was elected to the Texas Association of Mediators, (TAM) Board of Directors in 2015. Don has served on the SHRM Texas State Council (2017) by virtue of his past position as President of the Wichita Falls Human Resource Management Association.
Don is a veteran of the Vietnam Conflict. He has been married for 48 years to Mary Lynn and together they have three children and two grandchildren – ages 10 & 9. He spends his free time learning about these people and cheering them on, working on Ancestry.Com, communicating with his 6 siblings, cooking, working in the yard, and caring for his Bassett Hound, Ralph, and his cat, Mr. Whiskers. Don loves life and believes very much in peace.
Approved for 1.0 SHRM PDCs and HRCI credits
Culture – Vision, Mission, Core Values, Empowerment, Leadership
The Employee Engagement Factor
59% more growth in revenue per employee is doable
Critical strategy: selecting and deploying the right managers/employees
Development of the Employee Engagement Culture
PHRA.wildapricot.org [email protected] Page 3 of 5
The Resource Newsletter - A Monthly Insight into Human Resources Happenings January 2019 Volume 23 Issue 1
This week, the Office of the General Counsel of the National Labor Relations Board issued an Advice Memorandum
stating that Uber violated federal law by telling its workers not to discuss a colleague’s lawsuit with the press or
third parties. The case was submitted to the National Labor Relations Board, likely by an employee of Uber, to
request a ruling as to whether Uber violated federal law when it directed employees not to comment about an
ongoing employee class-action lawsuit and to contact Uber’s in-house counsel if anyone contacted employees
about the case.
In the lawsuit, an employee of Uber alleged that Uber was not compensating its employees in accordance with
their contracts. In response, Uber sent an email to all of its employees notifying them that the company was being
sued, that the employees were not to comment on the lawsuit, and that if anyone contacted them about the
lawsuit, they should contact the in-house attorney for Uber.
The National Labor Relations Board concluded that Uber’s instruction to employees not to comment about the
lawsuit and to contact Uber’s attorney if anyone asked about the lawsuit, was an unlawful directive to refrain from
engaging in “Section 7 activity.” As a reminder, Section 7 of the National Labor Relations Act guarantees
employees the right to self-organization and the right to engage in “other concerted activities for the purpose of . .
. mutual aid or protection.” Over time, the National Labor Relations Board has broadly interpreted the term “other
concerted activities” to encompass a variety of activities unrelated to the right to self-organization. Courts have
held that employees’ rights to engage in “other concerted activities” include their right to discuss their wages with
one another and third parties, and their right to discuss the terms and conditions of their employment with one
another and third parties. Courts have even extended this federal protection to employees’ rights to speak ill of
their employers on social media when the social media post concerns the employee’s wages or the terms and
conditions of employment.
Now, the National Labor Relations Board is saying that employees’ right to communicate with one another and
with third parties and the media about grievances and potential remedies to those grievances, including lawsuits, is
a significant Section 7 interest that an employer cannot violate. Both federal and Texas agencies continue to make
one point clear: requiring blanket confidentiality or silence about employees’ wages or a condition of their
employment violates the law. In the future, be careful about advising your employees to “remain quiet” about an
issue or to keep their wages or a condition of their employment confidential from other employees or from third
parties. Also, if your company is sued by an employee or former employee of your company, federal law is now
clear that the other employees in your company have the right to discuss the lawsuit amongst themselves and with
third parties.
The Quiet Game Is for Your Kids, Not Your Employees
Legal
Update By: Allison L. Davis
Allison Davis is an Attorney with Brown & Fortunato, P.C. and you can reach Allison at [email protected].
If you are interested in serving as a volunteer for an event, please contact
Jessica - [email protected]
or Christine - [email protected]
PHRA.wildapricot.org [email protected] Page 4 of 5
The Resource Newsletter - A Monthly Insight into Human Resources Happenings January 2019 Volume 23 Issue 1
The Resource Newsletter - A Monthly Insight into Human Resources Happenings
Save the Date!
Follow the PHRA LinkedIn Page: https://www.linkedin.com/company/panhandle-human-resources-
association-inc
Also join the PHRA Group on LinkedIn where you can engage in conversation with fellow PHRA members!
https://www.linkedin.com/groups/8663227/
Follow and like the PHRA Facebook page: https://www.facebook.com/PanhandleHR/
Find us on our website:
https://phra.wildapricot.org
Don’t Forget to Connect with PHRA!!
PHRA.wildapricot.org [email protected] Page 5 of 5
Issue
FIVE
A Monthly Insight into Human Resource Happenings
Issue
FIVE
A Monthly Insight into Human Resource Happenings
January 2019 Volume 23 Issue 1 The Resource Newsletter - A Monthly Insight into Human Resources Happenings
Chapter Awards & Information
Find PHRA online:
https://phra.wildapricot.org
www.facebook.com/PanhandleHR
Like our page for information on upcoming events, seminars, and tidbits of other information.
