President’s Pen
by Andrea Davis Cranfill, SPHR

2006 SHRM Conference Highlights

President-elect Cherilyn Stephens and I were excited to represent HRACI at the 2006 SHRM Annual Conference & Exposition held June 25-28 in Washington, D.C. The conference kicked off on Sunday morning with a chapter presidents' caucus, where we heard about the latest SHRM efforts to support chapters, including a new initiative to update chapter bylaws (watch for revisions to be approved by the membership in the next few months). We then joined the rest of the 12,000-plus conference attendees on Sunday afternoon for a general session featuring Retired General Colin Powell and his lessons on leadership.

Monday morning started the seemingly endless variety of concurrent sessions–with at least 20 topics to choose from during each timeslot, there was definitely something for every HR professional. Some of my favorite concurrent sessions included topics such as leadership development ROI, the story of Dell’s HR alignment initiatives, new models of work and shifting demographics, best practices for being deposed, and cultural intelligence and leadership.

The conference came to a close on Wednesday, and if participants weren’t inspired yet, attending the closing general session with Liz Murray made sure they had a renewed sense of what every human can accomplish. Liz’s life story inspired the Lifetime Television movie, Homeless to Harvard.

If you were unable to attend this year’s conference, be sure to check out all the highlights on the SHRM Conference Daily online at http://www.shrm.org/hrnews/06annual/default.asp#vid. Mark your calendar now for the 59th Annual SHRM Conference & Exposition to be held June 24-27 in Las Vegas!

Congratulations to HRACI Award Recipients

Volunteer of the Year Award–This award recognizes the efforts of a member who has provided outstanding leadership, motivation, and organizational skills to the development of HRACI or other SHRM programs. Congratulations to this year’s recipient, Terri Ryckaert, PHR, Assistant Director of Human Resources, IU School of Medicine. Terri served on the HRACI board of directors as Director of Communication for several years. When Susan Martin, current Director of Communication, had some personal issues which prevented her from carrying out the duties of her role for a few months, Terri stepped right up and offered to do the work. Thank you Terri for your commitment to HRACI.

Professional of the Year Award–This award recognizes creative approaches and consistently high performance that benefit the nominee’s organization as well as the business community as a whole. Congratulations to Holly Cunha, SPHR, Director of Human Resources, Baker Hill. Holly was nominated by Karin Surber of Pinnacle Partners. Holly assumed her position approximately 18 months ago with the goal to bring structure, improve processes, and streamline the HR department. Since Holly joined the company, Baker Hill has gone through major change, including being acquired by an international company and gaining several large new customers. Holly successfully transitioned the company through the acquisition, put together a salary structure program, worked to formulate recruiting and retention programs for key talent, and created community involvement programs. Her ability to think strategically and her high level of integrity and professionalism have become strong assets to Baker Hill. Congratulations, Holly, for your contributions to the HR profession and our community.

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by Terri Ryckaert, HRACI Communications Committee

Leadership is influence. However, the majority of people are living below their leadership ability and their ability to influence others, according to Chip Madera, Radical Leadership Radical Change. The amount of influence you have is how you behave. “If you want people to treat you differently, you have to teach them how to treat you”, said Madera.

In an effort to give people the tools they need to become leaders, Madera shared the seven things that every human resource professional needs to know about people during the July luncheon meeting.

1. People lack direction, navigate for them.
2. People possess great potential, develop them.
3. People are insecure, give them confidence.
4. People need a boost, inspire them.
5. People get emotionally low, encourage them.
6. People resist change, help them embrace it.
7. People seek models to follow, be an example.

Madera said that HR professionals are leaders who happen to perform HR duties. He added that HR professionals have an opportunity to become “people developers” by providing a secure atmosphere for employees that will give them more confidence in their abilities. Madera stated that the jobs of HR professionals are like working in a Play Do fun factory. HR leaders start out with a blob of play do, they place it in a machine, apply a little pressure and a star comes out the other end. HR professionals have the ability to influence people and help them develop their potential.

To learn more about becoming a leader and a people developer, visit Chip Madera’s website at www.chipmadera.com/hraci.html.

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Please congratulate the following participants of HRACI’s Spring PHR/SPHR Exam Preparation Class who earned their prestigious PHR (Professional in Human Resources) and SPHR (Senior Professional in Human Resources) certifications between May and June 2006:

Jill Billups, PHR
Greg Cheatham, PHR
Julie Juhasz, PHR
Lee Mardis, PHR
Kris Nodley, PHR
Pat Roberts, SPHR
Stacey Swan, PHR

The certification, awarded by the Human Resource Certification Institute (HRCI), signifies that the above mentioned individuals possess the theoretical knowledge and practical experience in human resource management necessary to pass a rigorous examination demonstrating a mastery of the body of knowledge in the human resource field.

The HRCI is the credentialing organization for human resource professionals and is an affiliate of the Society for Human Resource Management (SHRM), the world's largest organization dedicated exclusively to the human resource profession. The Institute's purpose is to promote the establishment of professional standards and to recognize professionals who meet those standards.

If you are interested in becoming PHR/SPHR certified—go to www.hrci.org to learn how. If you are interested in participating in HRACI’s Fall 2006 PHR/SPHR Preparation Class—send an email to Jennifer Lange at jennifer.lange@oldnational.com or call 317-706-9531 to learn more! More information and online registration for HRACI’s PHR/SPHR Study Group will be posted on HRACI.com soon. Additionally, if you are interested in facilitating a unit for the Fall class—send Jen an email or call too!

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Thinking About Taking the PHR or SPHR Certification Exam
this December/January?

The 2006 Fall HRACI PHR/SPHR study groups will start on Wednesday, September 13 and go through Wednesday, November 8. Classes will meet Wednesday evenings from 6:00 pm to 8:30 pm at JWF Companies (Parkwood Office Complex—on 96th Street between Meridian Street and College Avenue). The link to register for the study group is on www.HRACI.com. Again, we will be using HRCP prep materials (and new this year—flashcards)! The cost for the nine (9) week class will be $300 for HRACI members, $300 for the class + HRACI membership = $425, or $500 for non-members. Register online now at http://hraci.com/HRACIcertification.htm. If you have questions/concerns—contact Jennifer Lange, PHR at 317-706-9531 or via email at jennifer.lange@oldnational.com.

INTERESTED IN BEING A FACILITATOR FOR THE
FALL PHR/SPHR CERTIFICATION STUDY GROUP?

We are looking for eight (8) PHR or SPHR certified individuals to facilitate units for the study group. If you are interested in volunteering to facilitate any of the following units: Strategic Planning, Workforce Planning and Employment, Human Resource Development, Compensation, Benefits, Employee Relations, Labor Relations, and Safety – please contact Jennifer Lange, PHR at jennifer.lange@oldnational.com or at 317-706-9531.

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The HR Consultant’s Forum has officially launched! The Steering Committee has met for several months, and the first two programs are scheduled. Steering Committee members are Dale Hinshaw, President, Marilyn Carmony, Chair of Programs, Patti Daniels and Len Grabovsky, Co-Chairs of Sponsors and Treasury, Mary Kay Conley, Chair of Marketing, and Robbin Hernandez, Chair of Networking Events.

Join us for our first program on Tuesday, August 29 from noon – 1:00 during the SHRM State Conference in the Council Room of the Westin Hotel in downtown Indianapolis. Gail Aldrich, SPHR, Senior Vice President of Member Services at SHRM, will discuss Tips and Trends in HR Consulting. The program is free for conference attendees and others that RSVP. Lunch will be provided. Make sure to allow plenty of time for parking. Parking is on your own. Please RSVP to 841-3236 or mark@mprecords.com. We look forward to seeing you there!

If you have interest in serving on the Steering Committee, please contact Mary Kay Conley at 317-467-1564 or marykayconley@insightbb.com.

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Getting to Know…… Mike Jenkins

Introduction: My name is Mike Jenkins, I am the Managing Director of the Indiana recruiting and staffing operations for Spherion, a $2B recruiting & consulting firm. I am also a CPA and focus on recruiting in accounting, finance, IT, HR, & Sales/Marketing.

I consider myself a partner to the human resource function. My role includes: strategic account development, ensuring a seamless & timely delivery of services, mentoring young headhunters on the art of recruitment and client service, accountable for operational excellence and brand growth.

Tell us about your family: My wife, Sheri is a nurse and practice coordinator for a large hospital. My daughter, Abigail is three years old and keeps telling me she wants a brother (no pressure).

I relocated with Spherion in February from my hometown of Columbus, Ohio to Fishers and have two cats named (of course) “Scarlet” and “Gray”.

What is the worst job you’ve ever held? I was a senior analyst for a large apparel retailer and was assigned to perform a competitor analysis on women’s under garments. I had to go into several competitors’ stores and dig through the racks writing down the color pallet, inventory depth, and size range. Being 6’2 and 280lbs., I got some strange looks from the ladies working there.

Surprising Fact: I can list all 50 states in alphabetical order faster than anyone I know. I had to learn it in 5th grade and never forgot it.

Quote to live by: “…but it's hard to stay mad when there's so much beauty in the world. Sometimes I feel like I'm seeing it all at once, and it's too much; my heart fills up like a balloon that's about to burst... And then I remember to relax, and stop trying to hold on to it, and then it flows through me like rain, and I can't feel anything but gratitude for every single moment of my stupid little life.” - from the movie American Beauty

Favorites List:
Food: Chicago-style pizza or any dessert made by Amish bakers
Book: Ghost Rider by Neil Peart
TV Show: Ohio State football, WKRP in Cincinnati, & ER
Movie: The Paper Chase
Vacation spot: Hilton Head (but my couch is cheaper)
Hobbies: Fulfilling the whims of a 3 year old including: Dancing to Lori Berkner songs, watching Dora DVDs for the 100th time, and pretending to be at a tea party with Strawberry Shortcake and a sock monkey.

Business Favorites:
Favorite HR function: Negotiating and closing a candidate on a position
Most helpful business book: The First 90 Days – Michael Watkins
Work-related website: www.linkedin.com
If you are a member of LinkedIn, feel free to send me an invite at: mikejenkins@spherion.com

We would like to thank those individuals who participated in the May and July SHRM Foundation raffles. As a result of the raffles, we raised $205 to benefit the SHRM Foundation.

We also gave away five paid registrations to this year’s Indiana State SHRM Conference. Please join us in congratulating the winners!

May Winners
Linda Baker
Steve Kellam
Karen Janowiecki

July Winners
Eric Helms
Debbie Freeman

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Informal Get-Together

July 12, 2006 rained out our boat ride at Joe's Crab Shack, located at Dean Road. that did not dampen our spirits, however. Fortified with lively conversation about human resources best practices, war stories, and personal events (not to mention great food and drinks), a fun time was had by all.

Our next informal get-together will be August 9, 2006 at the Rathskeller, 6:00 pm.

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Immigration and Stepped-Up Sanctions Against Employers- Are You in Compliance?

by Jenifer M. Brown
Ice Miller LLP

Increased enforcement against employers
As employers await Congress' response to the growing illegal immigration situation in this country, Immigration and Customs Enforcement (ICE) has announced a new focus on worksite enforcement and employer sanctions, including the addition of 171 worksite enforcement agents and increased budget for this new enforcement priority. You have likely already read about a number of high publicity raids and federal indictments against employers, business owners, and even supervisors. It appears that these cases have involved employers with serious violations, but in view of this significant shift in the agency's priorities, all employers must take note.

What is a "no match" letter?
Additionally, ICE recently published a proposed rule offering safe harbor to employers who receive "no match" letters from the Social Security Administration (SSA). SSA sends no match letters to employers in an effort to alert them that some of their employees' Social Security Numbers do not match SSA records. Importantly, SSA's no match letters state that employers may not take any adverse action against an employee based on the no match notification alone and doing so may implicate a number of discrimination laws. However, other agency guidance has suggested that employers are obligated to follow up with affected employees or face potential liability under the Immigration Reform and Control Act (IRCA).

What kind of "safe harbor" is Immigration offering?
Specifically, ICE's proposed rule provides safe harbor from IRCA penalties if the employer receives a no match letter and its employees turn out to be unauthorized for employment. To qualify for the safe harbor, ICE's guidance requires that the employer:

• Check its own records and directly with the affected employees within 14 days of receipt of the no match letter (and then subsequently verify the proposed correction with SSA or DHS).
• If that does not resolve the SSN discrepancy within 60 days of no match notification, then the employer would be obligated to verify the employee's identity and work authorization (by completing a new Form I 9) within an an additional 3 days without relying on any document containing the SSN that is the subject of the no match.

Finally, if the discrepancy remains unresolved and work authorization cannot be verified, the employer must either (a) terminate the employee; or (b) risk that the agency may find that the employer had constructive knowledge that the employee was an unauthorized alien and therefore, by continuing to employ the alien, violated IRCA.

What to do now?
All employers must be aware that ICE considers the proposed rule to be in effect NOW (even before the official public comment period on the rule ends on August 14, 2006). We expect that there will be significant reaction from the employer community particularly in light of the short response times required in the rule, as well as how the rule and increased enforcement against employers are expected to be reconciled with the anti discrimination laws and Congress' ongoing consideration of comprehensive immigration reform affecting an estimated 12 million undocumented aliens.
In the meantime, every employer (particularly one that might have no match issues) should:

1. Ensure immediate full compliance with all I-9 requirements (by conducting an internal audit); and
2. Establish a policy (or re-evaluate existing policy) in regard to how it will respond to Social Security no match letters, including careful evaluation of situations where the employer may be found to have actual or constructive knowledge of unlawful employment.

• How many employees are involved in conducting I 9 compliance. A few highly trained employees or many?
• Is the I 9 completed within three days of hire?
• Do you properly store your I 9s according to the retention requirements for current and terminated employees (and do you destroy those records that are no longer required to be maintained)?
• Are the I 9s being stored separate from personnel files?
• Is each I 9 thoroughly and properly completed?
• Are you timely complying with reverification requirements for employees with expiring work authorization?
• Are you mistakenly requiring reverification for lawful permanent residents who presented resident alien cards which have now expired?
• Are you directing employees as to which documents to present in satisfaction of I 9?
• Are you following prescribed procedures in correcting errors found within the I 9?

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Alison Black
Brian Wikle
Shannon Kuykendoll
Yolanda Pree
Dan Nierste
Geraldine Sullivan
Kelly Kistler
Jillian Hirt
Lisa Minter
Joan McAvoy
Emily Eversman
Krisann Wampler
Natalie Roberts

Nicole Bieker
David Lucas
Haylee Adkins
Wendy Goshert
Diane Riddle
Leanne Woodley
Ronald Sage
Mike Kinghorn
Sirena Beckman
Brandie Cornner
Frayanda Wallace
Cathy Sutherland