President’s Pen
by Andrea Davis, SPHR

Summer is finally just around the corner, but there’s no summer vacation for our busy HRACI volunteers and board members! Your committees are hard at work implementing the strategic plan. One of our 2005 strategies is to also support and promote the efforts and programs of the Society for Human Resource Management.

Support and promote SHRM efforts and programs
Our strategic plan aligns with the SHRM’s mission: serving the HR professional (STP) and advancing the HR profession (ATP). One of our strategies in support of ATP is promoting SHRM’s efforts and programs. SHRM is the world's largest association devoted to human resource management. Representing more than 190,000 individual members, the Society's mission is to serve the needs of HR professionals by providing the most essential and comprehensive resources available. As an influential voice, the Society's mission is also to advance the human resource profession to ensure that HR is recognized as an essential partner in developing and executing organizational strategy. We want our members to realize the tremendous value that SHRM provides. Here is what we are doing to continue to promote SHRM:

• Providing quarterly newsletter articles about SHRM programs. We will keep you updated on SHRM news and resources.
• Conducting two SHRM Foundation fundraising campaigns and making an annual chapter contribution to the Foundation. The Foundation funds research, publications and education to advance the HR profession and enhance the effectiveness of HR professionals. The Foundation promotes research, innovation, and the use of research-based knowledge. With an annual budget of approximately $1 million, it funds major research projects that have a direct and practical impact in advancing the HR profession. You can make a difference in the advancement of your profession!
• Becoming a SHRM Foundation Chapter Champion. The Chapter Champion award recognizes SHRM chapters that actively work to support the SHRM Foundation. Each year, more than 70% of SHRM chapters make a contribution to the Foundation's annual campaign. In order to earn a Chapter Champion award, HRACI is doing the following:
  • Making a chapter contribution to the annual campaign
  • Appointing a Foundation coordinator (Betty Lonis)
  • Educating members on the work of the Foundation
  • Holding a special event to encourage individual Foundation contributions

If you are interested in assisting in these efforts, please feel free to contact Betty Lonis, SPHR, past president and Foundation coordinator, at pastpresident@hraci.org.

Andrea Davis, SPHR

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What if we calculated the amount of time, energy, and resources wasted on unresolved conflicts in the workplace? We would need to include in our accounting productivity losses due to poor morale, gossip at the water cooler, distractions, absenteeism, employee attrition, stress related medical conditions, workman’s compensation, theft, sabotage, violence, and lawsuits. As well, we would have to add the heart-breaking costs associated with destroyed relationships and families breaking apart. We might even include the loss of public confidence an organization endures when it has been accused of having unsafe working conditions, illegal hiring practices, discrimination, or sexual harassment. In reality, it would be mind-boggling to calculate the costs associated with unresolved conflict in the workplace. Still, it is easy to see that the costs are staggering.

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Linda and Sheri will be happy to share a summary of survey results with all survey respondents.

In addition, we are implementing a small fee for HRACI members to post job openings on the web. Effective May 1, 2005, HRACI members will pay a $30 fee to post positions and non-members will pay a $130 fee to post positions on the HRACI website.

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Stephen Stitle, President and Chief Executive Officer of National City Bank of Indiana, spoke about Hidden Disabilities and led a discussion regarding how to encourage your organization to integrate the disabled into your workforce. After relating his personal experience as a parent of two talented children with disabilities, Stitle talked about the contribution disabled people want to give to society if they are given the chance. He then discussed how companies can hire people with disabilities, asking HRACI members in the audience for examples of disabled people who have been hired at their companies. One HRACI member had worked directly with Stitle's own son at Conseco. The challenges of getting past the stereotypes and relatively low cost of accommodation when someone is placed in a role where they will excel were discussed. Stitle encouraged HRACI members to look beyond the hiring of a disabled person and work to find the next step in that person's career. Finally, he encouraged all HRACI members to take a leadership role and champion the cause of integrating people with disabilities into the workplace, not because it is good policy, but because it is the right thing to do."

Richard J. Edwards, Director of Safety, Training and ADA, Department of Natural Resources, discussed the difference between titles II and III and the requirements, tax incentives on ADA, access to services, to public facilities and other areas such as phones and drinking fountains.

He also discussed the Readily Achievable Barrier Removal Program established by the Department of Justice.

Janna J. Shisler, General Counsel with Hoosier Lottery presented, “Employment of People with Disabilities under Title I of the Americans with Disabilities Act and Related FMLA Issues”. She addressed ADA issues and discussed the application/interview process, hiring decisions, reasonable accommodations as well as the interaction between the ADA and FMLA.

Linda Hardin, Director of Supported employment with Noble of Indiana, spoke about Disability Awareness in the Workplace. Linda discussed the value of diversity and how understanding and appreciating diverse backgrounds can develop employees’ strengths and interests and improve the working environment. Linda suggested that the “power of words” can sometimes create cultural biases with diverse people especially those with disabilities. Linda also offered guidance from her twenty-four years of working with employees with disabilities about how to communicate with blind, visually impaired, deaf, hearing impaired, wheelchair bound, learning disabled and mentally retarded people. Linda briefly discussed reasonable accommodations for disabled workers, pre-employment issues (i.e. essential functions of the job, etc.), testing and interviewing. She concluded her presentation with a discussion on real people with disabilities and described what Noble of Indiana does to assist employers with placing disabled people in the workforce.

Keynote Speaker, Brett Eastburn, No Boundaries Inc.
“I can’t” are words that one would not associate with Brett Eastburn. Eastburn was born with no arms and no legs, and he believes that he was also born with no handicaps. By overcoming obstacles, Brett succeeded in basketball, baseball, swimming, football, wrestling, soccer and martial arts. During his keynote speak, Eastburn dribbled a basketball, drew a picture, demonstrated his martial arts skills and threw a football with a perfect spiral. Eastburn believes you're a success only if you choose to be. He states that the only person who can stop you from doing what you want is you.
Eastburn stated that he considers his body a very special gift to be used to inspire others to be the best they can be. He is an internationally acclaimed and respected motivational speaker that demonstrates his ability to overcome any obstacles. Brett has spoken to over a million people around the world, including Okinawa, Japan, Panama, Canada, and Mexico. For further information on Brett Eastburn, visit his website at www.bretteastburn.com.

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The Central Indiana region of Ivy Tech State College is hosting a series of meetings to brainstorm ways to better train workers in Indiana and, in turn, attract new jobs to our state. Ideas generated at these summits will also enable Ivy Tech to more effectively work with business and industry in addressing workforce development issues. Sessions have already been held in Shelby and Hamilton Counties. The remaining sessions are as follows:

Boone County, May 4, 8:30-11:30 at the Ramada in Lebanon
Hancock County, May 5, 8:30-11:30 at Hancock Memorial Hospital
Hendricks County, May 11, 11:00-2:00 at Primo's in Plainfield
Johnson County, May 18, 8:30-11:30, Valle Vista in Greenwood
Marion County, June 8, 8:30-11:30, Fairbanks Center Lawrence Campus
Morgan County, June 7, time pending, Bradford Woods, Martinsville

You and/or your CEO may have already received an invitation to attend one of these sessions. If not, your participation is encouraged, and you may register for the summit in your county by calling the Ivy Tech Workforce Development Office at (317) 921-4453 or 917-5935. HRACI College and Community Relations Committee member Cindy Wenz recently attended the Hamilton County summit and will be happy to answer any additional questions from HRACI members (814-3902 or via email cwenz@carmel.lib.in.us.)

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The SHRM Foundation Regional Scholarship Program is a flexible awards program designed to assist working SHRM members in meeting their professional development goals. Individuals may apply for either an Education Scholarship or a Certification Scholarship, and applicants may specify the amount of money they are requesting up to $3000.

Application Deadline: May 15, 2005

Who May Apply: National SHRM professional, general and associate members pursuing a college degree or working towards PHR or SPHR certification are eligible to apply. SHRM student members and local-only members are not eligible for these awards. Chapters and state councils may also apply for scholarship funds to support certification-training programs.

Award Amount: Individuals may request any amount that meets their educational needs up to $3000. For example, if your organization does not reimburse you for taking the certification exam, you could request a scholarship for the amount of the exam fee. Or if you are working on your master’s degree and your tuition reimbursement does not cover your full college costs, you could request a scholarship to cover the additional expenses. The number of scholarships and the individual award amounts will vary depending on the number of applicants and their financial needs. A total of $6000 in scholarship money is available for each SHRM region, and a total of $30,000 will be awarded nationwide in 2005.

How to Apply: Visit http://www.shrm.org/foundation/2002_scholguidelines.asp or http://www.shrm.org/foundation to print out an application and to learn more about the scholarship program.

These scholarships are made possible by your generous donations
to the SHRM Foundation.

Thank you for investing in your profession!

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The SHRM Foundation supports the SHRM Information Center through a quarter million dollar grant. The Information Center, a free service to SHRM members, publishes the online White Papers series, maintains the Competitive Practices Database and answers more than 70,000 HR inquiries annually. The Foundation grant ensures that the Information Center has the latest technology and the most current resources to help HR practitioners get the answers they need quickly and easily. For an overview of the Foundation's work, visit www.shrm.org/foundation.

The SHRM Foundation: Investing in Your Future as an HR Leader

When: Thursday, May 12, 6:00 p.m.

What: Human Resource and related folks meet, talk, and enjoy a drink or two.

Why: Just a place and time for HR types to “get away” for a bit. No planned agenda or presentations, just casual discussion, advise, war stories, or just relax and network.

Who: You and any guest(s) you want to bring along!

Where: Rick’s Boat Yard and Café, just West of I-465 & 38th St. (290-9300).

Ask for the HR group as you enter. (Location will change each time we meet) Contact Greg Medcalf, 317-788-6890, ext. 257 with any questions.

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Vacant Positions at Highest Level in Six Months;
LINE Indicates Unmet Demand for Labor

(Alexandria, Va., April 26, 2005)—According to new numbers from the Leading Indicator of National Employment (LINE), April employment growth slowed slightly, yet the number of manufacturers hiring for open positions increased. Hiring projections for May remain positive as human resource (HR) professionals expect to increase employment headcount in May. LINE is a collaboration between the Society for Human Resource Management (SHRM) and the Rutgers University School of Management and Labor Relations.

This is the third straight month where employment growth has slowed, and the sixth month that the number of vacant positions has increased, primarily for nonexempt jobs. In addition, the LINE Recruiting Difficulty Index is at its highest level since July 2004. This reinforces the conclusion that while manufacturers are recruiting, many are having a difficult time finding skilled labor to fill open positions, creating an unmet demand for labor in the U.S. manufacturing sector.

The March 2005 LINE Report indicated employment growth for March would be between January and February levels, which the Bureau of Labor Statistics (BLS) later confirmed. This month's index suggests that job growth in April will be close to the levels achieved in March.

SHRM/Rutgers LINE identifies early economic trends and growth in the national job market by surveying HR professionals at manufacturing firms. The indicator reports on five employment measures, two of which add to existing indicators and three of which are new and unique to the indicator. An index value above 50 indicates employment is growing, while an index below 50 shows that employment is contracting. For a full copy of the report and a detailed description of each component, go to www.shrm.org/LINE.

Compared with other employment indicators, the LINE expectations index is released a month earlier and correlates more highly with the upcoming BLS reports on monthly changes in manufacturing employment. This correlation may result from the fact that the HR executives completing the LINE surveys are not making economic forecasts, but instead are reporting on plans already in place to increase hiring or layoffs during upcoming 30 days.

The SHRM/Rutgers LINE has been collecting data since February 2004 and is functioning as a valuable leading indicator of economic and labor market conditions.

The April SHRM/Rutgers LINE survey was provided to HR professionals at over 500 manufacturing firms.

The indicator is released at 8:30 am EST on the fourth Tuesday of each month. A copy of the April report and answers to frequently asked questions can be found at www.shrm.org/LINE.

The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 190,000 individual members, the Society’s mission is both to serve human resource management professionals and to advance the profession. Founded in 1948, SHRM currently has more than 500 affiliated chapters within the United States and members in more than 100 countries. Visit SHRM Online at www.shrm.org.
The School of Management and Labor Relations at Rutgers, the State University of New Jersey, is a leading center of scholarly and applied research on human resource management issues. The school creates and disseminates knowledge that fosters a better understanding of the nature of employment and work in modern society. The Rutgers Master of Human Resource Management degree is one of the top human resource management programs in the nation.

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Kelly Brown
Lisa Griffin
Christopher Oler
Tyra Van Scyoc
Al Rolandi
Besty Clendenen
Lupe Chavez
Cara Hoffar
Rick Oswalt

Tracy Guffey
Kara Schnaus
Kim Dinwiddie
Deidre Shireman
Jason Sims
Talisha Johnson
Amy Dorris
Carol Ishida
Bill Kromann