January 2003 Newsletter
IN THIS ISSUE
News from Dulles Chapter of SHRM and other timely HR information
Join Us On February 19 for “Critical Issues Under FLSA” With Caryn Pass
2003 Chapter Goals
2003 Dues Deadline
Need Recertification Credits?
2003 State Conference
Board Meeting Minutes
SHRM’S 20TH Annual Employment Law and Legislative Conference
Check Out The Site's Features
Mark Your Calendars
Article: How To Reward, Recognize, Award, and Thank People Successfully
Check Out Previous Newsletters
Join Us On February 19 for “Critical Issues Under FLSA” With Caryn Pass
Have you been looking for a “crash course” that covers the most significant issues concerning
salaried exempt employees and difficult questions concerning nonexempt employees? Join us in
February when Caryn Pass of Krupin O’Brien focuses on such topics as “salary docking” and the
application of the administrative exemption, “regular rate” issues involving the requirement that
overtime be paid on bonuses, incentives, and gainsharing, and “hours worked” issues, including
when and how to pay nonexempt staff for travel time and training. Learn about the latest
regulatory developments and recent trends in Department of Labor audits of businesses. And
don’t forget to bring your questions! Click Here to register.
Caryn Pass is a founding partner at labor, employment, and immigration law firm Krupin O’Brien
where she practices employment and labor law. Ms. Pass is well versed in employment issues,
wage and hour practices, the termination and discipline of employees, as well as the defense of
wrongful termination and discrimination claims. Her particular area of specialization is Federal
and state wage and hour laws. She regularly advises clients in compliance requirements,
conducts internal wage and hour audits of practices utilized by employers, and assists companies
in defending Department of Labor audits. She is a regular presenter at the National SHRM
Annual International Conference and is frequently quoted in publications where she addresses
questions on wage and hour, FMLA, and other employment law matters. Ms. Pass holds a Juris
Doctor from Case Western Reserve University School of Law.
And welcome our sponsor, Alice Waagen of Workforce Learning. Visit Workforce Learning online
at www.workforcelearning.com.
2003 Chapter Goals
The Transition Board Meeting was held on Monday, December 16 with attendees including the
outgoing 2002 Board as well as the new 2003 Board members. The purpose of the meeting was
to transfer Board responsibilities and to establish goals for 2003. Discussion was lively and
resulted in the following chapter goals for the new year:
1. Enhance the Dulles SHRM website to permit Board Members to access member
information, including demographics, personal information, and dues and monthly
meeting/program payments.
2. Develop a mentor-protégé program for the chapter.
3. Increase chapter treasury funds.
4. Transition new Board Members more effectively by establishing a succession plan that
emphasizes two-person director and officer positions for every Board job.
5. Implement a book summary/review “club” in which members provide summaries and
reviews of human resources publications that may be published in the newsletter or
presented at chapter discussion groups.
Please contact President Judy Perrault if you would be interested in leading or helping with any of
these initiatives. More information will be coming in future meetings and newsletters.
2003 Dues Deadline
If you are a current member, you will be receiving your 2003 Dulles SHRM invoice shortly. The
renewal fee remains $25 for the year. If you joined the chapter after October 1 of this year, you do
not owe another membership fee until January 2004. However, we ask that you complete the
demographic information on the renewal application and return it to us for our statistical analysis.
Need Recertification Credits?
George Mason University, Office of Continuing Professional Education is offering HRCI approved
recertification courses!
Road to Success: Ensuring Fair, Respectful and Lawful Employment Practices: Through case
study and discussion, this workshop provides an overview of pertinent laws, policies, and
practices with a focus on solutions and success practices for common employment problems.
Introduce a process for investigating workplace complaints.
When & Where: February 25-26, 2003 from 8:30 - 4:30 p.m. at the Center for Innovative
Technology, Herndon, VA
Instructor: Cornelia Gamlem, SPHR
Strategic Human Resource Management: Examines strategic HR management and planning by
applying theories and methods of strategic, tactical and operational planning and their
relationship to HR. Explores the multiple roles HR plays in assisting organizations to gain and
sustain competitive advantages in a fast-paced environment. Offered online using WebCT, a
highly interactive method of engaging participants in discussion of topics, tools and cases through
threaded discussion, case analysis and readings.
When & Where: March 3-24, 2003 On Line
Instructor: Paul Shibelski, MBA, SPHR
Registration Fee: $495 per person
Special Discount: Register three or more people together and receive a 10% discount.
Board Meeting Minutes
The minutes from the Board meetings are available on our web site - please take a few minutes
to review them in full. Click Here to View.
2003 State Conference “HR - The Next Generation: Advancing the Profession - Advancing
Ourselves”
Fairview Park Marriott
October 15-17, 2003
Dulles SHRM, Montgomery SHRM, the Washington Technical Professional Forum, and Northern
Virginia SHRM are hosting chapters for the 2003 State Conference to be held later this year. The
theme selected for the conference provides a broad framework for discussing a variety of issues
faced in our organization and in our careers. The first half-day of the conference will focus on
international topics and will begin with a sit-down lunch and keynote speaker, followed by
afternoon concurrent sessions concentrating on global topics and issues. There will be a
reception that evening and opening of the exhibit hall, followed by one and one-half days of
learning, networking, and fun on topics ranging from HR business strategy to HR technologies.
Presenters are needed for concurrent sessions. If there is a presenter of whom you have firsthand knowledge and that you believe should be solicited for presentation, please contact
Kathleen Ferris, Conference Chair (Kathleen.ferris@ams.com). The deadline for submission of
Applications for Presentation is February 10, 2003. Applications are available from the NOVA
SHRM website (www.novashrm.org).
For more information on the State Conference, please contact Dulles SHRM Board Member
Cornelia Gamlem (gamlem@erols.com). More news will be available in the upcoming months.
NOTE: To enable Dulles SHRM members to attend the Conference without missing a monthly
meeting, the October 15 Dulles SHRM meeting is moved to October 22. Please make this change
in your planners.
SHRM’S 20TH Annual Employment Law and Legislative Conference
March 10-12, 2003
Capital Hilton, Washington, D.C.
As HR professionals, we are constantly faced with changes in the workplace and changes in the
laws that regulate the workplace. Trying to remain current with recent legal and regulatory
changes and preparing for what might happen in the foreseeable future is now more important
than ever. Plan now to attend SHRM’s 20th Annual Employment Law and Legislative Conference,
March 10-12, 2003, in Washington, D.C., to join with colleagues and gather the latest information.
Hear from keynote speakers Senator Fred Thompson, U.S. Senator and member of the Senate
Finance Committee, and Robert Reich, professor at Brandeis University and former Secretary of
Labor during the Clinton Administration.
Attendees will have the opportunity to learn more about grassroots lobbying and will be invited to
serve in a vital role as a representative of the human resource professional on Capitol Hill.
Moreover, attendance counts toward recertification for PHR and SPHR certified individuals. For
Conference information and to download a registration form, visit the website at
www.shrm.org/conferences/leg or call the Customer Service Center at 800-283-SHRM, Option
#3, TDD 703-548-6999 or email: shrm@shrm.org.
Check Out The Site's Features
Make it an important part of your routine this year to check out the features of our own Dulles
SHRM website for the latest chapter information as well as updates on SHRM activities
nationwide. Did you know that the following information is currently available?
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2003 Board of Directors contact list
2003 Meeting Schedule with topics, speakers, and sponsors
Online meeting registration
Online Membership Form
The chapter’s latest monthly newsletter
The latest Board of Directors minutes
Job opportunities at all levels
Professional services offered by members and others
Mark Your Calendars
Upcoming SHRM Conferences and Seminars
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20th Annual Employment Law and Legislative Conference, March 10-12, 2003,
Washington, D.C. For information and to register, visit www.shrm.org/conferences/leg or
call Customer Service at 800-283-SHRM, Option #3.
26th Annual Conference & Exposition of the SHRM Global Forum, March 31-April 2,
2003, Los Angeles, CA. For information, visit www.shrm.org/conferences.
34th Annual Conference and Exposition of the Employment Management Association
(EMA), April 23-25, 2003, Las Vegas, NV. For information, visit
www.shrm.org/conferences.
55th Annual SHRM Conference and Exposition, June 22-25, 2003, Orlando, FL. For
more information, visit www.shrm.org/conferences/annual.
2003 VA SHRM State Conference, October 15-17, 2003 at the Fairview Park Marriott.
Learn more at www.novashrm.org.
2003 Chapter Dinner Meetings
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February 19, 2003 - “Critical Issues Under FLSA” with Caryn Pass, Krupin O’Brien
March 19, 2003 - “Everything You Need to Know About Policies and Guidelines for Hiring
and Terminating Foreign Workers” with Liz Stern and Joyce Oliner, Shaw Pittman
April 16, 2003 - “Special Presentation by Susan R. Meisinger, President, SHRM” with
Leesburg SHRM Chapter
May 21, 2003 - “Reserves at the Ready” with Bill Albright, Director, Quality of Work Life
and Benefits, Mitre
June 18, 2003 - “Panel Discussion on Benefits - Costs and Latest Trends” with Dave
Downer and our panel of experts
July, 2003 - NO MEETING
August 20, 2003 - “Compensation Trends” with Mark Avery, MarketPay Associates
September 17, 2003 - “From Expatriation to Repatriation” with Christine Smith, Wolf
Group
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October 15, 2003 - “Diversity” with Katherine Huston, Freddie Mac
November 19, 2003 - “Background and Drug Screening” with Vicki Tilton, Edge
Information Management
December 3, 2003 - Annual Holiday Party
December 10, 2003 - Transition Board Meeting
How To Reward, Recognize, Award, and Thank People Successfully
By Susan M. Healthfield
Contributed by Dulles SHRM Diversity Director Deidre Iannelli
Employee recognition is not just a nice thing to do for people. Employee recognition is a
communication tool that reinforces and rewards the most important outcomes people create for
your business. When you recognize people effectively, you reinforce, with your chose means of
recognition, the actions and behaviors you most want to see people repeat. An effective
employee recognition system is simple, immediate, and powerfully reinforcing.
When you consider employee recognition processes, you need to develop recognition that is
equally powerful for both the organization and the employee. You must address five important
issues if you want the recognition you offer to be viewed as motivating and rewarding by your
employees and important for the success of your organization.
The Five Most Important Tips for Effective Recognition
1. You need to establish criteria for what performance or contribution constitutes rewardable
behavior or actions.
2. All employees must be eligible for the recognition.
3. The recognition must supply the employer and employee with specific information about
what behaviors or actions are being rewarded and recognized.
4. Anyone who then performs at the level or standard stated in the criteria receives the
reward.
5. The recognition should occur as close to the performance of the actions as possible, so
the recognition reinforces behavior the employer wants to encourage.
You don’t want to design a process in which managers “select” the people to receive recognition.
This type of process will be viewed forever as “favoritism” or talked about as “it’s your turn to get
recognized this month.” This is why processes that single out an individual, such as “Employee of
the Month,” are rarely effective.
A Working Example of Successful Recognition
A client company established criteria for rewarding employees. Criteria included such activities as
contributing to company success by serving a customer without being asked to help by a
supervisor. Each employee who meets the stated criteria receives a thank you note, hand-written
by the supervisor. The note spells out exactly why the employee is receiving the recognition. The
note includes the opportunity for the employee to “draw” a gift from a box. Gifts range from fast
food restaurant gift certificates and candy to a gold dollar and substantial cash rewards. The
employee draws the reward, so no supervisory interference is perceived. A duplicate of the thank
you note goes into a periodic drawing for even more substantial reward and recognition
opportunities.
More Tips About Recognition and Performance Management
1. If you attach recognition to “real” accomplishments and goal achievement as negotiated
in a performance development meeting, you need to make sure the recognition meets the
above stated requirements. Supervisors must also apply the criteria consistently, so
some organizational oversight may be necessary. The challenge of individually
negotiated goals is to make certain their accomplishment is viewed as similarly difficult by
the organization for the process to be a success.
2. People also like recognition that is random and that provides an element of surprise. If
you thank a manufacturing group every time they make customer deliveries on time with
a lunch, gradually the lunch becomes a “given” and no longer rewards. In another
organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he
had employees coming to him asking to be reimbursed if they ate lunch outside the
building on a Friday. His goal of team building turned into a “given” and he was
disappointed.
3. There is always room for employee reward and recognition activities that generally build
positive morale in the work environment. In one company, there is a “smile team” that
meets to schedule random, fun employee recognition events. They have decorated shop
windows, with a prize to the best, for a holiday. They sponsor ice cream socials, picnics,
the “boss” cooks day, and so on, to create a rewarding environment at work. Another
company holds an annual costume wearing and judging along with a potluck lunch every
Halloween.
Rewards and recognition that help both the employer and the employee get what they need from
work are a win-win situation. Make this the year you plan a recognition process that will “wow”
your staff and “wow” you with its positive outcomes.
That’s all for this month unless you have any ideas or suggestions? This is your chapter - let us
know what’s on your mind!
Judy Perrault
President
Dulles SHRM
vprez@mindbank.com