Skip to Page Content

October 2007 Newsletter


OCTOBER MEETING HIGHLIGHTS

The Human Resources Association of Treasure Valley is pleased to announce the October program "New Ways to Manage the Multi-Generational Workforce" presented by Patricia Kempthorne. For the first time in our country’s history, there are four distinct generations active in the workforce at the same time. The increased diversity has presented new challenges for managers attempting to establish the most flexible, effective workplaces possible. I will examine the change in demographics of the American workforce, the trends that are most prevalent, the issues surrounding multi-generational communication, and the strategies for engaging talented workers across their spectrum of backgrounds and view points.

I. Flexibility and the multi-generational workforce
II. Demographics
III. What is the "new" workplace
IV. Characteristics of the generations
V. Managing, Communicating, Training

Patricia Kempthorne founded, in 2005, The Twiga Foundation, Inc. as a non-profit corporation dedicated to inspiring, promoting and maintaining a family-consciousness at home, in the workplace and in the community. The Twiga Foundation is currently working in partnership with The Families and Work Institute of New York and the Institute for a Competitive Workforce, an affiliate of the US Chamber of Commerce, to promote the Alfred P. Sloan Award for Business Excellence in Workplace Flexibility in communities across the country. In addition the Twiga Foundation, Inc. is participating in Workplace Flexibility 2010 project with the Georgetown University Law Clinic to help create a dialogue of policy consensus in the area of workplace flexibility and with the Women's Bureau of the U.S. Department of Labor to help expand the number of employers who adopt workplace flexibility programs and policies in the northwest. The Twiga Foundation, Inc. also supports the work of the Forum for Youth Investment with Kempthorne serving as a senior advisor on Governor’s Children’s Cabinets.

While serving as the first lady of Idaho from 1999 to 2006, Patricia Kempthorne volunteered her time as a leading advocate for family and children’s issues. Mrs. Kempthorne continues to work with a number of programs with a special focus on the prevention of substance abuse in communities. She serves on the Board of Directors of the Leadership to Keep Children Alcohol Free Foundation, a unique coalition of Governors’ spouses and emeritus spouses, federal agencies, and public and private organizations dedicated to prevent the use of alcohol by children ages 9 to 15. In 2003 President Bush appointed her to the Advisory Commission on Drug-Free Communities to which she was then elected as Co-Chair. Under Congressional mandate commission members advise and make recommendations to the Director of the Office on National Drug Control Policy for activities related to community coalitions and the Drug-Free Communities Program Mrs. Kempthorne, also, serves on the St. Luke’s Children’s Hospital Board of Directors, SPAN USA Board of Directors, University of Idaho College of Business and Economics Advisory Board

Mrs. Kempthorne and her husband, Secretary of the Interior, Dirk Kempthorne, have been married since 1977, have two grown children and a daschund named Truman. They value most the time spent together as a family.

This program has been approved for 1 recertification credit hour toward PHR, SPHR and GPHR recertification through the Human Resource Certification Institute (HRCI). Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HRCI homepage at

www.hrci.org.

"New Ways to Manage the Multi-Generational Workforce"

Presented by
Patricia Kempthorne


Wednesday, Oct. 17, 2007
11:30 a.m. to 1:00 p.m.
Boise State University

Student Union Building, Jordan A & B


Enter the SUB on the corner of Lincoln and University or by the "games" area on University. The back entrance is closed due to construction. Parking is in the new garage which is at University/Lincoln/Belmont/ Michigan. Entrance to the parking garage is on Belmont. HRATV has spots reserved, so mention you are with the "HRATV Event" but please carpool if you can.

Menu

: Idaho Spud Bar – Jumbo Idaho baked potatoes with various toppings including bacon, steamed broccoli, homemade chili, and sautéed mushrooms, served with tossed salad and selection of cookies and brownies. If you have any special dietary requests, please let us know ahead of time so we can accommodate.

Cost

: $15.00 ($20 for non-members; $5 for students). Please make checks payable to HRATV. VISA, MasterCard, American Express, Discover are accepted.

RSVP

: Reservations needed to guarantee seating no later than Friday, October 12, 2007. Space is limited to first 120 people who R.S.V.P.

If you need to cancel your reservation, please do so by 5 p.m. on Monday, Oct. 15, or you will be invoiced for the cost of attending.


Domestic Violence in the Workplace: What You Can Do

Excerpt from © Soroptimist International of the Americas White Paper: Domestic Violence March 2007

Domestic violence takes a huge economic toll on both the workplace and the general economy. According to the Centers for Disease Control (CDC), domestic violence victims lose a total of nearly eight million days of paid work a year—the equivalent of more than 32,000 full-time jobs. Domestic violence in the U.S. causes an estimated $975 million in lost wages for victims just in days missed from work. Victims are often trapped in low paying jobs because of having to change jobs frequently. Lower productivity and absenteeism prohibits these women from receiving raises and pay increases. (Domestic Violence Reduces Business Productivity and Profit). In addition, respondents to a Family Violence Prevention Fund study reported that abuse also affected their ability to keep a job.

Violence in the Workplace, a 2005 landmark study from the Corporate Alliance to End Partner Violence (CAEPV), found that 21 percent of those surveyed were at some point victims of domestic violence. Of those who identified as domestic violence victims, 48 percent indicated a comprehensive work place domestic violence awareness program would have been helpful and 43 percent wished their employers offered training on domestic violence.

Simple steps can be taken by businesses, large and small, to protect women and their co-workers, help them stay safe from violence, and find needed resources. Companies should have formal policies and domestic awareness training. The first step is for supervisors and co-workers to understand domestic violence and recognize the signs.

The workplace may be the only place a woman has sanctuary from her abuser and where she is safe to receive help and support. Supervisors and co-workers should be encouraged to keep their eyes and ears open for signs that a woman in their office may be being abused. Some warning signs include:

• Social withdrawal from co-workers.

• Bruises or physical complaints that show signs of assault (but may often be explained as being caused by accidents).

• Crying or outbursts of anger when on the phone.

• Frequent personal calls that leave her upset.

• Frequent or unexplained absences or lateness.

• Reduced productivity, decline in job performance and a lack of concentration.

Even though warning signs may be present, a victim of domestic violence is often reluctant to discuss it out of embarrassment or fear—which means the situation should be handled with extreme care. Communicate support even if the woman is not ready to discuss her abuse. If a woman admits to being abused, a co-worker or supervisor can approach her using the following strategies, as suggested by the American Federation of State, County and Municipal Employees (AFSCME):

• Believe the victim.

• Encourage her, but don’t pressure her to talk about the abuse.

• Respect her need for confidentiality.

• Listen to the victim and support her feelings without judging.

• Let her know she is not alone.

• Reassure the victim that the abuse is not her fault and she is not to blame.

• Give her clear messages that she can’t change her partner’s behavior; apologies and promises will not end the violence; and that violence is never justifiable.

• Physical safety is the first priority. Assess the victim’s physical safety, discuss the woman’s options and help her make plans to ensure her safety and the safety of her children.

• Give the victim agency. Allow her the time she needs to make her own decisions.

• If she is not ready to make major changes, do not withdraw support.

• Provide the woman with a list of key community resources that support and work with victims of domestic violence.

• Encourage the victim to save any abusive e-mails or telephone messages from her partner.

Positive communication and affirmation is desirable when speaking with a domestic violence victim. Some statements and actions must be avoided, as they can be harmful and even dangerous:

• Avoid judgmental or domineering language. Don’t tell the victim what to do, when to leave, or when not to leave.

• Don’t tell her to go back to her abuser or to try a little harder to make the relationship work.

• Don’t attempt to rescue the woman by trying to make decisions for her.

• Don’t attempt to mediate the situation by offering to talk to the woman’s partner to straighten things out.

• Don’t advise the victim to stay in the abusive relationship because of the children.

Workplace Guidelines

In addition to creating awareness about domestic abuse and teaching employees how to recognize the signs and reach out to victims, companies should be proactive and have policies in place for dealing with domestic violence in the workplace. These policies will communicate to workers that in addition to an awareness of and understanding

about domestic violence, resources may be available to help victims. This is particularly important since many victims are reluctant to disclose their situation. Even if a woman is not ready to confide in her co-workers or supervisors, making workplace policy information available could assist her in finding help outside of the office (Swanberg, Logan and Macke).

The following suggestions for employers were compiled from information in Christina Morfeld’s Domestic Violence is a Workplace Problem, AFSCME’s Unions Respond to Domestic Violence, and Soroptimist’s Workplace Domestic Violence Guidelines:

• Design employee assistance programs as a way to foster respect, trust and open communication.

• Have a formal domestic violence policy on file, including guidelines on confidentiality, schedule and leave flexibility, procedures that supervisors are to follow if they believe a subordinate may be a victim, steps victims should take, and available resources.

• Include information about domestic violence and the employer’s response in orientations for new employees and in the organizational handbook.

• Make reasonable efforts to maintain a secure office environment.

• Support local domestic violence shelters with clothing, toys, and furniture drives or with funding as a way to raise awareness of the problem.

Once a woman has made it known that she is a victim of domestic violence, employers can offer a number of strategies to ensure her safety:

• Change the employee’s work station and/or schedule.

• Provide the woman with parking near the front door and an escort to walk her to and from her car.

• Provide photos of the employee’s abuser to security personnel and the receptionist.

• Remove the woman’s e-mail address and telephone extension from public directories.

• Have another employee or third party screen the victim’s telephone calls and e-mail messages.

• Change payroll addresses, direct deposit information or beneficiaries, as needed.

A study presented at the 2006 International Work, Stress and Health Conference found that victims of domestic violence are more likely to stay employed when the workplace offers some type of support. Workplace support initiatives that include flexible working hours, supervisor-approved workload modifications, and implementation of safeguards such as the screening of telephone calls, may help victims stay employed. Both employers and employees finally are recognizing the significance of domestic violence as a workplace concern.

A 2002 Liz Claiborne, Inc, Corporate Leader Survey found that 68 percent of

corporate leaders believed that a company’s financial performance and productivity would benefit if domestic violence were addressed among its employees. An organization’s bottom line and the emotional well-being of all employees depend on a company’s willingness to create a safe and enlightened workplace.

Treasure Valley area resources for domestic abuse victims:

Boise – WCA 208-343-7025

Caldwell - Hope’s Door 208-459-4779

Nampa – Valley Crisis Center 208-465-5011

-- Submitted by Deni Hoehne, Community Affairs Chair

Domestic Violence Awareness Month events:

Grapes Against Wrath

Winetasting & Silent Auction

Benefiting FACES, Idaho Coalition Against Sexual & Domestic Violence, Idaho Legal Aid Service and Idaho Legal Aid Service

Oct. 18, 5:30 – 8:30 pm
Boise Depot

Tickets - $40/person
RSVP 208-384-0419

 Faces of Hope

Dinner and Silent Auction

Benefiting Hope’s Door
Domestic Crisis Shelter

Keynote Speaker: Rebecca Miles,
Vice-Chair, Nez Perce Tribe

Oct. 20, 6:00 pm
Idaho Hispanic Cultural Center

Tickets - $25/person
RSVP 208-459-6279


Want to Know More?

The Women’s & Children’s Alliance (WCA) provides several free educational opportunities to learn more about Domestic Violence and Sexual Assault:

If These Walls Could Talk

: an informative 1 hour talk about Domestic Violence and the WCA (Call Susan Kelley at 343-3688, ext 39)

Oct 16th 7:30 – 8:30 am

Oct. 18 4:00 – 5:00 pm

Nov 14 7:30 -8:30 am

Intro to Domestic Violence and Sexual Assault :

A free three evening class providing an in-depth look at these issues with presentations from WCA Staff, law enforcement and agencies and coalitions against violence toward women and children.

Evenings, Nov. 26, 27, 29 (Call Jamie Cain at 343-3688, ext 18)


2008 Board of Directors

The 2007 Board of Directors is putting together the list of Board members for 2008, and we’re still looking to fill a couple of Assistant Chairperson roles. For anyone interested in getting more involved with HRATV, this is a wonderful opportunity to work closely with a current Board member to learn a specific area, and learn more about how HRATV functions. Also, for anyone interested in serving on a committee or in another capacity, please let us know! Please let us know as soon as possible of your desire to participate in the direction of HRATV! You can e-mail us at webmaster@hratv.org, or contact Kayce McEwan, 2007 HRATV President at kayce.mcewan@simplot.com or at 389-7320.

Thank you for your commitment to HRATV!!


If you attended the SHRM National Conference and have a speaker to recommend for our membership meetings, we would like to hear from you. Please contact Lynn McConnell at
lynn@price-associates.com.

HRATV Newcomer of the Year Award Nomination Information

In 2006, HRATV initiated an award to honor the newest members of our profession . The "Newcomer of the Year" award will be given annually each December to persons with less than three years of Human Resources experience that exemplify the character and dedication of our profession.

Winners will be recognized at the December HRATV meeting, and will receive a scholarship to the HRATV annual conference along with a plaque commemorating their achievement.

If you know of a deserving new HR professional, please fill out a nomination form on www.hratv.org by November 30. The nomination form requests the following information:

* Name of person making nomination and contact information

* Name of Award Nominee

* Job Title

* Total years in HR

* Brief description of job responsibilities

* Reason for nomination (such as professionalism, aptitude, commitment to the profession, accomplishments, etc.)


NEW MEMBERS


Professional

Vic Allcorn, Metalcraft Inc.
Cammas Hall, PersonalShopper.com
Sherry Hartman, PHR, Northwest Nazarene University
Monique Mortensen, Mass Mutual Financial Group

Associate

Sarah Cummings, MotivePower
Janalyn Ott, PHR, St. Alphonsus Regional Medical Center
Brad Verigan, GF&cC Holding Company

Affiliate

Ty Arlint, Aerotek Inc.


Members on the Move

During the year we have members who receive promotions, move into new positions with new employers, or move into different positions with their current employers. To help all of us with our networking (plus just keeping up with each other since inquiring minds want to know), we'd like to list position changes in our monthly newsletter. If you are on the move, please e-mail us at webmaster@hratv.org and let us know where you're going or what position you're moving into. Please also be sure to update your contact information in the online Membership Directory. Following are some of our members on the move:

Kara Blumberg, Professional Services Consultant, SuccessFactors
Carrie Elliott, HR Manager, Blackhawk Industries
Heidi Jones, Benefits Supervisor, Blue Cross of Idaho
Bobbie Madsen, HR Consultant, Wells Fargo


HRATV Board Meeting
October 4, 2007
Hispanic Cultural Center, Nampa

Attending: Michelle Allison, Deni Hoehne, Susannah Arnim, Pat Duncan, Bae Emilson, Christopher Gilliam, Lynn McConnell, Kayce McEwan, Denise Metcalf, Laurie Nowierski, Michele Ouellette and Jaye B Pierce

Unable to attend: Angela Beckstead, Steve Berenter, and Jan Baxter

Kayce called the meeting to order at 7:45 a.m.

President’s Report: The Nominations Committee is putting together the slate of officers and Board members for 2008. The candidates will be presented to the Board within one week. The membership will vote on the candidates at the October membership meeting.

Arrangements: The October meeting will be held at Boise State University. Our meeting room has been changed due to construction. We will be limited to the first 120 people who RSVP due to fire regulations. BSU has a new parking garage and directions to the garage will be provided to the membership. Jaye B. has reserved the Courtyard by Marriott for all of the 2008 meetings. In reviewing the costs of each facility the Marriott is comparable. No reservation was made for the annual conference in April.

Michele stated that we continue to receive late RSVPs each month in addition to those who show up at the door without a reservation. The problem seems to be getting worse which makes it difficult to anticipate how many people to expect. She is concerned that we may not have enough seats for everyone. A suggestion was made to use an auto-responder on the Yahoo email account for those reservations made after the deadline. Another suggestion was made to charge more for late reservations and for those who show up at the door without a reservation. Kayce suggested we respond to late RSVPs by saying "the numbers have already been turned in to the hotel. We will only have room if there is a cancellation." Others were concerned that we do not want to turn people away unnecessarily. If we are running out of room we may have to make people wait at the door to see if there are any no-shows.

Laurie presented information about credit card processing options. The system we currently use does not submit the numbers to the bank immediately and the receipts we provide show the entire credit card number. We have the option of moving to a wireless system. The wireless system would cost more and would not replace the current online system we utilize. We would like to continue to encourage people to pre-register online. Jaye B., Michele and Laurie will meet to discuss these options as well as the late RSVP issue. Any changes would be implemented in January and could be communicated to the membership this year.

Treasurer Report: Pat presented the monthly Treasurer Report. A new budget will be prepared and presented to the new Board in December. Bae inquired about the BSU student scholarships. The new Board will decide about that in December when they approve the new budget.

Certification: Christopher met with 9 people on the 20th for the first study group. They had 14 people attend the following week, with a total of 17 people on the list to attend. They will meet on Thursday evenings through December 13 (with some exceptions as noted in the newsletter). They are currently meeting at the Black Eagle Business Park but the location may change. Christopher also has a list of 3 people interested in taking the exam in 2008. HRATV will apply for the SHRM scholarship next year in hopes of obtaining funds for additional study materials. The deadline to apply this year has passed. Bae reported that 19 people have signed up for the BSU Recertification course, many of whom are HRATV members. The deadline to register for the PHR/SPHR/GPHR exam is Oct. 12. Late registration is available until Nov. 16 ($50 late fee applies). To register, visit:

http://www.hrci.org/Certification/EXAMAPP/EXAMFEE/http://www.hrci.org/Certification/EXAMAPP/EXAMFEE/

Membership: Susannah presented 8 candidates for membership. Jaye B. made a motion to approve all eight. Michelle seconded and the motion was approved.

Programs: Lynn has arranged for Patricia Kempthorne to speak at the October meeting. The Diversity Players will present at the November meeting and someone will discuss the Sloan Awards at the January meeting. Deni provided some handouts about new Competencies for HR for the Board to review. This may be HRATV’s theme for 2008 as it will encompass many types of presentations during the year. There may be a presentation from someone at Healthwise about HSAs. We are almost booked through May 2008. Bae suggested we update the website with information about topics and speakers as it becomes available so people can look ahead to what is coming.

Conference: Denise will reserve the Nampa Civic Center for the Annual Conference on Thursday, April 10, 2008. The theme for the conference is still being discussed. She will put together a committee to work on the details. Denise also plans to attend the Eastern Idaho Chapter’s conference next week. She will see if there are any speakers who might be possible presenters at our conference. Kayce will forward the conference information to Laurie to have posted on the website.

Student Chapter: Bae attended the first student chapter meeting. She encouraged them to attend our monthly meetings. BSU had a successful career fair in the Fall.

Community Affairs: Deni contacted each of the area Chamber of Commerce offices to inquire about membership. The cost ranges from $150-250. Deni suggested we think about our reason for joining and who would attend meetings. Bae offered to attend the Boise Chamber meetings on behalf of HRATV. Some benefits to the membership are that they would receive the member rate if their company joins and they can attend Chamber events. The information will be taken to the new Board for discussion. Kayce suggested that it might be beneficial to have two people share the Community Affairs position. Deni will submit information for the October newsletter about Domestic Violence Month and will prepare an activity for the October as part of the "These Hands Don’t Hurt" campaign. The "Grapes against Wrath" event is on October 18 and the Hope’s Door Benefit is on October 20.

The meeting ended at 9:00 a.m. The next regular Board meeting will be November 1st at 7:30 a.m. at Christopher Gilliam’s office in Nampa.