Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554 www.hrxperts.org

April 2 0 1 3

Inside this issue:

1 An FMLA Basic FAQ

2 From the President

3 Survey Update

4 Presentation Skills

5 Role of the HR Assistant

6 New Members

7 Member Highlights

8 Safety Spotlight

9 Grant Money Available

for Training

10 Less Stress Does a Body Good

Special points of

interest:

9 ERA Special Events

FMLA and count the time against her

12 week FMLA leave bank?

The answer is yes – and, the compa-

ny should absolutely do so! The regu-

lations expressly provide that once

the employer has been placed on no-

tice that an employee has requested

an FMLA qualifying-leave, they must

then notify the employee of whether

the leave will be designated as FMLA.

To say it differently, the employer is

obligated to designate FMLA qualifying

leave as such if they become aware of

an FMLA qualifying event. The desig-

nation of FMLA leave is not left to the

employee’s discretion.

As a strategic matter, it is critically

important to properly designate all

FMLA qualifying events in order to

avoid “stacking”.

Here’s how stacking happens. Let’s

say in the situation above, instead of

two weeks, the employee was going

to be absent for 10 weeks. As above,

she planned to use her paid sick time

An FMLA Basic FAQ

(Continued on Page 12)

A common question raised by employ-

ers about FMLA leave is if an employ-

ee can elect to not use FMLA leave for

a qualifying FMLA absence.

The typical scenario involves an em-

ployee who has accrued sick leave

available. The employee places the

company on notice that she will be

absent for two weeks due to a serious

health condition. However, she re-

quests to use her two weeks of ac-

crued sick time to cover her absences

rather than take FMLA. The question

is can the employer force her to take

Tammy Bennett, Esq.

From the President

HR Managers

Need to Think

Like Economists

PAGE 2 April 2013 ©ERA

New research indicates that talent and leadership gaps are now among the top priorities for businesses today.

Here are some examples:

• The Conference Board CEO Chal-

lenge survey ranked Human Capi-tal as the most critical challenge -- above Operational Excellence (#2)

and Innovation (#3).

• Bersin Predictions for 2013 relate

that business leaders are con-cerned about their bench-strength.

54% of business leaders cite im-provement areas in their leadership pipeline and only one-quarter feel that their strategies to identify and develop high potential people are well developed.

• In the same Bersin report, identify-

ing and filling talent gaps, as well as promoting career development,

were seen to be key challenges. There are other economic issues that

play key roles and their impact is being felt by today’s businesses:

• In the US, the birth rate of 1.93 is

currently below the replacement rate of 2.1 – and the birth rate has

been consistently lagging behind the replacement rate for the past 40 years. Our falling birth rate cre-ates a workforce that has many more older people than younger people. As older people begin to

exit the workforce, there just are not enough younger workers to take their place.

• Employer demand for Skilled-

Worker (H1-B) Visas, is so high

that the entire year's supply was reserved in the first week that companies were allowed to file ap-plications.

The basic economic principle of supply and demand can be applied to the workforce and, right now, the demand for the kind of skilled workforce that

many employers seek is out-stripping supply. HR Managers need to think like econo-mists now that talent and workforce decisions have come to be viewed as

critical to an organization’s success.

Even strategic decisions such as mer-gers & acquisitions or where to locate new facilities or which new markets to enter now have major implications for HR, because these decisions may de-

pend on availability of a sustainable local workforce and/or Visas. Thinking like an economist is not all about endless analysis of data, but, rather, a more strategic view of factors that matter most to one’s business. HR

managers may then apply that

knowledge to make smarter (fact-based) decisions about allocating talent -- getting the right people with the rights skills in the right places -- so that it generates the most value for their business.

So, how do today’s HR managers effec-tively deal with the challenges of high-er demand for a shrinking supply of talented workers? An easy and time-tested way is pay them more. But,

assuming that your organization is competitive in its market, offering em-ployee incentives such as career op-

portunities, additional and ongoing training, and a company culture and working environment where employees are fully engaged, will play a key role

in attracting and keeping critical em-ployees.

Jennifer Graft, MBA, SPHR Jennifer Graft, MBA, SPHR

Survey Update

PAGE 3 April 2013 ©ERA

Here are the current survey deadlines:

Exempt Survey

extended to:

Friday,

May 3

Executive Compen-

sation Survey

mailed:

Friday,

May 3

Health and Welfare

Benefits Survey

due:

Friday,

May 10

There’s still time to participate in the

2013 Exempt Survey!

As a reminder, this survey covers posi-

tions that used to be in the Profession-

al & Supervisory Survey, and the Engi-

neering & Technical Survey. Make sure

that you get your response in so that

you can get a copy of the report as

soon as it’s available!

Also look for the 2013 Executive Com-

pensation Survey, which is coming out

on Friday, May 3. This survey covers

salary, bonus, and total compensation

for 22 high level positions. Remember,

all participants get a free copy of the

survey report.

The 2013 Health Survey is open for

participation.

Healthcare is on everyone’s mind these

days. There’s so much uncertainty and

confusion out there, that it’s hard to

know what to do with your company’s

health plan in the next few years. The

best way to make sure that you are

still competitive with your premium

costs, copays and deductibles, is to

have lots of data. Our Health Survey

can show you what’s happening in the

area, and can give you new ideas on

how to control your costs. To partici-

pate in the survey, click here.

Please contact the Survey Department

at 513.679.4120, toll free at

888.237.9554, or e-mail Doug

Matthews at dmatthews@hrxperts.org

if you have any questions about our

survey processes or need assistance

with completing your survey question-

naires.

Doug Matthews, PHR

PAGE 4 April 2013 ©ERA

Date:

Tuesdays,

May 14 & 21, 2013

Time:

8:30 am—3:00 pm

Lunch is Included

Location:

ERA Cincinnati Office

1200 Edison Drive

Cincinnati, OH 45216

PHR/SPHR/GPHR

Recertification Credits: 12

CEUs: 1.2

CPEs: 12 Personal Development

Member Fee: $295.00

*Non-member Fee: $413.00

Member Discount:

Register three or more people at

least 14 business days prior to

the program to qualify for a 5%

Group Discount.

*Pre-payment is required for non

-members.

To register, e-mail

training@hrxperts.org

or call 513.679.4120.

Perfecting Your Presentation Skills This program is designed for people at

all levels who are technically compe-

tent at their jobs, but hurt their profes-

sional credibility when required to de-

liver information in front of small and

large groups. Participants learn all of

the fundamentals of great presenting.

This program includes a videotaping of

a presentation by every participant and

a one-on-one debrief for performance

improvement.

Learning Objectives:

• Adopt the “6 Components of a

Powerful Presenter”

• Utilize the tools to help slay per-

sonal dragons and be more relaxed

• Master effective platform skills

such as: voice, body and facial

presence, gestures, handling ques-

tions and confrontations and at-

tending skills (how to bond with

your audience)

• Use visual aids (PowerPoint, flip-

charts and handouts) to add value

to your presentation

About your instructor…

Jerry Yingling, PHR, Learning &

Development Consultant, leads this

program. Jerry shares his knowledge

and experience from a wide range of

industries with participants.

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Jerry Yingling, PHR

PAGE 5 April 2013 ©ERA

Date:

Tuesday,

May 28, 2013

Time:

8:30 am—3:00 pm

Lunch is Included

Location:

ERA Columbus Office

300 East Broad St., Ste. 550

Columbus, OH 43215

CEUs: 0.6

CPEs: 6 Management

Member Fee: $165.00

*Non-member Fee: $231.00

Member Discount:

Register three or more people at

least 14 business days prior to

the program to qualify for a 5%

Group Discount.

*Pre-payment is required for

non-members.

To register, e-mail

training@hrxperts.org

or call 513.679.4120.

Role of the Human Resource Assistant This class explores the supporting

role of the HR Assistant in the deliv-

ery of HR services to the organiza-

tion. Participants are provided an

overview of pertinent federal and

state employment laws. The pro-

gram includes guidance on employ-

ment records posting and retention

issues, as well as other key HR areas

that generally fall within the domain

of the Assistant. Participants learn

how to convey good employee rela-

tions, handle questions from man-

agement and employees, and safe-

guard and maintain confidentiality.

Learning Objectives:

• Identify specific record-keeping

and posting requirements

• Introduction to applicable federal

and state employment laws: Title

VII, EPA, ADEA, ADA, FLSA, FMLA

and others

• Discuss the limitations on em-

ployment at will and other con-

cepts

• Develop the skills to support the

entire hiring process: evaluating

resumes and applications, con-

ducting screening interviews, ad-

ministering pre-employment

tests, etc.

• Identify ways to improve new

hire orientation

About your instructor…

Dawn Hays, HR Learning & Devel-

opment Consultant, leads this pro-

gram. Dawn graduated summa cum

laude from Youngstown State Universi-

ty and earned her law degree from the

Ohio State University Moritz College of

Law in 2001. Dawn was voted an Ohio

Super Lawyer Rising Star in the 2005-

2012 editions of Law & Policies Maga-

zine.

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-shows or cancellations in writing within 2 full business days will be charged.

Dawn Hays, Esq.

New Members

PAGE 6 April 2013 ©ERA

These companies

have recently

joined ERA:

Thank You for

your trust!

Antioch College Corporation is located in Yellow Springs, Ohio. Mr. Mark Roosevelt is the President. Carl W. Hall Funeral Service, Inc. is located in Warren, Ohio. Mr. Mark Hall is the

Vice President. Children’s Business Services is located in West Chester, Ohio. Ms. Vickie Bruner

is the CEO. Cinfed Federal Credit Union is located in Cincinnati, Ohio. Mr. Jay Sigler is the CEO.

Columbus Bar Association is located in Columbus, Ohio. Ms. Jill Snitcher McQuain is the Executive Director. CompDrug is located in Columbus, Ohio. Mr. A. Dustin Mets is the CEO.

Dugan & Meyers Construction Co. is located in Cincinnati, Ohio. Mr. Jerome Meyers is the CEO. Kolar Design is located in Cincinnati, Ohio. Ms. Kelly Kolar is the Chief Creative Officer.

Norton Outdoor Advertising, Inc. is located in Cincinnati, Ohio. Mr. Daniel Norton

is the President. Pilsen Imports, Inc. is located in Cincinnati, Ohio. Mr. Bruce Tillinghast is the President. Reis Nichols Jewelers is located in Indianapolis, Indiana. Mr. BJ Nichols is the President.

RPM Midwest, LLC is located in Cincinnati, Ohio. Mr. Sam Thompson is the Owner. Society of St. Vincent DePaul Council of Northern Kentucky is located in Covington, Kentucky. Mr. Ralph Bradburn is the Executive Director.

Toyota Boshoku-America is located in Erlanger, Kentucky. Mr. Shige toshi Miyoshi

is the CEO. Volunteers of America is located in Columbus, Ohio. Mr. Dennis Kresak is the Presi-dent & CEO.

Member Highlights

PAGE 7 April 2013 ©ERA

Welcome, new

members to ERA—

Thank you for

your membership!

Kolar Design is a premier creative con-sultant specializing in strategy, design and execution; offering innovative and holistic solutions with integrity for the

benefit of their partners and the bet-terment of their world. Their unique blend of brand strategy and interpre-

tive storytelling enable them to create memorable experiences within the built environment that attract, inform, com-municate and inspire.

Cinfed Credit Union is a financial co-operative owned and operated by their members. Their mission is to be the first choice in financial solutions be-

cause they care about their member’s success. Cinfed Credit Union serves anyone who lives, works, worships, attends school or regularly conducts business in Hamilton, Kenton, Camp-bell or Boone counties. Visit their Website

Norton Outdoor Advertising is Cincin-nati's family owned and operated out-door advertising company. Established in 1949, Jerry Norton started the busi-

ness to fulfill a need in the Cincinnati business community for affordable out-

door advertising. At Norton Outdoor Advertising, they'll tailor your outdoor package to get the most return on your investment. Dedi-

cated, professional and experienced staff are ready to help with your adver-tising and marketing solutions. Visit their Website

Real Property Management is a licensed real estate brokerage and full service property management compa-ny based in Cincinnati, Ohio. RPM pro-

vides comprehensive real estate man-agement, rental home, and leasing services. They have offices in Colum-bus, Dayton, and Cincinnati. RPM Mid-west manages property in or around every city throughout Southwest Ohio and Northern Kentucky.

Real Property Management is the larg-

est real estate management in the US with over 200 locations, managing over 30,000 rental properties nationwide. Visit their Website

CompDrug is one of the largest com-prehensive organizations in Ohio offer-ing prevention, intervention and treat-ment programs for persons with sub-

stance abuse problems and a provider of institutional and community based corrections programs. Visit their Website

PAGE 8 April 2013 ©ERA

Safety Spotlight

OSHA Standards

for Control of

Hazardous

Energy Sources

(Lockout/Tagout)

The OSHA standard for The Control of

Hazardous Energy (Lockout/Tagout),

Title 29 Code of Federal Regulations

(CFR) Part 1910.147, addresses the

practices and procedures necessary to

disable machinery or equipment,

thereby preventing the release of haz-

ardous energy while employees per-

form servicing and maintenance activi-

ties. The standard outlines measures

for controlling hazardous energies—

electrical, mechanical, hydraulic, pneu-

matic, chemical, thermal, and other

energy sources. In addition, 29 CFR

1910.333 sets forth requirements to

protect employees working on electric

circuits and equipment. This section

requires workers to use safe work

practices, including lockout and tagging

procedures. These provisions apply

when employees are exposed to elec-

trical hazards while working on, near,

or with conductors or systems that use

electric energy.

Why is controlling hazardous ener-

gy sources important?

Employees servicing or maintaining

machines or equipment may be ex-

posed to serious physical harm or

death, if hazardous energy is not

properly controlled. Craft workers, ma-

chine operators, and laborers are

among the 3 million workers who ser-

vice equipment and face the greatest

risk. Compliance with the lockout/

tagout standard prevents an estimated

120 fatalities and 50,000 injuries each

year. Workers injured on the job from

exposure to hazardous energy, lose an

average of 24 workdays for recupera-

tion.

How can you protect your work-

ers?

The lockout/tagout standard establish-

es the employer’s responsibility to pro-

tect employees from hazardous energy

sources on machines and equipment

during service and maintenance. The

standard gives each employer the flexi-

bility to develop an energy control pro-

gram suited to the needs of the partic-

ular workplace and the types of ma-

chines and equipment being main-

tained or serviced. This is generally

done by affixing the appropriate lock-

out/tagout devices to energy-isolating

devices and by de-energizing machines

and equipment. The standard outlines

the steps required to do this.

Why do employees need to know?

Employees need to be trained to en-

sure that they know, understand, and

follow the applicable provisions of the

hazardous energy control procedures.

The training must cover at least three

areas: (1) aspects of the employer’s

energy control program; (2) elements

of the energy control procedure rele-

vant to the employee’s duties or as-

signment; (3) and the various require-

ments of the OSHA standards related

to lockout/tagout.

What must employers do to protect

employees?

The standards establish requirements

that employers must follow when em-

ployees are exposed to hazardous en-

ergy while servicing and maintaining

equipment and machinery. Some of

the most critical requirements from

these standards are outlined below:

(Continued on Page 11)

PAGE 9 April 2013 ©ERA

Leadership Skills for Group Lead-

ers will take place on Wednesdays,

May 1, 8 & 15,

8:30 am—4:00 pm

FMLA Essentials will take place on

Thursday, May 2,

8:30 am—3:00 pm

Role of the HR Assistant will take

place on Tuesday, May 28,

8:30 am—3:00 pm

Discipline and Discharge for

Managers & Supervisors will take

place on Thursday, May 29,

8:15 am—12:15 pm

OSHA 30-Hour General Industry

Outreach Training (Book addition-

al $35.00) will take place on

Wednesdays, May 1, 8, 15, 22 & 29,

9:00 am—4:00 pm

Excellence in Leadership I will take

place on Tuesdays, May 7, 14, 21,

28, June 4 & 11,

8:15 am—12:15 pm

Communication Skills for Team-

work will take place on Thursday,

May 9,

8:30 am—3:00 pm

Advanced FMLA will take place on

Thursday, May 9,

8:30 am—11:30 am

Perfecting Your Presentation

Skills will take place on Tuesdays,

May 14 & 21,

8:30 am—3:00 pm

Role of the HR Assistant will take

place on Thursdays, May 16 & 23,

9:00 am—12:00 pm

Leadership Skills for Group Lead-

ers I will take place on Thursdays,

May 16 & 23,

8:15 am—3:45 pm

To register for classes,

e-mail training@hrxperts.org or

call 888.237.9554.

ERA Special Events Legal Breakfast Briefing

“The NLRB’s Expanding Agenda”

Michael Glassman

Dinsmore & Shohl, LLP

Tuesday, May 21

8:30 am—9:30 am

ERA Cincinnati Office

Member Fee: $25.00

Non-Member Fee: $35.00

To Register...

Legal Breakfast Briefing “Update on Social Media in the Work-place”

Curtis Cornett Cors & Bassett

Tuesday, June 18

8:30 am—9:30 am

ERA Cincinnati Office

Member Fee: $25.00

Non-Member Fee: $35.00

To Register...

Columbus Training

Cincinnati Training

Grant Money Available for Training Organizations that are looking for ways to defray some of the costs for training their staff may want to consider the American Grants and Loans Catalog. The new and revised 2013 edition is now available and contains more than 2,800 financial pro-grams, subsidies, scholarships, grants and loans offered by the US federal govern-

ment. In addition, the catalog features access to over 2,400 programs funded by private corporations and foundations. That is over 5,200 programs available through vari-ous financial organizations. NEW: Access to a live Database that is updated on a daily basis. This product also

provides daily e-mail alerts as programs are announced.

The Database is also available with IP recognition. This allows logins without a username or password (Great for libraries or educational institutions who want their users to access the database).

Businesses, students, researchers, scientists, teachers, doctors, private individuals, municipalities, government departments, educational institutions, law enforcement agencies, nonprofits, foundations and associations will find a wealth of information that will help them with their new ventures or existing projects. The document is a fully searchable PDF file that allows easy access for specific needs and interests. Simply enter keywords to search through the publication.

Click here for more information.

PAGE 10 April 2013 ©ERA

ERA Staff Members

TAMMY BENNETT

JIM CARTER

DAN CHANEY

BARBARA ENGLAND

DANYETTE FOULKS-YOUNG

JENNIFER GRAFT

PATTI GROGAN

LORI HALL

DAWN HAYS

MONIQUE KAHKONEN

PETER LANDESMAN

JANIECE MASON

DOUGLAS C. MATTHEWS

RALPH NEAL

MIRANDA NEIKE

JESSICA PARSONS

CAROLYN POTTER

CAROL REUBEL

APRIL RISEN

JANEEN ROMP

JERRY YINGLING

Less Stress Does a Body Good Most people deal with stress every

day—at work, at home and probably

everywhere in between. Every time

you’re stressed, your body responds.

Your heart rate goes up. You start

breathing faster. Generally speaking,

you feel a little worse than you did

when you were calm. Your body is

back to normal in about 90 minutes,

but the effect on your health lasts

much longer. Stress not only affects

your mood, but physical side effects

like headaches, upset stomach or loss

of sleep are common. Eventually,

stress can weaken your immune sys-

tem and make it tougher to fight off

illness.

Each person reacts to stress different-

ly, so it’s important to find out what’s

causing it. Sometimes the source is

clear (e.g., financial troubles, getting

married, having a baby). Other times,

you may not know why you feel the

way you do. Either way, stress is

something you can control if you know

how.

The following tips will help you under-

stand your stressors and how to handle

them a little better:

• Write things down. Try starting a

“stress journal” and write down

what things are bothering you.

Write about how you reacted and

what you did to deal with the

stress. Keeping a journal can help

you find out what’s causing your

stress and what steps you can take

to handle it better.

• Keep a schedule. Learn better ways

to manage your time. You may get

more done with less stress if you

make a schedule. Think about

which tasks are most important

and do those first. If things do

start piling up, don’t be afraid to

ask for help. People who have a

strong network of family and

friends tend to manage stress bet-

ter.

• Make time to relax. Don’t neglect

doing the things you enjoy. Making

time for your hobbies will help dis-

tract you from your worries or dis-

comforts. Watch some TV, listen to

the radio, read, see a movie or

work with your hands by doing a

puzzle, building a model or paint-

ing. Volunteer work can also be a

great stress reliever.

(Continued on Page 12)

PAGE 11 April 2013 ©ERA

ERA BOARD OF

DIRECTORS

OFFICERS

*CHAIR

Lynn M. Mangan,

Vice President, Client Services

Paycor, Inc.

*Vice-CHAIR

Katharine Weber,

Attorney at Law

Jackson Lewis, LLP

*TREASURER

Mark Hausfeld,

Vice President

C. W. Zumbiel Company

*SECRETARY

Jennifer M. Graft,

President & CEO

Employers Resource Association

DIRECTORS

Chuck Aardema,

VP, Human Resources

totes Isotoner Corporation

Janet Collins,

President

Ghent Manufacturing, Inc., VCPG

Sharyl Gardner,

Chief Administrative Officer

Midmark Corporation

Bob Garriott,

VP, Information Systems

KAO Corporation

Michelle Murcia,

President & Interim Executive

Director

Advanced Energy Economy Ohio

Tiffany White,

CPA, Principal

Clark Schaefer Hackett

Peggy Zink,

President

Cincinnati Works

* Executive Committee Members

• Develop, implement, and enforce an energy control program.

• Use lockout devices for equipment that can be locked out. Tagout devices may

be used in lieu of lockout devices only if the tagout program provides employee

protection equivalent to that provided through a lockout program.

• Ensure that new or overhauled equipment is capable of being locked out.

• Develop, implement, and enforce an effective tagout program if machines or

equipment are not capable of being locked out.

• Develop, document, implement, and enforce energy control procedures.

[See the note to 29 CFR 1910.147(c)(4)(i) for an exception to the documenta-

tion requirements.]

• Use only lockout/tagout devices authorized for the particular equipment or

machinery and ensure that they are durable, standardized, and substantial.

• Ensure that lockout/tagout devices identify the individual users.

• Establish a policy that permits only the employee who applied a lockout/tagout

device to remove it. [See 29 CFR 1910.147(e)(3) for exception.]

• Inspect energy control procedures annually.

• Provide effective training as mandated for all employees covered by the stand-

ard.

• Comply with the additional energy control provisions in OSHA standards when

machines or equipment must be tested or repositioned, when outside contrac-tors work at the site, in group lockout situations, and during shift or personnel changes.

Article provided by RiskControl360, a CareWorks company and an ERA Partnered Service. For more information, contact RiskControl360’s Group Safety Coordinator, Lisa Shaver at 877.360.3608 ext. 2367.

(Continued from Page 8 “OSHA Standards for Control of Hazard-ous Energy Sources (Lockout/Tagout)”)

PAGE 12 April 2013 ©ERA

to cover her absence. If the leave is not designated as FMLA and the 10 weeks

are not deducted from her 12 FMLA leave bank, when the employee returns from

leave, she will still have 12 weeks of FMLA remaining. In other words, instead of

a total of 12 weeks of leave for her qualifying FMLA event, she will receive 22

weeks!

For this reason, most prudent employers will require the FMLA leave run concur-

rently with other forms of paid leave such as sick pay. This way, the two weeks

of absence for the employee’s serious health condition will result in a 2 week de-

duction from her FMLA leave bank, which is unpaid, and will also result in a 2

week deduction from her paid sick time.

If you have any questions about the administration of FMLA or ADA, please con-

tact on the HR Hotline at 513.679.4120, toll free at 888.237.9554.

(Continued from Page 1 “An FMLA Basic FAQ”)

• Get more exercise. Regular exercise is one of the best ways to manage

stress. Start going for walks every night, use the stairs at work or power

walk through the mall or grocery store. Or, you could learn about a new ac-

tivity to help you relax, like meditation, yoga or simple breathing exercises.

• Start eating better. When your body feels good, your mind often does, too.

Make time for meals and try not to "eat on the run." Using junk food as a

stress reliever (or skipping meals entirely) usually makes stress-related

symptoms even worse. Also, try to avoid or limit how much caffeine and al-

cohol you drink.

You’ll probably never get rid of all the stressors in your life. But these tips can

help you understand and manage your reaction to situations you can’t control.

Once you do, you will be able to start feeling better—both physically and mental-

ly.

Article supplied by Medical Mutual®, an ERA Partnered Service.

For more information about Medical Mutual®, please visit MedMutual.com.

(Continued from Page 10 “Less Stress Does a Body Good”)

Do you need more information about a service or program offered by ERA?

Would you like to talk to one of our experts in a particular specialty?

Here’s a list of some of our most popular services, and the main contact person for each of them.

In Cincinnati, please call: 513.679.4120 | In Columbus, please call: 614.538.9410

PAGE 13 April 2013 ©ERA

Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554

www.hrxperts.org

Register For Training Today! See Page 9 For Upcoming Classes.

Cincinnati Columbus

Hotline ········································· Dan Chaney Lori Hall / Barb England

Administration and Posters ·········· April Risen April Risen

Compensation Services ················ Jennifer Graft Jennifer Graft

Affirmative Action Plans ··············· Carol Reubel Lori Hall

HR On-Demand Services ·············· Carol Reubel Lori Hall

Employee Engagement Surveys ··· Carol Reubel / Danyette Foulks-Young Lori Hall

Recruiting ···································· Carol Reubel Lori Hall

Training & Development ·············· Ralph Neal Dawn Hays

Assessments ································ Patti Grogan Patti Grogan

Compliance Issues ······················· Tammy Bennett Tammy Bennett

Reference Center ························· Dan Chaney Lori Hall

Roundtables ································· Dan Chaney Lori Hall / Barb England

Salary and Benefits Surveys ········· Douglas C. Matthews Douglas C. Matthews

Custom Surveys ··························· Douglas C. Matthews Douglas C. Matthews

Membership ································· Jim Carter Jessica Parsons

Peter Landesman Peter Landesman