2012 Roundtable Registration Forms
The Vets 100 and 100(a) online report-
ing sites are now live. Contractors will
have up to 60 days to submit reports,
from November 1 to December 30,
2011. Reports will not be accepted for
the 2011 filing cycle after December 30,
2011.
If you have questions or would like more
information please contact Carol Reubel,
Carolyn Potter or Jeff Lucas in Cincinnati
at 513-679-4120 or email:
[email protected] or Lori Hall in
Columbus at 614-538-9410 or
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
November 2 0 1 1
Inside this issue:
1 Federal Contractors
2 From the President
3. Survey Update
4. Upcoming Training
6 Member Highlights
7 New Members
8 Safety Spotlight
11. Law Review
Special points
8. ERA in the News
Ohio Labor Law Posters
9 ERA Special Events
10 IRS Cuts Cell Phone Tax
12. Tom Eberwein Retiring
Federal Contractors Update – Vets 100 & 100(a) Reports
Looking for an informal forum to share information, ideas, and experiences among
your peers? Look no further than ERA for our Roundtables. We anticipate full par-
ticipation in these highly valuable, member-only, peer group meetings, and look
forward to new members joining. Many of you told us in our Member Survey how
truly valuable these roundtables are to you.
Please click the appropriate link to register.
Cincinnati Columbus
HR Roundtable HR Roundtable
Safety Roundtable Safety Roundtable
Sales Roundtable
CEO Roundtable
CFO Roundtable
To become a promising small busi-
ness, CEOs need to develop and
enhance the skill of hiring, training,
and motivating people. The key is to
remember that employees stay and
actively contribute to the team effort
when their career goals match what
the company is trying to achieve. As
soon as this varies, great employees
who were outstanding in the past,
leave for another company. Here are
10 ways to motivate and retain the
best people:
• Challenge them weekly. As
expectations are raised, their level
of performance (and job satisfac-
tion) will increase.
• Reward for attitude, not just
skills. With a great attitude, new
skills can always be learned. With
a lousy attitude, not much will
ever be accomplished.
• Give an opportunity to build a
career, not just make money.
Show every employee where they
can go from here.
• Be one of the leading places to
work. Give employees bragging
rights at every party.
• Pay well. Give the best employ-
ees “golden handcuffs” by paying
above market rates and provide
incentives.
• Give them the ability to make
their own decisions. Surveys
show that employees that are able
to have control over their daily
environment have a higher level
of job satisfaction and stay longer.
• Be the boss that communicates
effectively. Know when to be the
coach and when to be the boss.
• Clearly state the company‟s
beliefs. Ensure that every
company action is in line with
stated goals.
• Recognize that employees have
personal goals too.
• Fire bad employees. There is
nothing more debilitating to hard
working employees than a peer
who is not doing their job. Weed
out the non-performing employ-
ees quickly. Constantly assess
the team‟s skills and add comple-
mentary staff.
From the President
Motivating
and
Retaining
the Best
Employees
PAGE 2 November 2011 ©ERA
Jennifer Graft, SPHR
The 2011 Policies and Practices
Report is now available! This com-
prehensive survey covers travel
reimbursement, union practices, drug
testing, anti-smoking initiatives,
tuition reimbursement, and much
more. 251 companies participated in
this year‟s survey. It is broken down
according to company size and
industry. All participants should have
received a copy of the report, and
the survey is available for purchase.
Deadline Extended for the Col-
lege Graduates Starting Salaries
Survey
The deadline for our last survey of
the year, the 2011 College Graduates
Starting Salaries Survey has been
extended until Wednesday, Novem-
ber 30! This survey covers a wide
variety of degrees and disciplines,
and is a great resource if you‟re
looking to hire someone with little or
no direct work experience. Please
contact the survey department if you
need a copy of the questionnaire.
Our surveys are almost done for the
year, and we would like to thank
everyone who participated this year.
We understand many of you are still
struggling with smaller staffs and
more responsibilities, and we appre-
ciate that you were able to take the
time to complete some of our sur-
veys.
Please do not hesitate to contact the
Survey Department at 513-679-
4120, toll free at 888-237-9554, or
email Douglas C. Matthews at
[email protected] if you have
any questions about our survey
processes or need assistance with
completing your survey question-
Survey Update
PAGE 3 November 2011 ©ERA
Here are the current
survey deadlines:
The 2011
College Graduate
Starting Salaries
Survey:
Wednesday,
November 30
The 2012
Survey Reports
Planning Packet will
be sent on:
Friday,
December 16
The Art of Negotiation: Strategies for Success
PAGE 4 November 2011 ©ERA
Date:
Tuesdays,
December 6 & 13, 2011
Time:
8:00 am - 12:00 pm
Location:
ERA Cincinnati Office
PHR/SPHR/GPHR
Recertification
Credits: 9
CEUs: 0.9
CPEs: 9
Member Fee: $210.00
*Non-member Fee: $295.00
Member Discount
Register three or more people
at least 14 business days prior
to the program to qualify for a
5% Group Discount. Members
who are paying 14 business
days prior to the program may
also take a 5% Earlybird Dis-
count.
*Pre-payment is required for
non-members.
To register, e-mail
or call 513.679.4120
Who Should Attend?
Anyone who wants to learn
and practice negotiation tech-
niques. (Not for union con-
tract negotiations) 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.
Benefits of Participation
Any dealing with another individual
is a negotiation. The ability to
negotiate successful win/win
outcomes is a critical business skill.
We negotiate with vendors,
suppliers, team members, and
even our bosses to establish goals,
to gain access to resources and to
help each other. This course
explores all the facets of successful
negotiations.
Learning Objectives:
• Utilize common negotiation tactics
to gain advantage
• Utilize counter-tactics to “defend”
yourself and your position
• Influence others without having to
resort to authority or threat
• Use time to your advantage
• Gather information that is useful
and relevant to the negotiation
• Factor in and read the negotiation
style of others and use that to
your advantage
• Master “meta-messages”,
understanding body language and
“hidden” meanings in speech
About your instructor…
Ralph Neal, SPHR, Vice President,
Educational Services, will lead this
important leadership program. Ralph
has led the ERA training function for
11 years and has built a following
among the membership. He develops
and delivers training programs for
both public and in-house settings and
provides career transition expertise.
Ralph Neal, SPHR
Performance management is a critical
and often mishandled process. All
too often, the performance appraisal
turns into an annual bureaucratic
exercise loathed by manager and
employee alike. This skill-building
workshop is designed to assist
managers, supervisors and HR in the
effective development and delivery of
the performance appraisal as a
powerful performance management
tool
Learning Objectives:
• Recognize why performance
appraisals are so important
• Determine what to document and
what not to document
• Follow a 10-step process to
develop the appraisal
• Avoid common rating errors that
can “contaminate” the appraisal
• Master the 6-step delivery of the
appraisal
• Prepare in advance for employee
reactions and concerns
• Practice coaching throughout the
evaluation cycle
About your instructor…
Jessica Coleman, Learning and
Development Consultant, leads this
informative and valuable program.
Jessica holds a B.A from Asbury
College, and a M.A. in Training and
Organizational Development from Ball
State University. She also serves as
adjunct faculty at Columbus State
Community College in the Depart-
ment of Communications, and is a
member of HRACO and Columbus
Young Professionals
Delivering Employee Performance Appraisals & Feedback
PAGE 5 November 2011 ©ERA
Date:
Tuesday,
December 13, 2011
Time:
8:30 am - 3:00 pm
Lunch is included
Location:
ERA Columbus Office
PHR/SPHR/GPHR
Recertification
Credits: 5.5
CEUs: 0.6
CPEs: 6 management
Member Fee: $155.00
*Non-member Fee: $215.00
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
or call 614.538.9410
Who Should Attend?
Anyone responsible for con-
ducting employee performance
appraisals. Non-HRM series
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.
Jessica Coleman
Alpha Dawg Diesel Repair,
Inc.
They began their company in April of
2010 with the goal of providing profes-
sional repair services to local fleets
within the area, dedicated customer ser-
vice, and fair charge for excellent repair
work.
Care Connection of Cincin-
nati
Care Connection of Cincinnati is a local
company whose owners and employees
live in the community of the people they
serve. Since 2003, they have been pro-
viding the highest level of care available,
making the home care experience and
its outcome very positive.
ScreenPlay, Inc.
For more than fifteen years, ScreenPlay
has been helping other businesses train
and educate their employees and cus-
tomers with award-winning video and
interactive media programs.
Mallard Cove Senior Living
Mallard Cove is a family owned, vibrant
senior living community with a dedicated
group of leaders and a very professional
and friendly staff. It offers an independ-
ent lifestyle with the assurance of a con-
tinuum of care, including complete as-
sisted living services all at one price so it
is “worry–free”. Spacious studios, one
and two bedroom apartments provide
plenty of space for entertaining family
and friends. A full complement of ameni-
ties and services include our restaurant
style dining room, rehab gym and well-
ness room, chauffeured Cadillac service,
theatre, and game room.
Member Highlights
PAGE 6 November 2011 ©ERA
Welcome, new
members to ERA!
New Members
PAGE 7 November 2011 ©ERA
These companies
have recently
joined ERA:
Thank You!
Alpha Dawg Diesel Repair Inc. is located in Monroe, Ohio. Ms. Faith
Lugo is the Owner.
NetBraze, LLC is located in Mt. Orab, Ohio. Mr. Joseph Harris is the
Managing Partner.
Planned Parenthood SW OH Region is located in Cincinnati, Ohio.
Ms. Nina Schultz is the CFO.
Care Connection of Cincinnati is located in Cincinnati, Ohio. Mr.
Tony Izquierdo is the VP of Business Operations.
ScreenPlay Inc. is located in Columbus, Ohio. Mr. Sam Nahem is the
President.
Mallard Cove Senior Living is located in Sharonville, Ohio. Mr. Ryan
Toerner is the Assistant Executive Director.
Fourth Street Performance Partners is located in Covington, Ken-
tucky. Ms. Mary Kay Laird is the Business Manager.
BrandGarden, LLC is located in Mason, Ohio. Mr. Mike Stretch and Mr.
Doug Landers are Partners.
Over the last few months, we have wit-nessed tornadoes, floods, and other weather emergencies in areas that his-torically have not dealt with such disas-ters. While all businesses need to be prepared for emergencies, according to
statistics from the Institute for Business and Home Safety, 99 percent of busi-nesses in the U.S. are classified as small businesses, and one in four does not re-cover from natural disasters.
According to another survey conducted jointly by the American Red Cross and Fedex, small businesses are unprepared. Less than half surveyed felt prepared for a disruption of their business for a month. Moreover, the American Red
Cross joined forces with Fedex to prepare a checklist to help small businesses in disaster planning. You can view this checklist to determine additional steps you may need to take to be better prepared in the event of a
natural disaster. The checklist is located here .
PAGE 8 November 2011 ©ERA
Disaster Planning
is Essential
For All
Businesses
Safety Spotlight
The expertise of our staff of HR experts
is often utilized by local and national me-
dia who rely on us to provide information
and advice to business owners and em-
ployees. Most recently, we have been
featured in the following:
Columbus CEO Magazine -
Lori Hall, ERA‟s Manager of HR Consult-
ing Services, was featured in an article
about Performance Reviews – how com-
prehensive appraisals can help employ-
ees and strengthen employers. Click
here for the article.
ERA In the News
Lori Hall, SPHR
Ohio Labor Law Posters Are In The postings on ERA‟s Ohio Labor Law poster have been revised. This includes the new
minimum wage posting that will be effective January 1, 2012. Previously placed orders
will be shipped soon. If you still need to place an order click here
PAGE 9 November 2011 ©ERA
Columbus Training
Discipline and Discharge for
Managers and Supervisors will
take place on Thursday,
December 8, 8:15 am - 12:15 pm
Delivering Performance Ap-
praisals and Feedback will take
place on Tuesday, December 13,
8:30 am - 3:00 pm
Cincinnati Training
Better Business Writing Series
will take place on December 1, 7,
& 15, 9:00 am - 12:00 pm
Communication Skills for
Teamwork will take place on
Thursday, December 1,
8:30 am - 3:00 pm
Situational Leadership will take
place on Tuesday, December 6,
8:15 am - 12:15 pm
Advanced FMLA will take place
on Tuesday, December 6;
8:30 am - 11:30 am
The Art of Negotiation: Strate-
gies for Success will take place
on Tuesdays, December 6, & 13,
8:00 am - 12:00 pm
Wage and Hour Law Essentials
will take place on Wednesday,
December 7, 8:30 am - 11:30 am
Behavioral Interviewing Tech-
niques will take place on
Tuesday, December 13,
8:30 am - 3:00 pm
COBRA Essentials will take
place on Tuesday, December 13,
8:30 am - 11:30 am
Taking Back Control of Your
Time will take place on
Wednesday December 14,
8:30 am - 4:00 pm
Skill-Based Training Tech-
niques will take place on
Thursday, December 15,
8:30 am - 4:00 pm
To register for classes,
e-mail [email protected]
or call 888.237.9554.
ERA Special Events
Donald B. Hordes
Schwartz Manes Ruby & Slovin
Tuesday, December 20
8:30 am - 9:30 am
ERA Cincinnati Office
To Register...
Join us for a very important and informa-
tive health care reform forum.
Thursday, December 1
ERA Columbus Office
8:00 am - 12:30 pm
To Register…
Thursday, December 8
ERA Cincinnati Office
8:00 am - 12:30 pm
To Register...
Legal Breakfast Briefing Cincinnati “One of our Accounts Payable
Clerks Just Complained to Me that a Male Co-Worker has been
Making Unwanted Sexual Ad-vances. Now that Do We do?
Legal Breakfast Briefing Columbus “What’s New In Employer Immi-
gration Compliance”
Health Care Reform Forum
ERA Six Month Training Catalog Available July—December 2011
Don‟t miss classes scheduled in December!
Cincinnati Catalog
Columbus Catalog
January-June 2012
Catalog coming soon!!!
Donald C. Slowik
Slowik & Robinson LLC
Tuesday, December 20
8:30 am - 9:30 am
ERA Columbus Office
Member Fee: $25.00
To Register...
PAGE 10 November 2011 ©ERA
ERA Staff Members
JIM CARTER
DAN CHANEY
JESSICA COLEMAN
TOM EBERWEIN
BARBARA ENGLAND
JENNIFER GRAFT
PATTI GROGAN
LORI HALL
BRANDI HELTON
TERRY HENLEY
MONIQUE KAHKONEN
PETER LANDESMAN
JEFF LUCAS
JANIECE MASON
DOUGLAS C. MATTHEWS
RALPH NEAL
MIRANDA NEIKE
CAROLYN POTTER
CAROL REUBEL
APRIL RISEN
JERRY YINGLING
MONICA ZOERNER
IRS Cuts Cell Phone Tax Headache
The Internal Revenue Service (IRS)
recently updated guidance on the tax
treatment of employer-provided cell
phones and the reimbursement of
employee-owned cell phones. It says
that employers no longer need to include
any use of a company-provided cell
phone in an employee‟s wages, as long
as the phone was provided for “non-
compensatory business reasons.”
The IRS says that non-compensatory
business reasons include:
• An employer‟s need to contact an
employee at all times for work-
related emergencies
• A requirement that the employee be
able to speak with clients at times
when the employee is out of the
office
• An employee‟s need to speak with
clients located in other time zones
outside of the employee‟s normal
work hours
The IRS has even said it will consider
the value of any personal use of a cell
phone as a nontaxable de minimis fringe
benefit, as long as the phone is used
primarily for non-compensatory business
purposes. That means employers no
longer have to determine which calls by
employees are personal and which aren‟t
– and then include the value of personal
calls in the employee‟s taxable income.
However, cell phones provided for any of
the following reasons will be considered
for compensatory business purposes –
and require employers to track and tax
their use:
• To promote the morale or goodwill of
an employee
• To attract a prospective employee
• As a means of furnishing additional
compensation
The new rules are effective for all
taxable years beginning Jan. 1 2011.
They apply to both employer-provided
cell phones and the reimbursement of
employee-owned phones. Now that the
IRS has eased its rules, employers may
want to consider doing the same. If
you‟ve got a policy restricting the
personal use of cell phones, it may be
time to lift some of those restrictions.
Click here for more information.
ERA Holiday Hours of Operation
The offices of ERA will be closed November 24, 25
December 23, 26, 30 2011 and January 2, 2012
Enjoy your holidays!
For the June ERA Newsletter, I submitted
my Law Review article about the June,
2011 joint announcement by the Depart-
ment of Labor and the National Labor Re-
lations Board concerning their planned
measures to impact an employer‟s ability
to resist unionism. Unfortunately, due to
lack of space at that time, only part of my
submitted article got published. I am re-
submitting the majority of that article as
this month‟s article. Hopefully, this time
you can read the point I previously was
trying to make. So here is the article.
On June 20 and 21, 2011, the DOL and
the NLRB respectively announced pro-
posed rule changes designed to dramati-
cally reduce an employer‟s ability to resist
unionization of its workforce. On June 20,
the DOL proposed regulations that would
overturn a 50 year-old interpretation of
federal law and would subject employers
and their advisors to criminal penalties.
At issue is Section 503 of the Labor-
Management Reporting and Disclosure Act
(LMRDA), which requires, among other
things, that employers file reports with
the DOL when they enter into an agree-
ment with a consultant or contractor
(including attorneys) to persuade employ-
ees on the issue of unions.
By way of history, in 1959 Congress
passed the LMRDA to target corruption
and the misuse of member‟s union dues
money by UNIONS. The law required the
filing of annual reports by unions about
what the union leaders were getting paid
and made failure to file these reports a
criminal offense. As originally passed,
however, this statute specifically recog-
nized that the advice from an attorney
that an employer sought and used with
employees and supervisors for training
and information about unions was exempt
from this reporting requirement. In a nut-
shell, the rule has been that so long as
the consultant or attorney did not engage
in direct persuasion activity with an em-
ployer‟s employees, there would be no
employer reporting
requirement to the
DOL.
But the DOL regula-
tions published on
June 20 completely
ignored the union
corruption impetus
of the LMRDA and
instead now focused
only on the as-
pect of the law
that is designed to chill employers‟ rights
to seek help in avoiding unions. The ra-
tionale for this proposed regulation stems
from the view of the current administra-
tion that for the last 50 years the LMRDA
has been misinterpreted and therefore the
prior exception of a consultant as
“advisor” should be ignored and read right
out of the statute.
The June 21 proposed new NLRB rule of-
fered rule changes designed to dramati-
cally reduce the time employers have to
respond to planned union organizing. Un-
der current rules, most elections to deter-
mine whether employees want a union
occur approximately 42 days following the
union filing of the election petition. This
six-week period gives employees time to
hear from both the employer and the un-
ion about whether having a union would
have a positive or a negative impact for
employees. The proposed rule also re-
quired employers to promptly turn over to
the union all voting employees‟ names,
street addresses and work e-mail ad-
dresses. And although the proposed NLRB
rule change didn‟t set a specific time pe-
riod between petition and election day,
what the NLRB apparently had in mind is
a much shorter period than the parties
have now to convince employees of their
point of view.
Let‟s get back to the important question
here-which is, what has happened with
the current system of union representa-
(Continued on page 12)
The Law Review
PAGE 11 November 2011 ©ERA
ERA BOARD OF
DIRECTORS
OFFICERS
*CHAIR
Lynn M. Mangan,
Vice President, Client Services
Paycor, Inc.
*VICE-CHAIRMAN
Bill Thiemann,
EVP, Chief Customer Officer
Libby Perszyk Kathman, Inc.
*TREASURER
Katharine Weber,
Attorney at Law
Jackson Lewis LLP
*SECRETARY
Jennifer M. Graft,
President & CEO
Employers Resource Association
*PAST CHAIRMAN
Michael J. Kelley,
Chairman & CEO
Kelvest, Inc.
DIRECTORS
Chuck Aardema,
VP, Human Resources
totes Isotoner Corporation
Janet Collins,
President
Ghent Manufacturing, Inc., VCPG
Sharyl Gardner,
Chief Administrative Officer
Midmark Corporation
Mark Hausfeld,
Vice President
C.W. Zumbiel Company
Michelle Murcia,
VP, Finance & Administration
and Chief Financial Officer
TechColumbus
Kelly Turley,
VP Human Resources
The W.W. Williams Company
Tiffany White,
CPA, Principal
Clark Schaefer Hackett
Peggy Zink
President
Cincinnati Works
* Executive Committee Members
Tom Eberwein, J.D., SPHR
PAGE 12 November 2011 ©ERA
Best Wishes
The Law Review
continued
tion attempts that required dramatic
changes to fix the problem? Are we to
believe that for the last 50 years the
LMRDA has been misapplied by not re-
quiring all consultants or attorneys who
give advice to employers to be re-
ported to the DOL and the DOL and
unions didn‟t scream to get it corrected
until now? Are we supposed to believe
that in order to give employees the
knowledge to make a reasoned deci-
sion about whether having a union is
right or wrong for them that less time
before an election to make that impor-
tant decision is better than more time?
Or should we as employers, employer
consultants, and employment attorneys
continue to make sure that everybody
knows that the current system for em-
ployees deciding on union representa-
tion is working better today for em-
ployees (and employers) than it was 50
years ago and the only difference now
is that unions are less successful in
representation elections because they
are offering a service that employees
must pay for, can‟t see value in and
don‟t want to invest a significant part
of their wages to get. That‟s what I
think. How about you?
(Continued from page 11)
Tom Eberwein, ERA Association Counsel
and Compliance Director, has announced
his decision to retire at the end of the
year.
Tom has served in his counsel, compli-
ance, roundtable and training capacities
with the Association since March 30,
2005. “It‟s been both a challenging and
rewarding experience for me”, he said.
“Challenging from the standpoint that I
thought I knew just about every nuance
of every federal and Ohio law facing em-
ployers but found out differently when
part of my duties called for helping with
the ERA hotline to unravel perplexing
situations. Another part called for being
able to clearly explain why some alterna-
tives are better than others in training
other HR professionals to understand why
I „learned the hard way‟ won‟t work. And
rewarding, from the standpoint of having
the chance to use my over 38-years of
human resources and legal experience to
help employers avoid some of the mis-
takes I made during my times in the
trenches because I didn‟t always have
the benefit of someone experienced and
knowledgeable who could guide me along
the „best practice‟ path. My nearly seven
years of ERA experience was exactly the
way I wanted to walk away, wrap it up
and call it a career.”
Tom also explained that he has several
other and varied interests outside of la-
bor and employee relations which he now
has the time and freedom to concentrate.
“I feel it important to share with every-
one I got to know through my association
with ERA that my decision to retire
sooner than later is in no way a reflection
on my feeling about and admiration for
the work that we do at ERA. This decision
is solely motivated by my sense that I
have now done everything from a career
and job standpoint that I wanted to ac-
complish. And because I feel like I have
now earned the opportunity to kick back,
travel, visit far away baseball venues,
enjoy more time with my wife, be avail-
able for her retirement projects and our
future adventures together, I am anxious
to begin this new chapter of my life as
soon as possible.”
“On behalf of all the ERA Staff, we wish
Tom all the best in his retirement and
thank him for his years of service to ERA
& our members”, says Jennifer Graft,
President & CEO of ERA. “He will be
missed!”.
Retirement Of Tom Eberwein
Tom Eberwein, J.D., SPHR
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 speciality?
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
Cincinnati Columbus
Hotline……………………………………. Dan Chaney Lori Hall / Barb England
Administration and Posters……….. April Risen April Risen
Compensation Services…………….. Terry Henley Terry Henley
Affirmative Action Plans……………. Carol Reubel Lori Hall
Employee Engagement Surveys…. Carol Reubel Lori Hall
Customer Satisfaction Surveys…. Carol Reubel Carol Reubel
HR On-Site Services/360’s ………. Carol Reubel Lori Hall
Training & Development…………… Ralph Neal Jessica Coleman
Assessments…………………………… Brandi Helton Brandi Helton
Compliance Issues…………………… Tom Eberwein Tom Eberwein
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 Monica Zoerner
Peter Landesman Peter Landesman
PAGE 13 November 2011 ©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.