NOVEMBER 2015 NEWSLETTER

Message from your President

Hello SHRM Rogue Valley Members

Happy Fall Thanksgiving is right around the corner Your RV SHRM Board wishesyou and yours the best beginning to a wonderful holiday season starting withThanksgiving Your local RV SHRM has been busy working on the next programand wrapping up things for the 2015 year while planning events for the 2016 Irsquodlike to share some of the amazing things your local SHRM Chapter has beenworking on

Top News

shyRemember Novemberrsquos program on the 18th is a special event It is a 5 personpanel discussion on Workforce Readiness and it includes a breakfast social Comejoin the group at 730 am have a bite to eat and hear from your communitypartners all the benefits available for your companyrsquos HR needs Also please bringany gently used business clothes for the clothing drive which ends this month

shyCalling all college students Did you know that all students are able to attend RVSHRM programs for free This is a great way to get a peek into the businessworld not to mention rubbing shoulders with the key hiring HR folks in yourcommunity Please join us at the programs yoursquoll learn something new and meetgreat professionals and in November score some eats Yum

shy Congratulations once again for our members who have received their SHRMCertification this year Whether you have the HRCI Certification or the SHRM

Certification or both wersquore proud to have you affiliated with Rogue Valley SHRM

shyOne more thing there is not a program in December After November the nextprogram is in January at the Smullin Center

Donrsquot forget if there is anything else you would like to see on the website or if youhave a great program topic know of an outstanding speaker or even if you havean HR related question please feel free to contact any of us on the board wersquorehere to serve you

Respectfully

Tanya Haakinson PHR SHRMshyCPPresident SHRM Rogue Valley Chapter

RV SHRM Monthly ProgramNovember 18 2015

Workforce Readiness Positioning for 2016

Five local workforce readiness professionals each with a different perspective willpresent in this panel discussion As a setting for what employers need to know tolocate and upskill the best talent for your organization our panel will share laborforce information and success stories from their respective agencies includingOED Workforce Analytics the ORST Preferred Worker Program OED VeteranOutreach the Rogue Workforce Partnership and a private employer The panelmembers will also focus on the unique skillsets economic and cultural challengesthat face job seekers and employers alike Attendees will come away with insightsand tools for how to look at their current and future talent needs and how to adapttheir current employment practices to those needs to ensure a stable andcompetent talent pool to meet the strategic needs of business

Location AsanteRMCC Smullin Center Main Auditorium Change due to panel presentation format TimeBreakfastNetworking 730 am shy 800 am

Presentation 800 am shy 1000 am Cost $10 for Members $15 for NonshyMembers and Free for students andfirstshytime participants Panel Participants John Underwood ModeratorAinoura OussenbecWorkforce Analyst OEDAurora King Rogue Workforce PartnershipBrian Nease Workforce Modification Consultant shy ORST Preferred WorkerProgram Chuck Hanger Veteran Representative OEDSuz Montemayor Area HR Manager Barrett Business Services Inc Presentation Outline1) Current Workforce Picture Ainoura a) Workforce Breakdown b) Industry Patterns c) SalaryPay Statistics d) Jobs Outlook 2) Workforce Preparation Aurora a) Rogue Workforce Partnership Update b) Current Workforce Skill Gap Efforts Foundation Skills Training c) Emerging Workforce Kshy12 d) Existing Workforce Upskill Efforts 3) Preferred Worker Program Brian a) Employer At Injury Programs b) ReturnshytoshyWork Programs c) PWP Placement Success Stories 4) Veteran Placement Programs Chuck a) Targeted Veterans b) Veteran Statistics c) Employment Programs for Veterans d) Veteran Success Stories 5) Employer TakeshyAways Suz a) Employer Program Advantages b) Focal Points ndash Calls to Action

6) Questions and Answers All Panel Members

SHRMshyROGUE VALLEY CHAPTER 2016 PROGRAM CALENDAR

Smullin Education Center | 2825 E Barnett Rd | Medford OR(3rd Wed of Month)

January 20 2016 800 shy 1000 am Understanding the Internet amp Safety TipsPresented by Ron KohlSHRM amp HRCI General Credits pending

February 17 2016800 shy 1000 am Behavioral MatrixPresented by Brian Miller IAM SeminarsSHRM amp HRCI General Credits pending

March 16 2016800 shy 1000 am Managing Risks and Costs of Unemployment ClaimsPresented by Ryan Orr HR and Compliance ConsultantSHRM amp HRCI General Credits pending

April 20 2016800 shy 1000 am Event TBA

May 18 2016800 am ndash 400 pm Annual Legal Seminar at Ashland HillsPresented by LittlerSHRM amp HRCI General Credits pending June shy No program July 20 2016800 shy 1000 am DISC (Tentative)Presented by Alan CabellySHRM amp HRCI Business Credits pending

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

Certification or both wersquore proud to have you affiliated with Rogue Valley SHRM

shyOne more thing there is not a program in December After November the nextprogram is in January at the Smullin Center

Donrsquot forget if there is anything else you would like to see on the website or if youhave a great program topic know of an outstanding speaker or even if you havean HR related question please feel free to contact any of us on the board wersquorehere to serve you

Respectfully

Tanya Haakinson PHR SHRMshyCPPresident SHRM Rogue Valley Chapter

RV SHRM Monthly ProgramNovember 18 2015

Workforce Readiness Positioning for 2016

Five local workforce readiness professionals each with a different perspective willpresent in this panel discussion As a setting for what employers need to know tolocate and upskill the best talent for your organization our panel will share laborforce information and success stories from their respective agencies includingOED Workforce Analytics the ORST Preferred Worker Program OED VeteranOutreach the Rogue Workforce Partnership and a private employer The panelmembers will also focus on the unique skillsets economic and cultural challengesthat face job seekers and employers alike Attendees will come away with insightsand tools for how to look at their current and future talent needs and how to adapttheir current employment practices to those needs to ensure a stable andcompetent talent pool to meet the strategic needs of business

Location AsanteRMCC Smullin Center Main Auditorium Change due to panel presentation format TimeBreakfastNetworking 730 am shy 800 am

Presentation 800 am shy 1000 am Cost $10 for Members $15 for NonshyMembers and Free for students andfirstshytime participants Panel Participants John Underwood ModeratorAinoura OussenbecWorkforce Analyst OEDAurora King Rogue Workforce PartnershipBrian Nease Workforce Modification Consultant shy ORST Preferred WorkerProgram Chuck Hanger Veteran Representative OEDSuz Montemayor Area HR Manager Barrett Business Services Inc Presentation Outline1) Current Workforce Picture Ainoura a) Workforce Breakdown b) Industry Patterns c) SalaryPay Statistics d) Jobs Outlook 2) Workforce Preparation Aurora a) Rogue Workforce Partnership Update b) Current Workforce Skill Gap Efforts Foundation Skills Training c) Emerging Workforce Kshy12 d) Existing Workforce Upskill Efforts 3) Preferred Worker Program Brian a) Employer At Injury Programs b) ReturnshytoshyWork Programs c) PWP Placement Success Stories 4) Veteran Placement Programs Chuck a) Targeted Veterans b) Veteran Statistics c) Employment Programs for Veterans d) Veteran Success Stories 5) Employer TakeshyAways Suz a) Employer Program Advantages b) Focal Points ndash Calls to Action

6) Questions and Answers All Panel Members

SHRMshyROGUE VALLEY CHAPTER 2016 PROGRAM CALENDAR

Smullin Education Center | 2825 E Barnett Rd | Medford OR(3rd Wed of Month)

January 20 2016 800 shy 1000 am Understanding the Internet amp Safety TipsPresented by Ron KohlSHRM amp HRCI General Credits pending

February 17 2016800 shy 1000 am Behavioral MatrixPresented by Brian Miller IAM SeminarsSHRM amp HRCI General Credits pending

March 16 2016800 shy 1000 am Managing Risks and Costs of Unemployment ClaimsPresented by Ryan Orr HR and Compliance ConsultantSHRM amp HRCI General Credits pending

April 20 2016800 shy 1000 am Event TBA

May 18 2016800 am ndash 400 pm Annual Legal Seminar at Ashland HillsPresented by LittlerSHRM amp HRCI General Credits pending June shy No program July 20 2016800 shy 1000 am DISC (Tentative)Presented by Alan CabellySHRM amp HRCI Business Credits pending

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

Presentation 800 am shy 1000 am Cost $10 for Members $15 for NonshyMembers and Free for students andfirstshytime participants Panel Participants John Underwood ModeratorAinoura OussenbecWorkforce Analyst OEDAurora King Rogue Workforce PartnershipBrian Nease Workforce Modification Consultant shy ORST Preferred WorkerProgram Chuck Hanger Veteran Representative OEDSuz Montemayor Area HR Manager Barrett Business Services Inc Presentation Outline1) Current Workforce Picture Ainoura a) Workforce Breakdown b) Industry Patterns c) SalaryPay Statistics d) Jobs Outlook 2) Workforce Preparation Aurora a) Rogue Workforce Partnership Update b) Current Workforce Skill Gap Efforts Foundation Skills Training c) Emerging Workforce Kshy12 d) Existing Workforce Upskill Efforts 3) Preferred Worker Program Brian a) Employer At Injury Programs b) ReturnshytoshyWork Programs c) PWP Placement Success Stories 4) Veteran Placement Programs Chuck a) Targeted Veterans b) Veteran Statistics c) Employment Programs for Veterans d) Veteran Success Stories 5) Employer TakeshyAways Suz a) Employer Program Advantages b) Focal Points ndash Calls to Action

6) Questions and Answers All Panel Members

SHRMshyROGUE VALLEY CHAPTER 2016 PROGRAM CALENDAR

Smullin Education Center | 2825 E Barnett Rd | Medford OR(3rd Wed of Month)

January 20 2016 800 shy 1000 am Understanding the Internet amp Safety TipsPresented by Ron KohlSHRM amp HRCI General Credits pending

February 17 2016800 shy 1000 am Behavioral MatrixPresented by Brian Miller IAM SeminarsSHRM amp HRCI General Credits pending

March 16 2016800 shy 1000 am Managing Risks and Costs of Unemployment ClaimsPresented by Ryan Orr HR and Compliance ConsultantSHRM amp HRCI General Credits pending

April 20 2016800 shy 1000 am Event TBA

May 18 2016800 am ndash 400 pm Annual Legal Seminar at Ashland HillsPresented by LittlerSHRM amp HRCI General Credits pending June shy No program July 20 2016800 shy 1000 am DISC (Tentative)Presented by Alan CabellySHRM amp HRCI Business Credits pending

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

6) Questions and Answers All Panel Members

SHRMshyROGUE VALLEY CHAPTER 2016 PROGRAM CALENDAR

Smullin Education Center | 2825 E Barnett Rd | Medford OR(3rd Wed of Month)

January 20 2016 800 shy 1000 am Understanding the Internet amp Safety TipsPresented by Ron KohlSHRM amp HRCI General Credits pending

February 17 2016800 shy 1000 am Behavioral MatrixPresented by Brian Miller IAM SeminarsSHRM amp HRCI General Credits pending

March 16 2016800 shy 1000 am Managing Risks and Costs of Unemployment ClaimsPresented by Ryan Orr HR and Compliance ConsultantSHRM amp HRCI General Credits pending

April 20 2016800 shy 1000 am Event TBA

May 18 2016800 am ndash 400 pm Annual Legal Seminar at Ashland HillsPresented by LittlerSHRM amp HRCI General Credits pending June shy No program July 20 2016800 shy 1000 am DISC (Tentative)Presented by Alan CabellySHRM amp HRCI Business Credits pending

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

SHRMshyROGUE VALLEY CHAPTER 2016 PROGRAM CALENDAR

Smullin Education Center | 2825 E Barnett Rd | Medford OR(3rd Wed of Month)

January 20 2016 800 shy 1000 am Understanding the Internet amp Safety TipsPresented by Ron KohlSHRM amp HRCI General Credits pending

February 17 2016800 shy 1000 am Behavioral MatrixPresented by Brian Miller IAM SeminarsSHRM amp HRCI General Credits pending

March 16 2016800 shy 1000 am Managing Risks and Costs of Unemployment ClaimsPresented by Ryan Orr HR and Compliance ConsultantSHRM amp HRCI General Credits pending

April 20 2016800 shy 1000 am Event TBA

May 18 2016800 am ndash 400 pm Annual Legal Seminar at Ashland HillsPresented by LittlerSHRM amp HRCI General Credits pending June shy No program July 20 2016800 shy 1000 am DISC (Tentative)Presented by Alan CabellySHRM amp HRCI Business Credits pending

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

August 17 2016800 ndash 1000 am Event TBA ndash Employment Law relatedPresented by Jon BensonSHRM amp HRCI General Credits pending (Trying for Strategic Credits)

September 21 2016800 ndash 1000 am Event TBAPresented bySHRM amp HRCI General Credits pending

October 19 2016800 ndash 1000 am Event TBA

November 16 2016800 ndash 1000 am Event TBA December shy No program

Millennials in Your WorkforceBy John Underwood SHRMshySCP SPHR

Do you wonder how to gear your total compensation for Millennials to attract andkeep them at your company A recent article from The Kiplinger Letter Vol 92 No42 written on October 16 2016 had some very progressive ideas on just how to dothat The article states by 2025 our workforce will be made up of 40 MillennialsThat amount is staggering The question is how do we attract them to ourcompanies and even more important how do we keep them The article gives avariety of innovated ideas Please read below for quotes from the original article

ldquoAmong fringe benefits [the Millennials] value the most are consumershydirect healthplans namely ones that include an employerrsquos cash contributions to a healthsavings account Because theyrsquore light users of medical services given their ageand youthful vigor Millennials prefer these portable highshydeductible plans withlower premiums to traditional HMOrsquos and PPOrsquos Wellness benefits [are] not so

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

much free flu shots but onshysite yoga CrossFit and other fitness classes helpingthem stay healthy and fit and also socially interactive with peers Telemedicineservices are also popular since they take less time than visiting a doctor andinvolve using technology which Millennials are more comfortable with Generousparental leave [like] Netflix for example offers fully paid leave for new mothers andfathers for up to a year after a babyrsquos birth Subsidized child care is a hit with youngparents Facebook provides $4000 a year in child care servicesrdquo Other fringe benefits are very important to the Millennial generation too TheKiplinger Letter goes on to state additional ideas for keeping and retainingMillennials

ldquoHelp with college debt PricewaterhouseCoopers gives entryshylevel workers asmuch as $1200 a year for up to six years paid directly to the loan service officerThe average Millennial carries four loans and is $34000 in debt so help iswelcome Flexible work schedules Combining vacation and sick leave is favoredby Millennials who also like having control over when and how they use the leaveSabbaticals are catching on too in recognition of Millennialsrsquo penchant for travel aswell as social work something many did in college and wish to continue Regularfeedback Young workers appreciate weekly even daily reviews by supervisorsinstead of moreshyformal annual performance evaluations so look for more firms toditch annual reviews for realshytime feedback and rewards Employershypaidprofessional development and training In a recent survey Millennials ranked themas more important than cash bonuses Having come of age in the Great Recessionand having seen parents lose jobs Millennials are determined to keep their skillsup to date To try to dissuade them from jumping ship quickly millennialshyfriendlyfirms are creating rotational programs in which employees can switch departmentsand jobs for new challenges and knowshyhowrdquo If yoursquove spent any time with Millennials you know Millennials are born techies Toplay up to their love of technology The Kiplinger Letter detailsldquoWith technological fluency a hallmark of the Millennial generation employers withmore than ever must make use of social medial for recruiting and communicatingwith Millennials A strong presence on LinkedIn Facebook Twitter and other sitesthat outlines benefits and a companyrsquos philosophy is critical to attractingcandidates Also key allowing job applicants to apply online Firms that use cuttingshyedge technology do well in attracting Millennials who also stay connected tovarious devices 24shy7 Social interaction is paramount Ditto companies steeped insocial responsibility Respected guardians of the environment for example orones that help living conditions among the poorrdquo The Kiplinger Letter does a great job of reconnecting us with what we already knowof the Millennial generation They are a social group who thrive on instant

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

feedback technology and respect social responsibility however the Kiplinger alsoexplains some of the finer points of what Millennials will be looking for Consideringinformation like this is valuable when structuring a benefit program to catch theattention and keep it for Millennials If HR professionals can learn to think outsidethe box and offer Millennials options that they will value we stand a very strongchance of getting and holding onto those important future employees

OFCCP ldquoPocket Cardrdquo for Requesting Reasonable Accommodation

On Monday OFCCP released a new ldquotrainingrdquo tool ~ the ldquoRequesting aReasonable Accommodationrdquo pocket card OFCCPrsquos press release said that thepocket card ldquohelps applicants employees and other interested parties understandthe process for requesting a reasonable accommodation In my view it gives theemployee just enough information to ask the employer who is then on notice tostart the interactive process What The Pocket Card SaysThis ldquoPocket Cardrdquo It is actually four attached cards that fold up into the size of adriverrsquos license This means there are eight sides (counting front and back) In QampA style OFCCPrsquos pocket card sets out four questions related to ldquoseeking areasonable accommodationrdquo and responds to those questions using ldquosimplerdquolanguage Here are the questions

What is a reasonable accommodationHow do I request a reasonable accommodationWhat do I need to tell my employerWhat happens after the request is made

The responses to the questions are very simple overviews For example inresponse to the question about what an employee needs to tell hisher employerOFCCP says ldquoSimply tell your employer that you need an adjustment or change atwork due to a disabilityrdquo Stillhellip this is a tool you may want to consider sharing with your supervisors tosensitize them to such requests My recommendation is that ifwhen they hear thislanguage from an employee that they immediately get HR involved Here is theURL to have a look a this ldquocard

httpwwwdolgovofccppostersfilesReasonableAccomodationPockectCard_10shy15shy15_JRFQA508cpdf

CAREER OPPORTUNITIES

Payroll Specialist The BBSI Payroll Specialist is a key member of businessunit that consults on a broad range of organizational andmanagement issues The primary objective of the PayrollSpecialist is to process perfect and timely payroll andprovide solutions to improve payroll processes and systemsfor our clients and BBSI This person must demonstrate strong business acumenand possess an entrepreneurial spirit with a genuine desireto proactively and consistently deliver value to our clientsand internal teams REPORTING RELATIONSHIPS This position reports tothe Area Manager and works in partnership with otherpositions within the business unit branch and corporateoffice DUTIES AND RESPONSIBILITIES

Act as business ownersrsquo advocateDrive Tier movement within client companiesRun perfect and timely onshy and offshycycle payrolls formultiple client companiesBecome an expert in BBSI payroll timekeeping andHRIS systems and identify systems options toachieve better results for clientsPerform onshysite client payroll training andimplementation planningPerform EFTs aging follow up net calculations EDDbenefit audits and benefits billing administrationIdentify client reporting needs and develop andprepare reports

Data entry and file maintenance to include employeeonshyboarding changes and terminationsOther duties and responsibilities as assigned

CORE TRAITSCOMPETENCIES

Resultsshyoriented accountable and highly organizedStrong client service orientationBusinessshyowner empathy Stakeholder mentality Embracing of changeInnately curious Highly ethical Detail oriented and quality drivenUnderstanding of economic environment and effecton business

SPECIAL REQUIREMENTS

Minimum 5 years of payroll experience ndash ideally in afastshypaced demanding environmentCustomer service experience strongly preferredSystems orientated including proficiency in MS ExcelKnowledge of wage and hour laws and taxability ofwagesEffective communicator with individuals at all levelswithin an organizationProfessional appearance and demeanorExceptional time management skills and ability towork under minimal supervisionBachelorrsquos or associatersquos degree CPP or FPCdesignation preferred but not requiredPossession of a valid driverrsquos license with automobileinsurance meeting BBSI criteriaSome overnight travel

If you meet the above requirements we welcome theopportunity to learn more about you Please mail or dropoff your cover letter (with salary requirements) and resumeto BBSI Area Manager Southern Oregon3512 Excel Drive Suite 107Medford OR 97504 For more BBSI information visit us at

wwwbarrettbusinesscom

Position Title Human Resource Business Partner Manager ndash 6705BR

Carestream is seeking a HR Manager and Business Partner for itsmanufacturing operations in White City OR If you have 5+ years in HRgreat with manufacturing personnel strong organizational andcommunications skills please share your interest with us by applying todaywwwcarestreamcomcshshycareershtml position number 6705BR Position DescriptionThe HR Business Partner Manager manages assigned client base by supportingdepartment leaders to implement people strategies to positively impact businessgoals actively is involved and leads department level Performance Managementstrategies to optimize work force ensures that client departments have talent withthe right skills and capabilities to achieve business objectives monitors staffingneeds and ensures work force planning and quality of hires for the assignedbusiness units investigates and resolves Employee Relations Regulatory andSafety issues that have key impact to the business implements communicationstraining benefits and compensation programs to drive employee engagement andretention The successful HRBP will act as an employee champion and changeagent Primary Dutiesbull Serve as a partner to management on human resourcesshyrelated issuesbull Communicate needs proactively with our HR department and businessmanagementbull Seek to develop integrated solutionsbull Work in partnership across the HR function to deliver valueshyadded service tomanagement and employees that reflect the business objectives of theorganizationbull Consult with line management providing HR guidance when appropriatebull Track trends and metrics in partnership with the HR team to develop solutionsprograms and policiesbull Manage and resolve complex employee relations issues Conducts effectivethorough and objective investigations

wwwbarrettbusinesscom

Position Title Human Resource Business Partner Manager ndash 6705BR

Carestream is seeking a HR Manager and Business Partner for itsmanufacturing operations in White City OR If you have 5+ years in HRgreat with manufacturing personnel strong organizational andcommunications skills please share your interest with us by applying todaywwwcarestreamcomcshshycareershtml position number 6705BR Position DescriptionThe HR Business Partner Manager manages assigned client base by supportingdepartment leaders to implement people strategies to positively impact businessgoals actively is involved and leads department level Performance Managementstrategies to optimize work force ensures that client departments have talent withthe right skills and capabilities to achieve business objectives monitors staffingneeds and ensures work force planning and quality of hires for the assignedbusiness units investigates and resolves Employee Relations Regulatory andSafety issues that have key impact to the business implements communicationstraining benefits and compensation programs to drive employee engagement andretention The successful HRBP will act as an employee champion and changeagent Primary Dutiesbull Serve as a partner to management on human resourcesshyrelated issuesbull Communicate needs proactively with our HR department and businessmanagementbull Seek to develop integrated solutionsbull Work in partnership across the HR function to deliver valueshyadded service tomanagement and employees that reflect the business objectives of theorganizationbull Consult with line management providing HR guidance when appropriatebull Track trends and metrics in partnership with the HR team to develop solutionsprograms and policiesbull Manage and resolve complex employee relations issues Conducts effectivethorough and objective investigations

bull Maintain inshydepth knowledge of legal requirements related to dayshytoshydaymanagement of employees reducing legal risks and ensuring regulatorycompliance Partner with the legal department as neededrequiredbull Provide dayshytoshyday performance management guidance to line management(coaching counseling career development disciplinary actions)bull Work closely with management and employees to improve work relationshipsbuild morale and increase productivity and retentionbull Provide HR policy guidance standard work and interpretationbull Provide guidance and input on business unit restructures workforce planning andsuccession planningbull Manage a program of Talent Acquisition Required Skills amp Experiencebull Bachelorrsquos Degree in Human Resources Management or a related disciplinebull 5shy7+ years of HR GeneralistHR Business Partner experience preferablysupporting manufacturingbull Must maintain visibility with all shifts This will require periodic walk throughs andthe facilitation of employee forums on off shiftsbull Willingness to take on broader responsibilities (ie HR generalist support for aremote site) which may require travelbull Experience partnering with senior management with proven ability to influenceand facilitate HR strategybull Experience driving organizational change and identifying critical HR practices thathelp support change overallbull Passion for applying new processes tools and technology in a way thatmeasurably improves business performancebull Experience with SAP or other HR system of recordbull Solid Excel and other MS products (Office Word PowerPoint etc)bull Strong analytical skillsbull Ability to manage in a fastshypaced and complex entrepreneurial environmentbull Strong interpersonal communication skills strong presentation skillsbull Problem resolution amp conflict management skillsbull Proactive without needing to be directed to take actionbull Organizational skills flexibility and the ability to reshyprioritizebull Results orientedbull Orientation to team based work coordination and low ego when dealing withothers crossshyfunctionally with leadersbull Passion for Human Resources excellencebull Project Management Skillsbull Experience utilizing quality tools such as swim lane charts DAMICDMADV etcbull SHRM PHR or SPHR Carestream Health is a dynamic global company with over 100 years of leadership

in radiology and healthcare IT We are passionately committed to helping ourcustomers do their jobs better faster and more cost effectively By applying ourinsights and experience we create inventive elegant solutions that offer a smarterway forward

Headquartered in Rochester NY Carestream has over 7800 employees operatingin 170 countries Our customers range from large enterprises to small privatepractices including large health systems hospitals imaging centers medicalgroups and dental practices In addition to our innovative radiology productsCarestream also sells solutions for information management nonshydestructivetesting thinshyfilm coating amp nanomaterials

Carestream Health Inc is an Equal OpportunityAffirmative Action EmployerMinorityFemaleDisabilityVeteran

Facebook Twitter Website

Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved

unsubscribe from this list update subscription preferences

in radiology and healthcare IT We are passionately committed to helping ourcustomers do their jobs better faster and more cost effectively By applying ourinsights and experience we create inventive elegant solutions that offer a smarterway forward

Headquartered in Rochester NY Carestream has over 7800 employees operatingin 170 countries Our customers range from large enterprises to small privatepractices including large health systems hospitals imaging centers medicalgroups and dental practices In addition to our innovative radiology productsCarestream also sells solutions for information management nonshydestructivetesting thinshyfilm coating amp nanomaterials

Carestream Health Inc is an Equal OpportunityAffirmative Action EmployerMinorityFemaleDisabilityVeteran

Facebook Twitter Website

Copyright copy 2015 Rogue Valley ChaptershySHRM All rights reserved

unsubscribe from this list update subscription preferences