Northern Virginia SHRM | April 2016

In This Issue NOVA SHRM had a fantastic first quarter! Stay Connected
Upcomi ng Events
We selected and launched the 18th class of our award-winning
HR Jobs
mentoring program!
Legi s l a ti ve Al ert Our programs team offered great monthly chapter meeting topics!
SHRM Semi na r Di s count The 2016 annual Legal Academy was a success! Our Sponsors
The Empl oyee Enga gement Our TAM SIG launched its first virtual webinar series!
La nds ca pe
Also, keep your eyes peeled for our new HR Technology and Data Analytics
HR Li bra ry
SIG events!
2016 Spons ors hi p
Opportuni ti es
As we move into the second quarter, there are lots of exciting things upon us. Have you registered for
Vol unteer for NOVA SHRM the VA State SHRM Conference? It will be held April 17-20 at The Omni Homestead Resort in Hot
Springs, Virginia. A large number of our members will be joining so we look forward to seeing
Upcoming Events everyone there. To register, please visit: http://virginiashrmstateconference.com/.

We are also gearing up for the 2016 annual SHRM Conference that will be held right here in Washington,
DC on June 19-22. Look for #SHRM16 on social media. Local SHRM chapters are providing volunteers to
support the conference.

If you are interested in volunteering as a Session Host or Ambassador, please use the following link to
create a volunteer profile: https://www.volgistics.com/ex/portal.dll/ap?AP=43538559. After you
receive confirmation via email, you can select shifts. NOTE: If you don't see a "Help Wanted" sign on a
April 26 particular day when scheduling shifts, all of the shifts in all assignments have been fully scheduled for
Chapter Meeting that day. Session Hosts get to attend the session to which they are assigned and therefore earn
The Employee Engagement recertification credits. Ambassadors have the opportunity to greet and assist the attendees as they
Landscape arrive and as they need guidance to move from one session to the next. Full job descriptions are
Speaker: J. Jol ton located at shrmvolunteers.com.
Location: Ga nnett/TEGNA
Time: 5:30pm
Thank you for helping make the #SHRM16 conference a success and for your commitment to giving back
Register Now
to the HR profession!

May 3 I look forward to seeing all of you in the second quarter!

International HR SIG
Managing Compensation in
Volatile Economies
Speaker: Wa rren Hea ps
Location: Fa l l s Church
Time: 4:30pm
Register Now
May 4
Compensation & Benefits SIG
2016 Sales Compensation
Practices - Where are
Companies Heading? Trends
and Issues for 2016 and Beyond
Speaker: Jos eph Di Mi s a
Location: Vi enna
Time: 8:00a m
Register Now
May 24
Chapter Meeting
Social Media in the Workplace
Speaker: Stephen Stern
Location: Ga nnett/TEGNA
Time: 5:30pm
Register Now
2016 Board
Members
Michelle Stalnaker, MA, SHRM-SCP, SPHR
President, Northern Virginia SHRM
HR Jobs
Field Human Resources Generalist - Potomac Family Dining Group, Mar 30 - Herndon, VA
Human Resources Manager - HR Search Pros, Mar 30 - Chattanooga, TN
Human Resources Manager - Masco Cabinetry, Mar 30 - Culpeper, VA
Bilingual Human Resources Rep - Masco Cabinetry, Mar 20 - Culpeper, VA
Senior Manager, Talent Acquisition - Charles Koch Institute, Mar 30 - Arlington, VA
Talent Outreach Manager - Charles Koch Institute, Mar 30 - Arlington, VA
Human Resources Generalist - Charles Koch Institute, Mar 30 - Arlington,
VA
Human Resources Assistant - Charles Koch Institute, Mar 30 - Arlington, VA
Manager, Diversity & Inclusion - National SHRM, Mar 19 - Alexandria, VA
HR Knowledge Advisor - National SHRM, Mar 19 - Alexandria, VA
Technical Recruiter - Computer World Services, Mar 16 - Washington, DC
Benefits Administrator - National Trust for Historic Preservation, Mar 19,
Washington, DC
Read More
Legislative Alert
This Legislative Alert is brought to you by Lawrence P. Postal, Vice President for Legislative
Affairs, Northern Virginia SHRM, and partner at Seyfarth Shaw, LLP.
Transgender Bathroom Access; Second Circuit Court Holds HR Director is
Individually the "Employer"; Department of Labor Issues Final Persuader Rule

Mi chel l e Sta l na ker, MA, SHRM-
SCP, SPHR
Pres i dent
Sha ri fa Gomez, PHR, SHRM-CP,
CHRL
Executi ve Di rector
Mi mi Shi eh, SHRM-CP, PHR
Di rector
La uren Forga ch
Co-VP Progra ms
Ka t Bender
Co-VP Progra ms
Ja net Nguyen, MA, SHRM-CP,
SPHR
VP Profes s i ona l Devel opment
Ma ry Ki ts on, PHR
VP Mentori ng
Scott Donnel l y, SPHR
VP Members hi p
La rry Pos ta l
VP Legi s l a ti ve Affa i rs
Transgender Bathroom Access
It seems that not a day goes by without the media reporting on a new
"Bathroom Bill." These bills which have been proposed in a number of states,
including Illinois, South Dakota, Washington, and Missouri, aim to restrict the access of transgender
people to bathrooms and locker rooms.
Many of these bills focus on public facilities and, frequently, the rights of students under Title IX of the
Civil Rights Act of 1964. These bills while addressed to the public sector, raise important questions for
employers. Indeed, employers with increasing frequency are navigating "the restroom question" in
their workplaces.
To guide employers through this issue, both the Federal government and certain states have issued
guidance. Recently, the California Department of Fair Employment and Housing released its own set of
bathroom-related guidelines. The guidelines also addressed a number of other transgender
employment related topics, which we wrote about here.
The California DFEH guidelines provide that "all employees have a right to safe and appropriate
restroom facilities." The guidelines go on to instruct employers that transgender employees have the
right to use a restroom or locker room that corresponds to the employee's gender identity regardless of
the employee's assigned sex at birth. The guidelines underscore that there is not a particular medical or
legal event required for an employee to be transgender, and that transgender employees should not
be required to show proof of medical or legal status changes in order to be accommodated
appropriately.
The California DFEH notes that employers should also consider offering a single-occupancy restroom
option. Such a bathroom ensures employee privacy. The DFEH guidelines further provide that if an
employer provides a single-occupancy bathroom, it must make clear that use of this restroom is
voluntary. Employees should not be required to use a single occupancy restroom. A practical benefit of
offering a single-occupancy restroom option is that it provides an alternative restroom for employees
who do not wish to share a restroom with a transgender coworker.
The instructions provided by the DFEH align with the June 2015 Guidelines of the U.S. Occupational
Safety and Health Administration (OSHA). OSHA's Guidelines provide that transgender employees must
be provided access to the restroom that matches their gender identity. OSHA notes that refusal to
provide such access can result in health problems and potential liability. Like the DFEH, OSHA also
recommends providing a single-occupancy restroom, which employees can use who are uncomfortable
with using gendered restrooms. Of course, the reality is that most office buildings only have one men
and one women's bathroom on each floor.
Read More
Northern Virginia SHRM Members Receive $200 Off SHRM Seminars
SHRM, in partnership with Northern Virginia SHRM, is hosting more than twenty-five competency-
based HR education programs at SHRM HQ in Alexandria, VA this spring. SHRM Seminars are designed to
address the key functions and competencies required to operate effectively as an HR professional.
Invest in a SHRM Seminar to:
Advance your education in key HR knowledge, competencies and best practices
Network with other HR professionals
Learn from subject-matter expert instructors
Earn recertification credits for SHRM-CP/SHRM-SCP and other HR credentials
Visit shrm.org/seminars/novashrm and enter code 16SEMALEX* to receive $200 off your SHRM Seminar
registration at SHRM HQ.
*Restrictions apply. Visit shrm.org/seminars/novashrm for more information.
The Employee Engagement Landscape
This article is brought to you by J. Jolton. Mr. Jolton will speaking about The Employee
Engagement Landscape at our upcoming Chapter Meeting on April 26.
The Employee Engagement Landscape
The Global Employee Engagement Landscape is changing, and it is impacting
business outcomes. The presentation at the Northern Virginia SHRM chapter
meeting on April 26 will discuss findings from a global study conducted by
PwC to explore where employers-and employees-stand today in the ongoing
talent challenge. The study is a representative sample (over 7,400 respondents) of full-time employees
across industries and global regions to gain insight regarding issues and trends organizations are facing
in their efforts to attract, retain, and engaged employees.
The presentation will provide insight into the different profiles of employee engagement and their
impact on organization performance. Highlights will include discussion of:
Global trends of employee engagement over the last 3 years - where there is a downward shift
and what factors of engagement are most and least changed
Li nds a y Mui rhea d, SHRM-CP, Employee engagement profiles (Champions, Disconnecteds, Captives, and Tenants) that reflect
PHR different employees in an organization - and how each influences individual and business
Co-VP SIGs
performance
Understand the factors that activate engagement - not only help improve engagement levels of
your people, but strengthen the impact this can have on key business outcomes
Importance of leadership trust and vision - without confidence in leadership and excitement
about where the organization is headed, it becomes almost impossible to sustain and engaged
workforce
Role of managers in creating and sustaining engagement and the power that meaningful
conversations with employees has on their work experience
Ronda Hetters on
Co-VP SIGs What efforts high performing organizations do that differentiate them from other organizations
Obstacles that impede employee performance and reduce the value of engagement efforts (e.g.,
doing work for others that is not part of one's job, broken/inefficient processes, too many
meetings)

Overall the findings do support that focused and sustained efforts around engagement do make a
difference, but that many organizations still are falling short in their efforts to do this. This session
helps to emphasize where consistency is most needed and what organizations may be missing in their
own engagement efforts.
Emi l y Ames
VP Certi fi ca ti on
Mentoring Corner
Congratulations to the 2016 Mentoring & Leadership Development Program Participants!

Bri a n Di ema r, GBDS
VP Ma rketi ng & Publ i c
Rel a ti ons
Congratulations to the 14 local chapter members who were selected to participate in the year-long
Mentoring & Leadership Development Program this year: Amanda Stoucker, Kristen Piersante, Dean
Mariaca, Jeff Feldman, Natalie Dristas, Lola Elfman, Bonnie Wunderlich, Aimee Scott, Madonna
Dougherty, Rodney Jenkins, Vanessa Guglielmo, Kimberly Cole, Toya Mann, and Melanie Fischer.They
will leverage a collaborative peer-learning model which provides a unique learning experience which
provides a semi-structured opportunity to learn from both highly experienced experts and similar level
colleagues in a safe and supportive environment. SHRM and HRCI certified participants and program
leaders have an opportunity to earn up to 23 recertification credits through participation in program
activities.

Thank you to everyone who applied to participate in the program this year. All local chapter members
are welcome to join our Virtual Mentoring Network and participate in our Washington, DC metro area
quarterly social events.
Ja ni ne Onori o
Di rector SHRM Founda ti on
For questions about the Mentoring & Leadership Development Program and the virtual Mentoring
Network, please contact Mary Kitson, Managing Director, at mkitson@mitre.org or
shrm.mentoring@gmail.com.

HR Library & Important News

Ca ryn Perrel l i , SPHR, SHRM-

DOL's Fiduciary Rule Garners Support, Draws
SCP Concern
Trea s urer If 401(k) plan participants like their financial
advice, will they be able to keep it?
The U.S. Department of Labor's (DOL's) fiercely
debated final rule on conflicts of interest in
retirement advice, published in the Federal
Register on April 8, was welcomed by critics of
the financial services industry and greeted with
Emi l y Dors ey caution by advocates of retirement plan sponsors,
Secreta ry who tended to express guarded relief that it
wasn't worse.
As SHRM Online reported last week (see "How
the DOL Fiduciary Rule Will Affect Plan
Sponsors"), the final rule applies the so-called
fiduciary standard under the Employee
Retirement Income Security Act (ERISA) to
Rena e Ba rl i eb retirement plan investment advisors, requiring
Soci a l Medi a Stra tegi s t
that investment advice provided to plan sponsors
and participants be in the recipients' best
interest, and that advisors disclose any potential
conflicts of interest.
Currently, many retirement plan advisors
associated with mutual fund and brokerage firms
that administer 401(k) and similar plans are held
to a "suitability" standard, meaning
recommended investment products must fit a
client's general needs and risk tolerance but may
result in greater rewards for the advisor than
Sha un Corney, MA, SHRM-CP, competing, lower-fee investments would.
PHR
Uni vers i ty Rel a ti ons Cha i r Read More
Viewpoint: People Analytics Picking Up Speed
Since the very early days of industrial
engineering, companies have been trying to
collect data about people at work. The first
pioneer in this market, Fredrick Taylor, measured
the activity of iron workers in the steel mills. He
found that when people carried exactly 65
pounds of iron, they produced the optimum
output of productivity (and didn't hurt
themselves). Since then, we have learned how to
capture a myriad of data about people at work.
We now capture data about where applicants and
employees went to school, their employment
histories, their job performance, their training
histories, their career paths, and of course their
ages and even their psychological profiles.
Bringing all this data together and making sense
of it has always been the dream of HR leaders.
Today, this dream is starting to become a reality.
We have been studying the discipline of people
analytics (aka talent analytics) for more than five
years now, and in the latest research from
Deloitte's Global Human Capital Trends 2016
report, we found an astounding jump in
investment, maturity and tools available. In fact,
this new discipline within HR, which people have
been writing about regularly in the press, is now
taking off. Among the more than 7,000 companies
we surveyed, the jump in adoption is amazing.
Read More
 2016 Sponsorship Opportunities Available
Northern Virginia SHRM has sponsorship opportunities available for 2016. Sponsorships are a great way
to promote your organization and reach a large audience of human resources professionals.
Sponsorship opportunities include monthly meetings, newsletter and website packages, as well as a
mastered combo package. For more information on becoming a sponsor, visit our website.
Drema McCoy, MBA, SHRM-CP,
PHR
News l etter Edi tor Northern Virginia SHRM would love to talk to you about becoming a sponsor! For more information,
contact Sharifa Gomez, Executive Director, at novashrmexecutivedirector@gmail.com or Brian Diemar,
VP of Marketing & Public Relations, at novashrmsponsorship@gmail.com.

Volunteer for Northern Virginia SHRM

The Northern Virginia SHRM Chapter offers all members the opportunity to grow professionally and
network informally with fellow Chapter members by volunteering with the Board, participating in
Kel l y Vi l s ki standing committees, and/or assisting with special projects. Volunteer involvement with NOVA SHRM
Cha pter Admi ni s tra tor entails both short- and long-term commitments on a variety of assignments, requiring varying amounts
of time, depending on your schedule and availability. Join a fun, vibrant group and let us know if you
are looking for opportunities to contribute!

We are recruiting for the following board positions:

President-Elect
Leader, Strategic Planning
RJ Lewi s Newsletter Editor
Di gi ta l Content Vice President, Diversity
Admi ni s tra tor
Click here for job descriptions and more information.

Interested in applying? If you've got the talent and interest to succeed in any of these roles, please
send your resume and brief statement of interest to Sharifa Gomez, Executive Director
at novashrmexecutivedirector@gmail.com.

I hope you enjoyed the latest edition of our monthly newsletter. Please contact me at
novashrm.newsletter@gmail.com to provide feedback and comments, to submit an article, or to
sponsor the next issue of The Pulse.

Sincerely,

Drema McCoy, MBA, SHRM-CP, PHR

Newsletter Editor
Northern Virginia SHRM

NOVA SHRM | novashrm.newsletter@gmail.com | http://www.novashrm.org

PO Box 2474
Springfield, VA 22152

Copyright 2016. All Rights Reserved.