Northern Virginia SHRM | December 2016

In This Issue
Upcomi ng Events
Comfort Ca s es Dri ve Succes s
HR Jobs
Legi s l a ti ve Al ert
HR Li bra ry
Vol unteer for NOVA SHRM
2017 Spons ors hi p
Opportuni ti es

Upcoming Events

Northern Virginia SHRM Members,

As 2016 comes to a close, I want to thank you for your commitment to our fantastic
chapter. We achieved so many goals this year from becoming one of the only "Super
Mega" size chapters in Virginia, re-branding our award-winning mentoring program,
creating new board positions to better serve our members, teaming with other local
chapters to make the 2016 national SHRM Conference a success and even launching
our first SHRM Certification study group. These just name a few of the major accomplishments this
year!
I am excited to announce that many of our 2016 board members will be continuing in 2017 and are
prepping for another successful year. The entire Northern Virginia SHRM board is wishing all of our
members and friends a wonderful holiday season and prosperous New Year! We look forward to
seeing you all in January!
Cheers,
Michelle Stalnaker
2016 President

December 15
Talent Acquisition &
Management SIG
Understanding Organizational
Culture for Company Success
Speakers: Jos e Mora l es
Location: Fa l l s Church
Time: 8:00a m
Register Now

March 12 - 15
Virginia SHRM Conference
Location: Wi l l i a ms burg

Register Now

2016 Board
Members

Mi chel l e Sta l na ker, MA, SHRMSCP, SPHR

Pres i dent

Sha ri fa Gomez, PHR, SHRM-CP,

CHRL
Executi ve Di rector

Comfort Cases Collection Drive Was a Success!

Northern Virginia SHRM would like to give a great big THANK YOU to all Northern Virginia SHRM
members and friends who donated items and those who volunteered their time in support of Northern
Virginia SHRM's Comfort Cases Packing Party in October. With the help of members and volunteers, we
prepared comfort cases of essential needs and comfort items for kids ages 0-18 in foster care. Comfort
Cases is a 501(c)(3) non-profit organization primarily serving communities in Washington, D.C., Maryland
and Virginia.

Stay Connected

Our Sponsors

Mi mi Shi eh, SHRM-CP, PHR

Di rector

La uren Forga ch
Co-VP Progra ms

Ka t Bender
Co-VP Progra ms

HR Jobs

Ja net Nguyen, MA, SHRM-CP,

SPHR
VP Profes s i ona l Devel opment
Ma ry Ki ts on, PHR
VP Mentori ng

Vice President, Division Human Resources - Sodexo USA - Columbia, MD

Chief Human Resources Officer - GBMC HealthCare - Baltimore, MD
HR Generalist - Johns Hopkins University - White Marsh, MD
Director, Client Services - American Public University System - Manassas, VA
Nurse Recruiter - Dept of Veterans Affairs - Martinsburg, WV
PT HR Project Consultant - Washington Language Center - Arlington, VA
HR Generalist - At Home Care - Richmond, VA
Field Recruiter - Johns Hopkins University - Baltimore, MD
HR Generalist - Johns Hopkins University - Baltimore, MD
CO HR Manager - Johns Hopkins University - Baltimore, MD
Read More

Scott Donnel l y, SPHR

VP Members hi p

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.
DOL Overtime Rules Enjoined by Appeal Pending; What to Expect from
President-Elect on the Employer Law Front
La rry Pos ta l
VP Legi s l a ti ve Affa i rs

Li nds a y Mui rhea d, SHRM-CP,

PHR
Co-VP SIGs

Ronda Hetters on
Co-VP SIGs

Emi l y Ames
VP Certi fi ca ti on

Going, Going, But Not Quite Gone - DOL Overtime Rules

On November 29, 2016, Judge Amos Mazzant of the United States District Court
for the Eastern District of Texas issued an order enjoining the U.S. Department
of Labor's implementation and enforcement of the new overtime exemption rules that were set to go
into effect on December 1, 2016. The court granted a motion for preliminary injunction filed by the
attorneys general of 22 states, in which the states argued among other things that the new rules were
unlawfully promulgated and would be likely to cause irreparable harm to the states that requested the
injunction. The court also considered amicus arguments made by various chambers of commerce and
trade associations, which filed a companion case asserting similar and separate grounds for overturning
the DOL's new rules. Although the court's order leaves some room for confusion on this point, it
appears to apply to all public and private sector employers nationwide.
Although an important step, the Judge's decision is far from the final word on this matter. The United
States Department of Labor has already appealed to the United State Court of Appeals, and has for
expedited briefing and an expedited decision. Creating even greater uncertainty, the Trump
administration could decide to revoke the overtime rules, or even simply not defend them in Court.
Moreover, the Republican Congress, which no longer faces a veto threat, could pass legislation
overruling the DOL regulations. Of course, President elect Trump won election largely on the backs on
the working middle class. He and the Congress might not be so keen to deprive the working middle
class of overtime pay.
Many businesses are very far along in their plans to comply with the new rules by December 1. Many
have already begun their communications with employees whose pay or classification would be
impacted because of the new rules. Some have already effected changes impacting those employees.
Further, those businesses that had not taken steps to comply have employees who have almost
certainly heard about the rules and have assumed they would soon receive raises or become overtime
eligible.

In that light, the injunction-though heralded as a positive development for businesses-has the
potential to create significant risk and disruption. A careful hand is required. Obviously there is much to
consider and much more to do. But here is a deft starting point:
Read More
Bri a n Di ema r, GBDS
VP Ma rketi ng & Publ i c
Rel a ti ons

Helping Your Employees Manage Financial Stress

T his article is brought to you by Rose M. Price, CFP, AIF, a partner

and Financial Advisor at VLP Financial Advisors. VLP provides 401k
plan management as well as personal financial planning.
Part 3: What's Your Plan Doing for You?
Ja ni ne Onori o
Di rector SHRM Founda ti on

Ca ryn Perrel l i , SPHR, SHRMSCP

Trea s urer

Emi l y Dors ey
Secreta ry

Rena e Ba rl i eb
Soci a l Medi a Stra tegi s t

The Role of the Company in Employee Financial Stress Relief

Over the past few months we've been discussing how almost all
employees deal with some type of financial stress in their lives, from
budgeting for the future, or maybe debt issues, to market
fluctuations due to events out of their control like the election, or
the inability to find reliable assistance with important financial
decisions.
Human resource professionals are uniquely positioned to help employees deal with financial stress, as
the attitude of the employer towards the financial state of their employees can make a big difference
for the company. While financial stress may be occurring in the personal lives of their employees,
employers can ensure that their employees have the information they need to take care of their
finances. Employers can help alleviate stress by encouraging saving, promoting financial education
programs, and providing their employees access to experienced financial advisors.
The first step in this process is ensuring you have the correct plan for your company. This takes strategic
plan design that must include evaluation of the types of plans available, testing requirements, liability
mitigation, and fiduciary responsibility. With an established plan, it's also critical to evaluate how well
your plan provider is taking care of your employees. We've touched on this in our other articles, but
now it's time to cut to the chase - Is your plan provider an active partner in achieving your organization's
strategic goals for employee education? Do they incorporate investment advisory services into
retirement planning management? Are they investing time in educating employees beyond the initial
onboarding period? These are just a few ways your plan provider can be assisting in this goal of helping
employees find financial security. If implemented correctly, these types of programs could be the
difference between productive employees and those who negatively affect the company's bottomline.
Rose M. Price, CFP, AIF, is a partner and Financial Advisor at VLP Financial Advisors. VLP provides 401k
plan management as well as personal financial planning. Find out more about VLP Financial Advisors at
vlpfa.com. Rose Price is a Registered Representative of and offers securities and Advisory Services
through Cetera Advisor Networks LLC, member FINRA/SIPC. Cetera is under separate ownership from
any other entity.

HR Library & Important News

Sha un Corney, MA, SHRM-CP,
PHR
Uni vers i ty Rel a ti ons Cha i r

Drema McCoy, MBA, SHRM-CP,

PHR
News l etter Edi tor

Suza nne Decker

Cha pter Admi ni s tra tor

Who Will Be Trump's Labor Secretary?

D.C. Bill Protects Job Applicants' Credit Histories

President-elect Donald Trump said last week that

he will announce "almost all" of his cabinet this
week, which could include the nation's new labor
secretary. The U.S. Department of Labor (DOL)
enforces rules that protect the nation's workers,
distributes benefits to the unemployed and
publishes economic data like the monthly jobs
report. The new secretary will be in charge of
keeping Trump's promise to dismantle many rules
from President Obama's administration that cover
the vast workforce of federal contractors. Below
are some of the possible candidates.

Washington, D.C., is the latest jurisdiction to

consider legislation to prevent employers from
conducting credit history screens for most job
applicants.

Lou Barletta
The Washington Post calls Rep. Lou Barletta-the
conservative Republican congressman whose
Pennsylvania district has long been a focal point
in the national immigration debate-an
"immigration hardliner." As mayor of Hazleton,
Pa., he led a crackdown on immigrants who were
in the country illegally and businesses that hired
them, and pushed to make English the town's
official language.

Currently 11 states, New York City and Chicago

have passed legislation limiting the use of credit
checks in the hiring process. The states include
California, Colorado, Connecticut, Delaware,
Hawaii, Illinois, Maryland, Nevada, Oregon,
Vermont and Washington.
In November the D.C. Council Judiciary
Committee unanimously passed The Fair Credit in
Employment Amendment Act, which would
amend the city's Human Rights Act of 1977 to
include "credit information" as a protected trait.
The bill now being considered by the full D.C.
Council would restrict an employer from checking
an applicant's credit history unless the employer
can provide a credible reason, or local and federal
law require the credit history screen.

(The Washington Post)

RJ Lewi s
Di gi ta l Content
Admi ni s tra tor

Na ta l i e Al l en
Events Coordi na tor

Dan Anderson
Da ta Ana l yti cs Speci a l i s t

Peter Kirsanow
Peter Kirsanow, a former National Labor Relations
Board member under President George W. Bush,
is a conservative attorney who represents the
management side in labor-management disputes.
He has been a critic of unauthorized immigration
and liberal views on civil rights.
(The Cleveland Plain Dealer)
Victoria Lipnic
Victoria Lipnic is one of two Republican
commissioners on the Equal Employment
Opportunity Commission (EEOC). Lipnic served as
the assistant secretary of labor under George W.
Bush before Obama appointed her to the EEOC in
2010. According to The Atlantic, she "in some
ways represents a more moderate choice for
labor secretary ... and has experience in both the
private sector (as an attorney) and public sector.
Her voting record as an EEOC commissioner
sometimes crosses party lines, but is largely
indicative of a preference for less regulation."
(The Atlantic)

An employer found to be in violation would face

a $1,000 fine for the first offense, $2,500 for the
second, and $5,000 for each succeeding violation.
Washington, D.C., passed a "ban-the-box" law in
June 2014, which restricts employers from asking
candidates about their criminal history before
making a conditional offer.
Judiciary Chair and Ward 5 Councilmember
Kenyan McDuffie, who introduced the credit
check measure, said credit histories can be
inaccurate and not indicative of how a worker will
perform on the job.
"This bill will abolish restrictions that unjustly
exacerbate challenges faced by applicants who
are already having difficulty with finding
employment and making ends meet," he said.
"Some people falsely believe that [credit history]
determines someone's character or likelihood
that they'll commit a crime ... credit history isn't a
reliable way to measure a person's ability to do a
job."

Read More

Read More

Originally Published as "Who Will Be Trump's Labor

Secretary" by Dana Wilkie. 2016, Society for
Human Resource Management, Alexandria, VA.
Used with permission. All rights reserved.

Originally Published as "D.C. Bill Protects

Applicants' Credit Histories" by Roy Maurer.
2016, Society for Human Resource Management,
Alexandria, VA. Used with permission. All rights
reserved.

Volunteer for Northern Virginia SHRM

Are you interested in being apart of an incredible Board of Directors, where you can utilize your
professional skills?
If this question intrigues you, be sure to apply for one of our current open roles listed below on the
Northern Virginia SHRM Board. We continue to be recognized as a "Cut Above the Rest."
All interested candidates can
complete the 2017 Self Nomination Form and,
send your most recent resume to our Executive Director, Sharifa Gomez
at novashrmexecutivedirector@gmail.com
We are recruiting for the following board positions:
Secretary
Newsletter Editor
Social Media Strategist
Director, SHRM Foundation
Click here for job descriptions and more information.

2017 Sponsorship Opportunities Available

Northern Virginia SHRM has sponsorship opportunities available for 2017. 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.
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.

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.