IN THIS ISSUE:

 

2010 SHRM Annual Conference & Exposition:
Volunteers Needed

 

HR Metrics:
Measuring HR's Organizational Impact

2010 SHRM Nevada State Conference

Which Employees Are Eligible
for Daily Overtime

LEGAL BRIEF:
FLSA AMENDED TO REQUIRE BREAKS
AND SPACE TO EXPRESS BREAST MILK
FOR NURSING MOTHERS

 

Best Places To Work In Southern Nevada (SM):
Clearing Up Confusion

 

Gail Aldrich, Former SHRM Chief Membership Officer:
Now Vice-Chair oF AARP Board of Directors

Member Spotlight:
Michelle Welch of Metl-Span, LLC

PLUS:

 

Humor Lines

 

 

SHRM 2010 Annual Conference & Exposition
June 27–30, 2010
San Diego Convention Center

 

SNHRA will be in San Diego at the SHRM Expo center recruiting volunteers and raising the anticipation level for the 2011 SHRM Annual Conference that's coming to Las Vegas!

We hope that you'll help SNHRA recruit both volunteers and attendees for the SHRM 2011 conference in our fair state by assisting us at our booth at the Expo.

We need volunteers to staff mostly 2 hour shifts during the following schedule:

 

If you would like to help staff our booth, please CLICK HERE to reply with your preference of date(s), whether you're available in the morning or afternoon, and for how many shifts (hey, we're not greedy!).

***In exchange for your service, we will give all of our booth volunteers the first option (and best assignment choices) for volunteering in Las Vegas in 2011 as well as FREE DAYS at the Vegas conference!!!***

We hope to see you in San Diego!

 

Date: Time: Place: Cost:

July 23, 2010 8:00 am - 12:00 pm Morning Session 1:00 pm - 5:00 pm Afternoon Session Nevada Public Radio Corporation 1289 South Torrey Pines Drive Las Vegas, NV 89146 $100 for SNHRA members/$150 for non-members ***Prepayment is Mandatory***

 

Submitted to HRCI for 3.75 Strategic recertification hours

"This program has been submitted for 3.75 (Specified -Strategic) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."

Presented by Concetta Bertussi, SPHR (bio)

 

 

Summary:

Measuring the impact of HR activities allows practitioners to justify financial investments in attracting, retaining, and developing employees. Few practitioners, however, have a thorough understanding of the philosophy and methodology involved in developing performance indicators. This workshop will provide practitioners with an understanding of measurement philosophy as well as practical tools that can be applied to demonstrate HR performance and strategic value.

This seminar will discuss the following:

• Aligning measurements to your organization’s strategy and business objectives;
  
  
• Choosing metrics that drive business decisions;
  
  
• Defining recruitment metrics that link recruiter behavior to desired outcomes;
  
  
• Determining the true cost of turnover to your organization;
  
  
• Identifying the cost benefit of employee training and development; and,
  
  
• Avoiding common measurement pitfalls.

Who Should Attend?

Human Resource Professionals
Business Owners

To RSVP, click here!

 

The Nevada State Council for the Society for Human Resource Management (SHRM), is proud to announce our 2010 State Conference, “Taming the Wildest Economy in the West,” to be held September 14, 2010 at the Gold Coast Hotel and Casino located in Las Vegas, Nevada.

We are excited to present a selection of exceptional speakers such as Patrick Hicks, Managing Shareholder with Littler Mendelson, Clare Andriola, President/CEO of the Nevada Associated Builders & Contractors and Debra Solt, Director of Workforce Development for Vegas PBS addressing topics important to all businesses including: healthcare reform, labor relations and the Employee Free Choice Act (EFCA), immigration reform, the Family Medical Leave Act (FMLA), Americans with Disabilities Act (ADAAA), along with timely legislative and legal updates specific to Nevada and important to business owners, managers and human resource professionals.

For the first time we will honor one organization that demonstrates a commitment to the re-training and development of the Nevada workforce with our Workplace Readiness Award. Debra Solt, Workforce Readiness Director with Vegas PBS, will be our Keynote during the lunch program, which includes the soothing sounds of international jazz musician Carl Ferris.

For more information about the Nevada state conference, visit the Nevada State SHRM Council website nvstatecouncil.shrm.org.

 

 

The Nevada Labor Commissioner has announced that, starting on July 1, 2010, the Nevada minimum wage will increase to $7.25 per hour or $8.25 per hour (depending on whether the employer provides qualified health insurance benefits). This year, unlike the past three years, the federal minimum wage is not slated to increase.

 

The change in Nevada’s minimum wage should lead most employers to again address the issue of daily overtime. Under state law, any employee who earns less than 1 ½ times the applicable minimum wage must receive overtime for any time worked in excess of 8 hours in a single workday. (This does not apply to employees who agree to work four 10-hour days in a work week, and in certain other situations.) Per Nevada statute, a “workday” does not mean a calendar day, but rather, a period of 24 consecutive hours which begins when the employee begins work.

 

The increase in Nevada’s minimum wage will expand the pool of employees who qualify for daily overtime.  You should pay close attention to those employees previously unaffected by the daily overtime requirements to ensure that each employee receives the proper overtime pay, when applicable.

 

Following are the specific provisions of the Nevada Administrative Code that define what may constitute “qualified health health insurance benefits” so as to determine at which minimum wage tier an employee is to be assessed.

 

NAC 608.102

1. The employer must offer a health insurance plan which:

        (a) Covers those categories of health care expenses that are generally deductible by an employee on his individual federal income tax return pursuant to 26 U.S.C. § 213 and any federal regulations relating thereto, if such expenses had been borne directly by the employee; or

        (b) Provides health benefits pursuant to a Taft-Hartley trust which:

             (1) Is formed pursuant to 29 U.S.C. § 186(c)(5); and

             (2) Qualifies as an employee welfare benefit plan:

                  (I) Under the guidelines of the Internal Revenue Service; or

                  (II) Pursuant to the Employee Retirement Income Security Act of 1974, 29 U.S.C. § 1001 et seq.

      

2. The health insurance plan must be made available to the employee and any dependents of the employee. The Labor Commissioner will consider such a health insurance plan to be available to the employee and any dependents of the employee when:

        (a) An employer contracts for or otherwise maintains the health insurance plan for the class of employees of which the employee is a member, subject only to fulfillment of conditions required to complete the coverage which are applicable to all similarly situated employees within the same class; and

        (b) The waiting period for the health insurance plan is not more than 6 months.

    

3. The share of the cost of the premium for the health insurance plan paid by the employee must not exceed 10 percent of the gross taxable income of the employee attributable to the employer under the Internal Revenue Code, as determined pursuant to the provisions of NAC 608.104.

NAC 608.104

1.  To determine whether the share of the cost of the premium of the qualified health insurance paid by the employee does not exceed 10 percent of the gross taxable income of the employee attributable to the employer, an employer may:

        (a) For an employee for whom the employer has issued a Form W-2 for the immediately preceding year, divide the gross taxable income of the employee paid by the employer into the projected share of the premiums to be paid by the employee for the health insurance plan for the current year;

        (b) For an employee for whom the employer has not issued a Form W-2, but for whom the employer has payroll information for the four previous quarters, divide the combined total of gross taxable income normally calculated from the payroll information from the four previous quarters into the projected share of the premiums to be paid by the employee for qualified health insurance for the current year;

        (c) For an employee for whom there is less than 1 aggregate year of payroll information:

             (1) Determine the combined total gross taxable income normally calculated from the total payroll information available for the employee and divide that number by the number of weeks the total payroll information represents;

             (2) Multiply the amount determined pursuant to subparagraph (1) by 52; and

             (3) Divide the amount calculated pursuant to subparagraph (2) into the projected share of the premiums to be paid by the employee for qualified health insurance for the current year; and

        (d) For a new employee, promoted employee or an employee who turns 18 years of age during employment, use the payroll information for the first two normal payroll periods completed by the employee and calculate the gross taxable income using the formula set forth in paragraph (c).

      

2.  As used in this section, “gross taxable income of the employee attributable to the employer” means the amount specified on the Form W-2 issued by the employer to the employee and includes, without limitation, tips, bonuses or other compensation as required for purposes of federal individual income tax.

The above law was taken from (http://leg.state.nv.us/nac/)

By: Patrick H. Hicks and Wesley Shelton . Patrick H. Hicks is the Founding Shareholder of Littler Mendelson’s Las Vegas and Reno offices. He can be reached at phicks@littler.com. Wesley Shelton is an Associate in Littler Mendelson’s Las Vegas Office. He can be reached at wshelton@littler.com.

 

FLSA AMENDED TO REQUIRE BREAKS AND SPACE TO EXPRESS BREAST MILK FOR NURSING MOTHERS

Congress recently amended the Fair Labor Standards Act (FLSA) to require employers to provide rest breaks and space for employees who are nursing mothers to express breast milk. The amendment requires employers to provide “reasonable” rest breaks to mothers, “each time” they wish to express breast milk, for up to one year after a child’s birth. In addition, it requires employers to provide a private space, other than a bathroom, for mothers to express milk. Employers need not pay employees for lactation breaks.

 

The amendment applies to all employers covered by the FLSA that employ 50 or more employees. Employers covered by the FLSA that employ fewer than 50 employees are not required to provide the breaks if such requirements would impose an undue hardship by causing the employer significant difficulty or expense when considered in relation to the size, financial resources, nature or structure of the employer’s business. Employers covered by the FLSA that employ fewer than 50 employees should consult with counsel to assess whether they need comply with the new law.

 

The amendment does not apply to white-collar exempt employees. However, to the extent employers choose to provide lactation breaks to salaried exempt employees, they should not seek to make deductions from salaries for lactation breaks. Salaried exempt employees must receive their full salary for any week in which they perform work, regardless of the quantity of work they provide.

 

Nevada law provides all employees with a paid ten minute rest period for every four hours worked. Nevada employers may wish to encourage mothers to take lactation breaks during one of their paid rest periods. A sample lactation policy incorporating Nevada’s paid rest period provision might include the following:

Non-exempt employees needing lactation breaks may use ordinary paid
rest breaks and/or may take other reasonable break time when needed. If an employee uses a paid break for lactation but needs significantly longer than the paid break, the employee should report the extra break time as unpaid on a time correction report. If an employee takes a lactation break separate from the ordinary paid rest break, the employee should clock out during the lactation break.

As the amendment requiring lactation breaks took effect on March 23, 2010, employers are advised to adopt and implement a lactation policy without delay.

 

You may see announcements of an event very similarly titled to the one sponsored by SNHRA for nearly a decade: "Best Places to Work in Southern Nevada (SM)." Please check the event information carefully and look for our SNHRA logo to verify the event's authenticity.

 

As was the case last year, your SNHRA Board wants you to know that any "Best Place" awards or recognition event that does not contain our Nevada-shaped Best Places to Work in Southern Nevada (SM) logo, along with our SNHRA logo (often integrated into the Nevada shape), is in no way associated with SNHRA nor is it sponsored or judged by the HR professionals in your Association.

We are currently preparing our annual event to be held in the Fall. As soon as we have fully prepared our 2010 Original "Best Places to Work in Southern Nevada (SM)" program, we will inform all of our loyal members, past nominees, past winners and guests. Please check out the SNHRA.org home page often for more information about this year's event.

 

Finally, whether you are a new member or an established member of SNHRA, we would like to thank you for your support of SNHRA over the many years of the original Best Places to Work Awards in Southern Nevada (SM) Program, and we hope that you will join us this year to honor the "Best Places to Work in Southern Nevada (SM)."

 

 

AARP today announced its 2010 Board of Directors. Among those installed is Gail Aldrich, SPHR, of Genoa, NV, who will serve as vice-chair until 2012. Her term on the board will continue through 2014. Aldrich was elected to the Board of Directors in 2008 and served on the Member Value Social Impact Committee and the CEO Evaluation and Compensation Committee during the 2008-2010 biennium.

 

"It is an honor to continue serving AARP, as vice chair of the board," Aldrich said. "A key responsibility of the role is to chair the Member and Social Impact Committee. I look forward to using my background as a leader in membership organizations to fulfill this role. My focus will be working with other board members, volunteers, members and AARP staff to create change that ensures all of us can age with dignity and purpose."

 

Aldrich is an experienced executive in human resource management, membership development, and organizational effectiveness. She previously served as chief membership officer for the Society for Human Resource Management; senior vice president and chief administrative officer of the California State Automobile Association; vice president of human resources and corporate secretary of the Failure Group; and vice president of organizational development for the Electric Power Research Institute.

 

AARP is a nonprofit, nonpartisan membership organization that helps people 50+ have independence, choice and control in ways that are beneficial and affordable to them and society as a whole. AARP does not endorse candidates for public office or make contributions to either political campaigns or candidates. We produce AARP The Magazine, the definitive voice for 50+ Americans and the world's largest-circulation magazine with over 35.7 million readers; AARP Bulletin, the go-to news source for AARP's millions of members and Americans 50+; AARP VIVA, the only bilingual U.S. publication dedicated exclusively to the 50+ Hispanic community; and our website, AARP.org. AARP Foundation is an affiliated charity that provides security, protection, and empowerment to older persons in need with support from thousands of volunteers, donors, and sponsors. We have staffed offices in all 50 states, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands.

 

 

Q.How did you hear about SNHRA?

A. I heard about SNHRA through a SNHRA post card that arrived at my place of business.

 

Q. Why did you join SNHRA?

A. I wanted to get more involved with other HR colleagues that lived in my area.

 

Q. Tell us about your company, Metl-Span, LLC…

 

A. Metl-Span is a manufacturing company that produces insulated wall panels for commercial buildings. Basically, we make insulation. We have 5 plants within the United States. Our corporate office and plant is in Lewisville, Texas, another facility is in Prince George, VA, another is in Shelbyville, IN, and another in Dallas, TX. Then last but not least is our plant right here in Las Vegas, NV.

 

Q. Tell us a little about your role with Metl-Span, LLC…

 

A. I am a HR Generalist at our Nevada facility. I oversee the HR function and safety coordinator responsibilities.

 

Q. What benefits of membership in SNHRA do you enjoy the most?

 

A. I love the breakfast meetings. It allows you to take a break from work and to be able to meet with other HR people – just like myself.  I also get a ton of information from the speakers.

 

Q. What challenges are you facing as an administrator in the economic downturn?

 

A. Some challenges have been being able to keep the employee’s spirits up while the economy is at a downturn. Although you can’t promise people that they will keep their jobs, but you can promise them that they will be treated fairly in any decision that we make.

 

I have actually had some positive out of the downturn. I have been able to find great quality applicants that we can use at our plant. These people have had great job history and work ethic – they were just unfortunately a victim of the bad economic state.

 

Q. What are your favorite things to do in Las Vegas?

 

A. I love to go down to the Bellagio and see what new theme they have in their Atrium and going to see the water show there. I also like to play the slots every now and then and go to eat at the buffets.

 

Q. What was one of the last shows you’ve seen on the Strip that you enjoyed (or a favorite restaurant/meal)?

 

A. The last show I saw was Cirque du Soleil Ka. We took our whole plant plus one guest to see the show for our Christmas party. Everyone enjoyed themselves.

 

You Know You Work in the 21st century when ...

… cleaning up the dining area means getting the fast food bags out of the back seat of your car.

… your reason for not staying in touch with family is that they don’t have e-mail addresses.

… pick-up lines now include a reference to liquid assets and capital gains.

… you consider inner-office mail painfully slow.

… you refer to your dining room table as the flat filing cabinet.

… you lecture the neighborhood kids selling lemonade on ways to improve their process.

… you think "progressing an action plan" and "calendarizing a project" are acceptable English phrases.

… you refer to tomatoes grown in your garden as deliverables.

… you find you need PowerPoint to explain what you do for a living.

… you know the people at the airport hotels better than you know your neighbors.

… you ask your friends to "think out of the box" when you make your Friday night plans.

… you get excited when it’s Saturday so you can wear sweats to work.

… you think a "half-day" means leaving at 5 o’clock.

From the Cool Avenues

---

This Newsletter is Sponsored by:

 

 

We hope that all of our Members and Friends find the articles contained within R E S O U R C E S  useful in your HR environment.
Many thanks to all of you who responded to our requests
for articles and research for this newsletter.

If you have anything you wish to contribute to the next issue, please do not hesitate to email Barry Lippold at blippold@marcison.com.

 

 

 

Contact Barry Lippold at 702-281-6528 for pricing and availability
to sponsor future R E S O U R C E S editions

 

 

 

 

 

 

 

 

 

Jump to... Home About SNHRA Join/Renew Member Area Meetings & Events News Contact Us Meeting RSVP Meeting Schedule Newsletter Archive Sponsorships