President’s Letter

 
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It is hard to believe I am already preparing a second President’s message for our newsletter, as it seems like we just conducted the induction ceremony for the 2020 Board of Directors.  We are fortunate to have a fully engaged and active board, which is why 23 chapter members were officially inducted during the January chapter meeting.  I know we have the right team in place to bring you the meaningful program content that I mentioned in last month’s newsletter.  SuncoastHR is off to a great start for 2020 and I am excited for what is in store for the remainder of the year! 

 

For those of you who could not attended our first chapter meeting, we kicked off the year with Tom Topping sharing information about the Multi-Generational workforce followed by a workshop taking a deeper dive into the topic.  We are very fortunate to have Tom as our District Director and an active member of the chapter and board.  

 

While it is important to reflect on the past, it is equally important to look toward the future.  You don’t want to miss the February meeting, “Effectively Utilizing and Engaging a Remote Workforce”.  We can all relate to the changing dynamic of today’s workforce, therefore this presentation from HR leaders at Bic Graphic will provide valuable tips to keep your teams engaged when they are not in the physical work location.  Please register ASAP as we anticipate a full house. 

 

February will also offer the opportunity for President Elect, Glenn Willocks and me to attend the HR Florida Legislative Conference in Tallahassee.  Several bills are on the 2020 Florida Legislative agenda that are important to human resources professionals in Pinellas County and around Florida. We look forward to meeting with our elected officials and taking an active participation in the legislative process with fellow HR professionals from around the state. I look forward to sharing updates with you at future meetings and newsletters.

 

Finally, membership renewal is just around the corner and we look forward to your continued support of SuncoastHR.  As always, please reach out to any board member with suggestions on how to continually improve your experience with your chapter.

 

I look forward to seeing you all soon. 


Sincerely,
David Bode
President, SuncoastHR

 
 
 

February Breakfast Meeting "Effectively Utilizing and Engaging a Remote Workforce

 

Wednesday, February 12, 2020
8:00 am – 9:30 am (Registration begins at 7:30 am)


Feathersound Country Club

2201 Feather Sound Drive

Clearwater, FL 33762


As businesses expand and adapt to the ever changing demands of its customers, key leaders within an organization must determine the best ways to attract, engage and retain top talent in an ever increasing tight labor market. In doing so, HR must be a key influencer on single or multiple site operations both domestically and internationally from a people resources perspective. HR also must align with sales organizations with remote sales teams to positively motivate the team leading to higher sales and increased profits. Lastly, the concept of remote workers for a variety of different disciplines even as recently as 10 years ago was an afterthought, especially with old school leadership styles and stagnant organizations. Now HR is the catalyst to change the old practices to secure these valuable assets with a forward thinking process to increase shareholder value and grow the business.

 

Register now to understand the advantages along with the challenges of securing, retaining and motivating a remote workforce.

 
 

Please welcome the two key presenters / subject matter experts who are critical members of the BIC Graphic Human Resources Team:

 
 
 

Barbie Winterbottom,
Chief People Officer, CHRO

A strategic and insightful business leader with experience building healthy, people centered cultures and strong diverse leadership teams who drive positive business outcomes.

Barbie’s career includes working in a start-up all the way to working in one of the world’s largest organizations and global Fortune 500 companies. Barbie is known for aligning Human Resources with the desired outcomes of the business by applying a People First model within her team and across the organization. Often sought after for her ability to quickly analyze a situation and bring forth real solutions, Barbie has enjoyed a diverse career in many industries providing a comprehensive approach to problem solving and a 360 degree view of issues, incorporating the view of the Executive, the Leaders, the individual contributor and the customer.


Barbie believes HR professionals must earn a seat at the table and then keep it by using our voices to ensure People and Culture remain at the forefront of all decisions, bringing forth the science and art of influencing change and delivering results through the People practices of an organization.

As a featured keynote speaker, Barbie brings her experiences, humor and real life stories to the audience, driving home the connections between people centric cultures and business results. 

 
 

Casey Walter,
Senior Manager,
Corporate Strategy & Communications
As an advocate for disrupting the traditional HR space, Casey has a unique focus on finding ways to challenge the everyday by bringing forth innovative solutions to business problems.
Currently Casey has a new challenge of bringing together multiple disparate company-wide initiatives, ensuring alignment with the Executive team and with a People First focus.

 

Casey finds her passion in developing strong leaders, growing employee engagement in the workplace and nurturing a positive culture while forming an organization's identity.

 
 

This month’s meeting is sponsored by:

 
 

 

 

Challenger is a national outplacement and job counseling firm. They are the oldest and one of the largest in this field with offices throughout the U.S. They are the founders of corporate sponsored assistance for released employees and have been providing job search support for over 50 years.

 

The Challenger approach to career transition is to treat each affected employee with the utmost respect and compassion while delivering processes that positively impact the job search and simultaneously assisting the customer company in addressing the needs of the surviving employees, community, and, at times, customers.

 

They excel at providing customized career transition services. The Initial Intensive job search coaching session is done one-on-one, which means the entire content of the program is customized to the client. Personal on-going coaching is a critical element to a successful career transition program because the coach brings accountability and a trained objective voice.

 

www.challengergray.com

 
 
 
 

Quarterly Community Cause

 

Help us raise money this quarter for a great cause! At each meeting this quarter we will be collecting donations to contribute to a 50/50 raffle. Proceeds will go to:

 

 

50/50 Raffle
One ticket for $2
Six tickets for $10

15 tickets for $20

 

Over 25 Years Serving the Hungry, the Needy and the Homeless in Pinellas County Florida


The Suncoast Haven of Rest Rescue Mission was established 25 years ago. Our campus of hard-working staff and happy volunteers multi-task in serving the needy public as a food pantry, a food bank, a Day Center, a rehabilitation center, and a church.
Each year Suncoast Haven of Rest Rescue Mission provides millions of pounds of food to marginal low-income people and homeless persons, including children and seniors, who are facing hunger in Pinellas County.


The doors to our Rescue Mission are always open seven days a week to the poor and needy. Together, with compassion and sincerity, we provide free boxes of groceries, donated clothing, and pre-owned toys to tens of thousands of, impoverished families living throughout Pinellas County.


Suncoast Haven of Rest Rescue Mission Does Much More Than Just Provide Food 
Below are just a few of the services available for free:

  • Clean pre-owned clothing
  • Boxes of groceries
  • Counseling
  • Share program
  • Crisis Intervention
  • Pre-owned toys for the tots
  • Free non-prescription magnifier reading glasses

The thing is that most people do not know that truly every little bit helps. Think about it for a minute. If you could give just…

  • $1 – you could provide food for over 13 meals to the hungry, the needy and the homeless.
  • $10 could provide food for over 132 meals to the hungry, the needy and the homeless.
  • $100 could provide food for over 1,324 meals to the hungry, the needy and the homeless.

 

 

By: Bill Grob, Suncoast HR Association Government Affairs Director, Ogletree Deakins
Michael Eckard, Ogletree Deakins


Coronavirus Update for U.S. Employers


Recent fast-paced developments, increasing employee apprehensions, and uncertainty regarding the Novel Coronavirus 2019-nCoV have left employers and employees with some concerns. On January 30, 2020, the U.S. Centers for Disease Control and Prevention (CDC) confirmed the first person-to-person transmission of the virus within the United States. This individual does not have a known history of travel to China but is believed to share a household with an individual who was confirmed to be infected with 2019-nCoV on January 21, 2020. As of the date of publication of this article, there are 11 confirmed cases of the virus in the United States, with patients in Arizona, California, Illinois, Massachusetts, and Washington.


On January 30, 2020, the World Health Organization declared 2019-nCoV to be a Public Health Emergency of International Concern, which it defines as an “extraordinary event” that “constitute[s] a public health risk to other States through the international spread of disease.” On January 31, 2020, the U.S. Secretary of Health and Human Services Alex M. Azar II declared a public health emergency in the United States in response to 2019-nCoV. This declaration allows the CDC’s director to access the Infectious Diseases Rapid Response Reserve Fund or apply for an Emergency Use Authorization for medical countermeasures needed for a public health response.


The CDC reports that 2019-nCoV continues to be a “very serious public health threat,” but that it is “unclear how the situation in the United States will unfold.” The CDC continues to assess the immediate health risk to the U.S. public as low. Nevertheless, the Occupational Safety and Health Administration (OSHA) advises employers to monitor CDC interim guidance and take appropriate precautions.


One of the primary concerns facing U.S. employers is situations in which employees (1) have traveled or will travel to China or other higher-risk areas, (2) may have come into close contact with individuals potentially infected with 2019-nCoV or who work in jobs that may involve close contact with travelers, such as airline workers, border protection, or clinical healthcare and laboratory workers.


Employers with employees in positions at risk of exposure to the virus may wish to consider taking the following measures:


Travel
Continue to suspend travel to high-risk areas. Currently, the CDC has imposed a Level 3 travel alert covering mainland China, which advises avoiding all nonessential travel to China. Many employers have temporarily suspended business travel to China, and some have included surrounding areas, pending further developments.


Hygiene
Encourage good hygiene among workers. To help prevent the spread of the virus, the CDC recommends “everyday preventive actions . . . including:

  • Wash your hands often with soap and water for at least 20 seconds, especially after going to the bathroom; before eating; and after blowing your nose, coughing, or sneezing.
  • If soap and water are not readily available, use an alcohol-based hand sanitizer with at least 60% alcohol. Always wash hands with soap and water if hands are visibly dirty.
  • Avoid touching your eyes, nose, and mouth with unwashed hands.
  • Avoid close contact with people who are sick.
  • Stay home when you are sick.
  • Cover your cough or sneeze with a tissue, then throw the tissue in the trash.
  • Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe.”

Employers may want to consider posting these hygiene recommendations and making additional hand sanitizer and other hygiene products available throughout their workplaces.


Education
Educate employees on call-out procedures, sick leave availability, and other company-provided health resources (including health insurance–related services such as telemedicine and virtual healthcare companies), and encourage employees who are symptomatic or feel sick to stay home and seek appropriate medical care.


Policies
Assess applicability of policies and ensure their compliance with relevant OSHA standards, such as the personal protective equipment and bloodborne pathogens standards.
Other Precautions


Determine the company’s approach to travel-based risks. While the CDC and other health authorities are screening travelers inbound from China, many employers have implemented other precautions for business travelers returning to the United States from China and other high-risk areas. These include offering employees voluntary medical screenings, asking employees to work remotely for 14 days before returning to the worksite, and providing employees with updated information on the signs and symptoms of 2019-nCoV infection and the latest CDC guidance for travelers.


The CDC advises individuals who have returned from China within the past 14 days and who begin to experience symptoms, such as fever, coughing, or respiratory difficulties, to seek medical care right away (informing their healthcare providers of their circumstances before arriving for care), avoid contact with others, cover their mouths and noses with a tissue or their sleeves when coughing and sneezing, and wash their hands often with soap and water for at least 20 seconds.


Additional Health Screenings
Cautiously assess any employee screening initiatives, particularly if not offered on a voluntary basis. Some employers have considered offering additional health or medical screenings, such as establishing stations to take employee temperatures to monitor for fever. Particularly when such measures are imposed on an involuntary basis, employers may want to exercise caution and review pertinent regulatory guidance. In that regard, employers might find the Equal Employment Opportunity Commission’s (EEOC) Pandemic Preparedness in the Workplace guidance helpful. There, for example, the EEOC cautions that taking an employee’s temperature may be considered a medical examination under the Americans with Disabilities Act of 1990 (ADA), which means it may be unlawful unless such action is advised by health authorities or where the employer can show, based on objective medical evidence, that the employee poses a direct threat to the health and safety of other employees. Further, in accordance with the ADA, any medical information collected from an employee must be maintained separately in a confidential medical file.


Sick Leave
Encourage sick employees to stay home. An employer may send home an employee who is exhibiting symptoms such as fever and cough. Further, based on the EEOC’s Pandemic Preparedness in the Workplace guidance, an employer may ask an employee if he or she is experiencing symptoms such as fever and cough, but such information must be maintained in a separate confidential medical file in accordance with the ADA.


Accommodations
Be prepared to address employee requests for accommodations, such as exceptions from business travel requirements, on an individual basis, ensuring compliance with the ADA and applicable state and local laws.


Workplace Safety
Be prepared to address employee safety concerns as they arise, such as where workers express concern over the safety of their work environments or in handling goods or cargo from China or other higher-risk areas. In that regard, the CDC presently assesses there to be “likely very low risk of spread from products or packaging that are shipped over a period of days or weeks at ambient temperatures.” Nevertheless, employers may want to address employee safety concerns on a case-by-case basis to ensure compliance with applicable employee protections under the Occupational Safety and Health Act, the National Labor Relations Act, any applicable collective bargaining agreements, and any applicable state and local laws.

 

Through educating their employees and implementing some of the steps mentioned above, employers will be helping to prevent the spread of 2019-nCoV and safeguard the health and safety of their workforces. As this situation continues to develop, employers may want to monitor the latest CDC guidance and follow relevant directives and recommendations as they are issued in order to ensure continuity of operations.
 
 
 

 

2020 Conference Sponsorship Opportunities

 

Diamond Sponsorship: ONLY 2 spots available

  • Investment: $2,500

  • What’s included:

    o Either exclusive sponsor of the conference morning break, to include company table-top signage and 5 minutes of podium time, or

    o Exclusive sponsor of conference lunch, to include company table-top signage and 5 minutes of podium time

    o Company recognition during general conference session o Premium booth location positioned for highest visibility
    o Full Conference Registrations (4) including lunch
    o Logo in conference scrolling PowerPoint presentation

    o Logo in conference program
    o Description of company and services (up to 70 words) included

    in conference program
    o Spot on Conference vendor “Bingo” card
    o Logo Scrolling on SuncoastHR Home Page (3/1/2020 →

    5/31/2020)
    o 1 full-page ad in SuncoastHR Newsletter (April E-Newsletter) o Post conference participant and vendor lists
    o Post conference email blast thanking sponsors (April 2020) o 3 Social media shoutouts on SuncoastHR’s Facebook and

    LinkedIn pages.

     

    ▪ 1 exclusive shoutout preconference
    ▪ 1 exclusive shoutout during the conference

    1 exclusive shoutout post conference

 

 

Platinum Sponsorship: ONLY 8 spots available

  • Investment: $1,500

  • What’s included...

    o High visibility booth positioned inside conference area o Full Conference Registrations (3) including lunch
    o Logo in conference scrolling PowerPoint presentation o Logo displayed in conference program

    o Spot on Conference vendor “Bingo” card
    o 1/4-page ad in SuncoastHR Newsletter (April E-Newsletter) o Post conference participant and vendor lists
    o Post conference email blast thanking sponsors (April 2020) o 3 Social media shoutouts on SuncoastHR’s FaceBook and

    LinkedIn pages.
    ▪ 1 exclusive shoutout preconference
    ▪ 1 exclusive shoutout during the conference ▪ 1 exclusive shoutout post conference

 

Gold Sponsor: Only 20 spots available

  • Investment: $1,500

  • What’s included...

    o High visibility booth positioned inside conference area o Full Conference Registrations (3) including lunch
    o Logo in conference scrolling PowerPoint presentation o Logo displayed in conference program

    o Spot on Conference vendor “Bingo” card
    o 1/4-page ad in SuncoastHR Newsletter (April E-Newsletter) o Post conference participant and vendor lists
    o Post conference email blast thanking sponsors (April 2020) o 3 Social media shoutouts on SuncoastHR’s FaceBook and

    LinkedIn pages.
    ▪ 1 exclusive shoutout preconference
    ▪ 1 exclusive shoutout during the conference ▪ 1 exclusive shoutout post conference

Bag Sponsor: Only 1 spot available

  • Investment: $750 + cost of bags

  • What’s included...

    o Premium booth in vendor area
    o Full Conference Registrations (2) including lunch
    o Logo in conference scrolling PowerPoint presentation
    o Company name displayed in conference program
    o Spot on Conference vendor “Bingo” card
    o Company name listed in SuncoastHR Newsletter (April E-

    Newsletter)
    o Post conference participant and vendor lists
    o Post conference email blast thanking sponsors (April 2020) o 2 Social media shoutouts on SuncoastHR’s FaceBook and

    LinkedIn pages.
    ▪ 1 shoutout preconference
    ▪ 1 shoutout during the conference

     

Lanyard sponsor: Only 1 spot available

  • Investment: $750 + cost of lanyards

  • What’s included...

    o Premium booth in vendor area
    o Full Conference Registrations (2) including lunch
    o Logo in conference scrolling PowerPoint presentation
    o Company name displayed in conference program
    o Spot on Conference vendor “Bingo” card
    o Company name listed in SuncoastHR Newsletter (April E-

    Newsletter)
    o Post conference participant and vendor lists
    o Post conference email blast thanking sponsors (April 2020) o 2 Social media shoutouts on SuncoastHR’s FaceBook and

    LinkedIn pages.
    ▪ 1 shoutout preconference
    ▪ 1 shoutout during the conference

     

 
 
 
 
 
 
 
 
P.O. Box 2111 Pinellas Park, Florida 33780
 
 
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