President’s Letter

 
70x4
 

 

Well, February is already here and I have already failed on my new year’s resolutions… Actually, I haven’t even started them yet. But, we are off to great start here at Suncoast HR! Our January meeting was great! (I heard the speaker was entertaining). We will be introducing our first “Quarterly Cause” at February’s meeting. Of course, The Tom Topping will be sharing with us at that meeting his “5 Keys to Genuine Employee Engagement”. And then, at our March meeting we will be bringing back, by popular demand, our CHRO Panel.

 

The April meeting is our all-day event “On the Cutting Edge”! All that and we are only four months in! I look forward to seeing you all there.

 

Please remember, we are here to serve you, our members. If we can do anything to support you, please let me know.

 
 
 
5 Keys to Genuine Employee Engagement

Wednesday, February 13, 2019 7:30 AM - 9:30 AMEST

Feathersound Country Club 
2201 Feather Sound Drive 
Clearwater, FL 33762

Date:  February 13, 2019
Time:  8:00 – 9:30 am (Registration begins at 7:30am)


 
70x4
 

Description: HR plays a critical role in increasing an organization's bottom line, while simultaneously impacting its vision, mission, and goals. This program will positively impact those key areas by developing and implementing engagement and retention strategies that will increase individual and organizational value, with a focus on aligning those responsibilities across all business units. Learners will understand how to leverage engagement strategies to positively effect different business functions across their organization and enter into critical partnerships with other departments, while focusing on the target of achieving larger organizational goals. This program will help to improve participant's skills in strategic planning that are crucial to capacity building, increase critical thinking around performance management, and develop overall leadership effectiveness.

 
Learning objectives...

The learners will be able to:

1.) Demonstrate and justify why improving employee engagement is critical in their organization based on the latest, national employee engagement data, as well as their own data.
2.) Advance HR's role in the organization through analysis of key performance indicators around genuine employee engagement, while developing new partnerships across business units for the purpose of improving the organization's bottom line. 
3.) Implement and gauge the effectiveness of the 5 Keys to Genuine Employee Engagement throughout the organization. 

 
About the Speaker:
 

Tom Topping is a professional speaker and employee engagement expert with a master’s degree in Human Resources Management. He has spent his career transforming teams and training individuals for some of the largest organizations in the United States. His professional contributions have been described as innovative, unique, pioneering, daring, and out-of-the-box. He has led large-scale pilot programs in performance management, re-envisioned an entire human resources department, and managed the implementation of a $5 million educational grant. He recently started his own company, Training Perfected, dedicated to helping companies maximize the performance and happiness of their employees.


As a committed member of the HR profession, Tom currently serves as District Director for HR Florida. He was named the HR Florida Chapter President of the Year for 2017 for his service to SuncoastHR in Pinellas County, Florida.  


An aspect of his background that brings him pride is the 13 years he spent as a consultant for Nike, as the Director/Head Coach of the Nike Team Florida traveling basketball team. Many of his players went on to win high school, state, and national basketball championships, as well as NCAA Division I National Championships and NBA championships. Six Nike Team Florida alumni have been drafted by NBA teams. Over 120 Nike Team Florida alumni received full college basketball scholarships (an estimated value of $15 million dollars.)


According to Tom, “Optimizing staff and team performance at every level of an organization truly excites me, as I love creating cutting edge techniques and award-winning approaches to team building.”

 
 
 
 
Thank you to our wonderful sponsor!


First Home Bank was founded in 1999 and is headquartered in St. Petersburg, Florida. We are ranked a top-tier Community bank operating five full-service banking centers in St. Petersburg, Seminole, Pinellas Park, Clearwater, and Sarasota. In addition to its banking centers, 1HB operates a national SBA lending platform, ranked in the top ten percent in the country.  We also offer a full service national residential mortgage lending platform.

 

We are a community bank that supports the businesses around us. Because of this, we are happy to extend our "Workplace Advantage" program to your employees. Among many benefits, your employees will benefit from a significant BONUS just for opening an account with us!

 

We are thrilled to support the members of Suncoast HR and be the sponsor Company for the February meeting!


 
Legislative Update

Working for the Weekend: Denial of Pay Premium Due to FMLA-Related Absences Does Not Violate the FMLA

Submitted By: Bill Grob, Ogletree Deakins, Suncoast Government Affairs Director

Author: Stacy Bunck and John Stretton, Ogletree Deakins

 
70x4
 

On January 8, 2019, the U.S. District Court for the Eastern District of Arkansas issued an opinion and order granting summary judgment to an employer, finding the employer did not violate the Family and Medical Leave Act (FMLA) by discontinuing an employee's shift differential due to absences necessitated by FMLA leave. Flowers v. McCartney, No. 4:17CV00604.

 
Factual Background

The employer offered nurses who worked weekend shifts a 30 percent pay differential, contingent on signing a "Weekend Option Agreement," whereby the nurses agreed not to miss more than six weekend shifts. If a nurse missed more than six weekend shifts, he or she no longer qualified for the enhanced pay differential and would not be eligible to participate in the enhanced weekend pay option for one year. After signing a Weekend Option Agreement, the employee missed more than six weekend shifts due, in part, to taking FMLA leave for her own serious health condition. When she returned to work, the employer discontinued her 30 percent pay differential. However, the employee continued to clock in by affirmatively selecting the 30 percent pay differential. When the employer discovered that the employee was still selecting the pay differential, it terminated her employment for intentional falsification of records. The employee sued, alleging, among other claims, that the employer violated the FMLA.

 
The Court's Analysis

In holding that the employer could lawfully discontinue the shift differential, the court relied on 29 C.F.R. § 825.215(c)(2), which states that "if a bonus or other payment is based on the achievement of a specified goal such as hours worked, products sold or perfect attendance, and the employee has not met the goal due to FMLA leave, then the payment may be denied, unless otherwise paid to employees on an equivalent leave status for a reason that does not qualify as FMLA leave." The court noted that the Ninth and Tenth Circuit Courts of Appeals, as well as district courts in Ohio, Texas, and Michigan, have relied on 29 C.F.R. § 825.215(c)(2) to find that "absences caused by FMLA leave may count as absences with respect to bonuses," provided non-FMLA leave is treated the same way.

 

In so holding, the court recognized that 29 C.F.R. § 825.215(c)(1) states that "[a]n employee is entitled to be restored to a position with the same or equivalent pay premiums, such as a shift differential." The court noted, however, that this regulation applies when the shift differential is not premised upon hours worked or an attendance record. Here, the shift differential was expressly contingent upon the employee's attendance record. The court held that 29 C.F.R. § 825.215(c)(1) did not preclude the employer's actions here because the differential was contingent upon attendance records and the employer treated all nurses the same, regardless of whether the leave was for FMLA or non-FMLA purposes.

 
Key Takeaways

This decision reaffirms decisions reached by other courts by finding that an employer may discontinue a pay differential for FMLA absences, provided the employer acts similarly in response to non-FMLA absences. As with many facets of employment law, consistency is key. Before discontinuing a pay differential for FMLA absences, employers will want to ensure that employees on FMLA leave are treated the same as employees absent for non-FMLA reasons.

 
600x300x2
 
150x50
 

Variable Pay

Improving Performance with Variable Pay

CERTIFICATION EXAM: C12/GR6*

 
Designing for Results

This intermediate-level course presents the fundamentals of variable pay. The course focuses on compensation strategy and variable pay, definitions and the design and implementation of incentive, recognition and bonus plans.

 

Learn about the three categories of variable pay.

Identify common business strategies and objectives for achieving them.

Examine internal and external factors.

Discuss the activities for designing the structure of the plan.

Find out aspects to consider in establishing target performance and payouts.

Learn about funding and distribution of plan earnings.

Discover how to implement, communicate and evaluate the success of your plan.

 

 
REGISTER TODAY!
 
70x4
 
April 8 and 9, 2019 (Monday and Tuesday)
 
DATE
St. Petersburg, FL, location TBD
 
LOCATION (CITY, STATE)
Suncoast HR Management Association
 
SPONSORED BY
www.worldatwork.org/suncoast-hr
 
TO REGISTER, CONTACT
Contact Will Rives at worldatwork@suncoasthr.org

 

WHO SHOULD ATTEND?

This course is designed for HR professionals responsible for designing, assessing or maintaining variable pay programs.

 

WHAT YOU WILL LEARN

■ Total Rewards and Variable Pay

■ Supporting Business Objectives through Variable Pay
■ Types of Variable Pay
■ Developing a Variable Pay Plan — Phases 1 and 2
■ Developing a Variable Pay Plan — Phase 3
■ Implementation and Evaluation

 

CREDITS

  • CCP: Required

  • GRP: Required

  • Recertification: 2 Course, .5 Exam

  • CEUs: 1.5 Course, .3 Exam

  • CPEs: 16

  • CFP: 8

  • CPT: 12 Points

  • PHR/SPHR/GPHR Recertification

    Hours: 16 (Traditional Classroom); 14 (Instructor-Led Live Online)

     

    For more information visit

    www.worldatwork.org/education

 

 
150x50

Total Rewards Management

CERTIFICATION EXAM: T1/GR1*
 
70x4
 

Attract, Motivate and Retain Employees with an Effective Rewards Program

Learn what is required to formulate a rewards program that has the power to attract, motivate and retain — total rewards. Participants are introduced to the total rewards model and each of its components. Emphasis is given to the five elements of total rewards: compensation, benefits, work-life, perfor- mance and recognition, and development and career opportunities.

  • Gain an understanding of total rewards management

  • Discover the five elements of total rewards

  • Understand the critical role of the main drivers — organizational culture, business strategy and human resources strategy

  • Learn the process of designing a successful total rewards strategy

 
REGISTER TODAY!
 
70x4
 
October 14 and 15, (Monday and Tuesday)
 
DATE
St. Petersburg, FL, location TBD
 
LOCATION (CITY, STATE)
Suncoast HR Management Association
 
SPONSORED BY
www.worldatwork.org/suncoast-hr
 
TO REGISTER, CONTACT
Contact Will Rives at worldatwork@suncoasthr.org

 

WHO SHOULD ATTEND?

This course is designed for professionals new to human resources, as well as HR generalists or line managers who want a basic overview of the components that can create an effective balance in employee rewards tools.

 

 

WHAT YOU WILL LEARN

■ Introduction to Total Rewards

■ Compensation
■ Benefits
■ Work-Life

■ Performance and Recognition
■ Development and Career Opportunities

■ Total Rewards — Putting It All Together


CREDITS

  • CCP: Required

  • CBP: Required

  • GRP: Required

  • Recertification: 2 course, .5 exam

  • CEUs: 1.5 course, .3 exam

  • CPEs: 16

  • CPT: 12 points

  • PHR/SPHR/GPHR Recertification

    Hours:16 (Traditional Classroom); 14 (Instructor-Led Live Online)

     

 

For more information visit

www.worldatwork.org/education

 

 
48x48x12 48x48x13 48x48x14 48x48x15
 
 
P.O. Box 2111 Pinellas Park, Florida 33780
 
 
Copyright 2014. Suncoast Human Resource Management Association. All rights reserved. | Unsubscribe