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|Hello ASHHRA and IFD Members:|
Are you eligible to be Certified in Healthcare Human Resources (CHHR)?
To be eligible for the Certified in Healthcare Human Resources (CHHR) Examination, a candidate must fulfill one (1) of the following educational and occupational experience requirements.
*Includes experience with a provider of human resources services to healthcare facilities such as research, VA or other hospitals; medical practice groups, ACOs; IDNs; MCOs; acute care, rehabilitation or skilled nursing facility; hospice or home health agency.
- Master's degree or higher from an accredited college or university plus five (5) years of human resources experience in a healthcare setting* or with a provider of human resources services to the healthcare industry.
- Bachelor's degree from an accredited college or university plus six (6) years of human resources experience in a healthcare setting* or with a provider of human resources services to the healthcare industry.
- Associate degree or equivalent from an accredited college or university plus eight (8) years of human resources experience in a healthcare setting* or with a provider of human resources services to the healthcare industry.
A professional who holds the credential of Certified in Healthcare Human Resources (CHHR) is knowledgeable of the health care environment and health care workforce needs, and is able to adapt this knowledge to their individual health care organization's needs and goals. This professional provides strategic guidance in the interfacing of HR programs and practices to meet the overall mission and vision of the health care organization.
If you want to be notified about details for the certification program, click here to provide ASHHRA your information.
LGBT Patients and Employees: The Challenges They Face and Expert Recommendations for Addressing Them
Date: Wednesday, June 26
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
Duration: 90-minute webinar
Presenter: Shane Snowdon, director, Health and Aging Program with the Human Rights Campaign
*Price: * Free for Institute members | $99 for non-Institute for Diversity members
*Note: Many ASHHRA members are also IFD members. Feel free to contact Pamela Janniere, manager of membership and education, to see if your organization is a member at 312-422-2691 or email: firstname.lastname@example.org.
This presentation will discuss the concerns that LGBT patients bring into health care, the challenges they face in health care, and best policies and practices for providing them equitable, welcoming care. The webinar will also explore key workplace challenges for LGBT people, along with expert recommendations for addressing them.
Click HERE for more information and to register.
High court affirmative action case could have workplace implications
Although the U.S. Supreme Court is expected to render its ruling on the high-profile Fisher v. University of Texas before the justices' session expires at the end of June, the actual impact of their decision on employers' diversity initiatives appears far less distinct. There is a chance the ruling, regarding the case of a student denied admission to the university, will undercut the legality of affirmative action programs beyond the education realm. But because affirmative action isn't being directly challenged, both the outcome and significance are unclear. In fact, the ruling of this case could have no effect on affirmative action in the workplace at all.
American money: Workplace discrimination
It's no secret that racial bias continues to impact the job market. Black unemployment is still double the national rate, and research has shown that, even when controlled for factors like education and experience, black job seekers still face hiring discrimination. For example, one study by the National Bureau of Economic Research showed that "black" sounding names resulted in fewer job callbacks.
The boomer-millennial workplace clash: Is it real?
On the heels of Time magazine's controversial recent cover story by Joel Stein, which referred to Millennials as lazy, entitled, and selfish, it's important to consider how that characterization, whether true or unfairly conjured from stereotypes, plays into workplace dynamics.
June legal roundup
Here's the latest on litigation from several discrimination cases involving national origin and religion, disability, age, and sex, that have gone before the courts.
Autism in the workplace: Companies seek out autistic workers to fuel innovation with neurological diversity
Reuters via New York Daily News
Some call it neurological diversity, others see it as autism's fight back. People diagnosed as "on the spectrum" are suddenly in demand by employers seeking a competitive advantage from autistic workers more used to being considered disabled than special.
FLSA suits hit record high
Human Resource Executive Online
A new record high was reached for federal wage-and-hour lawsuits filed under the Fair Labor Standards Act in the 2012-2013 year. The data, calculated recently by the Federal Judicial Center, confirms that suits filed under the Fair Labor Standards Act continue to climb, despite indications that these filings had moderated during the past 12 months.
Supreme Court cements ADA headache for HR
The Supreme Court made news last week when it did something seemingly inconsequential: It refused to hear an Americans with Disabilities Act case. But the repercussions for employers could be huge. The High Court opted not to review last fall's EEOC v. United Airlines, Inc. decision that came out of the Seventh Circuit. What it means for HR: Disabled workers may need to get preferential treatment for filling vacant positions at your firm — even if they're not the most qualified person in the running for the job.
Protect employees and yourself
Preventing discrimination is a universal goal within corporate America. Companies have spent millions on policies, training, complaint procedures and entire networks of human resources and operational employees whose job requires them to guard against discrimination and address any problems that arise. Many would assert that great inroads have been made to create a more diverse, less discriminatory workplace. But have all employees reaped the benefits of these efforts? The Equal Employment Opportunity Commission would say no.
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