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ASHHRA Webinar and 50th Anniversary Annual Conference
ASHHRA Labor Relations Update
Date: Thursday, July 17, 2014
Time: 1 p.m. ET, 12 p.m. CT, 11 a.m. MT, 10 a.m. PT
Duration: 90-minute webinar
G. Roger King, of counsel, Jones Day
James Trivisonno, principal, IRI Consultants
Price: ASHHRA Members: $59; Nonmembers: $79 Register Now
ASHHRA members should not miss our upcoming Labor Relations webinar. Jim Trivisonno and G. Roger King, At-Large Members of ASHHRA’s Advocacy Committee, will discuss current union organizing strategies, tactics and trends as well as recent and forthcoming regulatory changes emerging from the National Labor Relations Board (NLRB), Department of Labor (DOL) and the U.S. court system.
The learning objectives for the webinar include providing participants with:
- An increased awareness and understanding of the impact on employers of recent and expected NLRB, DOL and court rules and decisions including issues concerning joint employers, arbitration deferrals, definition of “managers” and the definition of “student” vs. “employee”
- How the forthcoming member vacancy on the NLRB will impact decision-making between now and December 2014 and beyond
- The ability to describe to executives and HR colleagues the current trends in union organizing activities and campaigns
- The ability to explain best practices and industry trends for preparing an employer for a union organizing campaign and building stronger employee relations.
Register Today – The ASHHRA 50th Annual Conference & Exposition
Learning sessions for the ASHHRA 50th Annual Conference & Exposition are now available. Check out the titles and learning objectives of the educational offerings you can look forward to when you come to Chicago this fall! Register now and renew your membership at the same time. Register for the ASHHRA 50th Annual Conference & Exposition here.
Making the Case for Language Access in the Context of Health Reform
Date: Tuesday, July 29, 2014
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
Duration: 90-minute webinar
Ignatius Bau, health care policy consultant
Kinneil Coltman, chief diversity officer, Greenville Health System
Price: This webinar is free for Institute members and $99 for non-members. Register now.
Note: Many ASHHRA members are also IFD members. You may not realize that you are a member, especially if your hospital is part of a larger health system. Contact Pamela Janniere, the Institute’s manager of membership, marketing and education, to see if your organization is a member, at firstname.lastname@example.org.
Two important trends continue to dominate the health care landscape: the increasingly diverse demographic characteristics of patients and national/local health reforms driving health care delivery systems towards patient safety, quality improvement, cost reductions and improved patient experiences of care. Ensuring comprehensive language access services for patients with limited English proficiency is essential to successfully responding to (and getting ahead of) these trends. Providing language access services not only improves and maintains quality, but positions your hospital to be more competitive in your health care market. Language access, as a foundation of improved communications with patients, also is vital for patient safety and improved patient care experiences.
This webinar will provide an overview of the multiple cases that can be made to support language access services, including: legal and regulatory cases, risk management, quality improvement, market care and leadership. Participants in this webinar will learn how to make the strongest cases to support comprehensive language access services at their hospital or health system, as well as obtain references to useful resources that support language access services. Registration is now open. Register here.
How to Master the Art and Inner Game of Personal Branding
Date: July 15, 2014
Time: 2 p.m. ET, 1 p.m. CT, 12 p.m. MT, 11 a.m. PT
Duration: 90-minute webinar
Presenter: Sherrin Ross Ingram, JD, chief marketing strategist, International Center for Strategic Planning
Price: $39.99 for ASHHRA, IFD and AHVRP members (and any AHA PMG member); $59.99 for non-members
To register, click here.
Recognition, rewards and advancement often go to the person most capable of communicating their value rather than the person most competent for the job. Learn how to master the mindset and strategies required for extending your influence and getting all you want and deserve in your career. Sherrin Ross Ingram is a frequent keynote speaker on strategy and business development at the SHRM Annual Conference and at regional meetings and conferences.
Is diversity a science or an art?
When it comes to recruiting a diverse and qualified workforce, what’s the best approach? Some might say there’s a certain art to hiring employees of all races, genders and socioeconomic standings, that it’s an organic and deeply personal process. Others believe true workplace diversity can be achieved with an algorithm. The recruiting database Entelo is a proponent of the latter school of thought. The company recently launched a new program that promises to help employers accrue a diverse pool of applicants by pre-screening social media accounts.
Number of employers passing on applicants due to social media posts continues to rise, according to CareerBuilder survey
More employers are turning to social networking sites to find additional information on potential candidates – and they’re not entirely impressed with what they’re seeing. A new survey from CareerBuilder found that 51 percent of employers who research job candidates on social media said they’ve found content that caused them to not hire the candidate, up from 43 percent last year and 34 percent in 2012.
"We were able to screen 1,011 people—that’s 1/3 of our employees—in just one day through the SPOTLIGHT™ Event…which means we gain the time to pay attention to other programs that make a difference in the health and wellness of employees.” Visit www.tspot.com to learn more.
5 tips on managing a diverse workforce
Businesses are melting pots of diverse cultures, generations and personalities, all of which approach work in different ways. Understanding the personality traits of Gen Y and millennials will help with retention.
4 ways hospitals can foster more female leadership
Becker's Hospital Review
A blog post from the National Center for Healthcare Leadership lists four evidence-based practices that can help narrow the gender disparity among hospital CEO positions. The following actions were identified in interviews for a recent study that analyzed the career trajectories of 20 female hospital CEOs. The study was conducted by NCHL with investigators from the University of Michigan and supported by a grant from Hospira.
Women helm half of Milwaukee's hospitals, bucking the national trend
It's good to be a female health care leader in Wisconsin: Half of the hospital CEOs in Milwaukee and its surrounding counties are women, according to the Milwaukee Business Journal.
A year after Windsor, more employers give benefits to same-sex couples, survey finds
A year after the U.S. Supreme Court's Windsor ruling, 82 percent of U.S. employers offer benefits to same-sex couples, up from 61 percent in June 2013, according to survey results released June 26. More than half (55 percent) of the 538 human resources, benefits and industry professionals who responded to the survey said they offered benefits to same-sex couples because they strive to be inclusive and recognize that there are types of families other than those designated by law, according to the report from International Foundation of Employee Benefit Plans.
The value of multiple generations in the workplace
For years now we’ve been discussing how millennials are the new generation of employees with very different workforce behaviors, but rarely have we discussed other generations’ behaviors and how they coincide. Information about what each generation in the workforce values and how they work best can provide context for how learning leaders should approach learning, development and knowledge-management.
Religion on display
Human Resource Executive Online
It's not uncommon for an employee to claim his or her religious beliefs helped land them on the wrong end of an adverse employment action. In fact, these types of claims have been on the rise for at least a decade, with the number of religious discrimination complaints received by the Equal Employment Opportunity Commission climbing from 2,532 in the year 2003 to 3,721 in 2013, according to the EEOC. A new study finds, however, that the potential for religious discrimination exists well before an employee is even hired -- or isn't hired, as it were.
What not to do when employees run to the EEOC
When you suspect employees may run to the Equal Employment Opportunity Commission (EEOC), you don’t want to take a page out of this company’s playbook.
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