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|Hello ASHHRA and IFD Members:|
ASHHRA Certification Information, Webinar, and Mentoring
Certified in Healthcare Human Resources (CHHR) Candidate Handbook and Application
Apply no later than Sept. 3, 2013 for the
Inaugural Examination offering on
October 1, 2013,
at the ASHHRA 49th Annual Conference & Exposition in Washington, D.C., in paper and pencil format. Results will be available 3-4 weeks after exam.
457(b) and 457(f) Nonqualified Deferred Compensation Plans for Hospital and Health Care Institutions
Date: Tuesday, Aug. 27
Time: 10 a.m. PT, 11 p.m. MT, 12 p.m. CT, 1 p.m. ET
Duration: 60 minutes
Presenter: Nancy A. Taylor, director of executive compensation, TIAA-CREF
Price: ASHHRA Members: FREE
Register Now (Please note: Registration closes at 9:30 a.m. CT on Tues., Aug. 27)
A carefully designed executive compensation plan is an important component of a total competitive rewards program because it can help recruit and retain, as well as motivate, key leaders and medical professionals at your hospital or health care system. In turn, eligible participants can save on current taxes by deferring more compensation to these plans than what is typically available under a qualified 403(b) or 401(k) plan all the while saving more toward retirement.
Join us for the upcoming webinar which will help you understand and manage your 457 non-qualified deferred compensation plans by:
- Reviewing your fiduciary requirements
- Analyzing plan design features
- Discussing taxation, general administrative, and compliance requirements.
Interested in Becoming a Mentor or a Mentee?: The ASHHRA Mentoring Program is designed to create a mentorship community for health care HR professionals to enhance and grow knowledge, skills, and abilities to excel in their career. Check it out here and complete the application by Sept. 27.
Working with Latino Immigrant Populations: Striving to Provide Culturally & Linguistically Competent Services
Date: Wednesday, Aug. 28
Time: 10 a.m. PT, 11 a.m. MT, 12 p.m. CT, 1 p.m. ET
Duration: 90 minutes
Presenter: Jaime Peñaherrera director of diversity and community partnerships at Queen of the Valley Medical Center in Napa, Calif.
*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 90-minute webinar will discuss a number of factors that contribute to the diversity and complexity inherent in Latino immigrant populations, and give practical applications of concepts to help health care leaders become more proactive and competent when working with Latino immigrants in order to better understand their mentality and attitude toward health care.
For more information and to register, click here
HR must 'be proactive' in confronting race relations issues in the workplace
In light of recent events — the George Zimmerman trial and professional football player Riley Cooper being caught on camera using an egregious racial epithet — race relation issues, perhaps thought resolved by many, are again a major part of the national discourse. And like so many societal issues, race relations also are a challenge in the workplace.
A fairer way to make hiring and promotion decisions
Harvard Business Review Blog Network
Nearly eight out of 10 executives say diversity is increasingly important in helping them achieve business goals — and they're demonstrating strong support for it. There are external social and legislative pressures driving this emphasis, but the bottom line is that diversity is good for business. CEB research found that in a more diverse and inclusive workforce, individual discretionary effort improves by 12 percent, the number of people who say they intend to stay at their firm increases an average of 20 percent and fully 50 percent more employees say they are committed to their team and that their teams collaborate well. So it's no surprise that even during the economic downturn, organizations tended to maintain or even slightly increase their budgets for such diversity and inclusion initiatives as mentoring programs, training, affinity groups, diversity councils, and scorecards.
Has the state of working mothers evolved?
Not much has changed for working mothers in the United States in the last half century. While governments in countries like Germany and Sweden seem to be making it easier for mothers to balance work and family, thanks to mandated maternity leave that protects a woman's job for up to a year, U.S. employers don't appear to be following suit. The most common problem working mothers face is access to child care. For many, little has been done to address this problem.
Making the workplace work for multiple generations
Discussions of workplace strategy — aligning how people work with the environment they work in — often focus on places like Apple and Google, and the needs and priorities of the people who work for them. That's understandable, given the prominence of these companies. But what if your company looks and feels more like the bank your grandfather worked for? In fact, four separate "generations" can and do connect in the workplace today, particularly as greater numbers of older workers postpone retirement.
How the best places to work are nailing employee engagement
According to the latest State of the American Workplace Report, 70 percent of U.S. workers don't like their job, creating an environment where many workers are emotionally disconnected from their workplace and less productive than engaged counterparts. There are factors that all highly engaged workplaces have in common. How do the best places to work succeed at employee engagement?
Land mines for the unwary employer
In its strategic enforcement plan, the EEOC identified "emerging issues" as a key focus for its overall agenda. The commission has defined these issues as "issues associated with significant events, demographic changes, developing theories, new legislation, judicial decisions and administrative interpretations." Focusing on emerging issues is consistent with the organization's long tradition of pushing the envelope to increase media attention. Some recent examples of EEOC "emerging issues" are highlighted in this article.
About a third of women have experienced discrimination in the workplace
Nearly 30 percent of women report experiencing discrimination in the workplace, according to new poll data from the Center for American Progress and Elle Magazine. The higher women rise, the more likely they are to experience discrimination: those at the top are 45 percent more likely to report it than those at the bottom. Women recognize that much of this discrimination hits them in their wallets. Thirty-one percent think they would be paid more if they were male. Some men, for their parts, also recognize this: 20 percent agree they'd be paid less if they were female.
Top boardrooms: No-go areas for women, minorities
Women and minorities make up only a slim fraction of corporate America's board membership, a status quo that's remained virtually unchanged over the past eight years. Experts predict this will hurt companies as they expand into overseas markets and as the ethnic makeup of the United States changes. In its new biennial study of the gender and ethnic makeup of Fortune 100 and Fortune 500 company boards, the Alliance for Board Diversity found that white men hold more than two-thirds of board seats in both groups. Women hold 20 percent of Fortune 100 board seats, and minorities, who comprise 37 percent of the country's population, only hold 16 percent.
What's the silver bullet workforce strategy?
Industry professionals raised an important question several times at this year's Conference Board Corporate Diversity and Inclusion Conference in New York City: What are the best practices for workforce strategy? Like almost every business question, there's never one simple answer. Take a look at these three important business trends that are having an effect on the way business leaders (not only HR professionals) should move forward with their workforce strategy.
Immigration reform: Too early to start planning?
In June, the United States Senate passed a historic, broad, comprehensive immigration law reform package. it is somewhat likely that sufficient immigration reform legislation can be passed by the House that it can go to a conference committee with the Senate bill, with both legislative bodies passing one of the biggest immigration bills in the history of the United States, which will fundamentally change our legal immigration system and for the first time provide legal options to a large underclass of undocumented workers, estimated to be as high as 11 million within the United States. The following are key points from this prospect of immigration reform legislation that could be signed by President Barack Obama by the end of the year.
August legal roundup
The article discusses the latest on some employment-related cases that have gone before the courts. Included this month are cases and rulings involving FMLA abuse, age discrimination, sex discrimination, religious discrimination and disability discrimination.
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