Quarterly News from Kansas SHRM
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It's October! How is that possible, already? I recently celebrated one year with my employer—which also doesn’t seem quite possible already—and I’m nearing one full year as Director of Kansas SHRM. Where to begin…
In July we continued our diversity series with programming focused on inclusive leadership. Check out handouts from that program and others at ksshrm.org. In August we began workforce roundtables—providing opportunities for Kansas HR professionals to meet with legislators to discuss workforce challenges and solutions in Kansas. The first was held in Wichita, with a second in September at our State Conference. Both were well attended by legislators and HR peeps alike, building relationships to continue these conversations into the future.
The 2023 Kansas SHRM State Conference definitely SOARed this past September. We had nearly record attendance, with great speakers like Wesley Hamilton’s opening keynote where he shared his personal journey and his passion for helping individuals with disabilities to feel empowered and overcome mental limitations and Joel Goldberg sharing words of wisdom on connection and building trust and. If you were there for Kyle Russell’s “not-so-dry” employment law update, it was both informative and hilarious—a great mix, in my opinion. Then there was Lonnie Walker’s guidance on building and sustaining buy-in for DEI when the support for these initiatives has shown recent decline. And Mary Lucas brought it home with her butcher father’s leadership lessons, leaving few dry eyes in the house. Those were just the keynotes! The breakout presenters covered tons of ground on everything from management to drugs and then some. If you purchased the recordings, please be sure to go back and watch! It was fun to watch a mentor and friend, Mona Martin, be named the 2023 Trombold and Kansas HR Professional of the Year and to learn more about all of our nominees for both the Trombold and Rising Star awards.
On Monday we learned that Kansas SHRM had been awarded a second registered apprenticeship grant thru Kansas Commerce to help support our initiatives with HR registered apprenticeship in Kansas. This grant will allow Kansas SHRM to support chapters in local efforts to engage businesses enrolling employees into the HR RAP as well as further collaboration with the SHRM Foundation to support awareness and advocacy efforts around apprenticeships. In the next newsletter we are excited to share year-end results of this initiative. I’m excited to see one of my own employees progress thru the apprentice program as well. If you’re curious about HR RAP, please connect with our apprenticeship navigator Cassie Gilmore.
As we near the end of this year, we’re working on building out our state council board slate (special shout out to Director-Elect Stacey Moeder!!) and making plans for our council and chapter leaders attending SHRM’s Volunteer Leader Business Meeting next month and our very own Kansas SHRM Leadership Academy. If you’ve ever wanted to volunteer with your local chapter or want to know more about volunteering on the state council, please reach out! Contact office@ksshrm.org to get connected today.
In service,
Makala Navarro, SHRM-CP, PHR, CPM
Kansas SHRM State Council Director
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Soar Into HR at the KS SHRM Conference
The KS SHRM Conference was held in Overland Park on September 20 through September 22.
If you weren't able to make it, you missed a great event! We managed to capture a few pictures to share all the fun, learning, and networking that took place. A big thank-you to the conference planning committee for their hard work, all the volunteers, and the sponsors and exhibitors for their generous support.
Special guest at the conference was Jerry Henson, a founding member of SHRM of Johnson County and a former Trombold Award winner. Mr. Henson is a grandfathered lifetime SHRM certified SCP. Thank you to Mr. Henson for paving the way for our profession and how it is viewed today as a true strategic partner within our business community.
Make sure to mark your calendar for next year's conference in Mulvane, KS, from September 11 - September 13!
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Rising Star Award Winner: Jamie Greer
The Rising Star Award was established in 2019 to reward emerging leaders in the HR profession and promote the importance of mentoring and fostering HR leaders of the future.
Congratulations, Jamie!
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Trombold Award Winner: Mona Martin
The Trombold Achievement and HR Professional of the Year was established in 1992 to recognize our state's HR professionals who excel in their field and as volunteer leaders within SHRM and their community.
Congratulations, Mona!
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Complete the KS SHRM Feedback Survey | |
It takes just a moment to complete the survey, and your valuable feedback will shape the offerings and resources provided by KS SHRM.
Use the QR Code to complete your survey.
Don't wait too long! Responses are due October 15.
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Remembering SEKHRA President Jenifer McDonald
Our deepest condolences go out to the family and friends of Jenifer McDonald, Chapter President of the Southeast Kansas Human Resource Association (SEKHRA). We were saddened to hear of Jenifer's recent passing, and we are thinking of her family during this difficult time.
Jenifer McDonald
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2023 KS SHRM LEADERSHIP ACADEMY
November 30 & December 1, 2023
Parker Student Union, Hutchinson Community College
1300 N Plum St, Hutchinson, KS 67501
Register at: https://ksshrm.org/leadership-academy/
Join us in Hutchinson for our annual KS SHRM Leadership Academy! This yearly program is provided at no cost for attendees to train and develop all SHRM Chapter and State Council volunteer leaders in Kansas and is an excellent opportunity to network with peers across the state. We will provide two half days of programming to help you navigate your new or continuing volunteer leader role. Also included is a social event on Thursday evening at Sandhills Brewing Company where you will learn about the beer brewing process, taste some great beers, enjoy some good food, and enjoy great conversations with your fellow volunteer leaders from across Kansas.
COST: FREE to Chapter Board & Committee Members and State Council Members in Kansas: (Attendees are responsible for travel and lodging.)
Accommodations:
Fairfield Inn & Suites – 1111 N Lorraine, St. Hutchinson, KS 67501 (620-259-8787)
Special Group Rate: $139 USD per night
Book your group rate for KS SHRM
Last Day to Book: Wednesday, October 25, 2023
Questions: Contact KS SHRM at office@ksshrm.com
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Kansas Registered Apprenticeship Grants Awarded
It was announced at the end of September that $528,478 in grants has been awarded by the Kansas Department of Commerce to eight entities across the state. These funds will attract and retain employees and build the state workforce through registered apprenticeships.
Kansas State Council of SHRM was one of the eight selected entities, receiving $62,160 for capacity building and direct business outreach.
Read the entire article here.
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On August 11, the U.S. Equal Employment Opportunity Commission (EEOC) will officially publish its proposed regulations to implement the Pregnant Workers Fairness Act (PWFA). PWFA was passed by Congress in late 2022 as part of the omnibus and went into effect on July 27, 2023. The PWFA grants pregnant workers the right at the federal level to have access to reasonable accommodations to address “the known limitations related to the pregnancy, childbirth, or related medical conditions.”
SHRM members championed the enactment of this historic bipartisan legislation because the PWFA includes important workplace protections for pregnant workers and ensures employers have flexibility and clarity regarding how to handle workplace accommodations for pregnant employees.
Within the proposed regulations, the EEOC has offered definitions; provided examples of reasonable accommodations; given real-world examples that employers may face; and outlined the rights and responsibilities of both employers and employees. Some of the highlights of the proposed regulation are:
The PWFA purposefully borrowed language and concepts from Title VII and the Americans with Disabilities Act (ADA) to allow employers to build on existing policies and processes. Like the ADA, “the PWFA does not require a covered entity to provide a reasonable accommodation that would cause undue hardship.”
A non-exhaustive list of reasonable accommodations includes frequent breaks; sitting/standing; schedule changes; part-time work; paid and unpaid leave; telework; parking; light duty; making existing facilities accessible or modifying the work environment; job restructuring; temporarily suspending one or more essential functions; acquiring or modifying equipment, uniforms or devices; and adjusting or modifying examinations or policies.
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Within the PWFA, there were many terms that were ambiguous and needed clarification. Within the proposed rules, the EEOC has offered definitions for:
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“temporary” means “lasting for a limited time, not permanent, and may extend beyond ‘in the near future”
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“in the near future” means “generally within forty weeks”
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“communicate[d] to the employer” means “to make known to the covered entity either by communicating with a supervisor, manager, someone who has supervisory authority for the employee (or the equivalent for an applicant), or human resources personnel, or by following the covered entity’s policy to request an accommodation”
There is no “severity threshold” associated with the PWFA. This ensures that employees and applicants, including those with uncomplicated pregnancies, have access to accommodations and that accommodations are available in order for workers to maintain their health or the health of their pregnancies. The regulation is intended to cover conditions that do not rise to the level of disability as defined by the ADA and is intended to help maintain the individual’s health and ability to work.
“Pregnancy, childbirth, or related medical conditions” includes “current pregnancy, past pregnancy, potential pregnancy, lactation (including breastfeeding and pumping), use of birth control, menstruation, infertility and fertility treatments, endometriosis, miscarriage, stillbirth, or having or choosing not to have an abortion, among other conditions.”
The EEOC is seeking public comments on several aspects of the proposed regulations. The public comment period is 60 days from publication and will be due October 10. SHRM will be submitting a comment.
Please stay tuned for more updates on this critical workplace issue.
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Family-Forward Workplace Policies Matter | |
Why are these policies so vital? Check out the blog post below from Brianna Blackford, PHR and member of National SHRM. Brianna shares her perspectives on why implementing family-forward policies are key to employee retention and satisfaction.
To learn how your business can gain a competitive edge through family-forward workplace practices, visit http://first1000daysks.org/familyfowardks/.
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Hi, I’m Brianna Blackford and have enjoyed working in Human Resources for the past five years. Throughout my career, I have witnessed firsthand the impact of family-forward workplace policies on employee retention and satisfaction. Even though there are numerous advantages to a company offering paid leave, flexible working hours, access to childcare and providing accommodations for expectant and nursing employees, it's surprising how many organizations are still reluctant to implement these beneficial policies.
As an HR professional with a passion for advocating for family-forward workplace policies, I firmly believe that companies that prioritize these benefits are doing the right thing. Times have changed and employees want more than just a paycheck; they want to feel supported and valued in all aspects of their lives. Incorporating family-forward workplace practices to offer these benefits can have a significant impact on employee retention and satisfaction.
I'm privileged to work with companies that understand the importance of family-friendly policies in fostering a positive, inclusive work environment. Properly implemented, these benefits can give companies a competitive advantage and enhance their workplace culture. Offering flexible scheduling can significantly attract caregivers and guardians juggling work and family duties. Although not all organizations can facilitate remote work, any degree of flexibility offered is a major perk and should be integral to the company's culture.
Paid maternity and paternity leave are crucial benefits that employers should offer. These leaves allow parents to bond with their newborns, vital for child development, and support better physical and mental health among parents. Maternity leave gives mothers recovery time post-childbirth, while paternity leave aids fathers' mental well-being as they navigate new responsibilities, fostering a healthier family environment overall.
Childcare support can enhance employee retention by reducing stress from balancing work and family duties. Reliable, affordable childcare decreases the likelihood of employees leaving due to family obligations. Such policies also convey a company's commitment to its employees' well-being and work-life balance, boosting morale, loyalty, and job satisfaction. Thus, employees are more inclined to stay with companies that support both their professional growth and personal needs.
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The biggest barrier to recruitment and retention is the inability to have scheduling flexibility for parents and caregivers. The rigid 9-to-5 work schedule can negatively impact employee recruitment and retention, especially among parents and caregivers juggling childcare responsibilities. This inflexibility can lead to job dissatisfaction and even turnover as employees seek workplaces that offer better work-life balance. With an increasing trend towards flexible work policies, companies sticking to strict schedules risk losing competitiveness in attracting and retaining top talent.
The advantages of implementing family-focused workplace policies are clear to me. Supporting pregnant and breastfeeding employees is an area where many organizations still have a long way to go. Under the new laws, employers are required to provide a lactation area for employees to pump, but I've seen cases where the space provided was less than adequate. This sends a message to employees that they are not valued or welcomed, which can ultimately damage the company's culture.
Implementing family-friendly workplace policies has made my job as an HR professional more rewarding in many ways. Because these practices often lead to happier, more content employees, resulting in a more positive and harmonious work environment, it makes my role more fulfilling. I get to play a significant part in fostering a supportive and efficient workplace.
Family-friendly policies aid in enhancing recruitment efforts. As an HR professional I’m able to attract top-tier talent, making my recruitment efforts more successful and satisfying. It's rewarding for me to bring on board highly skilled candidates who value our company's commitment to family-friendly policies. These policies reduce turnover rates, saving time and resources on hiring and training, allowing me to focus on strategic company activities. Implementing these policies brings a sense of purpose and achievement to my role, positively impacting colleagues' work-life balance and well-being.
Kansas employers, I implore you to consider adopting family-forward workplace practices. Fostering a supportive and inclusive workplace culture is an investment in your employees' well-being and your company's long-term success. Let's make Kansas a leader in family-forward workplace practices.
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Interested in volunteering with the 2024 Employment Law & Employee Benefits conference? If so, email KS SHRM at office@ksshrm.com to learn more. | |
Certification Update
Mona Martin, SPHR, SHRM-SCP, Certification Director
Don't Miss This!
Butler Community College received a grant that will help cover the costs of the SHRM-CP/SCP exam prep class they offer and the exam fee. You must be employed in the state of Kansas and have a background in HR to be eligible. Contact the college at workforce@butlercc.edu or 316.323.6118 for more information. The next class is scheduled to start February 6, 2024.
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Assessing the Impact of Work From Home Options
State agencies reported approximately 30% of state employees work from home all or part of the time. However, it's possible up to 45% of state employees will work from home in the future.
Click here to read the full report.
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KS SHRM HR Career Center
Sponsored by The Arnold Group
Are you an employer searching for HR professionals to add to your team?
Are you in HR and looking for a new job opportunity?
Need advice on advancing your career?
Kansas SHRM has you covered! Job Postings are now live on the KS SHRM website! Check them out here!
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SHRMJC
Do you live in or around Johnson County Kansas, and work or partner in Human Resources? Check us out! SHRMJC offers a variety of professional resources, networking, and certification opportunities. From monthly chapter programs featuring HR expert presentations (offering recertification credits), new member engagement opportunities, biz mixers, round tables, and more, SHRMJC offers a plethora of ways to connect, engage, and stay up to date with Human Resource topics and trends!
Click here for a summary of our membership benefits.
Interested in checking it out? Here are some upcoming events:
October 12, 2023
D&I Octoberfest Engage! event
Time: 5:00 PM to 6:30 PM
October 19, 2023
Program: Cyber Risks - What HR Needs to Know
Time: 11:30 AM to 1:00 PM
October 25, 2023
D&I Panel Discussion - Working Through Chaos
Time: 11:30 AM to 1:00 PM
November 8, 2023
New Member Coffee Connect
Time: 7:30 AM to 8:30 AM
November 16, 2023
Program: The Ins and Outs of Executive Coaching Programs
Time: 11:30 AM to 1:00 PM
December 2, 2023
Volunteer Event: Johnson County Christmas Bureau
12/2/2023 to 12/6/2023
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SHRM of Southwest Kansas
SHRM of Southwest Kansas is excited to announce our 2023 Business Leadership Conference to be held October 19th at Garden City Community College, Endowment Room, Garden City, KS.
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Mark your calendar for these exciting events. | |
DisruptHR is returning to Topeka.
Mark your calendar for the evening of October 19, 2023, for an event that is designed to energize, inform, and empower people in the HR field.
Follow updates and learn about Disrupt at https://disrupthr.co/city/topeka/
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SHRM Topeka is celebrating our 40 year anniversary.
Save the Date for our Member Appreciation Event on the evening of Thursday, November 9, 2023.
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Our Kansas Chapters are hosting incredible events all across the state! Many are happening virtually with the COVID challenges we are facing. You can click here or on the Affiliate Chapters tab to find any one of our chapters to be directed to their website to find upcoming events. | |
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Check out the events happening with SHRM JC! Visit their website here. | | |
Upcoming Events:
Check out the events happening with Wichita SHRM! Visit their website here.
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Events are planned with the Topeka SHRM Chapter! Check them out here. | | |
Upcoming Events:
Check out the list of events planned with the Southeast Kansas Human Resource Association! All are listed here.
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Upcoming Events:
Check out the list of events planned with the Human Resource Professionals of Greater Emporia! Find them here.
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Here's a list of events scheduled with the Western Kansas Human Resource Management Association! | |
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Check out the list of events planned with SHRM of Southwest Kansas! They are listed here. | | |
For a list of programs scheduled through Salina Human Resource Management Association, click here. | |
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The Human Resource Management Network in the Manhattan area has programs scheduled! Click here to view the events. | | |
The Jayhawk chapter of SHRM has events scheduled! Click here to view their events schedule. | |
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Send us your chapter news to be included in the quarterly newsletter!
We would love to feature your Chapter's updates or content from your Chapter's activities in the KS SHRM newsletter.
If you would like content featured in the next newsletter, please contact the KS SHRM office.
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Thank You to our Sponsors!
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Kansas State Council of SHRM
(888) 332-6248
office@ksshrm.com
www.ksshrm.org
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