In late April, Purdue University partnered with the Indiana Chamber, Indiana INTERNnet and others to present a brain drain/gain workshop as part of the Chamber’s 53rd Annual Human Resources Conference. Panel discussions, presentations and more on the talent/skills gap were compiled into a comprehensive report. Read the full report.
It documents the workshop, including key takeaways and actions and is provided to those with an interest in these topics. Our aim is for the information in the report to be a resource for those working to make progress within their organization and forming collaborations with other stakeholders to move Indiana forward.
Family Medical Leave Act Seminar (June 8), Ritz Charles in Carmel. Presented by Ogletree Deakins, this seminar is appropriate for new and experienced human resources professionals. Attendees will learn the responsibilities of FMLA and how to ensure a compliant workplace.
2017 Indiana Worker’s Compensation Conference (June 20), Hyatt Regency in downtown Indianapolis. Learn strategies to keep worker’s compensation premium rates low and how to handle worker’s compensation claims. Sponsors are Athletico Physical Therapy, the Center for Diagnostic Imaging and Kindred Healthcare. Additional sponsorships are available by contacting Jim Wagner at (317) 264-6876.
The French Lick Springs Hotel in French Lick will be the host site of two July training options. These two-day events take place July 20-21:
The Advanced HR Management Seminar was created in 2016 and inspired by feedback from previous conference attendees. Participants will learn about the significance of marijuana legislation and the opioid epidemic on the workplace. Key issues regarding FMLA and the Americans with Disabilities Act will also be discussed.
The Supervising and Managing People Workshop is ideal for new and experienced supervisors. Attendees can gain a better understanding of what is expected of a supervisor and will take a self-assessment test to measure performance in supervisory skills.
On July 27, the 2017 Indiana Wage & Hour Law Seminar will be held at the Indiana Chamber Conference Center in downtown Indianapolis. Presented by Ice Miller, this seminar will address tactics to keep your company in compliance with wage and hour laws. Attendees will receive updated information on potential federal changes.
Sometimes two is better than one and that’s especially true when it comes to recognizing two long-time leaders in the field of human resources with one of the industry’s top honors.
On Wednesday, Cari L. Kline of Grundfos Americas Corporation (Indianapolis) and Kendra L. Vanzo of Old National Bank (Evansville) were named the 2017 Ogletree Deakins Human Resources Professionals of the Year during the Indiana Chamber’s 53rd Annual Human Resources Conference & Expo in Indianapolis.
Kline and Vanzo received the honor that is given annually to a human resources professional that provides lasting impact through the implementation of best practices, organization design and effectiveness and accomplishment of the company’s strategic direction.
This is only the second time the award has been bestowed upon two deserving individuals; the first was in 2015.
Also honored at the luncheon and receiving the Award of Excellence was Lori L. Gooding, vice president of human resources for Buckingham Companies (Indianapolis).
Cari L. Kline
Cari L. Kline Kline is regional director of human resources, Americas operations for Grundfos Americas Corporation and is based in Indianapolis. Grundfos is a $4.5 billion company and global leader in advanced pump solutions and water technology, with headquarters in Denmark.
After joining Grundfos in 2012 as human resources director for the company’s Peerless Pump business unit in Indianapolis, she was promoted into her current position and oversees human resources for all of the Grundfos operations facilities in North and South America. As a strategic business partner, Kline provides leadership on a broad range of issues and has implemented key initiatives throughout the company’s Americas operations.
“I am flattered to be honored (with the award),” Kline adds. “I think HR is one of the most unique and challenging professions in today’s business environment. The variety of opportunities and issues that present themselves – sometimes even in a single day – can be astonishing and I find that hugely motivating. I learned many years ago to stop saying, ‘Now I have seen it all!’”
Kline holds an MBA from Ball State University and an undergraduate degree from Purdue University.
Kendra L. Vanzo
Kendra L. Vanzo Vanzo, executive vice president of associate engagement and integration for Old National Bank, has been with the company since 1994. Old National Bank has $14.9 billion in assets and more than 200 branches in Indiana, Michigan, Wisconsin, Kentucky and Illinois.
Old National Bank President and CEO Bob Jones nominated Vanzo for the award. His nomination letter highlights several initiatives in the past year that Vanzo led for the company, including the largest merger in the company’s history. She also implemented a system to simplify training and career development, and she is credited for spearheading the creation of an employer-sponsored health clinic for associates and families.
In addition, Vanzo leads the company’s mission to hire and retain diverse individuals, including active military, veterans and individuals with disabilities.
She credits her team and the values at Old National Bank for her honor.
“This recognition is reflective of the contributions of our entire HR team and the people-first, ethical culture of Old National. I am humbled and honored to accept it on behalf of our HR team and company,” Vanzo offers.
She received an MBA from the University of Southern Indiana and her undergraduate degree from the University of Illinois.
We’re all still recalibrating after last Tuesday’s election results. While the citizenry ponders what this means for the country and the issues dear to us, the impact on labor and employment policy is a top consideration for business-focused organizations like ours.
What do last night’s election results mean for labor and employment policy? In the first place, it means that Republicans will control the White House and both the House and Senate.
For another, it means that President-elect Trump will select the candidate for the current vacancy on the Supreme Court of the United States, as well as seats on the 12 federal circuit courts, only four of which remain under the control of judges appointed by Republican presidents.
It also means that President-elect Trump will fill the two vacancies on the National Labor Relations Board with two Republicans, thus switching majority control of the agency on his first days in office. The NLRB’s record of historic reversals of long-established labor law precedent in areas such as joint-employment, independent contractors, waivers of class and collective actions in arbitration agreements, “ambush” union elections and micro bargaining units will, over time, be reversed.
It means the appointment of other key policy positions throughout the federal labor agencies, including the Secretary of Labor, Solicitor of the U.S. Department of Labor, Assistant Secretary of Labor for Occupational Safety and Health, and Administrator of the Wage and Hour Division. They, in turn, will be expected to roll back or recall many of the controversial labor and employment regulations, such as the recently issued Part 541 overtime regulation, the Fair Pay and Safe Workplaces (government contractor “blacklisting”) executive order and implementing regulations, and the Labor-Management Reporting and Disclosure Act’s revised “persuader activity” regulations.
The election results also represent an opportunity for Congress to promulgate regulations and pass legislation that would represent responsible immigration policy on a path to earned legalization of undocumented workers and that would repeal and replace the Affordable Care Act (Obamacare).
As a result of last night’s elections, the Chairman of the Senate Health, Education, Labor and Pensions Committee will likely remain with Sen. Alexander (R-TN) rather than Sen. Bernie Sanders (I-VT). The House Education and the Workforce Committee will be chaired by Rep. Virginia Fox (R- NC) with Rep. Bobby Scott (D- VA) likely to remain as Ranking Democrat.
Whether the election results will bring about greater bipartisanship and less political acrimony and gridlock remains to be seen. However, with Republicans controlling the White House and Congress, those angry voters who complained that “nothing ever gets done in Washington” will expect better.
Indiana has many advantages as a leading location to operate a business, raise a family or enjoy a high quality of life. But still more needs to be done to improve that climate and to keep pace with other cities and states, says the Indiana Chamber of Commerce.
The organization unveiled today its six-week Beyond the Bicentennial campaign (going beyond the state’s first 200 years). It focuses on the “most potentially impactful public policies” and is directed foremost at the major party gubernatorial candidates, John Gregg and Eric Holcomb.
The Indiana Chamber’s Indiana Vision 2025 plan, first introduced in 2012, serves as the campaign blueprint. “The Indiana Vision 2025 economic drivers present a great opportunity to highlight initiatives that will benefit Indiana now and in the years ahead,” offers Indiana Chamber President and CEO Kevin Brinegar.
The first of the four letters, also released today, emphasizes the Outstanding Talent driver. Recommendations focus on critical improvements at the K-12, postsecondary and workforce levels. In an annual survey earlier this year, 45% of responding employers indicated they had left jobs unfilled in the past year due to under-qualified applicants.
“Outstanding Talent is both the greatest challenge for our state and the area of most importance,” Brinegar states. “While businesses are rightfully concerned about their current and future workforces, for individuals we’re talking about the difference between happy, productive lives and what can amount to an economic death sentence if proper education and training are not received.”
The education/workforce needs range from greatly expanding the state’s pre-K pilot program to more students from low-income families, to assisting the more than 700,000 Hoosiers with some college but no credential or degree to gain the skills needed for a rapidly-evolving economy.
Concludes Brinegar, “We hope the recommendations and guidance in these letters will help the gubernatorial candidates and all lawmakers focus on what public policies could be the most impactful for Hoosiers.”
Additional Beyond the Bicentennial letters and accompanying videos will be made available on September 13 (Attractive Business Climate), September 27 (Superior Infrastructure) and October 11 (Dynamic & Creative Culture).
WGU Indiana Chancellor Allison Barber spoke at our press event this morning: “We want to encourage employers to set the standard that talent matters.”
About Indiana Vision 2025
In 2012, the Indiana Chamber published Indiana Vision 2025, a comprehensive, multi-year initiative to provide leadership and a long-range economic development action plan for Indiana. The mission statement: “Indiana will be a global leader in innovation and economic opportunity where enterprises and citizens prosper.”
A 24-person statewide task force of business and organization leaders developed the original plan. Many from that group, with some additions, worked for four months earlier this year to review progress, update goals and metrics, and identify potential new research to enhance future Report Cards (progress on each of the now 36 goals under the four drivers is assessed every other year).
The Indiana Chamber thanks Duke Energy, NIPSCO, Old National Bank, Vectren and all the investors in Indiana Vision 2025.
In 2014, President Obama directed the U.S. Department of Labor (DOL) to update and modernize rules regulating exemption of certain employees from minimum wage and overtime protection provisions of the Fair Labor Standards Act. Just a few weeks ago, the U.S. DOL released regulations regarding new rules for overtime. This action drastically increases the salary threshold under which most employees would be eligible for overtime pay, from $23,660 for a full-time employee to $47,476 per year. This will affect millions of middle-wage employers across the country.
In addition to this increase in salary threshold, an automatic adjustment will occur every three years. Also, the “duties test” that determines whether or not certain employees are eligible for overtime even if they make more than the new threshold amount will continue. To be eligible for this exemption, an employee’s job duties must primarily involve executive, administrative or professional duties as outlined by DOL regulations. The change is set to go into effect on December 1 of this year. (See DOL fact sheet.)
Obviously, this has drastic implications for the employer community. According to the Washington Post, about 35% of full-time salaried employees will be eligible for time and a half when they work extra hours under the new rule. Under an already existing rule, that number was 7%. As such, employers will have less flexibility in documenting time for their workers – including flex time – or may have to cut back hours for certain employees. This can hamper employers being able to reinvest in their companies, as well as provide better benefits and growth opportunities. Small businesses will be even more impacted by this onerous rule.
The Indiana Chamber, in conjunction with the U.S. Chamber, is reaching out to the Indiana delegation in Washington, D.C. to let them know how this will impact the business community. We encourage you to participate in this call to action.
The new seventh edition of our popular handbook, Model Employee Policies for Indiana Employers, is almost here! Authored by attorneys from Bose McKinney & Evans LLP, this guide is designed to help employers understand the legal implications of an organization’s written policies and procedures, the costs and benefits of placing informal practices in an employee handbook and how to communicate an organization’s values and goals. It includes a compilation of legal commentary and numerous sample policies.
Here’s a list of some of the topics being updated in the new edition:
Practical policies for dealing with new white-collar wage/hour regulations
Updated policies attempting to balance employer authority with the increasing overreach of the National Labor Relations Board
Revised EEO policies addressing expanding LGBT rights and protections
New technology-driven policies recognizing employee preferences for using their own devices for work-related purposes
Expanded complaint procedures focused on increasing whistleblowing protections in the workplace
Revised policies taking into consideration recent Supreme Court decisions on religious, disability and pregnancy discrimination and accommodations
Place your pre-order now: The book is $109 ($81.75 for Indiana Chamber members), and an ePub (online only) version will be available for $79. We expect to ship/publish the book in July.
The Indiana Chamber of Commerce announced today the 2016 recipient of the Ogletree Deakins Human Resources Professional of the Year award. Lisa Price, executive vice president of human resources at KAR Auction Services in Carmel, was honored during a luncheon at the 52nd Annual Human Resources Conference & Expo at the Hyatt Regency Indianapolis.
The HR Professional of the Year award is a statewide recognition given annually to those that provide lasting impact through the implementation of best practices, organization design and effectiveness and accomplishment of the company’s strategic direction.
“Lisa is instrumental in furthering KAR’s overall goal of bringing our various subsidiary companies together under one unified banner and spearheading a common set of employee policies, practices and organizational structure,” praises Don Gottwald, chief operating officer at KAR Auction Services.
“The fact that Lisa is an experienced employment attorney enhances her already stellar HR skillset and makes her invaluable to furthering KAR’s ‘One Company’ vision.”
In 2013, Price switched lanes from exclusively being KAR’s in-house employment counsel to her current human resources position.