CONNECTION July 2013
Does your company
have a growth
July 2013 " Volume 14, Number 7
explore - cover
meet - p.3
Does your company
have a growth mindset?
Are you developing
within your team?
Does your company have a growth
mindset? Are you developing leaders
of the future? Find out more at
our July meeting.
Legal update - p.4
Changes to the FMLA may affect how your
company operates under the law. Make
sure you are still in compliance.
Need the slides from last month’s meeting?
Find them in the member’s only area
of the EHRA website.
“The achievements of an organization are
the results of the combined effort of each
individual.” Join us in helping local organizations
achieve their goals by volunteering,
donating and more. Won’t you
show the community how much EHRA Cares?
Read about the new members who
joined EHRA in the last month and
help us welcome them to the group.
Chapter Connection is a publication of the Evansville-Area
Human Resources Association made
possible by contributions from it’s members and
the board of directors. If you have suggestions,
please email them to: firstname.lastname@example.org.
Have a question you
would like to pose to
your fellow HR professionals
in Evansville? If
so, start a discussion
topic on our LinkedIn or
Tela Erdell, SPHR, GPHR
Cynthia Griffith, PHR
Director of Professional Development
Jake Fulcher, Attorney-at-Law
Director of Compensation Survey
Michelle Davis, PHR
Legislative Affairs Chairperson
College Relations Chairperson
email email@example.com if interested
Workforce Readiness Chairperson
Abby Keeping, PHR
George Lance, SPHR
Orvietta Shannon, PHR
SHRM Liaison and Certification Chairperson
Suzanne Fant, SPHR
JULY 2013—CHAPTER CONNECTION 2
Register Online at:
July June Program 2013 program: details
Inclined: Extroversion or Introversion….Which Way Are You Leaning?
Presented by Pam Goedde, SPHR
Southern Indiana Career and Technical Center | 1901 Lynch Road | Evansville, IN 47711
July 18, 2013—EHRA Member, $15.00, Non-Member, $30.00, Student, $10.00
11:00 a.m.—Registration/Networking 11:30 a.m.—Lunch / Announcements 12:00 noon—1:15 p.m.—Presentation
Growth Mindset: The Key to Organizational and Leadership Development
- Explore what GROWTH means for you and your organization's development.
- Discuss the importance of MINDSET in developing leaders and thriving in the midst of constant, volatile change.
- Begin to open yourself up to a new approach to HUMAN CAPITAL.
- Embrace the CHALLENGE of change and use it to maximize your own leadership opportunities.
About our Presenter
Sheri Fella is a high impact consultant and executive coach. After 7 years plus years, she has recently left her appointment of
Professor of Management at the Kelley School of Business at Indiana University to serve as the Director of New Business Development
of Executive Education at Butler University. Before coming to academia and during her teaching tenure, she
worked in the areas of organizational design and development, strategic human capital, production operations, supply chain
management, strategy creation and execution, and change management consulting disciplines for over 20 years.
Sheri has worked with numerous corporations such as Motorola, Ernst & Young LLP, J.D. Edwards (now PeopleSoft), Ford Motor
Company, Honda, Kimball International, Proctor & Gamble and Bristol Myers Squibb. Her work experience covers businesses
of all sizes, from large multinational corporate conglomerates to small businesses, across a multitude of industries and geographic locations,
including international assignments.
Sheri received her M.B.A. in Strategy/Human Resources in 1996 from Indiana University and her B.S.B.A. from Bowling Green State University in
Production Operations. As a faculty member in the Kelley School of Business, Sheri teaches a variety of courses at the graduate level including
Organizational Development and Change, Social Entrepreneurship, and Strategic Human Capital. She also travels for both Butler and Indiana
University, facilitating Executive Education workshops for corporate executives and executive teams, in addition to her own consulting engagements.
As a trusted advisor, consultant and coach, entrepreneur and strategic thinker, her strength is in leading organizations to diagnose their opportunities
and threats, to focus their efforts on addressing the gaps identified, and to create systems that will sustain their competitive advantage
in the future. Sheri has a maker instinct and her immersive learning ability allows her to adapt easily to change, continually searching for new
alternatives. Sheri is future oriented and has an insatiable curiosity for learning and rapid prototyping to improve the current state. She seeks
environments with high expectations for performance and accountability, collaboration with and trust for individuals, a healthy work/life balance
and a sense of creativity and humor.
Sheri values organizations and experiences that believe that people are the deciding factor that determines
the success of a business, a team, or any endeavor undertaken. Motivated and inspired employees
who share a vision in an environment of creativity and potential coupled with high performance expectations
will do more than any function, product or service. And they will do it in a way that positively impacts
their own life balance and success, as well as, everyone else around them.
We have submitted this program for 1.25 general
hours toward PHR, SPHR, and GPHR recertification
to the HR Certification Institute.
The use of this seal is not an endorsement by HR Certification Institute of the quality of the program. It means that
this program has met HR Certification Institute’s criteria to be pre-approved MARCH 2013—CHAPTER for recertification CONNECTION credit. All members 3
are responsible for retaining information on each event for submission to the HR Certification Institute. A certificate
of attendance will be emailed to all attendees upon the completion of the event.
MAY JULY 2013—CHAPTER CONNECTION 43
New Regulations Require Employers To Reexamine Their FMLA Leave Policies And Practices
By: John Neighbours and Amanda Shelby, Faegre, Baker & Daniels
In 1993, President Bill Clinton signed into law the Family and Medical Leave Act (FMLA), a
legislative centerpiece of his first term. Who could argue against persons receiving job protections
to ease their anxiety over maternity leave. Yet, over the course of time since the enactment
of the FMLA, corporations have experienced first-hand the challenges presented by a law which
affords leave to anyone with a "serious health condition" (think bad back or mental stress) working
for an employer with more than fifty (50) employees. Then, in late 2008, the United States
Department of Labor (DOL) issued new FMLA regulations, which became effective January 16, 2009. In addition, the
National Defense Authorization Act for Fiscal Year 2008 added new military family leave provisions to the FMLA.
Thereafter, the National Defense Authorization Act for Fiscal Year 2010 expanded those newly added military family
leave rights. The new military family leave rights include qualifying exigency and military caregiver leave for families
of covered military service members. The practical implications of all of this have proven difficult for employers to
navigate. Yet, as if this were not difficult enough, on March 8, 2013, recently issued regulations from the DOL on the
FMLA became effective. Although the new regulations do not radically change the landscape of the FMLA, they do
contain some significant changes. This article is designed to help the reader ensure that your policies and practices are
still in compliance.
The new FMLA regulations revise a variety of aspects of the law. Those that will impact most employers include
changes in the calculation of intermittent FMLA leave, the expansion of coverage for family members of certain military
personnel and veterans, and revisions to the DOL's FMLA poster and optional-use forms.
Intermittent FMLA Leave
The new regulations provide clarification on the calculation of intermittent FMLA leave. First, they provide that
an employer must track intermittent FMLA leave using the smallest increment of time that the employer uses for tracking
other forms of leave (e.g., sick leave). However, no employer can record intermittent FMLA leave using increments
of time greater than one hour. So, for example, if an employer calculates sick leave in quarter-hour increments, it must
similarly calculate intermittent FMLA leave in quarter-hour increments.
Second, an employer may only count against an employee's FMLA leave entitlement time actually taken as
FMLA leave. It cannot count against the employee's FMLA leave entitlement time the employee worked. Although this
principle may sound straightforward, it can be complicated in practice. For example, if an employer accounts for FMLA
leave in one-hour increments, but an employee returns to work after an intermittent FMLA leave absence of only 30
minutes, the employer cannot count the full one-hour against the employee's FMLA leave entitlement. Instead, it can
count only the 30 minutes of FMLA leave against the employee's FMLA leave entitlement.
Military Family Exigency Leave
The DOL's new regulations also revise two types of leave related to care for military members. They expand
both (1) Military Family Exigency Leave and (2) Covered Servicemember Leave.
Military Family Exigency Leave allows an eligible employee to take time off for a variety of qualifying exigencies
arising from the fact that the employee's family member is on or has been called to active duty. Qualifying exigencies
previously have included (and still include) assisting the military member with alternative child care arrangements
when active duty or the call to active duty necessitates a change in the existing arrangements, attending counseling arising
from the military member's covered active duty or call to covered active duty, making financial or legal arrangements
related to active duty or the call to active duty, attending certain military events and related activities, and spending
time with the military member while he or she is on short-term, temporary rest and recuperation leave.
Similarly, the new regulations include several changes that expand the scope of Military Family Exigency Leave.
First, the new regulations add "parental care leave" to that list of qualifying exigencies, permitting eligible employees to
take Military Family Exigency Leave to care for a military member's parent when necessitated by the military member's
active duty. (cont. —> page 5)
JULY 2013—CHAPTER CONNECTION 4
Second, the new regulations clarify that a family member of Armed Forces, National, Guard,
and Reserves personnel can qualify for Military Family Exigency Leave if the military member
is deployed to a foreign country in support of a contingency operation. Third, the regulations
increase the amount of leave an eligible employee can take for rest and recuperation with
the military member. Previously, an eligible employee was limited to 5 days of
leave; now, an eligible employee is permitted a maximum of fifteen days. Fourth, the new
regulations expand the list of acceptable certifications for leave to include a copy of the military
member's rest and recuperation leave orders and other military documentation establishing
the dates of the military member's leave.
The new regulations also expand the scope of Covered Servicemember Leave.
Covered Servicemember Leave allows an eligible employee to take time off to care for his or her family member who
is a "covered service member" with a "serious illness or injury."
First, the new regulations expand the definition of "covered servicemember" to include veterans undergoing
medical treatment, recuperation, or therapy for an illness, if the veteran was released or discharged (other than dishonorably),
at any time during the 5-year period before the first date an eligible employee takes military caregiver leave.
Second, the new regulations expand the definition of "serious injury or illness" to include a pre-existing injury or illness
aggravated by active duty. Third, the new regulations relax certification requirements to allow any health care
provider to certify Covered Servicemember Leave for a veteran's "serious injury or illness.
Posters And Forms
One change that is sure to impact all employers covered by the FMLA is the DOL's new Employee Rights
And Responsibilities poster. The new poster incorporates the recent revisions in the requirements for leave to care of
The DOL also revised several of its recommended FMLA forms, including Form WH-381 – Notice of Eligibility
And Rights And Responsibilities and Form WH-384 – Certification Of Qualifying Exigency For Military Family
If you are covered by the FMLA, you must review your policies and procedures to ensure that they are consistent
with the new regulations. Review your FMLA Leave Policy carefully. If it purports to list all of the qualifying
exigencies for Military Family Exigency Leave, ensure that it includes the new qualifying exigency for parental care.
If it includes a list of defined terms, ensure that they reflect the recent revisions to the definitions of "covered servicemember,"
"veteran," and "serious injury or illness." And if it includes a copy of the DOL's old Employee Rights And
Responsibilities Poster, replace it with the new one.
You also must display the new Employee Rights And Responsibilities Poster where it can be seen by all em-
On Monday, June 24th, Cassidy Neal, Workplace Flexibility Program Specialist for SHRM’s Workplace
Flexibility Initiative and Partnership with the Families and Work Institute (FWI) spoke to EHRA members at
the Central Library. Ms. Neal's presentation, Workplace Flexibility: The Next Imperative For Business
Success And HR Leadership, provided information on flexible work arrangements and how they can benefit
a company's bottom line. The Workplace Flexibility presentation slides along with the 2012 Guide to Bold
New Ideas and the Flex at a Glance Brochure are now posted for members on the EHRA's website.
To access the information: log into your account, select Downloads under the Member's area on the left
side of your screen, locate the Workplace Flexibility June 2013 files. Thank you to the Courier & Press for
sponsoring June's meeting.
JUNE 2013—CHAPTER CONNECTION 5
CALLING ALL SPEAKERS
Join the EHRA Speakers Bureau
The EHRA Speakers Bureau provides professional speakers who can address a variety of topics to
assist education, business, and the community.
Members of the Speakers Bureau are available for group presentations on a variety of HR topics.
Topics such as job seeking skills, interviewing tips, resume preparation, etc. for student groups
along with human resource topics related to the specialty areas of the HR profession.
Need HR professions for the following topics:
Generation Gaps (Younger vs. Older)
Women and Competing in the Workplace
Compensation and Benefits
Effective Techniques for Conflict Resolution
Please contact the Workforce Readiness Chairperson
at firstname.lastname@example.org to inquire about the Speakers Bureau.
Thank you for your recent donations to
Aurora. Any assistance we get is greatly appreciated.
As an update, we are currently in
Food items including Beanie Weenies, Vienna
Sausages, Ravioli, Beef Jerky, Potted
meat, Tuna, Peanut Butter, Fruit
(canned or cups), Applesauce, Protein
Bars, Nuts, Soup and Ramen Noodles
Pantry items needed include Canned
goods, box dinners, pasta and sauce,
Household items include cleaning supplies,
new brooms, mops and dustpans,
full and queen sheets and comforters.
Jayme Walters, MSW
Director of Development
The EHRA is currently seeking
donations of new or gently
used work clothing to
donate to many different
local charities. If you are
interested in donating,
please bring your items to
our next meeting. Our current
that we are accepting donations for is:
JULY 2013—CHAPTER CONNECTION 6
The EHRA would like you to get to know the new members
who have joined us recently.
Jenna Cox is one of many new and returning
members to EHRA this past
month. Jenna currently serves as a Human
Resources Analyst at the University
of Southern Indiana. When asked what
she enjoys about her current position,
Jenna said, “I enjoy the aspect that drew
me to I/O Psychology and HR in the first
place – the impact we can have on people’s
livelihoods. Given the amount of
time people spend at work, improving
people’s work lives can really impact their lives overall. I
enjoy the role I feel I can play in improving people’s lives
in this way.”
Another new member to EHRA this
month is Steve Cox. Steve currently
serves as Assistant Manager, Team
Member Relations at Toyota Motor
Manufacturing Indiana. When asked
why he joined EHRA, Steve said, “After
working in a non-HR role for the last 3
years, I wanted to get involved with a
group to stay abreast of HR trends and
Janet Herr is another new member
to EHRA this month. Janet current
serves as the Manager of Human Resources
at TJ Maxx Distribution Center.
When asked what she likes the
most about her currently position,
Janet said, “I enjoy the multi-facted
nature of my role: Business Partner
to the operations team, associate
advocate, mentor and coach.”
Gina Yegerlehner joined us this
month as well. Gina currently serves
as a Market HR Manager for Walmart.
When asked what prompted her to
join EHRA, Gina mentioned the ability
to network with similar professionals
in HR. Gina currently oversees
Markets 241-254 at Walmart.
Other new and returning members
include: Lisa Hughes, Republic Services,
Cathy Katz, Energy Systems Group and Scott Wilson,
Fibertech, Inc. Please help us welcome all of our
new and returning members to the organization at our
Did you have a recent accomplishment that you want to share?
Let us put you in the spotlight. Email our Newsletter Editor, Nick
Lindy at email@example.com.
MARCH JULY 2013—CHAPTER CONNECTION 78