Hrny May 2004

IN THIS ISSUE■ Beyond 9 to 5 2■ Downtown Programs 3■ Integrating different

cultures 4■ Thanks to EXPO sponsors 4■ Committee corner: PR 5■ Employment law &

legislative conference 6■ Thanks – EXPO exhibitors 8■ Committee chairs 9

1

HRNY Inside HR/NY

HUMAN RESOURCES ASSOCIATION OF NEW YORK

Inside HR/NY is published 10 times a year by andfor members of the Human Resources Associationof New York. Editor: Stephanie Strozak Takano,SPHR; Managing Editor: Linda Simone; GraphicDesigner: Karen Cohn.

Contacting the Association: HR/NY

1 AAA Drive, Suite 102, Trenton, NJ 08691 Web site: http://www.HRNY.org E-mail: [email protected]

Toll-free phone: 1-877-625-HRNY (4769) FAX: 609-581-8244

HUMAN RESOURCES

ASSOCIATION

OF NEW YORK

PRESIDENT’SC O L U M N

This is not a rhetorical question. Thoseof us responsible for planning this year’sHR/NY EXPO 2004 A CHANGINGWORLD, feel it went off without ahitch…well maybe with a little hiccup.

Overall the feedback was good-to-excel-lent for the concurrent session speakers.Only 30 of the hundreds of attendees completed and turned in the overall eventevaluations. So, in mid-April, we e-mailedevaluations to all who attended. The over-whelming number of attendees who havetaken the time to contact us by e-mail,phone or in-person, have said that the entireevent was excellent. Even Al Franken, whose

presentation caused some controversy, wasperceived as entertaining and enjoyable.(We probably could have done without theElton John joke, Al.)

But controversial or not, the EXPOPlanning Committee put much work intothe selection of keynote and concurrent session speakers. I, for one, know you can’tplease all of the people all of the time. Andthe process of selecting speakers, which isdone more than a year before the event,isn’t an easy one.

“But Franken wasn’t relevant to the HRaudience,” you say? Having decided to hold

Continued on page 7

EXPO 2004 — How did we do?

As HR professionals we are constantlyresponding to the continuous changing

world of business. This changing worldoften poses important issues and challengesto HR professionals concerning militaryleave, legal issues and the rising cost ofhealth benefits to mention but a few.

HR/NY EXPO 2004 A CHANGING

WORLD, at the Jacob K. JavitsConvention Center, kicked off on Tuesday,March 23 with keynote speaker Al Franken,Emmy-Award winning political satirist andcomedian. Franken was controversial, draw-ing cheers or jeers from the audience. OnWednesday, Ron Insana, Co-anchor ofCNBC’s Business Center and a financialexpert, spoke on “The Message of theMarkets.” Insana offered insight into howto watch for changes in the market and howand when those changes may affect busi-ness. For me, this was a tiny glimpse intothe financial crystal ball.

As an attendee of EXPO for both days, Ican honestly say it was a great success —with 16 concurrent sessions, two keynotespeakers and an exhibit hall filled withorganizations showcasing an array of prod-ucts and services.

Creating a great workplaceThe seminar sessions were both informa-

tive and enjoyable. I attended seminars onLegal Update, the Healthcare CostDilemma, and Creating a Great Place toWork. I especially enjoyed the latter. As an

Continued on page 6

One point of view:An informative and enjoyable EXPO

Vol. 21. No. 9 May 2004

(l-r) Christopher Elmes,Al Franken andMegan Griffault

(l-r) Ron Insana and Barry Manus

INSIDE HR/NY2

MAY 2004

Organizations offer a buffet of alternativework schedules to choose from, designed

as optional benefits to aid employees in thework/life balancing act, and improve reten-tion and recruitment in the process.

The most common types are:• Flextime: Employees work the custom-

ary eight hours per day, but with options asto when they may arrive and depart. Manysuch policies indicate core business hours(i.e., 9 a.m. to 3 p.m.) during which allemployees must be present.

• Compressed work week: The naturalextension of flextime; employees work morehours in fewer days.

- Most common is the 4/10 schedule:four 10-hour days each week.

- In the 9/80 schedule, employees worknine-hour days, and take every otherFriday off. A variant allows half-dayseach Friday.

• Job Sharing: Two employees share asingle job’s responsibilities and benefits.Crucial elements are incumbents’ communi-cation skills and willingness to collaborate.

• Telecommuting: For employees whosejobs require neither direct contact with customers/coworkers nor frequent access tooffice materials or records, telecommutingallows trusted employees to work fromhome part- or full-time. Communication

regarding work assignments andperformance is critical.

Organizations may implementsome alternative schedules on aseasonal basis.

Coordinating a compressedwork week is far easier for exemptemployees, as pay and hoursworked are unrelated. If you areconsidering a compressed workweek for nonexempt employees,take state and federal wage laws into account.For instance, a 4/10 schedule is costly foremployers with California staff, where over-time begins daily after eight hours of work byhourly employees.

Consider work/life issuesIn order to determine which of these

schedules will work in your organization,consider the work/life issues. Flextime canhelp employees schedule childcare and edu-cation. A compressed work week can relieve

stress, and minimize tolls and parking feessymptomatic of a daily commute.

Common concerns regarding such pro-grams are profitability and productivity.Keep tabs on the volume of completedwork in your organization to prove theworth of alternative work schedules. If yourhope is that alternative work schedules willlead to less stress and greater enthusiasmamong employees, measure their outputbefore and after implementation.

A well developed schedule, that considersthe needs of the organization on each busi-ness day and ensures full coverage, furtheraids productivity and customer service.

To prove the link between alternativework schedules and improved retention/recruitment, consider an employee opinionsurvey on the subject. How much of animpact have the new schedules made onmorale? How many new hires were swayedby scheduling when considering a position?The best source of data on these questions isyour own workforce.

Telling indicators Assuming an otherwise constant work

environment, these indicators may help youdetermine if alternative work schedules arehelping or hindering your business:

• Use of sick days• Change in rate of absenteeism/tardiness• Customer satisfaction surveys• Departmental profit levels• Work completed more quickly/backlog

of work • Size/quality of applicant pool

– Jennifer C. Loftus, SPHR, and Sharon M. Terry,Astron Solutions

Beyond 9 to 5 – Alternativework schedules

“Common concerns regarding such programs are profitability

and productivity.”

INSIDE HR/NY3

MAY 2004

On Thursday, February 19, 2004, theHR/NY Downtown Programs

Committee presented “Benefits that Won’tBust Your Budget: Executive & HRStrategies” at the NYU Conference Center.The program was sponsored by LibertyMutual.

The program panel, moderated byDonna DeLuca, Director of HR at theDaily Racing Form, was comprised of: RoseE. Higgins, Director of Human Resourcesat ICAP North America, Inc.; Izzy Kushner,President of HR Impact, Inc.; and JosephKocsis, Account Representative at HealthResources.

Higgins began with a brief reminder toHR professionals of the very limited num-ber of mandated benefits. Many of the ben-efits that we consider a standard part ofdoing business, like health insurance, dentalinsurance and prescription drug benefits,are not mandated by any legislation, but arenecessary to compete in today’s environ-ment. Additional programs, like FlexibleSpending Accounts and QualifiedTransportation Expense Plans, provide a taxbenefit to employees and employer alike.They also strengthen an employer’s ties toits employees.

At ICAP North America, Higgins hasimplemented additional voluntary benefits,including supplemental life insurance, long-term disability, an EAP, financial counsel-ing, banking programs, and fitness club dis-counts — to name a few. In planning thestrategy for these implementations, Higginsstressed the importance of deciding whichprograms would be welcome additions to acompany’s employee base. The next stepsare to research the program thoroughly, pro-pose it to senior management, and obtaintheir support. Good communication aboutthe program to employees is paramount.

Encourage employees to ask questionsand, after implementation, assess the pro-gram to evaluate success and/or possiblechanges for the future. Throughout the

year, Higgins suggests using the normalcommunication channels to remindemployees of the program and encourageparticipation.

Kushner suggested monitoring trends inbenefits. The reasons for doing this includegathering supporting evidence to bring tothe organization’s decision-makers whendiscussing program changes or new pro-gram implementation. He said, when mon-itoring, to keep in mind what “behaviors”the organization wants its benefit programsto support.

Good news from Benefits SurveyThe Benefits Survey sponsored by the

HR/NY Downtown Programs Committeehad some good news for companies, includ-ing the fact that the average budgetedincrease for health insurance in 2004 was10.6%, trending down from 14% and 16%in 2003 and 2002 respectively. Many of theresponding companies provide benefits thattend to be cost-neutral and relatively easy toadminister. For example,

• 41% of respondents provide an EAPand 39% offer a gym reimbursementprogram, both considered cost neutralbecause they have proven to reducemedical claims and reduce absenteeism;

• 94% of respondents provideTransitChek or a similar program whichis cost neutral due to the employer’s taxsavings; and

• 66% offer a medical FSA (median limitof $3,500) and 74% offer a dependentcare FSA.

When contemplating adding voluntarybenefits, Kushner urged attendees to consid-er a variety of factors: the company’s businessand HR goals; what is competitive in yourmarket; employee demographics; who theexecutives and decision-makers are; the costand value of the new benefits; and the totalcompensation and benefits offering.

Kushner offered these additional possibil-ities: Access to “group” plans – LTC,

home/auto insurance, supplementallife/disability benefits; emergency backupchildcare; and benefits statements whichserve to remind employees of the availableprograms and show the company’s invest-ment in the employee.

EAPs for preventionKocsis defined Employee Assistance

Programs as a worksite-based programdesigned to identify and resolve behavioral,health and productivity problems thatadversely affect job performance. In additionto services normally associated with an EAP— 24-hour emergency services, counseling,crisis management, supervisor/managerconsultation, and wellness seminars —EAPs can be most effective when the preventive services they provide are utilized.These often underutilized services caninclude management consultations andemployee and management trainings.Kocsis offered several examples of situationswhere preventative services are helpfulincluding threats of violence, worker’s com-pensation, and downsizing. In relation todownsizing, getting EAP involved duringthe planning process could provide supervi-sors and managers the support they need.

On the day of a downsizing, the EAP isavailable for the affected employees, man-agers, and the survivors — people remain-ing with the employer who are often over-looked and who experience their ownissues. EAP personnel can help companiesstrengthen relationships with these sur-vivors by not allowing them to pull back,which is common in downsizing situations.By giving employees individual attention,control is given back to them in a construc-tive way.

Employers should consider which low- orno-cost voluntary benefits would best sup-plement their existing programs and offerthe most value to employees.

– Lisa TobioDowntown Programs Committee

MEETINGSA T A G L A N C E

Downtown programs:Benefits that won’t bust your budget

INSIDE HR/NY4

MAY 2004

H R/NY’s Career & Professional Development Committee’s April 8th pro-gram was presented by David Lorenzo, a partner with the Gallup

Organization. Lorenzo spoke about how best to handle the integration of dif-ferent cultures arising from mergers and acquisitions.

A common-sense, logical and information-driven approach would best describethe suggestions put forth. Perhaps not too surprisingly, many organizations are notas well prepared as they might be in pursuing and implementing an acquisition ormerger. Research has shown, however, that following an acquisition or merger, awell defined roadmap greatly increases the odds of success.

From the beginning, many questions need asking and answering, includingthe very reason for the acquisition or merger. Does it really make sense for thebusiness? Will it enhance the value to customers and shareholders? Doing one’shomework is critical to the decision to integrate. Some important issues to takeinto account include the size of the acquisition target, the ability to retain keycontributors, compatibility of the cultures, chemistry among the leadership, andcompatibility of existing technologies.

10% or more signals failureData has shown, for example, that when the target is greater in size than the

acquiring entity by 10% or more, the integration is doomed to certain failurefrom the start. This makes perfect sense when you take into consideration thatall too often the acquiring party is force-feeding its way of doing things uponthe newly acquired party. This brings up another point: Since the companybeing taken over was thought to add enough value to be bought in the firstplace, perhaps some of its existing practices deserve to be emulated! Shouldn’tcareful analysis be made of what practices and policies from both sides workbest to come up with a new mix constituting the best of both worlds? A greatway of keeping employees from each of the combined cultures engaged andthus retain critical talent is to actively involve them on such integration com-mittees doing the analyses. Make use of their experience and seek their inputand ideas in putting forth the newly combined practices.

Acknowledge that stress existsLorenzo also said not to treat the stress inherent in the process as if it

doesn’t exist. He compared this to an invisible “white elephant” in the middleof the room that no one wants to mention. All too often employees are afraidto voice their concerns. Yet most of us know that when issues are not broughtout into the open, assumptions get made that are not always accurate. These,in turn, can lead to misunderstandings, simmering frustrations and resent-ments. The overall impact on employee morale can be quite damaging.

So, what essential ingredients are needed to develop a strategic plan for integrating cultures? Be armed with as much information as possible. Anticipaterisks and obstacles. As the boy scouts say, “Be prepared.” And let’s not forget theold standby — “Communicate, communicate, communicate.”

– Susan Reeves, PHRPorter Novelli

MEETINGSA T A G L A N C E

Integrating different cultures after a merger or acquisition

Thanks,EXPO sponsors!

And thanks to…• DBM for Registration Bags

• Osiris Group, Inc., for LanyardSponsorship

• YAHOO! HotJobs for Schedule of Event Cards

INSIDE HR/NY5

MAY 2004

Looking for a break from the daily HR grind?

Want to make a difference to HR/NY?

Your moment has arrived! HR/NY’s Public Relations Committeebuilds relationships with the local press and spreads the word aboutHR/NY and its many activities.

The committee seeks dedicated volunteers who are interested inworking with local newspaper, TV, magazine, and radio outlets.Opportunities to write and distribute press releases, publicizeHR/NY’s activities in Crain’s New York Business, and generate pressinterest in future EXPOs are always available. And we encourage andwelcome new ideas for generating positive public relations for ourAssociation and our members.

Time commitments are minimal — 1 to 2 hours a week. There areno formal committee meetings to attend. The committee workshard, but has fun! And the service you will provide will make a dif-ference to all who are a part of HR/NY.

If you’re ready to join in the action, contact Jennifer Loftus, SPHR,Committee Chair, at [email protected] or (646) 792-2517 today.

– Jennifer C. Loftus, SPHRAstron Solutions

Public RelationsCommittee – Is it for you?

COMMITTEEC O R N E R

Newsletter contributors:How and when to submit

To be published in Inside HR/NY, please e-mailyour articles (500-word maximum/MicrosoftWord attachment) to Editor Stephanie StrozakTakano, SPHR, at [email protected] put “Newsletter Submission” in the subject line of the e-mail.

Article deadline for the June 2004 issue (last issue of the program year) is May 3rd. Toget a copy of Inside HR/NY Style & SubmissionGuidelines e-mailed to you, contact theManaging Editor at [email protected]

SUBMISSIONS DEADLINES

Advertise with HR/NY and reach thousands!

If you would like to advertise in an upcoming issue of Inside HR/NY, contact HR/NY headquarters at

877-625-4769 or [email protected] to learn more.

INSIDE HR/NY6

MAY 2004

I attended the 2004 Employment Law andLegislative Conference held in

Washington, D.C., from Monday, March 8through Wednesday, March 10, 2004. Aspecial meeting of State and Chapter legisla-tive leaders kicked off the conference.SHRM’s Government Affairs Team was verywelcoming and we were introduced to theirmanagers. Each area briefly informed us oftheir purpose and how they were available tohelp us as SHRM members.

We were seated regionally and I had theopportunity to network with Chapter lead-ers from N.Y., N.J., Pa., and Del. Overlunch and during our meeting, we wereprovided with an overview of SHRMresources available to us for use in ourchapters. We also heard from three individ-uals who shared their chapters’ best prac-tices in the area of influencing their electedrepresentatives.

The timeliness of the conference was evident as the 2004 national elections arealmost upon us. Being in the nation’s capital allowed us to gain insight and per-spective on the many critical HR legislative,regulatory and judicial issues that HR pro-fessionals will face in the coming months.

We focused on efforts to ban genetic dis-crimination in the workplace, proposals tomodify the current FLSA regulations, andinitiatives to modify calculations for contri-butions to defined benefit plans.

Keynote offers election perspective

Featured keynote speaker Ari Fleischer,former White House Press Secretary andAssistant to President Bush, provided hisperspective on the 2004 presidential electionand gave insight into the areas that both theBush and Kerry camps will need to addressto achieve a November victory. Fleischer, a native New Yorker, was informative,humorous and delightfully non-partisan andgot a rousing standing ovation.

On Tuesday, we got an inside peek intothe behind-the-scenes work that went intothe proposed changes to the FLSA by thehonorable Tammy D. McCutchen,Administrator of the Wage and HourDivision of the Department of Labor(DOL). McCutchen leads the DOL agencyresponsible for administering and enforcingsome of our nation’s most comprehensivelabor laws, ranging from the minimumwage to the Family and Medical Leave Actto the Migrant and Seasonal AgriculturalWorker Protection Act. In a methodical,informative and secretive presentation,McCutchen said that, as the final regula-tions had not yet been released, she couldnot share the specifics or “meat” of the regulations. Later that afternoon, we hadour meetings at the Capitol.

On Wednesday morning, CNN veteranbroadcast journalist Judy Woodruff, the station’s prime anchor and senior corre-spondent, presented an insider’s view of pol-itics, the state of affairs on the road through-out this election year, and the politics at playfrom a national and global viewpoint.

In addition, I attended several sessions

that addressed changes in the law, whichaffect me as an HR practitioner.

Visiting Senator Clinton’s officeThe most memorable part of the confer-

ence for me was my visit to Capitol Hill.Along with members from HR/NY andother chapters from around New York State,I visited Senator Clinton’s office. Our NYteam was fortunate to have Tom Minnick,SPHR, SHRM New York State LegislativeDirector and The Business Council of NewYork State, Inc. at the lead of our assault onthe Capitol. Tom introduced our group andproceeded to voice our support of the DOL’sproposed FLSA regulations. SenatorClinton’s staffer was polite and attentive butinformed us that the Senator had made upher mind about the regulations and she wasnot in support of them. I informed the stafferthat we were hurting as employers in the areaof providing health insurance for ouremployees. We urged no mandated coverageas in the California Pay or Play regulations.

Our day at the Capitol concluded with acocktail party hosted by SHRM in the U.S.Botanic Gardens, with great food and somedown time to get to know other chaptermembers.

I urge anyone with an interest in Legaland Legislative Issues to join me next year atthis conference and on Visit Albany Day.Look to future issues of Inside HR/NY fordates and registration information. Or ifyou’re interested in joining the LegislativeCommittee, please contact me at [email protected] or (718) 281-8964.

– Jeanne Stewart, SPHR Chairperson, Legislative Committee

Employment law and legislative conference

POINT OF VIEWcontinued from page 1

HR professional, I was intrigued and chal-lenged by the philosophy that any companycould be a great place to work. This seminarfocused on how to create a workplace whereemployees trust the people they work for, havepride in what they do, and enjoy their co-workers. Sounds like a perfect world, right?

At the close of EXPO, many lucky partic-ipants left with winning fabulous prizes in the

drawings, such as a dinner cruise or theatertickets. While I didn’t win any prizes, I did gohome with a bag full of “toys” — from pensto calculators to luggage tags. I had a greattime, and enjoyed being able to get away fromthe daily stress and routine of HR life, andrecharge at the HR/NY EXPO. Now back tothe office to figure out how to create a greatplace to work!

– Donna Abrusci, HR Manager,NADAP

HR/NY EXPO 2004 A CHANGINGWORLD. Well, you can certainly say

that again! After attending the session enti-tled “Legal Update: What’s Hot and What’sNot” presented by Philip Rosen, Esq., ofJackson Lewis, LLP, we as HR practitionershave several “hot issues” coming down thepike. One of these is the Department ofLabor’s (DOL) new Fair Labor StandardAct (FLSA) regulations. As we all anxiouslyawaited the March 31st final regulations, wewere informed that the DOL had submit-ted the final regulations to the Office ofManagement and Budget (OMB).

OMB has 90 days to review the regula-tions. A spokesperson for OMB has indicatedthat it is not clear how long the review willtake. So what can we do in the meantime toprepare for the new regulations? The first stepthose in our profession and our organizationsshould take is to educate top managementabout the FLSA. We will need to explain thatmany wage-hour violations and lawsuits aredue to misclassifying non-exempt employeesas exempt, and that the Wage and HourDivision of the DOL is “cracking down” onunpaid overtime violations.

Once the new regulations are finalized wewill need to educate ourselves on thechanges, conduct a wage-hour audit, andremain committed to making the necessarychanges based on the analysis. Easier saidthan done!

Other hot issues that surfaced at EXPOinclude these (just to name a few): “the definition of an applicant” according to the

EEOC; the focus on “Homeland Securitychanges;” the focus on Sarbanes-Oxley,HIPPA, and Military Leave. Let me not for-get to mention the Uniformed ServicesEmployment and Reemployment RightsAct (USERRA), which provides an individ-ual with unpaid leave for up to five cumula-tive years, applies to voluntary and involun-tary service, entitles an employee to rein-statement to an “escalator position,” andapplies to all employers regardless of size.Given the state of world affairs, we need toknow this law.

On a personal note, one of our HR/NYchapter members, Paul Belczak, (former co-

Chair of the Managers’ Forum and activemember of the Compensation SIG), wasrecalled to active duty in the Army. Paul iscurrently stationed at Ft. Wadsworth,Staten Island and anticipates going overseasthis summer. Our thoughts and good wish-es are with Paul and other HR/NY mem-bers who are on military leave serving ourcountry.

Please feel free to share your commentsregarding the EXPO, Inside HR/NY, orHR-related topics. I look forward to hear-ing from you.

– Stephanie Strozak Takano, SPHREditor, Inside HR/NY

INSIDE HR/NY7

MAY 2004

FROM THEE D I T O R ’ S D E S K

EXPO addresses HR in a changing world

PRESIDENT’S MESSAGEcontinued from page 1

the event over two days, it gave us theopportunity to have two keynote speakers –one an entertainer and one more business-related. We didn’t ask Franken to speakabout HR issues. We simply expected himto entertain — and that he did. At leastthat’s my feeling.

The committee has to consider cost,availability and other issues when selectingspeakers and planning the EXPO. And Iapplaud them for a job well done.

We welcome input from you, our members. Feedback is one way; involve-ment in the planning process for the nextEXPO is another.

Let me know your thoughts. Write to meat [email protected]

– Barry R. Manus, PresidentHR/NY

Opportunity Knocks!HR Internships

Have an HR internship (paid or unpaid)

you need to fill? Post it onwww.HRNY.org at no cost.

E-mail [email protected] for more information.

INSIDE HR/NY8

MAY 2004

AdeccoAdvantage Human Resourcing Aon Benefit Resource, Inc.Berkshire Associates Inc.Biber, Inc.Brown Dog Marketing CCH Incorporated Ceridian Chase Home Finance Compensation Resources, Inc.Cornell University ILR Corporate Counseling Associates, Inc.CPRi Crofutt & Smith Moving & Storage, Inc.Custom Workflow Solutions DBM Development Dimensions

International (DDI) Employee Services, Inc.Employment Practices Solutions, Inc.Fidelity InvestmentsFLAVIA® Beverage Systems

Goodkind Labaton Rudoff &Sucharow LLP

Health Advocate, Inc.Hilb Rogal and HobbsHorizon Behavioral Services IT Careers Jackson Lewis LLP JWT Specialized Communications Lane Office Furniture, Inc.Law Office of Harry DeMell Lawson Software Lee Hecht Harrison Liberty Mutual Insurance Company Marsh USA Inc.MasteryWorks, Inc.Mellon Human Resources &

Investor Solutions Michael C. Fina New York Sports Clubs New York State Department

of Labor North American Health Plans Northstar Life Insurance Company Pace University,

Lubin School of BusinessPerfectSoftware

Randstad Rideau Recognition Right Management Consultants Skyline Federal Credit UnionSociety for Human Resource

Management (SHRM) Sterling Testing Systems, Inc.SVM The Coleman Center The Daniels AgencyThe Fortino Group The Genard Group, Inc.The Kornreich/NIA Organization The Marmara-Manhattan – A Luxury

Extended-Stay Hotel The New York Times Job Market Training Dynamics TransitCenter, Inc.Ultimate Software University of Phoenix Online Victory Worldwide Transportation,

Agent for United Van Lines Watson Wyatt Worldwide XL Communications, IncYAHOO! HotJobs

To our HR/NY EXPO 2004 exhibitors – Thank you!

NEWM E M B E R S

HR/NY welcomes Deirdre Barrett, College Art Association •

Lynn Blankenship, Schick Technologies • PatriciaBoehl, Skyline Duplication & Document

Management Corp. • Lisa M. Brauner, Ford &

Harrison LLP • Vaughn Burke, Skadden, Arps, Slate •

Nanette Cantrell, ORBIS, International • Dorothy E.Crowley • Cassandra Dancy-Potts, Lifespire, Inc. •

Thomas Eff, Flightsafety International • MichaelEstabrook • Lisa Gaeto, Amerihealth Administrators •

Jason Gee, Tokio Marine Management • DavidGilman, Gilman Performance Systems • JulieanneGrant-Russo, Dolby Laboratories • Joseph Guzman,

Alliant Credit Union • Beth Herringer, Gevity •

Pauline Higgins, Strategic Initiatives Consulting

Group, LLC • Edward Johnson, Covance, Inc. •

Zanetta Johnson, MTA Metro-North RR • David M.

Leboff, Expaticore Services • Karen Mainieri, HYPO

Real Estate Capital • Helene Mangones, Margolin,

Winer & Evens • Daniela Mastrogiacomo, Remy

Amerique • Jennifer Moon, Credit Agricole Indosuez •

Jessica O’Rourke, Spherion • Lisa Parker, Strickland

Group • Christian A. Putnam, Eisner Retirement

Solutions • Richard S. Sackett, Sackett Consulting •

Dana E. Scholl, Embassy Suites Hotel NYC •

Chanette L. Shaw • Robert Specter, Baruch

College/CUNY • Jason Wiggin, Transperfect

Translations • Anthea Wright, Peak Staffing Partners •

Jeanne Yoa-Reese, Asphalt Green •

INSIDE HR/NY9

MAY 2004

COMMITTEEC H A I R S

Contact the committee Chairs and Co-Chairslisted below.

Benefits SIG:Izzy Kushner [email protected] McGahhey [email protected]

Career Planning & Professional Development SIG: Leslie Willmott [email protected] Courounis [email protected]

Committee Coordination & Development:Carol Karlin [email protected]

Compensation SIG: Schevon Holden [email protected] Randi Glinksy [email protected]

Directors’ Forum: Arlene Newman [email protected] Gerard [email protected]

Employee Relations/EEO/Diversity: Terry Clifford [email protected] Galletti [email protected]

Downtown Programs: Donna DeLuca [email protected] Robinson [email protected]

EXPO 2004: Megan Griffault [email protected] Elmes [email protected]

HRIT SIGGreg Fittinghoff [email protected] Cristella [email protected]

International HR SIG:Susan Farwell [email protected] Ariel Boverman [email protected]

Labor Relations SIG: Dina Wald-Margolis, PHR [email protected]

Legislative: Jeanne Stewart, SPHR [email protected] Strozak Takano, SPHR [email protected]

Managers’ Forum:

Jeanne Stewart, SPHR [email protected]

Mental Health SIG:

Liisa Chider Semp [email protected]

Dr. Jeffrey Kahn [email protected]

Midtown Programs:

Karen Miller [email protected]

Marian Stoltz-Loike [email protected]

Networking:

Tony Iodice [email protected]

Ed Witherell [email protected]

Lorri Zelman [email protected]

Newsletter:

Stephanie Strozak Takano, SPHR [email protected]

Not-for-Profit SIG:

Lynne Plavnick, SPHR [email protected]

Grace Beasley-Matthews, SPHR [email protected]

Orientation:

Schevon Holden [email protected]

Public Relations:

Jennifer C. Loftus, SPHR

CCP, CBP, GRP [email protected]

Staffing:

Charles LaManna [email protected]

Carol Karlin [email protected]

University Relations:

Ina Willers [email protected]

Madalyn L. Flewelling [email protected]

Women’s Issues SIG:

Barbara Adolf, SPHR [email protected]

Lisa Ayala [email protected]

INSIDE HR/NY�10�

MAY 2004

Comp SIG Seminar SEMINAR HAS BEEN POSTPONED… new date will be announced soon.8:00am, registration; 9:00am – 4:00pm, presentation.Program moderator: Bob Nadel. Speakers:Anthony Farina, Director,Corporate Compensation, Citigroup; Lee McCullough,Performance Measures and Rewards, Mercer; and David Pelligrino,Vice President,Compensation & Benefits, OppenheimerFunds, Inc.Helmsley Hotel, 212 East 42nd Street between 2nd and 3rd Avenues. 3rd floor.For information, contact [email protected]

May 5 Networking Group“How to Find Your Next Job Using Social Network Software.”Speaker: David Teten, CEO Nitron Advisors & Chairman,Teten Recruiting.12:00 -1:30pm. Met Life Building, 200 Park Avenue (adjacent to Grand Central Terminal), 26th floor.For information, contact [email protected]

May 5 HR/NY Social Networking Event6:00 - 8:00pm. Windfall Lounge, 23 West 39th Street.

To register, RSVP by May 1st to [email protected] with your complete contact information

May 6 Restructuring & Security in the Post-9/11 Era A forum sponsored by Polytechnic University and the SHRM Student Chapter in cooperation with HR/NY.5:30pm - 6:00pm, registration; 6:00pm - 9:00pm, Forum with buffet dinner.Executive Conference Suite LC400 at Polytechnic University,Dibner Library Building, 5 MetroTech Center, Brooklyn.For information, contact [email protected]

May 13 HR/NY Breakfast* “Outsourcing:A Tool for HR Professionals – Whether They Use It Or Not.”8:00-8:30am, networking & registration; 8:30 - 10:00am, breakfast & presentation.Helmsley Hotel, 212 East 42nd Street between 2nd and 3rd Avenues. Knickerbocker Room

May 19 Benefits SIG SeminarMorning program: “What does the `Future of Health Care’ Really Mean to You?” 8:00am, registration, breakfast & networking; 9:00am - 12:00pm, presentation.Afternoon program: “Planning your Employees’ Future Now!” 12:30pm, registration, lunch & networking; 1:30 - 4:30pm, presentation.Helmsley Hotel, 212 East 42nd Street between 2nd and 3rd Avenues. 3rd floor.For information, contact [email protected]

May 25 Career Planning“Lifetime Employability: New Work Habits for Changing Corporations.”8:00am, registration; 8:30 - 10:00am, presentation.The Yale Club (Trumbull Room) 50 Vanderbilt Avenue (between 44th and 45th Streets).For information, contact [email protected]

Save June 29th for all-day Legal and Legislative ConferenceHR/NY’s all-day Legal and Legislative Conference is scheduled for Tuesday June 29th at the Bar Association of the City of New York. For information, contact Jeanne Stewart, SPHR at [email protected]

Note: Fees are charged by some groups. Call for information and to register.* To make reservations for HR/NY Breakfast or Luncheon meetings: Mail or fax the form in your program announcement. Please, no phone calls.

SAVET H E D A T E

Hrny May 2004

Documents

Transcript of Hrny May 2004