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BCSHRM NEWSLETTER
August16,2011
MONTHLY MEETINGSAugust 25, 2011 Speaker | Mama Lou’s Restaurant | Robertsdale, AL | 11:30AM - 1:00PM
Patricia A. Vanderpool, Licensed Professional Counselor, Certified Employee Assistant Professional
EAP Lifestyle Management, LLC
Learning Objectives for Workplace Diversity/Sensitivity (Recertification Credit Hours Awarded: 1.0)
• Explore ideas and learn about diversity in brief, interesting ways.
• Identifying roots of prejudice in oneself, understanding its effects on one’s thoughts and behavior.
Prejudice is learned.
• Learn the value of getting to know people and recognizing that their uniqueness helps us all.
Thank you to our sponsor for this event: New Horizon Credit Union

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BCSHRMAugust16,2011
Scheduled Topic and Speaker for 2011 are shown below:
September 22 'HOT TOPICS' in Human Resources............................................................................Scott Hetrick
October 27 Job Coaching.......................................................................................Deanna Hatcher, EAP Resources
November 17 The Real & High Cost of Employee Turnover...........................................................Joanie Stephens
December 22 HR Trivia Game Show.................................................................Who: Mobile and Baldwin County
Sponsorship:
Would you like to have an opportunity to market your company’s
products or services to a captive audience of HR professionals? Sponsor
a Baldwin Society for Human Resources Management chapter meeting
and you’ll have an opportunity to do just that! For only $100, sponsors
may place literature on the back table and speak for 5 minutes about
your company! Also we put your sponsor information in our monthly
newsletter. What are you waiting for Reserve your month!
Please contact: Evelyn Barbee at 666-334-6422 or
evelyn.barbee@mhcausa.com
Membership:
Ready to be a part of something great! Get involved and become a
member of BCSHRM. Please contact: Linda Darnell at 251-625-0790 or
linda@clarkpersonnel.com
*Once your membership is approved please send a photo so we can
introduce you in the following month’s newsletter. Send to
bcshrm.kimmiller@yahoo.com
New Referral Program
Current members can save!
During the 2011 year,
BCSHRM will track the
current member that refers
the most new members to
BCSHRM. The member
with the most referrals will
win a 2012 BCSHRM
membership!
Advantages of Sponsorship / Membership
Welcome to our newest
member Jeanine Wilson!

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BCSHRMAugust16,2011
Tape Recording
Office
Conversations
August 1, 2011 | By Daniel Burnick
In Alabama, it is permissible for one party to a conversation to tape record the conversation without the
consent of other participants. With the advancement of recording technology, such as recording with
smart phones, more and more individuals are surreptitiously recording conversations in the
office. David Koeppel recently published an article in Business Insider looking at how this may impact
employment related claims. In one instance, a supervisor was tape recorded telling the employee:
"Those dreads in your hair make you look like a thug" and "We'd love you to speak proper English, not
the jive you speak in the office." A six figure settlement was reached as a result of the supervisor's
comments.
In this day and age, Employers should assume that all conversations with employees are being
recorded. As a result, training should take place for all employees, especially those whose actions can
be attributed to the employer, such as officers and front line supervisors. Training should include not
only what the employees can say, but for all employees, including supervisors, to report any
inappropriate conduct immediately.
Companies may want to consider implementing a policy prohibiting unauthorized recording on
company property. However, this may be a two edged sword: if an employee is terminated for recording
a conversation after an internal complaint or EEOC charge is filed, an argument could be made that it
was done in retaliation. Tape recordings are often the most accurate evidence as to what was said, and
the manner in which it was said, when it comes to the trial of a case. This too can cut both ways, being
in favor of the employee or the employer. Companies that secretly record audio or video may be
viewed by a jury as being overly intrusive, and invading the privacy of their employees. Before a
company records, it should notify the workforce and obtain the consent of all the employees.
Practice Pointer:
Once again, training of the entire workforce, and it's proper documentation, is important. Unless there
are allegations of tampering, audio and/or video tape recordings leave little doubt as to what was said or
done, and the manner in which it happened. Supervisors saying the wrong thing, or hearing the wrong
thing and not taking the appropriate action, can lead to an expensive lawsuit with bad publicity.

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BCSHRMAugust16,2011 Facing an (Im)Perfect Labor Market Storm?
Today's labor market presents us with an unprecedented and challenging mix of ingredients. Since a picture is
supposedly worth a thousand words, I've compiled and present to you the one below, reflecting general economic
statistics and data drawn from WorldatWork's recently released 2011/2012 Salary Budget Survey.
In the bottom part of the graph, we see trends in salary increase budgets (blue line), the consumer price index1 (red
line) and unemployment2 (green line). A few brief thoughts:
• Although salary increases appear to be stabilizing, recovery to pre-2009 levels does not appear to be in the
short-term cards.
• High unemployment levels, fueled by and coupled with economic uncertainty, have created a buyer's
market (where supply generally outstrips demand), which is almost certainly a primary factor holding down
increase levels. The relationship between unemployment and salary increases is unmistakable here; it
seems unlikely that we will see further "general" salary budget recovery until the economy improves and
unemployment declines.
• In 2011, for the first time since 1980, according to WorldatWork, we're seeing inflation - or the rise in CPI -
exceed the average salary increase. This will likely create some level of pressure on wage and salary
levels, perhaps acting as a countervailing force to economic uncertainty.
But here's where it gets more interesting: Take a look at the top part of the graph (above the dotted line) where we
have data on the prevalence of employee referral (dark orange line) and sign-on/hiring (light orange line) bonuses.
Observe that:
• The use of these has never dropped below 50% of employers in the past few years and actually shows an
upturn (+24% in the case of sign-on/hiring bonuses) in 2011. So, although unemployment is high and
wages are stagnant, employers are still sufficiently challenged to fill some jobs with qualified people that
they are offering - even increasing - their use of these recruiting rewards. Which speaks to another
dynamic happening in the middle of all the economic bad news: a growing gap between the skills needed
by employers and skills possessed by members of the broader workforce.
All of which raises the stakes on compensation management, promising to keep life in the internally-equitable-
externally-competitive-pay trenches interesting for the foreseeable future.
1U.S CPI as reported by the U.S. Bureau of Labor Statistics (BLS) for all urban consumers for the 12 months ending April 2011. 2Average
U.S. unemployment rate as reported by the BLS for labor force 16 years and older for the 12 months ending April 2011 (www.bls.gov).
Posted by Ann Bares on August 12, 2011 Permalink

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BCSHRMAugust16,2011
Back To School – Already?!
Aug 1, 2011 | By Lola Kakes
When you think of the phrase, “back to school” it can bring up several images – it could bring up memories of
when you were a youngster, enjoying the summer and all of a sudden faced with the reality that school would
be starting up again very shortly.
It could also bring up the parent’s checklist of making sure all the required shots and immunizations are in
place, enrollment forms completed, paper and pencils, new shoes bought, etc.
As a business owner it could mean one of two things and that is what I am going to go over. What are those
two things?
1. Back to school could mean looking at your current programs to see if you have policies in place for
your employees regarding day care, dependent medical coverage, time off requirements, and
communication between employees and their supervisor.
2. The second issue of back to school could be looking at your current tuition policy and how supporting
your current employees in furthering their education by going back to school can enhance your
business and help retain some key people.
So, let’s look at these two issues.
The first one is probably the issue most employers need to concentrate on to start. The work/life balance is
very important to the family worker who needs and wants the job, but also wants to make sure their children
are in school. If you can make sure you have good clearly stated policies and programs, your employee will be
more relaxed and productive at work. If they feel they have to hide what they are doing from you, they will not
be as productive and your business may suffer.
This might be a good time to do an audit of your “back to school” policies and programs. Do you know what
types of programs your employees need? Have you talked to your insurance broker to find out what types of
insurance in available for a family and how to keep the cost down? Do your policies reflect what you what
them to regarding flex time or school visitations? Some states have specific regulations that allow parents time
off to attend school functions. Does your state have such a rule? Do you communicate openly with your
employees to let them know you care and are flexible enough to work with them on this issue?
The second part of the issue is providing your own “back to school” for your employees! It could be as simple
as adding some specific training that managers might have asked for but you haven’t implemented. Many
employees want to increase their effectiveness on the job by taking classes. Maybe you can talk to your local
community college and see if you can develop a program that will offer your employees the education they are
looking for at a reasonable price? It may or may not be feasible but you won’t know until you ask.
Putting together a reimbursement policy will help define what you will offer and what the employee must do to
participate. You might start with required training classes or supervision classes and see what the response
might be. There are some great on-line courses and training programs. The bottom line is, if your employees
know you care enough to help them go back to school, they will probably stay with you for a long, long time.
Therefore, brush off the heat of the summer and get ready for the new school year. The economy has been
down, businesses have been slow, but you can turn up the pace by getting a jump start on going back to school.

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This program is generously underwritten by the J. J.
Keller Foundation.
The SHRM Foundation awards a total of $100,000
annually in scholarships for SHRM members
pursuing degrees in HR-related fields or SPHR,
GPHR, PHR or California certification. Members
working in the media industry and pursuing a
college degree are eligible to apply for a Barbara
Sanchez Scholarship.
In addition, SHRM professional chapters and state
councils are eligible to compete for the Certification
scholarship to fund programs that promote SPHR,
GPHR, PHR or California certification.
(Note: 'SHRM members' includes professional,
general or associate members. Student members,
student chapters and local-only members of chapters
are not eligible for this scholarship program.)
All applications must be submitted online.
SHRM Foundation 2012 Applications
will be available April 1, 2012.
Congratulations to David
Sullivan, Baldwin County
SHRMs Daughters and Sons
Scholarship recipient. David is
the son of BCSHRM member
Mike Sullivan.
BCSHRMAugust16,2011

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BCSHRMAugust16,2011
MISSION STATEMENT
The Baldwin County Society for Human Resource Management (BCSHRM) exists to promote quality human resource practice among local industries,
businesses, educational institutions, and governmental agencies; and to provide leadership to workforce development efforts in Baldwin County. We
bring together leading practitioners to provide education, networking and discussion of human resource topics; and to identify best practices for all
aspects of human resource and industrial relations work.
2011 BCSHRM
BOARD MEMBERS
President Wendy Austin Lett
Vice President Jennifer Minto
College Relations Vickie Hinman
Certification Shemeika Brock
Diversity Shawn Maynard
Legislative Sandy Carden
Marketing/PR Kimberly Miller
Membership Linda Darnell
Programs Evelyn Barbee
Secretary Celia Scrimpshire
Treasurer Paula Fasanello
Workforce Readiness Sharon Cureton
2010 Past President / Website Tina Miller
SHRM Foundation Jeff LeBlanc
Check us out online...BCSHRM or
Facebook or Blog
Baldwin County SHRM (BCSHRM)
P. O. BOX 765
DAPHNE, AL 36526
Chapter 635
SPECIAL THANKS TO OUR 2011 SPONSORS:
MHCA Stewart Lodges Tonsmeire Properties
City of Daphne New Horizon CU Goodwill Easter Seals
EAP Lifestyle Management, LLC Columbia Southern University