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BCSHRM NEWSLETTER
September7,2011
MONTHLY MEETINGSSeptember 22, 2011 Speaker | Mama Lou’s Restaurant | Robertsdale, AL | 11:30AM - 1:00PM
Scott Hetrick | HOT TOPICS in Human Resources
Scott Hetrick joined Adams and Reese in 2000 and is a management rights advocate who focuses on federal and state
labor and employment law compliance and disputes arising from claims in this arena. He counsels employers in all
aspects of labor and employment law to help avoid claims arising from day-to-day employment decisions,
particularly terminations of employees and large-scale layoffs.
Scott speaks frequently on employment law and human resource management issues at seminars for personnel
managers and business owners and has published several articles on employment law topics.
Thank you to our sponsor for this event: Goodwill Easter Seals

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BCSHRMSeptember7,2011
Scheduled Topic and Speaker for remaining 2011 are shown below:
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: BCSHRM
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 251-334-6422 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 BCSHRM!
*********************VOLUNTEER FOR 2012**********************
We are accepting “interest” emails for anyone wishing to volunteer on the Board.
Email name and position of interest to Wendy Austin Lett
(bcshrm.wendyaustinlett@yahoo.com) by September 30, 2011.

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BCSHRMSeptember7,2011
EEOC Explores Changes on Employer
Use of Criminal Background Checks
On July 26 the Equal Employment Opportunity Commission (EEOC) held a hearing to examine the use of arrest
and conviction records as a barrier to employment. SHRM’s research on employer use of criminal background
checks was cited by one of the panelists as an illustration of how HR professionals grapple with making good hiring
decisions while maintaining safety in the workplace.
Against a backdrop of high unemployment, several Commissioners expressed concern that a criminal record may
act as an obstacle to employment. The issue is whether an employer’s policy against hiring applicants with a
criminal history may result in a disparate impact on protected groups.
With respect to conviction records, the agency requires an employer to show that it considered the nature and
gravity of the offense(s); time since conviction and/or completion of a sentence; and the nature of the job held or
sought. Acknowledging the complexity of the problem, several Commissioners expressed interest in revising
current guidelines to make an employer’s requirements more specific.
This was the latest in a series of meetings the EEOC has held examining barriers to employment, including issues
such as credit checks, older workers, and discrimination against the unemployed. Written comments from the
public can be filed with the agency until Aug. 10. SHRM is planning to submit comments for the record.
Public Comments
The Commission will hold open the July 26 Commission meeting record for 15 days, and invites audience members, as well as
other members of the public, to submit written comments on any issues or matters discussed at the meeting. Public comments may
be mailed to Commission Meeting, EEOC Executive Officer, 131 M Street, N.E., Washington, D.C. 20507, or emailed to
Commissionmeetingcomments@eeoc.gov. All comments received will be made available to members of the Commission and to
Commission staff working on the matters discussed at the meeting. Comments will also be placed in the EEOC library for public
review.
Article from SHRM.org Website

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BCSHRMSeptember7,2011
New Plans Required to Cover Birth
Control with No Cost-Sharing
The U.S. Department of Health and Human Services (HHS) on Aug. 1, 2011, issued guidelines requiring non-grandfathered
U.S. health insurance plans to cover women’s preventive services, including contraception, without charging a co-payment,
co-insurance or a deductible, beginning on Jan. 1, 2013, for most plans.
Policy analysts expect that the cost for these services will result in a slight additional increase to premiums paid by employers
and employees.
In 2010, the Obama administration released new insurance market rules under the Patient Protection and Affordable Care
Act (PPACA) requiring all new private health plans to cover "evidence-based" preventive services, including mammograms,
colonoscopies, blood pressure checks and childhood immunizations without charging a co-pay, deductible or co-insurance. In
addition, the PPACA required that recommended preventive services for people on Medicare be offered at no cost to the
consumer.
Under the new HHS guidelines, preventive services that non grandfathered insurance plans must provide with no consumer
cost-sharing include:
• Food and Drug Administration (FDA)-approved contraception methods, including birth control pills.
• Contraceptive counseling.
• Breastfeeding support, supplies and counseling.
• "Well woman" visits.
• Screening for gestational diabetes.
• Human papillomavirus (HPV) DNA testing for women 30 years and older.
• Sexually-transmitted-infection counseling.
• Human immunodeficiency virus (HIV) screening and counseling.
• Domestic violence screening and counseling.
Effective Date
New health plans will need to include these services without cost-sharing for plan years beginning after July 31, 2012 (Jan. 1,
2013, for calendar-year plans).
The rules governing coverage of preventive services, which allow plans to use reasonable medical management to help
define the nature of the covered service, apply to women’s preventive services. Plans will retain the flexibility to control costs
and promote efficient delivery of care by, for example, continuing to charge cost-sharing for branded drugs if a generic
version is available and is just as effective and safe for the patient to use.
Religious Institutions Exempted
In addition, the administration released an amendment to the interim final regulations on preventative health services under
the PPACA. The amendment allows religious institutions that offer insurance to their employees to choose whether or not to
cover contraception services and is modeled on the most common accommodation for churches available in the majority of
the 28 states that require insurance companies to cover contraception.
Stephen Miller, CEBS, is an online editor/manager for SHRM.
August 3, 2011 | By Stephen Miller, CEBS

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DOL Boosts Aid
for Hiring
Persons with
Disabilities
By Kathy Gurchiek
The U.S. Department of Labor
(DOL) is making $1.6 million
available in a second round of
funding for an initiative designed to
increase the ability of companies—
especially those that are minority
owned and operated—to hire people
with disabilities.
Labor Secretary Hilda L. Solis
made the announcement at the
National Disability Forum on Aug. 4,
2011, in Washington, D.C., which
focused on strategies to increase
employment opportunities in the
small business community for people
with disabilities.
The forum drew representatives
from the Society for Human
Resource Management (SHRM),
business, government and other
organizations.
“The Labor Department is
committed to ensuring that every
American who wants a job can find
one, including people with
disabilities,” Solis said. The funding
is for the Add Us In program, a DOL
Office of Disability Employment
Policy initiative that launched in
2010. One of its goals is to create
business engagement models that can
be replicated nationally.
Cooperative Agreements
The money will fund up to three
cooperative agreements, with
allotments ranging from $500,000 to
$550,000. The application deadline is
Sept. 2, 2011.
“We can’t spare anyone’s talent,”
Solis said. “People with disabilities
can and do want to work; in fact,
there’s a growing body of evidence
that workers with disabilities meet or
exceed [performance standards].”
Solis emphasized the need for
work flexibility options and
accommodations.
“If we make modest
accommodations, we can see their
talent unleashed,” she said about
persons with disabilities.
Providing those accommodations
costs much less than employers think,
noted Eric C. Peterson, manager,
diversity and inclusion, at SHRM.
Peterson was among the panelists
speaking during a morning plenary
session that looked at trends in small
business growth, demographics and
disability. Also on the panel were
Ivonne Cunarro, Minority Business
Development Agency, and Terence
McMenamin, U.S. Bureau of Labor
Statistics.
“We really need to reframe what
we think an accommodation is. They
are not special things for special
people,” Peterson said. He pointed
out, for example, that a shopping cart
is an accommodation that makes up
for the limitation of what two arms
can carry.
Peterson said organizations
looking to recruit and hire problem
solvers would do well to consider
persons with disabilities.
“People with disabilities are
actually ready-made with that
innovative thinking that organizations
really need” because they have had to
adapt and solve problems that others
have not faced.
These bring fresh approaches,
ideas and perspectives to workplace
teams, Peterson said. He offered
employers the following advice in
becoming an employer of choice for
workers with disabilities:
Provide accommodations
happily.
Don’t lower performance
standards.
Recruit the best talent in
whatever packaging that talent
arrives.
Provide access to tools,
resources, information, equipment
and career options.
Plan for career development and
advancement.
Build an inclusive culture by
educating everyone in the
organization, not just recruiters and
supervisors, about the organizational
value of diversity.
“Create a culture in your
organization where people can be
themselves in lots of ways. They can
bring their whole selves to work …
rather than [fulfill] just a role on an
organizational chart.”
BCSHRMSeptember7,2011

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BCSHRMSeptember7,2011
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