Vol 19 Issue 12 December 2012

Chapter Meeting - January

Meeting Time: Fri, 1/11/2013 - 11:15am - 1:00pm

Speaker: Pam Morris, RN, MSN, COHN-S, Infirmary Health Wellness Managerinf

Topic: Healthier Employees - Your Company's New Year's Resolution

Sponsor: Infirmary Health Systems

Fee: $15 for MSHRM members, $17 for guests

Location: Heron Lakes Country Club, 3851 Government Boulevard, Mobile, AL 36693

Please be sure to register so that we can provide the correct number for catering!

Register online (below) to pay with a credit card or RSVP

Register Online


From The Mobile SHRM

In This Issue


Our Newest Members!

December New Members

Emily Smith
EAP Resources, LLC
Shirley Knight
Shirley A. Knight, Inc.
Chris Shaw
O’Reilly Auto Distribution
Jill Elliott
University Of South Alabama
Deanna Hatcher
EAP Resources, LLC
Tracee Wallace
SSI Group
Kimberly Doerner
GAT Airline Group Support
Antonio Miller
Thyssenkrupp Steel USA
Marcehe Emmett
Austal USA

ATTENTION New Members:
Everyone please update your on-line membership profile on the web-site (www.mobileshrm.org). After logging-in on the "CLUB LOGIN" go to "My Profile" and update your information. There is log-in assistance if you can't remember your log-in or password. Of particular importance is your e-mail address. This is the groups preferred manner of communications and is extremely important. If you have any questions, please feel free to contact the treasurer, at treasurer@mobileshrm.org.


Mobile SHRM Thanks!

Thank You

HR Game Sponsors
America's First Credit Union
Express Personnel
New Horizon's Credit Union
USA School of Continuing Education and Special Programs -
Infirmary Health
MHCA Army Aviation Center Federal Credit Union

We appreciate your support of our chapter and our mission! ** All Door Prize Donors will be recognized in our Monthly Newsletter **
For more info contact Jane Bahr at bahr@es2.com
(Door prizes are needed for future meetings)

2012 Meeting Sponsorships!

Would you like to have an opportunity to market your company’s products or services to a captive audience of HR professionals? Sponsor a Mobile Society for Human Resource Management chapter meeting and you’ll have an exclusive opportunity to do just that! For only $400, sponsors may have an exhibit near the check-in table, place literature on each table, and have an opportunity to speak briefly about their companies during the meeting agenda. What could be better than that?

Limited opportunities are available, as there can be only one sponsor for each regular meeting. Contact Kay Watson at pres-elect@mshrm.org to reserve your month.


classThe Mobile Society for Human Resource Management (MSHRM) is sponsoring an exam training preparation course for the Human Resource Certification Institute's PHR and SPHR certification exams.

Classes begin on Monday, January 28, 2012 and will meet on 13 Monday evenings from 5:30 – 8:45 p.m. The final class meeting will be May 13, with no classes the weeks of February 11 (Mardi Gras), March 25 (Baldwin County Public Schools Spring Break), or April 22 (Mobile County Public Schools Spring Break).

The course fee will be finalized when HRCI confirms whether there will be a price increase for the 2013 SHRM Learning System. The 2012 fee is $895, which includes the complete 2013 SHRM Learning System and professional instruction in a classroom setting. Note that the HRCI body of knowledge changed in 2012 and supplemental materials are available in an online-only format, so older editions of the learning system cannot be used. An additional six percent processing fee will apply for Visa or MasterCard payments. Seating is limited and pre-registration (including payment) is required by January 11, 2013.

For more information or to register, contact chapter certification chair Teresa Taylor at certification@mobileshrm.org or (251) 666-6432 or instructor Mary White, M.A., SPHR at mgwhite@mtimail.com or 251-478-6848. Classes will be held at the MTI Business Solutions Training Center, located at 1301 Azalea Road in Mobile.

Find information about exam eligibility at HRCI.org.

Registration and Payment Information:

  • If you plan to attend class, please notify Teresa Taylor (certification@mobileshrm.org) or Mary White, M.A., SPHR at mgwhite@mtimail.com prior to January 13.

  • Payment must be received by January 11, 2013 to confirm your registration and order your learning system. Note: Late registration may be available with an additional S/H Fee based on capacity.

  • Checks should be payable to Mobile SHRM and mailed to 6300 Grelot Rd., Suite G 102, Mobile, AL 36609. ($895)

  • If you prefer to pay with a credit card, click here to process your payment. Please note that a 6 percent processing fee will be added to credit card payments.


The Cost of Caregiving Employees

Ladan Nikravan - 12/27/11

Nearly 62 million Americans already care for another adult at least part time, an expensive and time-consuming undertaking their companies aren’t sponsoring.

In 2007, the Equal Employment Opportunity Commission issued guidance explaining the circumstances under which discrimination against workers with caregiving responsibilities might constitute discrimination based on sex, disability or other characteristics protected by federal employment discrimination laws. Yet, even with this guidance, according to “The MetLife Study of Caregiving Costs to Working Caregivers,” published in June, Americans who provide care for their aging parents lose an estimated $3 trillion in wages, pension and Social Security benefits when they take time off to do so.

“The percentage of adults — men and women — providing personal care and/or financial assistance to a parent has more than tripled in the past 15 years,” said Kathy O’Brien, a senior gerontologist for MetLife Mature Market Institute. “Currently a quarter of adult children, mainly boomers, provide these types of care to a parent.”

The cost is even higher for employers. In February 2010, “The MetLife Study of Working Caregivers and Employer Health Costs” stated that, using the average annual cost for a series of major health conditions — such as depression, hypertension and diabetes — reported by employees with eldercare responsibilities, the estimated average additional health cost to employers is 8 percent more for those with eldercare responsibilities. Extrapolating to the business sector, this 8 percent differential in health care benefit costs for caregiving employees costs employers $13.4 billion a year.

While this is stark, the costs don’t end there. “The MetLife Caregiving Cost Study: Productivity Losses to U.S. Business,” published in 2006, stated the estimated cost to employers in productivity losses for all full-time employed caregivers is estimated to be $33.6 billion annually. These costs include costs associated with replacing employees, absenteeism, crisis in care, workday interruptions, supervisory time, unpaid leave and reducing hours from full to part time.

O’Brien said for women, the total individual lost wages due to reducing work hours because of caregiving responsibilities is estimated at $120,616. The total in lost Social Security benefits is estimated at $64,443. The total cost equals approximately $185,049, without factoring loss to pension.

While this problem persists elsewhere, it’s most prevalent in the United States. For example, while 74 percent of highly-qualified women in Japan voluntarily quit their jobs, according to the 2011 Center for Work-Life Policy study “Off-Ramps and On-Ramps Japan: Keeping Talented Women on the Road to Success,” few do so for care giving reasons.

“Neither childcare nor eldercare pull Japanese women off their career tracks with the same force as in the U.S. or Germany,” said Laura Sherbin, senior vice president for the Center for Work-Life Policy. “Only 32 percent of Japanese female college graduates cited childcare as an issue in their decision to quit their job, compared to 74 percent of U.S. women and a whopping 82 percent of German women.”

This may seem surprising, as the scale of female exodus is massive in Japan, especially when compared to the U.S., where just 31 percent of highly qualified women voluntarily quit their jobs, and Germany, where 35 percent of women do so.

“Japanese women are pushed out by rigid work schedules and unsupportive employers who are reluctant to create career development opportunities for women,” Sherbin said.

According to Sherbin, while childcare and eldercare are not the driving forces behind their leaving their jobs, Japanese women face many of the same challenges as their counterparts elsewhere when considering leaving their jobs: the perception that their skills are rusty; a stigma attached to a gap in their resumes; a bias against middle-aged women; and the assumption that returning mothers will devote their attention and energy to their children rather than their work.

“Forty-four percent find their salaries cut or, if not subjected to an outright reduction in pay, are reassigned to jobs with fewer opportunities for advancement and concomitant salary hikes,” Sherbin said. “Fully 40 percent are forced to accept decreases in management responsibilities, lower job titles or reductions in overall job responsibilities.”

Posted: http://www.diversity-executive.com.

The Mobile, Alabama chapter of SHRM exists to promote quality human resource practice among local industries, businesses, educational institutions, and government agencies. We bring together leading practitioners to provide education, networking and discussion of various human resource topics and to identify the best practices for all aspects of human resource and industrial relations work.

6300 Grelot Rd., Suite G 102, Mobile, AL 36609