18 Issue 6
June Chapter Meeting - Lunch
Meeting Time: Fri, 06/10/2011 - 11:15am - 1:00pm
Speaker: Celia Collins, J.D.
Topic: The Latest HR Nightmare, Social Media in the Workplace
Sponsor: Managed Healthcare Administration (MHCA)
Fee - $15 for MSHRM members, $17 for guests
Location: Heron Lakes Country Club, 3851 Government
Boulevard, Mobile, AL 36693
Register online (below) to pay with a credit card or RSVP to firstname.lastname@example.org to
pay at the door.
Do you remember what it felt like to be in the position of just starting
out in your career? I do. I remember feeling excited, enthusiastic,
nervous and scared – all at the same time. I was thrilled to be getting
started on the career I had spent so much time preparing for and anticipating,
yet also felt really overwhelmed and fearful.
The day I knew everything would turn out fine was the day that I was
offered an internship at Lewis Communications during my junior year
at Spring Hill College. That internship provided me with an invaluable
learning opportunity and it also turned in to my first full-time job
in what was my profession of choice at the time. Even though I eventually
followed a different career path, the skills I acquired from that internship
and the contacts that I made during my internship experience helped
me become who I am today.
While my internship happened a long time ago, it had a major impact
on my life then, and still continues to do so. I’m sure I’m not the
only member of Mobile SHRM who found that a structured internship program
provided the perfect opportunity to transition from school to the workplace.
If you’ve had a positive experience with an internship, it’s certainly
easy to see how and why making internship opportunities available to
the next generation of professionals is a great way to advance the
profession while helping out someone whose just getting started in
If you’re in a position to make an internship opportunity to a college
student – or even to participate in a job shadowing program -- contact
Dr. Marjorie Icenogle at email@example.com.
She’ll be happy to work with you and to match you with HR students
who are seeking just such an opportunity. After all, there’s not much
more personally and professionally rewarding than helping a new professional
get his or her foot in the proverbial door!
Mary White, Chapter President
ATTENTION New Members:
Everyone please update your on-line membership profile
on the web-site (www.mobileshrm.org).
After logging-in on the "CLUB
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 firstname.lastname@example.org.
The event is scheduled for Friday, November 18, 2011 at the Mobile
Convention Center, located in Mobile, AL from 8:30 am - 4:30 pm (check-in
begins at 7:30 am
Conference Registration Fees for Mobile SHRM Members:
- $99.00 through September 1
- $109.00 after September 1
Conference Registration Fees for Non-Mobile SHRM Members:
- $109.00 through September 1
- $119.00 after September 1
Registration fee includes all includes all sessions, admission to
the trade show, continental breakfast, and lunch
To register and pay by check, please download the attached
conference registration form, complete, and submit per instructions.
If you'd like to pay with a credit card, please register online (below).
Please note that a 6% convenience fee is added for online payments.
For More Information please contact Candice Swiger at email@example.com or
Scott Dwelle at firstname.lastname@example.org.
The Mobile SHRM – 2011 Annual Conference is now on Facebook! Just
search for “Mobile SHRM – Annual Conference” when using Facebook. Be
sure to “like” the page. This will be a great way to keep up
with what’s going on in regards to the 2011 Annual Conference.
SHRM Newsletter Sponsor
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 Tom Woodford at email@example.com or
251-378-2211 to reserve your month!
- HR Internships and Co-op experiences
Students majoring in HR would like to complete internships this summer
and fall. Students must work approximately 150 hours for course credit.
Fewer hours are possible without course credit. IRS regulations discourage
the use of unpaid internships.
Pay ranges from minimum wage to $10 per hour. If your company needs an intern,
please contact Dr. Marjorie Icenogle, firstname.lastname@example.org (251-508-6491)
HR students in the USA SHRM Student Chapter would like to shadow you
to gain insight into what is involved in human resource management.
Shadowing offers students an up-close look inside a workplace, by providing
an opportunity to spend work time with an HR professional. Students
observe the application of specific HR practices, but more importantly
observe professional behavior in the workplace.
HR professionals will be matched to students based on students’ interest
in your industry or HR specialty. Shadowing can last from a half day
to two full days, based on your schedule. To participate in the showing
program, please e-mail Dr. Marjorie Icenogle (email@example.com),
who will put you in contact with one or two students.
"Thank you for all of the door prizes donated at
the April meeting".
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 Becky Lovgren at firstname.lastname@example.org
(Door prizes are needed for future meetings)
Language Bias: Why do some employees react negatively to co-workers
speaking other languages at work, and how can HR help?
4/30/2011 – SHRM Website HR Q&A
It is a common dilemma: employees complain about co-workers speaking
other languages at work, conflicts arise, teamwork suffers, and morale
issues begin invading the organization. These complaints usually center
on an employee’s perception that it is rude for co-workers to speak
another language at work, that such actions are intended to be deliberately
exclusive and to make other employees feel uncomfortable. Employees
feel they are being talked about, laughed at or even plotted against.
Yet, Title VII protects employees from national origin discrimination,
and therefore, employers must allow employees to have conversations
in their native languages, unless there is a reasonable business need
to require English-only rules during working hours.
So what can HR do to resolve this conflict when English-only rules
do not apply, such as during break times and lunches, and for businesses
that cannot justify such a policy? First, educate employees on discrimination
laws and work to foster inclusion.
Start with presentations on national origin discrimination and show
the correlation between native languages being allowed in the workplace
and the law. Work to create a presentation that shows common misconceptions
on both sides and engenders respect for each other. Employees should
be well informed of the company’s discrimination policy, which should
also include the use of languages and guidance on what would constitute
discriminatory or harassing behaviors. It should be communicated
to all employees that failure to abide by the company’s policy and
its expectations may result in disciplinary action, including termination.
HR must also search for ways to ensure that inclusion is an integral
part of the company’s culture. Providing a cohesive environment where
everyone is respected and valued is vital to ensuring organizational
success. Employees may find it easier to assume that others are deliberately
speaking a foreign language to hide something rather than to take
the time to understand another’s point of view. Conversely, always
excluding employees from conversations by using another language
can be unprofessional, unfair to co-workers and not in the best interests
of the employer. Diversity and inclusion training should include
awareness of cultural differences and the challenges non-native-English
speakers may currently or once have faced, such as trying to fit
into a new culture, being understood when conducting daily activities
and being accepted and included at work. Employees also need to respect
those fluent in more than one language. These individuals are able
to speak English, but at times choose to speak to others in another
common language. This is a natural way of sharing a part of their
heritage while providing enjoyment in speaking a language that they
Finally, the organization’s management must “walk the talk” and be
ready to address situations that affect their teams or jeopardize
the employer’s goals and vision for the organization.
“Diversity is the one true thing we all have in
common. Celebrate it every day.” – Anonymous
Join SHRM at a Special Discounted
New, first-time members to
SHRM can join online using the promotional code CHSED for a reduced
rate of $145.
That’s only about 39 cents
Go to www.shrm.org/join and
enter the code
into the promotional code space on the application.
SOCIETY FOR HUMAN RESOURCE MANAGEMENT
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.
5300 Halls Mill Road
Suite H #102 |