2012 Roundtable Registration Forms

The Vets 100 and 100(a) online report-

ing sites are now live. Contractors will

have up to 60 days to submit reports,

from November 1 to December 30,

2011. Reports will not be accepted for

the 2011 filing cycle after December 30,

2011.

If you have questions or would like more

information please contact Carol Reubel,

Carolyn Potter or Jeff Lucas in Cincinnati

at 513-679-4120 or email:

creubel@hrxperts.org,

cpotter@hrxperts.org and

jlucas@hrxperts.org or Lori Hall in

Columbus at 614-538-9410 or

lhall@hrxperts.org.

Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554 www.hrxperts.org

November 2 0 1 1

Inside this issue:

1 Federal Contractors

2 From the President

3. Survey Update

4. Upcoming Training

6 Member Highlights

7 New Members

8 Safety Spotlight

11. Law Review

Special points

8. ERA in the News

Ohio Labor Law Posters

9 ERA Special Events

10 IRS Cuts Cell Phone Tax

12. Tom Eberwein Retiring

Federal Contractors Update – Vets 100 & 100(a) Reports

Looking for an informal forum to share information, ideas, and experiences among

your peers? Look no further than ERA for our Roundtables. We anticipate full par-

ticipation in these highly valuable, member-only, peer group meetings, and look

forward to new members joining. Many of you told us in our Member Survey how

truly valuable these roundtables are to you.

Please click the appropriate link to register.

Cincinnati Columbus

HR Roundtable HR Roundtable

Safety Roundtable Safety Roundtable

Sales Roundtable

CEO Roundtable

CFO Roundtable

To become a promising small busi-

ness, CEOs need to develop and

enhance the skill of hiring, training,

and motivating people. The key is to

remember that employees stay and

actively contribute to the team effort

when their career goals match what

the company is trying to achieve. As

soon as this varies, great employees

who were outstanding in the past,

leave for another company. Here are

10 ways to motivate and retain the

best people:

• Challenge them weekly. As

expectations are raised, their level

of performance (and job satisfac-

tion) will increase.

• Reward for attitude, not just

skills. With a great attitude, new

skills can always be learned. With

a lousy attitude, not much will

ever be accomplished.

• Give an opportunity to build a

career, not just make money.

Show every employee where they

can go from here.

• Be one of the leading places to

work. Give employees bragging

rights at every party.

• Pay well. Give the best employ-

ees “golden handcuffs” by paying

above market rates and provide

incentives.

• Give them the ability to make

their own decisions. Surveys

show that employees that are able

to have control over their daily

environment have a higher level

of job satisfaction and stay longer.

• Be the boss that communicates

effectively. Know when to be the

coach and when to be the boss.

• Clearly state the company‟s

beliefs. Ensure that every

company action is in line with

stated goals.

• Recognize that employees have

personal goals too.

• Fire bad employees. There is

nothing more debilitating to hard

working employees than a peer

who is not doing their job. Weed

out the non-performing employ-

ees quickly. Constantly assess

the team‟s skills and add comple-

mentary staff.

From the President

Motivating

and

Retaining

the Best

Employees

PAGE 2 November 2011 ©ERA

Jennifer Graft, SPHR

The 2011 Policies and Practices

Report is now available! This com-

prehensive survey covers travel

reimbursement, union practices, drug

testing, anti-smoking initiatives,

tuition reimbursement, and much

more. 251 companies participated in

this year‟s survey. It is broken down

according to company size and

industry. All participants should have

received a copy of the report, and

the survey is available for purchase.

Deadline Extended for the Col-

lege Graduates Starting Salaries

Survey

The deadline for our last survey of

the year, the 2011 College Graduates

Starting Salaries Survey has been

extended until Wednesday, Novem-

ber 30! This survey covers a wide

variety of degrees and disciplines,

and is a great resource if you‟re

looking to hire someone with little or

no direct work experience. Please

contact the survey department if you

need a copy of the questionnaire.

Our surveys are almost done for the

year, and we would like to thank

everyone who participated this year.

We understand many of you are still

struggling with smaller staffs and

more responsibilities, and we appre-

ciate that you were able to take the

time to complete some of our sur-

veys.

Please do not hesitate to contact the

Survey Department at 513-679-

4120, toll free at 888-237-9554, or

email Douglas C. Matthews at

dmatthews@hrxperts.org if you have

any questions about our survey

processes or need assistance with

completing your survey question-

Survey Update

PAGE 3 November 2011 ©ERA

Here are the current

survey deadlines:

The 2011

College Graduate

Starting Salaries

Survey:

Wednesday,

November 30

The 2012

Survey Reports

Planning Packet will

be sent on:

Friday,

December 16

The Art of Negotiation: Strategies for Success

PAGE 4 November 2011 ©ERA

Date:

Tuesdays,

December 6 & 13, 2011

Time:

8:00 am - 12:00 pm

Location:

ERA Cincinnati Office

PHR/SPHR/GPHR

Recertification

Credits: 9

CEUs: 0.9

CPEs: 9

Member Fee: $210.00

*Non-member Fee: $295.00

Member Discount

Register three or more people

at least 14 business days prior

to the program to qualify for a

5% Group Discount. Members

who are paying 14 business

days prior to the program may

also take a 5% Earlybird Dis-

count.

*Pre-payment is required for

non-members.

To register, e-mail

training@hrxperts.org

or call 513.679.4120

Who Should Attend?

Anyone who wants to learn

and practice negotiation tech-

niques. (Not for union con-

tract negotiations) CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-

shows or cancellations in writing within 2 full business days will be charged.

Benefits of Participation

Any dealing with another individual

is a negotiation. The ability to

negotiate successful win/win

outcomes is a critical business skill.

We negotiate with vendors,

suppliers, team members, and

even our bosses to establish goals,

to gain access to resources and to

help each other. This course

explores all the facets of successful

negotiations.

Learning Objectives:

• Utilize common negotiation tactics

to gain advantage

• Utilize counter-tactics to “defend”

yourself and your position

• Influence others without having to

resort to authority or threat

• Use time to your advantage

• Gather information that is useful

and relevant to the negotiation

• Factor in and read the negotiation

style of others and use that to

your advantage

• Master “meta-messages”,

understanding body language and

“hidden” meanings in speech

About your instructor…

Ralph Neal, SPHR, Vice President,

Educational Services, will lead this

important leadership program. Ralph

has led the ERA training function for

11 years and has built a following

among the membership. He develops

and delivers training programs for

both public and in-house settings and

provides career transition expertise.

Ralph Neal, SPHR

Performance management is a critical

and often mishandled process. All

too often, the performance appraisal

turns into an annual bureaucratic

exercise loathed by manager and

employee alike. This skill-building

workshop is designed to assist

managers, supervisors and HR in the

effective development and delivery of

the performance appraisal as a

powerful performance management

tool

Learning Objectives:

• Recognize why performance

appraisals are so important

• Determine what to document and

what not to document

• Follow a 10-step process to

develop the appraisal

• Avoid common rating errors that

can “contaminate” the appraisal

• Master the 6-step delivery of the

appraisal

• Prepare in advance for employee

reactions and concerns

• Practice coaching throughout the

evaluation cycle

About your instructor…

Jessica Coleman, Learning and

Development Consultant, leads this

informative and valuable program.

Jessica holds a B.A from Asbury

College, and a M.A. in Training and

Organizational Development from Ball

State University. She also serves as

adjunct faculty at Columbus State

Community College in the Depart-

ment of Communications, and is a

member of HRACO and Columbus

Young Professionals

Delivering Employee Performance Appraisals & Feedback

PAGE 5 November 2011 ©ERA

Date:

Tuesday,

December 13, 2011

Time:

8:30 am - 3:00 pm

Lunch is included

Location:

ERA Columbus Office

PHR/SPHR/GPHR

Recertification

Credits: 5.5

CEUs: 0.6

CPEs: 6 management

Member Fee: $155.00

*Non-member Fee: $215.00

Member Discount

Register three or more people

at least 14 business days prior

to the program to qualify for a

5% Group Discount

*Pre-payment is required for

non-members.

To register, e-mail

training@hrxperts.org

or call 614.538.9410

Who Should Attend?

Anyone responsible for con-

ducting employee performance

appraisals. Non-HRM series

participants.

CANCELLATION POLICY:

Substitutions may be made at any time prior to the first class session. No-

shows or cancellations in writing within 2 full business days will be charged.

Jessica Coleman

Alpha Dawg Diesel Repair,

Inc.

They began their company in April of

2010 with the goal of providing profes-

sional repair services to local fleets

within the area, dedicated customer ser-

vice, and fair charge for excellent repair

work.

Care Connection of Cincin-

nati

Care Connection of Cincinnati is a local

company whose owners and employees

live in the community of the people they

serve. Since 2003, they have been pro-

viding the highest level of care available,

making the home care experience and

its outcome very positive.

ScreenPlay, Inc.

For more than fifteen years, ScreenPlay

has been helping other businesses train

and educate their employees and cus-

tomers with award-winning video and

interactive media programs.

Mallard Cove Senior Living

Mallard Cove is a family owned, vibrant

senior living community with a dedicated

group of leaders and a very professional

and friendly staff. It offers an independ-

ent lifestyle with the assurance of a con-

tinuum of care, including complete as-

sisted living services all at one price so it

is “worry–free”. Spacious studios, one

and two bedroom apartments provide

plenty of space for entertaining family

and friends. A full complement of ameni-

ties and services include our restaurant

style dining room, rehab gym and well-

ness room, chauffeured Cadillac service,

theatre, and game room.

Member Highlights

PAGE 6 November 2011 ©ERA

Welcome, new

members to ERA!

New Members

PAGE 7 November 2011 ©ERA

These companies

have recently

joined ERA:

Thank You!

Alpha Dawg Diesel Repair Inc. is located in Monroe, Ohio. Ms. Faith

Lugo is the Owner.

NetBraze, LLC is located in Mt. Orab, Ohio. Mr. Joseph Harris is the

Managing Partner.

Planned Parenthood SW OH Region is located in Cincinnati, Ohio.

Ms. Nina Schultz is the CFO.

Care Connection of Cincinnati is located in Cincinnati, Ohio. Mr.

Tony Izquierdo is the VP of Business Operations.

ScreenPlay Inc. is located in Columbus, Ohio. Mr. Sam Nahem is the

President.

Mallard Cove Senior Living is located in Sharonville, Ohio. Mr. Ryan

Toerner is the Assistant Executive Director.

Fourth Street Performance Partners is located in Covington, Ken-

tucky. Ms. Mary Kay Laird is the Business Manager.

BrandGarden, LLC is located in Mason, Ohio. Mr. Mike Stretch and Mr.

Doug Landers are Partners.

Over the last few months, we have wit-nessed tornadoes, floods, and other weather emergencies in areas that his-torically have not dealt with such disas-ters. While all businesses need to be prepared for emergencies, according to

statistics from the Institute for Business and Home Safety, 99 percent of busi-nesses in the U.S. are classified as small businesses, and one in four does not re-cover from natural disasters.

According to another survey conducted jointly by the American Red Cross and Fedex, small businesses are unprepared. Less than half surveyed felt prepared for a disruption of their business for a month. Moreover, the American Red

Cross joined forces with Fedex to prepare a checklist to help small businesses in disaster planning. You can view this checklist to determine additional steps you may need to take to be better prepared in the event of a

natural disaster. The checklist is located here .

PAGE 8 November 2011 ©ERA

Disaster Planning

is Essential

For All

Businesses

Safety Spotlight

The expertise of our staff of HR experts

is often utilized by local and national me-

dia who rely on us to provide information

and advice to business owners and em-

ployees. Most recently, we have been

featured in the following:

Columbus CEO Magazine -

Lori Hall, ERA‟s Manager of HR Consult-

ing Services, was featured in an article

about Performance Reviews – how com-

prehensive appraisals can help employ-

ees and strengthen employers. Click

here for the article.

ERA In the News

Lori Hall, SPHR

Ohio Labor Law Posters Are In The postings on ERA‟s Ohio Labor Law poster have been revised. This includes the new

minimum wage posting that will be effective January 1, 2012. Previously placed orders

will be shipped soon. If you still need to place an order click here

PAGE 9 November 2011 ©ERA

Columbus Training

Discipline and Discharge for

Managers and Supervisors will

take place on Thursday,

December 8, 8:15 am - 12:15 pm

Delivering Performance Ap-

praisals and Feedback will take

place on Tuesday, December 13,

8:30 am - 3:00 pm

Cincinnati Training

Better Business Writing Series

will take place on December 1, 7,

& 15, 9:00 am - 12:00 pm

Communication Skills for

Teamwork will take place on

Thursday, December 1,

8:30 am - 3:00 pm

Situational Leadership will take

place on Tuesday, December 6,

8:15 am - 12:15 pm

Advanced FMLA will take place

on Tuesday, December 6;

8:30 am - 11:30 am

The Art of Negotiation: Strate-

gies for Success will take place

on Tuesdays, December 6, & 13,

8:00 am - 12:00 pm

Wage and Hour Law Essentials

will take place on Wednesday,

December 7, 8:30 am - 11:30 am

Behavioral Interviewing Tech-

niques will take place on

Tuesday, December 13,

8:30 am - 3:00 pm

COBRA Essentials will take

place on Tuesday, December 13,

8:30 am - 11:30 am

Taking Back Control of Your

Time will take place on

Wednesday December 14,

8:30 am - 4:00 pm

Skill-Based Training Tech-

niques will take place on

Thursday, December 15,

8:30 am - 4:00 pm

To register for classes,

e-mail training@hrxperts.org

or call 888.237.9554.

ERA Special Events

Donald B. Hordes

Schwartz Manes Ruby & Slovin

Tuesday, December 20

8:30 am - 9:30 am

ERA Cincinnati Office

To Register...

Join us for a very important and informa-

tive health care reform forum.

Thursday, December 1

ERA Columbus Office

8:00 am - 12:30 pm

To Register…

Thursday, December 8

ERA Cincinnati Office

8:00 am - 12:30 pm

To Register...

Legal Breakfast Briefing Cincinnati “One of our Accounts Payable

Clerks Just Complained to Me that a Male Co-Worker has been

Making Unwanted Sexual Ad-vances. Now that Do We do?

Legal Breakfast Briefing Columbus “What’s New In Employer Immi-

gration Compliance”

Health Care Reform Forum

ERA Six Month Training Catalog Available July—December 2011

Don‟t miss classes scheduled in December!

Cincinnati Catalog

Columbus Catalog

January-June 2012

Catalog coming soon!!!

Donald C. Slowik

Slowik & Robinson LLC

Tuesday, December 20

8:30 am - 9:30 am

ERA Columbus Office

Member Fee: $25.00

To Register...

PAGE 10 November 2011 ©ERA

ERA Staff Members

JIM CARTER

DAN CHANEY

JESSICA COLEMAN

TOM EBERWEIN

BARBARA ENGLAND

JENNIFER GRAFT

PATTI GROGAN

LORI HALL

BRANDI HELTON

TERRY HENLEY

MONIQUE KAHKONEN

PETER LANDESMAN

JEFF LUCAS

JANIECE MASON

DOUGLAS C. MATTHEWS

RALPH NEAL

MIRANDA NEIKE

CAROLYN POTTER

CAROL REUBEL

APRIL RISEN

JERRY YINGLING

MONICA ZOERNER

IRS Cuts Cell Phone Tax Headache

The Internal Revenue Service (IRS)

recently updated guidance on the tax

treatment of employer-provided cell

phones and the reimbursement of

employee-owned cell phones. It says

that employers no longer need to include

any use of a company-provided cell

phone in an employee‟s wages, as long

as the phone was provided for “non-

compensatory business reasons.”

The IRS says that non-compensatory

business reasons include:

• An employer‟s need to contact an

employee at all times for work-

related emergencies

• A requirement that the employee be

able to speak with clients at times

when the employee is out of the

office

• An employee‟s need to speak with

clients located in other time zones

outside of the employee‟s normal

work hours

The IRS has even said it will consider

the value of any personal use of a cell

phone as a nontaxable de minimis fringe

benefit, as long as the phone is used

primarily for non-compensatory business

purposes. That means employers no

longer have to determine which calls by

employees are personal and which aren‟t

– and then include the value of personal

calls in the employee‟s taxable income.

However, cell phones provided for any of

the following reasons will be considered

for compensatory business purposes –

and require employers to track and tax

their use:

• To promote the morale or goodwill of

an employee

• To attract a prospective employee

• As a means of furnishing additional

compensation

The new rules are effective for all

taxable years beginning Jan. 1 2011.

They apply to both employer-provided

cell phones and the reimbursement of

employee-owned phones. Now that the

IRS has eased its rules, employers may

want to consider doing the same. If

you‟ve got a policy restricting the

personal use of cell phones, it may be

time to lift some of those restrictions.

Click here for more information.

ERA Holiday Hours of Operation

The offices of ERA will be closed November 24, 25

December 23, 26, 30 2011 and January 2, 2012

Enjoy your holidays!

For the June ERA Newsletter, I submitted

my Law Review article about the June,

2011 joint announcement by the Depart-

ment of Labor and the National Labor Re-

lations Board concerning their planned

measures to impact an employer‟s ability

to resist unionism. Unfortunately, due to

lack of space at that time, only part of my

submitted article got published. I am re-

submitting the majority of that article as

this month‟s article. Hopefully, this time

you can read the point I previously was

trying to make. So here is the article.

On June 20 and 21, 2011, the DOL and

the NLRB respectively announced pro-

posed rule changes designed to dramati-

cally reduce an employer‟s ability to resist

unionization of its workforce. On June 20,

the DOL proposed regulations that would

overturn a 50 year-old interpretation of

federal law and would subject employers

and their advisors to criminal penalties.

At issue is Section 503 of the Labor-

Management Reporting and Disclosure Act

(LMRDA), which requires, among other

things, that employers file reports with

the DOL when they enter into an agree-

ment with a consultant or contractor

(including attorneys) to persuade employ-

ees on the issue of unions.

By way of history, in 1959 Congress

passed the LMRDA to target corruption

and the misuse of member‟s union dues

money by UNIONS. The law required the

filing of annual reports by unions about

what the union leaders were getting paid

and made failure to file these reports a

criminal offense. As originally passed,

however, this statute specifically recog-

nized that the advice from an attorney

that an employer sought and used with

employees and supervisors for training

and information about unions was exempt

from this reporting requirement. In a nut-

shell, the rule has been that so long as

the consultant or attorney did not engage

in direct persuasion activity with an em-

ployer‟s employees, there would be no

employer reporting

requirement to the

DOL.

But the DOL regula-

tions published on

June 20 completely

ignored the union

corruption impetus

of the LMRDA and

instead now focused

only on the as-

pect of the law

that is designed to chill employers‟ rights

to seek help in avoiding unions. The ra-

tionale for this proposed regulation stems

from the view of the current administra-

tion that for the last 50 years the LMRDA

has been misinterpreted and therefore the

prior exception of a consultant as

“advisor” should be ignored and read right

out of the statute.

The June 21 proposed new NLRB rule of-

fered rule changes designed to dramati-

cally reduce the time employers have to

respond to planned union organizing. Un-

der current rules, most elections to deter-

mine whether employees want a union

occur approximately 42 days following the

union filing of the election petition. This

six-week period gives employees time to

hear from both the employer and the un-

ion about whether having a union would

have a positive or a negative impact for

employees. The proposed rule also re-

quired employers to promptly turn over to

the union all voting employees‟ names,

street addresses and work e-mail ad-

dresses. And although the proposed NLRB

rule change didn‟t set a specific time pe-

riod between petition and election day,

what the NLRB apparently had in mind is

a much shorter period than the parties

have now to convince employees of their

point of view.

Let‟s get back to the important question

here-which is, what has happened with

the current system of union representa-

(Continued on page 12)

The Law Review

PAGE 11 November 2011 ©ERA

ERA BOARD OF

DIRECTORS

OFFICERS

*CHAIR

Lynn M. Mangan,

Vice President, Client Services

Paycor, Inc.

*VICE-CHAIRMAN

Bill Thiemann,

EVP, Chief Customer Officer

Libby Perszyk Kathman, Inc.

*TREASURER

Katharine Weber,

Attorney at Law

Jackson Lewis LLP

*SECRETARY

Jennifer M. Graft,

President & CEO

Employers Resource Association

*PAST CHAIRMAN

Michael J. Kelley,

Chairman & CEO

Kelvest, Inc.

DIRECTORS

Chuck Aardema,

VP, Human Resources

totes Isotoner Corporation

Janet Collins,

President

Ghent Manufacturing, Inc., VCPG

Sharyl Gardner,

Chief Administrative Officer

Midmark Corporation

Mark Hausfeld,

Vice President

C.W. Zumbiel Company

Michelle Murcia,

VP, Finance & Administration

and Chief Financial Officer

TechColumbus

Kelly Turley,

VP Human Resources

The W.W. Williams Company

Tiffany White,

CPA, Principal

Clark Schaefer Hackett

Peggy Zink

President

Cincinnati Works

* Executive Committee Members

Tom Eberwein, J.D., SPHR

PAGE 12 November 2011 ©ERA

Best Wishes

The Law Review

continued

tion attempts that required dramatic

changes to fix the problem? Are we to

believe that for the last 50 years the

LMRDA has been misapplied by not re-

quiring all consultants or attorneys who

give advice to employers to be re-

ported to the DOL and the DOL and

unions didn‟t scream to get it corrected

until now? Are we supposed to believe

that in order to give employees the

knowledge to make a reasoned deci-

sion about whether having a union is

right or wrong for them that less time

before an election to make that impor-

tant decision is better than more time?

Or should we as employers, employer

consultants, and employment attorneys

continue to make sure that everybody

knows that the current system for em-

ployees deciding on union representa-

tion is working better today for em-

ployees (and employers) than it was 50

years ago and the only difference now

is that unions are less successful in

representation elections because they

are offering a service that employees

must pay for, can‟t see value in and

don‟t want to invest a significant part

of their wages to get. That‟s what I

think. How about you?

(Continued from page 11)

Tom Eberwein, ERA Association Counsel

and Compliance Director, has announced

his decision to retire at the end of the

year.

Tom has served in his counsel, compli-

ance, roundtable and training capacities

with the Association since March 30,

2005. “It‟s been both a challenging and

rewarding experience for me”, he said.

“Challenging from the standpoint that I

thought I knew just about every nuance

of every federal and Ohio law facing em-

ployers but found out differently when

part of my duties called for helping with

the ERA hotline to unravel perplexing

situations. Another part called for being

able to clearly explain why some alterna-

tives are better than others in training

other HR professionals to understand why

I „learned the hard way‟ won‟t work. And

rewarding, from the standpoint of having

the chance to use my over 38-years of

human resources and legal experience to

help employers avoid some of the mis-

takes I made during my times in the

trenches because I didn‟t always have

the benefit of someone experienced and

knowledgeable who could guide me along

the „best practice‟ path. My nearly seven

years of ERA experience was exactly the

way I wanted to walk away, wrap it up

and call it a career.”

Tom also explained that he has several

other and varied interests outside of la-

bor and employee relations which he now

has the time and freedom to concentrate.

“I feel it important to share with every-

one I got to know through my association

with ERA that my decision to retire

sooner than later is in no way a reflection

on my feeling about and admiration for

the work that we do at ERA. This decision

is solely motivated by my sense that I

have now done everything from a career

and job standpoint that I wanted to ac-

complish. And because I feel like I have

now earned the opportunity to kick back,

travel, visit far away baseball venues,

enjoy more time with my wife, be avail-

able for her retirement projects and our

future adventures together, I am anxious

to begin this new chapter of my life as

soon as possible.”

“On behalf of all the ERA Staff, we wish

Tom all the best in his retirement and

thank him for his years of service to ERA

& our members”, says Jennifer Graft,

President & CEO of ERA. “He will be

missed!”.

Retirement Of Tom Eberwein

Tom Eberwein, J.D., SPHR

Do you need more information about a service or program offered by ERA?

Would you like to talk to one of our experts in a particular speciality?

Here‟s a list of some of our most popular services, and the main contact person for each of them.

In Cincinnati, please call: 513.679.4120 | In Columbus, please call: 614.538.9410

Cincinnati Columbus

Hotline……………………………………. Dan Chaney Lori Hall / Barb England

Administration and Posters……….. April Risen April Risen

Compensation Services…………….. Terry Henley Terry Henley

Affirmative Action Plans……………. Carol Reubel Lori Hall

Employee Engagement Surveys…. Carol Reubel Lori Hall

Customer Satisfaction Surveys…. Carol Reubel Carol Reubel

HR On-Site Services/360’s ………. Carol Reubel Lori Hall

Training & Development…………… Ralph Neal Jessica Coleman

Assessments…………………………… Brandi Helton Brandi Helton

Compliance Issues…………………… Tom Eberwein Tom Eberwein

Reference Center……………………... Dan Chaney Lori Hall

Roundtables…………………………….. Dan Chaney Lori Hall / Barb England

Salary and Benefits Surveys………. Douglas C. Matthews Douglas C. Matthews

Custom Surveys……………………..… Douglas C. Matthews Douglas C. Matthews

Membership ………………...…………. Jim Carter Monica Zoerner

Peter Landesman Peter Landesman

PAGE 13 November 2011 ©ERA

Employers Resource Association

Cincinnati: 1200 Edison Drive

Cincinnati, OH 45216-2276

Phone: 513.679.4120 | Fax: 513.679.4139

Columbus: 300 East Broad Street, Suite 550

Columbus, OH 43215-3774

Phone: 614.538.9410 | Fax: 614.538.9420

Toll free: 888.237.9554

www.hrxperts.org

Register For Training Today! See Page 9 For Upcoming Classes.