Spring 2011 Newsletter

 

 

 

 

To my fellow HR Professionals in Maine,

It is an honor, and with great pride, that I serve as your SHRM Maine State Council Director. Our council is extremely active in executing our strategic initiatives which are aligned to our purpose of Serving the HR Professional and Advancing the HR Profession in the great State of Maine!

I encourage you to participate in the upcoming events which are endorsed by the SHRM Maine State Council such as:

Best Places to Work– Be part of the Best Places to Work program in Maine. The registration deadline is May 27^thand more information is available on our website.

Webinars– There are 4 educational webinars planned in 2011 that are hosted by the state council. The next webinar will be held on June 2nd^th. Refer to our website for more information.   

Other strategic initiatives that we have underway include the promotion of PHR/SPHR/GPHR certification, being an advocate for workforce flexibility as part of SHRM workplace diversity efforts, to continue our partnership with the Maine Employers Initiative for workforce readiness, and to encourage SHRM membership, as well as local chapter membership, since we believe that both membership types are valuable for anyone practicing HR in Maine. Additionally, the council has two $500 scholarships available for HR related education and PHR/SPHR certification. Watch for the next HRTimes publication which will be released in May 2011. We also have begun planning for a HR Apprentice Day for HR students to job shadow with HR practitioners in the fall. 

Our volunteer leaders on the state council, and in leadership roles with the local chapters, share my passion for HR in Maine.  I greatly appreciate their dedication to our cause and to SHRM; for without them, none of the programs I described would be a success. 

I encourage you to contact me, or any member of our state council, if you have recommendations, ideas, or would like to get involved in HR in Maine. 

Blessings,

Kris Avery, SPHR

State Director - SHRM Maine State Council

SVP of HR – FISC Solutions

SCHOLARSHIP

SHRM Maine State Council will be awarding a $500.00 scholarship to an HR Professional to assist towards their degree, certification or to provide financial assistance to attend a continuing education seminar or conference. If you are a member of Maine SHRM, currently employed at a professional level in the HR field, you may be eligible to apply for an award.

Criteria:

• Must be employed in HR field.
• Must be enrolled in either a HR.
• Career appropriate degree program, preparing for certification exam, attending a continuing education conference or seminar.
• Must be a member of SHRM.

For further criteria and application process, visit: http://meshrm.shrm.org/files/ScholarshipApplication2011.pdf

Application deadline: July 29, 2011

MARKETING

Interested in marketing your services to Maine’s Human Resource Community? The SHRM Maine State Council, an affiliate of the Society for Human Resource Management, is the state’s umbrella trade association for information, professional development and continued support of Maine’s employers. There are many annual projects the council oversees to enhance the HR profession in Maine. Support of these projects are a great way for an organization to get in front of employers and HR decision makers from across the state. State Council projects include: Educational Webinars, Best Places to Work In Maine Annual Awards Banquet, Council’s Quarterly E-newsletter, Annual Leadership Day at the Maine HR Convention, and Bi-annual HR Profession’s Day at the State House. Contact Heather Bassett with MaineHR.com and State Council’s Marketing Chair, for more information on how to capture Maine’s HR community by supporting these and other statewide projects. Tel: 207-577-4557 / Email: heather@mainehr.com

MEMBERSHIP

Membership in both your local chapter and SHRM assures you of opportunities to stay in tune with what is happening in our rapidly changing field.  There are resources and services provided by SHRM that local chapters can’t duplicate, and there are benefits available through your local chapter that SHRM can’t provide.

Being a member of a SHRM-affiliated chapter means access to a network of local HR professionals, as well as professional-development programs, products and services that can broaden your skills and keep you up to date on HR issues.

Being a SHRM member gives you access to HR news and information via their world class website and HR Magazine.  SHRM gets you up to speed and keeps you informed with what is happening today, how we got to where we are, and what is on the HR horizon.

Maximize your opportunities by becoming a member of SHRM and joining an affiliated chapter. It’s a winning combination!  New members can join SHRM for a discounted price and it is easy to renew check it out at https://ecom.shrm.org/TimssSolutionSite2004_tpro/EBusinessDefault.aspx

Karen Kochjar, PHR  

SHRM Maine State Council

Director of Membership

kkochjar@unum.com                                            

LEGISLATION

May 22, 2011 update –

For a fully detailed report please visit our website at http://meshrm.shrm.org/legislative-news

Sarah Conroy, SPHR, CEBS

SHRM Maine State Government Affairs Director

207.713.8337   / seconroy@gmail.com

mainelegregupdate@gmail.com (to subscribe to updates)

http://tinyurl.com/MaineSHRMLegNews (Maine State Government Affairs information page)

http://twitter.com/mainelyhr (government affairs twitter feed)

Legislature

LD1– An Act To Ensure Regulatory Fairness and Reform – Passed by House, not on Appropriations table before action in the Senate (5/18)

Workers Compensation - These 4 bills were sponsored by the Chamber. We recommend support:

LD 1056- An Act To Increase the Availability of Independent Medical Examiners under the Workers' Compensation Act of 1992.  Amendment replaced the bill. It specifies that health care providers who examine injured workers at the request of an employer in accordance with the ME Revised Statutes, Title 39A, section 207 are limited to 12 such examinations per calendar year. It adds the requirement that independent medical examiners (IME) be certified in the field of practice of the injury by a board recognized by the American Board of Medical Specialties or the American Osteopathic Association. It clarifies that an IME may not be assigned to an injured worker if the IME  has previously examined the worker or has been closely affiliated with the insurance company at any time during the preceding 52 weeks unless there is no other physician reasonably available. It also requires that an IME that examines an injured worker at the request of the employer in accordance with Title 39A, section 207 notify the WC Board of the name of the employee, the employer or the insurer that requested the examination & the date of the exam within 10 days of the date of the exam. The amendment also requires that the board submit a report that includes findings and recommendations by January 15, 2013 to the joint standing committee of the Legislature having jurisdiction over WC matters regarding the board's review of the selection process of IMEs and the number of IME’s who have examined injured workers at the request of employers or insurers. The joint standing committee is authorized to introduce a bill related to the board's report to the First Regular Session of the 126th Legislature. The amendment adds an emergency preamble and clause. The amended bill near passage, having last been engrossed by Senate on May 12.  If passed would be effective immediately.

LD 1244– An Act To Clarify Usual and Customary Charges under the Workers' Compensation LawsVOTED OTPA by committee on May 20th. This bill defines "usual and customary charge" regarding payment of a health care service under the WC laws as the average charge for that health care service for the 2 preceding calendar quarters. For purposes of calculating the average charge, the charge of each individual rendering of a specific health care service is calculated as the sum of all reimbursements from a private, 3rd party payor and all payments from the patient. http://www.mainelegislature.org/legis/bills/display_ps.asp?ld=1244&PID=1456&snum=125.  

LD 1268– This bill is expected to be reported out OTPA (minority), but is currently unfinished business.  An Act to Allow the Repayment of Improperly Awarded Workers Compensation Benefits.      Current law authorizes an employer or insurer to recover from an employee overpayments made pending an appeal to the Law Court. This bill extends that authorization to allow an insurer or employer to recover overpayments made to an employee pending a motion for findings of fact & conclusions of law filed with the hearing officer. Another bill, LD 1285 addresses the WC assessment process. Chamber is neither for, nor against; WC Board Chair Sighinolfi is opposed.

LD 768 -  NOW LAW- An Act To Amend the Laws Relating to Group Trusts Established by Group Self-insurers of Workers' Compensation Benefits.  This bill provides that if a member of a group self-insurer for WC benefits terminates membership in the group, that member is entitled to share in the release of surplus funds from the trust established by the group self-insurer if funding by that member to the 95% confidence level occurs within one year.  While a trust is responsible for payment of a departing member's liabilities, it is not required to set aside additional trust assets for that exposure. http://www.mainelegislature.org/legis/bills/bills_125th/chapters/PUBLIC98.asp.

LD 1099– this amended bill is on the path to enactment. An Act Concerning Independent Contractors in the Trucking and Messenger Courier Industries.  The amendment strikes the bill and allows a person engaged in freight transportation or courier and messenger services to be considered an independent contractor either by meeting all of the factors for determining independent contractor status described in the bill or by being able to provide proof of coverage under a workers' comp policy. This amendment changes one of the factors to require that there be a statement signed by both the person providing the services and the hiring entity that the person meets all of the requirements for being an independent contractor & is considered an independent contractor. This amendment provides for the repeal of these provisions on October 1, 2013.

Unemployment Insurance

LD 269– An Act To Implement a Maine Unemployment Insurance Work-sharing Program. The bill became law without the Governor’s signature.  This law creates a work-sharing program as an alternative to layoffs during a temporary slowdown in business. This would allow an employer to avoid layoffs by reducing the number of regularly scheduled hours of work for all workers in a specific unit or department or the business as a whole. UI benefits for the reduced hours of work are then payable as a proportion of the benefit amount for a full week of unemployment. This requires an approved plan in place at the employer. The original bill was amended to clarify that a public employer is included in the definition of "eligible employer" within the work-sharing program. It also directs the Commissioner of Labor to adopt routine technical rules to implement the work-sharing program. The amendment requires 2 separate reports from the Commissioner of Labor to the joint standing committee of the Legislature having jurisdiction over labor matters and establishes an effective date of March 1, 2012 with a repeal date of February 28, 2014. http://www.mainelegislature.org/legis/bills/bills_125th/chapters/PUBLIC91.asp

LD 304- An Act to Promote the Hiring of Seasonal Workers.  This bill changes from 5 weeks to 10 weeks the amount of time and employer may employ someone without being charged for UI. There were a few concerns with how this might have impacted the UI trust fund as it would impact all employees as written, not just seasonal employees. The bill was voted ONTP on April 15th.

LD 1117- An Act to Promote the Hiring of Seasonal Workers. This bill changes from 5 weeks to 8 weeks the amount of time an employer may employ an employee without being charged for unemployment benefits. This bill appears to be socializing the cost across all employers and/or shifting costs back to previous employers for those hiring for these short stints. The committee amendment, which is the majority report of the committee, strikes and replaces the bill, makes the bill a resolve and directs the Commissioner of Labor to establish a stakeholder group to determine the most appropriate amount of time an employer may employ an employee without the employer's being subject to unemployment compensation requirements. There is also an amendment to change it from 5 to 7 weeks. Currently categorized as unfinished business.

LD 1057- An Act To Limit Increases in the Unemployment Contribution Rate. This bill, replaced by its amendment, now directs the Commissioner of Labor to annually publish data on the content & usage of the Unemployment Compensation Fund. The commissioner must separately disclose, for not less than 5 years after enactment, legislative changes affecting the content or usage of the Unemployment Compensation Fund & the impact of those changes. This amendment also requires the DOL, Bureau of Labor Standards to project the impact of proposed benefit changes on employer's experience classifications. The amended bill is on its way to enactment.

LD 1238- An Act To Establish the Maine Back to Work Program. This bill just came out of Committee as OTPA. It creates a program to provide workplace training to certain eligible unemployment insurance beneficiaries. The bill establishes the program within the DOL, Bureau of Unemployment Compensation to allow an eligible participant who is receiving UI benefits pursuant to the Employment Security Law to receive workplace training from an eligible employer.

Wages & Employment Practices

LD 207- An Act To Amend the Laws Regarding Tips Used in Payment of Service Employees. This bill was voted OTP as Amended. The bill defines "tip" and clarifies that a sum presented by a customer in recognition of service performed is considered a tip for the service employee even if automatically included in the customer's bill or charged to a credit card. It states that a service charge included in a bill in a banquet or private club setting is not a tip and that customers must be notified of this, that all employees in the banquet or private club setting must be compensated in accordance with minimum wage and OT laws and that the service charge can be used to meet these obligations and that tip pooling is a valid practice as described by federal laws & regulations.

LDs 447 and 457 have not yet been reported out of the LCRED Committee. These bills were to raise the minimum wage – the first to establish a new floor, the second to include an escalator. LD 447 was ONTP majority (divided report) out of LCRED, LD 457 is dead.

LD 516- An Act To Amend Maine Law To Conform with Federal Law Regarding Employment Practices for Certain Minors.  This bill was amended in Committee and on the floor and is on its way to enactment. The most recent version of the bill extends the hours a student may work when school is in session from 20 to 24 and it extends the hours of work permitted per day from 4 to 6. The amendment removes language pertaining to authorized school closures and hours of employment. The most recent amendment also changes the hour to which a student may work on a day preceding a scheduled school day from 10 p.m. to 10:15 p.m.

LD 788- An Act To Prohibit Forced Payment of Labor Union Dues or Fees by Workers.  This bill would have prohibited employers from deducting fees from nonunion employees, in essence, disallowing the union shop. This bill would bring RTW laws to ME for the private sector. Maine, along with most of the northeast, allows union shops and this would be a major change. There is a related bill impacting MEs public sector similar to the bill in WI - LD 309.  We were told that the legislature does not intend to pursue LD 788 this session.  Currently categorized as unfinished business.  http://www.mainelegislature.org/LawMakerWeb/summary.asp?ID=280039408

LD 1207– An Act To Amend the Labor Laws Relating to Certain Agricultural Employees.  This bill sought to repeal a 1975 law and a 1997 law introduced to address violations at DeCoster. The 1975 law subjected agricultural facilities of this size to OT standards (as you know agricultural workers are normally exempt from OT) and the 1997 law allowed unions. This amendment is the majority report of the committee. It eliminates those sections of the bill that remove the requirement that individuals employed at an egg processing facility with more than 300,000 laying birds be subject to state minimum wage and OT laws. While this amendment preserves the OT, it repeals the 1997 law. Currently listed as unfinished business as it has not made it to the floor yet.

LD 1241– An Act To Remove the Requirement That Employers Offer Substance Abuse Services to Employees Who Fail Drug Tests.  This bill had sought to remove the requirement that an employer must provide an opportunity to participate in a substance abuse rehabilitation program to an employee after the employee has received a confirmed positive result on a substance abuse test. The original bill also required that an employer that requires, requests or suggests that employees submit to substance abuse testing on a random or arbitrary basis must also require, request or suggest that supervisory personnel submit to a substance abuse test on a random or arbitrary basis and similarly submit to substance abuse testing on a random or arbitrary basis. The bill also sought to allow an employer to require, request or suggest an employee submit to substance abuse testing if the employee causes a work related accident that results in property damage, personal injury or loss of life or a citation or summons being issued to the employee by a law enforcement officer. In addition, the bill sought to remove the provision stating that it is the intent of the Legislature to narrowly construe the requirement concerning random testing of an employee who works in a position where being under the influence of a substance of abuse would place the health and safety of the public or coworkers under unreasonable threat. In Committee, the bill was re-imagined and re-titled to An Act To Exempt Employers Subject to Federally Mandated Drug and Alcohol Programs from Maine Substance Abuse Program Laws - It allows an employer subject to a federally mandated substance abuse testing program to extend its DOT mandated program to its entire workforce and its independent contractors. It allows such employers to have the same substance abuse policy for all employees & independent contractors. The amendment directs the DOL, Bureau of Labor Standards to submit a report to the Joint Standing Committee on Labor, Commerce, Research and Economic Development by January 15, 2012 with recommendations on simplifying and streamlining the labor laws dealing with substance abuse testing. The joint standing committee is authorized to introduce a bill related to the report to the Second Regular Session of the 125th Legislature. The bill is on the way to enactment

LD 1383– An Act To Improve the Process by Which Logging Contractors Hire Legal Foreign Workers.  The purpose of the bill was to simplify the process for employers in the logging industry who hire employees from another country who have been given permission to work in this country. The labor committee voted to carry LD 1383 over until next legislative session. The vote was down party lines with Reps supporting the carry-over and Dems voting Ought Not To Pass

LD 1257- An Act Regarding Labor Contracts for Public Works Projects- This bill provides that the plans, specifications and contract documents for a public works project may not require bidders, contractors or subcontractors to enter into or comply with certain agreements with labor organizations. The bill also provides a cause of action to challenge the awarding of a contract that violates these provisions. This Republican backed measure is in the House now, having come out of Committee with a divided report.

Contractor Status

LD 1314- An Act To Standardize the Definition of "Independent Contractor”.  This bill standardizes the definition of "independent contractor" for employment security law and workers' compensation law. It considers who directs or controls the means and manner of providing the contracted services; who furnishes the tools and equipment necessary to provide the services; whether the business is considered inseparable from the individual for purposes of taxes, profits and liabilities; who exercises control over the management and operations of the business; and who exercises the right and opportunity to perform the services of the business for multiple entities. Committee has requested the bill be carried over to the next session.

LD 1420–An Act to Modify the Laws Regarding Status as an Independent Contractor. This bill was voted out of committee OPT as amended, but the amendments aren’t posted and it has not gone to the floor yet. The bill defines services provided by an individual to be employment subject to the UC laws unless the individual is free from control or direction in performing the services and either: 1. The service is outside the usual course of business or is performed outside of the place of business; or 2. The individual is engaged in an independently established trade or occupation.

Health Care - As you have no doubt learned, the Governor signed LD 1333 into law this week:   http://www.mainelegislature.org/legis/bills/bills_125th/chapters/PUBLIC90.asp. We will follow up with more information as it becomes available.  The ME Hospital Association has a summary: http://www.themha.org/advocacy/Insurancereformsummary.pdf as does this week’s Chamber Impact at: http://www.mainechamber.org/mx/hm.asp?id=currentnews.

LD 1116– Restoring Competition in the PBM Marketplace in Maine.  This bill repeals the changes that were made a few years ago to make the Pharmacy Benefit Manager model more uniform. This bill was voted out of committee on May 11 with a divided report. The Chamber supported the bill and we were silent on it. It has not made it to the floor.

Weapons in the Workplace  - MESHRM submitted a position statement with supporting documentation courtesy of SHRM in opposition to the following weapons bill. We oppose the bills because we want employer control of the workplace, especially to carry out our responsibilities under the OSHA general duty clause and ensure worker safety. We are also cosigners on the floor handout the Maine State Chamber put together in opposition to LD 35. Again, contact Sarah if you need a copy of either piece and PLEASE contact your legislator and ask them to vote no on LDs 35 and 1347. With yesterday’s incident of a sitting Maine legislator allegedly criminally threatening a fellow patron of a Dunkin Donuts in Waterville with a handgun, these concerns have become very real. Under LD 932, Legislators would be allowed to bring concealed weapons into the Capitol.

LD 35- An Act Relating to Concealed Firearms Locked in Vehicles. This bill provides that an employer may not prohibit an employee with a valid concealed firearms permit from keeping a firearm in the employee's vehicle as long as the vehicle is locked and the firearm is not visible. MESHRM is opposed, SHRM is opposed, the Maine Chamber is opposed.

LD 658- An Act To Modify the Requirement of a Permit To Carry a Concealed Weapon. Alters the ME concealed weapons laws such that permits would not needed except as outlined in the bill. It was voted on in committee and a divided report is expected.  This is not expected to become law.

LD 932– An Act To Allow Concealed Weapons in the State House (anticipate divided report) – voted April 15th. This bill provides that a person to whom a valid permit to carry a concealed firearm has been issued may carry a concealed firearm in the State House. (This one was not a part of our position statement.  Was voted on on April 15th with a divided report anticipated.)

LD 1232- An Act to Enhance Self-defense by Removing Restrictions on the Carrying and Use of Weapons- The bill was voted on in committee on April 15th and a divided report is expected with majority ONTP. This bill is not expected to become law. LD 578, a related bill we did not follow, was also ONTP/divided report. This bill is also not expected to become law.

LD 1347 - An Act Relating to Locations Where Concealed Weapons May Be Carried.  The bill was voted on in committee on April 15th and a divided report is expected.

Miscellaneous

LD 636- An Act To Ensure Proper Health Information Management.  This bill requires a hospital, beginning January 1, 2012, to employ a certified director of health information management. There are concerns about the lack of specificity as the necessity of such a bill. In its current form, this bill could have ME legislating to force sponsorship of one professional certifying organization over another, of course this is usually reserved for industry standards and employer choice/market driven considerations. The bill is also vague on at which certifications “count”. Our colleagues at MHA believe that such a bill should not advance. The committee yielded a divided report.

LD 152- An Act To Prohibit Employment Discrimination Based on a Prior Criminal Conviction. This law would forbid employers to hold criminal convictions against applicants if it’s not directly related to the job. This bill was voted ONTP by the committee.

LD 169- An Act To Allow Veterans Who Work for Employers with More than 50 Employees To Take Veterans Day Off with Full Pay. This would require employers to give all veterans the day off with full pay. MEGAT & the MS Chamber opposed. This bill was voted ONTP by the committee.

LD 1046– this bill was voted ONTP out of Committee - An Act To Amend the Application of the Maine Human Rights Act Regarding Public Accommodations - This bill provides that it is not unlawful public accommodations discrimination, in violation of the Maine Human Rights Act, for a public or private entity to restrict rest room or shower facilities that are part of public accommodations to restrict the use of single-sex facilities to members of a biological sex regardless of sexual orientation. Unless otherwise indicated, a rest room or shower facility designated for one biological sex is presumed to be restricted to that biological sex. This preserves the MHRC rulings ensuring transgender use.

HRTimes is Maine’s first and only local magazine for human resource professionals.   In partnership with the SHRM Maine State Council, HRTimes is able to deliver up-to-date information on all things related to human resources in Maine.  This free quarterly subscription is available to local SHRM chapter association members and local SHRM at-large members.   Contact them at info@hrtimesonline.com  if you have questions on whether you qualify for a free subscription.   Paid subscriptions are available for non-members. Please e-mail first name, last name, company name, title, phone number, mailing address and the chapters with which you are affiliated, if any. If you are not currently a member of a local SHRM chapter, visit our state council website to learn more about the additional benefits of joining SHRM as well as a local state SHRM chapter. 

MAINE EVENTS

Webinar Series: Conducting an HR Compliance Audit

Date:	June 2, 2011, 9:00am – 10:00am
Location:	Register at http://tinyurl.com/4mdjud7
Price:	Member Cost: $30/Non-Member Cost: $40 (Members include SHRM, Maine SHRM Chapters, DHC and Maine SHRM State Council Members)

This program has been approved for 1 general recertification credit hour toward PHR, SPHR and GPHR recertification through the HR Certification Institute.

Have you thought about the employment life cycle lately? It’s important for HR professionals to look at their internal processes with an objective eye and to conduct an annual self-review to ensure legal compliance and the use of best practices.

Attendees will: 

• Learn how to objectively review internal human resources policies, processes, and employment-related templates so that inadequate or missing components can be implemented
• Learn why you need a social networking policy, a termination checklist, an internal complaint process, and up-to-date job descriptions.

 About the Presenter Deborah Whitworth: A graduate of Kent State University in Kent, Ohio, with a B. A. in Communications, Deb began her HR career in the offices of Kent State’s faculty association. From there, she pursued her HR management goal by holding HR management positions with an organization focused on providing mental health services, a restaurant chain, a healthcare organization, a software developer, a pharmacy chain and a high tech company. Deb found her way to Lebel & Harriman, LLP and is the firm’s Managing Director of its newest division—human resources consulting— and brings over 25 years of HR and management experience with her as she consults with for-profit and nonprofit organizations. Deb’s areas of expertise include compliance and conducting comprehensive HR audits, mandatory training, management training, coaching, counseling, performance management and improvement. She also offers training in 360 degree performance evaluations, team building and engagement, compensation plan analysis and design, conducting employee satisfaction surveys, conducting internal investigations, recruitment and helping clients build an Employer of Choice organization.

SHRM EVENTS

SHRM 2011 Annual Conference & Exposition

June 26 - 29, 2011
Las Vegas Convention Center -- Las Vegas, Nev.
Member Registration Now Open!

 

SHRM LOCAL CHAPTER NEWS

CMHRA   /  http://cmhra.shrm.org

 

 

 

Date:

July 7, 2011, 11:30am – 1:00pm

Religious Requests and Accommodations in the Workplace: The influence of religious requirements on employment- A no cost program for members of the Androscoggin County Chamber of Commerce

 

 

Date:

July 12, 2011, 11:30am – 1:00pm

 

HRAEM      /   http://hraem.shrm.org

 Immigration & Compliance

 

Date:	June 9, 2011
Location:	Muddy Rudder - Noon Lunch Meeting / 5 South Main Street, Brewer
Price:	Noon luncheon is $20.00 for members and $25.00 for non-members

HRASM      /     http://hrasm.shrm.org

All Regular Meetings are held at Fireside Inn just off of Exit 48, Westbrook

July and August no meetings

September 14th – Save the Date ½ Day workshop

Date:   June 14, 2011, 7:15am – 9:00am

 

KVHRA     /   http://www.kvhra.org

Meetings      7:30am - 9:30am

6/8/2011       HR, What Keeps You Up at Night                   Waterville Holiday Inn

 

Mid-Coast Maine SHRM      /    http://midcoast.shrm.org

Meetings are held on the 2^nd Tuesday of each month at the Career Center in Rockland

 

Ethics in the Workplace

 

Date:	June 14, 2011, 11:30am – 1:00pm
Location:	Career Center in Rockland, Maine

 Meeting

 

Date:	September 13, 2011, 11:30am – 1:00pm
Location:	Career Center in Rockland, Maine

Wage & Hour Workshop - 1/2 day session

 

Date:	October 12, 2011, 8:30am – 12:00pm
Location:	TBD, Rockland, Maine

 

MSHHRA      /   http://www.mshhra.org

Monthly MSHHRA meetings -   9:00AM-11:30AM 

June 10^thMeeting and Educational Session / Diversity and Maine’s Future Workforce

For more information Contact: Chele' DuBois Phone: 207-624-0405 email: cdubois@mocomaine.com

NESHRM       /     http://neshrm.shrm.org

Meetings Held at the Northern Maine Community College

 

 

Date:	June 16, 2011, 8:00am – 9:30am
Location:	Northern Maine Community College, Edmunds Conference Center

 

 

Date:	August 11, 2011, 12:00pm – 1:00pm
Location:	Keegan Room - NMCC