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JULY
2017

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Greetings Northern Virginia SHRM Members, Happy Summer!

What a busy quarter, the year is flying by! How many of you attended the 2017 Annual SHRM
Conference in New Orleans? It was another fantastic conference with keynote speakers including
Google's Laszlo Bock, Patrick Lencioni, Kat Cole, and the conference closed with a motivational talk
from Laila Ali!

Northern Virginia SHRM was recognized at the conference by the SHRM Foundation for being 11th
in the "2016 Top 25 Fundraising SHRM Chapters." A big THANK YOU to all our members for
contributing. These funds go towards HR research, scholarships and professional development.

The 2018 annual conference will be held in the "windy city" of Chicago! Rates are the lowest at
$1095, these last until July 31st, so hurry and register at https://annual.shrm.org/ and we'll look
forward to seeing you in Chicago!

We continue to listen to the requests of our members. We launched our first monthly program via
webinar in June. This allowed everyone to log in at lunch time from the office, home and even
vacation. We had around 80 registrants, continue providing feedback and let us know how we can
keep working to enhance our member's experience!

We have a really exciting third quarter ahead. Don't forget to join us for our Special Interest Group
(SIG) meetings, monthly programs and the annual HR Academy. This year's HR Academy will be on
September 26th, save the date and watch the website for updates!

Looking forward to seeing all of you soon!

Michelle Stalnaker
Northern Virginia SHRM President

1
Beware the Legal Pitfalls of Managing Unpaid Interns
A college student or recent graduate is eager to make an impression. So is the early-in-career professional who's been laid off by
another company. You placed them both in an unpaid internship program because you want to give your company a chance to evaluate
them as future employees. What could go wrong?

At job sites across the United States, interns not paid or earning less than minimum wage are given all sorts of jobs: answering phones,
loading paper in the copiers, managing company social media campaigns.

But, federal guidelines released by the U.S. Department of Labor (DOL) in April 2010 raise concerns that employers might decide to
provide fewer internship opportunities. The guidelines, which apply to "for-profit" private-sector employers, define what makes an intern
an "employee" as opposed to a "trainee." If a court or government agency decides that interns' work qualifies them as employees, the
company could face penalties that include owing back pay; taxes not withheld; Social Security; unemployment benefits; interest;
attorneys' fees; plus liquidated damages, defined by federal law as double the unpaid wages.

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Originally Published as "Beware the Legal Pitfalls of Managing Unpaid Interns" by Steve Taylor
2017, Society for Human Resource Management, Alexandria, VA. Used with permission. All rights
reserved.

2
Upcoming Events
Overcoming Employment Barriers for Minorities, Females & Persons with Disabilities
07/13/2017
Overcoming Employment Barriers for Minorities, Females & Persons with Disabilities Thursday,...

2017 HR Academy
09/26/2017
2017 HR Academy Tuesday, September 26, 2017 | 8:00 AM - 5:00 PM Location...

Get Ready for Your Next Role!

10/05/2017
Get Polished Spring Has Sprung, so Get Ready for Your Next Role! Thursday, October 5, 2017 | 6:00...

2018 VA State SHRM Conference

04/22/2018
2018 VA State SHRM Conference: Color My World In HR Sunday April 22, 2018 Wednesday, April...

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3
Benefits Spotlight

PCORI Fees Due

July 31, 2017

Employers with self-insured health plans must pay the annual fee by each July 31 through 2019.

The annual fee to fund the Patient-Centered Outcomes Research Institute (PCORI), paid by employers that
sponsor self-insured health plans and by commercial group health insurance providers, are due by July 1. For
2017, the fees rose by an additional 9 cents per plan enrollee.

The fee was created by the Affordable Care Act to pay for research on the clinical effectiveness of medical
procedures, assessed for each plan year ending after Sept. 30, 2012 and before Oct. 1, 2019. The amount of
the fee is adjusted each year for inflation.

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Originally Published as "PCORI Fees Due by July 31, 2017" by Stephen Miller Share this:
2016, Society for Human Resource Management, Alexandria, VA. Used with
permission. All rights reserved.

Partner with
Northern VA SHRM
Today!
Northern Virginia SHRM has sponsorship opportunities available for
2017. Become a true partner with a growing local Human Resource Chapter.
Association with Northern Virginia SHRM provides access to more than 750
members and incomparable promotional, brand recognition and professional Visit Website Visit Website
services opportunities.

As our partner, your company information is posted on our website so that our
members can utilize your organization's specific resources. These referrals
from Northern VA SHRM to the local HR community allow members to search
for vendors, contacts or to build their networks.

Network with a diverse group of HR professionals to fill available positions,

pitch new ideas, products and services to a dedicated audience, reach out to
our membership for HR-related surveys and insight and so much more.

For additional details on sponsorship packages, visit our website. Northern

Virginia SHRM would love to talk to you about becoming a sponsor! For more Visit Website Visit Website
information, contact Sharifa Gomez, Executive Director,
at novashrmexecutivedirector@gmail.com or Brian Diemar, Co-VP of
Sponsorship, and Vince Pascarella, Co-VP of Sponsorship, at
novashrmvpsponsors@gmail.com.

BECOME A SPONSOR

Visit Website Visit Website

4
Legislative Alert
DOL's Wage & Hour Division
Overtime Rule
This Legislative Alert is brought to you by Karla Grossenbacher, Partner at Seyfarth Shaw, LLP

On June 27, 2017, two important things happened at the Department of Labor.

First, the DOL's Wage & Hour Division (WHD) sent its anticipated Request for Information (RFI) on the overtime rule to the Office of
Management and Budget's Office of Information and Regulatory Affairs (OIRA). Review of the RFI by OIRA is one of the final steps
before publication in the Federal Register.

The RFI is expected to ask the regulated community for information regarding the impact of last year's final rule increasing the salary
level for exemption to $913/week. The overtime rule was previously enjoined and the injunction is now before the Fifth Circuit Court of
Appeals. The RFI is likely to ask employers that made adjustments to their pay or operations in anticipation of the expected salary
increase what the economic consequences of those adjustments have been thus far. Similarly, for employers that did not implement
planned changes, the RFI likely will inquire as to what the expected consequences would have been.

Employer responses to the RFI will be critical in assisting WHD in determining next steps in the regulatory process (e.g., withdrawing
the final rule, making a new proposal with a different salary level, maintaining the status quo). Be on the lookout for additional
information on how to participate.

Second, the Wage and Hour division announced that it will be reinstating its practice of providing opinion letters written by the WHD
Administrator in response to requests from employees, employers, and related groups for guidance concerning pay, timekeeping,
classification and other FLSA compliance matters. As you may recall, an opinion offered by the WHD Administrator confirming the
legality of a specified practice can provide a complete defense for an employer relying on it under certain circumstances to contest
claims made by employees for recovery under the FLSA. The WHD's practice of providing Administrator's opinions ceased under the
Obama administration. Secretary of Labor Alexander Acosta announced that the practice is back.

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5
NOVA SHRM Career Center

Human Resources Manager - Employee Relations - Chesterfield County Government -

Chesterfield, VA
07/07/2017

Human Resources Business Partner - Dominion Energy - Surry, VA

07/07/2017
Careers Center - Human Resources Manager - Sunrise Senior Living - Arlington, VA
07/04/2017

Human Resources Coordinator - Northrop Grumman Corporation - Annapolis Junction, MD

06/24/2017

Corporate Recruiter - HQ/Functional 4 - Northrop Grumman Corporation - Herndon, VA

06/23/2017

VISIT CAREER CENTER

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New Workers Are at Highest Risk for Heat-Related Death

Who would you guess is most at risk for heat-related death while on the job?

It's not necessarily older workers, first responders or those who toil outside all day.

Instead, the majority of recent heat-related deaths investigated by federal authorities involved workers who'd been on the job for three
days or less.

That finding by the Occupational Safety and Health Administration (OSHA) highlights how important it is for employers to ensure that
new workersand returning employees who have been back to the job for a week or lessare prepared to protect themselves, OSHA
authorities said.
With weather forecasters calling for above-average temperatures across much of the country this summer, the standard precautions
drink lots of water, take frequent breaks and spend time in the shademay seem obvious. Yet those precautions may not be enough
for new workers or employees returning to the job after extended time away. OSHA recommends allowing new or returning workers to
gradually increase their workload and take more frequent breaks as they build up a tolerance for working in the heat.

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Originally Published as "New Workers Are at Highest Risk for Heat-Related Death" by Dana Wilkie Share this:
2016, Society for Human Resource Management, Alexandria, VA. Used with permission. All rights
reserved.

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