Employer Insights

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November/December 2010

Health Care Reform PRESIDENT'S MESSAGE

& Renewal Strategy
Roundtable
Monday,
November 22, 2010
9:00 – 10:30 a.m.
If you are interested in
discussing renewal strategies
and the impact of health care
reform with your peers, then
you won’t want to miss this
opportunity.
Highlights of this Issue
Not Conducting Background Checks?
"Let the Buyer Beware"
2011 FSA Rule Changes:
Potential Impact
FMLA: Timing Can Be Everything
AAP Pointer: Affirmative Action
Recordkeeping Q&A
Warning Signs of Excessive Stress at Work
Safe or Sorry - OSHA Increases
Penalties and Introduces
"Severe Violator Enforcement Program"
Environmental and
Safety Compliance Deadlines
Lessons from the LEGALINE
November Workshops
December Workshops
Click here for a complete
list of board members
Click here for a complete
list of staff members
Not Conducting Background
Checks? “Let the Buyer Beware”
Failing to look beyond resumes is costing employers plenty
Jim Devine, President & CEO
jdevine@MEAinfo.org
While many think of the workplace as a haven from the
questionable behavior found elsewhere in society, statistics indicate
otherwise. Losses due to employee theft in the U.S. are staggering,
totaling over $240 billion a year when accounting for losses due to
intellectual property theft. This makes theft by employees two to three
times more costly than the combined total of all of the nation’s Type
I index crimes (i.e., crimes that make up metropolitan area “crime rate”
statistics).
Workplace fraud and employee crime has never been more prevalent
than it is today. Whether this dynamic has been driven by a down
economy or by better means of detecting and catching wrongdoers is
hard to say. However, the statistics are pretty alarming. According to
the Association of Certified Fraud Examiners (ACFE) frauds perpetrated
against small businesses continue to cost more on average than those
against larger firms. The ACFE’s 2010 Global Fraud study entitled, “Report
to the Nations on Occupational Fraud and Abuse,” found the median
loss caused by occupational fraud in 2008 was $160,000, with nearly 25
percent of all fraud cases involving losses of at least $1 million. In many
cases, the criminal activities lasted an average of 18 months before
even being detected. Our readers don’t have to look very far to find an
employer that has recently fallen victim to an employee fraud scheme.
In December there were headlines and news reports of embezzlement
of over $5 million by an employee of LaSalle University. A long-service
employee was charged with the crime.
Other examples of employee crimes:
• Bookkeeper accused of misappropriating money for a total of
$6 million. 
• Employee made out more than 100 checks to herself, spending
thousands of dollars on dog clothing, doll collections, and jewelry. The
company’s losses forced it to lay off 20 employees.
• Patient coordinator charged with embezzling $99,245 from her former
surgeon-employer’s office. She told police she also stole $3,153 from
her next employer, a dental clinic.
There are hundreds and thousands of cases just like these every
year, and the ACFE study found that businesses with fewer than 100
employees suffered the greatest percentage of employee theft. One
continued

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 Not Conducting Background Checks? “Let the Buyer Beware” (continued)
reason small businesses are particularly good targets is that they tend to have far fewer anti-theft
controls than larger organizations, which makes them particularly vulnerable. The financial impact of
criminal activity to businesses, when coupled with the indirect costs of higher levels of stress, increased
absenteeism, higher turnover, raised insurance premiums, increased litigation and lower morale, makes
workplace crime a problem for businesses of all sizes. This can be overwhelming for some companies,
particularly smaller businesses. According to the U.S. Chamber of Commerce, employee crime is a factor
in approximately 30 percent of all business failures.
The rise in workplace-related criminal activity is undoubtedly tied to the absolute explosion of consumer
identity theft and fraud complaints. According to the Federal Trade Commission’s February 2010 report,
consumer complaints have increased over 500 percent since 2000. There were over 1.3 million identity
theft and fraud complaints in 2009 as compared to approximately 230,000 in the year 2000.
Identity theft, a major source of these complaints, is tracked separately by the FTC and cost U.S.
consumers more than $1.3 billion last year. New Jersey, Delaware and Pennsylvania rank twelfth,
thirteenth and fourteenth in the nation, respectively, in the number of identity theft complaints filed in
2009. Of all identity theft complaints filed in these states, between 8 and 11 percent are employment-
related. Break that down by the rankings, and then by the percentage of employment-related claims,
and although the actual math may be a bit complicated, it’s not difficult to conclude that identity theft
alone costs employers a bundle of money.
Whether its identity or other theft at issue, know that there may be common criminals and people who
are out to take your employees’ information and your company’s property lurking among your pool of
candidates. Could one of your next applicants be such a criminal? Is it possible you have hired someone
recently who has a history of criminal or fraudulent behavior? How would you know if you looked only
to a candidate’s resume and their interview responses as the source of your information? According to
Forbes magazine, lying on a resume is one of the most frequent lies people tell. Even the most honest of
people have fallen into the trap of stretching the truth to get the job. As a result of ever-increasing false
resume information, human resource professionals spend more time than ever before deciphering truths
and lies on resumes and applications. For employers, it is a huge risk to hire an unqualified person, and a
potential danger to their workforce to hire someone with a criminal past.
The potentially devastating risks associated with employee crime are recognized by many of our
members, who I think would agree that the days when an employer could count on an interview and
a handshake as the norm are long gone. The smartest thing hiring professionals can do in qualifying
candidates is to perform thorough due diligence. Criminal background and reference checking by
employers is becoming more and more commonplace today. Through more cost-effective and reliable
technology candidate background information is becoming a more well-known and sought-after
commodity to hiring managers. In the past 7 years MEA has conducted thousands of background
investigations for hundreds of our members. Our preferred provider VerifyProtect.com has an even
longer track record of successfully partnering with businesses to screen candidates. Through their cost-
effective, comprehensive screening process, utilizing the latest technology combined with a high-touch,
personal approach our members have the opportunity to deploy a best-practices approach and mitigate
their hiring risks. For more information visit VerifyProtect.com’s website at www.verifyprotect.com or
contact Melissa Scheiler at 888-219-4945 Ext. 500, or via e-mail at melissas@verifyprotect.com.
MEA now provides additional security to our members for workplace-related liabilities. Whether you are
subject to fraud, embezzlement or other employment-related liability such as suits for discrimination or
harassment, Employment Practices Liability Insurance may be a cost-effective way for you to protect
your company against crimes and claims from your current workforce. For more information visit
Beneficial Insurance Services’ website at www.thebeneficial.com/insurance or contact Greg Scott
at 610-848-7314, or via e-mail at GScott@thebeneficial.com.

There are legal and other issues involved in running background checks, most of which are tied to up-front
disclosure to candidates as required by the Fair Credit Reporting Act. So it’s best to seek advice before enlisting
the services of a background check provider.

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Membership

MEA On the Move

Clara Console, MEA Vice President MEA will host the Society of Marian Ward, MEA Senior Training
and Susan Zoll, MEA Marketing American Registered Architects & Development Consultant and
Manager attended the SADV/CIC (SARA) meeting on November 10th Clara Console, MEA Vice President,
semi-annual joint meeting at the at our King of Prussia Training Center. will present Managing the Generation
Marriott West Conshohocken Mike Trachtman, MEA General Gap on November 7th at the National
on December 25th. Clara was a Counsel, will present Legislative Student Education Conference of the
panelist discussing Challenges in Landmines: What Employers Club Managers Association to over
Communication in the Construction Should Expect from the Obama 100 college students interested in the
Industry. Administration. country club industry.

Member Legal Update

December 13, 2010 • 3pm-4:30pm
Receive the latest information and the best tactics to help you survive and prosper in these
difficult times. Come and get information on a variety of topics, such as:
• The new and burdensome workplace laws to expect after Congress finishes
health care reform – and how to get ready for them

• Avoiding the potential liabilities that can arise from layoffs

• Organized labor’s accelerated unionization efforts, the Employee Free

Choice Act, and what you should be doing about it now

• Recent court decision – how workplace issues are being decided

• How to protect your key employees and business assets in a down

economy

Click here to register

Welcome to the MEA Family

Children Central Child Care/Learning Center – Langhorne, PA – Child Care/Preschool
Food Export USA – Northeast Philadelphia, PA – Non-profit trade association that promotes the export of food and
agricultural products
American Infrastructure – Worcester, PA – Construction - general contractor in site development & heavy civil
Ivystone Group LLC – Exton, PA – Manufacturer's rep in gift & home industry

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Membership

Eight Ways to Get the Most from Your MEA Membership

1. Get Answers, Information and Guidance:  Need some guidance with a
termination or discipline situation? Have a question about the COBRA Premium
Subsidy, FMLA eligibility or the Ledbetter Fair Pay Act? Call our experienced
HR professionals on the HR Employers’ Hotline at 800-662-6238 for
timely assistance with your daily challenges. HOTLINE is answered by Kathy
Muscarella, SPHR, Director of Member Support.

2. Be Safe: Whether or not you have a current relationship with an attorney, the
MEA Legaline is your best option for a first impression on legal matters. You pay
nothing over and above your dues for advice that can be handled via a phone
conversation. For more complex matters, MEA members receive a 20% discount on
hourly rates. Call 888-MEA-LEGL for legal advice on virtually any issue that arises in
your business – whether it's related to employment or commercial law. Our partner
law firm is Powell, Trachtman, Logan, Carrle & Lombardo (located in King of Prussia, PA). For more information about the
LEGALINE, call Kathy Muscarella, SPHR, Director of Member Support via the Hotline 800-662-6238.

3. Protect Your Employees/Offer them Health Insurance: MEA’s Employee Benefits Services are directed at helping
our members deal with changing benefit needs and ever-changing benefits environments. MEA’s experienced
professionals will find products and services to suit your needs. Our exceptional customer service approach is what
differentiates MEA from other providers. We will also keep you informed about any legislation changes that are
pending. Call Janie Oehlert, Director of Health Care & Workplace Solutions at 610-994-7635.

4. Need to Hire? Work with our Staffing/Recruitment Desk experts to find the best candidate for the position and at
an incredibly reasonable rate. Our members have hired exceptional employees with this service. Call Janie Oehlert
at 610-994-7635.

5. Stay Current and Informed: Our monthly e-newsletter, Workplace Advisor, keeps you up to speed, and in
compliance with all the latest developments in legislation and human resources that affect your workplace. Receive
timely news and practical ideas in Employer Insights, our bimonthly electronic newsletter.

6. Train All Levels of Your Organization: Train your executives, managers, supervisors and employees in leadership,
communication, team building, performance management, Juggling Multiple Priorities and much more with our
training workshops either at our King of Prussia training center, or onsite at your company. We also offer an extensive
schedule of HR/Compliance briefings and training programs to give you the expertise needed to get the job done
right. Call our Director of Training & Workforce Development, Carol-Anne Minski, at 610-994-7633.

7. Stay Competitive: Benchmark your compensation package against your industry and the labor market using our
comprehensive Wage and Salary Surveys. Evaluate your benefits package against the marketplace using our
Policies, Practices & Benefits Survey. Call Susan Zoll, Marketing Manager, at 610-994-7639.

8. Network: Learn from and network with your peers at any of our quarterly Roundtable meetings and any of our
events. Call Carol Kelly, Training Coordinator, 610-994-7628.

For any questions related to MEA Membership, and/or to refer others to join MEA,
please contact Clara Console, Vice President, at 610-994-7624 or cconsole@meainfo.org

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Employee Benefits

EAP Corner
Q. I know that domestic violence happens and that signs and symptoms can show up at work.
How should supervisors respond, and should we take our cues for how to respond from the
employee’s assurances that “everything is all right,” “not that bad,” or “it’s all over now”?

A. Domestic abuse is a very serious problem that is not fully understood by co-workers or supervisors. It
can quickly spill into the workplace and jeopardize employees’ lives. There is no way for a manager to
judge how serious a domestic violence situation is once it is discovered. Do not judge such incidents
as “not that bad” or “over and done with” based upon the employee-victim’s report. Victims typically
minimize their plight to prevent management attention and co-worker involvement. Supervisors may
readily accept a victim’s assurances that there is “nothing to worry about.” When domestic violence is
suspected, contact the EAP to discuss possible steps you should take, how to approach the employee,
and what type of referral to consider. A formal referral based upon the impact of the discovery on the
work environment is appropriate. It is a serious misstep to think that a supervisor referral will make
things worse, is a punitive step that blames the employee, or is no longer needed because things “have
blown over.”
To learn more about implementing an EAP at your company, please contact the MEA Employee Benefits
Services Department at 800-662-6238 or send an e-mail to benefits@meainfo.org.

Round Two: Health Care Reform & Renewal Strategy Roundtable

In response to member feedback from “Round One” of the Health Care Reform briefings, we will be holding a
roundtable to discuss the following:
• Impact of “coverage to age 26”, “grandfathering” and other provisions If you are interested in
• Health insurance renewal impact for 4th Qtr 2010 & 1st Qtr 2011 discussing renewal strategies
and the impact of health care
• Plan design and underwriting changes by local carriers reform with your peers, then
• Strategies for managing renewal increases you won’t want to miss this
opportunity.
• Sorting through all the information – separating fact from fiction

Monday, November 22, 2010, 9:00 – 10:30 a.m. • MEA King of Prussia Training Center^
Cost: $50 MEA Members; $75 Non-Members
Click here to register
If you have questions regarding this roundtable, please don’t hesitate to contact me directly at 610-994-7635 or
e-mail joehlert@meainfo.org. I’m looking forward to seeing you!

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Human Resource Services

2011 FSA Rule Changes: Potential Impact

By Janie Oehlert, Director, Health Care & Workplace Solutions

The IRS recently released Notice 2010-59 clarifying the limitation imposed by health care reform on the
eligibility of over-the-counter (OTC) drugs for reimbursement from health FSAs, HRAs and HSAs . The new
law requires that, beginning January 1, 2011, OTC drugs except insulin must be prescribed by a physician
in order to qualify for reimbursement.
While the complete impact of this provision is currently unknown, one effect is apparent—if you utilize debit cards for your
FSA plan, your employees will need to use paper transactions to get reimbursed after December 31, 2010 for OTC drugs that
are prescribed. The IRS has determined that the current debit card systems are “not capable of substantiating compliance.”
Employers will need to check with their TPA to determine the process for substantiating OTC prescriptions on and after
January 1, 2011.
Other issues can only be determined as time goes on, such as:
• Will doctors be willing to take the time to write prescriptions for
OTC medications, such as aspirin, allergy medication, heartburn
remedies, etc.?
• Will health care costs increase due to consumers scheduling more
doctor’s appointments to obtain OTC prescriptions?
• Will consumers request true prescription-only medications instead
of OTC drugs so they don’t have to deal with paper claims?
• Will some consumers stop seeing value in an FSA plan due to the
more cumbersome requirements?

Based on various conversations with our MEA member companies, many of them struggle every year to “sell” employees on
the benefits of an FSA. That “selling” may have just gotten tougher.

As more information becomes available, we’ll provide it to our members. In the meantime, if you have any questions about
health care reform or your employee benefits plans, please call Janie Oehlert, MEA’s Director, Health Care & Workplace
Solutions at 610-994-7635.

For Your Benefit:

Don’t forget…federal law requires employers to send out a Notice of Creditable (or Non-Creditable)
Coverage to all Medicare Part D-eligible individuals who are covered by the group health plan with
prescription drug coverage. The notice must be mailed annually, prior to November 15, 2010. In the
same timeframe, employers are required to complete an electronic disclosure to Medicare indicating
whether the group prescription drug coverage is creditable or non-creditable. For guidance and
sample forms, go to http://www.cms.hhs.gov/CreditableCoverage.

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 Human Resource Services

NOTE: This case is from the 6th Circuit Court of Appeals. The 6th Circuit includes Michigan, Ohio,
Kentucky and Tennessee. The case only has precedential value in those states, although it can be
cited as an example in other states. A court in Pennsylvania, for example, is not required to follow
this decision.
FMLA: Timing Can Be Everything
A recent United States Court of Appeals Sixth Circuit decision is a stark reminder that
even when an employer thinks it is doing everything right for FMLA, that may not be
the case.
Plaintiff/employee Deborah Branham brought suit under FMLA against her employer,
The Dickson Herald, after being terminated for excessive absenteeism from her job as
receptionist. Following are the facts of the dispute discussed by the court:
• Employee was first employed as a receptionist from November 21, 2003 to
January 15, 2004 and was terminated from her position for excessive absenteeism.
• Employee was rehired as a receptionist on July 26, 2005, and was terminated on
November 24, 2006 for failure to follow the company attendance policy
• Employee testified that she was absent from her employment on November 7th
and 8th, 2006 because her son was ill. She called her supervisor on the 7th and
e-mailed her on the 8th.
• On November 9th the employee left a voice mail message for her supervisor stating that she was sick and
would be absent. On November 10th Plaintiff again left a message for her supervisor that she was sick and
would be absent.
• On November 13th employee's husband left a message for her supervisor that employee was sick and that
he would be taking her to the doctor. On that day, the employee was examined by Dr. Singer at the Dickson
Family Medical Group. According to the employee, she told Dr. Singer that she was suffering from migraine
headaches, menstrual problems, depression, insomnia, and a stomach virus. Dr. Singer found the employee's
exam to be “normal” and expected her to return to full work duty on November 14th. Employee testified that
she talked with her supervisor later that day and told her that Dr. Singer had released her to come to work the
following day.
• Employee testified that she also told her supervisor that she wasn't feeling well, and would need to be absent
to attend other doctors' appointments during November and December. Employee further testified that her
supervisor told her to come in to the office and sign a form for short-term disability leave.
• According to the employee, her supervisor also told her she could do some work from home or after hours to
help with the month-end “close-out.”
• The next day, November 14th, the employee did not report to work. She did come into work late at night to
complete some paperwork and fill out a medical certification form.
• Employee did not report to work on November 15th and 16th, but claims to have worked from home on
postal reports and subscription issues.
• The supervisor testified in her deposition that she faxed the medical certification form to Dr. Singer's office
on November 15th, and due to a malfunction with Dr. Singer's fax machine, had to fax the form again on
November 16th.
• On November 17th, the employee did not report to work during regular office hours, but states that she
worked after hours. That same day, according to her supervisor, Dr. Singer's office faxed the completed medical
certification form back. Through that form, Dr. Singer indicated that employee's condition commenced
on November 10th, and that she could perform her full duty as of November 14th, and did not require
intermittent leave. continued

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Human Resource Services

• On November 20th, the employee did not report to work or call in to explain her absence. The supervisor advised
the employee that her job would be in jeopardy unless she could produce other medical documents confirming
her need to be off. The employee told her supervisor that the wrong doctor filled out the certification form,
and stated that Dr. Koster Peters, her primary care physician at the Dickson Family Medical Group, could provide
clarification if the employer faxed the certification form to him.
• On November 21st, the employee did not report to work; she testified that she spoke with the VP of HR that day,
and the VP expressed her concern that it was taking the employee so long to return a medical certification form
to support her absences. Also, on November 21st, her supervisor attempted to fax the certification form to Dr.
Peters, as requested by the employee, but had problems with the fax machine. Consequently, it was decided that
someone from the office would take the certification form completed by Dr. Singer to the physicians' office the
next day and speak with the doctors in person.
• On November 22nd, the employee did not report to work. That same day, the form completed by Dr. Singer, as
well as a blank certification form, was taken to the offices of Dr. Singer and Dr. Peters at the Dickson Family Medical
Group. The physicians' office was told there was a question about the accuracy of the form completed by Dr.
Singer, and asked if the doctor would review the form for accuracy, and explained that a blank form was available
if the completed form was inaccurate. When it was suggested that Dr. Peters review the form, the employee at the
physician’s office said that Dr. Peters would not fill out the form because he was not the doctor who had actually
seen the employee. When the employee returned from speaking with Dr. Singer, she said that the doctor had
looked at the certification form, that it was accurate, and that she did not wish to make any changes.
• The next day, November 23rd, was Thanksgiving Day, and the employer’s offices were closed.
• On November 24th, the employee did not report to work and the employer decided to terminate her
employment. An attempt was made to contact the employee by phone, however, she did not answer.
• On November 27th, the employee did not report to work. On that same day, the termination letter was drafted
and sent. The termination letter was dated November 24th, the day the termination decision was made, and
states that the employee's termination was based on her failure to follow company attendance policy by being
absent from work since Dr. Singer released her to work on November 14th.
• On November 28th, the employee did not report to work. The termination letter was mailed at 9:44 a.m. on that
same day. The employee testified that she spoke on the telephone with the VP of HR, who told her that she had
been terminated.
• After 6:00 p.m. that evening, the employer received a faxed certification form signed by a nurse practitioner,
Cheryl Seefeldt, who worked in that same practice as Dr. Singer and Dr. Peters. Ms. Seefeldt's certification
contradicted the certification of Dr. Singer with respect to the duration of the employee's incapacity. According to
Nurse Seefeldt, the employee's illness began on May 6th and was expected to prevent her from returning to work
until January 1, 2007. However, the employee admits that Dr. Singer was the only health care provider to examine
her between November 7, 2006 and November 24, 2006.
Based on these facts, the district court granted summary judgment and held that the employer was within its rights
to terminate the employee when it received the “negative certification” from the doctor.
However, the Sixth Circuit Court of Appeals concluded that the district court erred and determined that the
employer never properly requested certification or informed the employee of the consequences of failing to
provide the certification. Further, the employer did not give the employee the required 15 days to provide medical
certification. The Appeals Court determined that the employee met her notification requirement on November 13th
when she asked “about taking leave, because she still wasn’t feeling well and had numerous doctors’ appointments
scheduled for November and December.” The Appeals Court also determined that the employer didn’t request
medical certification until November 13th when they asked the Plaintiff to come into the office to sign a short-term
disability form. Because they decided to terminate her on November 24th, they acted prior to the 15 days required.
To read the full text of the decision, go to http://caselaw.findlaw.com/us-6th-circuit/1537043.html.

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 Human Resource Services

Hotline Q & A - MEA Hotline: (800) 662-6238

Q We have several independent contractors
working for us through various companies. It
has come to our attention that a few of these
employees may not be eligible to work in the
U.S., however, we do not have I-9s on file for
these employees as we thought the contracted
company would have this. Is it our responsibility
or the responsibility of the contracted company to
ensure the I-9s are completed?

A Although the contractor is responsible for completing I9's, the

employer is ultimately responsible. It is important to review
your contract with these agencies to identify the specifics of
who is identifying employment eligibility. As the employer
you can ask for verification that the contractors are eligible to work in the U.S. For example, if you contract
with a construction company to perform renovations on your building, you do not have to complete Forms
I-9 for that company’s employees. The construction company is responsible for completing Forms I-9 for its
own employees, however, you must not knowingly use contract labor to circumvent the law against hiring
unauthorized aliens.

MEA Employer Insights

MEA Employer - November/December
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 Human Resource Services

AAP Pointer
Affirmative Action Recordkeeping Q&A
MEA receives many questions on recordkeeping, especially related to tracking applicants. It is extremely important to
maintain good documentation and to be able to recreate the selection procedures in preparation for a potential audit.
Here we have answered many of the common questions we receive. MEA is here to assist you with your AAP needs. If
you have questions or need assistance in your Affirmative Action Plan development, please contact Milissa Ronayne at
610-994-7638 or mronayne@meainfo.org.

1. Do you have a recommended list of disposition codes used to track applicant status for employers?
Disposition codes should be tailored to fit the selection process specific to your organization (which can vary per job
title). Here are some examples:
• Position closed/cancelled • Failed skills test
• Not minimally qualified • Failed references
• Not most/best qualified • Background check/felony conviction
• No interest, withdrew application • No show to interview or no show to work
• Declined job offer • Hired
• Failed drug test/no show for drug test

2. What records do you suggest we retain for exploratory interviews, for example when a—candidate isn't
being considered for a specific position, yet? The same information should be retained for exploratory interviews.
Companies should retain information that will allow them to recreate the selection procedure (e.g., interview).

3. If we accept both paper and electronic resumes, which OFCCP definition of applicant would apply to us?
As long as you accept both paper and electronic applicants for a particular position you can apply the Internet
applicant definition. If you have any positions where you only accept paper applicants, then the old definition applies
(i.e., anyone who expresses interest is considered an applicant).

4. Is everyone who applies for a position that meets the qualifications considered an applicant?
If you are using the Internet applicant definition, then a job seeker must meet all four (4) criteria in order to be
considered an applicant for the purposes of your Affirmative Action reports.

1. The individual submits an expression of interest in employment through the Internet or related electronic
data technologies.
2. The contractor considers the individual for employment in a particular position.
3. The individual’s expression of interest indicates that the individual possesses the basic qualifications for the
position.
4. The individual at no point in the contractor’s selection process prior to receiving an offer of employment from the
contractor, removes himself or herself from further consideration or otherwise indicates that he or she is no
longer interested in the position.

5. If an applicant selects "do not wish to disclose information" in the applicant self identification process,
should we change the information once they are hired? Yes, information on hired candidates should be reconciled
against their applicant record. This includes gender, race, and job title.
continued

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Human Resource Services

AAP Pointer (continued)

6. Our company only wants to accept resumes via our Applicant Tracking System (ATS). How do we go about
this? Is the easiest way to create a policy stating how we accept applicants?
Yes, you need to ensure your company has a consistent policy and procedure of only accepting applicants via your
ATS. If you only accept applicants via your ATS, your company needs to ensure accommodations for individuals with
disabilities are addressed appropriately. This could include, but is not limited to, ensuring the ATS is friendly to assistive
technology, or providing kiosks for individuals who cannot access the ATS.

7. Wouldn't candidates who do not respond to phone calls or e-mails be considered applicants until they have
withdrawn? If, for example, as part of the application process you have basic qualifications, resume collection
and an online assessment. Are these individuals considered applicants until you are unable to contact them,
and must be considered up until that point in the process? Applicants remain in any stage they completed when
conducting a step-analysis, however, if they withdraw themselves from the process prior to receiving an offer, they will
not be in your overall Applicants vs. Hires analysis for your Affirmative Action Plan(s).

8. You accepted applicants in Nov/Dec 2009 and applicants in Jan/Feb 2010, and hired in March 2010. Do you
include those applicants in the 2009 Plan with a note about hiring in 2010? Or does all of the applicant activity
remain in 2010? Applicants are recorded in the year in which the position was filled. In this example, the applicants
who applied in 2009 and 2010 should be recorded in the 2010 plan because that is the year the hire was made (March
2010). Also, only include applicants pool tied to a job requisition that closed before making a hire then those applicants
DO NOT need to be included in your submittal as the position was not filled.

9. Are contractors required to accept ALL expressions of interest submitted through the Internet/related
electronic technologies? Or, is it okay to specify that applications will only be accepted through Monster, for
example? Is it okay to not accept faxes, for example? The procedure to apply for a particular position should be
specified ahead of time. One of the procedures could be to apply through Monster. However, all procedures must be
consistently applied and consideration must be taken in regards to reasonable accommodations.

10. What if an applicant identifies his or her race but not gender or visa versa? The applicant will be counted in
your analysis for race but not for gender. The record should remain in your applicant flow log if they met the definition
of an Internet applicant.

11. When an applicant does not respond to our outreach, is there a timeframe for making two attempts to
contact the applicant? For instance, should the two attempts occur on two different days? The two attempt
protocol is an OFCCP interpretation of the regulations. Our suggestion is to make a good faith effort on two separate
occasions/days and document each attempt.

12. Can you require a prospective applicant to provide the race and gender information in order to be
considered an applicant? According to OFCCP’s FAQ: “A contractor's invitation to an employee or applicant to
self-identify his or her gender, race, and ethnicity should indicate to individuals that supplying such information is
voluntary.” http://www.dol.gov/ofccp/regs/compliance/faqs/emprfaqs.htm#Q10.

13. If an applicant does not self-identify his/her race and gender at the time of filing an application, what are
our obligations to seek and obtain the race and gender identifiers. Contractors must make a good faith effort to
solicit race/gender information from all applicants. While there may not be a regulation requiring multiple attempts to
obtain this information, it can be a point of interest for OFCCP during an audit. The percentage or number of overall
“unknowns” for race and gender has been a point brought up during recent audits; however, there does not appear to
be a distinct threshold (e.g. 80%) to identify a concern.
continued

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Human Resource Services

AAP Pointer (continued)

14. Are college degree requirements a good idea? I've heard that a college degree requirement can introduce
adverse impact. Adverse impact itself should not preclude a requirement if it is job related. All basic qualifications
should be established through a job analysis to ensure validity. The bottom line is that, if questioned, you may have
to prove that a certain degree is necessary to perform the job. A very generic degree requirement such as “Must have
4 year degree” for an open position, might be considered weak and questionable compared to “must have a BS in
electrical engineering” for an electrical engineering position. Remember, the Internet applicant definition states that
the job criteria must be objective and related to the job.

15. Do we need to collect every physical (paper) form of interview notes from all interviewers? Would
feedback e-mails be sufficient? You must maintain documentation that will allow you to recreate what happened
during the interview (or the step in question). If feedback e-mails adequately document the paper notes, this should
be sufficient.

16. Are feedback/interview notes inserted/attached in an applicant tracking system (ATS) sufficient?
You must maintain documentation that will allow you to recreate what happened during the interview (or the step in
question). If the notes field in your ATS adequately documents the paper notes, this should be sufficient.

17. Are seasonal staff/contract employees who are hired for a certain time or for the duration of a project
considered new hires every time they are asked back? They are typically not working with the company
until the next project where there is a need. Are these employees terminated at the end of each project? Is there
potential for discrimination in who is being asked back? If so, then these individuals need to be included and analyzed
each time they are reemployed.

18. Is there any defense available for employers where "adverse impact" is statistically found? There are many
different strategies that can be explored and investigated on a case-by-case basis. Adverse impact does not always
equate to discrimination. Where the numbers show potential for discrimination, contractors should always perform
further analysis

19. If an applicant does not choose gender when self-identifying, but the name is Richard which we assume
is male, should we input the information as male? We do not recommend this approach. We recommend
maintaining the self-identification approach. There are too many nicknames and possible mistakes to allow for
guessing, no matter how obvious a name may seem.

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 Human Resource Services

Background Screening
Test Your Knowledge TRUE or FALSE
1. An applicant’s signed release is only needed if an employer is running a credit check.
Under the Fair Credit Reporting Act (FCRA), the employer is required to have each employee sign
FALSE a disclosure form granting authorization to perform a background check. This requirement is not
restricted to credit reports but includes all “consumer reports."

2. An employer may be liable for the actions of a new employee if the employer does not perform a
background check.
The employer may be liable because background screening can serve as a deterrent to
TRUE workplace violence. By performing a background screen the employer may become aware of
the individual’s violent tendencies and take appropriate steps to prevent workplace violence.
Thus, performing background checks can protect against employer liability for the actions of its
employees.

3. An employer can use an Individual Tax ID number in lieu of a Social Security number, for someone who isn’t
a U.S. citizen.
ITINs are not valid identification outside the tax system. ITINs are strictly for federal
FALSE income tax processing and should not be offered or accepted as identification for non-
tax purposes.

Does developing your Affirmative Action Plan seem

intimidating and overwhelming? Has your plan been
overlooked or worse, prepared improperly?
Don’t be at risk: Inaccurate or incomplete AAPs can result in the termination of government
contracts already in effect and may disqualify you from future government contract
opportunities. Additionally, the OFCCP can pursue costly back pay claims in compensation, hiring,
promotion, and termination.
Our staff can help you develop an accurate, defensible AAP, interpret results and goal
requirements, and provide ongoing support should your plan be selected for audit.
We do more than just prepare your plan—MEA will also make recommendations on how to
improve your HR and recordkeeping processes as they relate to affirmative action compliance
and day-to-day technical AAP requirements.

If you are not sure if your company is required to have an annual Affirmative Action Plan, your current plan is not up-to-
date or you know your plan year is around the corner, MEA is here to assist you.
Schedule your plan today: Contact MEA today to assist you with all of your affirmative action needs. MEA provides efficient,
professional and cost effective services. In most instances, we can prepare your AAP for you in less time and for less money than your
organization can do it.
Contact Milissa Ronayne at 610-994-7638 or mronayne@meainfo.org

MEA Employer Insights

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Training & Development

Warning Signs of Excessive Stress at Work

By Carol-Anne Minski, MEA Director, Training & Workforce Development

When people feel overwhelmed, they lose confidence and become irritable or withdrawn, making
them less productive and effective and their work less rewarding. If the warning signs of work stress
go unattended, they can lead to bigger problems. Beyond interfering with job performance and
satisfaction, chronic or intense stress can also lead to physical and emotional health problems.
Signs and symptoms of excessive job and workplace stress
• Feeling anxious, irritable, or depressed • Muscle tension headaches
• Apathy, loss of interest in work. • Stomach problems
• Problems sleeping • Social withdrawal
• Fatigue, • Using alcohol or drugs to cope
• Trouble concentrating
In this difficult economy, you may find it harder than ever to cope with challenges on the job. Both the stress we
take with us when we go to work and the stress that awaits us on the job are on the rise – and employers, managers,
and workers all feel the added pressure. While some stress is a normal part of life, excessive stress interferes with your
productivity and reduces your physical and emotional health, so it’s important to find ways to keep it under control.

What’s stress got do with it?

Everything!
Choose a morning coffee break or lunch hour to offer
one of our mini, one-hour workshops:
• Stress Buster Strategies
• Juggling Multiple Priorities
• Doing More With Less

If you are worried about morale and poor productivity in these times of financial uncertainty, you
can make a valuable investment in your employees by offering coping skills to improve performance.
If interested, we can also customize your own series of mini workshops.

To schedule or for more information, contact Carol-Anne Minski, MEA Director, Training
& Workforce Development at 800-662-6238 or cminski@meainfo.org.

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Training & Development

Tips of the Trade:

You Can Learn How to Manage Job Stress

There are a variety of steps you can take to reduce both your overall stress levels and the stress you find on
the job and in the workplace. These include:
• Taking responsibility for improving your physical and emotional well-being.
• Avoiding pitfalls by identifying knee jerk habits and negative attitudes that add to the stress you
experience at work.
• Learning better communication skills to ease and improve your relationships with management and co-
workers.

OSHA 30 Hour General Industry

4-day Workshop:
-Monday, December 6 -Wednesday, December 15
-Monday, December 13 -Monday, December 20
8:30am to 4:30pm • MEA King of Prussia Training Center^
Fee: Member - $995/Non-Member - $1295

This 4-day course is ideal for supervisors and managers with safety and
health responsibilities and for employee safety and health awareness.
Students will be introduced to OSHA policies, procedures and standards
as well as general industry safety and health principles covered in OSHA
Act Part 1910. This course will include hands-on activities as well as
group discussion. Upon successful completion of the course,
participants will receive a course completion card from OSHA.

Register Online

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From Beyond the Region

Safe or Sorry—OSHA Increases Penalties and

Introduces "Severe Violator Enforcement Program"
provided by MRA - The Management Association, Inc
SAFE
or
sorry
Costs could increase significantly for employers who violate the Occupational Safety and Health Act.
OSHA has reworked its penalty formula to increase average “serious” penalties (OSHA’s garden-variety
sanction) by three- to fourfold and to increase the chances of employers incurring “repeated” violations
and still greater penalties. In addition, it has introduced a “Severe Violator Enforcement Program” (SVEP)
to focus sanctions on employers that “have demonstrated indifference to their occupational safety and
health obligations through willful, repeated or failure-to-abate violations.”

Severe Violator Enforcement Program

Certain types of violations are eligible for SVEP treatment:
◆◆ A fatality or catastrophe inspection in which OSHA finds one or more willful or repeated violations or failures-to-abate based
on a serious violation related to three or more hospitalizations or the death of an employee.
◆◆ An inspection in which OSHA finds two or more willful or repeated violations or failures-to-abate (or any combination of
these), based on high-gravity serious violations related to a “high-emphasis hazard.” A high-emphasis hazard is defined as
a high-gravity serious violation of specific standards related to fall hazards, amputation hazards, combustible dust hazards,
silica hazards, lead hazards, excavation/trenching hazards, shipbreaking hazards, and petroleum refinery hazards. Fall hazards
alone are identified in 23 OSHA standards across all industries.
◆◆ An inspection in which OSHA finds three or more willful or repeated violations or failures-to-abate (or any combination of
these), based on high-gravity serious violations related to highly hazardous chemicals, as defined in OSHA’s process safety
management (PSM) standard.
◆◆ All egregious enforcement actions, often characterized by the issuance of instance-by-instance citations and penalties.
A violation that meets the criteria for an SVEP case is likely to result in targeted follow-up inspections of the worksite, as well as
inspections of the company’s related worksites (extending possibly to corporate parents, subsidiaries, and divisions). In addition, the
company will be the object of increased adverse publicity through OSHA press releases. OSHA will raise “company awareness” of
OSHA’s enforcement action by notifying top corporate executives. Finally, the company will be subject to more onerous settlement
provisions, including corporate-wide agreements and contempt citations for future violations.

Administrative Enhancements to OSHA’s Penalty Policies

OSHA’s head administrator recently issued a memo to regional administrators stating “the Agency’s penalties are too low to have an
adequate deterrent effect” and encouraging them to “enhance” OSHA’s penalties. Dr. Michaels’ Memorandum to the administrators
revises OSHA’s penalty calculations currently outlined in its Field Operations Manual (FOM) to provide for:
◆◆ Expanding the look-back period for considering whether a violation may be considered “repeated” (thereby incurring higher
proposed penalties) from three years to five.
◆◆ Increasing penalties by 10 percent for employers that have been cited for any high-gravity serious, willful, repeat, or failure-
to-abate violations within the previous five years.
◆◆ Increasing the minimum proposed penalty for a serious violation to $500.
◆◆ Reformulating penalty calculations to raise the “gravity based penalty” (OSHA’s starting figure) approximately 50 percent,
while reducing the applicability and effect-ameliorating factors (size, good faith, and OSHA history) to result in substantially
higher proposed penalties overall. It is anticipated that the average penalty for a serious violation will increase from
approximately $1,000 to an average of $3,000 to $4,000.
***
These changes to OSHA’s enforcement policies are significant. Now, more than ever, employers must evaluate their safety
and health programs and deal with safety and health issues at the workplace before OSHA inspections, citations and
penalties result.
MEA is a member of the Employer Associations of America (EAA), an association whose core purpose is to collectively advance the
success of the employers we serve by providing a dynamic forum for collaboration, leadership, and knowledge through a powerful
national alliance. Being part of the EAA allows MEA to share relevant articles from our “sister” associations with our members.

MEA
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 Workplace Whiteboard

ADA Discrimination Suits

• Disability discrimination cases reached a record high of 21,451 in fiscal
year 2009 in the 20-year history of The Americans with Disabilities Act
• 10% increase from previous year 2008
• Increase in disability discrimination cases may be due to ADAAA
broadening the meaning of disability

ADA Charges
30000

20000
Cases

10000

0
99 00 01 02 03 04 05 06 07 08 09
Year
Annual EEOC Report to Congress
http://www.eeoc.gov/statistics/enforcement/ada-charges.cfm

Environmental and Safety Compliance Deadlines

November 20
Facilities subject to the Oil Spill
Prevention requirements at 40 CFR Part
112 must have prepared and implemented
Spill Prevention Control and Countermeasure
Plans at their facilities, and complete facility
upgrades required to comply with the
standard. 40 CFR 112.3(a)(1)
December 26
NESHAP 40 CFR 63, Subpart SSSSSS –
Glass Manufacturing Area Sources: For
an existing affected area source, submit a
Notification of Compliance Status within 60
days of a performance test, but no later than
December 26, 2010, unless an extension is
granted by EPA. 40 CFR 63.11450.
January 2* January 10*
NESHAP 40 CFR 63, Subpart ZZZZZ – NESHAP 40 CFR 63, Subpart BBBBBB –
Iron and Steel Foundries (Area Sources): Gasoline Distribution Bulk Terminals,
Existing affected sources must comply with Bulk Plants, and Pipeline Facilities (Area
the standards no later than January 10, 2011. Sources): Existing affected sources must
40 CFR 63.11083. comply with the standards no later than
January 10, 2011. 40 CFR 63.11083.
*Indicates the date has changed from last year.
*Indicates item is new for 2011.
January 10*
NESHAP 40 CFR 63, Subpart CCCCCC
– Gasoline Dispensing Facilities (Area
Sources): Existing affected sources must
comply with the standards no later than
January 10, 2011 by submitting a Notice of
Compliance. 40 CFR 63.11113.

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Lessons from the LEGALINE

Learning From the Experiences of Other MEA Members

By Michael G. Trachtman, Business Attorney and MEA General Counsel

One of the fundamental benefits of MEA membership is the

ability of MEA members to learn from each other. To further that
purpose, set forth below are some of the Legaline questions
that have been raised by MEA members and the advice we have
provided. In some cases the facts have been changed to keep confidential the identities
of the callers.
If, based on your own education or experience, you have any observations or insights
to add on these topics, please contact me at mtrachtman@powelltrachtman.com.
Where appropriate, I’ll share them in future columns.

LEGALINE QUESTION: What can you do if you suspect that an employee is abusing
the right to take FMLA leave? Many employers find themselves in situations where they believe an employee has exaggerated
the seriousness of a medical condition in order to justify a few days off from work—and if one gets away with it, others usually
follow. Do you have to accept an employee’s statement that he’s suffering from a serious health condition that triggers FMLA
leave? Do you have any right to challenge the doctor’s note an employee presents?
ANSWER: Employers have substantial rights and an arsenal of techniques they can use in these situations.
For instance, using a DOL form that the DOL has recently expanded for the benefit of employers, employers can require doctors
to provide very detailed and specific information and corroboration respecting an employee’s need to take leave.   You can
download the form at http://www.dol.gov/regs/compliance/whd/fmla/wh380.pdf.
An HR representative (not the employee’s supervisor) also has the right to contact the employee’s medical provider directly to
discuss and obtain information about the employee’s medical situation.   You can ask about the employee’s condition on the
specific days taken off. You can provide a copy of the employee’s job description or otherwise state the employee’s duties and
ask for a specific opinion about the employee’s ability to perform those duties … and so on.
If you doubt the objectivity of the doctor, or the doctor won’t cooperate and provide the information you are entitled to, there’s
also a procedure by which you can arrange for an independent medical certification by another doctor.
You can request recertification of the employee’s condition every six months, and if you have a reasonable basis to doubt an
employee’s explanation, every thirty days. 
A lot of the pertinent information explaining your right to corroborate an employee’s claims about an FMLA-qualifying medical
condition is laid out by the DOL on its website. See  http://www.dol.gov/whd/FMLA2007Report/Chapter6.pdf
You can also arrange for surveillance of the employee. Courts have upheld the termination of employees who claim that
they cannot work or have to care for a seriously ill relative but are then observed engaging in activities that reflect that they
misrepresented their situations.
Much of this can be a bit hyper technical. Let us know if we can help.

LEGALINE QUESTION: We’ve been asked about whether employers can lawfully obtain background checks on applicants and
employees, and what can be done with the information obtained. It’s an interesting, and developing, issue.
ANSWER: Employers can obtain background checks on applicants and employees so long as they are done in a manner
that complies with law. MEA has forged an alliance with a company that knows what to do and how to do it. Call us for more
information.
But suppose the background check reveals information that extends beyond the verification of past employment history and
similar data? Can you use that information? If so, for what purposes can the information be used?
This is an area of law that does not make sense to many employers, and it requires some special care. For instance, suppose
you do a background check on an applicant, and you find out that she had some prior health problems that caused her to miss
a substantial amount of work time at her previous job. You send what seems like a common sense e-mail to management: “I
suggest we not hire this applicant. Her prior medical history reveals certain conditions that may lead to excessive absenteeism.”
continued

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Lessons from the LEGALINE

You’ve just laid the groundwork for a potential ADA claim. Based on what may be a disability, you’ve discriminated against an
applicant because you suspect, based solely on prior events and without knowing her current condition, that she won’t be able
to do the job.
Or suppose the background check reveals a sketchy credit history or a ten year old DUI or simple assault conviction. Again,
using what seems like good business judgment, you send an e-mail to the executives in charge of making final hiring
decisions: “This applicant shows some prior instances of bad judgment. He got into credit trouble in the past, and has a prior
misdemeanor. I think we should stay away.”
The EEOC takes the position that when credit and criminal background checks are broadly used to screen out applicants and
employees from hiring or advancement, minorities can be disproportionately affected. Therefore, says the EEOC, this type of
information can only be used by employers if it is predictive of or directly pertinent to job performance.
For instance, if a credit check documents that an applicant cannot responsibly handle money then, perhaps, that might be
pertinent when assessing the applicant’s qualifications for a job that requires financial management. But, by way of illustration, it
would not be pertinent to a job involving production management or programming.
In matters concerning prior criminal offenses, the EEOC looks at three things when it judges the reasonableness of an
employer’s decision: (1) the nature and gravity of the offense(s), (2) the time that has passed since the conviction and/or
completion of the sentence, and (3) the nature of the job held or sought. There are obvious examples: a recently convicted
embezzler who seeks a job that entails access to a company’s funds. But would an embezzlement conviction automatically
disqualify an applicant from a maintenance supervisor job?
In addition to the EEOC, various states have statutes that regulate employer conduct in this context, and this area of law is rife
with ever-expanding minefields. When in doubt, get some advice.

Many companies tell us that the Legaline has been their lifeline. Let us know if we can help you.
MEA members may call the MEA Legaline in respect to any legal issue that affects their businesses. MEA members who call the
Legaline are entitled to a free consultation of up to one-half hour with an attorney from the Powell Trachtman Logan Carrle
& Lombardo, P.C. law firm, during which members are provided with information, but not legal advice. No attorney-client
relationship is formed by this consultation. Approximately 75% of all Legaline callers require no further assistance in addition
to the information they receive during the Legaline call. However, if a member’s Legaline question cannot be adequately
answered during this consultation, the member may, if it chooses, retain an attorney from Powell Trachtman to provide legal
services at a specially-discounted MEA billing rate of 20% below Powell Trachtman’s usual charges for the services required.
More information on Powell Trachtman is available at www.powelltrachtman.com.

Michael G. Trachtman is the President of Powell Trachtman Logan Carrle &

Lombardo, P.C., a 30+ attorney regional law firm based in King of Prussia
that focuses on the representation of privately held companies
(www.powelltrachtman.com). He has represented businesses of all types
in a variety of employment, litigation and business planning matters,
and serves as general counsel for MEA. Recognized as a “Philadelphia
Superlawyer,” Mr. Trachtman has appeared on more than 50 radio and
television programs across the country, and is the author of numerous
books, including What Every Executive Better Know About the Law, The Supremes’ Greatest Hits – The
37 Supreme Court Cases That Most Directly Affect Your Life, and the forthcoming The Four Mistakes
– Avoiding the Legal Landmines That Lead to Business Disaster. He can be reached by email at
mtrachtman@powelltrachtman.com, or by telephone at 610-354-9700.

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Surveys & Publications

GUIDES POSTERS
2011 Employer’s Guide to Employee Relations Federal 7-in-1; Pennsylvania 7-in-1
Laws and Regulations Meets minimum posting requirements.
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plus federal laws and • 1-10 - Federal-PA Member: $12 ea.;
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Empl
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2011 Employer’s

Member: $100; • 11-24 - Federal-PA Member: $10 ea.;

Non-Member: $135, Non-Member: $14 ea.; S/H: $10
S/H: $10
Purchase three • 25-50 - Federal-PA Member: $9 ea.;
or more guides: Non-Member: $12 ea.; S/H: $10
Guide

Member: $80 each; • 50+ - Federal-PA Member: $8 ea.;

Non-Member: $100 each; Non-Member: $10 ea.; S/H: $10
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IT Survey
HR Metrics Survey automatically.
Member: $70; Non-Member: $135
• Production, Maintenance & Service Survey
• Supervisory & Management Survey
Survey prices quoted are for pdf format.• NEW!
For aNot-for-Profit
printed copy, there
Survey   is an additional charge plus shipping
and handling. For additional information, please
Member price: contact
(.pdf format): $295;Kay Dutton,
Non-members: (.pdfMEA
format)Data
$585 Specialist
at 610-994-7627 or email research@MEAinfo.org.
Regional Health Benefits Survey
Member price: (.pdf format): $210; Non-members: (.pdf format) $510

Click to order

MEA Employer Insights - November/December Issue - www.MEAinfo.org - 800.662.6238 - measervices@MEAinfo.org • MEA Legaline - 1-888-MEA-LEGL
20
 MEA’s 3rd Annual
Labor & Employment We’re all about your workplace!
Law Conference
Surveys & Publications November 17, 2010

Essential Compensation Tools from MEA

Don’t build your budget without them.

2010 Compensation and Benefits Survey Reports

These resources help you compare individual pay rates
to the region’s small- and mid-sized benchmarks. Avoid
under- or over-paying and advance internal equity.
Target your comparisons with these four reports:
• Administrative & Office Support
• Engineering, Scientific, Technical & IT
• Production, Maintenance & Service
• Supervisory & Management

2011 MEA Salary Planning Guide

This source for salary- and wage-related information
provides insight into planned percentage increases. It
includes:
• Summaries of 2010 awards and those
expected for 2011
• Cost of living reference points, including
the CPI and EPI

Survey reports (order more, save more):

Administrative • Engineering/IT • Production • Supervisory

Packages Member Non-Member

Price* Price* Click here
1 Survey Report and Guide (save 10%)
2 Survey Reports and Guide (save 15%)
$325
$560
$645
$1105 to order
3 Survey Reports and Guide (save 20%)
4 Survey Reports and Guide (save 25%)
$765
$935
$1510
$1855
online
1 Survey Report only $295 $585
Guide only $70 $135
Discounts will be applied when billed.
* State sales tax will be added.

The Atrium, 234 Mall Boulevard, Ste. 200, King of Prussia, PA 19406
MEA Employer Insights - November/December Issue - www.MEAinfo.org - 800.662.6238 - measervices@MEAinfo.org • MEA Legaline - 1-888-MEA-LEGL
800-662-6238 • www.MEAinfo.org

21
 No

November At-A-Glance
Communication & Interpersonal Skills
Successful Communication*+▲
Tuesday, November 23 • 9am-4pm • MEA King of Prussia Training Center^ Learn More/Register Online

Computer Skills
NEW
! Excel 2007 - Level 2 Learn More/Register Online
Tuesday, November 16 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

Excel 2003 - Level 2▲ Learn More/Register Online

Friday, November 19 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

NEW
! Word 2007 - Level 2 Learn More/Register Online
Tuesday, November 23 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

NEW
! Excel 2007 - Level 3 Learn More/Register Online
Tuesday, November 30 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

Human Resources
Basics of Compensation* Learn More/Register Online
Thursday, November 18 • 9am-1pm • MEA King of Prussia Training Center^

COBRA Administration Workshop*+ Learn More/Register Online

Tuesday, November 30 • 9am-1pm • MEA King of Prussia Training Center^

Leadership, Supervision & Management

Managing People through Motivation*+ Learn More/Register Online
Friday, November 12 • 9am-4pm • MEA King of Prussia Training Center^

Leadership Skills for Today’s Workplace*+ Learn More/Register Online

Wednesday, November 17 • 9am-4pm • MEA King of Prussia Training Center^

Personal/Professional Development
Stress Management: How to Make It Work FOR You Learn More/Register Online
Thursday, November 18 • 9am-12pm • MEA King of Prussia Training Center^

Professional Roundtables
Environmental, Health & Safety Learn More/Register Online
Tuesday, November 16 • 8:30am-11am • MEA King of Prussia Training Center^

Training Management and Development

Planning,
MEA Employer Developing
Insights and Managing
- November/December Your Organization’s
Issue - www.MEAinfo.org - 800.662.6238 -Training (PDM)*• MEA
training@MEAinfo.org Legaline
Learn - 1-888-MEA-LEGL
More/Register Online
Friday, November 19 • 9am-4pm • MEA King of Prussia Training Center^
22
 Training
November Management
At-A-Glance and Development
(continued)

Planning, Developing and Managing Your Organization’s Training (PDM)* Learn More/Register Online
Friday, November 19 • 9am-4pm • MEA King of Prussia Training Center^

* This program has been approved for recertification credit hours toward PHR and SPHR recertification through the Human
Resource Certification Institute (HRCI).

+ In accordance with the standards of the National Registry of CPE Sponsors, CPE credits have been granted for this program
based on a 50-minute hour.

MEA is approved by the Pennsylvania Department of Education as a provider for Act 48 activity hours.
    
Specific courses listed in this catalog have been approved. One hour of instruction is equal to one activity hour.

MEA is an Accredited Provider for Pennsylvania Continuing Legal Education (CLE). Look for this icon
to identify seminars that have been approved by the Pennsylvania CLE Board for Substantive CLE credits.

Print Calendar Format

^MEA King of Prussia Training Center is located at 234 Mall Blvd, Ste. 200, King of Prussia, PA 19406 - Click here for directions
^^Atrium II Executive Suites is located at 3000 Atrium Way, Mt. Laurel, NJ 08054-3911 - Click here for directions

The Atrium, 234 Mall Boulevard, Ste. 200, King of Prussia, PA 19406
800-662-6238 • www.MEAinfo.org

MEA
MEAEmployer
EmployerInsights
Insights- November/December
- November/DecemberIssue
Issue- www.MEAinfo.org
- www.MEAinfo.org- 800.662.6238
- 800.662.6238- measervices@MEAinfo.org
- training@MEAinfo.org • MEA
• MEA
Legaline
Legaline
- 1-888-MEA-LEGL
- 1-888-MEA-LEGL
23
 December At-A-Glance
Communication & Interpersonal Skills
Public Speaking: Powerful Presentation Skills (2 days)
Wednesday & Thursday, December 8 & 9 • 9am-4pm • MEA King of Prussia Training Center^ Learn More/Register Online

Business Writing with Emphasis on Emails

Tuesday, December 14 • 9am-4pm • MEA King of Prussia Training Center^ Learn More/Register Online

Handling Difficult People*

Wednesday, December 22 • 9am-1pm • MEA King of Prussia Training Center^ Learn More/Register Online

Computer Skills
Excel 2003 - Level 3▲ Learn More/Register Online
Friday, December 3 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

Word 2007 - Level 3▲ Learn More/Register Online

Tuesday, December 7 • 9am-4pm • MEA King of Prussia Training Center^ OR webinar

Customer Service
Professional Telephone Skills
Friday, December 17 • 9am-1pm • MEA King of Prussia Training Center^ Learn More/Register Online

Employment Law
! Hostile Work Environment and Harassment Claims: What They
NEW
Are and How to Prevent Them...Before It’s Too Late*■ Learn More/Register Online
Wednseday, December 8 • 9am-12pm • MEA King of Prussia Training Center^

Health, Safety & Environmental

Adult, Child and Infant CPR with AED
Thursday, December 2 • 1pm-3pm • MEA King of Prussia Training Center^ Learn More/Register Online

First Aid & Bloodborne Pathogen Training for Emergency Responders

Thursday, December 2 • 9am-12pm • MEA King of Prussia Training Center^ Learn More/Register Online

Safety Committee: Implementation & Continuation*

Friday, December 10 • 1pm-4pm • MEA King of Prussia Training Center^ Learn More/Register Online

Workers’ Compensation - Nuts & Bolts*

Friday, December 10 • 9am-12pm • MEA King of Prussia Training Center^ Learn More/Register Online

Human Resources
! HR Professional as a Business Partner*
NEW Learn More/Register Online
Wednesday, December 1 • 9am-4pm • MEA King of Prussia Training Center^

Basics of Federal Employment Laws*+ Learn More/Register Online

Thursday, December 16 • 9am-4pm • MEA King of Prussia Training Center^

MEA Employer Insights - November/December Issue - www.MEAinfo.org - 800.662.6238 - training@MEAinfo.org • MEA Legaline - 1-888-MEA-LEGL
Leadership, Supervision & Management
24
 Basics of Federal Employment Laws*+ Learn More/Register Online
Thursday, December 16 • 9am-4pm • MEA King of Prussia Training Center^
December At-A-Glance (continued)

Leadership, Supervision & Management

Supervision Basics*+ Learn More/Register Online
Wednesday, December 1 • 9am-4pm • MEA King of Prussia Training Center^

Conflict Management* Learn More/Register Online

Friday, December 3 • 9am-1pm • MEA King of Prussia Training Center^

! HR Practices for Non HR Managers: What You Need to Know

NEW Learn More/Register Online
Tuesday, December 7 • 9am-11am • MEA King of Prussia Training Center^

Managing People through Motivation*+ Learn More/Register Online

Wednesday, December 8 • 9am-4pm • Atrium - Mt. Laurel, NJ^^

Teambuilding Skills*+ Learn More/Register Online

Tuesday, December 14 • 9am-4pm • MEA King of Prussia Training Center^

Understanding Your Impact as Leader using DiSC Theory*+ Learn More/Register Online
Friday, December 17 • 9am-12pm • MEA King of Prussia Training Center^

Coaching Skills for Managers and Supervisors*+ Learn More/Register Online

Tuesday, December 21 • 9am-4pm • MEA King of Prussia Training Center^

From On-boarding to Off-boarding:

How to Effectively Manage The Employment Process* Learn More/Register Online
Tuesday, December 21 • 9am-1pm • MEA King of Prussia Training Center^

Personal/Professional Development
Juggling Multiple Priorities+ Learn More/Register Online
Tuesday, December 7 • 9am-1pm • Atrium - Mount Laurel, NJ^^

Time Power Workshop Learn More/Register Online

Thursday, December 2 • 9am-4pm • MEA King of Prussia Training Center^

Professional Roundtables
HR & Benefits - NJ Learn More/Register Online
Thursday, December 2 • 11am-1:30pm • MEA King of Prussia Training Center^

HR & Benefits - Tuesday Learn More/Register Online

Tuesday, December 7 • 8:30am-11am • MEA King of Prussia Training Center^

HR & Benefits - Friday Learn More/Register Online

Friday, December 10 • 8:30am-11am • MEA King of Prussia Training Center^

Training Management and Development

Train-the-Trainer Learn More/Register Online
Wednesday, December 22 • 9am-4pm • MEA King of Prussia Training Center^

* This program has been approved for recertification credit hours toward PHR and SPHR recertification through the Human
Resource Certification Institute (HRCI).

+ In accordance with the standards of the National Registry of CPE Sponsors, CPE credits have been granted for this program
based on a 50-minute hour.

     MEA is approved by the Pennsylvania Department of Education as a provider for Act 48 activity hours.
MEA Employer Insights - November/December Issue - www.MEAinfo.org - 800.662.6238 - measervices@MEAinfo.org • MEA Legaline - 1-888-MEA-LEGL
Specific courses listed in this catalog have been approved. One hour of instruction is equal to one activity hour.
25
 Friday, December 10 • 8:30am-11am • MEA King of Prussia Training Center^

December At-A-Glance (continued)

Training Management and Development
Train-the-Trainer Learn More/Register Online
Wednesday, December 22 • 9am-4pm • MEA King of Prussia Training Center^

* This program has been approved for recertification credit hours toward PHR and SPHR recertification through the Human
Resource Certification Institute (HRCI).

+ In accordance with the standards of the National Registry of CPE Sponsors, CPE credits have been granted for this program
based on a 50-minute hour.

MEA is approved by the Pennsylvania Department of Education as a provider for Act 48 activity hours.
    
Specific courses listed in this catalog have been approved. One hour of instruction is equal to one activity hour.

MEA is an Accredited Provider for Pennsylvania Continuing Legal Education (CLE). Look for this icon
to identify seminars that have been approved by the Pennsylvania CLE Board for Substantive CLE credits.

Print Calendar Format

^MEA King of Prussia Training Center is located at 234 Mall Blvd, Ste. 200, King of Prussia, PA 19406 - Click here for directions
^^Atrium II Executive Suites is located at 3000 Atrium Way, Mt. Laurel, NJ 08054-3911 - Click here for directions

The Atrium, 234 Mall Boulevard, Ste. 200, King of Prussia, PA 19406
800-662-6238 • www.MEAinfo.org

MEA Employer Insights - November/December Issue - www.MEAinfo.org - 800.662.6238 - measervices@MEAinfo.org • MEA Legaline - 1-888-MEA-LEGL
26