The Society for Human Resource Management’s LINE Report, s monthly survey of human resources managers in more than 1,000 companies across the country, shows March 2010 hiring is expected to rise, compared with one year ago.

“Though overall the labor market continues to struggle, LINE is revealing some positive trends,” said Jennifer Schramm, manager of workplace trends and forecasting at the Society for Human Resource Management. “March marks the fifth month in a row in which hiring is up on an annual basis. HR professionals in manufacturing are reporting hiring rates at levels not seen since June 2008, and the percentage of companies hiring in the service sector is the highest since July 2007.”

Among the findings detailed in the LINE Report:

The manufacturing sector year-over-year numbers show that more employers plan to hire in March 2010 than they did March 2009. Of the companies surveyed, 33.7 percent said they plan to hire this month compared with 19.6 percent that laid off workers one year ago.

An uptick in manufacturing hiring would be a boon for the Sunshine State. Between July 2008 to July 2009, Florida lost 42,300 manufacturing jobs, said the U.S. Bureau of Labor Statistics.

In the service sector, 46.5 percent of companies said they will add jobs in March 2010 compared with 8.5 percent a year ago. The data also shows that the number of service companies planning to add jobs this month marks the highest level since July 2007.

The metro Orlando region lost 10 percent of its business and professional services jobs between July 2008 to July 2009, according to the Bureau of Labor Statistics.

March marks the ninth straight month that more companies will hire rather than cut jobs in manufacturing, and the 11th consecutive month for such in the service sector.

The Society for Human Resource Management’s LINE Report is based on a monthly survey of human resources professionals at more than 500 manufacturing and 500 private service-sector companies.

Together, these two sectors comprise more than 90 percent of America’s private sector employment.

The Society for Human Resource Management represents more than 250,000 members in more than 140 countries.

Source: Orlando Biz Chronicle

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Title: Employment Law, Who Can Keep Up? How to Minimize Your Risk
Presenter: Sharita Robinson
Topic: New Administration, New Employment Law
Duration: 1 hr. 30 min

This program has been approved for 1.5 (General) recertification credit hours* (see below)





Summary
When each administration changes, our employment laws change as well. Come to this training and learn some of the major changes in the law as well as some of the pending bills that are waiting to be voted on by Congress. This workshop will enlighten your human resources knowledge and will equip you with the possible changes for 2010.

We all get so busy with employee relation issues that we don’t have time to research legislative changes. Join and get the latest updates in a 90-minute presentation and be ready to update your policies and procedures for your organization to minimize risk.

Participants will learn

New legislation and how it impacts your organization

Possible new legislation and how it will impact your organization

Regulations - how to stay compliant and prevent penalties

Tips for an effective Non-Profit organization

Who Should Attend
HR professionals working within or consulting with nonprofits, Executive Directors and Managers in nonprofits with direct responsibility for employment and hiring

Skill Level: Intermediate/Advanced (Note from presenter: Participants and professionals joining this program should have a foundation of understanding of HR and employment law)

Cost$44.99 - Click here to purchase Employment Law, Who Can Keep Up? How to Minimize Your Risk

OR

$89.99 – Click here to purchase Employment Law, Who Can Keep Up? + 2011/2012 Wage & Benefits Report

Faculty bio: Sharita Robinson
As the founder and proprietor of Robinson Consulting Services, her contribution to the Human Resources and Business Consulting arena has been broad and varied, blending Business Coaching, Project Management, Talent Management and Seminar-Leadership work that has brought her talents to the likes of large entities such as The Coca-Cola Company, Schwan’s Foods, and The Home Depot (to name only a few). This work has earned her the respect and return business of a variety of southeastern organizations and success-minded individuals. Sharita holds a Bachelor of Science in Business Administration and a Masters in Human Resources Development from Indiana State University. She holds Professional in Human Resources (PHR), Advance Internet Recruitment Strategies (AIRS) and Targeted Selection certifications. She is also a Certified Leadership Coach (CLC) and a Registered Corporate Coach (RCC), qualified in DiSC Assessment, and has completed qualification regarding the Birkman First Look tool. Sharita is a national and local member of the Society of Human Resources Management (SHRM), and has developed a course on HR Strategies for Lorman Educational Services.




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*This program, Employment Law, Who Can Keep Up, has been approved for 1.5 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.



The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute’s criteria to be pre-approved for recertification credit

I was recently asked by a for-profit colleague the meaning of the term “work for purpose.” I was initially startled by his question as the answer seemed so obvious but I quickly recognized that my years as a nonprofit executive were tainting my reaction. So, what does “work for purpose” mean? The answers are as diverse as they are personal. Some people desire to work for purpose in the nonprofit sector in order to make a difference in the lives of those less fortunate or as a way to give back to their communities. Perhaps a family crisis served as the catalyst for an individual who now desires to advocate for a particular cause or work in development and raise funds for the cause. While the responses vary, the question itself is worth closer examination considering the following:

• In two previous U.S. recessions (1990-1991 and 2001-2002) nonprofit employment nationally increased by an average 2.4 percent while for-profit employment declined by 2.2 percent (John Hopkins Institute)
  
• The U.S. nonprofit sector must identify at least 330,000 senior executives by 2016 to fill the leadership gap created by directors’ retirement and growth in the number of nonprofit organizations (Bridgespan Group).
  
• 73 percent of nonprofit survey respondents indicated that they value for-profit experience in a candidate (Bridgespan Group).

While all sectors continue to experience the effects of the economic downturn and will for quite some time, it is clear that sustainable nonprofits will be seeking new talent to fill the growing gap in senior leadership positions. As a nonprofit executive who has hired nonprofit staff at all levels, I believe there is a key question that an interviewee must be prepared to answer.

Why do you want the job?

Let’s now examine how a carefully crafted and authentic answer to this question can increase a jobseeker’s chances for employment.

According to a MedLife Foundation/Civic Venture Encore Career Survey, “more than one half of our nation’s baby boomers are desiring to use their talents to improve society.” Once again, a desire to “work for purpose.” Nonprofit jobseekers will be well advised to spend time reflecting on this question and preparing a thoughtful and genuine response. While an individual’s answer should demonstrate a commitment to nonprofit ideals as a whole – meeting community needs and filling gaps that the government and for-profit sectors can’t meet - the jobseeker must also clearly articulate why he desires to work for the organization he is interviewing with. For example, if your life was positively impacted by a mentoring program which provided you with a “big brother” who helped guide you through the rough years of adolescence, use the interview as an opportunity to connect your story to the organization’s story. Tell me in your own words why you want the job and why you’ve chosen to work for purpose as opposed to work for profit. Nonprofits are about passion and I want to understand and hear your passion as if you were making a case for support to a prospective donor or sharing with a friend how your work makes a difference. And if you struggle answering the question “why do you want the job?”, then I implore you to delve deeper and closely examine your reasons for wanting to work in the nonprofit sector. While the purpose of this self-reflection isn’t to discover the “right or wrong” answer, it is intended to help you think through your motivations so you can clearly and confidently use the interview to convey why you’re the best person for the job. And if you communicate your answer passionately and genuinely and have the requisite skill sets, your chances of being hired have increased immeasurably.


About the Author
“Ellen McCarty brings twenty years of executive experience in the government and nonprofit sectors. She has served as the Executive Director of two Atlanta based nonprofits and the President/CEO of the Make-A-Wish Foundation© of Georgia and Alabama. She has received local, state, and national recognition for her design and creation of programs in the juvenile justice system; residential facilities and programs for children and youth in foster care; and programs to establish permanent housing for homeless men, women, and children infected and/or affected with HIV/AIDS. Ms. McCarty is passionate about the work of the nonprofit sector and uses her real-life experiences and expertise to help organizations and individuals through her company, McCarty & Co. Additionally, she serves as a guest instructor for Emory University Center for Lifelong Learning; the Foundation Center – Atlanta; the Georgia Center for Nonprofits; and United Way of Metropolitan Atlanta.”

On March 2, 2010, the U.S. Senate passed H.R. 4691, the Temporary Extension Act of 2010 by a vote of 78-19. This Senate action follows House passage of H.R. 4691 on February 25, 2010. The President immediately signed this bill into law on March 2, 2010.

The Temporary Extension Act:
1. Extends the COBRA subsidy program that was enacted under the American Recovery and Reinvestment Act and
2. Extends unemployment benefits through April 5, 2010. COBRA

The law’s COBRA provisions:

Extend the eligibility period for the 15-month 65 percent premium subsidy to those involuntarily terminated from March 1 through March 31, 2010.

Allow employees to receive the subsidy if they first lost group coverage due to a reduction in hours and then were terminated after enactment of the bill.

Unemployment Insurance
The law’s unemployment insurance benefit provisions:

Extend the period during which individuals may file applications for Federal Emergency Unemployment Compensation (EUC) from the current end date of February 28, 2010 to April 5, 2010 and the period during which individuals may claim and be paid EUC is extended from July 31, 2010 to September 4, 2010.

Extend the period during which individuals may qualify for the Federal Additional Compensation (FAC), the extra $25 weekly benefit amount on state and federal unemployment compensation, from the current end date of February 28, 2010 to April 5, 2010 with weekly payment provided during the phase out period for weeks ending October 5, 2010 instead of August 31, 2010.

Extend the period during which 100% federal reimbursement for weeks of regular federal extended benefit payments to April 5, 2010, with the state option to continue the extended period from July 31, 2010 to September 4, 2010. Additional Extension

These “short-term” extensions of the COBRA subsidy and unemployment benefits are intended to give Congress more time to consider legislation to extend these programs through 2010. Under H.R. 4213, a bill the Senate is currently debating, both the COBRA subsidy program and unemployment benefits would be extended through December 31, 2010.


Source: SHRM

Between 2004 and 2008, Los Angeles County nonprofits engaged in advocacy and organizing generated nearly $7 billion in benefits for local residents, a new report from the National Committee for Responsive Philanthropy finds.

Based on a study of fifteen nonprofits in the county, the report, Strengthening Democracy, Increasing Opportunities: Impacts of Advocacy, Organizing and Civic Engagement in Los Angeles County (76 pages, PDF), found that every dollar foundations and other donors provided to community organizations engaged in advocacy and organizing generated $91 in benefits for the communities they serve. Over the five-year study period, those benefits included $2.6 billion in higher wages, $2.2 billion in healthcare savings, and more than $2 billion from the increased use of public transit, construction of new schools, and expanded affordable housing. The report also looked at non-monetized benefits provided by the groups, including the protection of voting rights, improved working conditions, and expanded service delivery to marginalized populations.

Based on the findings, the report recommends that foundations increase their support for advocacy and organizing, help educate donors about the benefits of advocacy funding, support effective collaboration among community organizations, collaborate with other grantmakers to leverage resources, and invest in the infrastructure and organizational capacity of grassroots organizations over sustained periods of time.

“While high-profile commentators decry ‘community organizing,’ this report clearly demonstrates that such activity delivers enormous benefits to communities,” said NCRP executive director Aaron Dorfman. “On every issue of concern to residents of Los Angeles County, from clean air to immigration, from equality to education, foundation support for community-based activist organizations yields positive results. Foundation support turns indifference into democracy, and the benefits of a thriving democracy are indeed substantial.”

“Nonprofits Bring Tremendous Benefits to Communities Through Citizen Involvement in Politics.” National Committee for Responsive Philanthropy Press Release 3/02/10.
Source: PND

Faced with steep declines in tax revenue, an increasing number of states and localities are considering eliminating various tax exemptions for nonprofit groups.

A bill before the Hawaii Legislature, for instance, would require charities to pay a 1 percent tax, and Kansas is considering making them subject to sales taxes.

Revoking the nonprofit organizations’ exemptions from property taxes is also under scrutiny in several counties in Kansas, as well as in Pennsylvania.

And last fall, Minneapolis made charities subject to the fees it charges businesses and residents for streetlights in hope of gaining an additional $155,000, an exercise Jon Pratt, executive director of the Minnesota Council of Nonprofits, describes as “looking under the sofa cushions.”

In most cases, churches would be exempt from the tax measures, but all other nonprofit groups, including private schools and colleges, would be affected.

City and state officials say they have no choice.

“We’re having to look at the public services nonprofits use and how we can adequately cover those costs,” said Matt Greller, executive director of the Indiana Association of Cities and Towns. “We can’t give them away for free any longer.”

Nonprofit groups say the moves to wring revenue out of them are shortsighted and will produce cutbacks in critical services that governments rely on them to provide, like mental health and emergency foster care services.

“Nonprofits are really hurting in this economy,” said Tim Delaney, chief executive of the National Council of Nonprofits, a trade association. “Their revenues are down, too, and demand for the services they provide, services that government expects them to provide, is way up.”

State and local governments have tried rolling back various nonprofit tax exemptions in the past, with limited success. Some localities have negotiated “payments in lieu of taxes” from some nonprofit groups. Harvard, for example, paid the City of Cambridge $2.2 million in 2008, as well as $5.2 million for water and sewer service, though such arrangements are typically temporary and subject to negotiation.

But exemptions from property, sales and other taxes have largely remained sacrosanct — until now.

“Our members are beyond upset, they’re fearful,” said Diana Aviv, chief executive of the Independent Sector, a nonprofit trade group. “They know that state elected officials are short of cash and are looking for every opportunity — and, frankly, excuse — to raid pots of money to pay for other pressing needs.”

Ms. Aviv and other charity leaders contend that charities are already helping government defray costs because so many states and localities are long past due on payments owed to nonprofit groups for services that governments used to provide.

“We’re effectively providing interest-free loans to state governments, which have been very slow to pay what they owe us, and now they’re asking us to pay more,” said Lisa Maruyama, chief executive of the Hawaii Alliance of Nonprofit Organizations.

Hawaii is considering suspending a wide range of exemptions from the general excise tax, including the one held by nonprofit organizations. Additionally, the Honolulu City Council is talking about increasing the property tax on the groups, which is currently capped at $100 a year.

Calvin K. Y. Say, the speaker of the Hawaii House of Representatives and a supporter of revoking exemptions, emphasized that he was not singling out nonprofit groups.

“They would be one of many others that would lose various exemptions,” Mr. Say said. “Repealing exemptions spreads the pain more evenly than raising the rate paid by those already subject to excise taxes.”

He said his proposal could raise $500 million to $750 million, which would help close a budget shortfall of $1.2 billion as of January. “I’ve tried this before, and I’ve always gotten criticism for it,” Mr. Say said. “But in this environment today, all options are being considered much more seriously.”

Mr. Greller, of the Indiana Association of Cities and Towns, said mayors and other elected officials have to consider all their options. A proposal to cap the amount of property taxes paid by Indiana residents is on the ballot in November, and if it passes, local government revenues across the state will fall by hundreds of millions of dollars, he said.

Indiana’s localities are considering user fees for things like police and fire services that would affect large, wealthy nonprofit organizations like universities and hospitals the most. Already, Ball State University pays a small fee to the City of Muncie for fire protection, and Indiana University pays a similar fee to Bloomington, Mr. Greller said.

He said that in the majority of Indiana’s localities, at least half of the property is tax-exempt because it is owned by a charity.

The increasing amount of property owned by the University of Pittsburgh’s medical center and other nonprofit groups in Pittsburgh and elsewhere prompted State Senator Wayne D. Fontana to propose legislation that would impose an “essential services” fee on charities, based on the amount of property they own.

“In Pittsburgh and Allegheny County, we have a lot of nonprofits continually buying up real estate and expanding and getting bigger and bigger,” Mr. Fontana said. “Each piece of property they buy becomes untaxable, which means everyone else has to pay more in property taxes just to maintain service levels.”

In December, Mayor Luke Ravenstahl of Pittsburgh proposed a 1 percent tax on college tuitions to raise roughly $16 million that would help the city make pension payments. He shelved the plan when three large nonprofit organizations in the city — the University of Pittsburgh, Carnegie Mellon University and Highmark, a health care provider — agreed to make larger voluntary payments.

Michael D. Weekes, chief executive of Providers Council, a trade association representing organizations that provide human services in Massachusetts, said that more and more cities and towns in that state were pressing nonprofit groups to make similar agreements.

“Those may seem less onerous than what other places are considering,” Mr. Weekes said, “but the bottom line is, they still cut into our ability to deliver vital services.”

Source: NY Times