Welcome to Donna Rogers, MEd., SPHR Blog Site!

I share insights into the field of Human Resources Management from my perspective and experience, information upcoming conferences and seminars I participate in, as well as a bit about my personal life from time to time as it relates to my profession. I hope you enjoy and encourage you to connect with me on other social media platforms.

Wednesday, May 18, 2016

Overtime Rule Published

The DOL has published the long awaited overtime rule and it's effective date is December 1st of this year.  Read more here: https://www.dol.gov/featured/overtime

Thursday, May 12, 2016

10 Tips for Managing Conflict at Work or Home

In honor of the GFWC ILLINOIS annual conference at the President Lincoln Hotel here in Springfield, IL today and tomorrow, I thought I would put my suggestions in writing for future reference. I am honored to be asked to speak on Conflict although like most it's not my favorite subject. Nor am I an expert as I have my own unresolved conflict currently brewing that I should take my own advice on. However, in human resources you often have to be a mediator of conflict between coworkers and manager/employee disagreements. 

So unless you are the king of conflict denial or the queen of pushing conflict under the rug, you may have a desire to fix your conflict situation at the earliest possible time. If not you should. Life is too short to live with conflict. If you don't have a desire to resolve, then get ready for the big explosion that is bound to happen sooner or later. You can be sure someone will get hurt post explosion because things are almost always said that is not meant the way it comes out or is taken. 

Some studies say we are about 75% responsible for how others treat us. If the emotion is negative then most likely some of that responsibility is in your reaction to the situation. If you are a person who tends to allow others to treat you in a way that causes inward or outward conflict, it may be time to put them in their place and make them think twice about doing it again. Of course I don't mean to do this in a negative way because what does that do? It feeds the fire and causes more conflict. So here is a quick list of suggestions I recommend based on my own experience, education, and practice resolving conflict. 
  1. Use Your Words - you cannot resolve anything without expressing how it makes you feel. The key word here is you as in "I".  Choose words that will express but not shame or blame the other person.
  2. Seek First to Understand Then to Be Understood - this is one of the best Steven Covey habits for exceptional people. If you are always trying to be right and never care to understand the other person(s) point of view resolution is not in your cards.
  3. Understand Differences in Perception - just because you see a situation one way doesn't mean others will see it the same as you. Everyone comes from a life of difference and that may be something you are not aware of.
  4. Remember It's About Impact Not Intent - take responsibility when someone shares that you may have offended them. You may not intend to hurt them but consider where they are coming from and how they took it. If you threw them a baseball but they got s soccer ball then it's your responsibility to help them see it is a baseball. 
  5. Maintain Your Credibility and Respect - this is especially important when your conflict is in the workplace but it can affect family member relationships for years to come as well when reactions go over the line.
  6. What, What and Why? Feedback Framing - this was a tip from a past boss that has always stuck with me and I even use in disciplinary action documentation at times. Explain WHAT happened then go directly in to WHAT could or should have happened in the future (don't focus on past) and WHY this new suggestion is a better response.
  7. Restate What You Have Heard - say "What I hear you saying is..." to help the other person understand how you may be perceiving what you said as well as helping you further dive into #2 above.  It's a clarification technique that slows you down from reacting negatively to something that may not have been intended.
  8. Gain an Understanding of Emotional Intelligence - the higher your EQ is the better able you will be in managing conflict.  The skills can be learned if you know what they are and how to work on them.  Some are above but there are more.  Free EQ tests are available on the internet.
  9. Practice, practice, practice - whether or not you need to practice any of the tips above or something you learn by taking your EQ test, practice it every chance you get.  Set reminders on your phone if you must but keep the ideas on the forefront so you learn to make them a habit when the unexpected happens.
  10. Know when to Give yourself a Time Out - there are times that you heart starts to race or your blood pressure rises and you can physically feel the signs that you are about to blow due to conflict.  This is the time to walk away and let the other person know you need some time.  The time is healthy for both sides of the conflict to help give perspective and determine a plan for resolution.  
Even if these suggestion are just reminders of what you already know, I hope it's a good refresher and can help maintain a relationship that may be on the verge of being broken.  Remember, life is too short to carry conflict for long.  Take responsibility now and move forward.  I have lost several loved one's (mom, dad, and brother to name a few) in my life recently who I wish I had hugged one more time than I had fought with them.  Don't have regrets and make a difference in your life and others. 

Friday, February 5, 2016

Highlights from 2015

Well, it's time once again for reflection, documentation, and most importantly improvement.  I have personally had quite a hectic year.  Actually, it's been a couple hectic years with the loss of three of my four family members of origin (dad, brother, and now mom).  My second brother and I are the only one's who are left in the family and we have certainly taken a big hit as the last two were sudden and unexpected.  As a result, my available time for blogging has really taken a hit going from an average of 28 posts since my first full year of blogging in 2011 to 15 and 12 the last two years.  I don't expect this coming year to be any better because my brothers trial should be coming up soon depending on grand jury decision in March.  He was pushed off the road by what we suspect to be a drunk driver.  Later this month on February 27th will be one year since the incident and the person has yet to be arrested or charged.

So getting back to business the first post was a short announcement called Going Live about my 2/2/15 Drive Thru HR blog talk radio show interview.  The idea was to invite my co-speaker Dave Ryan onto the show with me to talk about HR Department of one which was the topic of our upcoming (at the time) SHRM presentation.  However, I really was disappointed at how that talk turned out.  I would not recommend that interview as a good listen because it just didn't flow well nor talk much about the intended topic.

Then of course my annual blogging summary called 2014 A Year In Review followed by a post inspired by a client who had an employee banned from delivering to a client due to a lack of emathy towards one of that customers employees called Employer Mandated Training.  Then I took a few months off to deal with my brothers death.  Upon my return I posted a short post "Blogging: It's Been A While" about upcoming speaking engagements with Dave one HRDeptof1 in Missouri and SHRM15.

Over the summer I hit the blog once a month (or at least someone did).
  • The first post in June was by a student, friend, and UIS SHRM board member Joe Schwiekert about the http://donnarogershr.blogspot.com/2015/06/federal-response-to-opm-data-breach.html.
  • The second post in July was another guest post by Lisa Green Brady about How Often Does a Background Check Include Social Media
  • I hit it big in August with two different posts about #MOSHRM.  Well I was on the Social Media Blog Squad for that conference in addition to speaking so I better do my job, right? Anyway, the two posts were "Learn A New" or "Snag Some Swag in #MOSHRM15 Exhibition Hall where I tried to encourage attendees to go in with a positive attitude of learning and not shy away due to sales people.  You really can learn a great deal when you make that your goal for attending the exhibition.  I know I have especially about #HRTech.  The second was to share some great ideas about conference planning which I had been a part of since 2001.  #MOSHRM Conference Ingenuity was awesome and definitely worth a shout out.
In September, I had the honor of being interviewed by WTAX radio morning show about the State of the Union Membership in Illinois.  Since I did some research for the show, I didn't want what I had learned to not be shared in other ways so I blogged about the findings. The radio show summary story was Professor: Unions Strong in Illinois But Costly. This interview can be found on Focus 9/13 podcast as well. Start on 15:08 to 21:15 as there are other interviews on this podcast in addition to my interview.

The later September post was dedicated to a good friend of mine, Steve Browne who had just finished two years on the SHRM Membership Council which I too served on the year prior to him. He was running for the SHRM Board and did end up getting elected which was the focus and call to action of my post.  

The last two posts of the year were actually links to personal pieces I wrote on the multi-contributor site I have been writing for since 2010 Women of HR. The first was directed at management for them to get a perspective of what it is like for employee's who only have a minimal amount of berevement leave called Beareavement Leave FAILS When It Comes to Flexibility.  It was a very personal journey of what I experienced after the tragic death of my brother whom I mentioned earlier in this post.  Finally, the last blog post of the year was written as I prepared for an ucoming (at the time) talk for Association for Women In Communications about Getting What You Want In the Workplace.  My advice to this room full of women amounted to five steps that evolved from years of experience:
The post actually referred to several of my past writings such as: The Perfect 10, Credibility Goes Beyond Your Credentials, Bride to Be = Discouraged Employee and Is "She" Really a "BITCH" in the Workplace.

Friday, September 4, 2015

State of Union Membership in Illinois

This morning, I was interviewed by WTAX talk radio about the title above.  This coming the morning after Governor Bruce Rauner’s AFSCME arbitration veto failed in the Illinois House and as we approach the Labor Day weekend which was initially started by a union. This was a victory for the governor.  The requests of the governor is not unlike the majority of employers in the US.  He simply want’s a pay freeze and wants workers to pay more for health insurance.  The state is in a budget crises for god’s sake, why you would want to freeze wages until it can get resolved.  We have people leaving this state left and right due to the high costs to live and operate a business in Illinois.  Obamacare has increases health care costs all over the US.  Every single employer who falls under the requirements of the new law to be imposed next year are seriously considering how they are going to survive.  AFSME wants an 11.5% wage increase which I have never heard of during my entire professional career in any private employer.  The average increase has been 2-3% for over a decade and the highest I recall is in the late 90s when it was 4-5%.  What are they thinking?

Illinois does not have a right to work statute because they are an agency shop employer which means employees who are hired by unionized shops are forced to join the union. In other words the union can get an employee fired for not paying union dues in this state. Some of our neighboring states are Right to Work states which gives employees the right to choose whether or not they want to be a union member.  In the beginning unions were important but due to increased legislation since the 60s there is less of a need for them.  Competition is fierce and benefits are now required to be offered if you work more than 30 hours a week depending on the size of the organization.  Employers are already doing everything the unions were originally put in place to do.  I am not saying they are not needed at all as there are still some bull headed employers that can’t get themselves in the program of following the laws but I would say the majority want to be in compliance even if they don’t know all the rules in the playbook.  That’s why they seek help from consultants like me to help get them in line.  Why have a third party involved in employee/employer negotiations if you don’t need them.

The Joey McLaughlin, WTAX interview about this topic will air at either 6:40, 7:40, or 8:40 am on Monday, September 7, 2015 (Labor Day). Listen to my interview on state of unions on labor day https://shar.es/1vKKLC via @wtax.


The average union membership across the US as of 2104 according to the BLS is 11.1% compared to Illinois average of 15.2%.  Only 7 of the other 49 states have a higher union membership average than Illinois.  In the US public-sector union membership is 37.5% while private-sector membership is at 6.6%.  Specifically in Illinois approximately 15% of wage and salary workers belong to a union.  When you break that down the public sector membership is 51.8% and private membership is more closely aligned with overall US figure at 9.7%.  The average weekly union membership earnings are within $29.00 of each other between private ($1,001) and public ($1,030).  Basically, to sum it all up Naomi Lopez Bauman said in her March, 10 2015 Illinois Labor-Union Membership in 10 Charts article on the Illinois Policy website:

“One in 10 workers in the private, for profit sector are union members in Illinois – One in 12 in the nonprofit sector.  But more than HALF of ILLINOIS GOVERNMENT WORKERS BELONG TO A UNION”.  

When they are getting double digit increases, work 2.5 hours less a week that they typical 40 hour a week worker and can earn as much as five weeks of vacation that can be very costly for the taxpayers throughout the state.  No wonder Illinois is in a budget crisis.


Sunday, July 19, 2015

How Often Does a Background Check Include Social Media?

The following is a guest post from Lisa Green. She can be contacted directly at lisagreenbradyfan@gmail.com.

The world of social media grows by the second and with every growing second, there are more and more comments, pictures and videos posted that could potentially hinder an applicant's chances of landing their dream job.

Finding a job was once a simple process but now, companies all over are screening their applicants on everything from their criminal history to their driving records, and even their social media presence.

Different types of career fields choose different types of screening that apply specifically to their job requirements and many are now using social media as a way of seeing if an applicant’s personality will mesh well with their current staff.

Jobs That Require Social Media Checks

In 2015, more than 80 percent of companies use social media checks as part of their screening process. For those companies, they say it’s a great way to see what an applicant’s personality type is without directly asking them during an interview process.

Media and entertainment companies use social media screening the most because of their influences on society. Careers in politics, education, and hospitality use social media screening heavily because of applicant’s interactions with the public.

In essence, if an applicant is working with the public or for a business that counts on public image to succeed, social media is almost always a crucial part of hiring.

What Social Media Checks Uncover

During an interview process, an applicant may present themselves professionally and politely to their potential employer. Many interviewers understand it’s a part of the interview process to be polite and professional but an employer still doesn’t get a true sense of an applicant’s personality so they turn to social media screening.

The information on an applicant’s Facebook or Twitter page can reveal a lot about their personality:

Lack of networking – Employers look at who an applicant connects with and what groups they’re a part of. It shows an employer that the applicant is outgoing and willing to interact with people they might not necessarily have had connections with otherwise.

The most difficult part of any career is making connections with those in the workplace and with a weak sense of networking; employers will determine an applicant can’t handle the pressure of meeting new people.
Typos and incomplete profiles -- Continuous typos or incomplete profiles can show an employer that an applicant is inattentive to detail. In careers that require an applicant to write or type, this can be a huge turn off to employers.

A bland profile – Employers want energetic and exciting employees to work for their company. It makes the overall atmosphere a more enjoyable one so when employers see a Facebook or Twitter profile with unenergetic posts or uninteresting pictures, they assume the applicant will only be a stale addition to their team.  

Inappropriate pictures and videos – It’s the quickest way for an employer to exit out of an applicant’s profile and never think about them again for any future position. Those crazy nights at a bar may come back to haunt an applicant because an employer could see them as immature or lacking control in their lives.

In addition, photos or videos that are inappropriate for everyone to see, could potentially come back to haunt not only the employee themselves but their company. Employers think about what a potential applicant’s Facebook presence could do to their company's reputation. No employer wants their employees posting media that could potentially come back and affect their company.

The Right Social Media Screening Partner

Social media can be detrimental to an applicant’s chances at landing the perfect job, which is why being proactive can reduce those chances of not getting hired.

Many times, applicants who know their social media pages are subject to screening by potential employers will take it upon themselves to clean up their social media accounts. They’ll also search for social media screening partners who specialize in analyzing social media pages, so they can ensure nothing will affect their chances of getting a job.