Welcome to our Winter/Holiday edition of our e-newsletter, RESOURCES. We are excited to produce this exciting forum for the communication of issues pertinent and relevant to HR Professionals.


We hope you enjoy the newsletter. It can only get better with your input and comments. If you have any articles for inclusion, comments or requests, please email them to Barry Lippold with the subject: "Resources Article" to:




We are proud to announce that our 6th Annual Diversity Luncheon, sponsored by the Southern Nevada Human Resources Association, will be held on March 10th, 2009 at the Gold Coast Hotel & Casino.


In order for your company to apply for a Diversity Award you must have:

  • Initiated and/or maintained a diversity program between January 1, 2008 and December 1, 2008
  • Demonstrated a significant contribution toward diversity
  • Demonstrated an outstanding commitment to the value of diversity
  • Demonstrated outstanding efforts to promote an environment free from bias and discrimination
  • Worked to provide management, staff and employees an experience rich in perspectives and opportunities to learn from each other.


To Nominate and Apply for a Diversity Award, please complete and submit all portions of our application form no later than January 16, 2009, to apply for a diversity award.  If you have any questions, please contact Leonard Wilson, Diversity Committee Chairperson at

Starting a new Diversity tradition, the Southern Nevada Human Resources Association will present the premiere of our new award entitled the OYA Award.  The OYA Award will be given to the company that demonstrates the highest level of Diversity in one or more of the areas noted above.

This coveted OYA Award represents Oya (pronounced Oh-yah), the Goddess of Change. In Africa, Oya is the Yoruban Goddess of weather, especially tornadoes, lightning, rainstorms and transformation. She is also one of the most powerful of Brazilian Macumba deities.


Oya storms in your life to tell you that change is calling, beckoning, and camping out on your doorstep. The way to wholeness for you lies in embracing change. Choosing to dance with change means you will flow with it. Prepare yourself for growth. Enter deeply into change’s chaotic dance and you’ll be richly blessed with abundant possibility. The Goddess says that the earth must be dug up before anything can be planted and that change always brings you what you need on your path to wholeness. Diverisity is embracing differences and embracing change, therefore allowing you to be richly blessed with abundant possibility.

Image courtesy of


SNHRA will proudly present our first annual OYA Award in our Diversity Awards Luncheon 2009!



Author: Jeanine Navarro and Patrick Hicks

Obama Presidential Election Victory Could Lead to Dramatic Increase in Unionization of Employers in the U.S. through the Employee Free Choice Act

The historic election of Senator Barack Obama as the next President of the United States, coupled with the Democratic Party increasing its majority in both the U.S. Senate and House of Representatives, greatly increases the chances of passage of legislation making it much easier to unions to organize employees in the U.S.


Image courtesy of

The Employee Free Choice Act (EFCA) bill, which has been stated as organized labor’s top priority, was co-sponsored by President-elect Obama when it was first introduced in 2007. Although the EFCA bill stalled in the Senate under threat of a filibuster or a veto by President Bush, when President-elect Obama accepted the endorsement of the Service Employees International Union during his campaign, he vowed to pass the EFCA if elected. President-elect Obama has also pledged to assist organized labor by ushering in a union-friendly administration.

The EFCA, if enacted in its current form, would result in the most sweeping changes to the current National Labor Relations Act (NLRA). As it exists today, the NLRA is facially neutral in serving its two central purposes: 1) to ensure that employees in the private sector are permitted to engage in concerted activity through labor organizations, and 2) to regulate the processes by which employers and unions negotiate collective bargaining agreements. The EFCA, however, would reduce some of the neutral aspects of the NLRA.


Replacing Secret Ballot Elections with Card-Check Certification
One of the centerpieces of the NLRA is its secret ballot election process, which provides employees the opportunity to cast an informed vote regarding a unions’ representation status in a secret ballot election. Through the secret ballot election process, both the employer and the union have a chance to present their views to the voters, much like a political campaign. If the EFCA is passed, the National Labor Relations Board (NLRB) would be required to certify a union when a majority of employees sign authorization cards that designate the union as their bargaining representative, thus eliminating the secret ballot election process. By depriving employees of their long-established right to a secret ballot election, the EFCA’s card-check certification process would hinder, not promote, employee free choice. In many cases, it would also deprive an employer of an opportunity to present its view to its employees on whether unionization is appropriate
for the workplace.


Mandatory, First Contract Interest Arbitration
In its current form, the NLRA is neutral when it comes to the content of collective
bargaining agreements. The NLRA merely requires that the parties engage in good faith bargaining in an effort to reach an agreement, leaving it up to the participants to craft their own agreements. The EFCA would considerably change the NLRA’s neutral process by forcing the parties to expedite the bargaining over an initial contract and, if agreement cannot be reached, a government-appointed arbitration board would determine the terms of the contract. Such a mandatory, first contract interest arbitration provision would undermine, not promote, collective bargaining by taking out of the parties’ hands, and giving to government-appointed arbitrators, the power to dictate both the economic and non-economic terms and condition of employment. The EFCA also expands the NLRB’s remedial power to address employers’ unfair labor practices during union organizing campaigns and during bargaining, providing the NLRB the authority to award civil penalties.


The Future of the EFCA
With a union-friendly Obama Administration, a union-friendly Congress, and the likely appointment of a majority of pro-union members to the NLRB, employers cannot be complacent and rely upon a five-decade decline in unionization in the U.S. Indeed, similar legislation in the Canadian province of Quebec has already resulted in 40% of the workforce being unionized.

We urge employers to work immediately to develop a long-term strategy to avoid the potential problems of the EFCA. That means focusing on union avoidance at both a higher level and a lower level. At the higher level, key issues involve leadership style, the need to employee empowerment, incentive pay systems, and the use of fair policies and practices. At the lower level, managers need to effectively communicate with employees, manage consistently and appropriately, and create relationships. Lower level managers also need to recognize the signs of the union activity.

We also urge employers to begin NOW to evaluate and reduce the level of union risk. That means training, analyzing and auditing data. Littler has in place innovative and effective training programs to help employers in that regard. Audits can also be done that will enable employers to understand the risk and modify practices that, if not adjusted, will lead to likely union activity (and, if the EFCA passes, likely unionization).

For more information on the EFCA, we invite you to attend Littler’s complimentary
breakfast briefing on The First 100 Days of the Obama Administration, on Tuesday,
December 16, 2008 at the Rio Hotel. Online registration is available at




SNHRA and our Members and Guests help to make our local schools and community a better place. Roger Bryan Elementary School has received much needed support thanks to SNHRA.


The Board of Directors have supplied 300 packets consisting of pens, hlghlighters, index cards, post-its, and a few other supplies for a special reading program at Roger Bryan Elementary School.


It is support like this that helps schools with the many financial cuts they have been facing, along with the always increasing prices for text books, paper and many other basic necessities.  Thank you for your much needed continuted support in this important initiative.




The Southern Nevada Human Resources Association has achieved Membership Star status based on our outstanding membership numbers as of October 31, 2008.  SNHRA has grown more than 6% in membership. 


SNHRA was recognized for this significant achievement at SHRM's Annual Leadership Conference.




For the past few months, we have been working behind the scenes to improve both the look and feel of, giving it a more magazine style while retaining ease of navigation.  We are excited to unveil the new SNHRA web site to all of our members and guests in January 2008.


We are also integrating major technology enhancements to make your visits even more rewarding. The new site removes the current "off the shelf" membership area for a custom solution that will be more secure and easier to use and update. Once you enter your member profile information the first time, you will be able to have your RSVP and Event Registration forms auto fill with your information (no more repetitive typing month-after-month). We have even included an option for you to set-up recurring billing for your yearly membership dues.


Stay tuned for our eblast announcement on how to access the new and improved
R E S O U R C E S web site.




In addition to our new web site, we also needed to update our 25th Anniversary Logo to reflect that we have been serving Southern Nevada HR Professionals for 30 years...The Board voted on some concepts, and a new logo was chosen that incorporates the concepts of Diversity (the varying colors of the spikes), Community Connectivity (the interconnected "3" and "0"), longevity (via a pseudo-infinity symbol, using the rotated and skewed "0" in "30"). Southern Nevada was represented in the overall shape of the seal, along with the gradiated backdrop.


Start looking for the new logo's usage in the coming months. We hope you like the new look!




Our 2009 Combination Mixer and Vendor Fair is being held on
February 19, 2009 at Canyon Gate Country Club. 


Mixer/Vendor Fair Attendees:
$10 Entrance Fee
(includes 2 drinks per person and finger foods!)


5:30 pm - 8:00 pm

Vendor Set Up:
2:00 pm - 5:00 pm

Vendor Take Down:
8:00 pm - 9:00 pm

Prizes will be raffled off at 7:15 pm and winners MUST BE PRESENT TO WIN


Exhibiting Vendors:

Vendors MUST be a current member of SNHRA.
$150 Exhibit Fee for a 6ft. draped table.
Electrical is available at no additional charge.
We have a limit of 30 vendors due to Exhibit Space, so please register today. Vendors must prepay online.

Also, each vendor must provide a $50 raffle prize gift
to be given away at the end of the evening.

Attendees and Vendors, click here to Sign up!

Every person MUST be on the guest list or the guard will not allow you entry.



Congratulations to all of the nominees and winners of the
2008 Best Places to Work Awards!


 Non-Profit/ Government
University Medical Center
Opportunity Village
1st Nevada Federal Credit Union
 Micro 3rd Johnson Jacobson Wilcox
2nd Geotechnical and Environmental Services, Inc.
1st Custom Benefit Consultants
3rd Poggemeyer Design Group, Inc.
2nd Scripnet, Inc.
1st TWI Group, Inc.
3rd Faith Lutheran Jr./Sr. High School
2nd Caltrol
1st University of Southern Nevada
3rd National Security Technologies
2nd The Greenspun Corporation
3rd Hooters Casino Hotel
2nd Palms Casino Resort
1st Harrah's Entertainment




Due to increases in prices for our meeting space and event venue(s), we have had no choice but to increase our local, national, corporate and pre-paid memberships to meet the increased costs.  We know in these difficult economic times, every expense is an important one. We were very careful to make the increase as minimal as possible.


Those of you who are waiting for Renewal notices...This was the holdup.  We needed to finalize the contract with the Gold Coast and get Board Approval on the increases.  You should receive the notices from Denyse shortly.  Please visit for a complete review of the pricing changes. 





The Christmas Party
DATE: December 1st

I'm happy to inform you that the company Christmas Party will take place on December 23rd at Luigi's Open Pit Barbecue. There will be lots of spiked eggnog and a small band playing traditional carols ... feel free to sing along. And don't be surprised if our CEO shows up dressed as Santa Claus to light the Christmas tree! Exchange of gifts among EMPLOYEES can be done at that time; however, no gift should be over $ 10.00 Merry Christmas to you and your family.
Patty Lewis - Human Resources Director


DATE: December 2nd

In no way was yesterday's memo intended to exclude our Jewish employees. We recognize that Hanukkah is an important holiday that often coincides with Christmas (though unfortunately not this year). However, from now on we're calling it our "Holiday Party." The same policy applies to EMPLOYEES who are celebrating Kwanzaa at this time. There will be no Christmas tree and no Christmas carols sung. Happy Holidays to you and your family.
Patty Lewis - Human Resources Director


DATE: December 3rd

Regarding the anonymous note I received from a member of Alcoholics Anonymous requesting a non-drinking table, I'm happy to accommodate this request, but, don't forget, if I put a sign on the table that reads, "AA Only," you won't be anonymous anymore. In addition, forget about the gifts exchange — no gifts will be allowed since the union members feel that $10.00 is too much money.
Patty Lewis - Human Researchers Director


DATE: December 7th

I've arranged for members of Overeaters Anonymous to sit farthest from the dessert buffet and pregnant women closest to the restrooms. Gays are allowed to sit with each other. Lesbians do not have to sit with the gay men; each will have their table. Yes, there will be a flower arrangement for the gay men's table. Happy now?
Patty Lewis - Human Racehorses Director


DATE: December 9th

People, people — nothing sinister was intended by wanting our CEO to play Santa Claus! Even if the anagram of "Santa" does happen to be "Satan," there is no evil connotation to our own "little man in a red suit."
Patty Lewis - Human Ratraces Director


DATE: December 10th

Vegetarians — I've had it with you people!! We're going to hold this party at Luigi's Open Pit whether you like it or not, you can just sit at the table farthest from the "grill of death," as you put it, and you'll get salad bar only, including hydroponic tomatoes. But, you know, tomatoes have feelings, too. They scream when you slice them. I've heard them scream. I'm hearing them right now. Ha! I hope you all have a rotten holiday! Drive drunk and die, you hear me?
Patty Lewis - Human Ratraces Director


DATE: December 14th

I'm sure I speak for all of us in wishing Patty Lewis a speedy recovery from her stress-related illness. I'll continue to forward your cards to her at the sanitarium. In the meantime, management has decided to cancel our Holiday Party and give everyone the afternoon of the 23rd off with full pay.
Terri Bishop - Acting Human Resources Director


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We hope that all of our Members and Friends find the articles contained within R E S O U R C E S  useful in your HR environment.
Many thanks to all of you who responded to our requests
for articles and research for this newsletter.

If you have anything you wish to contribute to the next issue, please do not hesitate to email Barry Lippold at







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Newsletter: December 2008 Issue