Inside: - Society for Human Resource Management

ISSUE 2 | 2012
Inside:
Addressing the Needs of Employees with Disabilities
AK SHRM State Council Represented on Capitol Hill
OFFICIAL PUBLICATION OF THE ALASKA SHRM STATE COUNCIL

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The Alaska Society for Human Resource Management is proud to
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It is strongly recommended that one contact an att orney for counsel
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5 Hello Everyone!
Our enthusiastic Board of Directors is full of ideas and these are some of the tasks and
initiatives we have and will be working on during the year.
5 In Good Company
As we see more daylight and the temperatures turn warmer the ASHRM board is rocking
and rolling.
8 Addressing the Needs of Employees with Disabilities
Regardless of the circumstances, emergency preparedness plans must be fl exible.
Effective practice helps build fl exibility into an agency emergency preparedness
plan and improve the safety and security of all employees.
12 Alaska 2012 — 74th Annual NHRMA Conference
& Tradeshow
We are thrilled to provide you with an update on our planning of the NHRMA
2012 Conference & Tradeshow. This year’s conference is going to bring much
culture and education your way!
13 AK SHRM State Council Represented on Capitol Hill
Nancy Miller had the pleasure to attend the SHRM 2012 Employment Law and
Legislative Conference March 4–7, 2012 held at the Hyatt Regency on Capitol
Hill, Washington D.C.
14 Let’s Make Workplace Flexibility the New Workplace Norm
All would agree that the workforce has changed. Increasingly, employees are
experiencing a time famine, or a feeling of not spending enough time with loved
ones or having enough time for themselves.
15 How a Wart Evaded the US Healthcare System
This is a short story of how a wart evaded the US Healthcare System. There is
no right or wrong qualifi er here — it is just an example of how the same issue
is treated differently in different parts of the world.
18 Student Chapter Makes Big Contributions to Bean’s Cafe
The Student Chapter for the Society for Human Resource Management (SHRM) at
Wayland Baptist University, Anchorage Campus, conducted its 2nd annual “Great
Alaska Idita-Roll” toilet paper drive for Bean’s Café in Anchorage.
ISSUE 2 | 2012 |
3

THEIR COMMITMENT KNOWS NO BOUNDS
NEITHER SHOULD OURS
Alaska Committee ESGR joined Lt. Gov. Mead Treadwell in signing an employer Statement of Support.
Pictured are, Jamie Abordonado PST ESGR, BGen.
Deborah McManus Alaska Air National Guard, Rich Owens ESGR State Chair, and signing, Lt. Gov. Mead
Treadwell. Photograph taken by Chris Nelson, ESGR
The men and women of the Guard and Reserve depend on their
military units, families, and employers for support. Whether serving
our country or supporting those who do... We All Serve.
ESGR DEVELOPS AND PROMOTES A CULTURE IN
WHICH ALL AMERICAN EMPLOYERS
SUPPORT AND VALUE
THE MILITARY SERVICE OF THEIR EMPLOYEES.
WWW.ESGR.MIL 1-800-336-4590
EMPLOYER SUPPORT OF
THE GUARD AND RESERVE

2012 ALASKA
STATE COUNCIL
SOCIETY FOR
HUMAN RESOURCE
MANAGEMENT
DIRECTOR
Patty Hickok, SPHR, GPHR
DIRECTOR ELECT
Vacant
SECRETARY/TREASURER
Patty Billingsley, SPHR, CCP
WORKFORCE READINESS CHAIR
Laurie Becwar, SPHR
MEMBERSHIP DIRECTOR
Kathryn A. Strle, CPA, PHR
DIVERSITY DIRECTOR
Anne Sakumoto, PHR
HRCI LIAISON
Sallie Stuvek, SPHR
COLLEGE RELATIONS
Dr. Dave Rambow
LEGISLATIVE DIRECTOR
Nancy Miller, SPHR
PROFESSIONAL DEVELOPMENT DIRECTOR
Kim McKinley, SPHR
COMMUNICATIONS DIRECTOR
Jeanne Haave SPHR, GPHR
SHRM FOUNDATION DIRECTOR
Karen Zemba, SPHR
JUNEAU CHAPTER PRESIDENT
Jeanna Wittwer
SOUTHEAST ALASKA CHAPTER PRESIDENT
Sonya Conant, SPHR
NORTHERN ALASKA CHAPTER PRESIDENT
Kathryn A. Strle, CPA, PHR
ANCHORAGE CHAPTER PRESIDENT
Kate Young, PHR
PACIFIC WEST REGIONAL DIRECTOR
Karen L. Verrico, CAE
Mission Statement
Hello Everyone!
First and foremost, thanks for giving me the opportunity to serve as
your Alaska SHRM State Council Director for the 2012-2013 period.
Our enthusiastic Board of Directors is full of ideas and these are
some of the tasks and initiatives we have and will be working on
during the year:
• Webinar series continues, with complimentary and HRCI
pre-approved relevant programs
• Workforce Readiness is involved in the launching of When
Work Works: Workplace Flexibility initiative – read more about it in this
newsletter
• College Relations is striving to expand the success of the Wayland Baptist University
Student Chapter (the only active chapter in Alaska) with the other colleges within the
state
• Diversity is busy establishing partnerships – so far, we have partnered with a couple
community organizations to assist with their statewide conferences. Those include the
Alaska Rural Health Conference and Access Alaska Conference
• Communications is hard at work updating our webpage, social media accounts
and ensuring that the newsletters go out on schedule and contain information of
relevance to you
In Good Company
As we see more daylight and the temperatures turn warmer the ASHRM board is rocking
and rolling.
As the new president of ASHRM I am continually amazed at the great things our volunteer
board is doing for the community of Anchorage and want to express my sincere thanks to all
of them for their 2012 commitment. Throughout the years the ASHRM board and volunteers
have built a strong foundation for us to work from - establishing programs, fundraising and
providing educational opportunities for the professionals in the field of human resources
and much much more. This year we have lots of new faces on the ASHRM Board and I am
excited to see where they take us.
Thank you all for your support as members and volunteers of this organization as we continue
to reach out to the community by providing exceptional services and great networking opportunities
for all. Check out our website for more resources at www.shrmalaska.shrm.org. �
Kate Young, PHR, ASHRM President
Alaska SHRM State Council message
Hello Everyone! | continued on page 6
ASHRM president’s message
ISSUE 2 | 2012 |
Patt y Hickok, SPHR, GPHR
Kate Young, PHR
5

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Hello Everyone! | continued from page 5
• Treasury has completed a financial
review with the assistance of an
outside consultant, continues to
formalize processes while giving us the
peace of mind knowing that our books
are in order
• Legislative Affairs already made
contact not only with the SHRM
Legislative Affairs team but also with
our legislators both in Alaska and in
DC –more information is included in a
separate article
• Membership is working on an upcoming
campaign to not only recruit new
members, but maintain a good member
retention rate. Our goal is to be retain
our recently received status as a 2011
SHRM Membership Superstar!
• HRCI Certification is exploring ways
to help members throughout the state
obtain and keep their certification. Over
41% of our members are already certified
and we want to have programs that will
allow you to easily obtain HRCI credits
regardless of where you live
• SHRM Foundation has already devised
goals and creative strategies for
increasing chapter fundraising and
donations
• Professional Development is exploring
ways to have a traveling training to the
major communities, that will be a first
for the State Council
This year is a very special one for Alaska, as
we will be hosting the NHRMA (Northwest
Human Resources Management Association)
Annual Conference from October 1-3 at the
Den’aina Center in Anchorage. We hope to
see you all there! Visit the conference site
at http://www.nhrmaconference.org for
more details.
Remember to bookmark our webpage at
http://alaska.shrm.org and follow us at one
of our social media accounts for relevant
articles, complimentary webinars and training
opportunities and other information of
interest to you on Alaska and other related
and relevant activities.
I look forward to working with all of you and
getting your feedback on how we can better
serve YOU! �
Sincerely,
Patty Hickok
Director, Alaska SHRM State Council
Follow us:
Facebook: /AKSHRMStateCouncil
Twitter: @akstatecouncil
Linkedin: http://tiny.cc/AKLinkedIn

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8
Addressing the Needs of
Employees with
Disabilities
Emergency planning is just as critical for the workplace as it is
for the home. In recent years, the nation, particularly the federal
government, has re-evaluated its approach to emergency
preparedness and response. While significant strides have been
made, much work remains to be done. Research and anecdotal
evidence indicate that such planning, preparedness, response and
recovery efforts often overlook the needs and perspectives of people
with disabilities.
Employers may be hesitant to recruit or retain people with disabilities
due to concerns about securing their safety during an emergency.
Often times this concern is misplaced. Simple planning ahead of
time will ensure the safety of individuals with disabilities during
emergencies.
Job seekers and employees may also have concerns about their safety
during an emergency and thus may be reluctant to seek employment
or work in certain locations due to a fear of being trapped or of
not being accommodated in a dangerous situation. Consequently,
emergency preparedness plans that do not include or adequately
consider the needs of people with disabilities could hinder equal
access to employment.
As federal agency facilities throughout the U.S. continue to improve
their emergency preparedness plans, it is vital that they consider the
needs of all employees, including those with disabilities.
Although Americans enjoy relative
security in their everyday lives, the
threat of emergencies, such as natural
disasters, technological accidents
and acts of terrorism, remains.
Unfortunately, many people and
organizations do not adequately plan for
such situations, usually because of fear
or lack of knowledge about how to do so.
Legal Considerations
Recognizing that everyone, including individuals with disabilities,
should benefit from the same level of safety and security in their
communities and work environments, President George W. Bush
issued executive order 13347, Individuals with Disabilities in Emergency
Preparedness, on July 22, 2004. This executive order directs
the federal government to work together with state, local and tribal
governments, as well as private organizations, to appropriately
address the safety and security needs of people with disabilities.
In addition to this executive order, there are a number of regulations,
codes and guidelines that require federal agencies to address
emergency preparedness of people with disabilities. For example,
federal agencies located in buildings managed by the U.S. General
Services administration (GSA) must have an occupant emergency
Plan (OEP) for all employees, with or without disabilities.
The Americans with Disabilities act (ADA) of 1990 can also impact
emergency preparedness plans. This law, which applies to the United
States Congress, as well as private entities and state and local
governments, prohibits discrimination on the basis of disability in
employment as well as other matters. Providing a reasonable accommodation
to an individual with a disability is a central concept
under the ADA. Emergency preparedness plans should include people
with disabilities, and in order to do so effectively, organizations
need to establish a process to fulfill requests from individuals with

disabilities for reasonable accommodations
they may need in emergency situations. The
Rehabilitation act of 1973, which prohibits
discrimination on the basis of disability in
federal programs or those receiving federal
funds, and in the employment practices of
federal agencies and their contractors, has
similar implications on federal agencies’
emergency preparedness plans.
State and local anti-discrimination laws
provide protections similar to the Rehabilitation
Act and the ADA. In addition, state
and local laws, regulations and ordinances
may impact general access to facilities
as well as emergency planning efforts.
Provisions of these laws that are inconsistent
with federal laws and provide less
protection are likely pre-empted; however,
state and local laws that provide greater
protection or greater access to facilities
are not pre-empted. Such guidance applies
to private facilities in which the federal
government leases space.
For more information on legal considerations
relative to federal government emergency
planning, see Preparing the Workplace for
everyone, a framework of emergency preparedness
guidelines for federal agencies.
Opportunities for Information
Gathering
In addition to this legal guidance, there are
three key opportunities to obtain disability
information that may be critical for emergency
purposes:
• Before Employment Begins: after a
job offer has been made, but before
employment commences, all entering
employees in the same type of position
may be asked disability-related
questions, including whether they
would require assistance in the event of
an emergency and, if so, what type of
assistance would be necessary.
• On the Job: all employees may be asked
to voluntarily self-identify whether they
have impairments that would make
assistance necessary in the event of
an emergency. For those who respond
affirmatively, employers may ask what
type of assistance they would need.
• Employees with Obvious Disabilities:
even if an employer decides not to ask
all employees to voluntarily self-identify
as needing assistance in an emergency,
employees with known disabilities
may be asked whether and what type
of assistance they may need in an
emergency. An employer should not
assume that employees with obvious
disabilities will always need assistance
during an evacuation. However, they
should keep in mind that people with
cognitive or developmental disabilities
may need additional assistance
in determining and articulating
their needs. Generally, people with
disabilities are in the best position to
determine their own needs.
ISSUE 2 | 2012 |
Disabilities | continued on page 10
9

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Disabilities | continued from page 9
It is important to remember that only necessary and appropriate
information regarding emergency needs—not irrelevant
disability-related information—should be shared with safety and
emergency personnel.
Below are suggestions to keep in mind when developing, implementing
and maintaining a workplace emergency plan:
• Ensure that all phases of emergency management consider the
needs of people with disabilities, including varying disabilities
(e.g. vision, mobility, developmental, psychiatric, and hearing).
It is prudent to involve individuals with disabilities at the
planning stage in order to ensure that the needs of individuals
with disabilities are adequately addressed in the plan.
• Obtain support and commitment from senior-level
management. A plan will only be as good as the financial and
personnel resources supporting it.
• Involve key personnel in emergency management activities.
This includes building managers, safety and security
personnel, first responders, managers and the disability
community. It is also beneficial to work with adjacent
businesses and agencies to avoid conflicts regarding
evacuation routes and assembly areas.
• Take into account the building location as well as the flow of
employees and visitors on a typical day. It may also be helpful
to consider the building occupants. For example, is the building
occupied primarily by federal agencies or does it include
private sector organizations as well?
• Define, agree upon and communicate to all necessary staff
the steps for evaluating an emergency and taking subsequent
action. With regard to shelter-in-place, establish plans
that facilitate communication with all staff and visitors,
including those who are deaf or hard of hearing or may have
communication difficulties.
• Ensure that necessary procedures, equipment, signage and
supports are maintaining a workplace emergency plan: in
place to safely evacuate (or get to safety) all employees.
Remember to consider individuals with various types
of disabilities. Talk with employees, other employers,
community-based organizations and local emergency
response personnel to determine the most appropriate
solutions for your workplace and employees. Keep in mind
that no standards are currently in place for evacuation
devices; employers and employees must conduct their own
research in this area.
• Determine appropriate situations for elevator use. Most people
are conditioned to avoid elevators during an emergency.
However, elevators can be used in certain circumstances.
Talk with emergency response personnel to discuss this issue
relative to your workplace.
• Areas of refuge or areas of rescue assistance are a requirement
under the ADA, Uniform Federal Accessibility Standards and
the International Building Code. Such areas are only necessary
in new buildings. Structures with an approved sprinkler system
are an exception and do not require an area of refuge.
• Ensure that all employees and visitors, including those who are
deaf, hard of hearing, blind or have low vision, have access to
the same information in a detailed and timely manner.
While employers bear much of the responsibility for emergency preparedness
planning, employees with disabilities must also take the initiative to ensure their
safety. Employees should not assume plans have or will be put in place for them.
• Develop a support network of several individuals without
disabilities who are willing to assist employees with
disabilities in an emergency.
Finally, practice, practice, practice! Practice is an essential component
of emergency preparedness. It is impossible to prepare
adequately for an emergency without it. Practice regularly, varying
the types of drills. Each drill should be conducted as seriously as
an actual emergency. Practice provides the opportunity to determine
what works and what does not. Planning is an ongoing effort, and
plans and associated documents should never be regarded as final
or complete. They must be evaluated and updated on a regular basis.
While employers bear much of the responsibility for emergency
preparedness planning, employees with disabilities must also take
the initiative to ensure their safety. Employees should not assume
plans have or will be put in place for them.
Regardless of the circumstances, emergency preparedness plans
must be flexible. It is a very real possibility that not everyone who
needs assistance in an emergency has self-identified. In addition,
there may be instances when an emergency exacerbates existing
impairments or creates new ones, affecting an individual’s ability
to evacuate. Effective practice helps build flexibility into an agency
emergency preparedness plan and improve the safety and security
of all employees. �
Reprinted with permission under the public domain policy of the U.S. Department of Labor. This article and additional information
can be found at the U.S. Department of Labor and/or www.dol.gov.

RESOURCES TO ASSIST
Emergency Preparedness and People with Disabilities
Web Page
U.S. Department of Labor (DOL) Office of Disability Employment
Policy (ODEP) Web page that includes resources related to workplace
emergency preparedness, including Preparing the Workplace
for Everyone, a framework of guidelines for federal agencies.
Job Accommodation Network (JAN)
1 -800-ADA-WORK (1-800-232-9675) (V/TTY)
Free, confidential service from ODEP that provides information on
accommodations for people with disabilities and related topics,
including guidance on including employees with disabilities in
emergency evacuation plans.
Interagency Coordinating Council on Emergency Preparedness
and Individuals with Disabilities
Interagency body established to facilitate coordination and
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collaboration among multiple federal agencies regarding emergency
preparedness plans as they impact the issues unique to
individuals with disabilities.
Disability Preparedness Resource Center
Interagency Coordinating Council Web site that provides practical
information on emergency preparedness for people with disabilities,
family members, service providers, emergency planners and
first responders.
Disability.gov
Federal government-sponsored Web portal that provides people
with disabilities, their families, employers, service providers and
others with information about a wide range of disability-related
topics, including emergency preparedness.
For more information on specific state access codes, visit the U.S.
Access Board Web site. �
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ISSUE 2 | 2012 |
11

12
October 1-3, 2012 – Dena’ina Civic & Convention Center - Anchorage, AK
We are thrilled to provide you with an update on our planning of the NHRMA 2012 Conference & Tradeshow. This years conference is
going to bring much culture and education your way!
The Programs Committee has selected three Keynote Speakers that are promised to deliver meaningful content and are packed with
high value entertainment. We’re thrilled to have found three speakers who promise to deliver just that.
Opening General Session — Martin Buser
Martin Buser is a three-time Iditarod champion. Buser
began mushing at age seventeen in Switzerland. In 1979,
Buser moved to Alaska to train and raise sled dogs full
time. His training operation, Happy Trails Kennels, is
located in Big Lake, Alaska.
He entered his fi rst Iditarod in 1980, and has run every race since
1986, his third Iditarod. He is the runner-up for fastest fi nish time
in Iditarod history; his team completed the 2002 race in 8 days,
22 hours, 46 minutes, and 2 seconds.
Tuesday’s General Session — Father Oleksa
Cultures are “ways of seeing.” Rev. Dr. Michael Oleksa’s
presentations are devoted to a discussion of cultures
and how they effect us all, how our own culture focuses
on certain aspects of reality and neglects others.
He speaks internationally on how cultures infl uence the way we
understand each other and how to deal with this in a reasonable
and appropriate way.
Wednesday’s General Session — Diana Jordan
Speaker and veteran stand-up comedienne, Diana Jordan
has been entertaining audiences for over twenty
years. When Diana appeared on Oprah for the fi rst
time, Oprah Winfrey selected her as “One of the funniest
people on the planet,” right alongside Jerry Seinfeld, Robin
Williams and Bill Cosby.
The Programs Committee has also been busy reviewing workshop
proposals and have narrowed down the fi nest, to make this one
of the most valuable conferences yet. This year’s agenda will offer
something for everyone, by sharing the best practices in the
following topic areas:
Employment Law & Legislation
Strategic Management
Total Rewards
Organizational Effectiveness & Talent Development
Workforce Planning & Employment
Get closer to recertification. Obtain up
to 11.75 HRCI Pre-approved credits by y
attending the NHRMA 2012 Conference,
Up to 11.75 General, up to 10.5 Strategic
and up to 3.75 International !!!
The Social Committee is organizing an evening
event at the Anchorage Museum that will ll
be enjoyable and educating!
Tuesday, October 2nd 6:00 pm – 9:00 pm
After a full day of meetings, unwind by getting to know what
makes this state so special. Enjoy a casual night with your colleagues
where there’s plenty of art and exhibits to inspire, impress
and teach you.
Local artisans will be on hand to display their works in our own
private Alaskan Native Art Marketplace. Savor delicious hors
d’oeuvres while you browse their hand-made jewelry and crafts
and possibly even purchase a few souvenirs. Spend some time
viewing the exhibits in the 2nd fl oor gallery devoted entirely to
Alaska’s history and ethnology. Learn about the skills and materials
employed by different cultures to hunt, dress, dwell and
survive in often unforgiving environments – it’s truly fascinating.
Other interesting topics include whaling, the Gold Rush, and the
destructive 1964 earthquake.
Visit www.nhrmaconference.org to view the latest developments,
join our conference email list or to become a fan of our NHRMA
Facebook page.

AK SHRM State
Council Represented
on Capitol Hill
Nancy Miller, SPHR, Legislative Affairs Director, Alaska SHRM State Council
I had the pleasure to attend the SHRM 2012 Employment
Law and Legislative Conference March 4 – 7, 2012 held at
the Hyatt Regency on Capitol Hill, Washington D.C. As the
Legislative Director, I was very proud to represent the Alaska
SHRM State Council at this very exciting annual event.
To kick off the conference, the State
Council Legislative Directors met on
Sunday for a half day session. We
spent time reviewing important issues
affecting the Human Resource profession.
We also received information and
resources to assist us in our State Council
positions. Since this is my first year as
Legislative Director, I found this session
particularly helpful. Dinner followed at
Art & Soul Restaurant attended by SHRM
Chair, Jose A. Berrios and SHRM President
and CEO, Hank Jackson. Both acknowledged
the importance of our volunteer
work and expressed their appreciation of
all volunteer efforts by SHRM members
throughout the country.
SHRM’s Michael P. Aitken kicked off the
Monday opening general session with a presentation
titled “The Washington Outlook:
HR Public Policy in a Season of Political
Discontent.” Other key note speakers included
a half-dozen members of Congress
to share their perspectives with SHRM attendees
on a variety of issues ranging from
employer-provided educational assistance,
health care reform, the Government’s role
in today’s workplaces and the monumental
challenges confronting the country involving
the debt, national security and the lack
of “compromise” on Capitol Hill.
The two days of concurrent sessions covered
a wide range of important issues affecting
the HR community. Topics included the
EEOC, The Obama NLRB, Social Media,
America’s skill gap, a DOL update, Flexible
Workplace, Health Care Reform, ERISA, and
the OFCCP Agency. I was impressed with the
high quality of sessions and their current
applicability to our industry. The biggest
problem I faced at the conference was picking
which session to attend!
You can count on SHRM to be sure our
evenings are filled with exciting events as
well. Networking opportunities included
a spectacular evening at the Smithsonian
National Museum of the American
Indian. The next evening SHRM hosted a
fun filled Super Tuesday Watch Party to
follow the GOP primaries and caucuses in
10 states including Alaska! The evening
included games and prizes. Where better
than Washington D.C. to experience election
year activities!
On Wednesday, we were able to exercise
our lobbying skills with a visit to Capitol
Hill. The morning began with breakfast in
the Kennedy Caucus Room in the Russell
Senate Office Building. I then joined approximately
200 of my fellow HR colleagues
with our visits to advocate in support of
Section 127 employer-provided educational
assistance and support for a House and
Senate joint resolution designed to rescind
the NRLB’s “quick election” rule. I was very
excited to begin my day by visiting with
Senator Lisa Murkowski and her staff.
Senator Murkowski was very attentive and
helpful. My other visits included the offices
of Senator Mark Begich and Congressman
Don Young. I was impressed with their
staff’s knowledge and professionalism
relating to our issues.
This was a visit I will never forget. I could
feel the energy and excitement of Washington
D.C. where history comes to life. I am
very excited to represent the Alaska SHRM
State Council this year as the Legislative
Director! I would like to invite all of you
to learn more about the SHRM’s Advocacy
efforts and the “A-Team” by visiting www.
shrm.org/advocacy. Join the “A-Team” and
make a difference! �
ISSUE 2 | 2012 |
13

14
Let’s Make Workplace Flexibility
the New Workplace Norm
Lisa Horn, co-leader, SHRM Workplace Flexibility Initiative (www.shrm.org/workfl ex)
All would agree that the workforce has changed. Increasingly,
employees are experiencing a time famine, or a feeling of not
spending enough time with loved ones or having enough time for
themselves.
There are now four generations in the
workforce and four in five of all employees
who are married are in dual earner
couples. One of every five employees currently
provides elder care and this number
will increase dramatically to almost half of
the workforce over the next several years.
And, it is no surprise that employed men
are experiencing more work-life conflict
than in the past.
The workplace is also undergoing important
transformations. The global marketplace
runs on a 24-hours-a-day, 7-days-a-week
economy, and technology has enabled greater
mobility for organizations. The current
economic situation has increased employee
stress levels, and surveys suggest turnover
is set to increase as the economy improves.
For far too long, however, a structural mismatch
between the needs of the 21st century
workforce and the norms of the 20th century
workplace has prevailed. Now more than
ever, it is important for HR professionals and
their organizations to identify strategies to
support the work-life needs of employees to
improve engagement and morale, increase
productivity, retain top performers and,
ultimately, improve business performance.
In 2011, the Society for Human Resource
Management (SHRM) partnered with the
Families and Work Institute (FWI) to deliver
workplace flexibility research, education,
and best practice information to HR professionals
to help them implement flexible work
environments. This partnership also made
When Work Works (www.whenworkworks.
org), a nationwide initiative to create more
effective and flexible workplaces for the 21st
century, a joint project of SHRM and FWI.
Working with over 20 community partners
across the country, When Work Works provides
education on the business benefits of
flexibility and shares research and information
on effective and flexible workplace
practices. By leveraging SHRM’s network of
chapters and state councils going forward,
the goal is to integrate this important
initiative in even more communities and
states, expanding the reach to influence
even more organizations.
The centerpiece of the When Work Works
initiative has been the Sloan Award for
Excellence in Workplace Effectiveness
and Flexibility, a nationally recognized
award for organizations that are using
workplace flexibility as part of their business
practice. Winners of this prestigious
award have been selected through a rigorous
application process that incorporates
employer and employee surveys. Sloan
Award winners represent employers that
are making work “work” better for both
the bottom line and for employees.
WithinReach, a health and nutrition referral
non-profit in Seattle, Wash., is a great
example of an organization making work
“work” better. A six-time Sloan Award
winner, WithinReach’s workplace reflects
its focus on health and families, offering
a good fit between work and home. New
parents can ease back into their work
schedules by bringing their babies into the
office with them. Reduced and compressed
workweeks are also available for the organization’s
32 employees. WithinReach
offers grandparents the same options it
gives mothers and fathers, and welcomes
them to bring newborns and older grandchildren
to work. The organization keeps
a cabinet stocked with books, toys, puzzles
and art supplies for kids and responds to
staff members’ needs to work at home
when there’s an illness in the family or a
shortened school day.
These are exactly the promising and innovative
practices When Work Works seeks
to uncover. By highlighting these effective
and flexible strategies – that not only help
employees meet their work and life demands
but also help organizations achieve business
results – we can help make workplace flexibility
the standard way of working in the
United States. �

Alfred P. Sloan
Awards for
Excellence
in Workplace
Effectiveness and
Flexibility
About the Sloan Awards
GLOBAL HR TIDBITS | Patty Hickok, SPHR, GPHR
The Sloan Awards are part of When Work
Works, a research-based initiative to highlight
how effective and flexible workplaces
can yield positive business results and help
employees succeed at work and at home.
When Work Works is a joint partnership between
Families and Work Institute and The
Society for Human Resource Management.
Click here to see 2011 recipients.
It is a site-based award. For employers with
more than one location, it is the local worksite
that applies for the award. Separate
applications may be submitted if multiple
worksites wish to be considered.
Worksites located in one of the participating
When Work Works partner communities or
states should select that community when
registering to apply. An employer that does
not have a worksite located in one of the
How a Wart E vaded the
US Healthcare System
“It’s a wart!” said my husband when I asked him what something
tiny that I felt on my upper arm was. I immediately wanted it
gone and debated whether to go to the doctor or not. Based on
past experience, I thought the process for this 3mm wart was going
to go along these lines: I would go to my doctor, who would
then refer me to a specialist, who would then schedule a time to
remove it, send it for a biopsy, schedule a checkup to ensure all
was good…and even with insurance, I realized this would cost me
at a minimum several hundred dollars in co-pays and deductibles.
I decided to wait.
Shortly thereafter, I went to México to visit my family. Even though
I have been in the US for 17 years, I still get the reverse culture
shock when I go home. My mom and I were running some errands,
and she saw a doctor’s office and thought he could possibly help
me. We stopped by and the first surprise was to see the receptionist,
participating communities may apply as
an “other” applicant. Note that the final
deadline for at-large applications is April 16,
2012. However, the application deadline in
some partner communities is earlier. Please
check the deadline for the community where
your worksite is located.
All applicants will receive a Sloan Award
Benchmarking Report on Workplace Effectiveness
and Flexibility comparing their
employer and employee responses to other
award applicants and winners, and to nationally
representative samples. Winners
will be profiled in the annual Guide to Bold
New Ideas for Making Work Work. �
http://www.whenworkworks.org/
sitting at a desk with no computer - just a little notebook and a pen
to write waiting patients’ names. Fortunately, there was nobody
waiting to be seen and she waived us right in. The doctor took a
quick look, called the receptionist in and she quickly numbed the
area with an injection and using some tool (I had my eyes closed)
removed the wart. The doctor was just sitting there chatting with
my mom the whole time while the receptionist performed the “procedure.”
When we were done, the cost was $300 pesos ($23.66 USD)
payable in cash (no credit cards accepted). We said goodbye and
left. At no point during the process was I asked my name, medical
history nor any of the information we get asked when we go
to a doctor here. The whole ordeal took less than 5 minutes, from
arrival to departure. There is no right or wrong qualifier here –it
is just an example of how the same issue is treated differently in
different parts of the world. This is just the short story of how a
wart evaded the US Healthcare System. �
ISSUE 2 | 2012 |
15

16
2012 Anchorage Chapter (ASHRM)
Board Members
OFFICERS
Kate Young, PHR, President ...................................................907-723-0962
Molly Webb, PHR, President Elect ........................................ 907-350-3461
Heather Kinzie, SPHR, GPHR, Past President .......................907-334-5828
Nancy Miller, SPHR, Senior Advisor ...................................... 907-243-5660
Kathryn Mize, Secretary
Jeanne Haave, SPHR, GPHR, Treasurer ................................ 907-339-6616
Mary Hilcoske, SPHR, CLM, Co-Treasurer ............................ 907-264-4520
Cara Fox Fairbanks, SPHR, CWPM, VP Membership .........907-336-4884
Barbara Burke, Co-Vice President Membership ...................907-770 4103
CORE LEADERSHIP AREA DIRECTORS
Karen Williams, SPHR, Diversity ........................................... 907-212-6066
Nancy Miller, SPHR, Workforce Readiness Director ........... 907-243-5660
K Michael Ward, SPHR, GPHR, Government Aff airs Director .907-277-1616
Bonnie Dorman, College Relati ons Director ........................907-244-4383
Brandi Salas, PHR, Educati on & Certi fi cati on Director ....... 907-929-9217
Rose Pisciott a, SPHR, Educati on & Certi fi cati on Co-Chair ... 907-777-3489
Karen Zemba, SPHR, SHRM Foundati on Director ................907-777-8226
COMMITTEES
Patt y Hickok, SPHR, GPHR, Programs .................................. 907-602-5129
Carrie Grice, PHR, Hospitality ............................................... 907-277-6677
Rob Morris, SPHR, GPHR, Awards & Recogniti on ............... 907-346-2101
Teresa Block, PHR, Community and External Relati ons ..... 907-339-8619
Janice Wilson, PHR, Community and External Relati ons Co-Chair
Bethany Ordway, Webmaster .............................................. 907-229-8143
Christi ne McAlpine, SPHR, GPHR, Webmaster Co-Chair ...907-868-8204
Andrew Brown, SPHR, Public Relati ons ............................... 907-240-1332
Patt y Huston, PHR, Sponsorship & Exhibitor ....................... 907-339-8613
Christi na Bloom, AIRS CIR/CDR, PHR,
Sponsorship & Exhibitor Co-Chair ......................................... 907-301-2364
Sarah Amundson, PHR, Volunteer Coordinator ..................907-646-2282
2012 Southeast Alaska Chapter
Board Members
Jeanna Witt wer, PHR, Chapter President .........................(907) 463-7154
Kelly Mercer, PHR, Past Chapter President ........................... (907) 586-0227
Lisa Purves, PHR, Treasurer/Secretary .....................................(907) 790-5154
Michelle Zenger, SPHR, Treasurer/Secretary ........................ (907) 789-8194
Vicki Tomal, Membership/Diversity Chair ....................... (907) 586-9134
Joan Cahill, SPHR, Website/Communicati ons Chair ......... (907) 796-1541
Michelle Zenger, SPHR, Legislati ve Aff airs Chair ..............(907) 723-2809
2012 MAT-SU Chapter
Board Members
Sonya Conant, SPHR, President ................907-746-7432 | 907-982-6858
Stephanie Atkinson, PHR, Secretary .................................. 907-352-1200
Angela Stein, SPHR, Treasurer .................. 907-376-2411 | 907-352-3201
Kelli Lee, Communicati ons Director ....................................907-273-9215
Marshall Watson, Legislati ve Director ............................... 907-761-6707
Tamika Ledbett er, Workforce Readiness Director ............. 907-352-2518
Alice Williams, PHR, College Relati ons Director .................907-761-1302
Kathy Westcott , Membership Director ..............................907-745-3606
Angela Camos, Programs Director ......................................907-632-4909
Patricia Von Ah, SHRM Foundation Director....907-276-2515 | 907-339-3434

����
2012 Northern Alaska Chapter
Board Members
Kathryn A. Strle, CPA, PHR, President/Membership Chair ...907-459-7512
Sallie Stuvek, SPHR, Legislati ve Representati ve .................907-459-1187
Teresa Brand Sharpe, PHR,
Secretary/Certi fi cati on Representati ve ...............................907-458-5740
Marianne Guff ey, PHR, Diversity Advocate ....................... 907-452-1751
Debra Hagen, PHR,
SHRM Foundati on Representati ve .............................907-452-2000 x387
Terri McFarland, VP Programs ...........................................907-459-1396
Marty Hasner, Treasurer/Newslett er Chair ........................ 907-459-7517
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Are you and your employees looking for
other choices to Voluntary Benefi ts?
Ask us how we can help.
201 E 54TH AVE., SUITE 201
ANCHORAGE, AK 99518
(907) 770-2800 (OFFICE)
(800) 655-6656 (OFFICE TOLL FREE)
(907) 770-2838 (FAX)
TMACK@MYEXCEL.COM
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ISSUE 2 | 2012 |
17

18
Student Chapter Makes Big
Contributions to Bean’s Cafe
The Student Chapter for the Society for Human
Resource Management (SHRM) at Wayland Baptist
University, Anchorage Campus, conducted its
2nd annual “Great Alaska Idita-Roll” toilet paper
drive for Bean’s Café in Anchorage.
The drive was conducted in conjunction with the Great Alaska
Iditarod sled dog race to Nome. The Student Chapter’s Idita-
Roll drive sought to gather a roll of toilet paper for every mile
to Nome (975 miles). The Idita-Roll drive produced over 4500 rolls
of toilet paper for Bean’s Café.
Bean’s Café, a non-profit organization, uses over 28,000 rolls of toilet
paper a year in support of its mission. Bean’s provides meals and
Join One of the Top Christi an
Colleges and Universiti es
The Anchorage Campus off ers four academic
programs for working professions focused on
Business Management with an emphasis on
Human Resource Management
Associates of Applied Science degree
Bachelor of Applied Science degree
Master of Management degree
Master of Business Administrati on degree
For more informati on call 907-333-2277
www.wbu.edu
shelter to people in need. Additionally,
Bean’s provides direct assistance and
referral for people seeking employment,
transportation, housing, medical,
legal, alcohol or drug rehabilitation
and educational opportunities.
The Student Chapter leadership
expressed their thanks to Hope
Community Resources and to the
Anchorage Chapter of SHRM for
their involvement and contributions
to this drive . In February 2013, the
Student Chapter will once again “hit the trail” for the 3rd annual
l to r: Brittany Sogge, chapter secretary;
Patrice Chandler, chapter treasure; and
Jeanne Fox, chapter vice president
Great Alaska Idita-Roll drive. Organizations interested in participating
should contact Dr. Dave Rambow at rambowd@wbu.edu. Dr.
Rambow is the Student Chapter Faculty Advisor. �
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Lori Stoddard, Advertising Sales
801.746.4003 | lori@thenewslinkgroup.com

OCCUPATIONAL HEALTH
AND SAFETY SERVICES
Beacon was developed with your business in mind. From on-site requirements and examinations
to drug screen collections, to medical and safety staffing, Beacon brings quality health and safety
services to your workplace.
Beacon understands the demands placed upon businesses today and
our goal is to assist them in providing a safer, healthier environment
for their employees. We provide high quality, convenient, market
competitive medical, occupational health, drug and alcohol, training
and safety services to all size employers. Our focus is on providing
comprehensive professional services to organizations requiring assistance
with development, implementation, and maintenance of required
health and safety needs.
Our medical providers, staff, and professional service employees all are dedicated
to our mission of providing the best health and safety response for
your workforce. Our team is flexible to fit any of your needs and facilitate
solutions while providing the best value for your company.
We invite you to contact us directly to discuss your organizations medical and
safety needs!
• on-site medical support rt
• occupational health
• drug and alcohol testing ting
• case management
• safety services
• training
907-222-7612
www.beaconohss.com
ISSUE 2 | 2012 |
19

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Alaska SHRM State Council
P.O. Box 242403
Anchorage, AK 99524
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PRSRT STD
U.S. POSTAGE
PAID
SALT LAKE CITY, UT
PERMIT NO. 508
This magazine is designed and published by Media Communicati ons Group | 801.746.4003
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