HR Focus
May, 2006 -- Contents
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Upcoming Events
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Conference
Highlights:
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Articles
of Interest aka News You Should Use
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TMHRA archives HTML versions of previous newsletters.
| March 2004 | May 2004 | |
| July 2004 | September 2004 | November 2004 |
| March 2005 | June 2005 | August 2005 |
| December 2005 | February 2006 |
PRESIDENT’S MESSAGE
We just finished with our Mid-Year Conference in San Antonio, which was a huge success and a lot of fun! I hope all of you who were there enjoyed it as much as I did. On the last day, I had to face the reality that I’m more gold than I probably want to admit. I really thought I had more orange in me, but that ended up being my lowest color group! (ha! ha!) For those of you who don’t know what in the world I’m talking about, you missed a great session by True Colors. All of the sessions were thought provoking, and I left feeling refreshed and ready to move forward with my life’s roadmap. I’m also very excited that we had 25 first-time attendees! Thanks to our Programs Chair, Bonita Hall (a true orange), and her committee for the awesome job they did on this year’s conference! Thanks also to all of our sponsors for their support!
We have a break for the summer months, but get ready for another great seminar in September. The Employment Law Seminar will be held at the South Shore Harbour in League City. The TMHRA Board decided that we will not hold a formal session at this year’s TML Annual Conference; however, we will still have the business meeting. Check out the calendar for all of our upcoming events!
In April, a small group from TMHRA hosted a reception at the 2006 IPMA-HR Southern Region Conference in Chattanooga, Tennessee, to promote next year’s event in Texas, which TMHRA is sponsoring. We had a Texas size spread of food and drinks, with plenty of great door prizes and giveaways of items from Texas (Mary of Puddin Hill chocolates, Messina Hof wine basket, Moody Gardens gift pack, beef jerky, items from Luckenbach, etc.). Willie Nelson and George Strait music played in the background, and George Mones, TMHRA Vice President, led the group in a fun and unusual trivia game on George W. Bush. I have to admit, I wasn’t sure what the reaction would be to throwing politics in the midst of a large group, but it turned out to be a fun time for all! Thanks to the group who made the trip with me - George Mones (Mesquite), Lauren Safranek (Frisco), Barry Robinson (Greenville), and Priscilla Wilson (Garland). And of course, special thanks to Lonne Parent-Smith (TML Affiliate Services Coordinator) for her hard work in handling the menu, preparing a promotional poster, and all of the other details for this trip that made it easy for us and such a great event for those who attended. The conference next year will be at the Moody Gardens Resort in Galveston on May 16-18. This will be an event you will not want to miss! City, county, state, and federal HR professionals will be joining us from Alabama, Arkansas, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Virginia, and of course, Texas. The festivities will begin on Tuesday evening with a reception, and the last session will be that Friday around noon. So make plans now to attend!
I encourage you to stay involved in TMHRA! If you have any suggestions or desire to serve in some capacity, please let me or any of the TMHRA Board members know. Thanks, and enjoy your summer!
Melanie Caballero, SPHR
TMHRA/IPMA-HR President
Human
Resources Director
City of Bryan
UPCOMING EVENTS
EMPLOYMENT LAW SEMINAR
Knowledge Is Your Edge
September
14-15, 2006
South Shore Harbour – League City
The primary focus of the seminar will be to discuss and review the current employment issues facing municipal governments, including hostile work environment harassment; FML, ADA, and how they intertwine with workers’ compensation; and GASB 45.
The presenters include Elizabeth Provencio, Associate Attorney, Denton, Navarro, Rocha and Bernal, P.C., who will discuss hostile work environment harassment; George Hyde, Associate Attorney, Denton, Navarro, Rocha and Bernal, P.C., who will discuss conducting internal investigations; Bettye Lynn, Partner, Lynn Pham and Ross, LLP, who will provide an update on public sector legal issues; and Julie Ross, Partner, Lynn Pham and Ross, LLP, who will discuss how ADA, FML, and workers’ compensation intertwine. William McKamie, Partner, William C. McKamie, P.C., will present an EEOC Update; and Bob Scott, Assistant City Manager and Chief Financial Officer for the City of Carrollton, will discuss pending rule changes in GASB 45.
This seminar is designed to provide human resource professionals, managers, and supervisors with the tools necessary to maintain workplaces that are in compliance. It will also heighten your awareness of legal issues surrounding the workplace and how you can avoid costly mistakes.
The value of attending this seminar is too great to fully explain — you simply must attend!
For a complete list of educational events, click on www.tml.org/ed_calendar.html
MARK YOUR CALENDARS NOW!!!
CONFERENCE HIGHLIGHTS
Nuts and Bolts of Human Resources in the Public Sector:
Discovering the Fundamentals
April 7, 2006
Texas Municipal Center - Austin
By Don Byrne, Director of Human Resources, City of Odessa
Kim K. Scofield, CRM, Government Information Analyst, Texas State Library, Austin, led off a day full of valuable information to a full-capacity audience at the TML office. Ms. Scofield’s presentation was “Records Retention and Open Records Issues for Human Resources.” She covered the current laws and administrative rules, as well as the state’s record management program and good files management. In addition, other topics of discussion regarded personnel records, protection of records, policies and procedures, and communications plans.
Victoria Huynh, Assistant City Attorney III, City of Plano, gave a very informative presentation on “FLSA: New White Collar Exemptions.” Discussion topics included a review of the new regulations, which became effective August 23, 2004; FLSA requirements and exceptions; tests for exempt status; and the five types of job duties tests. Also highlighted were police, firefighters, and other first responders, collective bargaining agreements, and safe harbor provisions.
A second presentation by Ms. Huynh was on “ADA/FMLA/Workers’ Compensation—The Dynamic Trio.” Each aspect of the trio was discussed, and practical solutions were presented when the three “mixed” concerning several scenarios.
Following a wonderful lunch, the afternoon was devoted to “Laws Unique to HR in the Public Sector,” presented by Shelia Gladstone, Attorney, Austin. Ms. Galdstone’s engaging manner was not only informative, but also entertaining. She thoroughly covered Federal and Texas Laws and how they differed between public sector employers and private employers. Considerable time was devoted to whistleblowers, elements of a whistleblower claim, and recent clarifications. Other topics of discussion included:
- Constitutional Claims (1st, 4th, 5th, and 14th Amendments)
- Common Errors on Wage and Hour, Comp Time, and Overtime
- Civil Service/Grievance Hearing
Developing Competencies for
Human Resource Success (HR)
April 17-21, 2006
City of Carrollton Service
Center – Training
Room
The annual IPMA Certification Training was held in Carrollton, Texas, on April 17-21, 2006, at the City’s Service Center Training Room. Ali Aldaz, HR Manager with the City of Carrollton, performed the training and facilitation for 10 participants from around the State of Texas. The four-day training and examination emphasized IPMA – HR’s 22 competencies focused on the four key IPMA-HR roles: HR Expert, Business Partner, Change Agent, and Leader.
Ms. Aldaz, always an entertaining trainer, led the group through a wide variety of exercises and discussions to illustrate the key competencies required for HR success in the public sector. Although we don’t have the exam results, the most rewarding result was the opportunity to network and establish key relationships with other municipal professionals. Ideas on HR strategies and training programs were exchanged among the HR folks, as well as discussions for possible future partnerships on new training initiatives unique to the public sector.
TMHRA Mid-Year Conference
It’s
Showtime
Setting the Stage that Leads to Professional Growth
May 17-19,
2006
St. Anthony Hotel, San Antonio
By Don Byrne, Director of Human Resources, City of Odessa
This year’s Mid-Year Conference was a real showstopper, and it truly set the stage that will lead to professional growth for all who attended. Keith Lowry, President/CEO of Keith Lowry Seminars, Inc, Arlington, lead off the conference with an outstanding presentation, “Where Am I Going? Rediscovering Life’s Roadmaps.” In a lively presentation, Mr. Lowry discussed the value of roadmaps for our lives, as well as for road trips. He emphasized that, “If you want to be happy with the house you build, you’ve got to be in charge during construction.” He used several key Covey principles as reminders of how to re-connect with what drives us and keeps us from reaching our full potential.
The second day began with another high-energy, thought provoking presentation, “Leadership That Makes a Difference,” by Bob Norton, Norton Development Group, Tennessee. He outlined leadership roles and the levels of performance by the only unlimited resource—people. His goals included “To Grow,” “To Have an Excellent Time,” and “To Lead Better.” He gave the participants seven Levers That Produce Lasting Change. Lastly, he pointed out that people are not owned. We rent their behavior.
Next, Don Grimme, GHR Training Solutions, Tamarac, Florida, gave a two-and-a-half hour seminar on “Rekindling Organizational Loyalty: Motivating and Retraining Quality Employees.” He emphasized the importance of day-to-day benevolent treatment of employees to elicit both outstanding performance and organizational loyalty. He shared the secrets of the most successful employers and showed that classical motivation theory is linked to recent landmark studies and provides the foundation for immediately applicable techniques to attract, retain, and motivate employees.
A fitting wrap-up of this conference was an audience participation session by a team from True Colors, Santa Ana, California. Their presentation, “True Colors: Valuing Differences…Creating Unity,” familiarized attendees with the concept that every person has a distinct personality style with its own set of needs, values, joys, and strengths. This “Edutainment” program assessed the audience and put each person into a “color” group according to personality styles, values, needs, etc., and each group made presentations to the other groups.
Special recognition goes to Bonita Hall and her Programs Committee for planning and executing such an informative, and also a most entertaining, conference.
(back to top)TMHRA SPONSORS
AIG Valic
Automatic Data Processing, Inc. (ADP)
Denton,
Navarro, Rocha & Bernal, P.C.
First Financial Capital Corporation
Great-West
Life & Annuity
Holmes Murphy & Associates
ICMA Retirement Corporation
McGriff, Seibels and Williams of Texas, Inc.
Public Agency Retirement
Services (PARS)
Taylor, Olson, Adkins, Sralla & Elam, LLP
Texas Municipal
Retirement System
The Waters Consulting Group, Inc.
ARTICLES OF INTEREST aka NEWS YOU SHOULD USE
New Look to Come!
TMHRA is in the process of having a fresh new look for the TMHRA Web site and newsletter. You will still have the option to view the newsletter in its current format, but as an added bonus, the newsletter will also be available in PDF format. Keep you eyes open for the changes to come!
Sample Policy Handbook
We apologize for the delay in providing this to the membership. Once it is posted on the TMHRA Web site, members will be notified via e-mail.
D-O-C-U-M-E-N-T
Excerpted from Utah Employment Law Letter,
written by attorneys at
the law firm of Wood Crapo LLC
by Mary Anne Q. Wood
Whenever you go to a program on employment law, the presenters probably emphasize the importance of documentation. But you need to know when and how to document.
Employers need to do a better job of training supervisors in the proper documentation of workplace events. Also, well-advised employers should have simple and easy-to-use tools to assist in documentation.
One of my clients has a form that can be used by supervisors to document. It is preprinted in triplicate so that a supervisor can write down what occurred and can provide a copy to the employee, another to human resources, and keep a copy in the supervisor's file. The form is called an Event Record and has a place to check for positive or negative events, to write a brief description of the event, and for the supervisor and the employee to sign.
This simple tool makes documentation a less daunting task. The following is a brief summary of why and how to document using such a tool.
Daily.
Or as often as necessary. Documentation should not be reserved for culminating events that lead to firing or other discipline. Instead, it should be made as often as necessary for a supervisor to stay on top of minor problems in the workplace that, if not corrected, could lead to a significant problem. For example, employees who are consistently a few minutes late to work or back from lunch or breaks or leave early may not initially appear to have a problem. But if a supervisor monitors those small problems, she can help the employee correct tardiness issues early, before they become a burden on the employer or a basis for firing.
Cumulative. Documentation should be cumulative. Often, supervisors wait until their patience is tried before issuing any form of discipline. Regular documentation that establishes a pattern of conduct, such as absenteeism, tardiness, barely missing productivity guidelines, and so forth, may not seem important in an isolated incident, but can be shown to be significant if documented on a regular basis. Similarly, employees who are quiet but regularly assist others, are timely and conscientious, may be overlooked for workplace awards or other recognition, but their consistent pattern of productive behavior should be noted in their files and be available when it comes time for employee evaluations or a promotion.
Uplifting and positive as well as negative. Documentation should be uplifting and positive, as well as negative. A supervisor who sees and acknowledges good, consistent performance will have a better workforce. Many times, supervisors are so busy with the few bad apples that they forget about the good ones. Regular acknowledgment of good behavior reinforces that behavior in the entire work group.
Management tool. Documentation is primarily a management tool. Often when documentation is discussed, it is in the context of defending an adverse employment action or in a lawsuit. While good documentation certainly assists employers in defending their job actions, that is not the primary reason for regular documentation. The primary reason for documentation is to manage and direct positive employee conduct and correct misconduct.
Evaluation. Regular, consistent documentation is an outstanding tool for annual employee evaluations or performance appraisals. Too often, annual appraisals are done based on the last event that the supervisor remembers, because he hasn't kept sufficient records to review an employee's performance over an entire year. If a supervisor has kept effective documentation of an employee's performance, he is better able to prepare an accurate evaluation to justify the evaluation that the employee receives.
Notice. Regular documentation that is shared in the manner suggested by this article provides notice to the employee of conduct in the workplace that has both a positive or negative impact on co-workers. To the extent that the documentation points out negative behaviors, early identification and notice to the employee that behaviors need to be corrected will cause a conscientious employee to improve her behaviors and will identify employees who are not willing to change negative behavior.
Truthful. Documentation is not helpful unless it is truthful. It also needs to be factual and accurate. Supervisors should describe the behavior but not draw conclusions. For example, if a cashier's till was short $10 on a given day, the documentation should state "cash drawer short $10," not "this employee is a thief." Supervisors should practice unemotionally describing the positive or negative events that occur and any impact on the work group, while avoiding inflammatory language or exaggeration. For example, it is much better to state that the employee was 10 minutes tardy on identified dates than to say that the employee is always late or doesn't care about his job or the impact of the tardiness on the work group.
Consistent, regular, factual documentation is an important management tool to direct workplace behavior as well as a significant resource should the employer face litigation.
The above article was contributed by UTAH EMPLOYMENT LAW LETTER. The contents of Utah Employment Law Letter are intended for general information purposes only and should not be construed or relied upon as legal advice or a legal opinion on any specific facts or circumstances. Anyone needing specific legal advice should consult an attorney.
Reprinted with permission
from Utah Employment Law Letter
www.HRhero.com
Copyright 2006 M. Lee
Smith Publishers LLC.
Avoid the Summertime Blues – How to Manage During the Vacation Season
Summertime and the living is easy…or is it? For managers, the summer season can be stressful, especially when they and their key employees are planning vacations. Work still needs to get done, despite everyone’s desire for time off.
At times, it can be tempting for managers to cancel their vacations and encourage employees to do the same. However, experts warn against these actions. Psychologists and HR professionals agree that taking time to rest and refuel is vital to a person’s health and well-being.
In the Career Journal article “Canceling a Vacation Can Cost You Dearly,” Wall Street Journal columnist Sue Shellenbarger stresses the importance of getting away from the office. “If you are considering canceling a vacation, and if you have a choice in the matter, don't do it,” said Shellenbarger. In her article, she references a 14-year study of 12,866 men, published in the journal Psychosomatic Medicine, which found annual vacations sharply reduced the risk of death among middle-aged men. Similarly, a 20-year study of 749 middle-aged women by the Centers for Disease Control found a link between a lack of vacations and higher risk of heart attack and death.
But how easy is it to truly get away? Gadgets that are geared to make working while on the road convenient, such as laptops, PDAs, and cell phones, can be highly distracting when taking time off. As revealed in a recent study commissioned by America Online, e-mail addiction is running rampant in the United States. About a fourth of the respondents acknowledged being so addicted to e-mail that they can't go more than a couple of days without checking their messages. In addition, 60% of respondents admitted logging into their in-boxes while they are on vacation.
“Technology has created an e-leash of sorts where workers can be reached anytime anywhere,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder.com, in the article “One-Third of Workers Will Be Taking The Office With Them on Vacation This Year, CareerBuilder.com Survey Reveals.” “One-in-ten workers report they check in with the office while on vacation at least once a day. This defeats the whole purpose of getting away and spending quality time with family and friends.”
E-mail addiction aside, there are ways to truly enjoy a vacation and avoid stress. The key is planning ahead. Paul McDonald, Executive Director of Robert Half Management Resources, suggests the following tips in the HR Reporter article, “What the CFO does on a Summer Vacation”:
- Designate point persons. Inform outside contacts in advance of your upcoming vacation and let them know who will be managing your work while you are away. Be sure to include your point person’s contact information in out-of-office reply e-mails and voice mail messages.
- Provide clear instructions. Let your team know exactly what you are working on, and how to handle possible issues in case emergencies or concerns arise.
- Determine “check-in” times. If you can’t avoid checking your e-mail and voice mail, only do so at a specific time rather than throughout the day. Let your team know exactly when you will be checking in so that any matters can be discussed at that time.
When it comes to vacation days, as well as holidays and sick days, many companies are starting to take a creative approach. “Consider pooling all of these days into a day off ‘bank.’ Employees may get, for instance, 150 hours off a year (about 19 work days). The bank would include days off for all holidays (typically 11 or so), a week for vacation and a few sick days. But instead of divvying them up that way, it is up to the employees to take off the days they want, when they want. This plan has many benefits. First, it allows employees to schedule days off without telling those little white lies. Second, employees are treated like adults. They make their own choices for what days they want off. Maybe Kwanza or Yom Kippur are more important to them than the 4th of July,” explained Steve Strauss in the NFIB article “Creating a Vacation and Leave Policy for Your Small Business.”
Even if you or your employees haven’t planned a summer vacation, it’s important to take some time to enjoy the warm, sunny weather. Summer is an excellent time to plan a company picnic, spend a day at a theme park, or attend a baseball game. “Besides being fun, office parties serve as morale boosters, says Sharon Opfermann, Board Member, Utah Society for Human Resource Management Council in the Salt Lake Tribune article “Summer is a Perfect Time to Escape the Office for a Morale Boost.”
Remember, planning ahead and allowing time for relaxation can do wonders for keeping you and your employees happy and healthy. “Easy” summertime living can help everyone recharge in preparation for a productive and exciting fall.
Copyright 2006
Courtesy of Astron Solutions, LLC, compensation
and Human Resources information, consulting services, and expertise
http://www.astronsolutions.com
HR Legal Updates
Here’s the latest legal update from Audrey E. Mross:
1. Not Just a Game – A video game company is the latest employer to lose big in the game of employee classification. The settlement is for $14.9 million and the finding is that about 600 current and former salaried “software engineers” (who functioned as computer programmers) should’ve been treated as non-exempt from overtime pay requirements. The engineers argued that they didn’t manage anyone, had little creative control in the production of video games, and they had no engineers’ training or license. This settlement is in addition to an earlier one, for $15.6 million, involving more than 600 computer graphic artists employed by the same company. Hasty v. Electronic Arts Inc. (Cal. Super. Ct. 4-25-06). If you have changing technology and morphing job duties, revisit job classifications regularly.
2. Bank Blues – A bank will settle claims of unpaid overtime for 2961 employees, to the tune of $1.03 million. The DOL found that tellers, customer service reps, and financial service reps at branches in AL, AZ, CO, FL, NM, and TX “routinely” worked through lunch and after normal work hours, without pay, doing paperwork, calling customers, and attending meetings. An investigation in AL led to the broader sweep. Check your procedures and train those managers, to make sure they understand that allowing “off the clock” work is a way to find themselves “off the job.”
3. Keep on Truckin’ – In another “off the clock” case, a trucking company found it should’ve paid its drivers for time used to attend company meetings, taking random drug tests, pre-trip prep and delays, and meals eaten while working. The drivers are to report to work at 6 a.m., to perform pre-trip inspections and run the motors of their trucks. They then wait for their driving assignments and may not leave the garage until 9 a.m. The employer conceded FLSA violations for the meetings and drug tests, but argued that the waiting time was not “work” since the drivers socialized and drank coffee and pop, and should be noncompensable as “preliminary” activity under the Portal to Portal Act. The court found, however, that “work” is time controlled by the employer and that activities occurring before or after normal work hours may be compensable “integral and indispensable” activities as opposed to unpaid preliminary activities. The court also concluded that the drivers should be paid for meals taken on the job (unless they were completely relieved of duties). Twaddle v. RKE Trucking Co. (S.D. Ohio 3-29-06).
4. Bad Moon Rising – A Fresno, CA, jury awarded a 53-year-old woman $1.7 million for being spanked on her backside three times, in front of co-workers, as part of an alleged camaraderie-building exercise. Since when does humiliation build team spirit? Orlando v. Alarm One Inc.
5. Poster Child – Did you know that 14 states have made changes in 2006 to their employment law posters? If you have operations in AL, CA, CT, DC, FL, HI, MD, NV, NJ, NC, OR, RI, TX, or WA, check with the state agency to get new posters.
6. Kiss and Make Up – While sex-based grooming and appearance codes can be a form of sex discrimination, the 9th Cir. held that a casino’s “Personal Best” standard, which requires female employees to wear make up (and prohibits men from doing so) is neither an unequal burden nor sex stereotyping. The Court cited to similar findings in the 2nd, 4th, 5th, 6th, 8th, and DC Circuits, explaining that the material issue is not whether the policies for men and women are different, but whether the policy creates an unequal burden based on plaintiff’s gender. Plaintiff said she did not wear make up and doing so would make her feel degraded and demeaned. Jesperson v. Harrah’s Operating Co. (9th Cir. 4-14-06). What are the odds she will now claim an allergy to cosmetics and ask for reasonable accommodation via suspension of the policy?
7. Two Fer – New Jersey is going after employers who misclassify workers as independent contractors with a double whammy – the Treasury and Labor Departments. An audit of 2.5% of employers found 26,000 not-so-independent contractors, who represented a $15 million underpayment in income tax as well as UI and disability fund payments. The NJ three-factor test is [a] who controls and directs performance; [b] whether the service is within the employer’s usual course of business; and [c] whether the worker is really running an independent enterprise. The governor has directed Treasury and Labor to identify and penalize employers who fail the test.
8. Salary Slip Up – A DOL Opinion Letter explains that deducting from an exempt employees salary, for loss of or damage to company equipment, will jeopardize exempt status. The FLSA regulations list permissible deductions (e.g., full-day absence for personal reason), but none of them encompass docking for a lost laptop or damaged cell phone. A policy that allowed this would defeat the exemption, because the salary is no longer paid “free and clear.” Further, taking the deduction in increments or requiring the employee to reimburse the company would also result in “impermissible reductions in compensation.” If you would like to receive FLSA and FMLA Opinion Letters, you can sign up from the DOL home page at www.dol.gov.
9. Envelope, Please – Texas organizations figure prominently in this year’s OFCCP awards. The Opportunity Award went to Dell for its innovative programs and initiatives designed to ensure EEO for applicants and employees. You can read more about their programs under Press Releases (see April 26) at www.dell.com. The Exemplary Voluntary Efforts (“EVE”) Award went to Southern Methodist University and two other contractors. The SMU press release is at www.smu.edu and click on More SMU News (April 27). Kudos to both!
10. HR Boot Camp – Check out www.NorthTexasSHRM.org for registration forms and info on the North Texas SHRM Annual Conference – HR Boot Camp on June 7 and 8!
Until next time,
Audrey E. Mross
Labor & Employment Attorney
Munck Butrus,
P.C.
900 Three Galleria Tower
13155 Noel Road
Dallas, TX 75240
972.628.3661
(direct)
972.628.3616 (fax)
214.868.3033 (cell)
amross@munckbutrus.com
www.munckbutrus.com
TMHRA Past Presidents' Dinner Meeting
The TMHRA Past Presidents met for dinner in San Antonio at the Mid-Year Conference on Tuesday, May 16, 2006, at Paloma on the Riverwalk. The dinner was sponsored by Gary Anderson with TMRS. Thanks to Gary and his Executive Assistant, Patricia Brown, for helping to make this dinner a memorable one. We look forward to getting together next year on Wednesday, May 16, 2007, in Galveston in conjunction with the TMHRA Mid-year Conference (and IPMA Southern Region Conference) at Moody Gardens!
Past Presidents Dinner Photo (includes year served as President in parentheses)
Back Row (l to r): John Philpott, TML; Jim Parrish, City of Amarillo (2000); Melanie Caballero, City of Bryan (2006); Dave Brinson, retired, City of Port Arthur (1972); Chuck Speed, retired, Amarillo and Corpus Christi (1978); Missy Davidson, City of Conroe (1995); Barry Robinson, City of Greenville (2004); Gary Anderson, TMRS; Janet Melançon, City of Waco (2003)
Front Row (l to r); Karen Pavlinski, formerly with the City of College Station (1992); Kathryn Usrey, City of Carrollton (1991); Carolyn Linér, City of San Marcos (1988-1989); Mary House, City of Sugar Land (1999); Luanne Hanford, City of University Park (1997)
NEWSLETTER INPUT NEEDED!!!
This is YOUR newsletter and we want to ensure it provides you with a valuable source of information from TMHRA. If you have any ideas, articles, or information you would like to see included in future newsletters, please submit them to the Newsletter Committee.
2005-2006 Newsletter Committee Chair
Don William Byrne, PHR, IPMA-CP
432-335-4158 phone
432-335-3269 fax
dbyrne@ci.odessa.tx.us
