Nov 4, 2016

On October 24, 2016 the Lehman College Student Chapter of SHRM Club hosted a HRM Guest Speaker Event. Thank you to everyone who attended.



Left to Right: Guest Speaker Kendra Wilson, Professor Bishop

 Left to Right: Sherry Santos, Alvin Guzman, Katie Paniagua, and Roseena Peralta            

SHRM Club Officers & Directors Left to Right: Roseena Peralta, Katie Paniagua, Shane Elahie, Theresa Williams,
Simone Salkey, and Ketia Jean

On October 26, 2016 Faculty Advisor Professor Shirley Bishop represented the Lehman College Student Chapter of SHRM at the Department of Economics and Business Undecided Majors Event.
 On October 19, 2016 Executive Board Members Shane Elahie and Theresa Williams represented the Lehman College Student Chapter of SHRM at the Career and Leadership Social. Thank you to everyone who expressed interest in our Club.


Oct 18, 2016

ON AUGUST 3RD 2016, PROFESSOR SHIRLEY BISHOP REPRESENTED LEHMAN COLLEGE'S SHRM CHAPTER AT THIS SEMESTER'S CLUB FAIR. THANK YOU TO ALL WHO SIGNED UP AND REGISTERED.

ATTENTION: UPCOMING SHRM EVENT

Aug 11, 2016

Many of our SHRM officers graduated this past May. Congratulations to Katie Paniagua, Ketia Jean, Kerry Rainford, Simone Salkey, Roseena Peralta, and Sherry Santos on your amazing accomplishments and continued service to the Lehman Shrm Chapter!!
Lehman Shrm Chapter has been awarded once again! We hope to continue upholding the mission and values of SHRM while being a resource to the Lehman community. Congratulations to all those involved in the earning of this honor!

Apr 12, 2016

**BECOME A SHRM PROFESSIONAL MEMBER NOW!!**



Graduating soon? Upgrade your Student Membership by becoming a PROFESSIONAL SHRM MEMBER! Save $200 Over the Next 2 Years. Click the following link for more info!

Apr 7, 2016




CLUB ANNOUNCEMENT!!!!!





Apr 5, 2016

HR FACT OF THE WEEK: 4/5/2016



The Worker Adjustment and Retraining Notification Act (WARN) is an imperative piece of legal legislation, especially If you’re seeking to do a mass layoff or close a plant. If your organization is seeking to do the aforementioned you should be aware of the following:

”In general, employers are covered by WARN if they have 100 or more employees, not counting employees who have worked less than 6 months in the last 12 months and not counting employees who work an average of less than 20 hours a week. Private, for-profit employers and private, nonprofit employers are covered, as are public and quasi-public entities which operate in a commercial context and are separately organized from the regular government. Regular Federal, State, and local government entities which provide public services are not covered.” – U.S Department of Labor

To study this topic more, feel free to look at the following link:


SOURCE: "Fact Sheet - The Worker Adjustment and Retraining Notification Act." Fact Sheet - The Worker Adjustment and Retraining Notification Act. N.p., n.d. Web. 05 Apr. 2016.

Mar 17, 2016

HR Fact of The Week: 3/17/2016


Drivers of Employee Engagement: Individual Workload

According to research into the Key Drivers of Employee Engagement, Individual Workload directly impacts how engaged an employee is in his job. Individual Workload refers to whether the employee feels the amount of work he/she is asked to do is acceptable, and whether there are enough people available to handle the workload of any given team.

This driver makes intuitive sense: if you feel you are continuously being overloaded with work, to the point where you cannot produce results at your desired quality or speed, you will likely get discouraged. This discouragement can manifest itself through stress, burnout, resentment, or in other ways that are part and parcel of disengagement. However, if you are able to handle your workload and are not constantly feeling overwhelmed, engagement levels will be less likely to suffer.

As a manager, you can support employee engagement, in part, by ensuring you are aware of employees’ projects, are willing to listen when they are feeling challenged, and make an effort to divide the work among your team.

Read more: http://hubs.ly/H029NQt0

Meet & Greet 2016!


Mar 10, 2016

Lehman Chapter SHRM: HR Fact of The Week. 3/10/2016

According to the Department of Labor, FMLA entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to:
  • Twelve workweeks of leave in a 12-month period for:
    • the birth of a child and to care for the newborn child within one year of birth;
    • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
    • to care for the employee’s spouse, child, or parent who has a serious health condition;
    • a serious health condition that makes the employee unable to perform the essential functions of his or her job;
    • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty;” or
  • Twenty-six workweeks of leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave).
Check out more information regarding this topic at the following link:


STAY TUNED FOR WEEKLY FACTS FROM LEHMAN SHRM!