President's Report

With family travel trending up for 2025 Spring Break, leaders and human resources professionals are away enjoying hard earned decompression time for the month of March. Your NOARK local SHRM Chapter and Team has spent much of March planning for how we can better support you.

Our planning revealed the need to hear from you, our members, future members, and those that just like to improve and learn with us.

We value your input on schedules, methods of delivery, and content so that we can provide the most meaningful information in the best possible modalities to as many people as possible. Our purpose and pride are in supporting your education, growth, and access to the latest regulations, interpretations/ application of regulations, labor laws, coaching and development, social sciences, and so much more.

As your local branch of SHRM, we are consistently seeking to improve on every level and with your vital input we know we can rise to the call of your interests and needs.

Please look for our Survey with an estimated release date in May. If you have questions, comments or feedback reach out to us through the NOARK website.

Thank you for your commitment to sound and advanced Human Resources practices, and we look forward to hearing from you.

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Thank you to our Sponsors!

Dear NOARK Members and Guests,

When we nurture the potential in HR, talent, and workplaces, we can address complex societal challenges—and thrive together.

NOARK proudly supports SHRM Foundation, the nonprofit arm of SMRM. SHRM Foundation mobilizes HR as a force for social good. I urge you to get involved.

You can help build a more inclusive talent pipeline, address the crisis of mental health and wellness, and cultivate current and future HR careers full of opportunity and purpose.

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Calendar of Events

SHRM Foundation/Fundraising News

 

NOARK is excited to announce a range of sponsorship opportunities and initiatives for 2025. Your support will enable us to continue providing valuable programs and events for our community.

 

NOARK After Dark: We invite sponsors to cover the cost of appetizers and drinks (up to two per attendee) for this engaging event. Sponsors can select the venue, and we will assist with planning and coordination to ensure a seamless experience.

 

HR Sip & Share: This informal gathering takes place at a location chosen by the sponsor in NWA. We ask sponsors to cover the cost of coffee, but we welcome additional ideas to enhance the event.

 

Foundation Club Drawing: At each NOARK monthly in-person meeting, we sell tickets for a chance to win $100 cash. A one-time $1200 sponsorship includes recognition at every in-person meeting, your company logo displayed in our slideshow presentations, and acknowledgments in our newsletter and on social media, among other marketing opportunities.

 

Monthly Meeting Sponsorships: We offer various sponsorship opportunities that provide excellent visibility for your brand. These themed meetings cover topics such as Wellness, Benefits, and Compensation. Both Presenting and Supporting Sponsor opportunities are available.

 

Special Events: This includes our NOARK in the Park, and more. Various sponsorship levels are available.

 

For more details, please visit our website: NOARK Human Resources Association - Home Page, or contact me for more information!

 

Thank you for considering these opportunities. We are excited about the possibilities ahead and look forward to your support.

 

Best regards,
Alison Ward

[email protected]

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Arkansas ELLA Conference

NOARK has several Board Members attending this event! Can't wait to see you there!

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March Secretary's Recap

Another month has passed, and we are all waiting for Spring to fully break through the cold.

If you are attending the ELLA Conference in Hot Springs in early April please come by and say hello to your NOARK Board Members, as most of us will be there learning with you.

In addition to the ELLA Conference, May is NOARK’s legal month and please see the registration page to hold your spot for the NOARK Attorney Panel event.  This is a post ELLA Conference event that will answer any questions you have on the legal horizons of Human Resources as we all move quickly through the many changes of 2025. NOARK will have our SHRM Legal Counsel in house to guide all of us as we continue to adapt to changes this year and approach 2026.

If you were not able to attend the learning lab with NOARK’s very own Sheila Moss, VP also known as, “The I-9 Lady,” here is a summary of what you missed.

With illegal immigration being a key focus of our Government’s efforts in managing illegal immigration, workplaces can expect more audits revolving around worker documentation and particularly I-9s.

Did you know that there are seven different agencies that can surprise your organization at any time? Do you know the difference in these agencies, and even if we know, how can we be prepared? The I-9 Lady does know and was able to deliver on the topics and information you need to be prepared.

Best practices these days include not only excellence through review and audit of employer records and appropriate retention schedules but also establishing a rapid response team with a designated speaker for site visits so that your organization is protected and knowledgeable if and when the time comes.  Sheila reviewed the difference between an administrative warrant and a judicial warrant, workers’ rights, and how to properly document in the event of an audit or inspection.

Another topic that was extremely important to all was covering how to avoid issues with using E-Verify and electronic feeds from HR systems and HRISs. Sometimes electronic feeds can cause issues that you may not be aware of that can affect the processing of your I-9s. As noted in the Learning Lab, there are electronic systems requirements per the DOJ for I-9 processing, so be sure you are up to date on these requirements when utilizing electronic I-9 feeds and integrated systems.

When it comes down to it, you can think of money and resources when you think about I-9s. It is important to note that it does not that it takes a lot of money or resources to maintain I-9’s and employment documentation properly- however, it takes a lot of money to pay for the fines related to a lack of oversight in these areas. Each I-9 error can cost thousands of dollars in penalties.

A top note from our I-9 Lady is that by having excellent records and accuracy in processes, it shows a commitment on your behalf to compliant hiring and employment processes.  If we are educated and get it right on the front end there is far less to worry about down the road.

The learning lab wrapped up with conducting post visit reviews at your organization.  This allows your group to readjust with any needed updates or changes in your response plan protocols. This way your plan is up to date and resilient with any changes that occur overtime.

Audits and inspections are only expected to increase in the future, however being prepared can take the edge off and turn something unpleasant into a normal process  through the use of high-quality documentation standards.  As we all learn to adjust to changes in our environment, please know that NOARK is here to assist along every turn of the way.

We hope to see you at the May Learning Lab- our Legal Attorney Panel and follow up to the April ELLA Conference.  Thank you for your participation and support of your local DRG, NOARK, and SHRM. Looking forward to more fun and learning in the future!

Your Secretary,

Sarah Alonzo, SHRM-SCP

NOARK Secretary 2025

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Inclusivity Committee

Embracing Change: How HR Professionals Can Champion Inclusivity in a Flourishing Community

Co-Authored by: Alie Streeter and Sarah Alonzo

As Northwest Arkansas (NWA) prepares for an exciting shift, it is on track to welcome around 1 million new residents by 2050 from a mix of states like California, Texas, and Florida. This influx offers a fantastic chance for HR professionals to grow and learn together. When people from different backgrounds come together, they bring unique perspectives that can enhance creativity, productivity, and teamwork, ultimately boosting the local economy.

This change also comes with challenges. It is critical for both newcomers and long-time residents of our community to overcome stereotypes and build understanding and empathy. I interviewed Sarah Alonzo, MBA, SHRM-SCP, NOARK's Board Secretary, for her perspective on how HR Professionals can prepare for change.

With more job and housing opportunities on the horizon, local charities and organizations are expected to thrive, helping to bridge gaps and foster connections. The richness of the job market will reflect this diversity, providing valuable learning experiences in our increasingly interconnected world. Alonzo states that it is crucial to keep an open mind and encourage honest conversations so we can navigate this transition successfully.

In recent discussions about Diversity, Equity, and Inclusion (DEI) efforts, especially within public organizations, there has been a major shift in focus. For instance, Craig E. Leen, who led the Office of Federal Contract and Compliance under President Trump, suggests that public entities should prioritize "Equal Employment Opportunity" over simply promoting inclusivity. He believes that it's vital for all groups to respect everyone's right to participate and not just highlight specific voices. The emphasis is now on skill development and linking employment opportunities to individual achievements.

Alonzo’s experiences in the public sector have shown that the best hiring and promotion decisions prioritize qualified candidates, valuing skills, positivity, teamwork, and motivation. Employers must be committed to providing equal opportunities for all applicants and supporting their career development. While the language may change, she shared that her core commitment to fairness and merit-based evaluation won't waver. She will continue to uphold principles of inclusivity, respect, and collaboration, ensuring a safe space for everyone to share ideas, and she encourages others in the HR industry to do the same.

Creating an inclusive workplace starts from the moment new team members join. Sarah has learned that when hiring a minority or marginalized employee, it's essential to address inappropriate comments or behaviors right away. Ignoring these issues can make it seem like harmful attitudes are acceptable, which can lead to division within the team. She often hears remarks downplayed as "just jokes," but she recognizes that "such humor can negatively impact workplace dynamics. With empathy and understanding, Sarah believes that team members can help each other become more aware of acceptable workplace behaviors.

Establishing clear values is key to fostering an inclusive culture. When individuals feel respected personally, they are more engaged professionally. Managers should clearly communicate expectations around equality and inclusivity during interviews and orientation to set the right tone from the start.

HR departments play a key role in promoting inclusivity by outlining the risks of not embracing these values—especially when facing resistance from some employees or leadership. Legal protections like Title VII and Title IX are still in effect and highlight the need for a respectful environment. By presenting evidence of potential issues and their consequences, HR can capture leadership's attention and the importance of fostering inclusiveness for the benefit of everyone in the organization.

Leading by example is vital, and HR professionals should hone their skills as advocates for DEI through reputable educational platforms like SHRM and Paylocity, which often provide free resources. Staying informed about changes in workplace laws and policies means they can navigate this evolving landscape effectively. Together, they can create a more inclusive, equitable, and vibrant NWA for all!

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Inclusivity Calendar of Events

April 2025 Calendar Highlights

World Autism Month

This month is dedicated to increasing understanding, acceptance, and support for individuals with autism. It’s an opportunity for organizations to promote neurodiversity in the workplace and foster inclusive environments where all employees can thrive. Consider hosting awareness events, sharing educational resources, or highlighting stories that celebrate the strengths and contributions of neurodivergent individuals.

Deaf History Month

Deaf History Month celebrates the history, culture, and contributions of the Deaf community. Observed each April, it highlights key milestones such as the founding of the first permanent school for the Deaf in the United States, and honors influential individuals who have advanced the rights and recognition of Deaf people. It’s a time to promote awareness, understanding, and inclusion of Deaf culture in society.

Paralyzed Veterans Awareness Month

April is dedicated to recognizing the challenges faced by veterans living with spinal cord injuries or dysfunction. This month is an opportunity to honor their service and raise awareness about the lifelong sacrifices they continue to make. Rally support for these veterans and their families by promoting education, advocacy, and fundraising efforts. The Paralyzed Veterans of America, with 34 chapters nationwide, offers critical programs and services to improve quality of life and independence for injured veterans. Join the effort to spread awareness and show gratitude for their resilience and contributions.

Sexual Assault Awareness Month

April is Sexual Assault Awareness Month (SAAM), a time to raise public awareness about sexual violence and educate communities on how to prevent it. This month encourages conversations about consent, respect, and support for survivors. Organizations can take this opportunity to provide resources, training, and safe spaces for dialogue. By fostering a culture of accountability and empathy, we can help break the silence and create safer, more inclusive environments for all.

Stress Awareness Month

Stress Awareness Month is observed each April to highlight the impact of stress on our mental and physical well-being. It’s an opportunity to promote healthy coping strategies, encourage open conversations about mental health, and foster supportive workplace environments. Organizations can use this month to share resources, offer wellness programs, and empower employees to prioritize self-care and resilience.

Genocide Awareness Month

Genocide Awareness Month honors the memory of those affected by genocide and raises awareness about the atrocities committed throughout history—including the Holocaust, the Rwandan Genocide, the Armenian Genocide, and others. This month encourages reflection, education, and action to prevent future atrocities by promoting human rights, tolerance, and global understanding. It is a time to stand against hate, honor the resilience of survivors, and commit to building a more just and compassionate world.

Financial Literacy Month

April is Financial Literacy Month, a time to promote the importance of financial education and empower individuals to make informed decisions about budgeting, saving, investing, and managing debt. It encourages individuals and organizations to share resources and tools that help improve financial literacy, ultimately fostering financial well-being for all.

National Volunteer Month

This month celebrates the impact of volunteers and encourages communities and organizations to engage in volunteer opportunities. It’s a great time for organizations to promote corporate social responsibility and the importance of giving back.

Scottish-American Month

April is Scottish-American Heritage Month, a time to celebrate the rich traditions, history, and contributions of Scottish Americans to society. This month, explore the lasting impact of Scottish culture in the U.S.—from innovations and leadership to music, dance, and folklore. Tartan Day, observed on April 6th, commemorates the signing of the Declaration of Arbroath in 1320, a symbol of Scottish independence and pride. Many communities also celebrate with Highland games, featuring events like the caber toss, hammer throw, and tug-of-war. Embracing Scottish heritage this month helps promote cultural understanding and the appreciation of diverse backgrounds.

National Arab American Heritage Month

April is National Arab American Heritage Month, a time to celebrate the rich history, culture, and contributions of Arab Americans. From the arts and sciences to public service and business, Arab Americans have played a vital role in shaping American society. This month offers an opportunity to recognize their diverse heritage, challenge stereotypes, and foster greater cultural understanding in our communities and workplaces.

April 2 – World Autism Awareness Day

World Autism Awareness Day promotes understanding, acceptance, and inclusion of individuals with autism around the globe. It's a time to celebrate neurodiversity, support autistic individuals, and encourage inclusive practices in our communities and workplaces.

April 2-10 – Passover (Jewish)

Passover is a major Jewish holiday that commemorates the liberation of the Israelites from slavery in ancient Egypt. The holiday is observed with a special meal called the Seder, where the story of the Exodus is retold, and symbolic foods are eaten. It’s a time for reflection, family, and the celebration of freedom and deliverance.

April 5 - Gold Star Spouses Day

Gold Star Spouses Day honors the surviving spouses of military service members who lost their lives in service to our nation. It’s a time to recognize their strength, sacrifice, and enduring connection to the military community.

April 9 - International Day of Pink

International Day of Pink is a global event aimed at raising awareness and taking a stand against bullying, discrimination, and homophobia. It encourages individuals to wear pink as a symbol of support for LGBTQ+ rights and to promote inclusivity, kindness, and respect in all communities.

April 10 – Mahavir Jayanti (Jain)

Mahavir Jayanti celebrates the birth of Lord Mahavir, the 24th Tirthankara of Jainism, who is revered for his teachings on non-violence, truth, and self-discipline. This important day in the Jain community is marked by prayers, charitable acts, and reflections on the principles of compassion and respect for all living beings.

April 12 –The Memorial of Jesus’ Death (Jehovah’s Witness)

The Memorial of Jesus’ Death is a significant observance for Jehovah's Witnesses, commemorating the sacrificial death of Jesus Christ. It is marked by a solemn gathering where participants reflect on Jesus' teachings, sacrifice, and the promise of salvation, focusing on the importance of living in accordance with his example.

April 14 – Vaisakhi (Sikh, Hindu)

Vaisakhi is a significant festival for both Sikhs and Hindus, celebrated in mid-April. For Sikhs, it marks the formation of the Khalsa in 1699 by Guru Gobind Singh, a day that symbolizes unity, strength, and devotion. For Hindus, it celebrates the harvest season and the start of the new year in some regions of India. The festival is marked by prayers, processions, and festive gatherings.

April 20 – Easter (Christian)

Easter is a major Christian holiday that celebrates the resurrection of Jesus Christ, symbolizing hope, renewal, and eternal life. It is observed with church services, festive meals, and traditions like Easter egg hunts. The day marks the culmination of the Holy Week and is the most important event in the Christian liturgical calendar.

April 22 - Earth Day

Earth Day is celebrated annually on April 22 to raise awareness about environmental issues and promote sustainability. It’s a day to reflect on the importance of protecting our planet, and it encourages individuals and organizations to take action through activities like tree planting, clean-up events, and advocating for policies that support environmental conservation.

April 28 – World Day for Safety and Health at Work

World Day for Safety and Health at Work is observed to promote the importance of creating safe and healthy working environments. This day raises awareness about preventing workplace accidents and illnesses and highlights the need for effective safety standards and employee well-being programs. It serves as a reminder for organizations to prioritize health and safety in their operations.

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Membership

JOIN SHRM + LOCAL CHAPTER!

Benefits of SHRM Membership

• Personalized Content
• Legislative Resources & Updates
• Member Community
• Free Webcasts
• Discounts on SHRM Events and Educational Offerings
• Thousands of HR-Related Resources and More!

Benefits of NOARK Chapter Membership

• Network with local HR professionals
• Gain insights on HR best practices
• Discover local career advancement opportunities
• Earn PDC's for SHRM-CP or SHRM-SCP recertification

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NOTE: Chapter membership expires at the same time as your current SHRM membership, regardless of enrollment date. Any applicable Chapter dues will be prorated based on the number of months remaining on your current SHRM membership.

*NOARK is a 100% membership chapter, which means you must also be a member of the national SHRM organization (www.shrm.org).

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