July 2025

 

HR InTouch

The Monthly Newsletter of the Greater Madison Area SHRM

In This Edition

President's Message

By Ashley Kowalchuk, SHRM-SCP


Government Affairs & Legal Updates

Legal Update: “Reverse Discrimination” is Subject to the Same Legal Standard as Any Other Discrimination
 

Compensation and Benefits

The 2025 Greater Madison Area SHRM Compensation Survey is now open for participation!

Unlocking Employee Success: The Case for Financial Wellness as a Critical Benefit

Professional Development and Events


August Professional Development Summit -
Certification Committee Pleased to Announce Scholarship

Virtual Roundtables for 2025! 



Workforce Readiness, College Relations, Diversity & Inclusion


Board Spotlight: Diversity

Diversity Observances in July and August
July is BIPOC Mental Health Month

 


GMA SHRM and Member News


GMA SHRM Retiree Membership

Welcome New Members!

Congratulations to our 1, 5, 10, 15 and 20 year anniversary members!

 


 

 


 

President's Message

GMA SHRM
2025 Corporate Partners

Platinum Level
ADP
Boardman & Clark Law Firm
B2E Solutions
Hausmann Group
MH Imaging
Paylocity
The QTI Group
Quartz


Gold Level
The Alliance
Delta Dental
Fidelitec, LLC

MRA

Silver Level
Cottingham Butler
Edvest - Wisconsin's College
  Investment Plan

Group Health Cooperative
   South Central Wisconsin

Klaas Financial
Littler

Peak Retirement Group
Summit Credit Union
The Perk
Third Coast Advisors

Bronze Level
Carex Consulting
LIFT Consulting
M3 Insurance
Mission Workforce Alliance
Personify Health

Restaino & Associates Relocation
Robert Half
SustainableHR PEO
UKG
UW Small Business 
   Development Center

Thank you!
 

 


Hello GMA SHRM Members,

I'm excited to officially kick off our new board year (July 1–June 30) and to introduce myself as your new Chapter President.

It’s a true honor to serve this amazing group of HR professionals. I’m especially thrilled to be working with our newly elected 2025–2026 GMA SHRM Board of Directors—a group of passionate, talented individuals dedicated to supporting our chapter and advancing the HR field. Together, we’re committed to helping you grow, connect, and thrive in your HR journey.

This year, we’re focused on bringing you meaningful education, strong networking opportunities, and a sense of community. Whether it’s learning the latest HR trends, sharing challenges, or simply connecting with others who share your passion for HR, we want GMA SHRM to be your go-to resource.

A big thank-you to our outgoing board members for their time, leadership, and the solid foundation they’ve built—we wouldn’t be where we are without them.

I’m looking forward to an exciting year ahead and invite you to get involved, attend events, share ideas, and reach out anytime—I’d love to hear from you (ashley.kowalchuk@iconicacreates.com).

Here’s to a great year together!

Ashley Kowalchuk, SHRM-SCP, PHR
President, GMA SHRM

ashley.kowalchuk@iconicacreates.com















 

Government Affairs & Legal Updates

Legal Update: “Reverse Discrimination” is Subject to the Same Legal Standard as Any Other Discrimination

Submitted by Brian P. Goodman, and Storm Larson, Attorneys at Boardman & Clark LLP, a Platinum Partner

 

Brian Goodman


Storm Larson

Title VII of the Civil Rights Act prohibits employment discrimination based on race, color, religion, sex (including sexual orientation and gender identity), or national origin. These protections apply equally to everyone, regardless of minority or majority status. However, some courts previously required plaintiffs from majority groups to provide evidence of “background circumstances to support the suspicion that the defendant is that unusual employer who discriminates against the majority.”

In Ames v. Ohio Department of Youth Services, the U.S. Supreme Court recently ruled that this additional requirement for majority group plaintiffs was improper. Marlean Ames, a heterosexual woman, alleged discrimination when she was passed over for a promotion and eventually demoted in favor of LGBTQ+ candidates. Her claim was initially dismissed for lack of “background circumstances.” The Court reversed and clarified that all Title VII plaintiffs must meet the same burden of proof, regardless of their group identity.

As a result, Title VII claims for intentional discrimination will be judged uniformly, eliminating the legal distinction between discrimination and so-called “reverse discrimination.” Employers still retain their legal defenses, such as showing legitimate, non-discriminatory reasons for their decisions.

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Compensation and Benefits

The 2025 Greater Madison Area SHRM Compensation Survey is now open for participation!


Competition for employees across all industries is at an all-time high, leading to rapidly escalating salaries. The GMA SHRM Compensation Survey provides up-to-date local, regional, and national benchmarks to help you get a better handle on this challenging labor market. Conducted by Gallagher Surveys, this general industry survey collects base salary, bonuses, total cash, salary ranges and HR policy data for more than 170 jobs common across all industries.

All participants receive a complimentary copy of the GMA SHRM results in Excel and Gallagher’s National Compensation Survey in a PDF format. The Excel presents detailed compensation data for the state of Wisconsin while the national PDF report includes national, regional, and high-level industry data for every position.

In addition to the complimentary reports, GMA SHRM participants will also have the option to purchase access to detailed Midwest regional and National results.

Download and complete the questionnaire to get the data you need to confidently plan for the future.

All submissions are kept fully confidential and only aggregated results are reported in compliance with Justice Department Guidelines. 

The deadline to submit your survey is August 15th. If you need assistance or have any questions, please feel free to contact us.



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Unlocking Employee Success: The Case for Financial Wellness as a Critical Benefit

Submitted by Janel Kalish and Jared Schumacker at Third Coast Advisors, a Silver Partner 

 


Janel Kalish


Jared Schumacker
 

In today’s economic climate, employees are under increasing pressure. Only 44% of Americans report being very satisfied with their personal lives—the lowest level in 25 years. With inflation, global instability, and lingering job insecurity, financial concerns are weighing heavily on workers’ minds. Yet, one of the most overlooked areas in employee benefits is also one of the most essential: financial wellness.

The Hidden Cost of Financial Stress

Employees today view wellness holistically—it’s not just physical or mental, but also financial. While employers have embraced mental health support and physical wellness initiatives, financial health often lags behind. This gap matters: Guardian’s research shows that financial stress is a leading source of anxiety. Money worries can disrupt sleep, impact physical health, and aggravate mental health challenges.

The consequences are tangible. Employees under financial strain may skip medical care, postpone important check-ups, and struggle with focus and productivity. In the long run, financial stress becomes a workplace issue, not just a personal one.

Financial Wellness: The Potential Missing Link in Benefits

Most employees agree that good physical and mental health are necessary to live well. However, without a sense of financial stability, it becomes harder to fully utilize even the best health benefits. Financial wellness provides the foundation for greater engagement in healthcare, retirement planning, and overall well-being.

Financial wellness programs help employees build confidence by offering practical tools to manage money, prepare for emergencies, and plan for the future. This isn’t about making employees wealthier—it’s about giving them the confidence to succeed in all areas of life, including work.

Meeting the Needs of a Diverse Workforce

Not all employees experience financial stress the same way. The Guardian study highlights disparities across different groups. Women—particularly single mothers and caregivers—tend to report lower financial confidence. The wage gap, caregiving duties, and systemic inequities make it harder to stay financially afloat.

Gen Z employees, though digitally savvy and optimistic, face unique challenges too. Many entered the workforce during or shortly after the pandemic, with high debt, rising housing costs, and limited income growth. Social media pressures and economic uncertainty compound their stress.

Effective financial wellness programs address these differences. Through personalized coaching, educational workshops, and digital resources, employers can offer targeted support that’s relevant to various life stages, roles, and challenges. Doing so not only helps reduce stress but helps foster a more inclusive and supportive work environment.

The Long-Term Payoff of Financial Guidance

The research is clear: employees who engage with financial wellness resources are more likely to stick to a financial plan and feel more confident about their future. This confidence doesn’t just benefit their personal lives—it spills over into their performance at work. Financially secure employees tend to be more focused, more productive, and more satisfied in their roles.
Over time, organizations that invest in employee financial health often see improved retention, greater engagement, and stronger morale. In times of economic uncertainty, these programs can help stabilize the workforce and build resilience from within.

HR’s Role in Driving Change

Human Resources professionals know that benefits are more than perks—they’re investments in people. Adding financial wellness to a benefits package is a proactive, strategic move that supports employee well-being in a meaningful way.

As the workforce becomes more diverse and multigenerational, a one-size-fits-all approach no longer works. A robust financial wellness strategy signals that the organization understands and values the full spectrum of employee needs. Whether it’s helping a new graduate with student loan planning or supporting a caregiver navigating retirement and healthcare costs, tailored financial support sends a powerful message of care and inclusion.

For HR leaders, especially those navigating tight budgets, financial wellness programs can be a high-impact, low-cost solution. Many offerings are scalable, flexible, and easy to integrate into existing benefits frameworks. They don’t just help individual employees—they elevate the entire workplace.

A Call to Action for HR Leaders

Members of GMA SHRM are in a unique position to lead this shift. As stress, financial strain, and uncertainty rise, now is the time to champion a more holistic benefits approach. Financial wellness is not just a “nice to have”—it’s a strategic imperative for building a resilient, motivated workforce.

Start by evaluating your current offerings. Are they truly meeting employees where they are? Could financial coaching, literacy programs, or budgeting tools make a meaningful difference?
By prioritizing financial wellness, you’re not only helping employees feel more secure—you’re unlocking their potential. A workforce with less financial stress is more engaged, more productive, and more loyal.

Incorporating financial wellness into your strategy is a simple yet powerful way to show employees they matter—and when people feel supported, everyone wins.

Download the 2025 Guardian Mind, Body, Wallet report: https://www.guardianlife.com/reports/mind-body-wallet
(Guardian, 2025)

Unless otherwise noted, all data is sourced from Guardian’s 14th Annual Workplace Benefits Study, 2025.

Material discussed is meant for general informational and educational purposes only and is not to be construed as a recommendation or advice. The information should be relied upon only when coordinated with individual professional advice.

Janel Kalish, CFP & Jared Schumacher are Registered Representatives and Financial Advisors of Park Avenue Securities LLC (PAS). OSJ: 1166 QUAIL CT., SUITE 100, PEWAUKEE WI, 53072, 262-746-9270. Securities products and advisory services offered through PAS, member FINRA, SIPC. Third Coast Advisors, Inc. is not an affiliate or subsidiary of PAS or Guardian. Third Coast Advisors, Inc. is not registered in any state or with the U.S. Securities and Exchange Commission as a Registered Investment Advisor. 8080742.1 exp. 06/27


 


 

Professional Development and Events

August Professional Development Summit 

August 19,  2025

Alliant Energy Center

 
Session 1: Attracting Tomorrow’s Talent with Today’s Leaders
Today's workplace is at a generational crossroads unlike any other time in our nation's history. As the Baby Boomers ride off into the retirement sunset, Gen X is left to manage an empowered Millennial generation raised with a new set of attitudes and expectations about their work-life balance. And just as we were beginning to understand Millennials, Gen Z is entering the workforce en masse! This keynote session focuses on talent attraction and workforce retention by building understanding of who we are, how we were raised, and how each generation views “work” as a part of their identity. Learn talent attraction and retention strategies to overcome generational differences and attract Millennial and Gen Z employees and keep them from leaving! Adulthood has changed, and depending on my life stage, I might prioritize my lifestyle over my career… So how do you manage and motivate someone who may not be as committed to their job as previous generations? This session will give you the answers, energize your group and get people talking!

Be Positively Contagious - Navigating HR Challenges with Finesse
We’ll explore the power of positivity and how it can support HR professionals for increasing their influence on organizational effectiveness and professional development strategies. The word Positivity gets a bad rap at times. But here’s the truth: POSITIVITY is a tool!  We’re not talking about toxic positivity here. This is the real stuff. Positivity is a tool that is scientifically designed to help you face reality and navigate workplace challenges, boost resilience, and increase team engagement. In this presentation, Nancy shares some engaging activities to demonstrate the power of positivity. You’ll learn how ‘nagging negative notions' steal momentum and motivation from your organization. Nancy will share her 3 step process to reframe what’s getting in the way of achieving business results. You’ll leave with tools to intentionally use positivity to achieve results in your organization. In addition to Nancy’s proprietary tools she’ll share some of the popular science backed studies of Shirzad Chamine, author of Positive Intelligence® and founder of the Positive Intelligence program. 

More Information and Registration




Certification Committee Pleased to Announce Scholarship
Submitted by Shanae Doerr, GMA SHRM Director of Certification
 
The Certification Committee is pleased to announce we’re launching a certification scholarship program, in partnership with the Wisconsin Small Business Development Center (SBDC) at UW-Madison. Four $500 scholarships will be awarded annually (two for the fall class, two for the spring). GMA SHRM will be sponsoring two of these, while the SBDC will sponsor the other two. Scholarship recipients will receive a $500 discount on the prep class. Please see additional information here, including how to apply: https://www.gmashrm.org/CertificationScholarship.

Any certification questions can be directed to our Director, Certification – Shanae Doerr, SHRM-CP  shanae.doerr@gmail.com



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2025 Virtual Roundtables Open for Registration!

 
Join us for these virtual discussions facilitated by members!

During Roundtables, members discuss their emerging HR challenges and when possible, others offer possible solutions, support, and resources. Come with those questions top of mind for your organization, offer your own experience and best practices, or simply join to network with others.

More Information and Registration
  

 


 

Workforce Readiness, College Relations, Diversity & Inclusion

Board Spotlight: Diversity

Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI

Hi! I’m Lana Martin (she | her) and I am the new Director of the DEI Committee. I have been a member of GMA SHRM since 2021, and a member of this committee since 2023.

I want to thank Mary Vesely for all the great work and stewardship of this committee for the past five years. With her leadership, it has grown in membership and output.

I’m excited to take on a leadership role with this committee because I value creating spaces where people feel safe to be their authentic selves. I think it’s important that we work to ensure our HR community has the resources and community partnerships to fully support their organizations. 

Over the coming year, I’ll be working alongside the incredible members of this committee to embed DEI practices within each of our Board committees. We will also be working to grow community partnerships to bring resources and learning opportunities to all of you!

Volunteering with GMA SHRM has been an incredibly rewarding and worthwhile experience, and I look forward to continuing to build this committee with more passionate, engaged members. 

If you have interest in joining, questions about the work we do, or suggestions about offerings, please contact me at deicommittee.gma@gmail.com.

 




Diversity Observances in July and August

Submitted by Lana Martin, HR Coordinator at UW Madison – University Health Services and Director of DEI

July is BIPOC Mental Health Month, a month dedicated to promoting awareness and understanding of mental health in communities made up of Black, Indigenous, and people of color (BIPOC). Mental Health America is the nation's leading non-profit dedicated to the promotion of mental health, well-being, and prevention. From their website, "Awareness means uplifting cultural strengths, honoring healing traditions, and recognizing how resilience is shaped by lived experiences. Culture, ethnicity, and race all play a role in the way that each person experiences the world and these factors have profound effects on mental health." (mhanational.org)
 
By visiting MHA’s BIPOC Mental Health Resource Center you can learn more about what communities of color face when it comes to mental health and well-being, and access their free resource guide for BIPOC Mental Health Month, free printable activities, and social media images.




July and August Observances

Use these observances for team engagement! Have fun, celebrate diversity, and take this opportunity to share stories and learn more about your teammates.  


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GMA SHRM and Member News


GMA SHRM – Retiree Membership
 

Have you retired from a career in the HR profession or do you know someone who has?  Want to stay connected to friends and the profession while also giving back?  GMA SHRM now offers a Retiree Membership option.  Dues are discounted to $25 for a 12 month membership for all retired HR professionals. 

To qualify you need to have been employed in Human Resources and no longer represent a company.   We ask Retiree Members get involved and join a committee and/or participate in monthly HR Advice Network group meetings (roundtables). 

For more information, visit our Retiree Membership page.

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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in May 2025!
 
Shana Abbott-Hicks Professional in Human Resources  
Franchesca Beswick SHRM-CP UW-Madison/WIDA
Marisol Contreras   SWCAP
Cynthia Eason SHRM-CP University of Wisconsin - Madison
Don Happ sPHR BerndtCPA LLC / Stelios Payroll
Tanya Hubanks SHRM-SCP University Wisconsin School of Business -
Strategic Human Resource Management Center
Erin Lavery SHRM-SCP Gilson, Inc.
Olivia MacDonald   UW Madison - College of Letters and Science
Jennifer Powell   Universities of Wisconsin
Danielle Rake   EK Machine Co Inc
Elly Schram   The Peoples Community Bank
Paula Severson   Summit Credit Union
Sandra Sheldon   UKG
Julie Smith   UW Madison
Chad Stofflet   Illuminus
Christine Storlie SPHR, SHRM-SCP N/A
Megan Vilmain   First Choice Dental
 

Congratulations to these members celebrating milestone anniversaries!
 


1 Year!  (2024)
Brenda Fritz, SHRM-CP
Joshua Cheeseman
Sydney Teresinski, SHRM-CP
Deanna Meyer
Mike Johnson
Sarah Harrison
Corrie Hoffman
Kari Faber, SHRM-CP
Brenna Kelley
Brian Grabarski, SHRM SCP, AASPA pHCLE
Molly Rae, SHRM-CP
Susan Lenius

10 Year! (2015)
Lori Giese, SPHR, SHRM-SCP




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HR InTouch Guidelines

Article Writing:
Do you have an interest in writing for the HR InTouch? We have an interest in learning more about your area of expertise!
Why should you volunteer? Top three reasons: 1) to share your knowledge and experiences to educate others; 2) to become more connected in the HR and Dane County communities; and 3) to contribute towards the advancement of GMA SHRM and the HR profession.
The first step is for you to choose a submission option: you can pre-submit an article to GMA SHRM at any time for us to use in any of the upcoming newsletters, you can sign up to write for a particular month, or we can put you on a list of people to contact in future months whenever we need articles.
Article length:
Because the HR InTouch is now in an online format, the size is flexible. The article should be engaging and hold readers’ attention. Include the core information in your article, and we will advise if it is too lengthy.
Solicitation:
GMA SHRM is conscious not to allow solicitation through the articles, in an effort to protect the interests of our partners and members. The nature of the article should be educational (i.e., what are the business advantages of having a product like yours) or informational. Otherwise, if you truly are interested in advertising through the HR InTouch, you can work with our Marketing Committee. As a rule of thumb for article writing, if the submission relates to a for-profit event, or specifically markets your company (vs. your industry), it is an advertisement, and should be purchased. If it is a not-for-profit event that your company is hosting, or an announcement (i.e., a SHRM member recently joined your company), it is an acceptable addition to the HR InTouch content. If you have any questions related to the appropriateness of your submission, please contact us.
If you have questions, or to submit an article, contact GMA SHRM at chapteradmin@gmashrm.org .



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Facebook: https://www.facebook.com/GMASHRM
LinkedIn: https://www.linkedin.com/company/gma-shrm

 
 Amended
 
 
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