The Monthly Newsletter of the Greater Madison Area SHRM
In This Edition
Government Affairs & Legal Updates
Professional DevelopmentHR Advice Network Roundtables
GMA SHRM Idea Exchange
Workforce Readiness & DiversitySeeking Volunteers for the Job Boot Camp!
GMA SHRM Social Media
GMA SHRM Member News
As I mentioned last month, we are always looking for members who are interested in donating some of their time to the chapter and to our community. We are specifically looking for new volunteers to serve on our Volunteer Engagement Committee. This is a great opportunity for those who may have limited time to assist or are just thinking about getting involved. Please reach out to LeaAnn Rens (LeaAnn.Rens@remedystaff.com) if you are interested in learning more. Additionally, our 4th annual Job Boot Camp is coming up on August 19 at the Urban League of Greater Madison. There will be plenty of volunteer opportunities for this event. If you’re interested in volunteering at this half-day event please reach out to Rachel Martin (email@example.com). Volunteering is a very rewarding experience!
Click here to view the full GMA SHRM Board of Directors
On June 14, 2016, the Office of Federal Contract Compliance Programs announced publication of a Final Rule in the Federal Register that sets forth the requirements that covered contractors must meet under the provisions of Executive Order 11246 prohibiting sex discrimination in employment. This Final Rule updates sex discrimination guidelines from 1970 with new regulations that align with current law and address the realities of today’s workplaces. The Final Rule deals with a variety of sex–based barriers to equal employment and fair pay, including compensation discrimination, sexual harassment, hostile work environments, failure to provide workplace accommodations for pregnant workers, and gender identity and family caregiving discrimination.
The United States District Court for the Central District of California has approved of a settlement entered into between the United States Equal Employment Opportunity Commission (the "EEOC") and Lowe's Home Centers, Inc. or Lowe's HIW ("Lowe's"), resolving EEOC's nationwide disability discrimination lawsuit against Lowe's. Lowe’s has a maximum 180-day leave of absence policy that results in automatic termination. This type of policy has been found to conflict with the Americans with Disabilities Act (ADA). Employers are expected to assess each individual situation to determine if providing an extended leave is a reasonable accommodation or an undue hardship. If your organization has this type of policy, you should review it to determine if it conflicts with the ADA.
Did you ever wonder why we operate under both federal FLSA and Wisconsin FLSA rules? Did the recent FLSA overtime changes just sneak up on you? How does the Affordable Care Act impact your organization? Did you ever wonder how your organization is affected by laws that are passed in both Madison and Washington, DC?
By Dawn Koopman, GMA SHRM Immediate Past President
|Jonathan Burns||Tactical Financial Group|
|Karen Dorais||Employee Benefits Corporation|
|Rebeca Olson||Exact Sciences|
|Lisa M. Rusch, SHRM-CP, PHR||American Red Cross Blood Services|
|Shawna Schalk, SHRM-CP||RESCO|
|Sarah Shelley||Serta Simmons Bedding|
|Kris Sutter-Parent, PHR||SSM Health|
|Kenna Uphoff||Smart Motors|
If you are a member who is in between jobs, or who is currently employed but seeking new positions or career paths, write us a brief description of your skill set, areas of expertise, what you’re looking for, etc. Send us an e-mail. We’ll publish your information in the next HR InTouch.
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.
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.
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 firstname.lastname@example.org .