November 2026 |
HR InTouchThe Monthly Newsletter of the Greater Madison Area SHRM |
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In This EditionPresident's Message By Wanda Manning, MBA, SHRM-CP
Legal Update: Harper v. Sirius XM Revisited - Court Dismisses AI Hiring Discrimination Case GMA SHRM Partnerships Partner With GMA SHRM! Compensation & Benefits GMA SHRM Local Data Compensation Survey Now Available! Professional Development and Events Meet, Greet & Eat SHRM Certification Prep Sessions November PDS: EEOC and Annual Legal Update Protecting Your Business from the Loss of a Key Person
Diversity Observances in November and December Inclusive Holiday Celebrations
Board Spotlight: Communications and Social Media GMA SHRM Retiree Membership Welcome New Members! Congratulations to our 1, 5, 10, 15 and 20 year anniversary members!
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Dear GMA SHRM Members,
As we enter November, a season of gratitude and reflection, I want to extend my heartfelt thanks to each of you. HR professionals continue to navigate change with resilience, compassion, and expertise, and the impact you make on your employees, organizations, and communities every day is truly remarkable. In the spirit of the season, I'd like to offer a simple challenge: reach out to someone in your organization who has recently made a positive impact and tell them exactly why you appreciate them. As HR professionals, we know that recognition is one of the most powerful ways to strengthen engagement, build relationships, and reinforce positive behaviors. Taking the time to acknowledge someone's contributions not only brightens their day, but also fosters trust, connection, and a culture where people feel valued. In a profession centered on people, a few words of genuine gratitude can go a long way. I hope you'll join me in making November a month of intentional appreciation. You never know how much your words may mean to someone who needs to hear them. I also want to thank the volunteers, committee members, and Board leaders who devote their time and talents to making GMA SHRM such a vibrant professional community. Your dedication helps us provide meaningful learning, networking, and growth opportunities for our members throughout the year. Finally, a sincere thank you to our Corporate Partners and sponsors. Your support makes it possible for GMA SHRM to offer exceptional programming, valuable resources, and opportunities for connection and development. We are grateful for your partnership and your continued investment in the HR profession. As we look toward the final months of the year, we're already busy planning for an exciting 2027, including future programming and our Human Capital Conference. If your organization, or one you know, may be interested in becoming a Corporate Partner, we encourage you to connect with our Corporate Partnership Committee. These partnerships help ensure GMA SHRM remains a strong resource for HR professionals throughout our community. Before the year comes to a close, we still have several outstanding opportunities to learn, connect, and engage: Professional Development Summit (PDS) – November 17 .jpg) Join us for one of our most popular events of the year featuring timely legal and workplace updates:
Be sure to register early and reserve your spot. SHRM-CP / SHRM-SCP Certification Prep Sessions Whether you're preparing for certification or recertification, these virtual learning opportunities can help you sharpen your skills and confidence:
Stay Connected Don't forget about our monthly HR Roundtables and networking opportunities. These programs provide a welcoming space to exchange ideas, discuss emerging workplace trends, and learn from fellow HR professionals who understand the unique challenges and rewards of our work. As someone who has benefited tremendously from the relationships, learning, and sense of community that GMA SHRM provides, I continue to be inspired by the passion and generosity of our members. Whether you're deeply involved in chapter activities or attend events when your schedule allows, thank you for being part of this incredible HR community. Wishing you a wonderful November filled with gratitude, connection, and continued success. I look forward to seeing many of you at our upcoming events. With appreciation, Wanda Manning, MBA, SHRM-CP President, GMA SHRM wlmanning@wisc.edu
Government Affairs & Legal Updates Legal Update: Harper v. Sirius XM Revisited - Court Dismisses AI Hiring Discrimination CaseSubmitted by Emmerson Mirus, Brian P. Goodman, and Storm Larson, Attorneys at Boardman & Clark LLP, a Platinum Partner
 The April 2026 installment of this newsletter discussed Harper v. Sirius XM, a lawsuit alleging that Sirius XM’s use of artificial intelligence in hiring discriminated against Black applicants. The plaintiff alleged that Sirius XM used AI and machine-learning tools to screen applicants using data points such as educational institutions, employment history, and zip codes that could operate as proxies for race. He alleged that he applied for approximately 150 positions, received only one interview, and was otherwise rejected.The court has now dismissed the lawsuit because the plaintiff had not alleged enough facts to plausibly connect the employer’s alleged use of AI to race discrimination. On the plaintiff’s disparate treatment theory, the court found no facts indicating discriminatory intent and no similarly situated non-Black applicants who were treated more favorably. The plaintiff’s disparate impact claim failed for a similar reason. Unlike disparate treatment, disparate impact does not require discriminatory intent. But a plaintiff must identify a specific employment practice and show, generally through relevant statistical analysis, that the practice adversely affects a protected group. The Harper court found that the plaintiff’s own experience, even across numerous applications, did not establish a group-wide disparity. He identified no comparator group, statistics showing a disparity, or other applicants with similar experiences. Harper is reassuring for employers, but it should not be interpreted as a green light for unchecked use of AI in employment decisions. Instead, the decision illustrates the evidence future plaintiffs may need to develop to pursue an AI-driven algorithmic-discrimination claim, like information about the particular screening practice at issue, how that practice affects different groups of applicants, and the causal connection between the practice and hiring outcomes. In the wake of Harper v. Sirius XM, using AI-assisted applicant screening, ranking, or matching tools should understand what those tools actually do and periodically evaluate their hiring results for potentially disproportionate effects on protected groups. Return to TopGMA SHRM Partnerships Partner with GMA SHRM!
 With Platinum, Gold, Silver, and Bronze levels available, there’s an option to fit every budget and marketing strategy. Partnership benefits include:
Contribute to GMA SHRM’s success by joining our community. If you’re interested in becoming a Corporate Partner or exploring sponsorship opportunities, reach out to the GMA SHRM office today to learn more! Return to Top Volunteer Opportunity – Corporate Partner Liaison Looking for a simple way to get involved with GMA SHRM? Join the Corporate Relations Committee. The Corporate Relations Committee plays a vital role in connecting area businesses with our members by creating meaningful sponsorship opportunities. Our committee manages the Corporate Partnership Program and other marketing opportunities that help businesses reach our members while supporting GMA SHRM initiatives. Liaisons work directly with our Corporate Partner businesses to coordinate and maximize their benefits throughout the year. This role requires just 60 minutes per month and is a great way to build relationships while supporting our chapter. If you are interested in becoming a member of the committee, reach out to us—we’d love to have you join! Contact Bonny Bassett at bonny.bassett@qtigroup.com for more details. Return to Top GMA SHRM Local Data Compensation Survey Now Available
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 180 jobs common across all industries.
 .Return to Top Meet, Greet, & Eat
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Jared Schumacker |
| Janel Kalish |
Though business owners cannot protect themselves from the unexpected and sudden loss of a key employee, they may be able to protect themselves from the financial consequences of such a loss through the purchase of what is called "key person insurance."
Who's Key?
There is no legal definition for who a key person is, but he or she is someone whose loss, due to death or disability, would cause a material financial setback to the business. For example, a key person may be a top salesperson whose production would take considerable time to replace. Or perhaps it's someone who is guaranteeing the business access to needed future capital.
Key person insurance is a standard insurance policy that is usually owned by the business and whose premiums are paid by the business. These premiums are generally non-deductible. The benefits of the policy are paid to the business in the event that the insured key person dies or becomes disabled. (Coverage for death and disability are separate policies.)
Calculating Costs
When considering the coverage amount, the business owner should first calculate the financial impact of the loss of a key person. The next step is to ascertain the cost of insurance for that amount. With that information, the business owner will then be able to make a decision that balances his or her protection needs with what the business can afford.
The proceeds may be used in any manner deemed appropriate. For example, the proceeds may be needed to meet day-to-day expenses, pay off debts, or recruit new talent to the organization.
For most businesses, their most important asset is their people. Yet, while they insure their other assets—such as buildings and cars—they often overlook the wisdom of doing the same for those individuals who are critical to their success.
Several factors will affect the cost and availability of life insurance, including age, health, and the type and amount of insurance purchased. Life insurance policies have expenses, including mortality and other charges. If a policy is surrendered prematurely, the policyholder also may pay surrender charges and have income tax implications. You should consider determining whether you are insurable before implementing a strategy involving life insurance. Any guarantees associated with a policy are dependent on the ability of the issuing insurance company to continue making claim payments.
Janel Kalish and Jared Schumacker are Registered Representatives and Financial Advisors of Park Avenue Securities LLC (PAS). OSJ: 1166 QUAIL CT., SUITE 100, PEWAUKEE WI, 53072, 262-7469270. 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. 9194869.1
November and December Observances
Submitted by Lana Martin, Consultant Engagement Manager at Evergreen Healthcare Partners and GMA SHRM’S Director of DEI Committee
We encourage you to use observances we post monthly on our LinkedIn page. Let’s use this as an engagement tool to connect with others and practice inclusion!
Submitted by Lana Martin, Consultant Engagement Manager at Evergreen Healthcare Partners and GMA SHRM’S Director of DEI Committee
We encourage you to use observances we post monthly on our LinkedIn page. Let’s use this as an engagement tool to connect with others and practice inclusion!
Inclusive Holiday Celebrations
Many organizations will be planning celebrations to round out the year, recognize employees, and show appreciation for their contributions. Thoughtful planning and knowledge of employee demographics can help organizations create celebrations that bring people together without assuming everyone shares the same traditions.
Inclusive celebrations can help reinforce a sense of belonging, demonstrate respect for employees, and create opportunities for colleagues to connect. Workplace celebrations communicate something about organizational culture. When events consistently center on one tradition or assume everyone wants to participate in the same activities, some employees may feel overlooked or pressured to take part in something that does not reflect their beliefs.
By keeping some of the items below in mind, organizations can recognize that employees have different experiences and preferences.
Five Inclusive Celebration Considerations
Religious accommodation is a workplace responsibility. Requests involving religious observances or scheduling should be handled through the appropriate accommodation process.
Consider other aspects of accessibility, too. An alcohol-free gathering, accessible venue, and activities that don’t require physical participation can help more employees feel comfortable. Timing matters, too: after-hours events may create barriers for employees with childcare responsibilities, second jobs, or other commitments. A shorter celebration during work hours may make participation easier for everyone.
Organizations can reduce these pressures by covering food or event costs, avoiding mandatory contributions, and choosing accessible locations.
Tanenbaum’s Religious Diversity Checklist is another useful resource for reviewing workplace practices related to holidays, food, scheduling, and religious inclusion.
Ongoing Inclusion Efforts
Inclusive planning is not about creating a perfect event or recognizing every tradition at once. Taking the time to be intentional, inviting feedback, and recognizing that employees experience the workplace differently go a long way in creating belonging in the workplace, and making events impactful for everyone.
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Many organizations will be planning celebrations to round out the year, recognize employees, and show appreciation for their contributions. Thoughtful planning and knowledge of employee demographics can help organizations create celebrations that bring people together without assuming everyone shares the same traditions.
Inclusive celebrations can help reinforce a sense of belonging, demonstrate respect for employees, and create opportunities for colleagues to connect. Workplace celebrations communicate something about organizational culture. When events consistently center on one tradition or assume everyone wants to participate in the same activities, some employees may feel overlooked or pressured to take part in something that does not reflect their beliefs.
By keeping some of the items below in mind, organizations can recognize that employees have different experiences and preferences.
Five Inclusive Celebration Considerations
- Inclusive Language
- Cultural Awareness
Religious accommodation is a workplace responsibility. Requests involving religious observances or scheduling should be handled through the appropriate accommodation process.
- Accessibility
Consider other aspects of accessibility, too. An alcohol-free gathering, accessible venue, and activities that don’t require physical participation can help more employees feel comfortable. Timing matters, too: after-hours events may create barriers for employees with childcare responsibilities, second jobs, or other commitments. A shorter celebration during work hours may make participation easier for everyone.
- Financial Considerations
Organizations can reduce these pressures by covering food or event costs, avoiding mandatory contributions, and choosing accessible locations.
- Employee Feedback
Tanenbaum’s Religious Diversity Checklist is another useful resource for reviewing workplace practices related to holidays, food, scheduling, and religious inclusion.
Ongoing Inclusion Efforts
Inclusive planning is not about creating a perfect event or recognizing every tradition at once. Taking the time to be intentional, inviting feedback, and recognizing that employees experience the workplace differently go a long way in creating belonging in the workplace, and making events impactful for everyone.
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GMA SHRM and Member News
Board Spotlight: Communications and Social Media
Submitted by Shannon Murphy, Senior Research Associate – Executive Search at Truity Partners and GMA SHRM’S Vice President of Communications
The Communications & Social Media Committee helps tell the story of GMA SHRM. From promoting upcoming events and educational opportunities to recognizing volunteers, board members, and corporate sponsors, our team works behind the scenes to keep members informed and connected. Through our social media channels and newsletter, we strive to highlight the people, programs, and partnerships that make our chapter successful while sharing timely HR-related content with the broader community.One of the coolest aspects of the committee is the opportunity to collaborate with nearly every area of GMA SHRM. Whether we're supporting Professional Development Summits, sharing membership updates, recognizing volunteers, or amplifying our corporate sponsors, we serve as a connector across the organization. Our work helps ensure that members know what's happening, how to get involved, and where they can find value in their GMA SHRM membership.
The committee also provides a creative outlet for members who enjoy writing, graphic design, photography, social media, or simply finding new ways to engage the HR community. From creating event promotions in Canva to spotlighting chapter initiatives and sharing event highlights, there are plenty of opportunities to contribute ideas and help shape the voice of GMA SHRM. No prior marketing or design experience is required; we will teach you everything we know! If you're interested in learning new skills, we'll gladly help you get started.
Interested in Joining Our Team?
We're always looking for members who want to become more involved with GMA SHRM in a low-commitment, high-impact way. The committee meets for just 30 minutes on the first Wednesday of each month to connect, brainstorm content ideas, and coordinate upcoming communications.
Joining the committee is a great opportunity to meet new people, expand your professional network, contribute your creativity, and help amplify the work of GMA SHRM. Whether you'd like to try your hand at Canva, attend events and share highlights, contribute content ideas, or simply lend your perspective to our communications efforts, there's a place for you on our team.
If you're interested in learning more or getting involved, please contact Shannon Murphy, VP Communications, at shannon.murphy@truitypartners.com. We'd love to have you help tell the story of GMA SHRM.
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.
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.
Welcome New Members!
GMA SHRM welcomes the following members who joined our chapter in September 2026!
| Amy | Atherton | Action Coach Dane County | |
| Nicole | Bailie | SHRM-SCP | Insperity |
| Sehade | Carter | Sergenian's Floor Coverings | |
| Maeve | Krause | Destination Madison | |
| Katrin | Madayag | America's Credit Unions | |
| Carissa | Mitchell | PHR | Insperity |
| MJ | Reiners | Summerland Education | |
| Jason |
Rosemurgy |
University of Wisconsin School of Business Center for Professional Education and Development |
Congratulations to these members celebrating milestone anniversaries!
November Anniversaries
Congratulations to these members celebrating milestone anniversaries!
1 Year! (2025)
Olivia Schwartz
Shannon Hellenbrand, SPHR-HRCI
Michelle Gerber
Stacie Martinez
5 Years! (2021) Nice!
Michelle Rauls, PHR
Lana Martin, SHRM-CP
Jay Winston
20 Years! (2006) Impressive!
Susan Pschorr, MBA, SPHR, SHRM-SCP
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Congratulations to these members celebrating milestone anniversaries!
1 Year! (2025)
Olivia Schwartz
Shannon Hellenbrand, SPHR-HRCI
Michelle Gerber
Stacie Martinez
5 Years! (2021) Nice!
Michelle Rauls, PHR
Lana Martin, SHRM-CP
Jay Winston
20 Years! (2006) Impressive!
Susan Pschorr, MBA, 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 .
Don’t forget to add us on Social Media to see updates, events, general HR knowledge, and more!
Facebook: https://www.facebook.com/GMASHRM
LinkedIn: https://www.linkedin.com/company/gma-shrm
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