August 2018 

HR InTouch

The Monthly Newsletter of the Greater Madison Area SHRM

In This Edition

President's Message

By Tammy Wacek, SHRM-CP, PHR
 

Government Affairs & Legal Updates


Expect Increases in ACA Thresholds, Penalties and Limits in 2019

2018 SHRM Annual Conference Public Policy Review
 

Professional Development


Cutting Costs While Keeping Employees’ Safety 1st - The impact of trauma on the workplace
 

Workforce Development & Diversity


Get Involved; Dane County Regional Fair & Workforce Readiness Committee Partnership

FutureQuest 2018

 

GMA SHRM Media Relations


Creative Website Suggestion

Follow Us On Instagram!  
 


GMA SHRM News & Upcoming Events


SHRM Foundation….Make a Difference in Our HR Profession​

August 14 - Professional Development Summit  

September 18, 2018 - Professional Development Summit

Session 1:  The Legal and Practical Impact of the Opioid Crisis on the Workplace
Session 2:  The Impacts of Domestic Violence on the Workplace

 

GMA SHRM Member News


Spotlight: GMA SHRM 2018-2019 Board of Directors

Welcome New Members!

Movin' Up

In Transition

 


 

 

President's Message

GMA SHRM
2018 Corporate Partners

Gold Level

Boardman & Clark Law Firm
Career Momentum
Godfrey & Kahn
Hausmann-Johnson Insurance Group
The Payroll Company
Remedy Intelligent Staffing
UW School of Business - CPED

Silver Level

Bunbury & Associates
M3 Insurance

Bronze Level

The Alliance
Associated Bank - HSA Plus
Edgewood College
Express Employment Professionals
First Weber Relocation Services
Quartz
The QTI Group
Restaino & Associates Relocation
Summit Credit Union
 

Thank you!

 


 

Greetings GMA SHRM Members –

We had our first Board meeting of the 2018-2019 year and we had some great discussions, including ideas from the National SHRM Conference and our student membership, among other topics. If you are a student, please note that we have made a change with the minimum required credits to receive this discount. Our goal is to connect with student members and provide them with opportunities for education and networking through our chapter. For more information, visit our student membership section on our website.
 
I know August is a busy month for everyone with vacations, getting ready for school, etc. so I am very excited to say we have almost 100 members signed up for our August Professional Development Summit on August 14th. The topics being covered are Evidence-Based Human Resource Management & Understanding Advanced Issues in FMLA Administration. As a member, you also have the opportunity to join other members at our next Meet, Greet & Eat over lunch on August 30th at The Egg & I.
 
Like summer, I have decided to keep this month’s message short and sweet. I hope to see you at one of our end of summer events!


Take Care,

Tammy Wacek, SHRM-CP, PHR
President
GMA SHRM

Click here to view the full GMA SHRM Board of Directors

 

Government Affairs & Legal Updates

Expect Increases in ACA Thresholds, Penalties and Limits in 201

Submitted by: Abigail Darwin, GMA SHRM Government Affairs Committee Member and Employee Benefits Attorney at Quarles & Brady LLC

On May 21, 2018, the IRS issued Revenue Procedure 2018-34, which set forth the 2019 Affordable Care Act ("ACA") shared-responsibility affordability percentage.  Pursuant to the Revenue Procedure, in 2019, employer-sponsored health insurance coverage will be considered "affordable" if the lowest-cost self-only coverage option available to employees does not exceed 9.86% of an employee's household income, which is an increase from the 2018 affordability threshold of 9.56%.  The affordability threshold represents the highest percentage of household income that an employee can be required to pay for monthly premiums for employer-sponsored health insurance that meets the ACA's minimum essential coverage ("MEC") requirements. 
 

In 2019, the penalties will also be higher for applicable large employers ("ALEs") who either do not offer MEC to all eligible full-time employees or who offer coverage that is not "affordable," within the meaning of the ACA.  These penalties are sometimes referred to as the "play or pay" penalties.  Actuaries estimate that the Internal Revenue Code ("Code") Section 4980H(a) penalty for not offering MEC to all eligible employees will increase from an annualized $2,320 in 2018 to $2,500 in 2019, and the Section 4980H(b) penalty for not offering "affordable" coverage will increase from an annualized $3,480 in 2018 to $3,750 in 2019. 
 
Both the Section 4980H(a) and 4980H(b) penalties are triggered if an employee applies for health insurance coverage on an ACA Exchange and qualifies for a premium tax credit/subsidy.  In the case of the Section 4980H(a) penalty, the full penalty amount an employer may face is the penalty amount ($2,320 in 2018) times the total number of full-time employees (minus 30), even including the full-time employees who did not apply for Exchange coverage or qualify for the premium tax credit/subsidy.  In the case of the Section 4980H(b) penalty, the full penalty amount is calculated by taking the penalty amount ($3,480 in 2018) times the number of full-time employees receiving a premium tax credit/subsidy.  Because the penalties can be fairly substantial, it is important that ALEs offer "affordable" MEC to all their eligible full-time employees.
 
In 2019, the annual ACA limit on cost-sharing for non-grandfathered group health insurance plans will increase from $7,350 (2018) to $7,900 for self-only coverage, and will increase from $14,700 (2018) to $15,800 for family coverage.  These limits takes into account an employee's spending under the plan's deductible, as well as co-payments and co-insurance payments, but it does not include plan premiums. 
 
Note, however, that the minimum value threshold for ACA-compliant plans is expected to remain at 60% in 2019.  This means that in 2019, as in prior years, employer-sponsored group health insurance plans must pay for at least 60% of benefits covered under the plan.

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2018 SHRM Annual Conference Public Policy Review

Submitted by: Jeff Palkowski, Director of Government Affairs GMA SHRM and SHRM Advocacy Captain (Wisconsin 1st CD)

One of the first sessions that I added to my 2018 SHRM Annual Conference schedule was “Tsunami or Wave: The Washington Outlook for HR Public Policy” that was being presented by SHRM Vice President for Government Affairs, Michael P. Aitken. Luckily, I didn’t have to wait long after arriving in Chicago, as this was the very first session that I attended at the conference.
 
My interest in this session, which was a unique session in many ways from every other session offered over the three-day human resources conference, was twofold. First, besides my passion for human resources, I have been very active and involved in public policy, the legislative process, and politics for many years and second, as a SHRM Advocacy Captain for Wisconsin’s 1st Congressional District and Director for Government Affairs for my chapter (Greater Madison Area SHRM), the information that Mike would be presenting would be of interest to both the SHRM HR Advocates in my home district and to my chapter Government Affairs Committee when I returned home.
 
I’ve heard Mike Aitken several times in the past, and he never fails to disappoint. He has the pulse on all of the happenings in Washington, DC that has or may have a direct impact upon our human resources profession.  During the 90-minute mega session, Mike would cover a large number of topics, but would do so in an easy to understand approach for all in attendance.
While it would be impossible to encapsulate the full presentation in a readable blog post, here are five issue takeaways that were discussed during this session:
 
Government Remains a Top Problem for the U.S.
 
Likely to no one’s surprise, recent Gallup polls indicate that “dissatisfaction with government” remains a top concern for U.S. citizens. Although trending up slightly, President Donald Trump’s approval ratings remain in the mid 40% range while approval ratings for the U.S. Congress are much lower, in the teens. While the midterm elections remain about four months away, this sentiment of dissatisfaction will surely impact voters as they head to the polls in November. Of note, since 1862, the President’s Party has lost seats in the House in 36 of the last 39 midterm elections. A change in House and/or Senate majorities would certainly impact federal legislation in the upcoming Congress as well as the direction of many public policies.
 
Talent Development Remains an Important Priority for the U.S. Workforce
 
As human resources professionals, we are all keenly aware of the issue and challenges surrounding talent development, acquisition and retention. With national unemployment rates at record lows and with an emerging technologically based workplace, developing and maintaining talent pipelines will be at the forefront in most organizational strategic plans. The White House has been focused on several areas to address talent development which include: apprenticeships, credential-based hiring, and the hiring of the formerly incarcerated, individuals with disabilities and veterans. SHRM has been recognized by the Trump Administration with the appointment of SHRM President and CEO, Johnny C. Taylor, Jr. to the President’s Board of Advisors on Historically Black Colleges and Universities. In this role, Taylor hopes to create a stronger connection between these higher education institutions and employers. In Congress, SHRM has been in support of legislation to assist with the expansion of employer-provided education assistance benefits to help employers attract and retain employees. Two SHRM supported bills to watch this legislative session are: “Employer Participation in Student Loan Assistance Act-H.R. 795” and “Expansion of Section 127 Limit-S. 2007/H.R. 4135”.
 
#MeToo and the Workplace
 
The worldwide #MeToo movement has reinforced the need for all organizations to review their organizational culture and policies to ensure that their workplaces are free from sexual harassment. A January 2018 SHRM survey reported that 36% of all HR professionals had at least one employee make a report of sexual harassment at their organization within the previous 12 months. Of those HR professionals surveyed, 36% reported an increase in sexual harassment allegations. In this same survey, 94% of HR professionals reported that their organization has a documented sexual harassment policy22% of non-manager employees surveyed were not sure if their organization has a sexual harassment policy. SHRM has taken a proactive lead in addressing this important issue by:
 

  • Providing a dedicated web page and educational programs.
  • Educating members of Congress on the issue.
  • Testifying before the California legislature (SHRM CEO and 3 SHRM members testified) at a hearing titled: “Best Practices for Culture Change on Sexual Harassment.
  • Delivering training to state legislators through the National Conference of State Legislatures (NCSL)

 
Paid Leave Mandates Gain Momentum
 
In 2018, more states and municipalities have approved measures to create mandatory paid leave policies for employers within their respective jurisdictions. As each new policy addition contains a variety of conditions, requirements, and benefits; it is becoming more challenging for HR professionals to manage, particularly for those organizations with multiple work locations. SHRM helped to develop the “Workflex in the 21st Century Act of 2017 – H.R.4219” which is legislation that would expand paid leave and workplace flexibility options for all employees. If passed into law, employers would have the voluntary option to participate by offering a minimum threshold of paid leave and a flexible work option which would then satisfy any state and local paid leave laws and federal contractor requirements. There are only a few months left in the current session of Congress, but SHRM remains hopeful that congressional action will still take place this fall.
 
Federal Immigration Reform
 
Immigration has dominated the national news of late, and many of these issues have a direct impact on employers and the country’s workforce. The Trump Administration has stepped up their review and audit of employment-based visas, mandatory E-Verify remains a possibility within any comprehensive immigration reform plan, and the Immigration and Customs and Enforcement Agency (ICE) plans a dramatic increase in employer I-9 audits throughout the remainder of this year. Add to this the inability of Congress to resolve the issue of the Deferred Action for Childhood Arrivals (DACA) recipients, and immigration will likely to continue to impact organizations, workers, and midterm voters for the remainder of 2018.
 
These are just of a few of the many public policy issues that have and will impact the work of HR professionals in our workplaces. While these may not seem to be your “typical HR issues” and are not areas that we often encounter on a daily basis, it is helpful to know that the SHRM Government Affairs Team has a team of experts that monitor, interpret and communicate public policy information to the HR community as developments arise. SHRM also remains active in the development of legislation and advocates for what they consider to be common sense, workplace policies.
 
If you want to keep informed on public policy issues that impact the HR profession and your workplace, I encourage you to visit the SHRM Policy Action Center at www.advocacy.shrm.org where you will find more detailed information about these key issues as well as many other current public policy issues. From this site, you can also download SHRM’s 2018 Guide to Public Policy Issues. In addition, those that are interested can also sign up as a SHRM “HR Advocate” to receive regular updates and if you wish, participate directly in the policymaking process through direct communication with your elected officials.
 
In closing, I want to thank Mike Aitken and his entire SHRM Government Affairs team for a great presentation at the 2018 SHRM Annual Conference, as well as the work that they perform on a daily basis to keep us informed to help us move our profession forward together.


Professional Development

Cutting Costs While Keeping Employees’ Safety 1st - The impact of trauma on the workplace

Submitted by: Brian Goodman, VP of Programming, Attorney with Boardman & Clark LLP

Brandie de la Rosa is the Founder of E3 Inspire and a presenter at the upcoming GMA SHRM September PDS

 

Is your company addressing the impact that domestic violence and sexual assault have on your workplace? If you would like to learn more about how to understand your employees’ needs and to empower your staff to take action around these traumas, don’t miss GMA SHRM’s Professional Development Summit on September 18, 2018, The Impacts of Domestic Violence on the Workplace.
 
Here are some important statistics you and your company should know:

  • It’s estimated that more than 1.75 million workdays are lost each year to domestic violence.
  • 1 in 4 women and 1 in 7 men are affected every day.
  • Victims lose nearly 8 million days of paid work a year—more than 32,000 full-time jobs combined.
  • Missed workdays and decreased productivity, along with increased health and safety costs, result in a loss of $8.3 billion annually to companies nationwide.
  • The Corporate Alliance to End Partner Violence, found that 21 percent of full-time employed adults said they were victims of domestic violence and 74 percent of that group said they’ve been harassed at work.
 
Brandie de la Rosa has experience with domestic violence and she has decided to help others turn pain into productivity. She vowed to become a change agent for communities and launched her own company, E3 Inspire that brings much needed resources to victims in the place they spend most of their time, at work.
 
According to Brandie, this kind of trauma causes employees lose productivity because of the person’s lack of concentration.  “For example, if the employee just experienced sexual assault or domestic violence at home and now they have to show up at work at 8 a.m. on point, bright-eyed, and bushy-tailed , they aren’t concentrating on the job at hand, because they are trying to deal with the violence. That could be very critical when you think about it.Would you want to go under the knife with a surgeon who has all of this stuff going on in their mind because they just left home after getting physically assaulted?
 
Brandie says that lost productivity is also due to the traumatized employee taking days off from work or leaving early or coming in late. This may be because they are dealing with what just happened or they might be taking the time off because they have to go to court appearances or obtain restraining orders. If the person  fears for their life, they may feel that their only choice is to quit, because they think they are going to get fired anyway.
 
Over 75 percent of companies do not have a plan in place to prevent and deal with violence that impacts the workplace. Brandie finds that for many of those that do, the plan is inadequate to the task.

“With domestic violence usually it is one of those things like, ‘We’ll go into a room and do computer-based learning, click through, watch the sexual harassment video real quick, sign off on compliance and then go on your way,” Brandie said. “If there is an issue, call EAP on their 800 number, which is based in California or someplace and they don’t know you. How comfortable is that? I can tell you with domestic violence victims and sexual assault victims, you-traumatize them further by making them watch a video about domestic violence or sexual assault. They will click through it and not pay attention to it, just to get through it and sign the paperwork. That’s it. It’s so painful because if they live it or have lived it, they don’t want to rewatch it. How are you supporting them if that does nothing for them on a personal level?  It just makes them feel worse, like they are just a number.”
 
More importantly, Brandie says, current methods of handling domestic violence are not proactive.  A person’s intimate partner could show up at the workplace and cause harm, not just to the victim but to co-workers, possibly in a mass shooting.  Indeed this very thing has happened right here in Wisconsin. In 2012 three people were killed and four injured by the estranged husband of a spa worker in Brookfield.  The spa worker died in the shooting and the shooter committed suicide. And in 2017, two people were fatally wounded when the husband of an employee at a bank in Wausau came to the bank with the intent to kill his wife over divorce papers. Coworkers helped the wife escape to safety.  
 
 
If you would like more information on theE3 Inspire’s first  national domestic violence mobile app and how to train your people on dealing with, reporting, and preventing  violence that impacts the workplace, be sure to attend Brandie de la Rosa’s program at GMA SHRM’s Professional Development Summit on September 18, 2018.
 
Find out how Trauma Informed Practices can benefit your company.
 
Find more information or register now for this PDS on September 18! 


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Workforce Development & Diversity 

Get Involved; Dane County Regional Fair & Workforce Readiness Committee Partnership

Submitted by: Jennifer Brikowski, Director of Workforce Readiness GMA SHRM

The Dane County Regional Job Fair is fast approaching!  The Workforce Readiness Committee is a partner in this event.  As in the past we are looking for volunteers to join us in an assistance capacity before the job fair starts. 
 
As HR professionals this is a fun and engaging way to demonstrate your skills in resume and interviewing for those less experienced.  It’s rewarding to have the opportunity to impact the resume of a jobseeker before it is submitted or to review  basic interview questions! In this competitive recruiting and retention climate it is also ideal to be the first  to have a  conversation with a job seeker about what your company might be looking for in a candidate.
 
We are looking for volunteers across a two-hour time slot (10a-12p), prior to the start of the fair on Wednesday, August 29th at the Alliant Energy Center. At the March event we had a little over 300 job seekers who utilized this opportunity to meet with an HR professional prior to meeting with the employers.   
 
If you have time and are willing to spend an hour or two helping out, please reach out via email to jennifer.brikowski@dwd.wisconsin.gov
  
If your company would like a booth at the job fair, please click here for information and registration.

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FutureQuest 2018

Produced by the Dane County School Consortium and the Madison Metropolitan School District, FutureQuest 2018 will be held Wednesday, December 5, 2018 at the Alliant Energy Center. FutureQuest will provide approximately 5,000 middle school students with an opportunity to relate their current interests to future education and career opportunities found within 16 career clusters. Students who attend this event will be better prepared to choose high school classes that relate to their interests and strengths.

Unlike a job fair, YOU can help students explore their options by facilitating hands on activities and responding to questions regarding required preparation and training needed for entry into your industry while offering advice on the joys and challenges of your profession.

Why participate?
Your participation in this event will expose you as a representative of your industry and bring your profession to the forefront in the minds of middle school students. 
 
What is your role?
You will speak to middle school students that come to your exhibit about what you do, why you are interested in your field, how someone would prepare for your career, and the types of positions available within your organization.
 
You will answer questions such as:

  • What high school courses were essential in helping you learn about your areas of interest?
  • What education and career path did you follow?
  • How should students prepare for future opportunities?
  • Tell me about your career and how you got interested in the field?

Click here to view the information brochure or follow this link for registration

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GMA SHRM Media Relations

Creative Website Suggestion

Submitted by: Brittany Hanson, Director of Media Relations Committee

A few GMA SHRM members recently shared websites they use in the workplace to make employee retention & recruitment fun & creative – see below!
 
Asana.com (Thanks Amanda V!)
Canva.com (thanks Sam R!)
Photofunia.com & bingocardgenerator.com (thanks Jeff!) 
 
Do you have any similar go-to websites you’d like to share?  Email them to brittanyahanson@gmail.com 

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Creative Website Suggestion

Submitted by: Brittany Hanson, Director of Media Relations Committee

GMA SHRM is on Instagram!  Follow us at https://www.instagram.com/gmashrm/ and use #gmashrm for any HR or GMA SHRM related posts!”



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Forward HR

Want to know what’s going on in HR for the other areas of Wisconsin?  WI SHRM has a new blog, Forward HR. Click here to take a look.

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GMA SHRM News & Upcoming Events

SHRM Foundation….Make a Difference in Our HR Profession

Submitted by:  Jeff Palkowski, Director of Government Affairs GMA SHRM and SHRM Advocacy Captain (Wisconsin 1st CD)
 
If you were not already aware, there is a non-profit charity organization that provides the following to support the human resources profession:
 
Employment initiatives for an inclusive and multigenerational workforce to include veterans, mature talent, and others.
Scholarships for human resources undergraduate and graduate coursework, certification and recertification as well as SHRM conference attendance.
Grants and financial awards for research, doctoral dissertation and for recognition of outstanding SHRM student chapter advisors. 
The SHRM Foundation is an affiliate of the Society for Human Resource Management (SHRM) and provides these opportunities and more to help develop and advance individual HR professionals and the overall HR profession. In 2018, the SHRM Foundation will award more than $500,000 in scholarships and awards.
 
Support for the SHRM Foundation comes in many forms:
 

  • SHRM Chapters and State Councils
    • Many chapters and state councils sponsor initiatives in support of the SHRM Foundation. In 2017, the HR Florida State Council of SHRM raised nearly $27,000.  The SHRM-Long Island Chapter raised over $15,000.
  • Sponsors
    • State Councils, corporations and individuals can provide financial sponsorship for events and scholarships.
  • Individual Donors
    • Donations of any amount can be accepted by the SHRM Foundation at any time.  Several individual donor recognition programs include:
      • SHRM Team Empower – Annual donation of $30 or more
      • SHRM Leadership Circle – Pledge to contribute $1,000 or more for at least three years 

For SHRM Annual Conference attendees, a fun way to get involved is by participating in the SHRM Foundation’s Step Challenge. Participants make a suggested donation of $10, join a Step Challenge Team, and compete as a team by tracking steps through your Fitbit or other health tracking device. The winning team is rewarded with a trophy and bragging rights and all teams have the satisfaction of knowing their donations will help launch a new undergraduate scholarship. This year, the challenge raised nearly $30,000!
 
At the 2018 SHRM Annual Conference, I was honored to be part of the second  place team “Marchers4HR” and was recognized by SHRM at the final General Session. (Story on SHRM Blog here: https://blog.shrm.org/blog/thank-you-for-stepping-with-us-at-shrm18)
 
If you want to learn more at the SHRM Foundation and how you can get involved as either a donor or scholarship/grant recipient, visit: https://www.shrm.org/foundation

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August 14, 2018 - Professional Development Summit

Alliant Energy Center

Full program details

 

Session 1:  Evidence-Based Human Resource Management 

Session 2:  Understanding Advanced Issues in FMLA Administration

Evidence-based management has become recognized as the preferred approach to decision-making.  Opinions, experience and intuition still play a role but relevant evidence has become the preferred basis upon which organizations choose to make critical decisions.  Marketing and Finance have evolved through the use of research, analytics and the scientific method.  HR has begun to incorporate talent analytics into strategy formulation as well.  New approaches such as scenario-based workforce planning, hypothesis formulation and testing and artificial intelligence require new skills and knowledge and HR professionals need to “up their game” in order to use them well.  This session will explore how evidence is acquired, analyzed and applied in talent management.

Learning objectives:
  • Know about the sources of evidence relevant to talent management,
  • Be able to analyze and apply research and analytics using technology,
  • Understand how to integrate evidence with personal knowledge and experience to formulate recommendations relating to talent management strategy. 
The federal and Wisconsin Family and Medical Leave Acts continue to be two of the most complicated laws to effectively administer in workplaces.  This program will walk through scenarios that raise some of the most difficult issues under the FMLA laws.  You will leave with a clearer understanding of proper steps to take and steps to avoid in handling your most challenging FMLA situations.

Participants will learn:
  • Key steps in effectively managing chronic intermittent leaves
  • What questions to ask yourself with every leave request
  • Best practices to address certification forms   

Program details


September 18, 2018 - Professional Development Summit

Alliant Energy Center

Full Program Details and Registration

Know a HR professional who is not a GMA SHRM member yet but could benefit from attending this event? Bring them as a guest! GMA SHRM has a limited number of Professional Grants available for potential members to attend one Professional Development Summit at no cost.  Please have your guest complete the contact information here http://www.gmashrm.org/GuestGrantRegistration  

Session 1:  The Legal and Practical Impact of the Opioid Crisis on the Workplace

Session 2:  The Impacts of Domestic Violence on the Workplace

The opioid crisis provides a myriad of challenging legal and practical dilemmas for HR professionals.   Failing to understand the law in this area could result in lawsuits, damage to workplace morale, and the loss of potentially viable employees and applicants. 
 
Brian’s portion of the program will analyze the challenging legal issues presented at each crucial stage of the employment “life cycle” and provide key strategies for navigating safely through the legal labyrinth surrounding these issues.
 
Then, Captain Nelson and Joe Balles, will present information on the Madison Addiction Recovery Initiative (MARI program) that strives to provide quicker access for treatment to people addicted to opiates who are committing low-level property crimes and who may have simple possession charges. Captain Nelson and Joe Balles will also discuss opiate abuse statistics in the Madison area.

Learning objectives:
  • The applicability of employment laws to the opioid epidemic including disability, medical leave, and arrest and conviction discrimination laws.
  • The difference in state and federal law regarding accommodating employees suffering from drug abuse issues, including the interaction of the FMLA with state and federal disability discrimination laws.
  • The extent to which opioid addiction impacts the lives of employees, businesses, and the community.
  • The community resources, programs, options, and tools for helping employees facing addiction issues.
1 in 4 women and 1 in 7 men are impacted by domestic violence.  Domestic violence not only affects the employee, it can also result in massive losses for the company.  It’s estimated that more than 1.75 million workdays are lost each year to domestic violence and that victims lose nearly 8 million days of paid work a year—more than 32,000 full-time jobs combined. That loss of productivity comes with a huge price tag. Missed workdays and decreased productivity, along with increased health and safety costs, results in a loss of $8.3 billion annually to companies nationwide.

Don’t miss this program, where Brandie will discuss violence prevention & intervention in the workplace including the importance of trauma-informed care and risk mitigation. She will also cover corporate-social responsibility, policies and procedures, federal and local laws, and obligations according to OSHA.

Participants will learn:
  • The true cost of Domestic Violence on a business.
  • How to improve the mental wellness of their staff through effective support.
  • How to implement a Risk Mitigation Program via Policy and Procedure  development.







GMA SHRM Member News

Spotlight:  GMA SHRM 2018-2019 Board of Directors

Submitted by:  Tammy Wacek, GMA SHRM President
 
We started our new Board year in July and have some new leaders. It is always exciting to have new people that bring fresh ideas. Please welcome our new Board members!
 
Gail Johnson, Vice President of Communications
Laura Bermudo, Director of Corporate Relations
Meghan Walsh, Director of Diversity
Jennifer Brikowski, Director of Workforce Readiness
 
I would like to highlight one position that is currently open on our Board of Directors: the Director of Professional Development Summits. This position has the very important responsibility of ensuring we provide beneficial and timely programming events for our membership. There is a wonderful committee with several longstanding volunteers working alongside this position and the Vice President of Programming to provide educational opportunities. If you are interested in this open role or being involved with our Board in the future, I would recommend joining one of our committees or reaching out to myself or any of the board members for more information. You will find our Board structure, job descriptions and contact information here.  
 

Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in June 2018!

William Boeger   Sanford Rose Associates
Karli Doerr   Cintas
Jenny Gray   Express Employment Professionals
Amy Kesling   Step Up: Equity Matters
Brenna McLaughlin   Boardman & Clark LLP
Jamie O'Donnell GPHR Inclusa Inc
Stacy Parenteau PHR State of Wisconsin Investment Board
Suzanne Qualia   Qualia, Inc.
Andrea Reding SHRM-SCP Credit Union National Association
Leah Rodenkirch   X-ES



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Movin' Up

Have you started with a new company? Has your organization recently promoted you to a new position? Or do you want to recognize a new person or promotion within your department? If so, we want to hear about it. Send us an e-mail, and we’ll publish your good news in the next HR InTouch!  
 

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In Transition


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.

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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 .

 

 Amended