Hello GMA SHRM Members,

As November begins, it’s a natural time to pause and reflect. I want to take a moment to thank each of you for your ongoing commitment to GMA SHRM and to the HR profession. Our chapter continues to thrive because of the dedication, engagement, and expertise that each of you brings to this community.

GMA SHRM isn’t just an organization – it’s a network of professionals who share a commitment to supporting one another and advancing the field of HR. Your involvement, whether through volunteering, attending programs, or simply staying connected, helps make that possible.

A Special Note of Thanks
A sincere thank you to our volunteers and Board of Directors for the time and talent you invest in creating meaningful programming, driving strategic initiatives, and strengthening our member experience.

To our Corporate Partners, your financial and professional support makes many of our events and resources possible. We appreciate your continued partnership and the opportunities it creates for our members.

And to the MDS Team, thank you for the behind-the-scenes work that keeps our operations running smoothly. Your efforts do not go unnoticed.

Upcoming November Events
Professional Development Summit (PDS) – Tuesday, November 18

• Brian P. Goodman and Storm B. Larson from Boardman Clark will present Catching Up on the Latest Developments in Employment Law
• Michael R. Gotzler and Jennifer Ciralsky from Littler will lead Two Hot Topics in Employment and Labor Law (Responding to Common Disability Accommodation Requests and The NLRB Under Trump 2.0)

• Session 1: November 5 at 12:00 PM
  Multiple Choice Tips + Tricks + Practice Questions
• Session 2: November 19 at 12:00 PM
  Situational Judgement Part 1 Tips + Tricks + Practice Questions
• Session 3: December 3 at 12:00 PM
  Situational Judgement Part 2 Tips + Tricks + Practice Questions

Thank you again for your continued support of GMA SHRM. Your involvement strengthens our community and advances the HR profession in meaningful ways. I look forward to connecting with you at an upcoming event soon.

Warm Regards,

Ashley Kowalchuk, SHRM-SCP, PHR
President, GMA SHRM
ashley.kowalchuk@iconicacreates.com

New Illinois Leave Law is a Remember to Track All Applicable State Leave Laws

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

Storm Larson

Emerson Mirus Brian Goodman

Wisconsin employers that have a presence in Illinois should take note of a recent law passed in Illinois called the Neonatal Intensive Care Leave Act (NICLA), which creates strong workplace protections for parents with newborns who require intensive medical care. This new Illinois employment law is an opportunity to remind all employers of the need to comply with applicable laws by each state in which their employees work. In recent years, certain states have been frequently passing employee leave laws.

NICLA takes effect on June 1, 2026 and requires employers with sixteen or more employees to provide unpaid leave for Illinois employees who are parents and need leave during their child’s hospitalization in the neonatal intensive care unit (NICU). The amount of leave that must be offered under NICLA depends on the size of the employer.

NICLA-covered employees may take NICLA leave no matter their length of service or part-time or full-time status. NICLA leave may be taken intermittently or continuously. Employers can establish a minimum increment of time for employees’ use of NICLA leave, so long as that minimum increment is no greater than two hours. Importantly, NICLA leave must be provided in addition to and subsequent to FMLA leave. Unlike most other qualifying leaves of absence, NICLA and FMLA leave cannot run concurrently.  Unlike the FMLA, employers are prohibited from requiring their employees to exhaust their sick leave, vacation, and PTO before taking NICLA leave.

Employers may not retaliate against workers who take (or assert their right to take) NICLA leave. When an employee returns from NICLA leave, they must be reinstated to their original or an equivalent role with no loss of benefits. Employers are permitted to request that employees provide reasonable documentation of the duration of their child’s stay in the NICU, but cannot request any confidential information protected by the Health Insurance Portability and Accountability Act of 1996 (HIPAA) or other laws. In practice, a letter from a medical provider stating that the child was in the NICU and the dates of stay is likely all that an employee needs to establish their NICLA eligibility. It is anticipated that the Illinois Department of Labor will publish additional guidance regarding documentation requirements under NICLA. 

HR InTouch Guidelines