June
2013

HR InTouch

The Monthly Newsletter of the Greater Madison Area SHRM

In This Edition

President's Message

By Melissa Versnik GMA SHRM President

Diversity

Working with Employees with PTSD

Employee Relations

Small Mistakes with Employee Background Screening Can Cause Big Problems

Professional Development

Human Capital Conference Recap

GMA SHRM Social Media

Our Member Directory is Now Mobile Friendly!

FacebookTwitter & LinkedIn

Forward HR

GMA SHRM Upcoming Events

June 18, 2013 - GMA SHRM Strategic Summit
Topic: Health Care Reform Update What Happened and What’s Next?

July 18, 2013 - GMA SHRM Toolbox
Topic: Accommodating Disabilities in the Workplace and Best Practices in Hiring Disabled Veterans  

Click here to see the full 2013 GMA SHRM Event Calendar.

GMA SHRM Announcements

Volunteers Needed - PHR/SPHR Study Group

Nominations  Accepted for 2013 WISHRM Workplace Diversity & Inclusion Award!

Industry Liason Group

GMA SHRM Volunteer of the Year

 

GMA SHRM Member News

GMA SHRM Member Spotlight

GMA SHRM Volunteer Spotlight

Welcome New Members!

Movin' Up

In Transition

GMA Membership Poll 

 


 

 

President's Message

GMA SHRM
2013 Corporate Partners

Gold Level
Boardman & Clark Law Firm
Career Momentum

Dean Health Plan
First Choice Dental Group
OneSource
The Payroll Company
QPS Employment Group
Remedy Intelligent Staffing

St. Mary's Hospital

Silver Level
Adecco
Cottingham & Butler Employee Benefits 

Scott Savage Consulting LLC

Bronze Level
AMPT Physical Therapy
The Alliance
The Benefit Works
Delta Dental
Edgewood College
Hausmann-Johnson Insurance Group
Hemb Insurance Group
Higgins Insurance Group
JobsInMadison.com
Smart Solutions

The QTI Group
Unity Health Insurance

Thank you!


Greetings,

I think I am going to echo every past President in saying that the past year has absolutely flown by, and it amazes me that this is going to be the last newsletter welcome I write. 

Many of you have heard me say it before, but we truly have an amazing chapter and it’s something to be proud of.  We have over 800 members, and about 10% are active volunteers. 

Some of the wonderful things our volunteers have done over the past year include:

  • Created our 1st annual Job Boot Camp in coordination with Urban League and the DWD.
  • Organized our 8th annual Human Capital Conference, continuing our fourth year of having over 200 attendees dedicated to their professional development.
  • Held our 2nd annual September Summit with a well-known national speaker and attendance over 100 members.
  • Put together a student membership package to increase engagement with local University students.
  • Increased event offerings to include an additional Health Care Resource Group and Roundtables.

These are just a few of the items that our volunteers have worked on.  None of this would be possible without our volunteers and we cannot thank them enough.

On another note, we recently received some surprising and disappointing news from our Compensation Survey provider’s parent company Gallup, Inc. As of July 19, 2013 Gallup will discontinue all Enetrix survey operations and our Compensation Survey will no longer be available to access. Our GMA SHRM Board will begin researching alternative options for our members. If you have a special interest in compensation and would like to be a part of our Compensation Survey Task Force, please reach out and let me know.  I can be reached at melissav@payrollcompany.biz or 608-826-1122.  We will continue to keep you in the loop as this process moves forward.

As I pass the torch to Jake Siudzinski, I would like to also welcome the rest of our 2013-2014 GMA SHRM Board of Directors into their new roles.

-President: Jake Siudzinski
-President Elect: Jeff Russell
-Past President: Melissa Versnik
-VP Programming: Karla King
-VP Membership: Dawn Koopman, SPHR
-VP Marketing & Communications: Kate Karre
-Director, Workforce Readiness & Diversity: Jeff Westra
-Director, Education and Development: Melissa Chadwick
-Director, Government Affairs: Tammy Barden, PHR
-Secretary/Treasurer: Michele Thoren

Please help me in welcoming our Board members.  A big thank you goes out to our Past President, Mike Leibundgut, SPHR who will be ending his 7 year career as a Board member.  We wish you the best in your “retirement” from the Board! Thank you for having allowed me to serve in this role and I look forward to our chapter's continued success.

Melissa Versnik
GMA SHRM President
 

President
GMA SHRM
 

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GMA SHRM Board of Directors

Melissa Versnik
President
Jake Siudzinski
President Elect
Mike Leibundgut, SPHR
Immediate Past President
Dawn Koopman
Secretary Treasurer
JoAnna Vanderpoel, PHR
VP, Membership
Tara Conger, PHR
VP, Marketing & Communications
Jeff Russell
VP, Programming
Melissa Chadwick
Director, Education & Development
Michelle Thoren
Director Workforce Readiness & Diversity
Tammy Barden
Director, Government Affairs

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Diversity

 

Working with Employees with PTSD
Contributed by Holly Bonnicksen-Jones, HR Director at MRA

Post traumatic stress disorder (PTSD) has been a hot topic lately as many veterans are returning home, seeking and gaining employment. However, PTSD isn’t just a condition affecting veterans. PTSD also affects survivors of rape, plane crashes, accidents and disasters, and crime. According to the U.S. Department of Veterans Affairs, an estimated 3.6 percent of Americans have PTSD.

The symptoms of PTSD are:
• Avoidance of thoughts and situations that are reminders of the trauma
• Emotional numbness, including difficulty with expressing feelings
• Becoming angry, irritable or startled easily
• Difficulty concentrating or sleeping
• Nightmares
• Severe anxiety
• Strong and unwanted memories/flashbacks of the event
• Intense guilt, depression and worry
• Social isolation

The symptoms may sound daunting, but employers should keep in mind two things when considering employing individuals with PTSD. First, workplace accommodations are easy to implement, given the right culture. Second, the Americans with Disabilities Act (ADA) protect individuals with PTSD and veterans are pursuing and winning their discrimination claims.

According to the Department of Labor, the typical cost to accommodate someone with a disability is $500-600. Most accommodations needed are more about your culture. The best workplace culture for someone with PTSD would be one that is trusting and welcoming, flexible, provides good insurance benefits (including an Employee Assistance Program) and employs well-trained and supportive supervisors

The following are accommodation ideas for those with PTSD:

  • If an individual startles easily, you can have the employee sit with a view of the door or provide a mirror on his/her computer monitor or you can provide noise-canceling head phones or earplugs;
  • If an individual has trouble concentrating, you can increase natural lighting or provide full spectrum lighting, reduce clutter or distractions, provide a private space, or allow the employee to play soothing music using a headset;
  • If an individual has trouble remembering things, with time management or with coping with stress, you can provide written instructions or a wall calendar, divide large assignments into smaller tasks, and/or you can schedule weekly meetings with the supervisor to determine if goals are being met;
  • If an individual has trouble working effectively with coworkers, you can encourage the employee to walk away from frustrating situations, allow the employee to work from home part-time, and/or provide the employee with privacy;
  • If an individual has trouble dealing with emotions, you can encourage the use of stress management techniques, allow the presence of a support animal, allow telephone calls to doctors, and allow breaks as needed;
  • If an individual has trouble sleeping you can allow for a flexible start time, allow the individual to combine regularly scheduled short breaks into one longer break, or provide a device such as a Doze Alert or other alarms to ensure alertness;
In October, 2012, the U.S. Department of Veterans Affairs published that approximately 30% of our veterans who served in Iraq and Afghanistan and were treated in veteran’s hospitals have Post Traumatic Stress Disorder and 20% across all Iraq and Afghanistan veterans. Although PTSD can be a challenge, many veterans bring marketable competencies such as maturity, dependability, managerial experience, and the ability to adjust to stressful and ambiguous environments. Other individuals in the labor pool who have PTSD, but not veteran credentials also bring with them many great competencies. We just have to give them a chance to shine. 

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Employee Relations

Small Mistakes with Employee Background Screening Can Cause Big Problems
Contributed by John Gardner and Scott Paler, of DeWitt Ross & Stevens

Small employee background screening mistakes continue to give rise to large class actions with big settlements. If you obtain background screening reports from a third-party agency regarding your job applicants or employees, and have not reviewed your background screening policy and practices in a while, now is a good time to do so.  Here are four things to look for:

  1. Are you supplying job applicants and employees with the correct version of the federal notice entitled “A Summary of your Rights under the Fair Credit Reporting Act”? 
    The government introduced a revised version of this notice on January 1, 2013, but many employers inadvertently continue to use the old format.  Here’s how you can tell the difference.   The new version references the Consumer Financial Protection Bureau throughout the notice.  The old version references the Federal Trade Commission.  Using an outdated federal summary of rights can carry big consequences.  One retail employer just agreed to a $3 million settlement in part based upon allegations that it was supplying candidates with an outdated version of this federal notice.
     
  2. Does your background screening consent form (“Disclosure and Authorization”) contain a release of liability? 
    One plaintiffs’ firm obtained a multi-million dollar settlement based partially on allegations that an employer had included a release of liability in its background screening consent form.  It argued that such a release violated the Fair Credit Report Act’s requirement that a background screening disclosure to job applicants and employees “stand alone.”  We have seen many companies—including several in the last few weeks—that have release language in their Disclosure and Authorization form.  Now is a good time to consider removing it.
     
  3. Do you provide BOTH a pre-adverse action letter and a post-adverse action letter when excluding an individual based upon a background screening report from a third-party vendor, and do those letters contain the correct information? 
    The Fair Credit Reporting Act requires specific adverse action procedures to ensure that job applicants and employees have an opportunity to identify errors in their background screening reports before an employer rejects them based on those reports.  However, it is not unusual for companies to forget these procedures.  Several companies have paid more than $2 million dollars in settlements in the last few years based partially upon allegations that the companies had not correctly followed the adverse action process.
     
  4. Do you have a blanket policy that excludes all convicts or felons? 
    In years past, many employers maintained such a policy.  However, the risks associated with doing so have increased tremendously.  Only last year the Equal Employment Opportunity Commission secured a $3 million settlement from a major public company on the theory that the company’s broad criminal history policy had a disparate impact on minorities.  Since then, the EEOC has issued new guidance suggesting that employers must engage in a multi-faceted analysis before rejecting a candidate or employee based upon a criminal record.  Further, several states—including Wisconsin—maintain state laws requiring employers to assess the relationship between a job and conviction before taking adverse action.  Under these circumstances, it is important that employers update their background screening policies to reflect changes from the last few years, and consult with counsel before excluding an individual based upon a background screening report.

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Professional Development

Human Capital Conference Recap

On Tuesday, May 14th GMA SHRM held its 8th annual full day Human Capital Conference, HR: Game Changing.  With an upcoming SHRM (national) conference that will be held in our back yard of Chicago we were a little concerned about a lower turnout. We were very pleased so many of you took advantage of our local conference. Attendance was over 200 human resources professionals! These attendees were pleased to not only receive HRCI credits, but had numerous opportunities to learn about the ‘game changing’ HR topics from health care reform and legal updates, wellness programs, engagement, social media, veteran’s returning to the workplace, to learning how to help their teams ‘ditch the drama,’ and hold themselves accountable.  Along with these great sessions, there was plenty of networking and connections being made. Thank you to all those who attended and to those volunteers who organized a fantastic event!  If you weren’t able to attend this year’s conference we highly encourage you look at attending the May 2014 conference.

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GMA SHRM Social Media

Our Member Directory is Now Mobile Friendly! 

Wish you could stay connected with GMA SHRM members? Now you can search for a member, call, e-mail or find directions to their listed location and be confident that it’s up to date.  Check it out today, you can now stay better connected to GMA SHRM members and it’s just a click away at http://www.gmashrm.org/mobile


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 Upcoming Events

 

June 18, 2013 - GMA SHRM Strategic Summit
Topic: Health Care Reform Update What Happened and What’s Next?
Location:  Alliant Energy Center

While full implementation of the ACA won't happen until next year, employers need to act now to get ready for 2014 and beyond. If your business sponsors a calendar-year plan you may have less time than you think.

Employers need to assess the ACA requirements for 2013 and 2014 and their economic impact. This includes budgeting for the comparative effectiveness research fee and the transitional exchange reinsurance fee. Fully insured plans should also take the looming health insurance industry fee into account.  Employers need to decide if they want to use the IRS' Look Back Safe Harbor or actually count full time employees on a monthly basis once the employer coverage mandate goes into effect.  The ACA employer record keeping and reporting requirements will put new demands on HRIS systems and mean more coordination with payroll providers.

Creating a Safe Harbor plan design will allow employers to avoid penalties under the employer coverage mandate. This means being able to offer coverage to full time employees and knowing who is and isn't full time under the ACA rules. You will also need to meet the 60% minimum economic coverage requirement and the affordability safe harbor .

Changes to fully-insured underwriting rules in 2014 may well create self-funding opportunities for smaller employers to manage cost and maximize flexibility. Again act now to be ready for next year.  Increased wellness incentives of up to 50% of the cost of coverage will create new opportunities for integrated wellness programs.  Wellness is one of the best tools remaining in the employer's toolbox under the ACA and will be crucial for employers to control medical trend increases going forward.  The looming Cadillac Tax in 2018 will affect employers who fail to act now the hardest. The cost of doing nothing will be highest for those who fail to get ready for 2014 and beyond.

Click here for more program information and to register.

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July 18, 2013 – GMA SHRM Toolbox
Topic: Accommodating Disabilities in the Workplace and Best Practices in Hiring Disabled Veterans  
Location: Olbrich Botanical Gardens

Our July HR Toolbox approaches the American Disabilities Act and accommodating veterans with a realistic approach in understanding how to best support our veterans in returning them to productive and rewarding employment.  You don’t want to miss this presentation as you will learn more about Post Traumatic Stress Syndrome and the resources available.

Robin Jones, Director of the Great Lakes ADA Center and  Marcea Weiss, Branch Manager for Merendino Cemetery Care, our guest speakers, are experts in their field and will be discussing this topic from both an ADA and employer perspective as to how to best accommodate veterans requiring accommodation.

In Part I of this program Robin Jones discusses the ongoing struggle employers have in understanding their obligations to provide reasonable accommodations and what it means to their operations. Despite a desire to work, veterans with disabilities remain underrepresented in the work force even though they represent a rich talent pool with proven skills and abilities. Modifying work schedules, providing assistive technology, allowing individuals to do the task differently than everyone else, allowing intermittent leave to address on-going medical/rehabilitation needs, permitting service and emotional support animals in the workplace are just some of the potential accommodations that Veterans with Disabilities may need. Robin will explore some common accommodations utilized to enable returning veterans to perform their job successfully.

Part II of this program offers suggestions for best practices in hiring veterans.  Whether you are just starting to hire military veterans or looking for new ideas to “jump start” your efforts, Marcea Weiss will be sharing why hiring military veterans is great for both business and community.  As a military veteran, hiring manager and the author of a book on this topic, Leaving the Military; Your Deployment Guide to Corporate America, Marcea has seen this challenge from both sides of the table. The efforts of her employer’s best practices in hiring veterans were recognized by Governor Scott Walker and Department of Veteran Affairs Secretary John Scocos during the summer 2012.
Robin has extensive experience as a consultant/trainer regarding barriers to community participation for people with disabilities including employment, education, transportation, and electronic information. Robin is actively involved in assisting business and government to meet their obligations under federal disability rights laws and is recognized as a key resource regarding the ADA.
 
Marcea served in the Army as a Helicopter Pilot, Training Officer and Maintenance Manager with the 25th and 1st Infantry Divisions in Germany, Hawaii and Kosovo. Marcea has worked in progressive hiring, sales, operations and management roles, working with Cypress Semiconductor, GE, Apple, Microsoft and Merendino to reach the next level and achieve results. Marcea holds a BS in Electrical Engineering and MBA as well as a Lean Six Sigma Black Belt (change management) Certification from GE.   She has written and published a book to help other transitioning veterans titled, Leaving the Military; Your Deployment Guide to Corporate America.

Click here for more program information and to register.

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GMA SHRM Announcements

Volunteers Needed - PHR/SPHR Study Group 

Each year GMA SHRM offers a study group for those preparing for the PHR or SPHR certifications.  This year the meetings are focusing on open discussion/dialogues for participants on topics in any of the modules as well as test taking skills.  We are looking for someone who is willing to facilitate a study group this spring for those preparing to take the certification test during the spring testing window.  The facilitator helps group participants to understand the answer to a question, reviews test preparation questions and is available as a resource for the participants. 

If you are interested in facilitating this group, please contact Melissa Chadwick at 608 240 2350 or melissa.chadwick@bakertilly.com.  The participants and facilitator can choose a preferred meeting time and location.

Additionally, if you are interested in participating in a group, please contact Melissa as well.  She can share your information with others who are interested in forming a study group.

 

Nominations Are Now Being Accepted for the WISHRM 2013 Workplace Diversity & Inclusion Award!

It’s not too early to start thinking about nominations for the WISHRM 2013 Workplace Diversity and Inclusion Award

Does your organization stand out from your peers when it comes to diversity and inclusion initiatives?   Do you know of an organization that is a true advocate in your community when it comes to diversity and inclusion?  Do you view your organizational culture as diverse and inclusive in all aspects of your business and daily routines?  
 
If the answer is “yes” to any of these questions, then now is the time to start thinking about recognizing your organization or another organization in the community for the 2013 Diversity and Inclusion Award.  The Award will be presented at the Wisconsin State SHRM Conference in October.
 
More information on eligibility and the nomination process will follow.
 
Nominations are due Friday, July 19, 2013.
 

 
Industry Liaison Group 

There is a new opportunity in Madison for employers who are federal contractors or who voluntarily provide an affirmative action plan.  A group of our members have joined with a former President of the Milwaukee SHRM chapter to form an Industry Liaison Group (ILG).  One question you might have is this:  What is an Industry Liaison Group?  ILGs provide an opportunity for companies and others to meet with representatives of regulatory agencies (most often the Office of Federal Contract Compliance Programs [OFCCP] and the Equal Employment Opportunity Commission[EEOC]) in an informal setting so that there can be a dialogue between the parties.  ILG meetings are, in effect, a learning opportunity for companies AND a learning opportunity for the regulatory agencies.  ILGs operate in many different ways in the various geographic areas that they serve, but their primary purpose is to help build a bridge between organizations and regulatory agencies so that there is an effective flow of information between the two groups.

Meetings with the Madison group are held quarterly.  A typical meeting may include speakers from the state speaking about opportunities to employ veterans, the local OFCCP director, or even representatives from the EEOC to talk about their new focus on arrest and conviction records as well as the push to employ ex-offenders.  It should be noted that the ILG is not a marketing opportunity for organizations.  This is truly meant to be an educational opportunity and chance to build a relationship with these agencies. 

In summary:

• The Madison ILG has the potential to be a valuable service to GMA SHRM members;
• The ILG concept is well-established throughout the nation as a successful way to build relationships with regulatory agencies;
• The people who are currently involved in the Madison ILG are not looking at this as a marketing opportunity, but as a possible learning experience for both organizations in Madison and for the regulatory agencies who might attend;

The next meeting will be held June 14, 2013 at Promega’s BioPharmaceutical Technology Center (address below).  GMASHRM members who are interested in participating may contact Sally Buzdum at sbuzdum@hranalytical.com  or Bill Osterndorf at 414.525.1972, ext. 202 or wosterndorf@hranalytical.com

Details for the June 14, 2013 meeting are as follows:
5445 E Cheryl Parkway, Madison.
Parking is available in a parking lot out front or on the street in front of the building.
11:30-registration (lunch on your own)
Meeting 12:00-2:00 (this includes Q & A time)


GMA SHRM Volunteer of the Year

Each year the GMA SHRM board has the difficult task of choosing one volunteer from the almost 100 volunteers that work so hard to keep our chapter running smoothly.


Jeff Westra
This year’s Volunteer of the Year (VOY) has been an active contributor to the Workforce Readiness Committee for several years.  With a desire to help the unemployed in the community and provide a pro-active response to assisting the unemployed find work, the Job Boot Camp was born. The event consisted of a key note speaker, mock interviews, and resume reviews. This one day event required 20 volunteers to facilitate and had 60 participants. Our VOY was key to the success of this event!  Because of its success and all the positive feedback regarding the event, the Board decided to submit the program to National SHRM for consideration for the Annual Pinnacle Award.  

Please join me in congratulating our 2013 Volunteer of the Year, Jeff Westra. 

Thank you, Jeff, and all of our volunteers.  If you are interested in learning more about volunteering with the chapter, feel free to reach out to any of the volunteers here today, myself or any of the board members.
 
 
 

GMA SHRM Member News

GMA SHRM Member Spotlight

Name: Matt Shefchik
 
Where do you currently work?  
Chief Operating Officer of QTI Consulting, part of The QTI Group
 
What is the focus of your position? 
I lead and manage the consulting function of The QTI Group.  We consult with organizations around the state and country on a variety of HR specialties; including compensation and variable pay design, employee engagement, and talent management and succession planning.
 
How long have you been in the Human Resource field?
12 years
 
Which of your career accomplishments makes you proudest? 
Seeing my team and former colleagues grow their expertise in the field of HR and take on leadership roles.
 
What is the best advice you’ve ever received? 
  1. Work hard; play hard; and don’t take yourself too seriously.
  2. It's not who you are underneath. It's what you do that defines you.
 
Why did you decide to join GMA SHRM?
Contact with others in the field of HR.
 
If you’d like to be published in an issue of HR InTouch, please complete this profile and submit (along with a photo) to Tia Gibson @ tia.gibson@covance.com.

GMA SHRM Volunteer Spotlight


Name: Jeff Palkowski

How long have you been volunteering with GMA SHRM?
A little over two years.
 
What committees are you volunteering with (if more than Government Affairs)? Or have you volunteered on other committees in the past?

Government Affairs Committee.  Previously served on the Legislative Advocacy Committee for four years with Metro Milwaukee SHRM.
 
What do you enjoy about volunteering?

It’s a great opportunity to network with other HR professionals while developing programs and industry related information to share with GMA SHRM members.
 
What would you say to others who are considering volunteering with GMA SHRM?

Just do it!  There are many ways to get involved and most do not require a big time commitment.  Find an area that you’re interested in and “pay it forward.”  
 
What have you gotten back from volunteering with GMA SHRM?

Besides the networking opportunities, it’s been a great opportunity to share my current and previous experience in human resources and state government with others to create a greater awareness of our profession with elected officials and to encourage HR professionals to get involved in the issues and legislative processes that directly affect human resources.
 

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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in April 2013!

Vivienne Andersen
 
Lake Edge Lutheran Church
Rebecca Barbeau
Dir. of Human Resources
Midwest Refridgerated Services, Inc.
Kim Doolittle
 
 
Heidi K. Espinoza
HR Coordinator
iPacesetters, LLC
Catherine Flores-Smith
Talent Development Manager
ENVIRON
Dan Hoover
 
Filene Research Institute
Nancy Kalsow
 
MassMutual Wisconsin
Dan Loichinger
President & Principal Consultant
Loichinger Advantage LLC
Emily O'Donnell
 
DirectNetworks, Inc.
Jessica Sheetz
 
Great Big Pictures Inc.
Alison Sparks-Johnson, SPHR
 
RightFit Strategies, LLC


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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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GMA SHRM Member Poll

Do you have a burning HR question that you’d like to see featured on our GMA SHRM Member Poll? If so, please submit your questions to Tara Conger at tconger@pjpower.com

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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