August 2019 

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


Is Obesity a Disability?

Professional Development


New Policy Changes to SHRM Recertification!

August 13th Professional Development Summit Focuses Strategically - Receives Strategic Credits!​

September PDS Topic:  How to minimize biases during the interviewing process?
 

Compensation and Benefits


GMA SHRM Compensation Survey Coming Soon

Pay Equity Conversations

 

Workforce Readiness


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


 

GMA SHRM Media Relations

Join Our Team!

Newsletter Updates


GMA SHRM News & Upcoming Events


July HR Advice Network Roundtables

August 13 Professional Development Summit
- Session Focus:  Strategic Vision for HR


August 29th Meet, Eat & Greet
 

GMA SHRM Member News


Spotlight: Board of Directors

Welcome New Members!

Movin' Up

In Transition

 


 

 

President's Message

GMA SHRM
2019 Corporate Partners

Platinum Level

Boardman & Clark Law Firm
Hausmann-Johnson Insurance Group
The Payroll Company
The QTI Group
UW Credit Union
UW School of Business - CPED

Gold Level

Career Momentum
Godfrey & Kahn
Group Health Cooperative of
South Central Wisconsin


Silver Level

Cottingham Butler
M3 Insurance
Reynolds Transfer
Summit Credit Union

Bronze Level

The Alliance
Edgewood College
Littler Mendelson
Madison Capitols Hockey
MRA
Restaino & Associates Relocation

Thank you!


 

Greetings GMA SHRM Members –

I know August is a busy month but you will NOT want to miss our August 13th Professional Development Summit! I know I’m constantly seeking knowledge on how to become a better strategic partner for my organization and to increase my business acumen. We are in luck because those are the exact topics being covered! Find more details and registration information here.
 
We are seeking a new location for future HR Advice Network Roundtables on the west side. The location will remain at Johnson Block & Co, 406 Science Drive until we have a new venue. Since we want to keep these events free for our members, we hold them at venues that are free of charge. If your company is located on the west side and you have space available or you want to suggest a location, please reach out to dmkoopman@hotmail.com. For more details about when these events are held on the east, south central and west sides, please visit our website.    
 
Unfortunately, I have some sad news to share. The SHRM Field Services Director for our chapter, Callie Zipple, has been diagnosed with an aggressive form of cancer and is undergoing medical treatment. Callie is from Wisconsin and has supported SHRM at both the state and chapter level for years. We are keeping her in our thoughts during this difficult time and want to share her go fund me page with those that know her: https://www.gofundme.com/callies-campaign.   
 
I hope you enjoy the rest of summer and look forward to seeing you at an upcoming event! Please feel free to reach out to me with questions or feedback at tammy.wacek@wpsic.com.




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

Is Obesity a Disability?

 

Submitted by Brian P. Goodman, Attorney with Boardman Clark and GMA SHRM VP of Programming

The Seventh Circuit Court of Appeals recently held that extreme obesity only constitutes a disability under the Americans with Disabilities Act (“ADA”) if it results from an underlying physiological disorder or condition. When a 566 pound Chicago Transit Authority (“CTA”) bus driver failed a special assessment designed to ensure drivers weighing over 400 pounds could safely perform their jobs, the driver alleged that the CTA violated the ADA by regarding him as being too obese to work as a bus driver. The Court followed the Second, Sixth, and Eighth Circuit Courts of Appeals by concluding that the definition of a disability as a physical impairment under the ADA remains closely tied to a physiological disorder or condition. Because no evidence indicated that the bus driver’s extreme obesity occurred as a result of a physiological disorder or condition, it did not constitute a physical impairment, and the CTA was not liable under the ADA for regarding the bus driver as disabled. Richardson v. Chicago Transit Authority, Nos. 17-3508 & 18-2199, 2019 WL 2442786 (7th Cir. 2019).

This latest decision by Wisconsin’s controlling federal circuit court resembles prior Labor and Industry Review Commission (“LIRC”) decisions interpreting the definition of disability under state anti-discrimination law. Like the Seventh Circuit Court of Appeals, LIRC has held that obesity cannot be considered a disability where there is no indication of a glandular or other physiological disorder, and the employee’s weight is “totally within [his/her] control.”

By contrast, the Madison Equal Opportunity Ordinance (MEOO) provides that Madison employers cannot discriminate against employees based on physical appearance, which includes weight.  Additionally, in one case, the Madison Equal Opportunities Commission held that weight constituted a disability under the MEOO.  Madison employers should recognize that the recent Seventh Circuit Court of Appeals decision does not change their obligation under the MEOO.

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Professional Development

 



 

New Policy Changes to SHRM Recertification!

Article Originally Published by SHRM

SHRM is announcing several policy changes to SHRM Recertification, which will become effective August 1, 2019. We believe these changes will improve the member’s experience in maintaining their credential. Below please see full details on each change, benefits of the change and frequently asked questions (FAQs):

1. Earn and Record PDCs During the Grace Period
 
Effective August 1, 2019, SHRM Certification holders who are recertifying can earn PDCs for activities they participate in through their grace period (the 60-day period between their certification end date and expiration date). This is a change from the current policy which does not allow PDCs to be earned during the grace period.
 
Benefit Of This Change
SHRM Certification holders who recertify will be provided with more time to add activities to their account.
Key Points
  • Any PDCs earned during this period may be applied toward the recertification requirement.
  • There is no maximum on the amount of PDCs one can earn during this period except in the areas with PDC limits (i.e., Advance Your Organization category - 20 PDC limit and the Advance Your Profession category - 30 PDC limit.)
  • Since this activity is taking place after the regular recertification cycle, individuals taking advantage of this benefit will need to remit a $50 late fee (in addition to the recertification application) to recertify.
FAQs:
  • Do I have to do anything to take advantage of this benefit? All you need to do is continue earning your PDCs and adding them to your account until you have 60 or more on record. Once that is done submit your application, pay the required fee and you’re done!
  • Is there a cost involved? Yes, in some cases there may be a cost for learning activities, and in addition to the recertification application fee, a $50 late fee charge will be accessed for taking advantage of this benefit. 
 
2. Immediately Begin Earning PDCs for New Recertification Cycle When You Recertify Early
 
Effective August 1, 2019, the new recertification cycle for SHRM Certification holders who recertify will begin the NEXT DAY after they recertify. Their end date will continue to be on the last day of their birth month. This is a change from the current policy that sets the new start date on the day AFTER the previous cycle’s end date.   
Benefit of This Change
  • Allows individuals to begin earning PDCs in their new cycle right away (this is particularly advantageous to those who recertify early).
  • Those recertifying early may have more than 3 years in their new cycle. Note: Conversely, those recertifying late may have less than 3-years in their new cycle.
Example
If a certification holder’s recertification end date is July 31, 2019 (last day of their birth month) and they recertify on May 15, 2019 their new cycle will begin on May 16, 2019, 12:00 AM and their end date will be July 31, 2022 (the last day of their birth month 3 years later).

FAQs:
  • The individual’s end date will not change.
  • The new cycle date will automatically update in the individuals account.
 
3. Carry Over a Maximum of 20 Credits to the Next Recertification Cycle
Effective August 1, 2019, SHRM Certification holders who recertify with more than 60 credits in their account will be able to carry over up to 20 credits to their new cycle. This is a change from the current policy which does not allow carry-over credits.
Benefit of This Change
  • Allows SHRM Certification holders who earn more than 60 credits the opportunity to get credit for up to 20 excess credits in their new cycle.
Key Points:
  • Individuals must have completed the recertification process (achieved recertification) with more than 60 credits in their account to carry over the excess. Individuals cannot carry over more than they have earned.
  • Maximum carry over is 20 credits per recertification cycle.
  • Carry-over credits will be autoloaded into the account and will appear as an activity in the Advance Your Education category.
  • Auto upload will appear in the account at the end of the month following recertification.
FAQ’s
  • What if I wanted to add PDCs to my previous cycle? PDCs cannot be added to a previous cycle.
  • Are there certain types of PDCs that are eligible? All PDCs are created equal. All PDCs are eligible.
  • Will this new policy be applied retroactively, for example, I recertified in 2018 with 75 PDCs in my account, can I get credit for the 15 excess PDCs in my new cycle? We’re looking into it and if it changes we will notify all certificants.

Additional questions? Email SHRM Cert News at SHRMCertNews@shrm.org.

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August 13th Professional Development Summit Focuses Strategically - Receives Strategic Credits!

Join members at the Alliant Energy Center for two great presentations with strategic focus.   Session 1 titled Become the HR Strategic Partner Your Organization Needs wil bee presented by Liz Weber, President, Weber Business Services, LLC.   Session 2 titled Your Personal MBA: Understanding Business Functions & Business Acumen  will be Presented by:  Julie Kowalski, Spizzerinctum Group.

Both programs are approved by SHRM for certification credit and both programs approved by HRCI for Business/Strategic credits.

More information...

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September PDS Topic:  How to minimize biases during the interviewing process?

Submitted by September PDS presenting organization Step Up: Equity Matters

I love watching The Voice. It’s truly uplifting. 

The auditions are one of my favorite parts. I love that the coaches can’t see what’s happening on stage. The only thing they can focus on is the voice of the contestant and the way the audience is reacting to the performance. If you watch it long enough you learn that more often than not the coaches are blown away with the physical representation accompanying some of the voices. They say things like “I don’t understand how such a powerful voice comes out of your little body,” or “You sound so mature for a fifteen-year-old.”  

Similarly, as a Latina with an accent – yet with an “excellent command of English/English skills,” as some have referred to me – I didn’t understand how my interview style may differ from others’. 

About six years into my career, I had the opportunity to do an interview in my native language for the very first time. While I can’t remember the exact nature of the discussion I vividly remember I was less nervous and much more confident. Instead of focusing on not “messing up” my English, I was able to be in the moment; I was better able to share my experiences with the interviewer. Coincidently, this was also about the time I began to see stark differences between male and female interviewing styles.

Click here to continue reading the article on the Step Up: Equity Matters website.

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Compensation and Benefits

GMA SHRM Compensation Survey Coming Soon!

Participation is now closed, data is being analyzed and the survey will be available for purchase soon!  Participant pricing is $300 and Non-Participant pricing is $600.

Losing a key employee over compensation can be expensive (recruiting costs, training a new employee, etc.) and so can over paying employees.  The new GMA SHRM Compensation Survey Report will provide local compensation data related to Base Pay, Total Cash Compensation, as well as Salary Range Information.  Local compensation data is hard to find and the GMA SHRM Compensation survey is a great resource!
 

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Pay Equity Conversations

By Rachel Martin, Dept of Administration, Compensation & Classification Specialist and GMA SHRM Director of Compensation Survey

There has been a significant number of articles for human resource (HR) professionals regarding “Equal-Pay-for-Equal-Work.”  However, organizations and HR need to consider a different type of pay equity.  Pay equity within the pay structure (not related to protective status) is vital for retention and employee engagement.  Compensation systems must be “fair” to the employees in the compensation structure. However, pay equity is a very subjective process. 
 
An employee’s salary is influenced by market conditions, pay policy decisions and the organization’s internal equity structure. The balance of fairness and organization affordability is a key strategy when setting an employee’s salary.  Employees have more access to market analysis and competitor pay information than ever before. With that information, employees can evaluate an organization’s fairness with available compensation information.  This pay information may result in challenging conversations with supervisors or HR regarding how salary is determined within an organization.  Or, an employee may leave an organization based on a perception of unfairness in compensation practices. 
 
Since pay equity “fairness” is subjective to employee’s opinions, organizations need to be prepared to have compensation conversations with their employees.  HR professionals and supervisors need to have information available to evaluate pay equity within the salary structure of the organization.  These conversations can occur at any time, so being able to pull together information related to the request within the organization, unique skill sets, and market match information is critical to employee retention and morale. Employees in general have access to crowd sourcing data that they can bring to a supervisor and request a pay increase.
 
On a set schedule, organizations should evaluate market information to determine if there is an imbalance of pay equity in the organization.  Organizations need to have the ability to make “equity adjustments” based on that imbalance to the market and the organization’s pay policies. These adjustments can happen as needed or at a specific time of the year, depending on the organization’s policies. However, this equity-adjustment process should not overlook the fact that  every organization has pay outliers within their pay structure.  This process should consider when these outliers should be adjusted and if these outliers should be considered when adjusting other employees. 
 
One  method of adjusting the salary includes reviewing the salary structures in the organization to determine how employees compare to similar jobs.  After that process is completed, an analyst can then evaluate the salaries based on the organization’s method of determining equity (i.e., years with the organization, special skillset, merit increase, etc.). Then an organization can compare to the market data that has been collected.
 
Equity is about fairness, but fairness is very subjective to the organization or the employee.  Therefore, if an organization has employees who question the “fairness of pay based on equity purposes,” be prepared to have conversations regarding the organization’s pay policies and the current market information for the organization.  Some organizations may be more transparent regarding how pay is established for employees.  This allows more open conversation between employees and management about the organization’s compensation practices regarding paying for special skills or other reasons that impact pay equity. Some organizations are not as transparent about how pay is established. In these cases, following pay policies of the organization is essential.  Professionals should be prepared for employees to have a wealth of information available to them, e,g, . Glassdoor, Salary.com, personal connections, etc.  If pay equity within a pay structure is important to an organization, then having a documented process for how pay is established is vital.   
 

Workforce Readiness

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

Submitted by Jennifer Brikowski, Director of Workforce Readiness Committee, 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.  The job fair will be held at the Alliant Energy Center on Wednesday, August 28, 2019.  The doors open at 10am for the job seekers in our job seeker preparation area.  They can start meeting with employers at 11am. 
 
As HR professionals this is a fun and engaging way to demonstrate your skills in resume and interviewing for those less experienced.  How rewarding to have an opportunity to affect a resume for a jobseeker before it is submitted or review some basic interview questions! In this competitive recruiting and retention climate it is also an ideal set up to have the first conversation with a job seeker about what your company might be looking for in a candidate. We are looking for volunteers to come in for one or two hours – between 10am to 12pm. You would be working with the job seekers one on one.

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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GMA SHRM Media Relations

Come Join Our Team!

Submitted by Amanda Tetzlaff, Talent Acquisition Specialist at Fairway Independent Mortgage Corporation and GMA SHRM Director of Media Relations
 
Have you liked our page on Facebook?
 
Do you follow us on LinkedIn?
 
Do you read our monthly newsletter?
 
If you answered “yes” to any of these, then you know there is a LOT going on with GMA SHRM! Our committees are comprised of volunteers who put so much time into helping you get the most value possible out of your GMA SHRM membership.
 
The Media Relations Committee strives to make sure all members know what’s going on with all of the committees, the latest news in the HR world, professional development opportunities, networking opportunities, and ways to get involved and give back. This takes work! And we’re always looking for more volunteers to help us. From helping post on social media, to attending and taking photos at events, we have a variety of volunteer roles that provide lots of flexibility…AND FUN!
 
Interested in learning more? We’d love to share details! To get started, just send an email to: amanda.tetzlaff@fairwaymc.com.


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Newsletter Updates

Newsletter Coordinator: Mary Moua, Employee Engagement & Social Media Specialist at Fairway Independent Mortgage Corporation
 
We welcome any feedback regarding topics of interests, suggestions or general comments of what you'd like to see in future newsletters.  After all, this is meant for YOU!
 
Please send your suggestions to our Newsletter Coordinator here.







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GMA SHRM News & Upcoming Events

 

 

August HR Advice Network Roundtables 

We have three roundtables held monthly at three different locations throughout the Madison area. The current meeting schedule is below.
 
*Please note, there is a location change for South Central to NeuGen, 45 Nob Hill Road , Madison, beginning in August.   

East
Herzing University  
5218 East Terrace Drive
South Central
Effective August, new location:
NeuGen, 45 Nob Hill Road
 
Previous location: The Alliance
5510 Nobel Drive, 2nd floor
 
West
Johnson Block & Co 
406 Science Drive
  • Third Tuesday of every month excluding December.
    8:30am-10:00am
  • Due to date conflicts with PDS programs, September’s date will be moved to: September 24
  • RSVP to Melissa Chadwick - melissa.chadwick@bakertilly.com
  • Max number of attendees: 25
  • First Thursday of every month excluding December
    8:30am-10:00am  There will be no meeting on July 4th     
  • RSVP to Tracy Niesen Breunig – tniesenbreunig@weatrust.com
  • Max number of attendees: 25
  • Last Wednesday of every month, excluding December
  • 8:30am-10:00am        
  • RSVP to  Dawn Koopman – dmkoopman@hotmail.com
  • Max number of attendees: 25

Program Details...


August 29th Meet, Eat & Greet

Location: IHOP
2229 Deming Way
Middleton, WI 


Meet, Greet & Eat with your fellow GMA SHRM Members for Breakfast at IHOP! 

Share stories, interests and have some laughs while enjoying great pancakes, omelettes and coffee in a relaxed, less structured atmosphere.

More Information...

 

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August 13, 2019 - GMA SHRM Professional Development Summit

Alliant Energy Center

Session Focus:  Strategic Vision for HR

Session 1:  Become the HR Strategic Partner Your Organization Needs

Session 2:  Your Personal MBA: Understanding Business Functions & Business Acumen

Full Program and Registration Information Here


GMA SHRM Member News

Spotlight:  Retention & Recruitment

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!

  • Director of Volunteer Engagement: Lindsay Stilson
  • Director of Retention & Recruitment: Beth Davison
  • Director of Professional Development Summits: Jessica Zych
  • Director of Government Affairs: Hilary Stone
  • Director of Media Relations: Amanda Tetzlaff

Getting involved with GMA SHRM is a very rewarding experience where you are certain to meet great people and get valuable experience in return for your time. We have a variety of opportunities depending on where your interests lie such as planning events, recruiting and engaging with members, communications, finance and community outreach. As the saying goes…you get out what you put in!
 
If you are interested in 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.  


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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in June 2019!
 

Kailee Garton SHRM-CP Horizon Develop Build Manage
Faith Graf   Research Products- Aprilaire
Valerie Leake SHRM-CP, PHR Bankers' Bank
Deja Mason   Overture Center for the Arts
Cindy Plummer   First Weber, Inc.
Lindsey Schultz   Midwest Family Care


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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