- Education and Events
- Partners and Marketing
- HR InTouch Newsletter
The Monthly Newsletter of the Greater Madison Area SHRM
In This Edition
GMA SHRM Social Media
GMA SHRM Upcoming Events
Click here to see the full 2013 GMA SHRM Event Calendar.
GMA SHRM Announcements
GMA SHRM Member News
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:
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 firstname.lastname@example.org or 608-826-1122. We will continue to keep you in the loop as this process moves forward.
GMA SHRM Board of Directors
Working with Employees with PTSD
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
• 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:
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.
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:
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.
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
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.
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.
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.
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.
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.
• The Madison ILG has the potential to be a valuable service to GMA SHRM members;
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 email@example.com or Bill Osterndorf at 414.525.1972, ext. 202 or firstname.lastname@example.org
Details for the June 14, 2013 meeting are as follows:
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.
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 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?
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?
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 @ email@example.com.
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.
Welcome New Members!
GMA SHRM welcomes the following members who joined our chapter in April 2013!
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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!
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.
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 firstname.lastname@example.org
HR InTouch Guidelines
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.
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.
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 email@example.com .