Dear GMA SHRM Members,

As we have been chilly surviving the Arctic front so far this year, GMA SHRM’s 2025 year is already warming up! Our first Meet, Greet & Eat, virtual Professional Development Summit (PDS) of the year and our mid-term Board of Directors strategic retreat all brought the heat and warmed the hearts of many. The success of these events is owed to the team of incredible volunteers and leaders that make it all possible.  Even despite unexpected bad weather conditions on the morning of the retreat, everyone persevered and committed their time and talents to ensuring our chapter is on track and staying focused on continuously supporting and building a phenomenal path forward for all of us.

If you’d like to be a part of this amazing team and happened to miss the previous email about Board of Director opportunities, you can still submit a self-nomination by clicking here to complete a brief survey. But don’t delay – the deadline is February 7^th!

Perhaps you’d like to dip your toes in a bit first by volunteering for one of our many amazing committees?  Wonderful!  We welcome your involvement and would be happy to share more with you as you explore how to get involved and what might be the best fit for you. Please reach out to Ashley Kowalchuk or me anytime.

To keep the temperature rising and get you in out of the cold, here is a quick glance at some hot events coming up that you won’t want to miss!
 

• February 20^th: The 2025 Workplace Policy Conference by WISHRM and proudly sponsored by GMA SHRM
• Monthly Virtual HR Roundtables with THREE options to choose from each month! 
• March 4^th: Another Meet, Greet & Eat will be happening, so save the date and register here
• March 18^th: We’ll be gathering for our first in-person PDS of the year and have some phenomenal presentations:
  • Session 1: “Unlocking Growth: The Art of Developing Leaders Within your Organization”, by Jason Chance of Lift Consulting 
  • Session 2: “Human Connection: The Competitive Edge in an AI-Driven World”, by Jonathan Reynolds  of Titus Talent Strategies

Be sure to register here and save the date for this inspiring educational summit.
 

Looking forward to seeing you and your warm smiles at these upcoming events!

Take care, stay warm, and please reach out if there is anything you need.

Warm regards,

Laura Bermudo, President
Greater Madison Area SHRM Chapter
lbermudo@myhaus.com / 608.383.4568

Legal Update – Changes to the Madison Ordinance Regarding Conviction Records

Submitted from Storm Larson, Brian P. Goodman, and Aiyanah Simms, Attorneys at Boardman & Clark LLP, a Platinum Partner

Storm Larson

Brian Goodman

Aiyanah Sim

On December 5, 2024, the City of Madison’s Common Council eliminated the 3‑year lookback restriction which prevented Madison employers from considering an employee or applicant’s conviction if it had been at least three years since the employee or applicant was ​“placed on probation, paroled, released from incarceration, or paid a fine, for a felony, misdemeanor, or other offense…”

This change brings the Madison General Ordinance (“MGO”) closer (but likely not totally) in alignment with state law and means that employers in the City of Madison have more flexibility in what convictions and offenses they can consider in denying employment to an applicant or for terminating an existing employee. This change to the MGO is effective immediately.

The MGO was also amended to specifically state that the following criteria, among other potential criteria, are relevant in determining whether an offense is substantially related to the particular job in question:

     •     the seriousness of the offense;
     •     the passage of time since the employee or applicant was placed on probation, paroled, released from incarceration, or paid a fine, for a felony, misdemeanor, or other offense;
     •     the age of the employee or applicant at the time the offense occurred; and
the character of the employee or applicant.

While these criteria are similar to the criteria used in the substantial relationship test under the WFEA, there are some differences. This is a complex area of law and consultation with legal counsel is advisable if concerns arise regarding an applicant’s criminal history. However, this change should be welcome news to employers subject to the MGO.
 

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