Greetings GMA SHRM Members –
 
I hope you and your families are all staying healthy. In an effort to best support our members during this unprecedented time, GMA SHRM is seeking ways to provide virtual gatherings to allow networking, support and sharing of ideas. We will send out information as these opportunities become available in April and beyond.
 
April is volunteer recognition month so I would like to thank all of our GMA SHRM volunteers!! Without your dedication and energy, we would not be able to provide the information and events that make our chapter such a valuable resource to our members. I also want to thank our SHRM State Conference co-chairs, Cindy Cerro and Amy Doepke, who will spend countless hours planning for the upcoming conference and making it what I’m sure will be another hugely successful event!  
 
SHRM has provided timely information with continuous updates to assist employers during the COVID-19 pandemic. You will find detailed information on the impact of the Families First Coronavirus Response Act, memo and policy templates and additional resources on their website. For any non-members, SHRM also has a page that does not require you to log in to access useful information here. 
 
In response to the COVID-19 outbreak, SHRM amended the testing dates for the 2020 Spring SHRM certification testing window. The new dates are June 1st – August 15th 2020. Current applicants can schedule or reschedule their exams here: https://www.prometric.com/test-takers/search. The deadline to apply for the SHRM certification has been extended to April 10th, 2020 for the early birds and May 15th, 2020 for standard application. The SHRM Talent Conference & Exposition scheduled for April 20th – 22nd will transition to a fully virtual event.
 
Thank you to all of our members for the important work you are doing to support your employees through these troubling and stressful times. I wish you all the best.  

 
Take care,
 
Tammy Wacek, SHRM-CP, PHR
President
GMA SHRM

COVID-19 Resources

Wisconsin Employers May No Longer Use the Federal Form W-4 to Withhold State Income Tax for Newly Hired and Certain Existing Employees

Submitted by Brenda R McLaughlin, Attorney at Boardman & Clark LLP and Programming Committee Member

Wisconsin employers can no longer use the federal Form W-4 to withhold both state and federal income tax for newly hired employees and certain existing employees. In response to recent tax law changes, the IRS debuted a fully redesigned Form W-4 in 2020, which does not allow employees to claim personal withholding allowances. Starting in 2020, all newly hired employees and any existing employees who change their tax withholdings must use the new Form W-4 for federal tax withholding. Employees who previously submitted a Form W-4 before 2020 and have no changes to their withholdings do not need to submit a new Form W-4.
 
Because the Form W-4 changes conflict with Wisconsin tax laws, going forward, Wisconsin now requires employers to use two separate forms for tax withholding: (1) the new Form W-4 for federal tax and (2) the Form WT-4 for state tax.
 
Employers must use the state Form WT-4 in addition to the federal Form W-4 for all newly hired employees first paid in 2020 and any existing employees that adjust their withholdings in 2020 and beyond. However, employers do not need to use both forms for existing employees who submitted the old federal Form W-4 prior to 2020 if those employees do not wish to adjust any withholdings.
 
Starting in 2020, any Wisconsin employer that fails to use both the Form WT-4 and Form W-4, when applicable, risks underreporting state income tax and might face tax penalties from the Department of Revenue. Failure to use the Form W-T4 may also cause employees to owe additional state tax, interest, and penalties as well. To avoid such consequences and ensure compliance with both state and federal tax laws, HR should make sure to use both forms when applicable.
 

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Professional Development

NEW DATE - The 2020 Human Capital Conference - August 11, 2020

  

GMA SHRM is excited to announce its 15th Annual Human Capital Conference will be held Tuesday, August 11, 2020 at the Alliant Energy Center in Madison, WI!   

Our 2019 keynote presenter Dr. Rick Rigsby referenced the book Extreme Ownership by Echelon Front authors Jocko Willink and Leif Babin several times in his address.  The message was so powerful that we had to find out more... and bring Echelon Front to Madison!

For 2020 we are honored to have Echelon Front Overwatch CEO Mike Sarraille as our keynote presenter!   Mike Sarraille is a retired U.S. Navy SEAL officer, a graduate of the University of Texas McCombs Business School, and now a leadership instructor, speaker and strategic advisor for Echelon Front.   Mike is a recipient of the Silver Star, six Bronze Stars, two Defense Meritorious Service Medals, and a Purple Heart.

Mike will use his incredible combat leadership experience and business acumen to deliver two keynote addresses based on the best-selling books by Echelon Front; Extreme Ownership: Combat Leadership for Business and Life, and The Dichotomy of Leadership - The Mindsets for Victory and Balancing Dichotomies

Along with the outstanding morning program and the great networking our conference is known for, we will feature 9 breakout sessions from industry experts!   Breakout session topics include:

• Employment Brand – Take Control of Your Narrative
• You Can’t Say That! Strategies to master diversity in a new decade. 
• The Extinction of Stagnant Workplaces: How are you Preparing for What’s Next?
• Mastering the Art of Delegation
• Reconnecting to our Center: Staying Grounded When the Ground Feels Shaky
• and the latest HR Legal Updates!

More information!

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Did you miss our March PDS? Enjoy some photos and a special video message from presenter Joshua M Evans 

Our March PDS may have been our last in person program for a little while but it was a great one.   Our programs focused on Culture of Engagement – The Why and How to Build Passionate, Engaged Teams and Using Motivational Conversations to Boost Employee Engagement.

Speaker Joshua M Evans gave the office a call the other day to check in and say thanks.  He put together the video below just for us!  Take a look and enjoy the pictures from the March PDS!
 

 

As a reminder, each PDS offers two sessions and is  held four times per year. This is equal to eight educational programs offered in four days. The sessions start at 8am and run one right after the other with a short break in between. You can attend either one (first or second) or attend both! You will receive just as much education as you would from 8 sessions and only be out of the office four mornings of the year.  We will continue to offer quality programming and recertification credits (both HRCI and SHRM) for all of these events. 

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Workforce Readiness & Diversity

- Mark Twain

Embrace “Diversity of Thought”

Submitted to Mary Moua, Employee Engagement & Social Media Specialist at Fairway Independent Mortgage Corp and GMA SHRM Diversity Committee Member

Learn to not just go with the majority and adopt their mentality. Practice the PAUSE and reflect on your own background, beliefs and values. Understand other's unique perspectives and appreciate different ways of thinking. We are #differenttogether but united as one. And it all starts with gratitude.

Now we introduce another layer of #alonetogether in our current new normal situation. How will we remain different, recognize our commonalities and be inclusive in our environment?



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Mindset Matters: Invisible Disabilities and The Future Of Work In The Era Of COVID-19

Submitted by: Jonathan Kaufman, D&I Writer of disability in corporate culture, management and society

As the world begins to catch its breath and realizes that we are faced with a new reality, we are starting to acknowledge that this new normal maybe with us for a while which is both upsetting, daunting, and frankly scary for many. As we take the next steps in this new normal it is important that we begin to reframe this new reality both from a perspective of work and even our basic understanding of human behavior. When defining ‘invisible’ disabilities this usually refers to areas of the human experience that are hidden from view such as depression, anxiety, panic attacks to deeper mental health issues that greatly impact one’s daily life such as bipolar and borderline personality disorders. In this time of COVID-19, the idea of ‘invisible’ disabilities is no longer the right terminology, in fact millions of people are coping with numerous mental health issues impacting the quality of their daily lives both personally and professionally in profound ways. Invisible disabilities can longer be in the shadows but must be seen and dealt with exactly for what they are, nuanced and complex, and offer a greater understanding that there is not a one size fits all solution.



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When Cancer Knocks: Free Resources for Employees

Submitted from Lannia Stenz, Executive Director/CEO at the Gilda’s Club Madison

At some point you will be face to face with an employee that has heard the words, “You have cancer.” Do you have a plan for how you will support them through this tough time? What community resources will you share?
 
Cancer touches nearly everyone at some point in their lives. One in five men and one in six women will receive a cancer diagnosis, and half of Americans will have a first degree relative (mother, brother, spouse) with a diagnosis. Cancer is one of the leading causes of bankruptcy. Stress caused by the illness can cause missed work, reduced ability to work, and dramatically reduce quality of life.
 
Cancer Support for the Whole Family…the Whole Time
Your friends at Gilda’s Club Madison want you to know that when cancer knocks, we are here to help. Behind our big red doors, your employees will find free emotional support, cancer education, and hope for children and adults with any kind of cancer, and their loved ones. Membership at Gilda’s Club Madison and all programs are provided at no cost. Their free membership starts with a New Member Meeting where they will learn about the many support, education, and wellness programs that are available to them.
 
If your employee or their ill loved one lives outside of Madison, the toll-free Cancer Support Helpline (1-888-793-9355) is available to help them navigate their cancer journey. 
 
Employees Supporting Employees
In addition to direct programs and services your employees can access, Gilda’s Club offers a free Lunch and Learn talk geared toward helping employees effectively support each other when cancer strikes. Without guidance, employees can feel helpless when a peer is going through cancer. With support, they can be a more effective team.
 
Learn More to Strengthen Your Team
Did you know that when cancer patients receive emotional support during cancer treatment, they miss less work, experience improved outcomes, are less likely to have a cancer recurrence, and reduce their overall cost of care by adhering more closely to treatment? As an HR professional, it’s important to have community resources ready for employees that encounter hardship. Gilda’s Club Madison is an easy referral because all programs are offered at no cost.
 
Are you ready to schedule a Lunch and Learn, get your employees involved in a volunteer activity at Gilda’s Club, or simply find out more about our free programs for families touched by cancer? Email Lannia Stenz at lannia@gildasclubmadison.org, call 608-828-8860, or visit us on the web at www.gildasclubmadison.org.
 
 

GMA SHRM welcomes the following members who joined our chapter in February 2020!

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Members on the Move

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 .