Dear GMA SHRM Members,

As we begin the new year and return from celebrating the holiday season, let's reflect on the achievements of 2024 made possible by our dedicated members and volunteers. With 2024 ending and excitement for 2025 growing, we look forward to continuing this journey with you, striving for better workplaces and a better world.

Additionally, our corporate partners team wrapped up the year by renewing commitments from our 2024 Corporate Partners and welcoming new partners for 2025. Their support provides the funding necessary to keep all of you connected and informed throughout the year – please give them a big “Thanks!” when you see them at our next event!

While it seems early, we are already looking ahead to the new board year starting in July 2025 and have begun our succession planning. If you're passionate about serving the HR community and eager to expand your network, we have a spot for you at GMA SHRM. Join in the fun by considering a committee role or stepping into a volunteer leadership position! If you're interested, check out how to “Get Involved” or contact Ashley Kowalchuk, our President Elect, here.

Recognizing that education and connection are key, we invite you to join us at our January 21^st Virtual Professional Development Summit on conflict resolution and addressing the talent shortage. For more details and to register, visit: January GMA SHRM Events. While I’d encourage you to SAVE THE DATE for all your GMA 2025 events, a few highlights you won’t want to miss are:
 

• Workplace Policy Conference: February 20th at the Park Hotel in Madison.
• Human Capital Conference: May 20th at the Alliant Energy Center.

To get a full list of all the educational, networking and virtual events you have access to, check our events page.

Wishing you all a healthy, prosperous, and joyous year ahead!

Warm regards,


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

Legal Update – Verbal Reports of Harassment Sufficient to Trigger Need for Investigation

Submitted from Storm Larson, Aiyanna Simms, & Mai Chao Chang, Attorneys at Boardman & Clark LLP, a Platinum Partner

Brian Goodman

Aiyanah Sim

Storm Larson

Employers are reminded that it is not appropriate to require all reports of harassment based on protected class to be in writing.  Both verbal and written complaints should trigger an appropriate investigation.  If a complainant-employee refuses to put a complaint in writing, or states that they don’t want the employer to do anything about the complaint, the appropriate response is to say that the employer has the legal obligation to investigate and stop harassment once it is on notice.  The person receiving the complaint can put the complaint in writing for the complainant to review for accuracy and for the organization to then investigate. 

A recent case out of Kansas, Juarez v. OPRMC, LLC, illustrates the risk an employer faces for ignoring a non-written complaint.  In that case, the court ruled against an employer on an employee’s harassment complaint, in part, because the employer refused to investigate a complaint when the employee didn’t put her complaint in writing as requested by HR. This request was contrary to the company’s own policy, which was explicit that complaints need not be in writing.

Once an employer has knowledge of potential harassment, it must take prompt action to investigate and remediate the situation as appropriate.  Failure to do so can lead to legal liability and also fails to properly address the impact the harassment might be having on the complainant and the workforce as a whole.

HR InTouch Guidelines