The Role of Human Resources in Battling Opioid Addiction

Submitted by: Brian Goodman, Attorney with Boardman & Clark LLP

Are you looking to understand the employment laws applicable to employees struggling with opioid abuse, looking for a way to address the needs of your current employees and their families, and looking a way to help the Madison Police Department interrupt the cycle of addiction in our community?

If so, you want to be sure to attend GMA SHRM’s Professional Development Summit on September 18, 2018:
 
“The Legal and Practical Impact of the Opioid Crisis on the Workplace”.
 
Did you know?

“The cost of treating opioid addiction among American workers and their families has skyrocketed in recent years.” (Kaiser Family Foundation)
 
"As employers, you already understand that the health of your employees has an impact on your bottom line. My challenge to you is to think about how you can impact health beyond the walls of your office, beyond the factory." (Surgeon General Jerome Adams)
 
“Madison, like many other cities, has seen alarming rates of heroin overdoses and deaths.  In 2016, MPD responded to 143 known overdoses and 9 deaths.  In 2017, this number rose to 259 overdoses and 34 deaths.  Year-to-date (January and February 2018) we are aware of 34 known overdoses and 5 deaths.” (Chief Mike Koval, Madison Police Chief)
 
“People covered by employer health insurance received $2.6 billion worth of treatment for opioid addiction and overdoses in 2016, up from $273 million in 2004. Some $2.3 billion was covered by insurance, while patients shelled out $335 million. Just over half the spending was for the treatment of workers' children, while just under a third were for the employee themselves. The rest covered spouses' treatment.” (Kaiser Family Foundation)

 The opioid crisis provides a myriad of challenging legal and practical dilemmas for HR professionals.   Failing to understand the law in this area could result in lawsuits, damage to workplace morale, and the loss of potentially viable employees and applicants.  
 
This important session will be presented by Brian Goodman, attorney with Boardman & Clark and representatives of the Madison Police Department.
 
Brian Goodman will analyze the challenging legal issues presented at each crucial stage of the employment “life cycle” and provide key strategies for navigating safely through the legal labyrinth surrounding these issues.
 
Then, representatives from the Madison Police Department will present information on the Madison Addiction Recovery Initiative (MARI program) that strives to provide quicker access to treatment to people addicted to opiates who are committing low-level property crimes and who may have simple possession charges. They will also discuss opiate abuse statistics in the Madison area and how it impacts employers at all levels.
 
What you will learn:
 

1. The applicability of employment laws to the opioid epidemic including disability, medical leave, and arrest and conviction discrimination laws. 
2. The difference in state and federal law regarding accommodating employees suffering from drug abuse issues, including the interaction of the FMLA with state and federal disability discrimination laws. 
3. The extent to which opioid addiction impacts the lives of employees, businesses, and the community. 
4. The community resources, programs, options, and tools for helping employees facing addiction issues. 

Find more information or register now for this PDS on September 18! 


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#SHRM18 - First Impressions from a First-Time Attendee

Submitted by:  Jeff Palkowski, Director of Government Affairs GMA SHRM and SHRM Advocacy Captain (Wisconsin 1st CD)

I had the great opportunity to attend the 2018 SHRM Annual Conference in Chicago last month.  While I’ve been a member of SHRM for about 15 years, this was the first time that I attended a SHRM Annual Conference.  Since it was being held just down the road, I felt that this was as good a time as any to attend.  I’m glad I made that decision!
 
Preparation-
How did I prepare for my first SHRM Annual Conference?  After a few moments of extreme anxiety (I’m a usual introvert and not a fan of large crowds) in the months leading up to the conference, I started getting involved online.  I kept up with updates with the SHRM Annual Conference online communities, followed the SHRM Blog Squad, and interacted regularly on Twitter using hashtags: #SHRM18 #HRTribe #HRonPurpose #HRSocialHour and others.  I vowed not to “overplan”, which is my usual reaction, and tried to plan just enough, yet go with the flow.  With my online schedule set on my SHRM Conference App, I was ready to go!
 
First Impressions-
Since it was a short ride to Chicago, I decided to take a bus down the first day of the conference (Sunday) and arrived in Chicago late morning and made my way to the conference site. McCormick Place, where the event was being held, several times but I was not prepared for the overall “SHRM Experience” that I immediately felt upon arrival. Banners, signs, volunteers, the branding was incredible and as one attendee remarked, “this is HR Disneyland!”  The volunteers and staff onsite were incredibly helpful and my registration went extremely fast.  With my badge and conference materials I was on my way….to where…that would be the question.
 
The Keynotes and Sessions-
With so many amazing speakers and sessions, I had a huge case of FOMO (fear of missing out) but made my choices and for the most part, stuck with them.  Some of the highlights for me were (in alphabetical order):
 

• Michael Aitken – As a SHRM A-Team Captain, I always enjoy listening Mike’s public policy updates and he did not disappoint!
• Steve Browne – HR on Purpose was the BEST session of the conference. Steve lives our profession as a real-life practitioner and reminds us all why we should or should not be in the HR field. (Make sure you attend the WI SHRM State Conference this October to see Steve as one of the keynote speakers!)
• Jeb Bush – Pleasantly surprised by his knowledge of current issues and non-partisan solutions to today’s challenges.
• Adam Grant – By a longshot, the most dynamic keynote speaker that I have ever heard.
• Sheryl Sandberg – Having Adam Grant “interview” Ms. Sandberg was a unique and informative experience to have both on the same stage.
• Smart Stage – The short, 18-minute “TEDTalk-esque” presentations were for me, one of the highlights of the conference.  So many great speakers and topics in a short period of time.
• Johnny C. Taylor, Jr. – What can I say about Johnny? Dynamic, passionate, inspiring, funny, engaging…the positive voice and leader of SHRM.

Governor Jeb Bush

Wisconsin SHRM Attendees

Steve Browne and members of the #HR Tribe

Memorable Experiences-

• Meeting Governor Jeb Bush during his book signing.
• An opportunity to participate in a PayCom sponsored podcast “HR Break Room”.
• The acapella group Pentatonix performing live…just for SHRM.
• SHRM Foundation Lunch – Learning about the great opportunities that SHRM is providing to promote our profession through scholarships and other means of support.
• SHRM Steps Challenge – I had no idea how many steps I would be taking throughout the conference and was amazed at the end.  With our Team Marchers4HR finishing in the top 3, I had the privilege to represent our team at the final general session in the SHRM VIP section for the awards presentation.
• All of the many, many networking experiences, connections and friendships made and solidified throughout the entire conference. This included some GMA SHRM connections (Natalie Busse, Ashley Matthys, John Komosa) and other chapter leaders from across Wisconsin.

Takeaways- 

• It may seem like hyperbole to say that a 3-day conference was “life changing” but clearly, this conference has impacted me both professionally and personally in more ways that I can count. In a word….transformational.
• While the conference was a great opportunity to hear from a large number of world class professionals in my field during many sessions, the greatest takeaway was from the meetings and discussions with HR colleagues throughout the events.  These connections will continue long after the conference ended.
• It took me only a one day to reserve my hotel and register for the 2019 SHRM Annual Conference in Las Vegas.  After this year, I now know what I will be doing in June each year.  To channel my inner Steve Browne, “I am GEEKED!”

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GMA SHRM 2018 Human Capital Conference - Through the Eyes of an Attendee

Submitted by: Brittany Hanson, Director of Media Relations, GMA SHRM 

I’ve been attending the Greater Madison Area SHRM Human Capital Conference (HCC) for 5 years – the HCC is GMA SHRM’s biggest and most sought out professional development event.  Each year tops the one before, and this year was no different.  The day was jam-packed with informative, insightful, & relevant speakers that held my attention right through to happy hour (that’s right – they have an HR Happy Hour!)
 
The morning started with coffee (readily available all day – they know their audience), light breakfast, & networking.  It’s such a pleasure to catch up with familiar faces from past GMA SHRM events, and welcome those ‘first time attendees’ who are new to the chapter.  Folks that join GMA SHRM consistently site ‘networking’ as their top reason for joining – and there was plenty of that, with 240 attendees!
 
After morning announcements acknowledging GMA SHRM’s amazing volunteers, Pinnacle award, & other achievements (we’re the largest local SHRM chapter in WI!), our keynote speaker began.  I could go on for days, so I’ll just say this: Google David Horsager.  Read his books.  Listen to his speeches.  He talked about the importance of trust in teams.  As he began to discuss his 8 Pillars of Trust, you could feel the ‘aha’ moments happening.  Attendees telling themselves “this is why I came here today.”
 
Break time:  More networking, and chatting with GMA SHRM’s outstanding sponsors.  The sponsors were SO great, they even went above and  beyond with their give-away-swag: attendees got Wisconsin shaped cookie cutters, a lion stuffed animal wearing a “Wild About HR” t-shirt, & designer chocolate, to name a few.  This isn’t your standard ‘free pen & note pad’ kind of event.
 
Breakout Session 1 – while there were numerous options, I choose the ‘Say Hello to Exit Interviews’, and learned about the right timing, length, and content of exit interviews.  Attendees at this session listened to exit interview best practices from companies of various sizes and focuses – coming from a small, family-owned organization, this was extremely valuable information for me.  
 
Lunch – everyone’s favorite!  Followed by the 2nd half of Mr. Horsager’s keynote speech.  Queue the ‘aha’ moments.
 
Breakout Session 2 –I choose to attend ‘Controlling Anger Before it Controls the Team’.  Not sure if that says anything about me but...it was an impactful presentation!   There were laughs as the group discussed adding games or fun to brighten things up at work (try speaking in a British accent, it’ll diffuse a tense situation immediately!).
 
Breakout Session 3 – the Future of HR.  Another stellar choice, as SHRM Field Services Rep Callie Zipple discussed the new realities of the workplace.  Anyone in attendance was given the info necessary to be ahead of the curve on innovative workplace technology affecting HR.  Think intelligent apps, new twists to paid leave (paternity leave anyone?), and more. 
 
Just when you think the day is over – HR Happy Hour begins!  Drinks, apps, more networking – at this point in the day, everyone knows someone new and networking comes with ease.  Attendees received a raffle ticket, and GMA SHRM reps raffled off top-notch prizes, donated by the generous event sponsors (a pair of Badger basketball tickets!?  Yes please!).  GMA SHRM also raised $425 for the SHRM Foundation through their silent auction. 
 
I walked away feeling great, with a surplus of tactics and info to take directly to my team, and a few new ‘HR friends’ to boot.  Can’t wait until next year’s GMA SHRM Human Capital Conference!
 
Click here for a full breakdown of the successful 2018 GMA SHRM Human Capital Conference - http://www.gmashrm.org/2018-HumanCapitalConference

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Student Loan Repayment Programs

Submitted by: Abigail Nadler, Account Executive, M3

In this tight labor market, human resource professionals face increased pressure to unearth new ways to recruit and retain talent. Organizations in search of young and skilled labor are often looking for creative solutions to attract talent. One creative solution employers could consider is a Student Loan Repayment Program (SLRP). 
 
Traditionally, organizations have utilized Tuition Reimbursement programs to provide financial assistance to employees who are furthering their education while already part of your workforce.  SLRPs are designed to help those who have already made the investment in their education and are now repaying the student loan debt they incurred in the process.
 
Student loan debt is now the largest consumer debt in the market.  That makes SLRPs an attractive incentive, as such a program can help assist the 44.2 million Americans tackle the nearly $1.5 trillion in student loan debt they already have.  The average graduate from the class of 2016 has outstanding student loan debt of more than $37,000.
 
An Attractive, Innovative Benefit Offering
 
A SLRP can aid an organization’s efforts to attract and retain employees, as such a program can provide enrollees with a quicker, easier path to lower student debt.  For a nominal fee, SLRPs provide employers with an administrative solution for convenient payroll deductions for loan repayments, consolidation and repayment tools and even 529 plan contributions.
 
When implemented, organizations can leverage such a program in a way that fits their talent acquisition strategies.  The most effective approach we’ve seen in the market includes companies making a financial contribution to the payment.  This encourages employee participation, enhances their financial well-being and even allows them increase their participation in a retirement plan program.
 
Flexible Contribution Structure Options
 
Under current IRS rules, employer contributions to SLRPs are treated as taxable income for both the employer and the employee.  But employers can utilize various strategies to structure employer contributions to meet specific goals such as basing them on tenure or employee class.
Student Loan Repayment Programs are an emerging benefit to help employers enhance their talent acquisition strategies and the financial well-being of their employee population.
 
Resources:

• WORKSITE BENEFIT: STUDENT LOAN REPAYMENT

 

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GMA SHRM Media Relations

GMA SHRM Member News

Spotlight:  Recruitment and Retention

Submitted by:  Gene Sarmiento, Director of Retention and Recruitment, GMA SHRM
 
One of the areas we are focusing on is providing more face to face time with our members.  We realize many GMA SHRM members would like the opportunity to meet other members but may not have time to attend the other events requiring several hours of time commitment.  We are always looking for ways to create more engagement opportunities for our members.  Meet, Greet & Eat is our answer.  Our luncheons will be held in different locations in Madison providing easier access to the venues based on your office location.  

Last month on June 14 at the Waypoint we had our inaugural Meet, Greet & Eat and boy did we!  We had 23 members attend and got to know one another over lunch and make some real wonderful connections.  Yes the venue was a bit loud but let's not forget we contributed to a lot of that noise through wonder conversations and interactions!
 
Some of the feedback received:

Our next Greet, Meet and Eat will be somewhere near the Westside and we hope you join us.