Dear GMA SHRM Members,
I hope this message finds you in good health and high spirits. It is with great pleasure and enthusiasm that I extend my warmest greetings to each and every one of you as we embark on an exciting new board year, which runs from July 1st to June 30th.

As the newly elected President of our Chapter, I am honored to lead this esteemed organization and work alongside a diverse and talented group of individuals who make up our Board of Directors. Together, we are committed to advancing the field of human resources, fostering professional development, and building a strong and supportive community for all our members.

With that, I am proud to introduce the newly elected board of directors, who will be serving alongside me: Meet Your 2023/2024 GMA SHRM Leadership Team! Each of these individuals brings a wealth of knowledge, expertise, and dedication to their respective roles. They have demonstrated a strong commitment to the HR profession and a deep understanding of the challenges and opportunities we face as a chapter.

I am confident that their collective experience and fresh perspectives will invigorate our chapter’s initiatives and help us navigate the evolving landscape of human resources effectively. Collectively, we will work diligently to deliver valuable programs, foster meaningful connections, advocate for our profession, and make a positive impact in our community. So, I invite you to join me in congratulating and supporting our newly elected board members. Together, let us extend our heartfelt appreciation to them for stepping up and accepting the responsibility of serving our chapter. Their dedication and hard work will undoubtedly shape the success of GMA SHRM in the year ahead.

In addition, the past year has continued to be filled with ever-changing challenges and opportunities for growth, and I applaud the resilience and adaptability demonstrated by you, our members. Your unwavering dedication to the HR profession and your commitment to staying connected and engaged have been truly inspiring!

Now, as we enter a new board year, we have an opportunity to build upon our collective achievements and take our chapter to even greater heights. We have outlined a robust agenda that focuses on our mission to support you with high-quality professional development and networking opportunities with the goal to educate, share ideas, shape experiences, and build lasting relationships.

Education will remain a top priority for our chapter, and we are excited to bring you a diverse range of high-quality programs throughout the year. These educational opportunities will cover emerging HR trends, best practices, and industry insights, empowering you with the knowledge and skills necessary to excel in your roles.

Networking has always been a cornerstone of our chapter, and we will continue to provide ample occasions for you to connect, collaborate, and learn from your fellow HR professionals. From roundtable discussions to professional development summits and social events, we aim to create a strong sense of community where you can forge valuable relationships and expand your professional network.

In closing, I extend my heartfelt commitment and appreciation to our outgoing board members for their invaluable contributions, tireless dedication, and exemplary leadership during their tenure. Their unwavering commitment to our chapter has laid a strong foundation for our continued growth and success. I am truly grateful for their service and the lasting impact they have made on our organization.

As we embark on this new board year, let us join hands in welcoming our newly elected board members, whose passion, expertise, and fresh perspectives will undoubtedly propel us forward. Together, with their guidance and your active engagement, we will seize the opportunities that lie ahead, overcome any challenges, and create a vibrant and inclusive community that empowers HR professionals to thrive.

Thank you all for your continued support and belief in the Greater Madison Area SHRM Chapter. I am honored to serve as your President and excited about the journey that awaits us in the coming year and invite you to reach out if I may be of assistance, in any way, to you.

Warmest regards,

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

Click here to view the full GMA SHRM Board of Directors

Legal Update – Important Developments Regarding Separation Agreements

Submitted from Mai Chao Chang, Storm Larson & Brian P. Goodman, GMA SHRM Programming Committee Member, and Attorneys at Boardman & Clark LLP, a Platinum Partner
 

Mai Chao

Storm Larson

Brian P. Goodman

The National Labor Relations Act (NLRA) protects the rights of employees to organize and bargain regarding certain workplace issues. Some of these protections extend to employees who work in non-unionized workforces. For example, under Section 7 of the NLRA, employees who are not supervisors/managers (including non-union employees) have the right to engage in concerted activities for the purpose of collective bargaining or "other mutual aid or protection." This generally provides employees the right to discuss or act as a group, to discuss or act on behalf of a group, and to address the terms and conditions of their employment. Employee conduct is "concerted" (and thus protected by law) if it is engaged in by at least one other employee, on behalf of a group of employees, or if one employee is acting alone in the attempt to initiate group action related to terms and conditions of employment.

 In February 2023, the National Labor Relations Board ruled in McLaren Macomb that an employer violates the NLRA when it requires covered employees to broadly waive their rights under the NLRA in separation agreements. More specifically, broad confidentiality, non-disclosure, and non-disparagement provisions may violate the NLRA if required in separation agreements of non-manager/non-supervisor employees. If an employer wishes to include such provisions in such an agreement, it should consult with legal counsel to discuss options such as narrowing the scope of the provisions to match the specific concerns at issue and mitigating the risk that the provisions might interfere with an employee’s rights under the NLRA.

Employers that use boilerplate separation agreements should review those forms and update them in light of this development. In addition, employers should consult legal counsel to draft severability clauses for separation agreements which, if carefully drafted, might allow a court or agency to strike out any provisions that might violate the NLRA while preserving the other important provisions of the separation agreement, such as the employee’s waiver of claims against the employer.

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Data collection for the 2023 GMA SHRM compensation survey will begin in July/August with reports available in October.   

Competition for employees across all industries is at an all-time high, leading to rapidly escalating salaries. The GMA SHRM Compensation Survey provides up-to-date local, regional and national benchmarks to help you get a better handle on this challenging labor market.  Conducted by Gallagher Surveys, this general industry survey collects base salary, bonuses, total cash, salary ranges and HR policy data for more than 150 jobs common across all industries.

GMA SHRM member participants receive a complimentary copy of Gallagher’s National Compensation Survey which includes national, regional and high-level industry data for every position. 

Keep an eye on your inbox for messages from GMA SHRM and Gallagher on how to participate and purchase!

 
As an HR professional, safeguarding the personal information of employees is paramount. In an
increasingly digital world, scammers are constantly devising new tactics to exploit unsuspecting
individuals. One such alarming trend involves fraudsters impersonating agents of employees and contacting HR departments to initiate disability benefit processes with the sole intention of stealing sensitive information. This article aims to raise awareness among HR professionals about this emerging scam and provide essential tips to mitigate the risks.

The Scam:

Scammers have become adept at deceiving HR professionals by posing as an employee or their
representative, such as an attorney or insurance agent. They rely on social engineering techniques to create a sense of urgency and manipulate HR staff into divulging sensitive employee details. By leveraging the guise of assisting with disability claims, these fraudsters can obtain highly valuable personal information, including Social Security numbers, bank account details, and medical records.

Signs of Suspicion:

Remaining vigilant and being able to recognize the red flags associated with this scam is crucial for HR professionals. Here are some common signs that may indicate an attempted scam:
Preventive Measures:

To protect both your organization and its employees from falling victim to this scam, consider
implementing the following preventive measures:
Scammers are constantly evolving their tactics to exploit unsuspecting individuals, and HR professionals play a crucial role in safeguarding employee information. By being aware of the emerging scam involving scammers impersonating employees’ agents during disability benefit processes, HR departments can take proactive steps to protect sensitive data. Stay vigilant, educate your team, and establish robust verification protocols to ensure the security and privacy of your employees and your organization as a whole.  

 

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HR InTouch Guidelines