Workforce Readiness & Diversity

Greetings!
 
It’s hard to believe that at the end of this month, my term as GMA SHRM President will come to an end. Looking back at this past year, we have accomplished some very significant initiatives: 

• Most recently we had our 11^th annual Human Capital Conference. What an event! We had record attendance and a nationally known speaker, Dave Ulrich, who inspired us, informed us and entertained us.  
• We transitioned our programming structure to better adapt to the new SHRM certification and our members scheduling needs, and has increased attendance significantly!
• We improved our membership structure to be all inclusive to better serve our members, which has also received very positive feedback.
• We received the Silver EXCEL award for 2015 – a SHRM award recognizing outstanding achievements in chapter operations and programming.

 
This could not have happened without the commitment and support of the GMA SHRM Board of Directors and volunteers who do so much for this chapter.  I can’t thank you enough. 
 
I’m excited to transition into my role as Past President and pass the baton to Melissa Chadwick who will be taking the reins starting July 1^st.  We have worked together pretty closely the past year. I know you are in good hands.
 
Thank you for allowing me to serve GMA SHRM in this role over the past year. It’s been an honor and a humbling experience. I look forward to the Chapter’s continued success!
 
I look forward to seeing you at the next Professional Development Summit on June 21^st! 



Dawn Koopman, SHRM-SCP, SPHR
President
GMA SHRM

"Ethnicity" may be "race" – though everyone is "White" – under § 1981

Submitted on behalf of Bob Gregg, Boardman & Clark 

In Village of Freeport v. Barrelle (2^nd Cir., 2011) a white Italian-American job applicant challenged the hiring of a white Cuban born police chief as being racial discrimination. The Village defended, claiming that the plaintiff was white, and the newly-hired chief had consistently identified himself as white on all forms and paperwork. So how could there be a racial case? The Court found that there was, under 42 U.S.C. §1981. The Village had given major publicity to the hiring of its "First Hispanic Police Chief". Under §1981 certain ethnicities, including Hispanic (LaRaza), have been accepted as "races".

Even though both the applicant and the hired person were white – "race can include ethnicity" under §1981. So the white Italian-American can sue over the hiring of the white Cuban.

This case is in line with American history in which Congress passed laws restricting immigration of the "Southern European Races: (Italian, Greek, Turk, Spanish, Serbs – all of whom were white) yet encouraging emigration of Northern European Races (also white). Earlier the "Irish Race" suffered much discrimination. "Race" is a very strange concept in the United States. It seems to shift according to our politics and social changes. Under Title VII, this case may have come out differently. Different laws, different definitions.



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Auto Industry Exemptions - Service Advisor

Submitted on behalf of Bob Gregg, Boardman & Clark 

In another case illustrating coverage differences the Supreme Court has agreed to hear Encino Motor Cars v. Navano on appeal from the 9th Circuit. The FLSA has a special exemption for overtime pay for salespeople, parts people, and technicians/mechanics in auto and truck service departments. There has been an ongoing dispute as to whether "service writers/advisors" are also included. They do a good deal of technical assessment. A number of states (such as Wisconsin) specifically include service writers/advisors in their state versions of the same OT exemption. The Department of Labor has sometimes argued that since the position is not mentioned under the federal law, it is not exempt. It has at times allowed the exemption. It is confusing. Several circuits have made differing rulings. The 9th Circuit found the position was not exempt based on DOL's current version of its position. The Supreme Court may finally settle the matter under both federal and state laws.

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Professional Development

HR Advice Network Roundtables

By Dawn Koopman, GMA SHRM President 

I’m pleased to see that our HR Advice Network Groups/Roundtables have been gaining popularity over the past few months. These informal meetings are what all HR professionals are looking for.  It’s an opportunity to meet fellow HR professionals, create a relationship with them and share best practices. 
 
Due to the popularity of these groups, we have had to make a few changes to allow for continued growth. We will now be holding events each month in three locations throughout Madison.
 
Hopefully you will be able to attend one that works best for your schedule and location. CLICK HERE for more information about these events.  
 

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Susan R. Meisinger Fellowship Award 
 

The Susan R. Meisinger Fellowship for Graduate Study in HR is a premier source of funding for first-time master's degree students in Human Resources. The award honors former SHRM President & CEO, Susan R. Meisinger, SHRM-SCP, SPHR.  

One winner is selected annually to receive a fellowship of up to $10,000. Each fellowship is renewable for one additional year for a total of two years of graduate study and up to $20,000 total for the fellowship. Doctoral students, including DBAs and Ph.D.s, are not eligible for this award.

Please visit the Susan R. Meisinger Fellowship webpage for information on how to apply for the fellowship. If you have any questions, contact Elissa Soares, Foundation Administrator, at 703-535-6020 or via e-mail at fellowship@shrm.org.

All required materials must be submitted together in one package. Applications will not be returned. Completed applications must be received by Monday, August 15, 2016. All applicants will be notified of results via mail by October 31, 2016.

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GMA SHRM Idea Exchange

Sometimes you just have that question…..you would really just like to ask an HR colleague quickly.  Perhaps it is limited to your field of work, or a specific situation.  Let GMA SHRM help! 
 
In response to a specific need, we are excited to launch the “Idea Exchange” as part of your membership in GMA SHRM!  The goal of the Idea Exchange is to provide a secure area for all GMA SHRM members to be able to start a dialogue and find someone to network with on a particular issue, and to share files in a more secure format - or at least share contact details so files could be shared.
 
This great new tool is available to all members of GMA SHRM.  You simply sign in on the GMA SHRM Home Page (click on Member Log In at the top) to access questions or to provide your response!”



Once you are logged in, click on ‘File Library’ at the top right, and Idea Exchange will appear on the drop down menu. 


 

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Workforce Readiness & Diversity

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SAVE THE DATES! August Job Boot Camp is coming!  

Annually, we partner with the Urban League of Greater Madison to offer support and services to job seekers in the Madison area in advance of the Fall Dane County Job Fair at the Alliant Energy Center.  This year, we are partnering with the United Way as well.  The United Way Job Readiness Fair will be held August 16 and GMA SHRM/ ULGM Job Boot Camp will be held August 19.  Volunteer opportunities abound! Review resumes, hold practice interviews, answer general HR questions, help with logistics, meet prospective candidates! You can volunteer for as little as an hour or for the whole event (usually 1/2 a day). Save the date and stay tuned for more information. 

GMA SHRM Member Spotlight

Name: Christine Verstegen

Where do you currently work?
Starting April 2016, I transitioned to a new role as Human Resources Consultant offering expertise and on-the-ground support for small to medium-sized businesses.

What is the focus of your position?
I provide temporary or part-time Human Resource Business Partner work or fulfill project needs. I understand that many businesses need someone to “keep the lights on” while searching for a full time human resource professional or have short term HR needs.
My services include Human Resources Manager and Generalist services to companies who need Human Resources expertise but do not require a full time Human Resources presence.

Leveraging my broad strategic and operational experience with public mid-sized organizations and private start-up and small businesses, I am able to provide my clients with both multi-faceted leadership and practical hands-on work.

How long have you been in the Human Resource field?
20 years

Which of your career accomplishments makes you proudest?
While at a Fortune 500 company, I was a member of the Human Resources team in charge of change management planning. I garnered great satisfaction in our ability to quickly translate the organization’s overall strategic and tactical business plans into HR-specific strategic and operational plans for compensation, performance management, leadership effectiveness and human resources training. I did this by analyzing associate readiness, change management issues, job definition and skills and developed a company-wide organizational transformation framework currently being executed.

Also, due to a merger and acquisition, I implemented cultural integration of newly acquired businesses in Iowa, Nebraska and Wisconsin resulting in improved employee morale and store productivity.

In addition, I received my company’s HR Business Leader Award for developing and implementing front line manager talent reviews and the first Store Manager’s talent development planning workshop.

Recently, I lead a company-wide initiative for all US-based locations in all aspects of compliance with the Affordable Care Act. This was a long-term project that required frequent tactical and strategic planning with business and department leaders that resulted in a comprehensive plan and outcome that reduced business risk without increasing unnecessary costs.

What is the best advice you’ve ever received?
“Learn the business.” – We all know how to institute HR best practices, however, we always need to be sure to do so within the context of the specific business, the business model and the company goals.

Why did you decide to join GMA SHRM?
GMA SHRM is the best resource in Madison for HR professionals. Not only is GMA SHRM programming excellent and relevant, but the network of professionals is invaluable.
 

If you’d like to be published in an issue of HR InTouch, please complete this profile and submit (along with a photo) to Brittany Hanson @ brittanyahanson@gmail.com

 

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Welcome New Members!

GMA SHRM welcomes the following members who joined our chapter in April 2016!
 

Movin' Up

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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 .