Hello GMA SHRM Members,

“For every time there is a season… “ and at the conclusion of this month, my 12-month term as GMA SHRM President will come to an end. When I joined the board in July 2016 as Human Capital Conference Director, I never entertained thoughts of stepping into the President role. However, upon reflection, my journey and time on this board has been so rewarding!  Although mentioned in each President’s Message and stressed at our networking and professional development opportunities, I want to say it here too - please seriously consider our offer to Get Involved, as we have committees that meet every skill set and interest. I promise you’ll never regret it! Our GMA SHRM's 2023-2024 Board of Directors will step into their new roles effective July 1st, and I would like to be among the first to congratulate them as they join a vibrant, engaged and committed group of professionals interested in serving the Madison human resources community. I have thoroughly enjoyed volunteering my time to GMA SHRM, working alongside my fellow board leaders and Morgan Data Solutions (MDS) who serve as our chapter administration partners. It truly “takes a village” to provide Madison human resources professionals the excellent programming, networking, and professional development they’ve come to expect on a consistent basis, and I would like to extend my sincere thanks to the board, MDS, our committee volunteers, and corporate sponsors, who make our dreams a reality with their commitment and support. GMA SHRM’s commitment to delivering consistent high-level quality offerings is only possible based on their combined efforts.

Speaking of quality, another fantastic Annual Human Capital Conference was held at the Alliant Energy Center on May 16th! We hosted over 200 registrants with thought-provoking keynote messages provided by Mike Aitken, SHRM Chief Membership Officer, and Justin Jones-Fosu, CEO of Work. Meaningful, and other excellent breakout speakers. Their powerful messages will continue to resonate as we meet whatever professional HR challenges lie ahead.

I am extremely pleased to announce that during the HCC, our GMA SHRM Chapter was notified we were recipients of the 2022 Platinum EXCEL award! The Platinum EXCEL award is the highest award bestowed upon a Chapter by SHRM and recognizes outstanding achievements in Chapter operations and a commitment to providing meaningful programs and services to members. Our mission of serving the Madison human resources community is directly reflected in the services we provide to our Chapter members, and we will continue to maintain this high level of communication, commitment, and professional dedication with our incoming board. Many thanks to our committee volunteers, board leaders, and corporate partners who assisted us in obtaining this recognition from SHRM.

If you are interested in attending our events, please review the upcoming networking and programming opportunities on the 2023 GMA SHRM Education and Events Link. As you are reviewing our website, don’t forget to mark your calendars for the Wisconsin State SHRM Conference, which will be held from October 11-13, 2023, at Kalahari Resort in Wisconsin Dells. You may review program details, special activities, and book your hotel here.

Well, I guess that’s a wrap! It has been both my honor and privilege to serve our wonderfully strong and engaged chapter, as well as the human resources community. I’m pleased to welcome two amazing and dedicated chapter leaders into new roles on July 1st: Laura Bermudo, an extremely well-known and knowledgeable human resources professional, who will be stepping into the President role, and Ashley Kowalchuk, who currently serves as our Vice President of Membership, and will be assuming the role of President-Elect. I also want to take this opportunity to thank my professional mentor, colleague, and friend, Tracy Nelson, a brilliant leader in her own right who is wrapping up her year serving as Past President. 

Thank you again for a marvelously exciting year and the opportunity to serve as your Chapter President. I wish you all the best – enjoy your summer!

Until,

Dana Denny, IPMA-CP
GMA SHRM Chapter President
dana_denny@hotmail.com. 

Click here to view the full GMA SHRM Board of Directors

Legal Update – Supervisors Must Follow Internal Harassment Reporting Policies

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

Supervisors hold important responsibilities with respect to discrimination and harassment policies. If a supervisor fails to comply with the policy, it can be a valid basis for an adverse action, such as demotion, discipline, or termination, against the supervisor.

In Alley v. Penguin Random House (7th Cir. 2023), Penguin Random House had a policy that required all supervisors to report any allegations of sexual harassment to HR. When Alley was promoted to a supervisor position in the warehouse, she was provided with the policy and received training. Alley later received a report that an employee, Guzman, was a victim of sexual harassment by a different employee, Lillard. Alley began independently investigating the matter. However, Alley did not report the harassment to HR.

Eventually, other employees made a report to HR that Guzman was a victim of sexual harassment. HR talked to Alley who admitted that she was aware of the allegations from Guzman but hadn’t reported them. The following week, Alley reported that she too had been sexually harassed by Lillard. Following an investigation, Lillard was terminated. Penguin Random House then demoted Alley from her supervisor position for failing to report Guzman’s sexual harassment to HR. Alley sued alleging retaliation under Title VII.

The Court held that Alley’s commencement of an independent investigation was not protected activity under Title VII, especially because she failed to report the harassment as required by policy. Additionally, even if her private investigation constituted protected activity under Title VII, failing to follow the company’s reporting process for sexual harassment was a non-retaliatory reason for its decision to demote Alley. This case serves as a good reminder that HR should ensure that supervisors receive training on harassment and discrimination policies, so that supervisors can be held accountable if they fail to comply with those policies. A good harassment policy only works if employees use them consistently and properly.

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Data collection for the 2023 GMA SHRM compensation survey will begin in July/August with reports available in October.   Deep discounts will be available for GMA SHRM members and participants!  Keep an eye on your inbox for participation and purchase details coming soon.
   

 

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