Greetings GMA SHRM Members –
 
I hope our members are doing well during this difficult time. I am very thankful to be working during this time and to have more time at home with my family. The GMA SHRM Board of Directors and volunteers have been working over the past month to transition upcoming opportunities into virtual based events. We successfully held all of our Roundtables virtually and received positive feedback that these were very beneficial for members to share ideas and discuss challenges they are facing during this time. We have three more of these events scheduled in May and more information can be found here.   
 
In case you haven’t heard, we are moving our annual conference to August 11, 2020 so we can hold this event in person as we normally do. If you already registered for the event, your registration will be transferred to the new date and we will also honor full refunds upon request. If you would like to request a refund, please contact chapteradmin@gmashrm.org.
 
In May, we are holding our GMA SHRM Revealed event virtually. This is a great way to learn more about the chapter, volunteer opportunities and network with other members. We will ensure this is an interactive event by breaking into smaller groups for discussion and networking. You will find details on our website here. 

We are also excited to announce we will have an online panel discussion on May 19th titled The New Normal: Navigating the Return to the Workplace.  Our distinguished panelists represent different facets of Madison area employers and will answer your questions and share thier insights as we all navigate the new normal and our return to the workplace.
 
GMA SHRM has a COVID—19 resource page for the Madison area that can be found on our website: http://www.gmashrm.org/COVID-19-Resources. The Wisconsin SHRM State Council also has a COVID-19 resource page on their website: https://www.wishrm.org/COVID-19Resources
 
I hope people are finding ways to stay connected and maintaining their mental and physical wellbeing. These are trying times so it’s important to take care of ourselves, our families and focus on the positives.
 
Take care,
 
Tammy Wacek, SHRM-CP, PHR
President
GMA SHRM
 

COVID-19 Resources

Tips for Effective Work-from-Home Policies

Submitted by Brian P. Goodman, Attorney at Boardman & Clark LLP and GMA SHRM VP of Programming 

In a matter of weeks, COVID-19 forced many workers across the country to swap traditional office environments for their homes, creating an unprecedented number of remote workers. Ready or not, many employers had to adapt and quickly develop resources and procedures to manage a new remote workforce. Even during the current pandemic, it is important for employers to take the time to develop effective work-from-home policies that will serve current and future business needs.
 
As part of a work-from-home policy, employers should assess their technological capabilities, including whether they have sufficient cyber security and privacy protocols in place, and take inventory of the equipment employees need to work from home effectively. A work-from-home policy should specify which physical items and equipment employees are allowed to take home and include an acceptable use policy for that equipment. The policy should include a written procedure for how and when employees must return any of the employer’s property. Employers who require or permit employees to use their own devices should develop a “Bring Your Own Device” policy that ensures adequate security and enables employers to monitor usage of such devices consistent with applicable law.
 
Allowing employees to work remotely can promote flexibility, retention, and productivity—but only if written policies clearly articulate responsibilities and expectations. Once an employer has identified which employees are permitted to work remotely, the written policy should specify whether the policy is mandatory or voluntary and the conditions of the remote work arrangement. The policy should include a statement that employees are still responsible for complying with the employer’s existing job performance standards and its employment policies and procedures while working remotely, including adhering to the company’s handbook and following attendance guidelines.
 
Where applicable, the policy should state that employees may be asked to report to the worksite at the employer’s discretion (although employers should comply with applicable governmental closure orders and consider best safety practices). The policy should also contain clear instructions for how employees should request reasonable accommodations, report workplace problems (including harassment), and request sick leave and time off.

For non-exempt workers, the policy should include how many hours employees are expected to work, a procedure for employees to record and report work hours, expectations regarding scheduled breaks and lunch periods, a statement that non-exempt employees are not permitted to respond to communications outside their regular work hours without prior approval, and a statement that employees must comply with the employer’s overtime policy and seek prior approval before working overtime.
 
Employers who are temporarily creating a new policy (or modifying a preexisting policy) that is specific to COVID-19 should clearly communicate to employees that the remote work arrangement is a temporary measure and that employees are not guaranteed future work-from-home privileges. Employers may wish to consider adding an anticipated end date to the policy or implementing the policy on a short-term basis and extending its length as needed.
 
An effective work-from-home policy clearly communicates the employer’s expectations while maintaining employer flexibility. The policy should state that it may be modified by the employer at any time. Employers should also keep in mind that many managers lack experience supervising a remote workforce and may need additional guidance on effectively setting expectations and maintaining consistent communication with remote employees.

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New Wisconsin COVID-19 Law Includes Critical Employment Provisions

Submitted by Mike Gotzler, Special Counsel and GMA SHRM Corporate Partner

On April 15, 2020, the Wisconsin Senate convened for its first-ever virtual session to pass a COVID-19 relief package.  Governor Tony Evers signed the bill moments later.  The law does not include many of the employment-related provisions members of both political parties recently proposed, but the legislature could quickly reconvene and revisit those proposals.  As Wisconsin employers know, the legislative and regulatory environment remains very dynamic. Below Littler summarizes how 2019 Wisconsin Act 185 (Act 185) changes five key employment matters.
 
Continue reading this article by clicking here.

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Professional Development

Workforce Readiness & Diversity

“Individually, We Are One Drop. Together, We Are An Ocean.” - Ryunosuke Satoro

Submitted to Mary Moua, Employee Engagement & Social Media Specialist at Fairway Independent Mortgage Corp and GMA SHRM Diversity Committee Member

“Individually, We Are One Drop. Together, We Are An Ocean.” – Ryunosuke Satoro

I chose this quote to represent our current situation through the lens of D&I. No matter the circumstances, how it may have evolved or who was involved, the truth is we are one drop of a massive ocean, one story in an entire collection, one boat in the same storm, one battle in a war.. No matter how we look at it, we are all humans with diverse backgrounds, upbringings, education level, professions, etc. But when it comes to what we want out of life, or simply the desired outcome of our current situation, we aren’t that different, right? This is truly a time to remember the importance of inclusivity, being kind and staying positive (the behaviors/actions you can control) for the better good of our mind, soul and for well-being and safety of others.

While we continue to practice social distancing, we can still stand united by learning and understanding others perspectives, giving grace and remembering we will come out of this stronger than before!! #ThisTooShallPass



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GMA SHRM welcomes the following members who joined our chapter in March 2020!

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Member Awards and Recognition

Have you recently earned a professional achievement award? If so, we want to hear about it. 
If so, we want to hear about it. Send us an e-mail, and we’ll publish your good news in the next HR InTouch!  

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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 .