Hi GMA SHRM Members, 

To quote Justin Timberlake - "It's gonna be May!"  By the time you read this, however, it already is May.  And for GMA SHRM, May is BIG.  It's Human Capital Conference time!  Our all-star planning committee lined up content that addresses everything you have been dealing with over the last year. 
 

• DE&I being front & center? Our keynote Risha Grant's got you. 
• Leading with vulnerability? Check. 
• The Employment Law whirlwind that was 2020/2021? Check. 
• Total Rewards metrics to ensure your benefits package is strong? Check.
• Coaching employees to achieve excellence? Check.  

 
We are thrilled to be offering 7 SHRM/HRCI pre-approved professional development credits with this event - a serious bang for your buck. 
 
Not yet registered?  It's ok…deep breaths…and click here to save your spot!   I'll see you in our new virtual-event platform, Remo (here's a quick guide) - I'll be sure to stop by your virtual-table and say hi!
 
Our HCC Event Planning Committee is one of several volunteer-lead committees within our chapter.  Every year the Board of Directors identifies three or four volunteer-lead initiatives and submits them for a SHRM Excel Award.  I am happy to share that GMA SHRM was officially awarded the 2020 PLATINUM SHRM Excel Award!  Chapters around the country can be awarded Bronze, Silver, Gold, or Platinum - our Platinum status highlights the tremendous work of GMA SHRM's volunteer leaders.  They are working full-time jobs during a global pandemic (most likely doing 324 other things at home) AND still making great things happen for GMA SHRM members.  THANK YOU GMA SHRM VOLUNTEER LEADERS!  To celebrate this achievement, and Volunteer Recognition Month, we will be giving some extra love to our volunteers in the next few weeks - more to come! 
 
And speaking of volunteering, a few GMA SHRM volunteers have made short videos about their experience - you can find the videos on social media.  Follow GMA SHRM on LinkedIn & Facebook!   GMA SHRM's future Board of Directors slate is almost set, be on the lookout in the coming weeks for an email regarding the 2021-2022 Board Slate so you can vote in your next board.  And who knows - maybe your name will be on that email someday!
 
Providing value to GMA SHRM members is what drives our volunteer leaders - if you have a question about your membership or a recommendation, email me anytime! 
 
Until next month,
 
Brittany Hanson, MBA, PHR
President
GMA SHRM

COVID-19 Resources

Winery Employee Wearing “Cellar Lives Matter” Clothing Protected by NLRA

Submitted from Brian P. Goodman, GMA SHRM Programming Member, and Sarah J. Horner, both Attorneys at Boardman & Clark LLP

Brian P. Goodman

Sarah J. Horner

On March 30, 2021, the Seventh Circuit Court of Appeals (the federal appeals court with jurisdiction over Wisconsin’s federal courts) affirmed a decision concluding that a winery employer violated the National Labor Relations Act (NLRA) by directing an employee to remove a pro-union vest depicting the slogan “Cellar Lives Matter.” In Constellation Brands U.S. Operations v. NLRA, the court emphasized that the NLRA prohibits employers from interfering with an employee’s right to support unionization and engage in concerted activity for mutual aid and protection. Protected employee activities can include an employee wearing clothing bearing a pro-union message, depending on the circumstances. As a reminder, the NLRA applies to both unionized and non-unionized private sector employers.

An employer violates the NLRA if it engages in conduct that may reasonably interfere with protected employee activities. This threshold is fairly low. Employers may limit an employee’s otherwise protected activities in special circumstances such as when the employer can prove that the activities would exacerbate employee dissention, jeopardize employee safety, cause damage, or unreasonably interfere with the employer’s established public image, among certain other circumstances.

In Constellation Brands, the court concluded that absent evidence of disruption among employees in the workplace or proof that the employee’s coworkers found the slogan offensive or racially charged, no special circumstance existed that would justify the employer prohibiting the employee from wearing the “Cellar Lives Matter” vest. Additionally, the employee was not in a customer-facing position, so the potential for interference with the employer’s public image was speculative and unlikely.

HR professionals can be caught between different conflicting employee rights. In this case, there were no complaints from employees that the vest was creating a hostile work environment based on race. The vest dispute in this case also took place back in 2016. The Black Lives Matter movement has continued to develop since that time. Wearing such a vest today might be more likely to draw a complaint of racial insensitivity from an employee or customer. If an employee or customer makes such a complaint, an employer is better positioned to ban the vest. The employer should investigate any complaints of a hostile work environment based on race under the employer’s harassment policy before drawing any conclusions. When faced with a situation where two different types of employee rights are potentially in conflict, a thorough investigation can help. In this case, the employer was not able to substantiate its claim that coworkers found the vest racially insensitive. This, along with other factors, meant the court upheld the decision that the employer violated the NLRA.

Professional Development

Register Now!  2021 Human Capital Conference featuring Risha Grant!

• 7 SHRM/HRCI Professional Development Credits Available - Pre-Approved!
   
• Convenient 2 Day schedule to avoid Zoom fatigue!
   
• Remo Virtual Event Platform!  A more engaging, human and meaningful way to have a virtual conference.
   
• Door prizes and giveaways including a Sundara Spa Package!

Tuesday, May 18 Programs

• Keynote: Risha Grant - Get Rid of the BS  -  Explore Bias Synapse - our brains involvement in the processing and validation of bias.
• A Dose of Dare to Lead -   Kate Adametz Jenkins SHRM-CP, PCC,  UW Credit Union, Brene Brown Certified Facilitator
• The Annual Employment Law Update (COVID-19 Edition)  - Brian Goodman and Jennifer Mirus, Boardman Clark Law Firm
• Top Total Rewards Metrics You Need to Know - Summer Rector, The QTI Group  and  Mike Johnson, Hausmann Johnson Insurance

Wednesday, May 19 Programs

• Keynote: Risha Grant - Get Rid of the BS Workshop - Explore our own biases and discover actionable tips to navigate bias in the workplace.
• Coaching for Excellence -  Phil Martin
• The Annual Employment Law Update (Non-COVID-19 Edition) - Brian Goodman and Jennifer Mirus, Boardman Clark Law Firm
   

 

Virtual Roundtables and Social Events Extended Into 2021!

Thanks to some amazing GMA SHRM volunteers, our popular virtual roundtables and social events are continuing into 2021!  

Roundtables - These less formal virtual gatherings are held 3 times per month on Zoom.   More information about our Roundtables and registration can be found here!

Social events like our Meet, Greet & Eat programs are continuing too! 

Our next one is Thursday, May 13th so visit the Meet, Greet & Eat​ information page and sign up now!

Return to Top

 

GMA SHRM welcomes the following members who joined our chapter in March 2021!
 

Return to Top

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!  

Return to Top

 

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.

Return to Top 

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 .