February 2008
 

In This Edition


By Anthony Dix, PHR,
GMA SHRM President

GMA SHRM Board Member Profile

New Form I-9 Available
- By Missy Roth, PHR, Virchow Krause Employee Benefits, LLC

Open Enrollment, or Is It?
- By Adam Jensen, JD, CEBS, FLMI, Virchow Krause Employee Benefits, LLC

Want to improve productivity? Then, make sure employees take their vacation.
- By Kevin Peternel, SPHR, The HR Effect


Website of the Month
- Generational Issues in the Workplace

Untie the Knot in Your Stomach - Strategies for Having Difficult Conversations

- The GMA SHRM Programming Committee

- February 19, 2008 My GMA SHRM Toolbox

- Annual Excellence at Work Conference

- Save the Date!
March 18, 2008 GMA SHRM Summit
Topic: Coaching for Performance

- 2008 Wisconsin SHRM State Conference, Request for Proposal

- The 2008 Student State Conference & HR GamesFebruary 22-23, 2008.

- Request for Proposal - 2008 Compensation Survey

- What's Cool in HR in the Greater Madison Area

- Welcome New Members

- In Transition

- Movin' Up


Click here to see the full GMA SHRM Event Calendar.


- February 19th - GMA SHRM Toolbox
Legal Hot Topics


- World at Work, Certification Course and Exam
T1: Total Rewards Management
March 25-27, 2008


Printable version

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Anthony Dix, SPHR
 
GMA SHRM
2008 Corporate Partners

GOLD
Boardman Law Firm
Lee Hecht Harrison
Melli, Walker, Pease & Ruhly, S.C.

SILVER
Fidelitec, LLC
MRA
Physicians Plus Insurance Corporation
Right Management
UW Credit Union

BRONZE
Career Momentum
Edgewood College
Neider & Boucher, S.C.
Payroll Data Services
QBE Regional Insurance
Spherion
Stark Company Realtors

Thank you!

Hi Everyone,

Winter is definitely upon us! With near record snowfall accumulation and bitter cold temperatures, I was very pleased to see such a nice turnout at our January Summit. My message this month focuses on several important updates both at the local and national level:  

SHRM Welcomes New Chief Membership Officer, Pamela J. Green, SPHR. Our very own Pam Green has been promoted! We wish her the best of luck in her new role and know that she will be great. A search has been initiated for a replacement for the North Central Regional Director position. Pam worked directly with our chapter on several initiatives and we are excited to have her support as she becomes the new Chief Membership Officer.

SHRM CEO to Retire
Sue Meisinger announced her intention to retire in June 2008. Sue expressed, “I’ve had a great 20 years at SHRM, with six years as CEO. Working with all of you, our members, we’ve accomplished more than I ever could have dreamed. Thank you all for allowing me to have had this wonderful career experience. It has been my pleasure working with you and serving the profession.”

Parker Named to Presidential Commission on Financial Literacy
Society for Human Resource Management (SHRM) Board Chair Janet N. Parker, SPHR, has been appointed to a new presidential commission established to promote financial literacy among workers and other Americans.
Parker attended a White House ceremony on Jan. 22, 2008, at which President Bush welcomed her and 15 other members of the President’s Advisory Council on Financial Literacy and encouraged them to help the public understand, and take control of, their financial futures.
Bush noted that the work that Parker and her colleagues are tackling comes at a critical time for the U.S. economy as subprime mortgages and volatile stock markets add to Americans’ concerns about their ability to pay their bills and save for retirement. “That was really exciting,” she said. “This helps put SHRM front and center” in the effort to help make employers, employees and other Americans knowledgeable about a wide range of financial matters.

Moving to the local scene, on February 19 there is a “My GMA SHRM Toolbox” session focused on Legal Hot Topics. This will be a special event as we recognize the Past Presidents of GMA SHRM. I encourage all of you to sign up and thank these individuals for their dedication and support to our wonderful chapter.

Lastly, the support we have from our Partners and advertisers helps the Chapter bring quality programs and other member benefits to you. I would like to thank all the organizations that have made the commitment to support GMA SHRM as our Gold, Silver, and Bronze Partners and advertisers this year. You will find our 2008 Partners listed on our website and to the right of this monthly newsletter column. I would also like to thank the Communications and Marketing Committee volunteers who spent countless hours contacting prospective partners and advertisers about the Partnership Program and advertising opportunities.

Anthony Dix, SPHR, MBA
GMA SHRM Chapter President


GMA SHRM Board Member Profile - Kris Schmidt, VP of Membership


Kris Schmidt

What is your current work job title? Benefits Specialist at Promega Corporation.

What is the focus of this position? Manage the organization’s benefits and wellness programs and strategies.

What is your current GMA SHRM volunteer position job title?
VP of Membership.

What inspired you to become a GMA SHRM volunteer? I was very involved in college in the student chapter of SHRM and wanted to continue to be active in the local chapter. Plus, it’s a great way to network and meet great people!

What are the primary responsibilities of this position and what are your goals within this role? This position is responsible for overseeing the Member Welcome & Orientation, networking opportunities, and member relations, recruitment, and retention. The objective of this role is to continue to have an active membership base.

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

Please share some of your employment experience. I started as a Placement Specialist for a small recruiting firm in Milwaukee and then moved to Madison and took a HR Assistant position at Promega Corporation. For the last 4 years I have been the Benefits Specialist at Promega.

Please share your educational background (including any certifications, designations, or other titles)? I have my Bachelor’s degree in Organizational Communications with a minor in Human Resource Management from UW-Whitewater and am currently pursuing my Masters of Science in Management at Cardinal Stritch University.

If you could choose any job in the world, what would it be and why? Hmmm…retired? Seriously, my dream job would be to work with animals….possibly at an animal rescue…I love animals!

If you would like to share information about your personal life (i.e., family, hobbies/interests, and other volunteer activities) please do so. I have been married for two years to my husband Scott (also in HR) and have a very active 3-year old son, Noah and a three-month old, Will.



New Form I-9 Available
By Missy Roth, PHR, Virchow Krause Employee Benefits, LLC

The Illegal Immigration Reform and Immigrant Responsibility Act of 1996 reduced the number of documents that employers may accept as verification for employment eligibility for newly hired employees. In 1997, there was an interim final ruling on the reduction of acceptable documents; however, the actual I-9 Form was not updated. As of November 7, 2007, U.S Citizenship and Immigration Services (USCIS) issued a revised version of the I-9 Form stating all older versions are no longer valid for use. They allowed a 30 day transition period for employers to implement use of the updated form. As of the date of publication of this article, the new form has not been published in the Federal Register and is therefore not mandatory until the publishing takes place. However, it may ease the transition by beginning to use the updated form now. Employers may use the new form for any new hires and any employees who require re-verification on November 7, 2007 and after.

There will be five documents removed from List A as acceptable forms of eligibility verification. Those documents removed from List A did not have sufficient features to detect and deter fraud and counterfeiting.

  • Certificate of U.S. Citizenship (Form N-560 or N-561)
  • Certificate of Naturalization (Form N-550 or N-571)
  • Alien Registration Receipt Card (I-151)
  • Unexpired Reentry Permit (Form I-327)
  • Unexpired Refugee Travel Document (Form I-571)

An additional document was added.

  • Unexpired Employment Authorization Document (I-766)

There are additional changes to the procedures of completing and filing the form. Section 1 of the I-9 no longer requires new hires to provide their social security number unless the employer participates in E-Verify, the electronic eligibility verification program administered by USCIS. Additionally, employers may sign and retain I-9 forms electronically as authorized in Department of Homeland Security regulations.

Employers must have new hires complete a Form I-9 within three days of hire. These forms must be retained for three years from date of hire or for one year from the date of termination, which ever is later. Additionally, these forms should be stored in a separate and secured file, outside of each employee’s personnel file. The new forms are available for download at www.uscis.gov or by calling USCIS at 1.800.870.3676.

Missy Roth is a Benefits Specialist with Virchow Krause Employee Benefits, LLC. She specializes in the service and administration of health and welfare plans for mid-sized to large employer groups and works with clients as part of the Human Resource Services team. Missy has worked in HR since 2002.

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Open Enrollment, or Is It?
By Adam Jensen, JD, CEBS, FLMI, Virchow Krause Employee Benefits, LLC

If you asked a variety of medical carriers to define “open enrollment”, you would likely receive a different response from each one. There is actually no universal definition for open enrollment. There are various terms used to describe the period of time when enrollees may add, drop or change their coverage, including: open season, annual open enrollment, annual enrollment, and open enrollment. Here we will explore the primary differences between open and annual enrollment, identify compliance issues, and also offer some practical advice.

What is Open Enrollment?
The definition of open enrollment we will use is: a time to enroll into a plan or change options where pre-existing conditions, limitations or other late entrant provisions are waived with or without proof of creditable coverage. This contrasts with annual enrollment. Our definition of annual enrollment is: a time to enroll in a plan as a “late enrollee” or to change coverage options or carriers if a participant is already enrolled. This opportunity does not waive pre-existing conditions without proof of creditable coverage. A new enrollee may be considered a late entrant versus timely entrant and may be subject to waiting periods by the insurance carrier. Annual enrollment may be offered when there is a dual choice in carriers or plan designs.

Other Terms
Other terms used to describe open enrollment are open season and annual open enrollment. The inconsistent terminology can be confusing to some employers. What is most important is to know the language your insurance carriers use and how it applies to the plan participants. The definition of annual or open enrollment may appear in the plan document; however, often times it will need to be requested from each carrier or plan administrator.

Compliance Issues
Open/annual enrollment is a very busy time for most employers. A number of notices and disclosures should be provided to plan participants, both active employees and those on COBRA continuation. All existing plan participants should receive the following notices at open enrollment: Summary of Material Modifications, Women’s Health and Cancer Rights Act Notice, and a reminder of the availability of the HIPAA Notice of Privacy Practices (required once every three years, however we recommend an annual reminder). In addition to these notices, all new enrollees should also receive the following: Summary Plan Description (SPD) which should include HIPAA Special Enrollment Rights Notice, Newborns’ and Mothers’ Health Protection Act Notice, Notice of ERISA Rights, COBRA General Notice, General Notice of Pre-existing Conditions, Medicare Part D Creditable Coverage Notice, enrollment materials, rate information, and descriptions of coverage.

If you offer a true open enrollment, one that allows eligible employees to add, drop, change coverage without evidence of insurability, COBRA participants must receive the same opportunities and materials as similarly situated active employees. For instance, XYZ Corp offers medical and dental coverage to its employees. Beginning January 2008, XYZ Corp. decides to implement a new vision plan. XYZ Corp. must offer the vision plan to all eligible plan participants as well as all current COBRA participants (and those in their 60-day COBRA election period). The same materials and opportunities to enroll must be given to COBRA participants that similarly situated active members receive. The same would be true if XYZ Corp. already had a vision plan in place and the COBRA participant originally waived coverage. At the open enrollment time, all eligible active and COBRA participants must have the opportunity to select any coverage that they originally may have waived. If you offer an annual enrollment, on the other hand, this rule does not apply.

Wisconsin Special Enrollment Rights
Fully insured plan sponsors have an additional concern with respect to adding participants that may occur at or around open/annual enrollment. In the face of rising health care costs, employees may drop coverage under their own employer’s plan to move to less expensive coverage under their spouse’s plan. Under federal Special Enrollment Rights, a voluntary drop of coverage is not a qualifying event. However, WI statute 632.746, pertaining to Special Enrollment Rights, requires fully insured groups to extend Special Enrollment Rights that are broader than federal requirements. If a spouse or employee voluntarily drops coverage under their current employer; they become entitled to Wisconsin’s state-level Special Enrollment Rights and can enroll in their spouse’s plan. Self funded plans are not subject to this Wisconsin law and may even incorporate a “working spouse” eligibility provision that makes spouses who have other group coverage available ineligible for coverage under the self-funded plan.

Which is Right for My Company?
Whether you offer your employees open or annual enrollment is a decision you need to make based on a number of factors including: employee demographics, corporate culture/benefits philosophy, and benefit plan participation rates. A basic reason to select annual over open enrollment is avoiding “adverse selection”- the potential for employees to elect coverage only when they are sick or injured. You may have flexibility to offer open or annual enrollment every few years instead of on an annual basis; remember, if you are fully insured be sure to obtain approval from your medical carrier and if you are self funded, obtain approval from your stop loss carrier. Whereas adverse selection can expose a medical plan to significant risk, other benefit plans are less susceptible. For example, most dental plans are capped at a maximum annual dollar limit. It is therefore possible to limit a medical plan to annual enrollment, but offer true open enrollment for the company dental plan.

Adam P. Jensen is a Senior Consultant with Virchow Krause Employee Benefits, LLC and has worked in the insurance and employee benefits industry since 1986. Adam specializes in providing regulatory compliance and plan design services for health and welfare plans and qualified retirement plans. He also advises executive clients on non-qualified deferred compensation issues. Phone: 608.240.2582 Email: ajensen@virchowkrause.com ;


Want to improve productivity? Then, make sure employees take their vacation.
By Kevin Peternel, SPHR, The HR Effect

One of the many casualties of doing more with less is that employees do not do what is in the best interest of their own health. We hear or read about the medical fallout daily from national news sources. The curious can flip through the U.S. Obesity Trend slides on the Center for Disease Control web site for a visual confirmation (http://www.cdc.gov/nccdphp/dnpa/obesity/trend/maps/).

Due to a variety of factors, not the least of which is high corporate work expectations, nearly 50% of American workers report that their stress level has increased over the past five years, according to the American Psychological Association. And, nationally, 70% say their jobs undermine their health in terms of exercise, diet and the impact of stress. Further, according to the Center of Work-Life Policy, 1.7 million people consider the hours they work extreme. Some of the resulting health problems are certainly due to individuals own Type A personalities. However, globalization, mobile devices, and fear of losing one’s job, also contribute the stress.

Many in Human Resources have been involved with developing wellness initiatives. Most times, these initiatives have been driven by corporate health care costs. Typically, the success stories these initiatives create relate to employee weight loss or smoking cessation. After all, aren’t smoking and obesity key health care cost drivers? Yes, they are. And they are probably the most observable ones, too. Often the simplest things are subtle and overlooked. That’s where company behaviors toward vacations come in.

Most American employers provide some sort of paid vacation benefits. Employees in the U.S. do not receive nearly the benefits as do employees of much of the rest of the industrial world. Whereas, on average, U.S. employees get 14 days of vacation annually, European workers get at least 20, with 25 or even 30 or more days common in some countries. (One out of four employees in the U.S. private sector get no paid time off at all, according to the Center for Economic and Policy Research.)

Yet, even though the number of available vacation days is lower than the rest of the world, according to Hudson, more than 50% of Americans fail to use all of their vacation days. (According to Business Week, Americans take even less vacation than the Japanese, the people who created the term karoshi – meaning being worked to death.) Kathy Gurchiek of SHRM reported that there were four unused vacation days per employed adult age 18 and older in 2006. The top reasons U.S. workers gave for foregoing paid time off included inconvenience in having to schedule it in advance, being too busy to get away and preferring to receiving money for unused vacation time. Other top reasons include overall job pressures, working in a culture that discourages use of vacation, and feeling like no one else can adequately fill in while gone.

Yet, there is little utility in promoting a culture where employees do not take time away from work. According to the Families and Work Institute, overworked employees make more mistakes on the job, can feel anger toward employers for expecting too much, can resent coworkers who are not viewed as working as hard as they do, express lower morale and less engagement in their jobs, take more unscheduled absences (often faking sick days) and may end up looking for a new job.

In 2005, Air New Zealand wanted to know why “Americans don’t make vacation a priority.” They teamed with former NASA scientists in performing a vacation gap study of the psychological and physiological effects of vacations. Their process included attitudinal surveys, daily diary entries, and in-flight brain monitoring equipment of volunteers vacationing in New Zealand (detailed information on the study can be found at www.vacationgap.com). The study started prior to travelers departing, had continuously reporting throughout and followed up with them for a two week period after their vacation. Some of the key results were:

  • On the last day of vacation, travelers demonstrated 82% better performance than prior to vacation.
  • Performance for the two weeks after vacation sustained an improvement of nearly 25% compared to performance before vacation (people age 45 and older had 50% improvements).
  • Travelers rated their overall health more than one full point higher (one-to-five scale) while on vacation.
  • Vacationers got three times more deep sleep after their vacation. They continued to get 20 minutes more sleep post-vacation than pre-vacation.

The vacation study recommends five “excuses” employees can offer regarding going on vacation:

  • When I first return from vacation, you’ll see an 82% increase in my performance.
  • More than half of survey respondents reported up to a 25% increase in happiness after a vacation and nearly the same reported that their stress levels dropped by the same mount.
  • After I return from vacation, there will be a lasting 25% improvement in my performance.
  • Vacation leads to better health through more rejuvenating sleep – which means fewer sick days.
  • After a vacation I’ll come back rested and alert – this is hard science – the study proves it.

So, what should we in Human Resources do with this information? If we are serious about wellness, here are a few starting points to changing company culture for the good of employees and for increased productivity:

  • Insist that all supervisors and managers take their time to set an example.
  • Make sure employees are cross trained and have systems in place for when they are on vacation.
  • Expect that when people are on vacation, they do disconnect.
  • Be flexible in scheduling vacation.
  • Buck the trend of providing pay in lieu of time off.

Kevin Peternel, SPHR, is President of The HR Effect, LLC (www.thehreffect.com), a Madison-area Human Resources consulting and recruiting firm with particular emphasis on improving relationships within small and medium sized organizations. Phone: 608.268.6065 Web: kpeternel@thehreffect.com

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Website of the Month: Generational Issues in the Workplace

As a part of their thesis project, a team of graduate students from Antioch University - Los Angeles are building an online community for the purpose of discussing generational issues in the workplace. The creation of this “meeting room" is their contribution toward increased understanding and awareness in the workplace. You can add to the discussions in the current threads or create some threads of your own. 

Here's a direct link to the forum: http://www.generationworkplace.com/forum/

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Untie the Knot in Your Stomach - Strategies for Having Difficult Conversations
Greater Madison Area SHRM and Madison Magnet team up to offer this learning opportunity!

What are some of the difficult conversations you face personally and professionally? What makes them so challenging?  Are there advantages to engaging in these conversations?  This session will provide solutions.....  learn how to practice effective conversations and add techniques to your communication toolbox.  Practical tools explored: skills to identify crucial conversations and questioning, use of nonviolent communication (observation, feeling, needs, request), and understanding of five different conflict management styles.  Also hear more about advocacy and inquiry, key phrases to use at key times, and other useful tips.  Learn when to give feedback, how to give feedback, and when to receive feedback.  

CASSY VAN DYKE, SPHR – GMA SHRM President Elect and ANTHONY J. DIX, SPHR, MBA – GMA SHRM President will co-present this opportunity.

Time:   7:30 AM - 8:30 AM 

7:15 am - Grab breakfast from Cafe Soleil and head upstairs to L'Etoile dining room for open networking
7:30 am - Presentation begins

Cafe Soleil/L'Etoile, 25 N Pinckney St, Madison

RSVP to director@madisonmagnet.org

Madison Magnet Members - Free!
Non-members $10

For more information click here: http://madisonmagnet.org/n-calendar/dayevents.asp?type=39&date=2%2F12%2F2008&id=3427

Madison Magnet’s mission is to attract and retain talent to the greater Madison area by understanding and addressing the needs of the next generation of leaders.  MAGNET addresses these needs by providing professional development, civic involvement, public policy, and social and cultural opportunities targeted at people in their 20s and 30s and early 40s in order to increase their involvement in, connections to, and commitments to each other and the community at large.

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The GMA SHRM Programming Committee
By Kari Lauritsen, SPHR
GMA SHRM, V.P. Programming

The Programming Committee has much to be proud of in previous years, and 2007 was no exception.  For the Programming Committee, 2007 was a little different than years past. We looked for ways to make our programs even more valuable and beneficial to our members. 

In an effort to achieve our goals, we have changed the structure of our programs so that Chapter Meetings (now known as "GMA SHRM Summits") Wednesdays in the Park (now known as "My GMA SHRM Toolbox" sessions) and Professional Emphasis Groups (PEG’s, now known as Small HR Resource Groups) no longer compete for the same audience to attend two programs in any given month.  The committee discussed ways to increase the value of our paid programs, while maintaining a diverse program schedule that will attract HR professionals at all levels. 

I would like to recognize our committee for their ability to align themselves with the changes and work hard to make them a success! At the same time we searched for ways to improve our program offerings, the team researched new topics and speakers. We are fortunate to have a group of individuals who work together to build the best program possible. I know it is no small task to plan the speaker, gather the information necessary to market the event and coordinate logistics. I sincerely thank the committee members for their commitment to ensure each program is a success. Our programs prove to be nothing less than extraordinary!

Our 2008 events have been well thought out and planning is underway for all. I thank the committee for their dedication to making these changes successful. Special thanks go to our co-chairs who have led the group through the changes, Allison Plumer and Zach Penshorn. Click here to see committee list and contact information.

Thanks again!

Kari Lauritsen, SPHR
klaurits@amfam.com
(608)242-4100 ext. 30264

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My GMA SHRM Toolbox – February 19, 2008

Topic: Legal Hot Topics
Presented by Grant Sovern and Lauri Morris, Quarles & Brady LLP

This toolbox program will focus on employment law regulatory and statutory changes, and on court interpretations of employment laws affecting Wisconsin employers.

Location: City Center West, 525 Junction Road, Madison, WI

Program Details and Registration- Click here!

Sponsored by Boardman Law Firm and Edgewood College

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Annual Excellence at Work Conference- February 28 and 29, 2008
Madison, WI at the American Family Conference Center

Wisconsin Forward offers a conference as well as a series of half-day hands-on workshops including an array of learning opportunities, many of them interactive, with National Baldrige Quality Award recipients and other high-performing organizations. Click here to see the conference brochure, outlining the keynotes, breakout sessions, and half-day workshops.

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GMA SHRM Summit – March 18, 2008

Topic: Coaching for Performance
Location: Alliant Energy Center
Program Details - Coming Soon!

Sponsored by GMA SHRM Gold Partner Lee Hecht Harrison

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2008 Wisconsin SHRM State Conference, Request for Proposal

We invite you to complete the request for proposal for the 2008 Wisconsin SHRM State Conference, now available online at: http://www.wishrm.org/state_conf_08/speaker_form.html.

Please take note of the submission guidelines (direct link is: http://www.wishrm.org/state_conf_08/speaker_rfp.pdf) as it provides essential information necessary for completing the RFP.

The 2008 State Conference will be held October 15, 16 & 17th at the KI Convention Center in Green Bay, Wisconsin.

Thank you for your interest in WISHRM. Exhibit, sponsorship and registration details will also be available on the www.wishrm.org website soon!

Please feel free to pass this email on to anyone you think may be interested in presenting this October.

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The 2008 Student State Conference will be held in conjunction with the HR Games at UW-Whitewater, February 22-23, 2008.

This is a great opportunity for students to network with other chapters from throughout the state and to compete in the HRGames. The HRGames is a Jeopardy style game where teams compete against other teams regarding HR knowledge.  It is a friendly competition so very much worth the experience even if you don't think you will be prepared enough to win.  This is a great way to prepare for the PHR certification exam and it is a lot of fun.

Volunteers will be needed from the professional chapters to serve as judges, timers, scorekeepers and presenters for the HRGames. Training begins at 5:00pm on Friday and the rounds typically end about 9:00pm.

For more information, please contact Jenny Lowe, College Relations Director, at jlowe@imperialsupplies.com

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Request for Proposal - 2008 Compensation Survey

For organizations with experience in implementing and compiling surveys, please note the chapter is requesting proposals for this year’s Compensation Survey. If you are interested, please visit the Survey RFP page of our website for further details or contact Communications and Marketing Co-Chair, Dave Furlan, for a copy of the request for proposal. All proposal responses are due by February 22, 2008.

 

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What’s Cool in HR in the Greater Madison Area?

What’s going on in HR in your workplace?

Have you…

  • completed a major project,
  • implemented something new,
  • managed a change,

Is there something…

  • your company/dept does really well,
  • interesting about your company culture
  • that makes your company an employer of choice

We want to hear about it! Share it with your HR colleagues in HR InTouch. Send us an e-mail


Welcome New Members

GMA SHRM welcomes the following members who joined our chapter in December 2007.

Jennifer A. Carerros

Employee Relations Specialist

WPS Health Insurance

Laura A. Contreras

Director of Human Resources

Midwest Senior Living

Sara M. Errthum

Recruitment Assistant

Marshall Erdman & Associates

Tricia R. Hall

Human Resource Generalist III

TASC

Heidi L. Hoffland

Manager, HR

Cardiac Science Corporation

Sarah E. Holen

Learning & Development Asst

UW Medical Foundation

Michael J. LaBroscian

HR Specialist

Cardiac Science Corporation

John LaFay, PHR

 

Synergy Web Graphics

Stephen Mandel

Account Executive

Gardner & White

Michelle L. Morrow

Employee Relations Specialist

Wisconsin Physicians Service

Carol J. Prochaska, SPHR

Director of Training & Org Dev

 

Amy L. Quist

Account Executive

Adecco Employment Services

Brandon R. Sanders

Sourcing & Diversity Specialist

American Family Insurance

Angela Schraufnagel

Consultant

QTI Consulting, Inc


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.


Movin' Up

Have you started with a new company? Has your organization recently promoted you to a new position? Or do you want to recognize a new person or promotion within your department? 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!


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 .

 


 

 

 

 

 

 

 

 


Greater Madison Area SHRM, Inc.
2830 Agriculture Dr.
Madison, WI 53718
(608) 204-9814
fax: (608) 204-9818
e-mail:
chapteradmin@gmashrm.org
Web: http://www.gmashrm.org/

© 2004; Greater Madison Area SHRM, Inc. All rights reserved.