April 2006
 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

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Table of Contents:

GMA SHRM
2006 Corporate Partners

GOLD
American Family Insurance
Career Momentum
Lee Hecht Harrison
Melli, Walker, Pease & Ruhly, S.C.

SILVER
Mortenson, Matzelle & Meldrum, Inc.
Stark Company Realtors
Quarles and Brady LLP

BRONZE
ABR Employment Services
Higgins Hemb Insurance Group
General Casualty Insurance Companies
Neider & Boucher, S.C.
Payroll Data Services
Physicians Plus Insurance Corporation
Right Management
Spherion

Thank you!

 


By Belinda Weber, SPHR, GMA SHRM President


Proposed City of Madison Sick Leave Ordinance - A Summary




Website of the Month: Balanced Scorecard







Human Resource Research


- 2006 GMA SHRM Human Capital Conference: Building Knowlege and Influence

- Committee Spotlight: Membership Interaction Committee

- Congratulations to Our Newly Certified HR Professionals, December 2005 through January 2006

- Welcome New Members

- Your Foundation at Work: Regional Scholarships

- Pam Green Named as SHRM's North Central Regional Director

- Community Events

- Movin' Up


M
ark Your Calendar

Click here to view the calendar of events and meeting notices.



The March 21st GMA SHRM Chapter Meeting focused on Work Life Balance Programs.


Panelists were led by facilitator Cay Villars (far left) of Celebrus Consulting Group. Panelists shown (l to r) are Paul Mullen of InVitrogen, Ruth Lundy of Promega Corp. and Maryann Gorski of Crites and Associates.


Attendees were given time to discuss success stories and share best practices.

April 6 - New Member Welcome and Orientation

Program Details


April 12 - 18th Annual State Legislative Conference

Program Details


April 18 - Recognition Night!
Register now for this wonderful evening as we recognize our volunteers, student chapter members and supporters of GMA SHRM!
Attendance is free but registration is required!

Program Details


May 23 - GMA SHRM Human Capital Conference
Building Knowledge and Influence

A multiple session day of education and interaction at the Monona Terrace.

Registration Now Open!


- Community activities Community Events
- Conferences

 

- Orientation Register Today! The next Member Welcome and Orientation is Thursday, April 6, 2006, 3:30 p.m. – 6:30 p.m
- Certification Prep Information

 

News/Updates - for more information, click topic in left hand column

- SHRM National news  
- State Council news  
- Student Chapter news  
- PEG announcements

 

- Committee announcements  
- View 2005/2006 GMA SHRM Board of Directors  
- Open board positions  
- New members  
- Job line See the latest job postings!
- Question of the month Volunteers needed
- Office News  
- Partner Program Learn more about our Corporate Partner Program and other Sponsorship Opportunities
- Certifications  

Printable version


By Belinda Weber, SPHR, GMA SHRM President

As is outlined by our bylaws, the Nomination Committee met last week to discuss the 2006 – 2007 Board of Directors slate and review our succession plan. For those of you that might not be familiar with our plan, it is designed to ensure continuity in the leadership of the chapter. One of the ways that is accomplished is through a three year commitment of the most senior positions on the board, those of President Elect, President, and Past President. This rotation offers the advantage of bringing a greater balance of fresh, new perspectives as well as historical consistency to the decisions of the board and the direction of the chapter as a whole.

On July 1, 2006 , I complete the second year of my three year commitment, moving to the Past President role and Sue Estes becomes the new chapter President. Anticipating this succession, the Nominating Committee has been working to fill the President-Elect position as well as any other vacancies that might arise during this transition. I am happy to announce that our current Board members have agreed to continue their generous service and that Anthony Dix has agreed to the appointment of President Elect for the 2006-2007 fiscal year. We are very fortunate to have the depth of experience and talent represented in this leadership group and are extremely appreciative of their continued commitment to the strategic direction of the chapter.

As a result of these changes, however, the Vice President of Programming position will be vacant and we are seeking nominations over the next several weeks. Click here for information about the benefits and responsibilities of the position. If you are interested or would like to nominate someone else who would qualify for this very important role on the board, please feel free to contact anyone on the Nominating Committee (Sue Estes at sue@celeritystaffing.com, Marj Pieper at mbp@lifestylestaffing.com or me at bwebe2@amfam.com ) by April 21, 2006.

Serving on the Board has been a rewarding experience for me and I have learned much in my tenure. I would encourage anyone that wants to play a larger role in the future of GMA SHRM to consider applying. It’s an opportunity not only to contribute, but also to work with a great group of leaders towards a meaningful mission.

My best to all of you,

Belinda Weber
GMA SHRM Chapter President

 


Proposed City of Madison Sick Leave Ordinance - A Summary

Some members of the Common Council believe that Madison workers need occasional, short-term leave from work to attend to their own health care needs or those of their family. As a result, Legislative File Number 02077 (version 2) has been introduced and entitled “Mandatory Minimum Sick Leave.”

The following summarizes the major provisions of the proposed ordinance. Please click here for the complete text of the ordinance.

As is consistent with the SHRM Mission, to Serve the Professional, Advance the Profession, this article is intended to be informational and educational, and is not intended to represent the opinions of the Board or the Chapter as a whole.

What is an eligible employer?

  • The proposed ordinance applies to employers with the equivalent of 5 or more full-time employees. For example, a business with 2 full-time employees and 6 part-time employees working 20 hours per week would be subject to the mandate.
  • Businesses located outside the City of Madison will be required to provide paid sick leave for employees who spend an average of 18 hours per week or more working in the City.
  • Eligible employer does not include the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government, other than the City of Madison.

Who is an eligible employee?

  • Eligible employees must work more than 18 hours in the majority of weeks in the fiscal quarter within the Madison City limits. Sick leave does not accrue if the employee does not work 18 hours in Madison in the given workweek, but an employee may use accrued sick leave.
  • Sick leave begins accruing on the first day of work, but employees must work for at least 90 calendar days before taking it. However, any employee who is returning to employment with a former employer, no matter how long the break in employment or the reasons therefore, is immediately eligible to use any accrued sick leave.

What employees are exempt?

Certain employee types are exempted from mandatory paid sick leave including:

  • Employees exempt under the Fair Labor Standards Act.
  • Employees paid solely on commission.
  • Construction workers (includes road construction, building construction, landscapers, plumbers, electrical workers, roofers, grading/excavators, framers, carpenters, HVAC, swimming pool installers, insulation installers, flooring/carpet installers, house painters, drywall installers, concrete workers, and window installers).
  • Employees under the age of 18.

How is sick leave accrued?

  • In 2007 or the first year of company operations, employers would be required to provide at least 1 hour of paid sick leave for every 50 hours worked. (E.g., For 2,080 hours worked in a year, an employee would accrue 41 3/5 hours.)
  • In subsequent years, employers would be required to provide at least 1 hour of paid sick leave for every 30 hours worked. (E.g., For 2,080 hours worked in a year, an employee would accrue 69 1/3 hours.)
  • Sick leave hours may be accrued but have no cash value should the employment relationship be terminated by either party, unless explicitly provided otherwise in an employer’s written personnel policies.
  • An employee may accumulate up to a maximum of seventy-two hours of paid sick leave.

How may employees use sick leave?

  • An employee is entitled to use paid sick leave:
    • If the employee or a family member suffers from a physical or mental illness, injury or other medical or dental condition.
    • If the employee or a family member must seek professional medical or dental diagnosis or care.
    • For participating in any civil or criminal proceeding related to or resulting from domestic or sexual violence of the employee or employee’s family member.
  • “Family member” is defined as a spouse, domestic partner, child, parent, parent-in-law, sibling or grandparent.
  • Sick leave can be used in one-hour increments.

What is the effect on other forms of leave?

According to the proposed ordinance, the amount of time an employer provides in any form of paid leave that is used for multiple purposes including use as sick leave, such as paid time or earned time off, shall satisfy the requirements of this ordinance, so long as the rate of accrual of such leave satisfies the requirements of this ordinance for the accrual of sick leave.

What other issues should I be aware of?

An employer cannot require the employee to provide a doctor’s note as a condition of receiving paid sick leave until the employee misses more than 3 consecutive days of work. If the employee has out-of-pocket costs related to obtaining the note, the employer will be required to reimburse the employee.

Employers may offer substitute shifts to employees who request paid sick leave as long it does not create an “undue hardship” for the employee. Employees can refuse the substitute work shifts and receive paid sick leave if those hours would conflict with:

  • Other employment.
  • Scheduled medical appointments.
  • School.
  • Court proceedings or meetings with legal counsel.
  • Court ordered programs.
  • Child care arrangements.

How will the ordinance be enforced?

Madison ’s Equal Opportunities Commission (MEOC) will be responsible for enforcing the proposed ordinance. The MEOC would determine, for example, whether accepting a substitute shift will create an undue hardship. The ordinance does not specify how the MEOC will make its determination or who bears the burden of proof in the event a complaint is filed. Complaints can be filed at no cost to the employee. It is believed that the MEOC’s standard investigation and hearing process for discrimination claims would be followed.

 

Summary of the Viewpoints

Greater Madison Area Chamber of Commerce

Alderperson King -Ordinance Author

The Greater Madison Area Chamber of Commerce cites the following reasons for opposing the paid sick leave ordinance:

1. Employee benefits issues should not be regulated at the municipal level. Employee benefits issues are best left to regulation at the federal level. Perhaps in recognition of this reality, no city, town, village, or county in the entire country has mandated paid sick leave. Madison would be the only city in the United States to require this. Passage of this ordinance would also set a troubling precedent.


2. Employment-related regulation at the city level creates a patchwork of regulations for employers in multiple cities to track. What if every city, town or village had its own level of mandated paid sick leave?

3. The ordinance puts Madison employers at a clear disadvantage right out of the gates by putting Madison on an island. The nine paid sick leave days required by the proposal (for a full-time employee and after 2007) is roughly equal to 3.4% of an employee's annual pay. For employers that do not currently offer this benefit, this is approximately $1,000 annually for an employee making $30,000. This is a very real cost to small employers and start-up employers in Madison - particularly when competitors in Middleton, Fitchburg, Verona, etc. don't have this same requirement.

4. The design of an employee's compensation package should be left to the employee and employer to discuss/determine/negotia te. Employers and employees need the flexibility to set up a compensation package that works best for both of them. The need for this flexibility is particularly strong for start-ups and small employers that have limited cash resources. If employers want to try to attract and retain employees by providing, for example, a very generous contribution to health insurance costs but little or no sick leave - they should be allowed to fail or succeed with that strategy.

5. The ordinance would be very burdensome to administer particularly for employers whose employees have changing work schedules and/or that work in multiple municipalities. These three features of the ordinance will require manual review and calculation of sick leave benefits: (a) time accrues only for hours worked in Madison; (b) time accrues only for weeks in which the employee works 18 hours or more; and (c) sick time can be taken, and must be tracked, in one hour increments.

6. Employee preference data. If employees were told that they will receive a 3.4% increase in their overall compensation package (wages & benefits) and were given the choice of how to receive that increase - "more sick leave" would be towards the very bottom of the list. For some employees, "more sick leave" might be higher on the list - but why not let the employee and employer address that individual preference instead of mandating it for all employers and employees.

7. For many small employers, the money used to fund mandated sick leave will be taken from some other component of the compensation package (decreased health insurance contribution, decreased wage increases, smaller bonus, etc.).

8 . The ordinance would fuel the growing notion/claim - whether deserved or not - that Madison is anti-business.

 

9. The mandated measure forces businesses to bear the entire cost of addressing the societal issue of assisting low-income workers.

 

The following summarizes the reasons for implementing a mandatory minimum sick leave ordinance. These views are outlined in the “Declaration of Policy” in the proposed ordinance as drafted by Alderperson King.

  • Workers in Madison need occasional, short-term leave from work to attend to their own health care needs or those of their family.
  • Such leave promotes a public purpose by advancing the public health, productivity, and well being of the residents and visitors of the City.
  • Such leave provides the necessary rest and/or medical attention that will shorten the duration and impact of illness.
  • Routine preventive health care helps avoid illnesses and injuries and detects illnesses early on to shorten their duration.
  • Parents who can take leave to care for their ill children promote their children’s more rapid recovery from illness, prevent the development of more serious illnesses and improve their children’s overall mental health and well-being.
  • Parents who cannot take such leave have no other option but to send their ill children to childcare or school, thus contributing to the spread of infections and illnesses in childcare centers, schools and the general community.
  • The lack of paid sick leave has forced many Madison workers, particularly low-wage earners who are far less likely to have paid leave than higher-paid Madison workers, to make untenable choices between their jobs or caring for their own and/or their family’s health.
  • Paid sick leave will give Madison’s workers an opportunity to regain their health, return to full productivity at work, and avoid spreading illnesses to their co-workers.
  • Paid sick leave produces broad public benefits and benefits employers by increasing retention of trained employees, reducing absenteeism, increasing productivity, promoting worker commitment, improving customer service and, in the long term, should reduce employers’ overall expenses due to employee absenteeism.

 

 

What does the 2004 GMA SHRM Benefit Survey say about Sick Leave?

  • Seventy organizations participated in the 2004 GMA SHRM Benefit Survey.
  • Of the responding organizations, 38.6% offer an ETO/PTO bank (sick leave is included).
  • Of the responding organizations, 52.9% offer a separate paid sick leave program to full-time employees, and 41.4% offer a separate paid sick leave program to part-time employees.
  • For full-time employees, the average annual accrual in hours for the separate paid sick leave is 49.0. For part-time employees, the average annual accrual in hours for the separate paid sick leave is 32.4.

What are the next steps for the proposed ordinance?

From what is known,

  • The Economic Development Commission meets on 3/22.  It will likely make a recommendation to the City Council (a “no” vote) – effectively ending that Commission’s role. 
  • The Equal Opportunities Commission meets on 4/6 – and it too will likely make its formal recommendation to the City Council. 
  • After these two events, the Council will hold a final vote in the near future. 
  • The Greater Madison Area Chamber of Commerce believes, as do others, that the Council will finally vote on the ordinance at the regularly scheduled Council session on Tuesday, April 18.  Although, the vote could also occur later. 

How can I share my views on this issue?

 





Website of the Month: Balanced Scorecard

Looking to learn more about this performance measurement and management system? If so, www.balancedscorecard.org might be a good place to get started. Click on Basic Concepts to understand the history and methodology behind the Balanced Scorecard. Follow additional links to learn more, including some thoughtful responses to objections to a performance management system.




Human Resource Research

HR professionals, we need your input! Please click here for information about responding to a survey conducted in part by the Global Business Resource Center at the University of Wisconsin-Whitewater. The survey seeks to gauge the impact of language and culture in the workplace as well as the need for bilingual skills. The survey consists of seventeen questions and should take five to twenty minutes to complete.


2006 GMA SHRM Human Capital Conference: Building Knowledge and Influence

On May 23, 2006, GMA SHRM will be hosting the first annual Human Capital Conference at the beautiful Monona Terrace in Madison. The full-day event will feature two keynote speakers: Milton Perkins, SHRM’s North Central Regional Director, and Tom Gloudeman, former Vice President of Human Resources at Lands’ End, now with Howick Associates, a Madison-based organizational development and consulting firm. Tom will share his thoughts on how HR can accelerate its position as a true strategic partner. Choose from nine additional topics to create a conference curriculum unique to your professional development needs. A variety of other leading-edge topics will also be presented that will help strengthen your knowledge and help you build influence as an HR professional. Session topics address a wide variety of HR and business related topics required to lead today’s workforce.

The day-long conference is a must-attend event for HR professionals who desire to leverage local resources, to learn more about the latest in HR and strengthen their careers, and to enhance their role, value and influence in their organizations and in the community.

Registration information is available online at http://www.gmashrm.org. Watch for more information in the upcoming weeks via e-mail and postcard. We look forward to seeing you at the conference.


 Committee Spotlight: Membership Interaction Committee
By Kristine Schmitt, Membership Interaction Committee Chair

As a member of GMA SHRM have you been to a member orientation and enjoyed the food, fun and drinks? Received a phone call or e-mail welcoming you to our chapter and reminding you of the upcoming GMA SHRM events? Attended one of the after work “socials”? Well, if you have you are taking part in one of the MANY activities that the Membership Interaction Committee is responsible for planning!

As a volunteer and chair of the Membership Interaction Committee I am pleased to highlight this group! The purpose of the Membership Interaction Committee is to reach out and connect with new and existing members, encourage networking between all Chapter Members and GMA SHRM leadership, and promote and recognize all of the hard work and dedication of the various chapter volunteers.

The Membership Interaction Committee is responsible for various activities including Member Welcome & Orientation, Outreach, Volunteer Recognition, and Networking.

If you are interested in becoming involved in helping to plan one (or more) of these wonderful events, please contact me (kristine.schmitt@promega.com or 277-2653) or Marj Pieper (mbp@lifestylestaffing.com or 257-0511).

 


Newly Certified HR Professionals, December 2005 though January 2006

Congratulations to these members who passed the recent PHR/SPHR exam!

Todd Ashburn, PHR

Member Services Leader

Hallman/Lindsay Paints Inc.

Wendy S. Brendel, SPHR

Human Resources Manager

Full Compass Systems Ltd.

Coreen S. Harvey, SPHR

Jacqueline L. Jensen, SPHR

Director of Administration

Wis Sports Development

Laura M. McBain, SPHR

Safety/HR Director

City of Monroe

Jennifer Mead, PHR

Human Resources Specialist

Winterthur U.S. Holdings, Inc.


Welcome New Members!

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

Jennifer A. Cole

Recruiting Specialist

Wipfli

Heidi K. Espinoza

HR Coordinator

Charlton

Arlette Kambwa

Staffing Specialist

WEA Trust

Michele M. Thoren

Human Resource Manager

Cintas Corporation

Ethan J. Tonn

Compensation Administrator

Winterthur North America

Sarah G.W. Vosberg

Human Resource Assistant

Placon Corporation

 


Your Foundation at Work: Regional Scholarships

Did you know… The SHRM Foundation provides $50,000 annually to fund the Regional Scholarship Program? The scholarships support SHRM members working full-time and pursuing HR degrees or professional certification. New for 2006! Four academic scholarships of $1300 each and eight certification scholarships of $600 each will be awarded in each region. Each of the five SHRM regions receives $10,000 to award to applicants in their part of the country. Members in island nations may also apply for the awards as part of the Pacific West or Southeast region. SHRM members, chapters and state councils may submit an application to SHRM by July 15 for consideration. Scholarship applications and complete details are available here.

The SHRM Foundation: Investing in Your Future as an HR Leader


Pam Green Named as SHRM's North Central Regional Director

Pamela J. Green, SPHR, has been selected as the new Regional Director for the North Central Region in the Member Relations Division. She joins Ann Byrnes, SPHR (abyrnes@shrm.org, 513-753-3189, based in Cincinnati, OH area), Regional Manager and Tammy Finnell, acting Regional Coordinator (tfinnell@shrm.org), 703-735-6109, SHRM headquarters in Alexandria VA).  Pam will start with us part time on Tuesday March 21 and full time on Monday April 3, 2006.  She is based in the Columbus, Ohio area. Pam follows Milton Perkins, SPHR, whose last day with SHRM will be March 31, 2006.

Pam brings to SHRM more than 14 years of experience in the HR profession along with volunteer leadership and non-profit work.  She is currently Human Resources Director for the American Red Cross of Greater Columbus, where she has been employed since May 1997.  She holds both a BS Degree in Business Administration and an MBA Degree from Franklin University in Columbus.  Along with her SPHR, she also graduated from the Disney Institute for People Management in 2005.

She is a past Board member of the HR Association of Central Ohio (our affiliated chapter in Columbus), and she founded the Greater Columbus Chapter of the National Association of African Americans in Human Resources (NAAAHR) in 2000.

We are thrilled to have Pam join our team.  She brings with her the full package – HR leadership experience, not-for-profit experience, and volunteer experience.  Coupled with a passion for SHRM’s mission, Pam will be a great representative for SHRM in the North Central Region, and a great advocate for our profession.

We will pass along Pam’s contact information (telephone, fax and e-mail) once she is on board full-time.  Please join us in welcoming Pam to our Member Relations Team.

Keith

Keith J. Greene, SPHR
Vice President, Member Relations
Society for Human Resource Management (SHRM)
1800 Duke Street
Alexandria , VA  22314-3499
(703) 535-6075 (phone)
(703) 739-0399 (fax)
kgreene@shrm.org (e-mail)

 


Community Events

04.20.06

Overture After Work, Overture Center for the Arts, 5:30 to 7:00 pm, Overture Lobby, 201 State Street. Punch out and then hang out with your friends to enjoy free music in a casual setting. April performers are The Midwesterners offering a unique blend of roots rock, alt-country, and rockabilly. For more information, including a calendar of Overture After Work events, go to www.overturecenter.com.

04.25.06

Administrative Professionals Week Seminar, “Creating Excellence in Your Career and Personal Life”, 8am to 1pm, Monona Terrace Community and Convention Center. Seminar fee $75, includes lunch and parking. Sponsored by the International Association of Administrative Professionals. For more information, go to www.iaapwisconsin.com/Madison/.

04.27.06

Take Our Sons and Daughters to Work Day. For resources and an activity center, see www.daughtersandsonstowork.org.

05.05.06

The Urban League of Greater Madison celebrates its 38th Anniversary at Spring Into Jazz 2006. The event will be held at the Monona Terrace Community & Convention Center and will feature entertainment by Keith Nunnally's Jazz & Soul Ensemble, dinner, presentation of the 2006 Betty Franklin Hammonds Scholarship Awards, and the prestigious Whitney M. Young, Jr. Equal Opportunity Awards. Tickets can be purchased by calling (608) 251-8550 or emailing jazz@ulgm.org.


Movin’ Up

Congratulations to Holly Bonnicksen-Jones and Joni Brink of Elder Care of Wisconsin. Holly was promoted to Vice President of Human Resources and Joni promoted to Employee Relations Manager.

Stark Company Realtors is pleased to announce that Kelly Dewey, Relocation Coordinator, has been awarded the Global Mobility Specialist (GMS) designation by the Worldwide Employee Relocation Council (ERC). Kelly successfully completed training and three examinations related to her experience in the field of global workforce mobility. The GMS designation recognizes her knowledge and professionalism. Worldwide ERC ® is a member association, founded in 1964, for professionals who oversee, manage or support U.S. domestic and international employee transfers.

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!

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.