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  • 21 Nov 2017 8:08 AM | Rebecca Kellner (Administrator)

    Guest blog by Jeci Casperson, Director of Marketing and Investor Relations, New North Inc.

    The New North offers up many reasons for your future talent to bring their lives and their families to the region. That is why we bring you the following well-developed recruitment materials. Together with your current talent pipeline, these polished tools will accelerate the excitement surrounding the region for potential candidates and drive talent to your doorstep. Check out these adaptable tools below:

    Utilize our “North of What You Expect” Recruitment Video to Attract New Talent

    Showcased in this captivating video are many aspects of the community that make the New North a place for skilled workers to strive for. Whether your future employees enjoy being outdoors or indoors, downtown or rural, in nature or programming computers, or maybe all of these things – Northeast Wisconsin provides. Leverage our video by linking it on your Human Resources webpage and otherwise distributing it within your talent pipeline:

    LINK TO VIDEO

    To embed the video in your HR page, copy and paste the following: <iframe width="560" height="315" src="https://www.youtube.com/embed/IDfuYiiqhME" frameborder="0" allowfullscreen></iframe>

    'In the New North' Video Series

    The new, one-minute videos are intended to be shared on social-media channels and follow up on the full-length, talent-recruitment video, which premiered in December 2016 at the New North Summit. Companies are encouraged to share the short videos on Facebook, Twitter or their company’s LinkedIn Page. They can also be sent directly to potential talent. Below are links to the three videos that have been released (3/6):

    1.      Live in the New North

    2.      Achieve in the New North

    3.      Play in the New North

    More than 50 companies in the region are using the  videos and have incorporated it into their recruiting efforts. These videos have been viewed more than 15,000 times with views from 46 states.

     

  • 14 Nov 2017 4:33 PM | Kim O'Brien

    By Kim O’Brien, Executive Director, Nonprofit Leadership Initiative 

    There are a growing number of ways HR professionals can get involved and help the community we live in. Of course there is the traditional way to volunteer your time at a multitude of locations with an unending number of events. The local Volunteer Center has an entire site dedicated to finding a fit for you. 

    But as HR professionals you have so much more to offer! I’m referring to your time and talents served on nonprofit boards, committees or task forces. 

    Serving on a nonprofit board can be a tremendously rewarding and enriching experience. While you are sharing your ideas, skills and time, you will also gain additional experience beyond your day job, along with the satisfaction of transforming your community. 

    As a nonprofit board, committee or task force member you will: 

    • Add or expand your critical thinking and communications skills, 
    • Develop a better understanding of organizational dynamics, 
    • Improve your ability to work collaboratively and within a team, 
    • Expand your visibility within the community and provide great networking opportunities, 
    • Gain leadership experience that you can use in all areas of your life, and 
    • Be part of something that is making a difference in your community. 

    While the above are all great attributes, I also caution that you need to assess if you are really ready for nonprofit board service. You will need to do your homework to find your passion and the right fit. Some nonprofits offer committee or task force projects to ease you into board work. Some require 3-5 hours per month and a financial commitment, while others may only meet quarterly and not all require financial backing from their board members.  Others may just need help with a policy or two, or have a question on recruitment, etc. Project HR work is needed as well.

    And once you are on a board, I encourage you to get the training you need to be the most effective board member you can be. The Nonprofit Leadership Initiative, www.npleadershipfv.org, provides training on best practice and offers events for board members to share knowledge. Nonprofit Leadership Initiative offers free quarterly events to learn about what it means to be on a nonprofit board. 

    First and foremost, FIND YOUR PASSION! Nonprofits will need you to be passionate about the work they do before you sign up for board, committee or task force work. Again, the Volunteer Center offers a site to help you find openings: http://vcboardconnect.volunteercenter.net/

    On behalf of the hundreds of nonprofits in the Fox Valley area, I heartily welcome HR professionals into the fulfilling work of helping nonprofits build a stronger community!

  • 06 Nov 2017 7:31 AM | Kelly Janssen (Administrator)

    Have you noticed our brand spanking new mission statement?  Inspire, Engage, and Advance the human resources profession in the Fox Valley community.  We are pretty proud of the work of our volunteer board to set the mission and the long term vision for this chapter.  But it wasn’t just us, sitting around in a room, spinning our creative imaginations!  You may not realize it, but you – our valued members – played a big role in this too.   Here’s a snapshot of the feedback we utilized in our process:

    1.      Programming Interest Survey results:   Two of the questions that we looked at extensively were “What purpose do you feel FVSHRM provides to the HR Professional?”  and “Why is a FVSHRM membership beneficial to your career?”   We were pleasantly surprised that so many of you were on the same page.

    2.      Focus group feedback:      We took this opportunity to have chapter members assist us in performing a SWOT analysis

    3.      Board Strategy Session:    The Board got together and looked at the feedback from both the survey and the Focus groups and were able to easily identify 3 distinct outcomes that our members are looking for in their FVSHRM membership.  With that we as a board came up with the end product.

    We want to thank each and every one of our chapter members for their continued feedback because, after all, the board is here to serve you as our members!  Make sure to watch our website and Facebook page all month to learn more about how we are delivering on this mission and how we can provide value to you.  If you ever have comments, suggestions, or just want to know how to get more involved, email us: foxvalleyshrm@gmail.com


  • 01 Nov 2017 8:24 AM | Kelly Janssen (Administrator)

    The companies for which we work spend lots of time and resources to develop a mission, vision, and then strategy to execute upon that both short term and long term.  Sometimes as HR professionals we have an opportunity to help develop this strategy, though we are usually an important component in execution of that strategy (since companies need people to create their product or deliver their service).  After having an opportunity at the recent Wisconsin State Council SHRM 2017 Leadership conference in Green Lake to provide input on Wisconsin SHRM's strategic plan, we were energized.  Too often as volunteers we are guilty of getting the minimum done in order to move forward, but not spending the time on the larger mission, vision, and strategic plan.  Instead of "best practices" we wanted to take our chapter to the "next level."  This is a great vision, but as Henry Ford has said "a vision without execution is just a hallucination."  So we set out to tackle a strategic plan.

    We met outside of our normal board and chapter meeting on a Wednesday afternoon for a board retreat.  We had an opportunity to spend quality time together doing a boat tour.  Then we sat down for dinner and did a SWOT analysis of our own Chapter, similar to what we did at the State Council level in Green Lake.  With __ board members, and dinner and drinks, we were able to just get through that at our retreat.  But we spent time communicating via email and tasked each board member to come to our next meeting prepared to discuss our mission.  Although updating our mission statement had been a priority for us all year, it came together relatively easy after we identified what we did well and where we had room for opportunity.  The mission of Fox Valley SHRM:  Inspire, Engage, and Advance the human resources profession in the Fox Valley community.

    Once our mission was developed, and with our opportunities/challenges outlined before us, we were able to set forth our strategic initiatives for the next 3 years, which included improving communication strategies and providing value to the community, both geographically and to our profession.  As a volunteer-run organization, we understand that people have day jobs, but we also need to have accountability to move the process forward too.  Creating digestible tasks from our overall mission and strategic plan, and assigning ownership for those tasks will create accountability and more likely to ensure we execute on what we have set forth.

    We are excited to see how far we can go when we work in tandem toward our strategic goals! 


  • 03 Oct 2017 3:02 PM | Kevin Virobik

    My colleague, Kathi Bloy, is our area specialist in assisting job seekers in creating and crafting their resumes. Given the rapid changes in hiring practices, she is seeking feedback from current HR professionals to ensure that the information we are sharing reflects current best practices.

    Kathi is seeking industry pros who would be willing to sit down with her at the Menasha Job Center to share their experience. Here are the meeting dates and times:

     Mon. Oct. 9 – 9:00 a.m. – 11:00 a.m.

    Fri. Oct. 13 – 9 a.m. – 11:00 a.m.

    Mon. Oct. 16 – 2 p.m. – 4 p.m.

     If a Fox Valley SHRM member would like to provide feedback, but is unable to attend on any of the above dates, I have attached a list of the questions to this message below

    Please have members RSVP/return the file to: Kathleen.Bloy@dwd.wisconsin.gov

     I greatly appreciate the membership's willingness to provide this insight.

    Kevin


    Staying in Step – What do you look for in resumes?

    • 1.    What exactly do you want to see/are you looking for on a resume?
    • 2.    If you use an Applicant Tracking system (ATS), is there a particular format (or no formatting) that works best? Are you able to see an uploaded resume in whole if the ATS also parses it?
    • 3.    Is there a specific time frame of experience you'd like to see on resumes? 10-15 years? More?
    • 4.    How many pages are appropriate for a resume? Does it depend on the position applied for?
    • 5.    Do you prefer to see an objective or a summary detailing what a jobseeker has to offer?
    • 6.    Do you want to see education, even if it stops at a high school diploma?
    • 7.    Is tasteful, sparing use of color a good thing? Any reason you wouldn't want to see color?
    • 8.    What about the recent trend we've noticed of using lowercase for name and headings? Like it? Dislike it? Don't care?
    • 9.    Should a jobseeker ever include interests/hobbies? When are they appropriate?
    • 10. Do you prefer months/years on employment history, or just years? How do you react when there are no dates?
    • 11. Is it ever appropriate to include a photo of the jobseeker? What about graphics, icons pointing you to Phone Number, Email address, etc.?
    • 12. For in-person sessions, I'd like to show two resume samples and discover whether one format is more appealing and if so, why? I can make the two samples available by email for those unable to attend an in-person session.
  • 17 Aug 2017 4:42 PM | Rebecca Kellner (Administrator)

    As you may recall, EEOC modified the requirements of the EEO-1.  Although the report is typically due September 30 each year, there's a reprieve in 2017 and your reports are not due until March, 2018, because of the extra required compensation data that must be made available to the EEOC.

    Some history

    In September 2016, the EEOC finalized a rule modifying the EEO-1 report.  Employers with over 100 employees, or federal contractors with more than 50 employees, annually report to the EEOC regarding their workforce demographics.  The modifications with the final rule require that employers also need to report summary pay data based on an employee's W-2 Box 1 earnings.  Those earnings are broken down into 12 pay bands and then separated by job category, gender, and race/ethnicity. See EEOC's FAQ here for more info.

    Employers' concern

    Besides the additional work to gather this data, as well as the potential risk of the EEOC identifying pay disparities and knocking on your door, employers are concerned about how to even get the data.  Oftentimes W-2 wage information is part of payroll.  But job category, gender, and ethnicity/race is in applicant tracking or HRIS system.  So obtaining information from two different systems and then trying to consolidate it will be challenging for many.

    EEOC modifications? 

    The US Chamber of Commerce had filed an objection to the final rule back in 2016, but until recently, there was no way appointed to the agency tasked with overseeing this objection (the Office of Information and Regulatory Affairs, OIRA).  Evidently, now that there is an appointment in place , the acting chair of the EEOC, Vicki Lipnic, is working with OIRA to determine whether to modify the rule.  Reportedly if changes are going to be made, it is expected they will be made by late August so employers have the information necessary as they prepare to file their EEO-1 reports.

    What can you do?

    If your organization is one that will be particularly challenged by the new data gathering, now is the time to let OIRA and EEOC know.  Contact either agency before the end of August so your voice can be part of the consideration.  It doesn't have to be a 10-page formal objection like the Chamber of Commerce; rather, any story about the burden this will put on your organization to gather the data is a powerful story and helps many other employers. 

    OIRA, Office of Management and Budget, 725 17th Street NW, Washington, D.C. 20503

    EEOC, 131 M Street NE, Washington, DC 20507

    It doesn't have to be a 10-page formal objection like the Chamber of Commerce; rather, any story about the burden this will put on your organization to gather the data is a powerful story and helps many other employers. 

    SHRM has talking points available on this, as well as many other important employer issues.  Join the A-team today to stay on the forefront of important issues to our profession.

  • 18 Jul 2017 2:10 PM | Alicia Thalacker

    Hello All!

    I work for Cintas Corporation and we recently aquired a company called G&K Services. We are looking to fill the HR Generalist position at  the facility in Green Bay.

    If you or you know somone looking please let me know. Below is the job description. Please reach out to me if you have any questions.

    Apply at Cintas.Jobs  (Green Bay location)

    Alicia Thalacker. Thalackera@cintas.com

    Cintas is currently looking for a Human Resources Generalist to support all generalist areas of human resources.  Primary areas of responsibility include managing turnover, recruiting, payroll and benefits administration, and driving positive employee relations.  Selected individual will have a working knowledge of HR related areas of legality to include FMLA, ADA, EEO/Affirmative Action, Workers' Compensation, Unemployment and OSHA requirements.

    Qualifications:

    • high school diploma or GED required
    • A four year college degree, preferably in Human Resources or a related field OR equivalent work experience, preferred
    • A valid driver's license, preferred
    • 1+ years of HR generalist field experience, preferred
    • Prior experience in compensation, benefits, recruiting, hiring, and training, in a similar industrial environment, preferred

    Our Human Resources Generalist partners enjoy:

    • Competitive Pay
    • 401(k)/Profit sharing/ESOP
    • Medical, Dental & Vision Insurance Package
    • Disability & Life Insurance Package
    • Paid Vacation & Holidays
    • Career Advancement Opportunities

    For more than 45 years, Cintas Corporation has offered highly-specialized services to businesses of all types. Cintas provides uniforms, facility services, safety supplies, fire protection solutions, flame resistant clothing, cleanroom resources, and promotional products. We are the service professionals, providing countless supplies and services to businesses small and large throughout the world. Cintas operates in more than 430 facilities including six manufacturing sites and nine distribution centers.  We also have one of the largest fleets in North America.  To support our aggressive growth plans, we offer unique opportunities, including advancement, ongoing training, mentoring and the opportunity to develop world class business skills.

    Cintas is Team Driven, and the true spirit we share gives us a competitive edge. We win together by working together as a team, giving mutual respect to all of our co-workers regardless of their background or tenure. The engine of Cintas’ team driven approach is our culture, which drives our profitability and stability. It’s a culture that exudes a high degree of professionalism at every level of our business. It’s a culture that maximizes the career development of all of our employee-partners, regardless of their job title and description.

    Cintas Corporation is an EEO/Affirmative Action Employer and will make all employment-related decisions without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.

  • 30 Jun 2017 10:09 AM | Rebecca Kellner (Administrator)

    Last week I gave a speech for the Fox Cities Chamber providing an overview of employment laws, as well as proposed bills, and litigation and where we think those things might go.  I think I mentioned that I don't have a crystal ball and for those of you in attendance and keeping score, I was wrong (or at least partially wrong) on three separate predictions since that speech.  (Missed the speech?  Email me for the slides!) So let's do a wrap up of what's happened in the past week or so and what this may mean for employers.

    ACA

    We got the Senate's version of "repeal and replace: phase 1" bill last week.  SHRM has a good summary here showing the differences with the House bill and I did a blog on it as well.  The expectation was that the bill would be voted on before the Senate's break for the July 4th holiday, which begins today.  However, on Tuesday Senate leadership announced the vote would be delayed.  This is due, in large part, to not having the requisite 50 votes to pass. If you recall, normally bills require a super majority of 60 votes to pass the Senate.  But budget reconciliation bills only require 50 votes.  Presently, there are 52 Republicans in the Senate.  So for the bill to pass, they need 50 Republicans to agree and then with a 50/50 split Vice President Pence gets to cast the deciding vote.  There are at least 5 Republican Senators, including our own Ron Johnson, that have spoken out against voting for the bill.  So if you have concerns about the bill, or you would like to see it passed, call Mr. Johnson's office today and voice your opinion.

    FLSA

    Those "overtime rules" that were put on hold last November?  Yep, back in the news.  As a refresher, DOL proposed and then finalized a rule to go into effect December 1, 2016, that would require certain exempt-level employees to earn at least $47,470, in addition to meeting the duties test, to be considered exempt from overtime.  A group of employers sued alleging the DOL lacked the authority to set the threshold so high and a Texas court enjoined that rule a few days before December 1st.  Not only did the Texas court believe the DOL lacked authority to set the threshold so high, but questioned its ability to set any threshold.  The DOL appealed the injunction to the 5th Circuit Court of Appeals.  While the DOL filed its initial brief, and the Plaintiffs responded, the DOL's reply brief was due shortly after President Trump took office.  As a result, the DOL asked for several extensions until a new Secretary of Labor could be put in place and determine the direction of its position on the subject.  In April, Alexander Acosta was confirmed as the new Secretary of Labor.  While he noted during the Senate confirmation hearings he believed $47,470 threshold was too high, there hasn't been much public action to this point.  Until this week - today the DOL's reply brief is being filed and the DOL is not going to defend the $47,470 threshold.  But it will move forward with the litigation to get a determination as to whether DOL has the authority to set any salary basis threshold. 

    This week the DOL also sent a request for information to the Office of Management and Budget.  Essentially, this means the DOL is ready to reconsider the pending regulation and likely propose a lower salary basis threshold.  Stay tuned... (and to see what Wisconsin has proposed, see here).

    Travel Ban 2.0

    President Trump signed an executive order on January 27, 2017, suspending aliens from 7 countries.  Litigation ensued regarding that "travel ban", keeping it from being enforced.  Subsequently, on March 6, 2017, a new executive order was signed suspending entries of aliens from 6 countries (often referred to as "travel ban 2.0").    This week, the Supreme Court upheld travel ban 2.0, which then went into effect 72 hours later (or 8 pm ET on Thursday, June 29, 2017).  An emergency motion has already been filed in Hawaii in an attempt to block enforcement. 

    So what do you need to know? If you have employees in the 6 countries listed by the ban, the Supreme Court said those individuals can enter freely (assuming they have a current visa or a green card).  This is an issue for those who don't have "relationship" already to the US.  And if you've applied for a visa for an employee from this country, expect long delays.  But this should have relatively low impact on most employers generally. 

     

  • 22 Jun 2017 12:13 PM | Rebecca Kellner (Administrator)

    As you may recall, the American Health Care Act was passed in dramatic fashion in the House last month.  To become a bill, the Senate would have to agree to the same version (and if not, there will be a House/Senate committee that reconciles the bills).  Today, Senate Republicans released their response to AHCA, entitled "Better Care Reconciliation Act of 2017." 

    Significantly, the bill does not propose to tax employee premiums on health insurance as the original leaked version of AHCA had done.  So, for now at least, pre-tax deductions for health insurance are safe.

    The bill, similar to AHCA, did not eliminate the employer and individual mandates, but eliminated the penalties.  The Cadillac tax is also delayed until 2025. Limits to HSA and FSAs placed by ACA are repealed.  However, instead of premium subsidies being available on the exchange based only on age, as AHCA had proposed, the Senate bill ties these subsides to both to age, but also to income.

    Just like AHCA, the Senate's version does not  eliminate reporting requirements (1095s), nor touches things like pre-existing condition exclusion prohibition, coverage for adult children, preventative care mandate, or annual/lifetime limit prohibition.

    AHCA was criticized by some for rolling back the Medicaid expansion too quickly, so the Senate version of the bill seeks to do the same thing, but to phase out the expansion until 2024. 

    AHCA also contained a last-minute amendment that would allow states to waive essential health benefits and create their own standards.  The Senate version does not allow for these waivers, though it does loosen the ability to seek waivers more generally and gives states more flexibility regarding ACA requirements.

    Despite a bill being released, and pressure to pass something before the July 4th recess (which begins next Friday), the Senate needs 51 votes to pass the measure.  Presently there are 52 Republicans in the Senate, though if 2 vote against the bill - creating a 50/50 split - Vice President Pence gets the deciding vote.  So Republicans need to work to get nearly all Republicans and, are unlikely to bring the bill for a vote until they feel comfortable they have the votes. 

    In short, this bill doesn't have any immediate effect and because it differs from the House, there will have to be some reconciliation - if it passes the Senate.  So for most, simply stay tuned.  But also consider talking to your Senators and letting them know how this bill will impact you, your employees, and your company.

    Senator Tammy Baldwin: https://www.baldwin.senate.gov/feedback

    Senator Ron Johnson: https://www.ronjohnson.senate.gov/public/index.cfm/email-the-senator

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