Log in

Image result for picture of wi


Proudly Serving the Fox Cities of Wisconsin

  • 08 Jan 2018 7:46 AM | Elaine Ruh (Administrator)

    Nearly everyone will be a caregiver at some point in life.And nearly everyone will need a little help providing that care.

    Family caregivers in Wisconsin provided 538 million hours of care – worth an estimated $7 billion – to their parents, spouses, partners, and other adult loved ones in 2013, according to AARP Public Policy Institute’s report, “Valuing the Invaluable: 2015 Update.”

    Family caregivers report that the stress of their caregiving responsibilities affects their physical and emotional health, finances, and their jobs.  We also know that the majority of caregivers are women – many sandwiched between raising children and caring for elderly parents or other adults with significant disabilities, while holding outside jobs.  Here are a few statistics:

    • 55% of family caregivers report being overwhelmed by the amount of care their family member needs.
    • 38% of family caregivers report a moderate (20%) to high degree (18%) of financial strain as a result of providing care.
    • In 2014, 60% of family caregivers had full- or part-time jobs.

    Did you know...

    • 15 to 20% of Americans working full- or part-time as estimated to provide informal caregiving to an adult family member, relative, or friend - a figure that is expected to rise over the next decade.
    • 66% of caregiver employees have gone into work late, left early, or taken time off during the day to deal with caregiving issues.
    • 20% of caregivers were forced to take a leave of absence from work.
    • 10% of caregivers quit or take early retirement.

    Please let me now if you have any questions.  Thank you.  

    Christine Lidbury
    Wisconsin Women’s Council

     Click here to learn more about the event

  • 05 Jan 2018 10:02 AM | Rebecca Kellner (Administrator)

    First, have you signed up for WI SHRM's Day on the Hill on February 21?  There's still time! http://www.wishrm.org/2018-Day-on-the-Hill

    Second, check out all the cool things happening in Madison and please talk to your state Senators and Representatives to keep these bills moving forward!  As always, if you want to chat, or get help reaching your legislator, or crafting your message, just email me

    From WI SHRM's Legislative Director, Elise Rommes:

    2017 was sure a busy year at our State Capitol! As Wisconsin SHRM’s Legislative Director, I wanted to take some time to give you an overview of what is going on and how you can help. All three of the below issues are also ones that attendees at Wisconsin SHRM’s Day on the Hill spoke with legislators about in January 2017, so it is great to see progress being made.

    1.       Worker’s Compensation

    Senate Bill (SB) 665 was introduced in December 2017 and would introduce a medical fee schedule to help control the cost of worker’s compensation in the state. The Worker’s Compensation Research Institute recently found that Wisconsin’s worker’s compensation costs are 46% above the median costs across the nation! More information and statistics can be found here: www.WIWorkersCompReform.com.

    2.       Wisconsin FMLA

    SB490 & Assembly Bill (AB) 772 were introduced in October and December 2017, respectively. These bills would eliminate state family and medical leave for employers who already need to comply with the federal FMLA. They would still allow eligible employees to take state leave to care for a domestic partner who has a serious health condition. The intent is to clarify for employers and workers what the law is, what benefits are, and help in planning for upcoming leave events. Additionally, they would reduce the administrative burden of having duplicative laws.

    3.       Local Laws

    SB634 & AB748 were introduced in December. These bills follow the lead of Wisconsin’s current minimum wage preemption law and the preemption of paid sick leave ordinances by setting statewide employment law standards and prohibiting local governmental units from enacting their own employment law restrictions on private employers. Reducing laws within the state would reduce the compliance & administrative burden on human resources professionals and make Wisconsin a more attractive place to do business.

    4.       Attracting Talent to Wisconsin

    AB811 was just introduced last week and would approve the Wisconsin Economic Development Corporation to spend $6.8 million on a marketing campaign in places like Chicago & Minneapolis to attract those who might want to move to Wisconsin. The campaign would focus on the great job and life opportunities in our state to bring additional talent here and improve the tight labor market.

    The Senate Labor Committee is likely to hear SB634 (local ordinances bill) next week on Wednesday, January 10 at 10am. The hearing on the Worker’s Compensation bill (SB665) is expected to be in late January. Senators on the Senate Labor Committee are: Senator Nass (Chair), Senator Wanggaard (Vice-Chair), Senator Wirch, & Senator Ringhand. Please reach out to your Senator to support SB634 & SB665 if you feel they would be helpful for your organization, especially if your Senator is on the Labor Committee! You can simply call, email or visit their office and let them know why you feel the bill(s) would be beneficial and why they should support it.

    The Committee on Jobs & the Economy will hear AB811 (attracting talent bill) on Wednesday, January 10 at 10am. Representatives on this Committee are listed on the Wisconsin State Legislature website. If this bill would be beneficial for your organization you can reach out to your state Representative to let them know.

    Lastly, you can speak directly with your legislators during Wisconsin SHRM’s upcoming Day on the Hill event on February 21. This will be another wonderful opportunity to advocate for these important HR issues, network, and gain some additional legislative insights. Hope to see you all there!

  • 08 Dec 2017 10:53 AM | Rebecca Kellner (Administrator)

    Unless you've been under a rock, you are well aware that tax reform bills have passed by the House and Senate in the past month.  But the versions of the bill differ, so a joint conference has been assembled to hash out the differences, and then each chamber will vote on the revisions before it can make it's way to President Trump.  (If you need a quick refresher from civics class, check out this website).

    While tax reform did not include a provision to reduce tax exemptions on employee benefits as many had anticipated, the House version of the bill reduce eliminates the tax exemption for educational reimbursement.  In short, the tuition that you pay on behalf of employees as a fringe benefit today, would represent taxable wages to the employee in the future if this is eliminated.  SHRM opposes this elimination.   As such, SHRM is asking members to reach out to their House members and voice your support for Section 127 educational assistance. 

    From the member advocacy team in DC:

    We apologize in advance for the short notice and quick turnaround needed, but it would be very effective – and greatly appreciated - if each of you, as able, could reach back out to Rep. Mike Gallagher and ask him to support Section 127 by signing onto the attached “Dear Colleague” letter before end-of-week. His colleague in the House, Rep. Rodney Davis (IL), is asking his fellow House colleagues to join him on this letter, and will send the final letter to the select group of Members (conferees) who are working on the House/Senate compromise legislation and ask them to “preserve Section 127 and 117” (another tuition assistance provision related to higher-ed).

    A quick personal call to the Member’s Washington, D.C. office may be your best bet, so I’ve also included the contact info for his Tax Legislative Assistant. Below is a draft script you can use, as helpful. I think the office has gotten a lot of call volume, so you may get the staffer’s voicemail. Feel free to use the script and follow up over email with a copy of the attached letter.

     

    Matt Tucker

    Official:

    Rep. Mike Gallagher (R-WI 8th)

    Title:

    Tax LA

    Email:

    matt.tucker@mail.house.gov

    Phone:

    (202) 225-5665

     

    Script:

    Good afternoon/morning. My name is ---- and I am a member of the Society for Human Resource Management (SHRM). I wanted to connect with you on employer-provided education assistance, and ask you to to support Section 127 by signing onto a letter that your colleague, Representative Rodney Davis, is circulating. In the letter, Congressman Davis is asking that conferees of H.R. 1, the Tax Cuts and Jobs Act, preserve Sections 127 and 117 of the Internal Revenue Code. Section 127 of the IRC, allows employees to accept tax-free qualified educational assistance from employers as a means to further their education and obtain skills to thrive in the workforce. Section 117(d) of the Internal Revenue Code (IRC), enables taxpayers to exclude qualified tuition reductions from income. If repealed, this would raise the barrier of entry to college for many individuals. I truly appreciate your time on this matter. If you have any questions, or would like to discuss, I can be reached at ---. I will also follow up with you via email. Thank you and have a nice day.

  • 04 Dec 2017 8:11 AM | Rebecca Kellner (Administrator)

    To date, eight states and more than 30 jurisdictions have enacted paid sick leave laws.  Employers operating in one of these jurisdictions often have to make adjustments to their PTO policies, even when they were offering a policy previously.  But employers operating in more than one of these jurisdictions  can have serious compliance issues trying to balance these laws, especially if trying to create one consistent policy. 

    SHRM recognizes the challenges employers face in this regard and is supporting the new Workflex in the 21st Century Act  (HR 4219).  SHRM believes the bill would give employees the job flexibility they are seeking, while providing employers more predictability, rather than complying with this patchwork of state and local laws. 

    More specifically, the bill takes advantage of ERISA, so employers that choose to offer a workflex arrangement would be exempt from state and local laws requiring paid sick leave.  Employers would have to offer paid leave to full-time and part-time employees  employed for least 12 months and worked at least 1000 hours during the prior 12 months.  The amount of leave would vary based on the size of the organization and the time an employee worked for an organization:

    Number of employees employed by an employer

    Minimum amount of leave for employees with more than 5 years of service

    Minimum amount of leave for employers with less than 5 years of service

    1000+

    20 days

    16 days

    250-999

    18 days

    14 days

    50-249

    15 days

    13 days

    < 50

    14 days

    12 days

     

    Part-time employees would receive a proportional amount of leave based on the number of hours worked.  The paid leave could be accrued over the year or be provided at the start of the plan year.  Employers would also have options regarding whether to carryover any time and/or pay it out at the end of the year.

    In addition to paid leave, employers would also need to offer at least one workflex arrangements, including:

    ·         Compressed work schedule

    ·         Biweekly work program

    ·         Telecommuting program

    ·         Job-sharing program

    ·         Flexible scheduling

    ·         Predictable scheduling

    The bill is the first of its kind given its modification to ERISA and combination of paid leave with workflex options.  It was introduced in the House on November 2, 2017, and referred to the House Committee on Education and the Workforce.  

    Now is where we need your help!  Our board just came back from the Volunteer Leader Summit in Washington DC where they had the opportunity to talk to our local legislators about the importance of the bill.  But they need to hear from you.

    ·         How is the patchwork of state and local laws impacting your business? 

    ·         Would you opt in to this law if it passed?

    ·         What impact would the workflex options have on your employees?

    Senator Baldwin’s office has graciously agreed to meet with us to discuss employer concerns regarding paid leaves on Tuesday, December 5th at 1:30 pm Want to join us?  Email us now.  Or if you cannot join us, email your legislator, call them, or find them on social media and tell them you support the workflex bill. 

  • 29 Nov 2017 9:39 AM | Kevin Virobik
     Are you struggling to find qualified talent to fill your current and planned job openings?

     

    The Wisconsin Department of Workforce Development (DWD) is here to assist you, providing a variety of data-driven solutions to help you achieve your employment goals.

     

    Fox Valley SHRM inspires, engages and advances the profession while enhancing our communities and ensuring a strong workforce. DWD values our partnership with SHRM, and relies on feedback from members to develop and enhance tools for improving employment outcomes, including the resources below.

     

    JobCenterOfWisconsin.com (JCW) remains one of Wisconsin's most important online resources for helping HR recruiters quickly and efficiently connect with qualified talent. JCW features advanced talent connections like an easy-to-use job posting process, smart algorithms that span the gap to the talent pool, and a user-friendly, cross-platform design for easy access. Plus, use your JCW login to access the following tools.

     

    WisConnect is Wisconsin's premier online source for internships, connecting you with college students to enhance your talent pipeline at no cost. Studies show that experiential, work-based learning opportunities, such as internships, are a proven method for attracting, training and retaining college students during and after graduation.  Register today at InternshipWisconsin.com to develop your organization's profile, post internships and search for interns.

     

    HR professionals understand the need for quick access to timely and accurate labor market data. WisConomy is Wisconsin's new online source for economic and labor market information, making data available in engaging and understandable ways. Visit WisConomy.com now to explore the local labor market, examine long-term industry projections, make future workforce plans and create personalized, management-friendly reports, including charts and tables.

     

    As your Business Services Representative, I am here to help you improve employment outcomes. Contact me to learn more about the workforce solutions above or to access other DWD employment and training programs and services.

     

    You can contact me at (920) 360-6835 or via e-mail at kevin.virobik@dwd.wisconsin.gov.

  • 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

    4. Prosper in the New North (released 12/19/17)

    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

    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

    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.
Powered by Wild Apricot Membership Software