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  • 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.


    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.


    • 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.


    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.


    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

  • 12 Jun 2017 1:38 PM | Samantha Gehl
    Compassionate Employer Award nominations are being accepted now through September 1, 2017!

    The Compassionate Employer Award presented by Community Benefit Tree (CBT) and New North B2B is an award to recognize an employer who has gone above and beyond in helping an employee when they or a family member has gone through a medical crisis.  Did your company  work with an employee on time off or creative ways for the employee to work from home or another location.  Maybe your company or it's employees offered monetary help or kind words and encouragement.  If you work for an employer or know of an employer that has been compassionate with you, a family member, or a fellow employee and the company is located in Brown, Calumet, Door, Fond du Lac, Kewaunee, Manitowoc, Outagamie, Shawano, Waupaca, or Winnebago County, you can nominate them for the Compassionate Employer Award.

    To nominate an employer, please complete the Nomination Application found on the Community Benefit Tree's website.


  • 01 Jun 2017 7:46 PM | Rebecca Kellner (Administrator)

    The House of Representatives passed the American Health Care Act on May 4, 2017.  If you recall, less than 6 weeks earlier the same bill was being debated in the House, but was dramatically pulled from a consideration for a vote before it could occur.  Politically, the bill did not have the requisite votes in the House to pass.  Subsequently, there were several indicators that the bill had essentially died, but after some amendments to please both ends of the Republican party, the bill ended up making it to the House for a vote, ultimately passing. 

    One of the amendments that got a lot of press was regarding the ability of states to waive the rule restricting price differences based on health.  However, the restriction would still apply except for those who were without health insurance for a period greater than 63 days. In order for states to waive this rule, they would need to create a program to help high-risk patients obtain insurance.  The bill also provided $8 billion over a period of 5 years to help people with pre-existing medical conditions.

    Clearly some people are concerned about this provision.  In Wisconsin, 4 separate bills were proposed in an effort to either directly counteract elements of AHCA or head off some common concerns that could be added to the bill as it works it way through the Senate.  The bills include:

    • S 265 prohibits health plans from imposing preexisting condition exclusions or setting rates based on preexisting conditions.
    • S 266 prohibits health insurance plans from imposing lifetime or annual limits.
    • S 267 requires coverage and prohibits cost sharing for preventative services under health insurance plans.
    • S 268 to require health insurance plans to cover essential health benefits as determined by the state Insurance commissioner.

    Wisconsin regulates fully-insured and non-ERISA plans, like government and church health plans.  So self-insured employers likely would not be subject to these requirements if passed. 

    So, if AHCA passes as is, and Wisconsin opts to waive some parts of the law's requirements, but Wisconsin passes the above laws, the waiver would essentially be null and not applicable to Wisconsin employers.  Checkmate?

    If you are concerned the some of the last minute amendments to AHCA, then you should be happy with these Wisconsin proposals.  And if you think the states should be able to waive, then these proposals are effectively cutting off that waiver before it even happens.  Let your state and federal representatives know your thoughts and how this will impact your employer!


  • 11 May 2017 8:03 AM | Rebecca Kellner (Administrator)

    Our friends in the public sector have long benefited from providing employees “comp time” in lieu of paying overtime.  In short, instead of paying employees overtime after 40 hours in a week, they give the employee 1.5x the number of hours of overtime in a bank to be used at a later time, much like vacation or PTO is used.  My friends, this could be coming to your private-sector workplace soon. 

    Say what? 

    Yes, Congress passed the Working Families Flexibility Act of 2017 (HR 1180) last week.   I know what you are thinking – the House passed 2 bills?  In the same week?  That’s right, it’s not all about healthcare reform on Capitol Hill…

    In all seriousness, if this makes it through the Senate, there are very good chances that President Trump would sign the bill.  While this isn’t a slam dunk, it moves the proposed legislation past 99% of the other bills that have been proposed thus far.  So let’s break it down and understand the bill a little more.

    Would we have to provide comp time to our employees? No, employers can choose not to offer this to employees or offer to only certain classifications of employees.  But if you would offer it to employees, only those that work at least 1,000 hours in the past 12-month period could participate.

    Are employees required to choose comp time instead of being paid out overtime?  No.  Employees would have to enter in an agreement “knowingly and voluntarily” that is not a condition of employment.  It’s a good idea to get this in writing.  Absent an agreement, the default is that the employee is paid overtime.  And any time the employee wants to change their mind, they can opt out of the agreement again (though employers would have to 30 days to make the change).

    Is there any limit?  Yes, employees could only receive up to 160 hours of comp time.

    Can an employee cash out comp time? Yes, at any time the employee can ask for the bank of time to be cashed out and an employer would have to comply within 30 days of the request.  Similarly, the employer can choose to cash out comp time at any point that the bank exceeds 80 hours (by providing 30 days’ notice).  In addition, the employer would have to automatically cash out any unused comp time from the prior calendar year by January 31 each year.


    SHRM believes that providing this option to employers would give more workplace flexibility to employees.  Does this sound good to you?  Would you love to give your employees the choice of comp time instead of paying overtime?  Or maybe you think this is a terrible idea?  Tell your Senators!  Call or email Tammy Baldwin or Ron Johnson today.  Tell them your story and make an impact for all employers.


  • 04 May 2017 7:37 PM | Rebecca Kellner (Administrator)

    For those of you waiting on the edge of your seat, the American Health Care Act (AHCA) passed its way through the House today.  Does this mean Obamacare is dead?  No.  At least not yet.  Let’s recap.

    What is the AHCA?

    It’s also known as “repeal and replace” bill, intended to replace the Affordable Care Act.  While it did not propose to get rid of the employer and individual mandate to provide health insurance, it would reduce the penalties to $0 effective 1/1/2016.   The bill further delays the very unpopular Cadillac tax until 2025.  And also makes changes to FSA and HSA accounts allowing individuals to use those funds to pay for over the counter medications, among other things.  The premium tax credits (or subsidies) that individuals receive now to obtain insurance on the exchange (or Marketplace) would be expanded so anyone purchasing individual policies would potentially qualify. 

    Just as importantly, the AHCA is not proposing to eliminate pre-existing exclusions; end adult child coverage; or change the 100% coverage of preventative care.  Nor is it proposing to end the prohibition on annual and lifetime limits, a waiting period of greater than 30 days, or rescission of coverage.  And it does not touch IRS reporting requirements (1094 & 1095 forms).

    How did we get here?

    The original AHCA was drafted by the Budget Committee as a result of an Executive Order signed on President Trump’s first day in office.  It was very intentionally done as such, so that when the bill gets to the Senate, the Senate could take advantage of the budget reconciliation rules, which allow for a bill to pass with a mere 51 votes, as opposed to the typical 60 votes.  With 52 Republicans in the Senate, it also likely prevents the ability for a filibuster.   

    The bill was made public on March 6, 2017, and subsequently passed the Ways and Means and Energy and Commerce committees, despite the Congressional Budget Office review not being complete before the committees’ votes (causing much backlash, especially once the review released that an additional 24 million would lose coverage under the proposal).  On March 24, 2017, the bill went to a vote before the entire House and was postponed when it became clear there would not be enough votes on the Republican side to move forward.

    Over the last week, there have been rumors the AHCA was coming back up for a vote.  In order to obtain some crucial support with Republicans, an amendment was offered that would allow states to choose to opt out of certain parts of the law.  Insurance carriers would be able to take pre-existing conditions into consideration when charging for health insurance, though a provision was added providing for $8 billion to states to dole out to those with pre-existing conditions to help cover the cost of insurance. 

    The bill passed the House today very much along party lines, with 217 out of 238 Republicans voting yes. 

    What’s next?

    Despite the fact the bill passed the House today, it’s still just a bill.  (For a good reminder of how the legislative process works, check out this excellent School House Rock!)

    The next hurdle is passing the Senate.  If the bill continues to only garner support along party lines, Republicans need to get nearly every single vote from the 52 members presently in the Senate.  This won’t happen overnight though - the Senate cannot schedule this for a vote until a new review is performed by the Congressional Budget Office, since the CBO hasn’t provided input on the AHCA with the recent amendments.  Even when this becomes available (likely early June), the second-ranking Republican in the Senate, Senator John Cornyn (R –TX) said “there is no timeline… when we get 51 senators we’ll vote.”


    If implemented, what would these changes mean to you?  To your organization?  Tell your legislators.  According to SHRM, 94% of staffers say the most influential voice to legislators is that of their constituents.  They want to hear from you!  SHRM’s A-team makes it easy to locate and contact your representatives and even provides talking points or sample letters.  Join at www.advocacy.shrm.org/about.  And to learn more about SHRM’s position about healthcare reform matters, check out the 2017 public policy guide. 


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