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  • 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


    Rep. Mike Gallagher (R-WI 8th)


    Tax LA




    (202) 225-5665



    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


    20 days

    16 days


    18 days

    14 days


    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:


    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.


    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.

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