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chippewavalleyshrm.org
CVSHRM
Newsletter May 2012
Chippewa ValleySociety for
Human ResourceManagementChapter #243
Eau Claire, WI
A Message from our PresidentKatie Reid, 2012 President
Hello CVSHRM Members!
Spring is definitely in the air! This year, CVSHRMis once again participating in the WISHRM One Dayto Make a Difference initiative on Friday, June 8th.The idea is simple: pick a non-profit(s) in our com-
munity and give our time to make a difference for them! In past years, CVSHRM hasvolunteered at The Community Table and Hope Gospel Mission Bargain Center. This
year, we are giving our time to Feed My People Food Bank.
Everyday people in Wisconsin go hungry and it's not just in the big cities. In west centralWisconsin alone, more than 60,000 individuals each month rely on food received from programs supplied by Feed My People in 2011. Approximately 39% are children. That's
23,000 hungry children.
As a food bank, Feed My People is a crucial link between food manufacturers, suppliers,and the front-line agencies that provide direct service to the hungry. They distribute foodto 95 agencies in the 14 counties we serve. Feed My People Food Bank is the only food bank in west central Wisconsin. In addition to distributing food, Feed My People pro-vides services and technical assistance to agencies that operate food pantries or programsso that they operate optimally. For more information visit their web site at http://www.fmpfoodbank.org/.
We need your help! We’ll be offer two 1.5 hour shifts on Friday, June 8th. You can
work from: 1:30 pm – 3 pm OR 3 pm – 4:30 pm
Sign up is available on the CVSHRM Web Site: http://chippewavalley.shrm.org/
forms/2012-registration-links. You will be provided with a One Day to Make a Differ-ence t-shirt to wear sponsored by Ultimate Software. Join your CVSHRM colleagues tohelp out a great organization!
As always, if you have any concerns, questions, comments, or ideas please reach out to
me anytime at [email protected]
Inside this issue:
International Standards
in HR 2
Legislative Update 3
CVSHRM 1/2 DayConference
4
2012 Planning for
PREP Program4
SHRM Foundation Si-
lent Auction
5
CVSHRM recognizedas SHRM Foundation
5
New College RelationsDirectors Announced
6
CVSHRM receives
Gold Excel Award6
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CVSHRM NewsletterPage 2
2012 Executive CommitteePresident: Katie ReidKelly Services, 715-834-8001
Vice President Programming: Bethany MathisonManpower, 715-552-9133
Vice President Membership: Angie SkillingsCardinal FG, 715-232-6500
Past President: Jenny Risinger Dove Healthcare, 715-552-3953
Director of Legal & Legislative Affairs: Mindy DaleWeld, Riley, Prenn & Ricci, S.C. 715-839-7786
Director of Chapter Services: Rick Schemm RCU, 715-833-8133
Core Leadership Area Director: Rose GeistManpower, 715-552-9121
Director Member Communications: Barb Langreck RCU, 715-838-2508
Social Media Coordinator: Erica Werner Cedar Country Coop, 715-879-5454
Dir. Public Relations & Marketing: Jon MenzMenomonie Workforce Resource, 715-232-1412
Director Finance & Org. Structure: Laurie Brantner Phillips Plastics, 715-831-5426
SHRM Liaison: Yvonne WilliamsNBI, 715-855-8609
Director Administrative Services: Shelly PryseGroup Health Cooperative, 715-852-2079
Library Coordinator: Janet Starck Weld, Riley, Prenn & Ricci, S.C.
Workforce Readiness Advocate: Betty LaskowskiRCU, 715-833-8183
Prof. Dev. Coordinator: Erin SwobodaHoliday Vacations, 715-834-5555 ext. 401
Diversity Representative: Jim Spencer Career Development Center, 715-834-2771
SHRM Foundation Liaison: Jennifer HeldCVTC, 715-858-1874
Student Chapter Liaisons:UWEC: Rick Schemm, RCU, 715-833-8133
UW Stout: Jon MenzMenomonie Workforce Resource, 715-232-1412
International Standards in HR Rick Schemm
I am currently serving on a national taskforce for SHRM. The goal of
our group is to develop some International Standards in various HR
processes, metrics, and procedures. We need input from HR Profes-
sionals like you to ensure that these standards will be widely accepted
within the HR community. Will you please take a few moments and
click on the links below (if the links don't work, you should still be
able to copy and paste the web address into your browser) to review
the project work done to date and offer your feedback. SHRM's dead-
line for comments is May 24.
~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~
When you calculate turnover, how do you do the math? When your managers conduct performance reviews, who should review them for accuracy and who in your company responds to expressed concerns?
How do you define the costs that go into Cost per Hire?
There are a lot of variables and grey areas in process and procedure inthe world of HR – often we’ll find that two organizations do the same
work in two very different ways. Practitioners around the world haverecognized this problem for some time now, and about two years agoSHRM made a commitment to take action. They hired an individualto create and organize very large groups of HR professionals fromaround the world to have them develop standards on various HR proc-esses, metrics, and procedures. These standards would then be sub-mitted and hopefully adopted by ANSI, the international body that iswidely recognized as the keeper of standards in a wide variety of ar-eas. For more information about SHRM’s work on this project, go to
http://www.shrm.org/about/news/Pages/StandardsEffortRatified.aspx . For a list of the various topic areas where work on standards is pro-gress ing , go to ht tp : / /www.shrm.org /HRStandards /ActiveStandardsProjects/Pages/default.aspx
Two of these projects are now at the stage where they need publicreview and comment, and they need a lot of each. To make the stan-dards widely accepted and easy to interpret, SHRM needs as many people as possible to give their input. Would you please take about20 minutes of time to read through them and give your feedback tothe committee that is developing each of them? Here is the link for each:
Measures and Metrics Investor Metrics Draft Standardhttp://hrs tandardsworkspace.shrm.org/apps/group_public/
document.php?document_id=6504&wg_abbrev=mamt02
Performance Management Draft Standard
http://hrstandardsworkspace.shrm.org/apps/group_public/
document.php?document_id=6505&wg_abbrev=pert09
Please review these and submit your comments by May 24.
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192 Members
Strong
Page 3Page 3 CVSHRM Newsletter
LEGISLATIVE UPDATE:
Repeal of Punitive Damage Awards Under the WFEABy Mindy K. Dale
Weld, Riley, Prenn & Ricci, S.C.
On June 8, 2009, Governor Doyle signed into law Senate Bill 20 (2009 Wis. Act 20)which permitted a person or the Department of Workforce Development (“DWD”) to bring aclaim in circuit court to recover compensatory and punitive damages caused by discriminatoryemployer actions. The Bill became effective on July 1, 2009. On April 5, 2012, GovernorWalker signed into law a bill (2011 Wisconsin Act 219) repealing this legislation. The Act
became effective April 19, 2012.Under the 2009 law, if an employer was found to have engaged in discrimination, un-
fair honesty testing, or unfair genetic testing, upon the completion of the administrative pro-ceedings, the employee or DWD could bring an action in circuit court against the employer,labor organization, or employment agency that engaged in discrimination, unfair honesty test-ing or unfair genetic testing to recover compensatory and punitive damages caused by the vio-
lation, plus reasonable costs and attorney’s fees.
If the employee brought an action in circuit court, the Court (or a jury) could order theemployer to pay the person discriminated against compensatory damages (this includes futureeconomic losses, pain and suffering, emotional distress, mental anguish, loss of enjoyment oflife, and other non-economic losses) and punitive damages (allowed if the employer acted mali-ciously toward the employee or acted with intentional disregard of the rights of the employee).
Those damages were in addition to any back pay or any other amounts awarded.Compensatory and punitive damages were capped based on the size of the employer as
determined by the number of employees on each working day in each of 20 or more calendar
weeks in the current or preceding year. They were as follows:
15 - 100 employees: $50,000101 - 200 employees: $100,000
201 - 500 employees: $200,000501 + employees: $300,000
Those caps would never decrease, but would likely have increased every year. On July1, 2010, and on each July 1 thereafter, DWD was to adjust the caps by a percentage equal to
increases in the consumer price index compared to the previous year.The 2009 law did not apply to any local governmental unit as defined in § 19.42(7u) or
employers with fewer than 15 employees. Also, if payment is ordered because of a violation
by an individual employed by an employer, the employer was liable for the payment.While the caps above mirrored the caps applicable to federal claims under Title VII,
the 2009 law had broad implications for Wisconsin employers, as the list of protected classes towhich the law applies is much greater. Punitive damages were potentially available, for exam-
ple, if an employer discriminated on the basis of marital status, sexual orientation, arrest orconviction record, or use or nonuse of a lawful product off the employer’s premises during
nonworking hours.Prior to its enactment in 2009, many CVSHRM and human resource professionals
throughout Wisconsin lobbied against this bill. While opposition to the Walker administrationhas characterized the repeal of the 2009 legislation as “anti-women,” in this author’s opinion, it brings us back to status quo and is a positive step towards creating a more employer friendly
business environment in Wisconsin.
This article should not be construed as legal advice and is intended for general informational purposes
only. If you have any questions regarding this article, you should consult your legal counsel.
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Page 4 CVSHRM Newsletter
Mark your calendars for the upcoming CVSHRM 1/2 Day Conference. This event is
being held at the Holiday Inn Campus. Cost for members is $45, cost for non-membersis $60.
7:15 - 8:00 a.m. - Registration, Breakfast and Networking It is rare to get the opportunity to network with your colleagues throughout the ChippewaValley. We hope that you'll join us early for breakfast and camaraderie with your peersand introduce yourself to some new contacts! Tables will have interactive hr questions to
spark best-practice sharing among the group!
8:00 a.m. - 9:00 a.m. - Office Ergonomics Description available shortly!
9:00 a.m. - 10:00 a.m. - To Be Determined Description available shortly!
10:00 a.m. - Noon - Candid Conversations that Drive Results Stepping up and having a difficult conversations is no easy task.It's uncomfortable,stressful and certainly no fun. But if we choose to not say anything, the issue is likely tonot get better and potentially even get worse. This program focuses on how to effectivelyengage in open, meaningful dialogue which will help us more fully understand one an-other and achieve enhanced, more productive and positive relationships. Learn to sharetough messages in a way that maximizes candor and minimizes defensiveness, using six
powerfully effective strategies.
Please go to our website to register: http://chippewavalley.shrm.org/forms/2012-
registration-links
CVSHRM 1/2 Day ConferenceThursday, May 18
7:15 am — 1:00 pm
2012 Planning for the PREP To Get Hired ProgramRick Schemm
In 2011 our chapter created a new educational program to help teach job-seeking skills to professionals and
under-employed individuals who are seeking new job opportunities."(P)reparing (R)esources and (E)ducating (P)rofessionals to Get Hired" is a series of four educational ses-
sions that cover topics such as how to do networking, how to conduct yourself in a job interview, how to write a re-sume, and how to make a good impression. After the sessions are completed, the participants are joined byHR professionals from our chapter in an evening of networking, during which we also host a resume review work-shop and a practice interviewing experience. The program is designed and conducted in conjunction with the Work-
force Resource agency.The PREP to Get Hired Planning Committee has started the process of working with Workforce Resource to
host the program in both Dunn County and in Chippewa County this Fall. You know how it feels when you wish youcould job applicants direct feedback that you know will improve their chances -- but there just isn't time in a day to doit? This is your chance to help some of those individuals -- the ones who you know are well-qualified, they just needto polish up a few things so that they can land that perfect job. If you would like to participate in either the planning
or the teaching for the PREP to Get Hired Program, please contact Rick Schemm at RCU, [email protected].
ProgrammingRequests?
What do youwant presented
at 2012
CVSHRM programs?
Please contact
BethanyMathison with
suggestions.
bethanym@
mnpwr.com
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SHRM Foundation Silent Auction
Coming in July!Jennifer Held
Page 5 CVSHRM Newsletter
CVSHRMClassifieds
AdvertiseJobOpportunities
On Our Website!
To advertise,email:
Because of the great success last your, we are organizing another Silent Auction for
the Legislative Forum in July!
The SHRM foundation effects all of us in our business(es) in some way. The Foun-dation provides leadership and educational support, research grants, scholarships,and cutting edge educational resources to advance the HR profession. The Founda-tion is the 501(c)(3) non-profit affiliate of SHRM. The foundation success is made
possible by your generous tax-deductible donations.
With that said, I am looking for your generous support. If you or your company arewilling to donate an item(s) to be auctioned off at the Legislative Forum in July,
please contact Jennifer Held at 715-858-1874 or email [email protected].
I can personally pick up the item, or it can be brought to the Legislative Forum in
July.
Thank you so much in advance for your generosity and support.
CVSHRM Awarded 2011
SHRM Foundation Chapter ChampionBarb Langreck
We were recently notified by SHRM that our chapter has been identified as a 2011
SHRM Foundation Chapter Champion. The SHRM Foundation’s Champions Pro-gram recognizes exceptional chapters and state councils for their commitment, lead-
ership and generous support to the annual fundraising campaign.
To achieve the Foundation's Champion designation, our chapter made a monetarycontribution to the annual campaign and we conducted a Leadership Campaign toencourage our board members to make a personal donation to the SHRM Founda-
tion.
Additional requirements to be awarded this designation included increasing by 10%or more CVSHRM’s monetary donation to the SHRM Foundation over the previous
year’s donation and holding at least one special fundraising event to benefit the
SHRM Foundation.
Thank you CVSHRM members for your continued support of the
SHRM Foundation!
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For comments, suggestions oradditions to the newsletter,
please contact Barb Langreck at
Chippewa Valley
Society for Human
Resource Management
PO Box 2188Eau Claire, WI 54702
Page 6 CVSHRM Newsletter
Rick Schemm, the liaison for the UW-Eau Claire chapter of SHRM, and Jon Menz,
the liaison for the UW-Stout chapter of SHRM, have each recently accepted newroles on the CVSHRM Board. At about the same time, SHRM has asked chaptersto use the term "College Relations Director" in place of the former term of "StudentChapter Liaison". We're very excited that we have three amazing professionals whohave stepped up to volunteer and become the new College Relations Directors for
these two chapters.
Dr. Amy Lane, the Director of Career Services at UW-Stout, has agreed to serve inthis role for her college. Amy has many connections to the HR community inMenomonie, and will now be joining CVSHRM so that she can help make the con-
nection between the students and our chapter.
Samantha Halverson and Anna Riedel, both HR professionals for Mayo HealthSystems, have agreed to be co-Directors for the UW-Eau Claire chapter. Both aregraduates of UWEC, and Samantha has already worked with Dr. Lester on some
presentations to his classes.
On behalf of CVSHRM, thank you Amy, Samantha, and Anna -- it is so wonderfulto have you step up to the opportunity and bring your skills, knowledge, and con-
nections to the students who will be joining our profession.
Rick Schemm and Jon Menz
Introducing Our New College Relations Directors
for CVSHRM
CVSHRM Receives Gold Excel Award for 2011On behalf of the Society for Human Resource Management, I am pleased to confirmthat your chapter has been awarded the 2011 Gold Excel Award. This award recog-nizes outstanding achievements in chapter operations and a commitment to provid-
ing meaningful programs and services to your members.
By achieving this award, your chapter distinguishes itself as an outstanding organi-zation dedicated to serving the needs of your members and to the advancement of the human resource management profession. Throughout the year, we will continue
to recognize your chapter's achievement as a Gold Excel award winner.
Congratulations on your achievement, and we look forward to working with you in
2012.
Sincerely,
Pamela J. Green, SPHR Vice President, US Membership
