Leadercast Live hosted by Fox Valley SHRM

Fox Valley SHRM Hosts Leadercast Live

One of the strategic initiatives of WISHRM is to “Expand the External Brand” of SHRM. For the last seven years, Fox Valley SHRM has been a host site for “Leadercast Live” which has provided our chapter a chance to expand our external brand to over 250 HR and business professionals here in the Fox Valley and surrounding communities.

This year’s Leadercast Live will be May 5th, 2017 at the Fox Cities Performing Arts Center in the Kimberly Clark Theatre.

What is Leadercast Live?
Leadercast Live is the largest one-day leadership event in the world. Broadcast live each year from Atlanta to 100,000+ people in hundreds of locations around the world, Leadercast Live brings together many of the world’s most recognized and respected global leaders to create a leadership experience unlike any other.

Leadercast 2017 will focus on what it means to be Powered by Purpose.

What does it mean to be powered by purpose? To be part of a purpose-driven organization? To work with a team of people who understand the meaning in addition to the metrics? To recognize that why you do what you do matters as much or more as what you do. Where defined values drive a strong culture and intentional leadership inspires amazing results.

Leaders who are Powered by Purpose come from all walks of life … they are not limited to any single role or responsibility … no one type of company or industry or community. Instead, they have taken the time to distinguish their values, lead with intention, lift up their teams, and create a collective vision. And they are passionate about sharing their organization’s purpose with the world.

Come to Leadercast 2017 – where every detail of the experience is purposefully crafted to inspire and engage you in surprising and meaningful ways. Discover the steps you can take to uncover your purpose … to reconnect to your organization’s why … and to truly live, work and play in this world, Powered by Purpose.

2017 Speakers
Leadercast features a lineup of world-renowned leaders, speaking straight to your community, team or organization.

• Andy Stanley | Leadership Author and Communicator
• Dr. Henry Cloud | Clinical Psychologist, Leadership Expert, Author
• Molly Fletcher | Sports Agent, Author, and World-renowned Public Speaker
• Tyler Perry | Director, Playwright, Screenwriter, Producer, Actor, Author & Entrepreneur
• Suzy Welch | Leadership Expert and Best-Selling Author
• Jim McKelvey | Co-Founder of Square and Founder of LaunchCode
• Daniel Pink | Behavioral Science Expert, Author, and Host of Crowd Control
• Jess Ekstrom | CEO of Headbands of Hope
• Donald Miller |CEO of Storybrand

Leadercast Live will once again be directed and hosted by Comedian Tripp Crosby.
The Fox Valley SHRM chapter would like to extend an invite for you to join us at Leadercast Live in 2017 as we explore what is means to be a Visionary Leader, and learn what it means to lead in such a way that create bold cultures, builds faithful employees, and produces high achievement.
Cost of the all day program is $85 with includes breakfast, lunch, participant material and more! Attendees must be registered prior to the day of the event. Seating is limited so sign up today at http://event.leadercast.com/location/foxvalleyshrm!!

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How are your local chapters doing?

Please join these webinars for some great membership recruiting and retention ideas!
Membership CLA – 2017 webcasts
Thursday, Mar. 23, @ 4 p.m. ET
Thursday, May 25, @ 4 p.m. ET
Thursday, Aug. 17, @ 4 p.m. ET
Thursday, Nov. 2, @ 4 p.m. ET
How are you doing with your required SHRM numbers? New chapter affiliation requirements went into effect on January 1, 2017. Applies to all existing and new chapters.
• All 100%-Chapters
• Minimum of 25 national SHRM members AND
• 100% SHRM membership – no categories for non-SHRM members
• All Non-100% Chapters
• Minimum of 25 national SHRM members
Are you taking advantage of the E-Blasts and the Chapter Promotions E-mail Program?
• SHRM offers State Councils, Super Mega chapters, and 100% chapters the opportunity to reach at-large members via e-mail eight times per year (two per quarter)
• New! Non-100% chapters are provided with two SHRM-provided e-mail communications per year (Chapter Promotion E-mail Program)
• Use online request form in the VLRC; SHRM sends the e-blast on your behalf

Debbie Fedel Membership – Recruiting & Retention Tools

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Chippewa Valley SHRM has some great Spring events!

Chippewa Valley SHRM has many great things coming up this Spring for programming! We are excited about a few new networking events we have added as well as Leadercast Live 2017, which is a leadership simulcast that we are marketing to both HR leaders and business leaders in our community.

• Friday, March 3: First Friday Coffee & Conversation Morning Mingle @ French Press, 7:15 a.m. – 8:30 a.m.
• Friday, March 3: Sole Practioner’s Networking Group Meeting @ NBI, 11:30 a.m.
• Wednesday, March 29: Hump Day Hangin’ with HR Happy Hour @ Hangar 54 Grill
• Friday, March 31: Recruiting Networking Group Meeting, @ TBD, (internship programs/best practice sharing)
• Tuesday, April 4: Human Resources Conference @ Florian Gardens, 8:00 a.m. – 3:30 p.m.
• Friday, April 7: First Friday Coffee & Conversation Morning Mingle @ French Press, 7:15 a.m. – 8:30 a.m.
• Friday, May 5: Leadercast Live 2017 @ CVTC, 7:15 a.m. – 3:00 p.m.

CVSHRM is excited to host Leadercast Live 2017 on Friday, May 5. Leadercast Live is the largest one-day leadership event in the world. Broadcast live from Atlanta to hundreds of locations around the world each year, Leadercast brings together some of the most recognized and respected global leaders to create a leadership experience unlike any other. This year, CVSHRM will host the Leadercast simulcast at Chippewa Valley Technical College.

2017 Leadercast Live Speakers
• Dr. Henry Cloud, Clinical Psychologist, Leadership Expert, Author
• Jess Ekstrom, CEO Headbands of Hope
• Molly Fletcher, Former Top Sports Agent & Author
• Donald Miller, CEO of Storybrand
• Jim McKelvey, Co-Founder of Square and Founder of LaunchCode
• Tyler Perry, Director, Playwright, Screenwriter, Producer, Actor, Author & Entrepreneur
• Daniel Pink, Behavioral Science Expert, Best-Selling Author, and Host of Crowd Control
• Suzy Welch, Author, TV Commentator, and Business Journalist
• Andy Stanley, Leadership Author and Communicator

Visit our website, http://chippewavalley.shrm.org/ for more information on any of these great events!

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Sheboygan Area SHRM –What’s Not To Sponsor!

The Sheboygan Area SHRM chapter is proud to highlight our new Sponsorship Opportunities. Sponsorship is a great way to support HR professionals, practitioners, and providers working directly with local HR thought-leaders who embrace continuous improvement for themselves and their companies. This is also a great opportunity for area employers to learn more about Sheboygan Area SHRM, by gaining traction of the companies and HR professionals to become involved in our growing chapter! We rolled this new program out in Fall 2016 to our chapter. To date, we have secured five “Sponsor a Speaker” and two BRONZE level sponsors. We are very proud of this success to date! What’s not to Sponsor!
Platinum Plan – $1500 Contribution
• Table Top advertising – your logo on the speaker bio’s on each table
• LARGE company logo on banner
• Nine FREE program/meeting passes for guests or other members of your company
• 5-minute presentation about your company at one of the monthly meetings
• Allowed to put information on tables at two meetings (one in spring and one in fall)

Gold Plan – $1000 Contribution
• Table Top advertising – your logo on the speaker bio’s on each table
• LARGE company logo on banner
• Six FREE program/meeting passes for guests or other members of your company
• Allowed to put information on tables at one meeting

Silver Plan – $750 Contribution
• Table Top advertising – your logo on the speaker bio’s on each table
• MEDIUM company logo on banner
• Three FREE program/meeting passes for guests or other members of your company

Bronze Plan – $500 contribution
• Table Top advertising – your logo on the speaker bio’s on each table
• SMALL company logo on banner
• Two FREE program/meeting passes for guests or other members of your company

“Sponsor a Speaker” program
• $100 Contribution
• Sponsor a speaker for one regular meeting of your choice in 2017
• Introduction of your company at that meeting

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21st Century Cures Act Provides New Healthcare Option for Small Employers

On January 1, 2017, a new law took effect which allows small employers to provide their employees extra compensation to purchase their own health insurance without penalties. President Obama signed the new law, called the 21st Century Cures Act, on December 13, 2016. Previously, small employers who did not provide group health insurance faced penalties under the Affordable Care Act (“ACA”) if they provided their employees with additional monies to assist with individual health insurance premiums. Now, small employers may provide Health Reimbursement Arrangements (“HRAs”) (also known as Qualified Small Employer Health Reimbursement Arrangements (“QSEHRAS”)) to their employees without facing penalties.
What are HRAs?
HRAs are arrangements under which the employer contributes funds up to a certain amount per year, which can be used to reimburse employees’ medical expenses including insurance premiums. Unused amounts may be used in future years. Funds the employer contributes are excluded from payroll tax. And, the funds the employee receives are excluded from the employee’s income for tax purposes.
Who is eligible to provide HRAs?
Small employers with fewer than 50 employees (based upon last year’s average and excluding seasonal employees) that do not sponsor a group health plan are eligible to provide HRAs to their employees. Employers with 50 or more employees cannot offer an HRA and may fall under the ACA’s requirement to provide group health coverage. Eligible employers can fund HRAs to pay for non-group plan premiums. Their employees can use the funds to purchase their own health insurance plans, including ones on healthcare marketplaces and exchanges under the ACA.
What are the requirements if we provide an HRA?
There are several requirements for small employers who choose to provide an HRA to their employees:
• Employers must offer HRAs to all Full Time Equivalent (FTE) employees except: those employed less than 90 days, those under 25 years old, seasonal employees, those covered by a collective bargaining agreement, and part time employees.
• The maximum reimbursement employers can provide is $4,950 for single coverage and $10,000 for family coverage per year. These amounts must be pro-rated for employees that begin employment mid-year. These amounts are set to be adjusted annually for inflation.
• Employers must adopt a policy that treats all employees equally. Contributions to HRAs should be the same for all employees, but, contributions can vary based upon price of the individual health insurance market.
o For example, an employer is compliant if they adopt a policy stating they provide 50% of the premium for all employees. Under this policy, an employee with family coverage or an older employee may receive more than a younger employee with single coverage. An employer is not compliant if they adopt a policy wherein they provide 100% of the premiums for managers and 50% of the premiums for all other employees. This would be an impermissibly unequal policy.
• HRAs must be funded solely by the employer, with no salary contributions or reductions from the employee.
• Employers must provide HRA notices to employees or face penalties.
o No later than 90 days before the beginning of an HRA plan year, or the date an employee first becomes eligible for the HRA, employers must provide a written notice to each eligible employee which includes: (1) the amount of the employee’s permitted benefit under the HRA for the year; (2) a statement that the eligible employee should provide their HRA benefit amount to any health insurance exchange to which the employee applies for advance payment of the premium assistance tax credit; and (3) a statement that if the employee does not have minimum essential coverage required by the ACA for any month, the employee may be subject to tax under the individual mandate for that month and HRA reimbursements may be taxed as gross income.
o If an employer does not to provide the required notice, the employer may be subject to a $50 per-employee, per-incident penalty, up to a $2,500 maximum.
• Employers must report the value of HRA benefits on their employees’ W-2 Forms beginning in 2017 (i.e. in January 2018 for the year 2017).
The new law may also encourage small and mid-sized companies who currently offer group health plans to replace them with health insurance premium reimbursements through HRAs, instead. This may prove to be a trend in the future especially if group health insurance premiums continue to increase and if small businesses tire of the administrative burden of providing such plans to a small work force.
If you have any questions about the new law and whether your business might benefit from HRAs, please contact Attorney Amanda E. Prutzman at Eckberg Lammers, P.C. via email at aprutzman@eckberglammers.com

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I had the pleasure of attending my first Volunteer Leadership Summit in November 2016. Each year, our chapter sends the incoming President-Elect to attend this event in Washington D.C. I can truly say this was an amazing experience that prepared me well for the President-Elect and President roles.

Upon arrival, our state council welcomed me with open arms, and we spent an evening touring the city and taking in all the beautiful sights and history. During the conference itself, I participated in many breakout sessions according to chapter size, topic of interest, and leadership training sessions. It became apparent, not even halfway through the first day, how much SHRM cares about preparing its leaders to create and maintain successful chapters.

One of the most beneficial parts of the conference was the chapter-size breakout sessions. During these sessions, leaders from around the country exchanged ideas, asked questions, and gave advice to each other. The time spent in these sessions was invaluable as each person truly cared and wanted to help each other succeed.

I remember when I first came on the Board in 2015, I felt very overwhelmed and was unfamiliar with half of the things the Board was discussing. This conference filled in all the blanks for me. From the Keynote speakers, to the breakout sessions, to the leadership trainings, I would recommend the VLS conference for anyone in a SHRM chapter board or leadership position! I am very grateful to be a member of a chapter that sees the value of our board members attending such events!

-Central Wisconsin SHRM
Kelsie Haase
Account Executive
Office: 715.203.8877
Cell: 715.965.0256

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Are Employers Experiencing the Beginning of a Shift in the Regulatory Environment?

There are a number of early indicators that employers may finally see some relief in the burdensome regulatory environment that burgeoned under the Obama administration.
Encouraging signs toward a more business-friendly environment include:
• On 2/15/17, the House passed two resolutions to block the DOL’s rules requiring employers without workplace retirement plans to automatically enroll employees in state- or local-government IRA programs through payroll deductions.

• On 2/15/17, the IRS announced that it would not reject taxpayers’ 2016 tax returns that are missing health coverage information (a requirement put into place under the Affordable Care Act’s individual mandate in order to assess penalties against taxpayers who chose not to elect coverage). The IRS indicated the change was due to President Trump’s executive order directing agencies to minimize the ACA’s regulatory burden. While the individual mandate is still technically in place and penalty provisions are allegedly being enforced, this action may be a significant brick in the eventual dismantling of the ACA wall.

• In early February, the House passed on a bipartisan basis (236-187) a SHRM-supported resolution to block the Fair Pay and Safe Workplaces Executive Order, also known as the “blacklisting” regulations. The Senate is expected to pass a similar resolution, which needs only a simple majority (51 votes) for passage, and President Trump is expected to sign the resolution into law.

• President Trump ordered reviews of the regulations implementing the Dodd—Frank financial reform law, including a controversial rule that requires certain businesses to disclose the ratio of median worker pay to CEO compensation.

• On 1/30/17, President Trump issued an executive order directing federal agencies to repeal two federal regulations for every new rule they issue.

• On 3/1/17, the House voted block an OSHA rule that would have extended the agency’s authority to issue citations for record-keeping rule violations from six months to about five years.

• Trump announced budget plans which include increased spending in areas such as military and defense spending, and has said that those dollars will come from decreased spending in areas such as the Environmental Protection Agency (EPA).
It’s going to be an interesting ride for Human Resources and employers in general over the new few months and years!
By Lynn Scotch, SPAHRA Chapter

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Check out this event!

SAVE THE DATE 4/17/2017 – Employer Branding: How to become an employer of choice to Attract and Retain Talent!

As the talent climate continues to change and become more challenging to recruit and retain, the La Crosse Area Society for Human Resource Management will be hosting a May Symposium focused on employer branding!

Learn how area businesses approach attracting and retaining top talent. You will also learn more about promoting your community, possible community partnerships, and creating a diverse team.

Save the Date for our upcoming Symposium – May 17, 2017!

Check out

Link here

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Advantages of Hiring and Engaging Military Veterans at Your Business

With large numbers of veterans returning from service and looking to start new careers in a challenging economic environment, employers may help veterans transition into civilian careers. Veterans offer a unique set of skills, experiences and leadership abilities developed and honed during their years in the military. Unfortunately, unemployment rates highlight the difficulties returning veterans are facing in their search for new careers. We support the goal of putting veterans on the path to employment so our nation may continue to benefit from all that service members have to offer in their new careers.
There are many programs available to encourage hiring veterans and supplementing your costs during the training phase. These programs are expected to continue because of the large numbers of service men and women that continue to return home from active duty. Today we want to talk about why you might want to consider hiring veterans outside of the direct financial gain through these types of programs. Once engaged in your culture and workplace, veterans can have significant positive impacts on your business.
In general, veterans are known to be:
• Very technical because of accelerated high levels of training/education – these high levels aren’t easily translated into the civilian educational system so it might be easy to underestimate their knowledge and skills.
• Highly disciplined – they are trained to follow regimented schedules and work rules and expect others to do the same.
• Sincerely committed – many veterans look at the workplace with the same level of commitment they made when enlisting in the armed services.
• Able to look at the big picture – when they are serving, they have to be able to rely on themselves to understand the whole situation/piece of equipment and be able to act accordingly.
• Able to work well under pressure and have solid troubleshooting skills – this comes as a result of their training. They are able to take care of many problems themselves because they have no choice in the field.
• Hardworking – they like to dig in and get things done rather than waiting around for others. They may prefer to work alone. They focus on the task at hand and the deadline by which it must be completed. Veterans who are managers are not afraid to step in and help out. They would rather finish early than miss a deadline.
• Quality minded – the military focuses on process improvement all the time. Veterans can be good trainers because they understand the process and strive to make sure others do too. Often times, they understand (or make sure to learn) the manual process of an automated system so they can keep it running if the system that supports it goes down.
• Skilled at driving – in the service, veterans are often called upon to drive heavy equipment and have similar skills to those needed for CDL licenses. For these individuals, less training will be needed to obtain the license necessary to drive heavy equipment and transportation vehicles.
• Attentive to safety – sometimes to the point where they are concerned about doing a task because of fear of injury to themselves or others. They might be the ones to approach management about unsafe conditions that others overlook.
• Highly aware of their surroundings – so they may request to have their workspace changed so they can better evaluate their environment (i.e. they might not like having their back to a doorway). A simple change of work space can improve their comfort level and productivity on the job.
When evaluating a resume from a Veteran, you may want to ask them to explain various acronyms and how they translate into the civilian workplace. You can also cross reference their skills and find matching civilian positions on http://www.Onetonline.org
Employers may be concerned that veterans suffer from Post-Traumatic Stress Disorder (PTSD) as this can be common among veterans. It doesn’t have to be a deterrent to hiring. This is where you might find individuals who prefer to work alone and stay out of office politics/gossip. Many prefer to do a hard day’s work and then go home to their “safety zone”. They have a heightened awareness of what is going on around them. Someone might drop and roll if they hear a firecracker. On their way back up, they are fully assessing their surroundings and identifying the nearest exit. This type of reaction doesn’t have to be a barrier to employment and with the ongoing threat of workplace violence in our society today, perhaps this keen awareness and quick response could be an asset to an organization.
If your organization is interested in finding and hiring qualified veterans, contact your local Workforce Development Center or Job Service office to locate your Veteran’s Services Representative. They will explain programs/funding available for On the Job Training and help you connect to veterans who are actively seeking jobs. There are also programs available for veterans with troubled pasts that are ready to join the workforce.
Tim Flatley, Employer Support of the Guard and Reserve http://www.esgr.mil
Anthony First, Division of Employment & Training/Office of Veterans Services http://www.jobcenterofwi.com
Prudential Insurance – Veterans’ Employment Challenges – Perceptions and experiences of transitioning from military to civilian life http://www.prudential.com/veterans
Syracuse University Institute for Veterans and their Families – The Business Case for Hiring a Veteran Beyond the Clichés https://ivmf.syracuse.edu/article/the-business-case-for-hiring-a-veteran-beyond-the-cliches/


-From SRKA SHRM Chapter

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2017 WI SHRM State Conference Keynote Announced – Jason Hewlett

jason-hewlettThe Wisconsin State SHRM Council is excited to welcome Jason Hewlett as the third keynote speaker for the 2017 WI SHRM State Conference being held at the Kalahari Resort & Convention Center in the Wisconsin Dells, October 11-13.

Having delivered hundreds of presentations for front-line and leadership motivation, Jason Hewlett combines message, authenticity, humor, music, and impersonations.
His talk feels like a show with a message, or a keynote speech with entertainment. Few presenters can match the level of laughs, energy and appropriate material for any audience.
Jason is the author of the Facebook post entitled, “I Saw My Wife at Target Today”, which has been seen by more than 100 million people. A recent, and one of the youngest inductees into the Speakers Hall of Fame, his talks address goal setting and the engagement experience, from the perspective of a Promise.

Check out Jason in action here

Follow Jason on Twitter here
Connect with Jason on LinkedIn here
Follow Jason on Facebook here

More information about the WI SHRM State Conference can be found here
Follow the 2017 WI SHRM State Conference on Twitter and use the hashtag #wishrm17
Follow the 2017 WI SHRM State Conference on Facebook

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