La Crosse Area SHRM | October 2026 Newsletter
President's Message
Grow, Lead, and Give Back: Volunteer With LASHRM
Representing La Crosse Area SHRM while attending and volunteering at the Wisconsin SHRM State Conference was a powerful reminder of how much this chapter has contributed to my professional and personal growth. Through LASHRM, I've built lasting friendships, expanded my network, developed leadership skills, and connected with inspiring HR professionals from across the country.
Volunteering in a SHRM chapter is more than giving your time. It's an opportunity to grow, lead, and help shape the future of HR in our community. As a volunteer-run organization, our success depends on members who are willing to share their talents and ideas.
We're currently seeking volunteers for the following Board positions:
Available Immediately: Governmental & Diversity Affairs Director and Membership Director
Available January 1, 2027: President-Elect (2027-2030), Certification Director (2027-2029), Emerging HR Professionals Director (2027-2029)
If you're looking for a meaningful way to get involved, grow professionally, and make a difference, I'd love to connect with you. Contact me at [email protected] to learn more about these opportunities and the benefits of serving on the La Crosse Area SHRM Board. Together, we can continue to strengthen our chapter and the HR profession throughout the La Crosse area.
Membership
No Change in 2027 Membership rates! Join or Renew your membership in October and Save $10!
With the price of so many things rising, your La Crosse Area SHRM Board of Directors is proud to be able to continue our current membership rates in 2027, which means no increased cost of membership for you!
October is our Annual Membership Drive. Join or Renew in October and Save $10 on your 2027 membership.
Join at the membership + meetings tier in October and get the November and December meetings for free!
SHRM Foundation
Investing in the Future of HR: SHRM Foundation's HR Tomorrow Leadership Program
Empowering emerging HR professionals to become tomorrow's leaders.
The future of human resources depends on the professionals we develop, mentor, and empower today. As the HR profession continues to evolve, creating opportunities for emerging leaders to grow their skills, expand their networks, and gain valuable experiences is more important than ever.
The SHRM Foundation's HR Tomorrow Leadership Program is helping make that possible by investing in the next generation of HR leaders.
What Is the HR Tomorrow Leadership Program?
The HR Tomorrow Leadership Program is a year-round leadership development initiative designed for emerging HR professionals with two to four years of experience in the field.
The program focuses on supporting professionals from groups underrepresented in HR by providing access to leadership development, professional resources, mentorship, and networking opportunities.
Through this initiative, the SHRM Foundation aims to strengthen the HR profession by cultivating future leaders who bring new perspectives, innovative ideas, and a commitment to making a meaningful impact in the workplace.
What Does the Program Offer?
Each year, up to 10 emerging HR professionals are selected to participate in this leadership development experience.
Selected participants receive several valuable opportunities to support their professional growth, including:
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SHRM Membership: A complimentary one-year extension of their SHRM membership, providing continued access to professional resources and networking opportunities.
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Conference Experiences: Grant funding to attend SHRM's Annual, Inclusion, and Talent conferences, with curated leadership development sessions and networking activities.
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Professional Certification: A grant to take the SHRM certification exam, along with access to the SHRM Learning System to help prepare.
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Mentorship Opportunities: Access to SHRM Foundation mentorship activities throughout the year, connecting participants with opportunities to learn from experienced professionals.
These benefits help remove some of the financial and professional barriers that emerging HR professionals may encounter as they work toward their career goals.
Why Investing in Emerging HR Leaders Matters
HR professionals play an increasingly important role in shaping organizational strategy, developing talent, navigating change, and creating workplaces where employees can thrive.
According to research highlighted by the SHRM Foundation:
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60% of HR leaders identify improving management effectiveness as part of their strategy for the future of work.
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62% of HR departments are recruiting from more diverse and underutilized talent pools.
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78% of HR professionals report that senior leaders rely on their expertise to navigate new situations and practices.
These statistics reinforce the importance of developing HR professionals who are prepared to lead through change, influence business decisions, and contribute strategically to their organizations.
Programs like HR Tomorrow provide emerging professionals with opportunities to build the confidence, knowledge, and relationships necessary to take that next step in their careers.
How LASHRM Members Can Make a Difference
As a professional HR community, LASHRM has an opportunity to support the development of future HR leaders right here in the La Crosse area.
Whether you're an experienced HR leader, a manager mentoring a newer professional, or someone early in your own HR career, there are meaningful ways to support this mission.
Encourage emerging professionals. Share the HR Tomorrow Leadership Program with colleagues who have two to four years of HR experience and may benefit from additional leadership development opportunities.
Promote professional growth. Help newer HR professionals identify opportunities to pursue certification, attend conferences, and build relationships throughout the HR community.
Be a mentor. Share your experiences, offer guidance, and help emerging professionals navigate challenges and opportunities as they grow in their careers.
Invest in the future of HR. Recognize that supporting the next generation of HR professionals strengthens not only individual careers but also the organizations and communities we serve.
Do you know an emerging HR professional who could benefit from this opportunity? Encourage them to explore the program and learn more about the experiences available through the SHRM Foundation.
Learn More: https://www.shrm.org/foundation/scholarships-grants-awards/hr-tomorrow
Emerging HR Professionals
Hello!
Each year, LASHRM awards a $1,000 scholarship to a student pursuing a career in Human Resources or a related field. This scholarship recognizes students who demonstrate academic achievement, leadership, community involvement, and a passion for the HR profession.
If you're a college student interested in HR, this is a great opportunity to showcase your experiences and invest in your future.
📌 Application deadline: November 16, 2026
📌 Award amount: $1,000
📌 Recipients announced: December 2026
We encourage students from two-year and four-year programs to apply and share this opportunity with classmates, student organizations, and anyone pursuing a career in Human Resources.
I'm proud to be part of an organization that supports the next generation of HR professionals and helps students take the next step in their careers.
More to come soon but we are in the works of planning the fall Emerging HR Professionals Event. It will be on Monday, November 2nd at UWL in the evening. We are putting together another panel of amazing HR professionals. You won't want to miss it. Keep your eye out for more details soon!
Programming
Coming Next Month: AI Recruiting Isn’t Magic – It’s Math (and You’re Missing The Formula)
Join LASHRM on November 18, 2026 for AI Recruiting Isn’t Magic – It’s Math (and You’re Missing The Formula) presented by Katrina Kibben.
During this session, attendees will learn:
- Identify the essential data points AI systems require to improve recruiting outcomes.
- Evaluate how structured, accurate job descriptions enable automation throughout the recruiting lifecycle.
- Analyze and apply metrics that quantify the business impact of improving job descriptions.
Whether you are a seasoned HR leader or new to the profession, this program will provide practical insights you can immediately apply in your organization.
We look forward to seeing you there!
Sponsored Messaging | Express Employment
Find a Workplace That Aligns With Your Values
Provided by Adam Glahn, Owner of Express Employment Professionals of La Crosse, WI
Working in an environment that aligns your personal values with your profession can increase your sense of purpose, bring joy to your work and create cohesion in all areas of life. That’s why when considering a new role, weighing your personal values versus the company’s values is an important phase of researching the job and interviewing your potential employer.
Personal Values
A value is a belief a person acts upon, and personal values are guiding forces for behavior, decision-making and responding to challenges. To put a name to personal values, consider this list from author, researcher and professor Brené Brown. Your personal values may include anything from adventure to making a difference to financial stability.
Defining and living by your values is an individual experience. It can mean whatever is most relevant and authentic to you and your vision for your life. Introspection and considering questions like what inspires you and what you want for your life help uncover your personal values.
Strong personal values impact your professional life because they contribute to how you approach work, manage relationships and respond to conflict. Your values may determine the industries you’re willing to work in or the kind of work you want to do—or they may not.
Weighing your personal values against the values of a potential employer can reveal potential tension, cause you to reprioritize, or be an opportunity to branch out.
Company Values
Company values go by many names, like core values, organizational values, guiding principles or pillars. These encompass characteristics that guide an employer’s choices and set expectations for employees. Strong company values influence retention, hiring and recruiting, as many companies want to hire people who are willing to act in accordance with their values.
Similar to personal values, company values are customized to the business, based on the industry, mission, leaders’ beliefs and customer base. Company values may include:
· Excellence
· Integrity
· Humility
· Teamwork
· Transparency
Company values impact the people who work there because they outline expectations and contribute to the direction of the company.
How Personal Values and Company Values Can Align
Some companies place a greater emphasis on values than others, which is just one reason to have an idea of your personal values. If personal values are a priority for you, a company with strong values may be a better fit.
When your personal values align with a company’s values, expectations around decisions, communication and workplace conduct may feel clearer. That shared foundation can make it easier to find purpose in your work, build trust with peers and stay engaged when challenges arise.
However, a mismatch doesn’t always mean a role is the wrong fit. Varying values can help you clarify which are non-negotiable, which can be flexible and how this workplace could broaden your perspective. When considering working at a company, ask how the company puts its stated values into practice, so you can distinguish a manageable difference from a deal-breaker.
It isn’t feasible to expect that you can change a company’s values to better align with yours. The more realistic approach is to lead with your personal values and decide which are the most important to match at work. You may not find a complete match, so it’s critical to know where you’re willing to compromise.
What If Values Can’t Align?
If a company’s expectations require you to compromise a personal value, the disconnect may affect your well-being and ability to succeed in the role. Consider whether the disconnect can be resolved through a conversation, clearer boundaries or a different role within the organization. If there isn’t a resolution, it may be time to explore opportunities that offer a better long-term fit.
About Express Employment Professionals
At Express Employment Professionals, we’re in the business of people. From job seekers to client companies, Express helps people thrive and businesses grow. Our international network of franchises offers localized staffing solutions to the communities they serve across the U.S., Canada, South Africa, Australia and New Zealand, employing more than 11 million people globally since its inception. For more information, visit ExpressPros.com.
The La Crosse Express office is located at 2240 Rose St, La Crosse WI. Local businesses and applicants are encouraged to stop by, visit www.expresspros.com/Onalaska, or call 608-779-4252.
Sponsored Messaging | The Insurance Center
Beginning in 2026, the federal Dependent Care FSA exclusion increased from $5,000 to $7,500. This was great news for many families! The limit had not been adjusted for many years, and we all know the cost of full-time daycare can easily exceed $5,000. That was welcome news!
However, the bad news is that it was recently brought to taxpayers’ attention that Wisconsin has not adopted this change. The Wisconsin Department of Revenue confirmed in Tax Bulletin 234, dated July 2, 2026, that the Wisconsin exclusion remains at $5,000 ($2,500 for married individuals filing separately).
What does this mean for Wisconsin taxpayers?
Any Dependent Care FSA contributions above $5,000 are tax-free for federal purposes but remain taxable in Wisconsin. Employers should include the excess amount in Wisconsin wages reported in Box 16 of Form W-2 and withhold applicable Wisconsin income tax.
Wisconsin Assembly Bill 870 proposed adopting the $7,500 limit for 2026. Although the bill passed the Assembly, it did not advance through the Senate before the legislative session ended. As a result, we do not anticipate further action until the Legislature convenes in January. The timing of any potential change—and whether it would apply retroactively to 2026—remains uncertain.
As groups prepare for January open enrollment, employers should be aware of the difference between federal and Wisconsin tax treatment when communicating Dependent Care FSA limits to employees.
Fun fact: Wisconsin is one of three states identified as retaining the $5,000 dependent care exclusion for 2026, along with California and Arkansas. Illinois, Louisiana, and Oregon follow the federal $7,500 limit. Employers with employees in multiple states should confirm applicable state tax treatment with their payroll provider.
Sponsored Messaging | Trust Point
Why Employers Are Investing in Financial Wellness Programs
Financial Wellness Is a Business Strategy — Not Just a Benefit
Financial wellness is increasingly recognized as a business strategy — not simply an employee benefit. When employees experience financial stress, it affects more than peace of mind. It can influence mental health, physical well-being, and workplace performance.
Recent research shows that more than four in ten U.S. adults say money negatively affects their mental health. Employees experiencing financial strain are significantly more likely to miss work, arrive late, or feel distracted during the workday. In other words, financial stress doesn’t stay at home — it follows employees into the workplace.
Forward-thinking employers are paying attention.
Organizations increasingly recognize that financial wellness directly influences productivity, recruitment, and retention. In today’s competitive talent environment, benefits that reduce financial confusion, simplify decisions, and support multiple goals from one coordinated strategy are no longer “nice to have.” They’re expected.
What’s Driving Financial Stress?
Income plays a role, but it’s only part of the picture. Research consistently shows a connection between earnings and overall well-being. Even modest increases in income can meaningfully improve long-term health outcomes.
Yet financial strain is often less about income level and more about flexibility. The ability to handle an emergency expense. The capacity to save for retirement. Managing debt without feeling overwhelmed.
Today, many workers carry significant non-mortgage debt — particularly credit card balances — which can make it difficult to prioritize long-term savings. When short-term pressures dominate, retirement planning often takes a back seat.
That’s where employers can make a meaningful difference.
A More Proactive Approach to Financial Guidance
Historically, many organizations offered access to retirement plan resources but relied on employees to seek them out. Increasingly, employers are taking a more proactive approach.
Financial wellness programs today often include:
- Educational workshops and webinars
- One-on-one guidance sessions
- Tools that clarify trade-offs and priorities
- Support tailored to different life stages
And this isn’t limited to large corporations. Small and midsize employers are also investing in financial guidance as part of a broader, holistic approach to employee well-being — alongside mental, physical, and social wellness initiatives.
Looking ahead, integrated coaching and financial support are likely to become standard components of competitive benefits packages.
Customization Matters
Employees aren’t one-size-fits-all — and their financial strategies shouldn’t be either.
A 25-year-old paying off student loans faces very different priorities than a 45-year-old balancing college savings and retirement contributions, or a 60-year-old preparing for income distribution.
Effective financial wellness solutions help employees answer a critical question: Where should my next dollar go?
Modern benefits strategies are expanding beyond traditional retirement plans to include:
- Emergency savings programs
- Student loan repayment assistance
- Health savings accounts
- Education savings plans
- Disability savings options
Legislation like SECURE 2.0 has further accelerated this evolution, encouraging employers to modernize retirement offerings and better align them with real-world financial pressures.
When designed thoughtfully, these programs help employees manage short-term challenges while staying committed to long-term retirement security.
The Impact Employers See
Employers who implement emergency savings options often observe meaningful results. When employees can automatically set aside small amounts — even $10 to $50 per paycheck — savings accumulate steadily over time.
Accessible emergency savings reduce reliance on high-interest debt and provide flexibility during unexpected life events. That security builds confidence. And confidence translates into focus, engagement, and stability in the workplace.
Often, employees are surprised at how quickly consistent, small contributions grow. What begins as a simple payroll deduction becomes a tangible financial cushion.
A Fiduciary Perspective
At Trust Point, we believe financial wellness should be structured, strategic, and aligned with each organization’s goals. A well-designed retirement and financial wellness program strengthen not only individual outcomes but also the culture and long-term success of the business itself.
When employees feel financially secure, they’re better positioned to perform, grow, and contribute. And when employers invest in thoughtful financial guidance, they reinforce a message that resonates deeply: we care about your future.
Financial wellness isn’t just about reducing stress. It’s about building resilience — for your people and your organization.
Interested in more 401(k)-related information? Sign up to receive occasional newsletter, Retirement Point. Not interested in an occasional newsletter? We also have a short three-email educational series you can sign up for instead that features bonus resources to learn more about 401(k) plans for your employees and how we can you can help boost their retirement planning. Sign up HERE.
Sponsored Messaging | Boardman & Clark
When Does Travel Time Affect Compensability of Employee Meal Breaks?
Storm Larson & Brian Goodman - Boardman Clark Law Firm
A recent opinion letter captioned FLSA2026-11 from the federal Department of Labor (DOL) provides a helpful reminder on the compensability of break periods. Under state and federal law, breaks that are less than 30 minutes must generally be paid because these short breaks are deemed to be primarily for the benefit of the employer. To lawfully not pay an employee for a break, it must be completely duty free and at least 30 minutes in length.
The underlying facts of the opinion letter concerned a detention facility where employees received a 60-minute meal period. The DOL was asked to opine on whether an employer could lawfully require employees to use a portion of their 60-minute break period to travel a significant distance to the break area. By the time employees arrived at the area, they generally had about 45 minutes left for their break.
The DOL opined that the employer did not have to pay for the time spent walking to the break area because the employees still had over 30 minutes for their break times. However, it is likely that the DOL would have opined differently if the travel time took the employees below the 30-minute threshold for their breaks because they then would not have had at least 30 minutes to take a bona fide meal period.
This opinion letter is a helpful reminder to employers and especially those with large facilities where employees have to walk significant distances to get to a designated break area. Consultation with legal counsel is advisable in dealing with break periods because mistakes can be costly.
