President's Message

Affordable Childcare in Wisconsin: Why It Matters for Families and Employers

Across Wisconsin, many employers are trying to hire and keep good workers. One of the biggest challenges they face is the high cost and limited availability of childcare. This problem affects moms the most, because they are more likely to reduce their work hours or leave their jobs when childcare is too expensive or hard to find.

The need for childcare is huge. Most Wisconsin children under age five have parents in the workforce, but the state does not have enough childcare spots to meet the demand. Childcare is also very expensive—infant care in a center can cost almost $18,000 per year. For many families, especially single parents, that cost is difficult or impossible to afford.

These issues directly affect Wisconsin businesses. Many employers say that childcare shortages hurt the state’s economy, and most believe that helping employees with childcare improves retention. Wisconsin also has a major labor shortage, with far more job openings than unemployed people. Without reliable childcare, many parents, especially moms—cannot work full-time or stay in the workforce.

Some community leaders and organizations are stepping up to help. One example is The Parenting Place in La Crosse. They support families through education, childcare referrals, and workplace resources. Their new “Together We Can” Employer & Child Care Partnership Program helps local businesses connect with childcare providers to make care more accessible for employees. Employers who join the program may even receive up to 50% reimbursement when partnering with local childcare programs. This shared-cost model helps make childcare support more affordable for both businesses and families.

In the end, helping families access childcare is both a fairness issue and a smart business decision. When employers support childcare—through flexible schedules, cost-sharing programs, or partnerships with local providers, they help parents stay employed, reduce turnover, and attract more qualified workers. For Wisconsin’s economy, investing in childcare strengthens families and builds a stronger workforce for the future.

Back to top

Membership

By Amber Wierzba, SHRM-CP, Membership Director

We have added 3 students and 3 professional members this month – Signe Roesler (s), John Wertel (s), Rachel Gorman (s), Colleen Skemp (p), Cheryl Kamla (p) and Ian Walker (p).  Please join me in welcoming them to our community! 

Save the Date for our first Coffee Chat of 2026!
Friday, February 20th at 7:30 a.m.
Java Vino

Register HERE

Join us today!  Join LASHRM

Have questions? Reach out to [email protected] 

Back to top

SHRM Foundation

Your Path to SHRM26: Foundation Grants Can Make It Happen

Are you wanting to attend SHRM26 in Orlando, FL?

With 375+ sessions, SHRM26 delivers the insights, strategies, and skills you need—no matter your role, industry, or experience level. Whether you're mastering the fundamentals, exploring executive-level trends, or diving into the latest innovations reshaping the workplace, SHRM26 keeps you ahead of the curve.

Why Attend SHRM26?

Financial Assistance Available: SHRM Foundation Annual Conference Grants

Don't let budget constraints keep you from this valuable professional development opportunity! The SHRM Foundation offers grants to help HR professionals attend the Annual Conference & Expo.

Grant Options

Who Can Apply?

You're eligible if you meet ALL of these criteria:

Ready to take the next step in your HR career? Consider applying for a SHRM Foundation grant and join thousands of HR professionals in Orlando this June for an unforgettable learning experience at SHRM26!

Back to top

Continued Education

By Nicole Haugen SHRM-CP, Certification Director

Take the Next Step with a SHRM Certification

If you’re looking for an opportunity to grow your Human Resources career, earning a SHRM certification is more than just adding letters behind your name; it’s a bold step forward in your career. SHRM offers an HR certification backed by the world’s largest HR professional organization, and it’s built around what truly matters: the knowledge and behaviors needed to succeed in today’s workplace. With SHRM supporting over 100,000 employers and representing 140 million employees worldwide, this credential is widely recognized.

SHRM-certified professionals are recognized as leaders in the field. In fact, research from SHRM’s 2022 HR Careers study shows that certified professionals often earn 14–15% more than their peers and report greater career success overall. Many hiring managers list SHRM certification as a preferred qualification, and many credential holders say it played a key role in their promotions and career advancement.

For most professionals, the SHRM-CP is the first step. It’s designed for individuals working in HR or pursuing a career in HR management. If you’re already operating at a strategic level, the SHRM-SCP may be the right fit. Either way, the journey typically involves three to four months of focused preparation, which is an investment that can pay off for years to come.

The exam itself is manageable, with most finishing comfortably within the allotted time. With preparation and commitment, it’s absolutely achievable.

If you’ve been waiting for a sign to invest in yourself, this is it. A SHRM certification isn’t just about passing a test; it’s about stepping confidently into the next level of your professional future. The application window is currently open through May 26^th, 2026, with the upcoming testing window beginning May 1^st through July 15^th, 2026. Visit https://www.shrm.org/shop/certification#exam to apply.

If you have questions, please reach out to [email protected]

Back to top

Emerging HR Professionals

Save the date and mark your calendar to join us for this year's WI SHRM Student Summit to be held at the University of Wisconsin - Whitewater in Whitewater, WI on April 18, 2026.

Over the course of an exciting day, there will be guest speakers and educational sessions.

As future leaders and professionals, you are the next generation to shape the way businesses interact with their most valuable asset—their people. Whether you're a current HR student, considering a major switch, or just curious about a career in HR, the Student Summit will provide valuable insights and knowledge to help prepare you for your future in HR. We have a fantastic lineup of speakers and thought leaders who will share their expertise, offering you a look beyond academic perspectives and getting to the heart of real world application. 

Registration will be open soon to take full advantage of this opportunity to learn and network. Together, let’s explore how Human Resources is not just about hiring and managing employees, but about building a thriving, inclusive, and effective workplace for the future.

Questions or interested in volunteering at the event? Please contact:
Sarah Reuter, College Relations Director | [email protected]

Back to top

Programming

Mark Your Calendar: March Member Meeting

Join us on March 18th from 11:30 AM - 1:00 PM for an HR Legal Update you won't want to miss! Attorney Storm from Boardman Clark will provide a timely overview of the major employment law changes from the past year, covering developments in FMLA, ADA, arrest and conviction record discrimination, and more.

This interactive session goes beyond a standard legal update—Storm will present hypothetical scenarios to spark discussion and help you apply these legal developments to real-world HR situations. You'll walk away with practical insights on incorporating legal best practices into your daily work.

Meeting Details:

• Hybrid format available - attend in-person or virtually
• In-person location: Osteria Emilia, 501 Front St S, La Crosse
• Parking available behind the restaurant

Whether you're looking to stay current on compliance requirements or sharpen your approach to complex HR issues, this session offers valuable guidance for HR professionals at all levels.

Register Now to secure your spot!

Back to top

Sponsored Messaging | Express Employment

AI Skills to Add to Your Resume Right Now

By Adam Glahn, Owner of Express Employment Professionals of La Crosse, WI.

AI is no longer just a futuristic concept; it has become an essential skill set that can define your career. According to PwC's 2025 Global AI Jobs Barometer, professionals with AI expertise are experiencing an average wage premium of 56%, which is double the rate from just one year earlier. Amazon Web Services (AWS) reports nearly 92% of organizations plan to implement AI-powered solutions by 2028. Proficiency in AI is becoming one of the most valuable assets you can showcase on your resume.

So, which AI skills should you emphasize to maximize your career opportunities? Let’s break it down.

Generative AI Tools

Generative AI systems that create text, images, video or code are quickly becoming a staple in the workplace. What started in IT is spreading fast, with employers expecting adoption across sales, marketing, HR and finance in the coming years.

For job seekers, this shift is an opportunity. Showing you can work with tools like ChatGPT, Claude or MidJourney highlights your ability to automate repetitive tasks, spark creative ideas and speed up workflows. In a market where efficiency and innovation matter, those skills set you apart.

AI Data Analysis and Machine Learning

AI runs on data, and that’s exactly why it’s such a game-changer in the workplace. More employers want people who can take machine learning models, dig into complex datasets-and turn all that information into smarter decisions.

Think of it this way: if you can spot patterns others might miss, you’re not just crunching numbers—you’re helping shape strategy. That’s powerful.

Showcasing skills with tools like Python, TensorFlow or AWS SageMaker shows employers you’re ready to take raw data and transform it into insights they can act on.

AI-Enhanced Business Operations

AI isn’t just for tech teams anymore. Employers are looking for talent that can bring AI skills into sales, marketing, finance, operations and HR.

That means showcasing experience with AI-powered CRM tools, predictive analytics platforms or HR automation systems can go a long way. These skills show you know how to streamline processes and boost efficiency across different parts of the business—a value employers are eager to find.

Critical and Creative Thinking with AI

AI skills alone aren’t enough to stand out. Employers are looking for people who can pair technical know-how with critical and creative thinking.

That means showing how you use AI to support human judgment, not replace it. On your resume, highlight projects where you tapped AI to brainstorm fresh campaign ideas, guide smarter decisions or elevate customer experiences. These examples demonstrate that you can blend technology with insight—a combination that’s in high demand across industries.

AI Upskilling and Continuous Learning

The AI landscape is evolving fast, and employers value candidates who show a commitment to learning. Highlighting certifications from platforms like AWS or Coursera signals adaptability and readiness for the future.

Why These Skills Matter

·         Higher Paychecks: Workers with AI skills are earning premiums across industries, not just tech.

·         Job Growth: Despite fears of automation, AI-related roles continue to expand across highly automated fields.

·         Productivity Gains: AI drives efficiency, helping employers boost output and streamline operations.

In short, AI isn’t eliminating jobs, it’s reshaping them. Job seekers who embrace AI are becoming more valuable, not less.

How to Position AI Skills on Your Resume

·         Be Specific: Instead of “AI experience,” list tools such as AWS SageMaker, ChatGPT or Tableau AI.

·         Show Impact: Highlight outcomes, like using AI analytics to improve campaign performance.

·         Demonstrate Adaptability: Include certifications or ongoing training to show you’re keeping pace with evolving AI trends.

AI is transforming the workplace faster than any technology before it. Employers are struggling to find talent with the right skills and they are willing to pay a premium when they do. By strategically listing AI skills on your resume, you position yourself not just as a candidate but as a future-proof professional ready to thrive in the age of intelligent work.

If you’re looking for a job opportunity in 2026, Express can help.  

Express Employment Professionals has put more than 10 million people to work worldwide during our 40 years in the staffing industry. If you’re on the hunt for a new role, we can help. Contact your local Express office, download the ExpressJobs app from your mobile store, or fill out our online contact form to get started.

The La Crosse Express office is located at 2240 Rose St and serves Administrative, Industrial, and Professional hiring. Local businesses and applicants are encouraged to stop by, visit https://www.expresspros.com/Onalaska/  or call 608-779-4252 

Back to top

Sponsored Messaging | The Insurance Center

DOL Releases ERISA Enforcement Results for FY 2025

The U.S. Department of Labor’s Employee Benefits Security Administration (EBSA) released its ERISA enforcement results for fiscal year 2025. EBSA oversees about 2.8 million health plans, 837,000 private pension plans, and 521,000 other benefit plans, covering roughly 155 million workers, retirees, and dependents.

During FY 2025, EBSA recovered nearly $1.4 billion for plans and participants. It closed 878 civil investigations, with 63% leading to financial recovery or required fixes. EBSA also handled more than 27,000 No Surprises Act complaints, referred 75 cases for civil lawsuits, and closed 253 criminal investigations, resulting in 62 indictments and 45 convictions tied to employee benefit plans.

EBSA also continued to support employers through its compliance programs. The Voluntary Fiduciary Correction Program processed 797 submissions, while the Delinquent Filer Voluntary Compliance Program received 24,513 annual reports. The EFAST2 Help Desk answered more than 17,000 questions from plan filers.

More details on enforcement priorities and past results are available on EBSA’s enforcement webpage. enforcement webpage

Why This Matters to Employers

DOL audits matter because they focus on how employee health plans are run and whether they follow ERISA rules. Reviews often look at plan documents, claims handling, fees, mental health coverage, COBRA, and No Surprises Act requirements. When issues are found, employers may have to fix problems, repay participants, pay penalties, or defend claims.

For employers, these audits highlight the need for clear plan documents, accurate filings, good vendor oversight, and ongoing compliance. Staying organized and addressing issues early can reduce risk, control costs, and help protect both the employer and plan participants. Questions? Reach out to your Benefits Consultant or your Team at The Insurance Center. 

Back to top

Sponsored Messaging | The Alliance

On Wisconsin Healthcare: Let’s stop pointing fingers and fix our healthcare problem together

Recently, I have asked my colleagues in the healthcare delivery sector to think about the legacy we, as a society, are leaving for our children and grandchildren when it comes to healthcare. Personally, I think about my sons, Aaron, Evan, and Nolan. And I think about their children and the healthcare system they’ll inherit.

We can all agree healthcare is too expensive everywhere in this country. Employers, providers, patients, and advisors all feel the strain of a healthcare system that is unsustainable. We are paying more yet receiving less value. That equation doesn’t work for any of us, and the trajectory is even worse for the next generation. 

For decades, healthcare costs have risen faster than wages or business growth. According to the U.S. Bureau of Labor Statistics, healthcare inflation has risen faster than general inflation since 1952. This means that in the 1950s, one out of every twenty dollars spent in the U.S. went toward healthcare. Today, it is nearly one out of every five dollars. 

It is well documented and more often discussed that the U.S. spends far more per person on healthcare than other wealthy nations, and healthcare accounts for a significantly larger share of the U.S. economy compared to its peers. 

It’s time to work together to bend that trend together. With the key word in this phrase being “together” as we aim to help one another. 

In healthcare, it’s easy to point fingers, arguing that one part of the system is the problem or that things would improve if another part changed its perspective. After working in the healthcare space for many years, I can tell you finger pointing hasn’t got us very far. 

Real change will only happen when we first seek to understand, when we come together and listen, identify the shortcomings in the existing model, and create solutions together that solve each of our concerns. Collaboration opens doors to new perspectives and innovative solutions, and it’s through these partnerships that real action becomes possible. 

The massive complexity of the current healthcare model and its shortcomings make the only relevant question quite simple: who is going to be bold enough to make dramatic changes, not just incremental improvements, to the way healthcare works in this country? We need leaders to join us and be catalysts for change. 

These leaders, whether an employer, doctor or other practitioner, administrator, advisor, or patient, won’t have all the answers, but we need to be willing to work together. 

In the past few years, I’ve seen some positive momentum, as those in the healthcare space are:

●     Focusing on value, not just price

●     Expanding access to providers who deliver better outcomes at a lower cost

●     Giving employers the data and insights they need to make informed decisions

●     Aligning incentives so that doing the right thing, whether for the patient or for the business, is also financially sustainable for providers

These are important shifts that can drive down the cost of healthcare without sacrificing quality. It’s a good start. But now is the time to accelerate our shared efforts. 

As we have all witnessed, without action, prices will continue to increase year over year. 

According to Mercer, employers are already expecting total health benefit costs per employee to rise by an average of 6.5% in 2026, the highest rate since 2010. Unfortunately, many of us have become numb to these realities. 

We cannot in good conscience leave this problem for another generation to fix what we’ve broken. We must be bold. We must collaborate. We must innovate. And together, we must make healthcare work better for employers, employees, providers, and our communities.

Right now, the legacy we are handing the next generation is a set of problems they didn’t create, rising medical costs, uneven access to care, and a system that prioritizes volume over value. That isn’t acceptable. 

We can fix this together. 

Let’s amplify ideas and solutions that are working, work to connect people on different ends of the system, and create an environment where experimentation is encouraged and success is shared. 

Together, we can build a healthcare system that delivers real value; not just for us, but for generations to come. 

Curt Kubiak is the President and CEO of The Alliance, a not-for-profit cooperative that helps employers save money on their healthcare spend. After an early career in the manufacturing sector, Kubiak has spent nearly two decades as an executive in the healthcare industry in Wisconsin. You can contact him at [email protected].

Back to top

Sponsored Messaging | Trust Point

Most Workers 55+ Are Behind on Retirement — How Employers Can Help Bridge the Gap

A recent study from the Institutional Retirement Income Council (IRIC) has brought renewed attention to an issue many plan sponsors are already seeing firsthand: A significant portion of Americans nearing retirement are simply not financially prepared.

According to the research, nearly half of workers aged 55 to 64 have no retirement savings. And for those who do, the median account balance is just $202,000—far below what’s typically needed to fund a secure retirement.

This growing gap in retirement readiness presents challenges not only for employees, but also for employers striving to support their workforce and manage long-term planning.

At Trust Point, we work with organizations every day to strengthen their retirement plans and improve outcomes for participants. And while there’s no single solution, there are several ways employers can help employees close the gap and feel more confident about their future.

The Data Behind the Concern

IRIC’s findings highlight several key areas of concern for employees approaching retirement:

• 46% of workers ages 55–64 have no retirement savings.
• Among those with savings, the median balance is $202,000.
• Only 38% fully understand how and when to claim Social Security benefits.
• Many underestimate healthcare costs, which can total $315,000 or more in retirement.

These financial blind spots can lead to delayed retirements, increased workplace stress, and greater strain on benefit programs—ultimately impacting both employees and employers.

What Employers Can Do to Help

Employers play a key role in guiding employees toward better outcomes. By incorporating a few targeted strategies, plan sponsors can make a meaningful difference:

1. Offer Tailored Education for Near-Retirees

Workshops or communications designed for employees age 50+ can focus on critical topics like retirement income planning, Social Security, RMDs, and Medicare.

2. Highlight Catch-Up Contributions

Ensure older participants are aware of their ability to contribute more—especially with new SECURE 2.0 enhancements coming into effect.

3. Incorporate Healthcare Cost Planning

Support employees in understanding the potential long-term costs of healthcare in retirement—and how they can plan for it now.

4. Provide Retirement Income Planning Tools

Tools that project retirement income, model withdrawal strategies, or help estimate gaps can empower participants to make informed decisions.

5. Encourage Early and Ongoing Engagement

The earlier employees engage with their plan and available resources, the better positioned they’ll be to retire on their own terms.

Creating a More Confident Retirement Journey

We believe a well-designed retirement plan should go beyond compliance—it should give employees clarity, confidence, and control over their financial future. And that starts with thoughtful guidance from a trusted partner. If you’re looking for ways to enhance your retirement plan and better support your employees as they prepare for life after work, our team is here to help. At Trust Point, we take pride in helping organizations build stronger plans—and helping people retire with confidence.

Let’s Talk

Connect with our Retirement Plan Services team to explore personalized strategies for improving participant outcomes and strengthening your plan’s long-term impact.

Sources:

Institutional Retirement Income Council (IRIC), “IRIC Issues Guidance on Helping Near Retirees Prepare for Retirement,” May 27, 2025. plansponsor.com

Employee Benefit Research Institute (EBRI), 2024 Retirement Confidence Survey Highlights.

Fidelity, Health Care Costs for Retirees, 2024 Estimate.

Social Security Administration, Understanding the Benefits, 2024.

Back to top

Sponsored Messaging | Boardman & Clark

Understanding Travel Time under the FMLA

Storm Larson, Brian Goodman, and Emmerson Mirus – Boardman Clark Law Firm

The federal Family and Medical Leave Act (FMLA) gives eligible employees job-protected leave to care for their own serious health condition or to care for an eligible family member with a serious health condition. This leave can be taken continuously or in smaller blocks of time, such as a few hours to attend a medical appointment. The federal Department of Labor (DOL) which enforces the FMLA recently issued guidance which explains that when an employee takes intermittent leave to travel to an appointment, the travel time spent between work and the appointment is also covered under the FMLA. Thus, employers may not penalize an employee who needs to travel--even a significant distance--to attend a medical appointment or take a family member to an appointment.

The medical certification that an employee turns in ahead of taking the leave should specifically identify the frequency and duration of the leave so that employers can anticipate when an employee will need to be away from work based on an FMLA-qualifying event. If an employer suspects that an employee is taking detours unrelated to the purpose of the medical leave, an employer may be able to count some of the time as an unapproved absence.

The FMLA can raise challenges for even seasoned HR professionals. Following all the technical rules is important. It is equally important to avoid jumping to conclusions when a potential leave appears to be excessive. FMLA fraud is hard to prove. Communicate clearly with the employee and request more information when legally permissible. Denying FMLA or considering termination should be done in consultation with legal counsel. 

Back to top