JANUARY 2017

Exclusively for MRA members

Download this issue at mranet.org

What’s Next for FLSA Compliance? 1

Labor Relations Under the Trump Administration 2

The Key to Good Decision-Making: Custom Research 6

The HR and Employment Law Whirlwind: 2016 in Review page 4

January 2017

Letter From the EditorDebra DorganDebra.Dorgan@mranet.org

We cannot change the direction of the wind, but we can adjust our sails to reach our goals. That is why, as we launch into 2017, we take a moment to look back at 2016. And what a year it was! In our cover article, Kathy Helmke sums up the top HR and employment law events of the year, while other

pieces in this issue consider some of the ramifications of those events. See Laurie Greenlees’ article on practical considerations with regard to the FLSA, page 1, and Scott Paulsen’s take on labor and the law, page 2.

Wherever you wish to go, and whatever you wish to achieve in 2017, we at MRA wish you all the very best and we thank you for letting us share the journey!

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OUR MISSIONOur mission is to maximize performance of organizations and employees so that business thrives.

OUR PURPOSEWe achieve our mission through knowledge transfer— the delivery of HR expertise through a wide range of membership benefits.

The HR Digest is distributed monthly by MRA—The Management Association as a benefit of MRA membership. Back issues are available to members online at www.mranet.org. Reproduce content as many times as you wish for the benefit of your management team or employees. Please notify Debra Dorgan at 763.253.9730 or Debra.Dorgan@mranet.org. If reproduction is electronic, please include a link to www.mranet.org.

www.mranet.org 800.488.4845Iowa/Western Illinois 3800 Avenue of the Cities, Suite 100Moline, IL 61265309.764.8354

Illinois625 North Court, Suite 300Palatine, IL 60067847.963.9860

1January 2017 I 1www.mranet.org I 1.800.488.4845

By Laurie GreenleesManager, HR Hotline/

HR Business PartnerLaurie.Greenless@mranet.org

EMPLOYERS ARE WELL AWARE THAT THE CHANGES TO THE FLSA “SALARY THRESHOLD” WERE ALL THE HYPE IN 2015 AND 2016. On

November 22, 2016, a Texas federal judge issued a preliminary nationwide injunction for all employers, blocking the U.S. Department of Labor (DOL) from implementing the new exemption rule. In response, on December 1, 2016, the Department of Justice, on behalf of the DOL, filed a notice with the U.S. Circuit Court of Appeals for the Fifth Circuit to appeal the preliminary injunction. While employers continue to wait for a final decision as we head into 2017, evaluating actual job duties and updating job descriptions should remain a priority.

With all eyes on the salary threshold in recent years, many employers have been remiss in assessing exemption status on all three criteria required by the DOL. In order for positions to be classified as exempt from overtime, they generally must meet all three of the following:

• Employees must be paid on a salary basis;

• Employees’ salary must meet the minimum threshold; and

• Duties performed by the employees must meet one of the “white collar” duties tests (Executive, Administrative, Professional, Computer & Outside Sales Employees).

In May 2016, after the new salary threshold was announced ($913 per week; $47,476 annually for a full-year worker), many employers worked feverishly to audit positions that did not meet the new threshold, and to create an action plan for compliance. Regardless of what happens to the salary threshold in 2017 based on actions taken by Congress and the new Trump administration, employers should continue to assess their positions to ensure they qualify as exempt based on one or more of the duties tests. This process can be difficult to tackle, since job titles and even job

descriptions alone do not determine exemption status. Knowing the actual duties performed by the employee and the percent of time spent on these duties is critical in assessing exemption status.

Only time will tell what changes to the FLSA will be forthcoming under the Trump administration. However, we can count on some things to remain the same: with respect to exempt classification, the burden of proof lies with the employer, and the DOL considers non-exempt classification as the default. Time spent auditing duties for exempt classification compliance will be time well spent in 2017.

What’s Next for FLSA Compliance?

With all eyes on the salary threshold in recent years, many employers have been remiss in assessing exemption status on all three criteria required by the DOL.

2 I January 2017 www.mranet.org I 1.800.488.4845

AFTER AN INCREDIBLY LONG AND BRUTAL ELECTION CAMPAIGN THAT MADE MOST UNION ELECTIONS AND LABOR DISPUTES LOOK CIVILIZED,

Donald Trump will become our nation’s 45th president in January. MRA members, with and without unions, are understandably asking what this historic election means to the future of labor relations.

Is this new administration, with majorities in both the House and Senate, the final nail in the coffin of the labor movement that is already down to representing about seven percent of the private sector workforce? Will the National Labor Relations Board (NLRB) be reined in? Will the National Labor Relations Act (NLRA) be amended to provide nationwide right-to-work? Will the numerous executive orders of the Obama administration impacting labor and employee relations be repealed? Or, will it essentially be business as usual with new political appointees at the NLRB, Department of Labor, and other federal agencies?

While President-elect Trump was overwhelmingly rejected (at least publicly) by the heads of labor organizations in the election campaign, he received broad support from workers resulting in victories in the so-called “rust belt” states of Ohio, Michigan, Pennsylvania, and Wisconsin. Given this support from workers, it would seem that the new administration will not be quick to pursue changes that appear to be anti-worker. Rather, the focus will likely be on trade and immigration policies, health care, and regulations on business (e.g., the EPA) that negatively impact employment and the pocketbook of workers. We will have to wait to see what changes will occur with this new administration, but significant changes will probably occur in the following areas:

THE FEDERAL JUDICIARYThe new President gets to fill all vacant federal judgeships, subject to Senate confirmation. The most notable vacancy is on the U.S. Supreme Court, the seat held by the late Antonin Scalia known for his conservative views. Just shortly after Scalia’s death an important decision came to the Court on whether public sector unions could require employees in a bargaining unit who did not join the union to make “fair share” payments to the union. The high Court upheld the lower court’s decision supporting the union position. Most

Labor Relations Under the Trump Administration

Court observers believe that the decision would have been different if Scalia were still alive, suggesting the result could have dealt a devastating blow to unions in lost revenue. This issue of required union fees and other key labor decisions are expected to make their way through the federal court system in the next few years. Federal judges are appointed for life and, thus, conservative interpretations on labor issues will remain for many years. For example, a recent federal court decision in Texas prevented the Labor Department from implementing broad new rules on requiring employers and their outside advisors to file detailed and public reports on any activity that might be considered “persuader activity” in dealing with employees and their rights under the NLRA.

FEDERAL AGENCIESThe new President also gets to make many key policy appointments throughout all federal agencies, including the Department of Labor with all of its various divisions such as wage and hour and labor-management reporting. These key appointments will make a big difference in how existing policies and rules will be enforced and what future policies and rules will be initiated in these agencies. The most important agency impacting labor relations is the NLRB. The Board is normally comprised of five members, nominated by the President and confirmed by the Senate. President-elect Trump will fill the two current vacancies on the Board, thus, making a Republican majority. It is widely expected that this new majority will revisit and overturn some of the controversial decisions and rules made by the Board in recent years, such as:

• “Ambush” election procedures;

• Micro bargaining units;

• Joint employer and independent contractor status;

• Employee use of employer email systems and other property for union organizing and other Section 7 rights;

• The scope of information that must be provided to a union; and

• The scope of Section 7 “protected concerted activity” rights when examining employee behavior for possible disciplinary action and reviewing employer policies and rules.

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EXECUTIVE ORDERSCritics of President Obama point out that he was quick to use executive orders to achieve his policy objectives rather than following the legislative process and dealing with opponents. These executive orders impact a variety of labor relations issues, such as overtime policies and sick leave requirements for federal contractors (despite the existence of a collective bargaining agreement). The President-elect promised during the campaign that he would undo many of these executive orders early in his administration.

In addition to the legal, legislative, and administrative agency changes that may result from the new President and his administration, it will also be interesting to see what impact, if any, this election will have on the attitude of employers, employees, and unions on organizing efforts and collective bargaining. For example, will employees be less interested in voting for a union and more apt to seek decertification of existing unions they see as out of touch with their views on

By Scott PaulsenLabor Relations Director

Scott.Paulsen@mranet.org

political candidates and policies such as trade, immigration, and health care? Will unions feel the need to pursue a more aggressive approach in bargaining to justify their existence? Will employers become more aggressive with unions in demanding changes to bargaining agreements that will permit them to keep operations and jobs in the United States? Or, perhaps all parties will be more willing to find common ground in trying to improve employment and compensation gains under the “Make America Great Again” message of the new administration.

Your MRA labor relations staff will keep you advised of significant developments in labor relations under the new administration and welcomes your questions and inquiries on how we may assist in your labor relations projects.

LABOR& the Trump Administration

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The HR and Employment Law Whirlwind: 2016 in Review COVER

STORYHERE IS A SUMMARY OF KEY FEDERAL, STATE AND LOCAL EMPLOYMENT LAW DEVELOPMENTS of 2016, including many that are currently being

challenged or may be changed. MRA is monitoring all of these issues for changes and will provide updates as they become available.

FEDERALBenefitsFamily and Medical Leave Act: In April, the U.S. Department of Labor (DOL) updated the FMLA’s General Notice form and published a guide for employers regarding their obligations under the FMLA and options available for administering FMLA leave. The guide is organized in order of events from an employee’s leave request to restoration of the employee to the same or equivalent job at the end of the leave. It also includes a topical index. President–elect Trump has proposed providing six weeks of paid maternity leave to new mothers.

MRA Quick Tip: MRA’s FMLA Toolkit, located in MRA’s HR Resource Center, contains articles, checklists, and links to assist you in administering FMLA leave.

Health Care Reform: In November, the Internal Revenue Service (IRS) issued Notice 2016-70 extending the due date to distribute Forms 1095-B, Health Coverage, and 1095-C, Employer-Provided Health Insurance Offer and Coverage to employees from January 31, 2017, to March 2, 2017. Whether proposed changes to the ACA will impact employer reporting and plan design options is unknown at this time.

MRA Quick Tip: MRA’s Health Care Reform Toolkit, located in MRA’s HR Resource Center, provides documents and tips to assist you in staying current and in compliance with the ACA.

Wellness Programs: In May, the U.S. Equal Employment Opportunity Commission (EEOC) issued final rules that describe how Title I of the Americans with Disabilities Act (ADA) and Title II of the Genetic Information Nondiscrimination Act (GINA) apply to wellness programs offered by employers that request health information from employees and their spouses. The final rules were effective beginning on January 1, 2017 and apply to all workplace wellness programs, including those in which employees or their family members may participate without also enrolling in a particular health plan.

MRA Quick Tip: MRA’s HR Resource Center, including the ADA Toolkit, contains articles and documents to assist you in complying with the ADA’s and GINA’s requirements.

DiscriminationADA: In May, the EEOC issued guidance on the use of leave as a reasonable accommodation under the ADA. The guidance provides four areas of insight for employers when assessing whether to grant paid or unpaid leave as a reasonable accommodation: employers (1) may assess whether the leave would cause an undue hardship for the employer; (2) should engage in the interactive process; (3) may obtain documentation from medical providers to determine if a leave is a reasonable accommodation, and (4) should know that so-called “100% healed” policies violate the ADA.

MRA Quick Tip: Train managers to refer questions about reasonable accommodations to HR. Also, while an employee is on FMLA leave, you may assess whether extending the employee’s leave following the end of FMLA would create an undue hardship. Finally, thoroughly document all discussions made during the interactive process.

National Origin: In November, the EEOC issued guidance on harassment and discrimination based on national origin, updating the EEOC’s earlier interpretation of the law on this topic. The EEOC noted that harassment based on national origin can take various forms, including ethnic slurs, ridicule, intimidation, workplace graffiti, physical violence, or other offensive conduct directed toward an individual because of his birthplace, ethnicity, culture, language, dress, or accent.

MRA Quick Tip: MRA’s HR Resource Center contains a sample harassment prevention policy, checklists, and other tools to assist you in preventing workplace harassment and discrimination.

Pay Equity: In July, the EEOC published its revised proposal to collect summary pay data by race, ethnicity, and sex from employers that already file the EEO-1 report. According to the EEOC, collecting pay data will enable both the EEOC and the Office of Federal Contract Compliance Programs (OFCCP) to more effectively tackle pay discrimination.

Fair Labor Standards ActIn November, a federal court in Texas issued a preliminary nationwide injunction for all employers blocking the Department of Labor (DOL) from implementing the new

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By Kathryn HelmkeHR Government Affairs DirectorKathryn.Helmke@mranet.org

FLSA overtime rule, which would have increased the salary threshold from $455 to $913 per week. In December, the U.S. Circuit Court of Appeals for the Fifth Circuit granted the DOL’s request to fast-track its appeal of the injunction. However, the Court will not hear arguments until after the presidential administration has changed.

MRA Quick Tip: While the salary level currently remains at $455 per week, employers should continue to update their job descriptions and ensure that their jobs meet one or more of the FLSA’s “white collar” duties tests. Also, MRA’s FLSA Toolkit, located in MRA’s HR Resource Center, contains documents, checklists, and helpful information about the FLSA to ensure you are in compliance.

Labor RelationsPersuader Rule: In June, a federal district court in Texas issued a nationwide preliminary injunction preventing the Department of Labor (DOL) from implementing and enforcing the persuader rule that was to be effective on July 1, 2016. In November, the court issued a permanent injunction blocking the DOL from enforcing the rule.

MRA Quick Tip: Employers may follow the existing financial and other reporting requirements. MRA’s Unions – Labor Relations Toolkit, located in MRA’s HR Resource Center, contains information about the basics of union organization, union-free considerations, current trends in collective bargaining negotiations, and news from the National Labor Relations Board.

Federal Contractors and Subcontractors:Pay Transparency: Effective January 11, 2016, federal contractors and subcontractors were prohibited from taking adverse employment actions against employees or applicants because they discussed their pay or the pay of their co-workers.

Paid Sick Leave: In September, the DOL issued the final rule requiring federal contractors to provide up to seven days of paid sick time per year to their employees. The rule applies to all covered contracts issued or awarded on or after January 1, 2017.

MRA Quick Tip: MRA’s HR Resource Center contains helpful tips and documents on federal contractor issues.

Occupational Safety and Health AdministrationIn May, the Occupational Safety and Health Administration (OSHA) issued a final rule to update injury and illness data collection. The new law, effective January 1, 2017, requires employers in certain industries to electronically submit injury and illness data to OSHA that they already required to keep under existing OSHA regulations. The rule’s anti-retaliation provisions were

slated to become effective on August 10, 2016, but were ultimately delayed until December 1, pending a court’s consideration of an injunction to prohibit their implementation. In November, the federal court denied the motion for the injunction, thus affirming the December 1, 2016 effective date.

MRA Quick Tip: Some employers had interpreted the anti-retaliation provisions to mean that employers could not require employees to undergo routine, post-accident drug and alcohol testing. The rule does permit employers to conduct post-accident drug and alcohol testing, but only if they suspect drugs or alcohol were involved.

STATE AND LOCAL LAWSIllinoisChild Bereavement Leave Act: Effective July 29, 2016, Illinois became the second U.S. state to require private employers to provide bereavement leave to employees for the death of a child. The law requires employers with 50 or more employees (those subject to the Family and Medical Leave Act) to permit employees to use a maximum of 10 work days of unpaid bereavement leave to: (1) attend the funeral or alternative to a funeral of a child; (2) make arrangements necessitated by the death of the child; or (3) grieve the death of the child. If an employee experiences the death of more than one child in a 12 month period, up to six weeks of unpaid leave may be taken.

Freedom to Work Act: Effective January 1, 2017, employers may not enter into a covenant not to compete with any low-wage employee of the employer.

Employee Sick Leave Act: Effective January 1, 2017, employees may use personal sick leave benefits provided by the employer for absences due to an illness, injury, or medical appointment of the employee’s child, spouse, sibling, parent, parent-in-law, grandchild, grandparent, or stepparent, for reasonable periods of time as the employee’s attendance may be necessary, on the same terms upon which the employee is able to use sick leave benefits for the employee’s own illness or injury.

Mandatory Paid Sick Leave: In June, the Chicago City Council enacted a new ordinance that will require employers to provide paid sick leave to their employees who work in the City of Chicago. The new law, effective July 1, 2017, covers employers that maintain a business facility within the

CONTINUED ON PAGE 8 >

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By Michael J. Kopczynski Senior Survey Analyst

Mike.Kopczynski@mranet.org

The Key to Good Decision-Making: Custom Research

DATA STREAMS THROUGH EVERY ASPECT OF DAILY LIFE: from phones, credit cards, televisions, and computers; to the infrastructure of cities, sensor-

equipped buildings, trains, buses, planes, bridges, and factories. Data is everywhere, and people are asking questions about what we are doing with the data. Is this data collection necessary? In the business world, the answer is a resounding ‘Yes!’

Making informed decisions is crucial to a sound business strategy. One of the most important things you can do is to make sure your decisions align with your customers, or consumers in general. In fact, asking questions and researching answers or recommendations is essential for making informed, major, and even less consequential business decisions. Depending upon your objective, the fact-finding process may include industry research, market research, or user research. In order to align your business plan with the right customers, you must know the right questions, and know when and how to ask them to obtain relevant data.

Likewise, what you do with the data is critically important. Sharing results, action planning around results, and reporting on actions taken bring data gathering and research full circle.

How can you make sure your research is focused on the data you need?

A simple, yet thorough, research process includes these steps:

1. Clearly articulate the goals of your research.

2. Develop a set of carefully designed questions that address your specific issues in order to elicit the data which will move your research forward.

3. Identify you target audience—determine who has the information you are looking for.

4. Distribute the questionnaire to your target audience.

5. Carefully analyze the data obtained, and eliminate subjectivity from your interpretations. Ensure the conclusions are unbiased.

6. Determine an action plan focused on key opportunities represented by the results.

7. Communicate with stakeholders—whether employees or external customers—any actions taken as a result of the findings.

8. Perform follow up research on a schedule that is meaningful for your objectives, such as ongoing, sustainable, continuous improvements.

Here are a few tips for writing effective questions:

• Speak the language of your audience: avoid technical terms or jargon.

• Keep it simple: ask about one idea at a time.

• Balance not bias: keep the tone of your survey balanced and even-handed and avoid leading questions.

Research done well via custom compensation studies, customer feedback surveys, competitive intelligence, or other business methods equips your organization to compete. In this information-driven world where data streams from all directions, consider how properly scoped and designed custom surveys can help your organization make more informed business decisions.

MRA offers custom research—from questionnaire consultation and programming through reports and in-person presentation. We’re experts in scoping projects to meet your objectives, timing, and budget parameters. To find out more about MRA’s custom research capabilities, please contact MRA at:

800.488.4845 x3508

surveys@mranet.org

www.mranet.org/surveys

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SurveysWe want your input!

Questionnaires Now Open:

TURNOVER SURVEYNATIONAL EXECUTIVE COMPENSATION SURVEY

Recently Published Survey Reports:

NATIONAL BUSINESS TRENDS SURVEYNATIONAL WAGE & SALARY SURVEY

Interested in participating? Need to purchase a survey? Contact MRA’s Survey Department:

800.488.4845 x3508

surveys@mranet.org

www.mranet.org/surveys

INTRODUCING MRA’S

INDUSTRIAL & PRODUCTION

TRADES SURVEY!Watch for an invite in late January.

InfoNowHeard It On The Hotline

Can an employee make contributions to a Health Savings Account (HSA) and to a Flexible Spending Account (FSA) at the same time?

Generally, federal regulations do not allow employees and/or their spouses to make contributions to both HSA’s and FSA’s in the same plan year, even if different employers are involved. However, there are several exceptions to these rules:

1. If an employee had an FSA at a previous employer, and moves to a new employer which provides an HSA, the employee may contribute to the HSA through the end of the year.

2. Contributions can be made to both plans if the FSA is a Dependent Care Plan.

3. Contributions may be made to both plans if the FSA is a Limited Purpose FSA (which cover dental, vision, and other eligible expenses but not healthcare and prescription drugs). A Limited Purpose FSA is a useful alternative many employers offer to help employees stretch their pre-tax dollars applied to both healthcare and other qualified expenses.

Practice Tip: Make sure you advise new employees signing up for benefits about the effect spousal contributions to FSA’s and HSA’s may have on their own contribution options, and cover this issue annually at open enrollment.

QA

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HR and Employment Law in 2016CONTINUED FROM PAGE 5City of Chicago and/or are required to obtain a business license to operate in the city.

In September, Cook County enacted a new ordinance requiring all employers with at least one employee to provide paid sick leave to their employees who work within the County. The new law is effective July 1, 2017.

Minimum Wage: On July 1, 2016, Chicago’s minimum wage increased to $10.50 per hour ($5.95 for tipped employees), and will increase to $11 in 2017, $12 in 2018 and $13 in 2019. All businesses operating within Chicago and/or that employ persons working within Chicago are required to comply.

IowaMinimum Wage: On September 12, 2016, the Linn County Board of Supervisors approved an ordinance increasing the minimum wage in Linn County. The minimum wage will be raised as follows: $8.25 as of January 1, 2017; $9.25 as of January 1, 2018; $10.25 as of January 1, 2019.

Also, Johnson County implemented its final installments to increase the minimum wage in that county, per their 2015 ordinance. The installments were as follows: November 1, 2015 - April 30, 2016: $8.20 per hour; May 1, 2016 - December 31, 2016: $9.15 per hour; January 1, 2017 - June 30, 2018: $10.10 per hour.

MinnesotaMandatory Paid Sick and Safe Time: In May, the Minneapolis City Council enacted a new ordinance that will require employers to provide paid sick and safe time to their employees who work in the City of Minneapolis. The new law, effective July 1, 2017, covers employers with six or more employees and requires an employer to provide paid sick and safe time to any employee who works within the geographic boundaries of the City of Minneapolis, regardless of where the employer is located.

In September, the St. Paul City Council enacted a new ordinance that will require employers to provide paid sick and safe time to their employees who work in the City of St. Paul. The new law covers employers with employees who work within the geographic boundaries of the City of St. Paul, regardless of where the employer is located, and is effective July 1, 2017 for employers with 24 or more employees and January 1, 2018 for employers with 23 or fewer employees.

Medical Marijuana: In December, “post-traumatic stress disorder” (PTSD) was added to the list of qualifying conditions for Minnesota’s medical cannabis (marijuana) program effective August 1, 2017.

MRA Quick Tip: A sample drug and alcohol policy that

includes medical marijuana language is available in MRA’s HR Resource Center. The sample policy may be modified to meet your needs.

Minimum Wage: As of August 1, 2016, Minnesota’s minimum wage rate increased accordingly: (1) large employers must pay at least $9.50 an hour (annual gross volume of sales made or business done of $500,000 or more); (2) small employers must pay at least $7.75 an hour (annual gross volume of sales made or business done of less than $500,000); (3) the training wage rate is $7.75 an hour (90-day training rate paid to employees who are younger than 20 years of age); and (4) the youth wage rate is $7.75 an hour (may be paid to employees younger than 18 years of age).

In September, the Minnesota Supreme Court issued an order providing that a proposed $15 minimum wage for Minneapolis would not be permitted on the November 2016 ballot for voter action. The Court determined that Minneapolis’ City Charter requires that such changes be enacted by ordinance rather than as an amendment to the city’s charter. According to City Council members, if the Council elects to take action on the city’s minimum wage, the earliest increase would be second quarter 2017.

WisconsinBone Marrow and Organ Donation Leave Act: Effective July 29, 2016, employers regulated under the Wisconsin Family and Medical Leave Act (WFMLA) must provide job-protected, unpaid leave of up to six weeks in a 12 month period to their employees for the purpose of donating organs (e.g., kidneys, partial livers, partial lungs, partial pancreas, partial intestine) or bone marrow.

MRA Quick Tip: MRA’s FMLA Toolkit, located in MRA’s HR Resource Center, contains a sample policy for bone marrow or organ donation leave. The FMLA Toolkit also contains policies and checklists to assist in you complying with FMLA.

Distracted Driver: Effective October 1, 2016, driving a motor vehicle while using a cellular or other wireless telephone in a highway maintenance or construction zone, except to report an emergency, is prohibited. The prohibition does not apply to the use of a voice-operated or hands-free device if the driver does not use his or her hands to operate the device, except to activate or deactivate a feature or function of the device.

Right-to-Work: In May, the Wisconsin Appeals Court reinstated Wisconsin’s right-to-work law. The Appellate Court’s decision means that Wisconsin’s right-to-work law, passed in 2015, remains in effect while the case makes its way through the courts. Ultimately, it is expected that the Wisconsin Supreme Court will decide the constitutionality of the law.

MRA Quick Tip: MRA’s Labor Relations Toolkit, located in MRA’s HR Resource Center, contains tips and documents on union issues.

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New MembersMRA extends a warm welcome to our newest members!Bimm Ridder SportswearGary FickenPresidentCedar Rapids, IA

Carrier Access, Inc. Peggy CasstevensDirector - Finance/HRClive, IA

GSTC Logistics IncJanelle SchmidtVice PresidentWalford, IA

Linwood Mining & Minerals CorpCurt ShipmanLime Plant Operations ManagerDavenport, IA

TAG Communications, Inc.Randall (RJ) JacobsPresidentDavenport, IA

Tanager Place Chelsie ScottHR Manager Cedar Rapids, IA

Ammeraal BeltechTracy CanterVP HRSkokie, IL

KesterDanielle RenickHR ManagerItasca, IL

Corvida Medical Cindy BaumlerControllerEagan, MN

GWG Life, LLCCrisandra ThorntonHR ManagerMinneapolis, MN

Mack Engineering CorporationJennifer SalisburyPresidentMinneapolis, MN

Northern Technologies, LLCSandi KroeberDirector of Human ResourcesInver Grove Heights, MN

Rhino, Inc.Linda VokatyHuman ResourcesMaple Lake, MN

Warners’ Stellian Appliance Company, Inc.Jill DesrosierHR ManagerSt Paul, MN

Youth FarmGunnar LidenExecutive DirectorMinneapolis, MN

ASYST Technologies LLCTim HartnettVice President FinanceKenosha, WI

Cal-XDebbie JaskolskiOffice ManagerGrafton, WI

Critical Strategies, LLCTodd BluhmPartnerEast Troy, WI

Delta T SystemsJochen NaujokatPresidentRichfield, WI

Emmi Roth USAPatty McSwainHR ManagerFitchburg, WI

Engel Tool and ForgeRebecca EngelHRMilwaukee, WI

First Source Worldwide LLCWendy MillerHuman Resources ManagerNeenah, WI

Fox Cities Performing Arts CenterAshley BaldwinExecutive Administrative ManagerAppleton, WI

Glacier Hills Credit UnionDennis DegenhardtPresident/CEOWest Bend, WI

Grube’s Towing & RepairTim GrubePresidentMequon, WI

Kobra Molds LLCRobert HuebschPresident/CFOHudson, WI

MLG Services CorpEmily BrockelHR AdministratorBrookfield, WI

Professional Audio DesignKim LeonardPresidentWauwatosa, WI

Sisters of St. DominicNannette WellsteinHuman Resource and IT DirectorRacine, WI

Thought FocusAlison HeggHR ManagerBrookfield, WI

Wisconsin Compensation Rating BureauNancy KierzekVice President-Administrative ServicesWaukesha, WI

Zoological Society of MilwaukeeJohn HeindelVice President – Finance & AdministrationMilwaukee, WI

Zuern Building ProductsRachel HomulosHuman Resources and Marketing DirectorAllenton, WI

MRA membership is a great value with a lifeline of time- and cost-saving benefits that help you create powerful teams and a safe, successful workplace. Email: InfoNow@mranet.orgCall: 866-HR-HOTLINE (866-474-6854)

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