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Whether you are new to the human resources field, or are a seasoned professional, the Grundy Will HR Association is your starting point for career networking, information sharing, best practices, professional development and continued support of excellence in Human Resources. 

Grundy Will Association has been affiliated with the Society for Human Resource Management (SHRM) since 2007. SHRM has awarded the Grundy Will HR Association with Membership Star Status two consecutive years, as well as Gold and Platinum Excel Awards for notably establishing and sustaining strategic goals and initiatives in support of the HR profession. 

Learn How to Become A Chapter Member!

Contact Address: GWHRA, 1147 Brook Forest Avenue #227, Shorewood, IL 60404

Meeting Location: 2400 Glenwood Avenue, Joliet IL 60435 (Inside the Workforce Center of Will County office)



ILSHRM 2020 Virtual Conference

Information to register at this link: /sites/


Re-opening the Doors in Illinois: Return to Workplace Considerations

Presenters: William Tarnow, Partner, Neal Gerber Eisenberg

                    Jason Kim, Partner, Neal Gerber Eisenberg

View live: June 25, 2020, 2 p.m. CT (available for on-demand viewing through June 2021)

Program length: 60 minutes

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As Illinois begins to re-open its economy, employers have the challenging task of navigating the “return-to-workplace” guidance published by the CDC, OSHA and the EEOC. Please join Neal Gerber Eisenberg Labor & Employment partners William Tarnow and Jason Kim as they discuss the best practices and considerations for Illinois employers when devising their return to workplace plans. 

About the Presenters: William Tarnow is Partner at Neal Gerber Eisenberg. He is chair of the firm’s Labor & Employment practice group and a member of the firm’s Executive Committee. He is a litigator who manages employment-related disputes before federal and state courts and administrative agencies throughout the country, and he also serves as a strategic partner to companies and executives concerning the broad spectrum of critical business and employment matters that impact their operations.

Bill’s litigation practice encompasses the full spectrum of employment matters. He litigates and advises clients daily on noncompete and nonsolicitation agreements, trade secrets, breach of fiduciary duty, and breach of contract matters. He also has deep experience counseling on, investigating, and litigating all manner of complaints and claims of discrimination, harassment and retaliation regulated by federal and state counterpart statutes such as Title VII, the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA) and the Family & Medical Leave Act (FMLA). Bill also advises clients on compensation issues, and defends class action cases across the country involving wage & hour and overtime pay claims regulated by state and federal laws.

Clients benefit every day from Bill’s ability to deliver much more than exceptional litigation management and daily counsel in employment matters – he’s also the clients’ trusted general business advisor and the leader of a team of attorneys charged with ensuring clients have effective strategies in place for every facet of their operations.

In addition to serving clients, Bill regularly publishes articles and provides presentations and training on a variety of workplace considerations and strategies, both to individual employers and at conferences, to address employment matters impacting their businesses. He also appears on television and is quoted in print media as a thought leader to provide his views on trending employment issues.

Jason Kim is a litigator and strategic counselor in all aspects of labor and employment law. He litigates unfair labor practices before the NLRB, arbitrates labor grievances, negotiates and administers collective bargaining agreements, and develops long-term labor strategies to maximize the value and effectiveness of each client’s workforce.

He also litigates and provides daily counsel on matters arising out of the numerous federal and state counterpart statutes governing employers, including FLSA, Title VII, the Family Medical Leave Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act. He has extensive experience defending collective and class action wage and hour disputes and conducting wage and hour audits to proactively identify and minimize potential sources of liability.

Jason’s ability to learn the complex layers of each client’s business, build enduring relationships and effectively communicate complicated legal and business concepts helps enable clients to overcome the numerous ongoing labor and employment challenges they face. His clients include health care entities such as nursing homes, senior care facilities, in-home care providers and assisted living centers, as well as manufacturing clients, retail distributors, and meat processing facilities with facilities around the country.

Before joining the firm, Jason served as an occupational safety and health officer for the Illinois Department of Labor. He also served as an environmental policy analyst for the government of the Republic of Korea, and as advisor to the Minister of Environment at the Third Session of the United Nations Commission on Sustainable Development. He teaches classes on ADA, FMLA, FLSA and successfully managing the union relationship at the University of Wisconsin at Milwaukee in an adjunct capacity.

Jason is a member of the Committee on Practice and Procedure under the National Labor Relations Act of the ABA and a member of the National Asian Pacific American Bar Association. Jason regularly takes advantage of opportunities to serve the Chicago community. He is a former board member and currently serves on the emeritus board of Chicago Cares, a public and community service organization that works to build stronger communities in Chicago through volunteerism. He previously served as president of the board of directors of Korean American Community Services (KACS), the oldest not-for-profit community social service organization in the Midwest dedicated to serving the needs of the Korean American community. Jason also is an advisory board member of the Korean American Bar Association, having previously served as its treasurer, and a member of the firm’s Diversity & Inclusion Committee.

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This Event Eligible for Recertification CreditRecertification Credit

SHRM Certification has approved this webcast for 1 PDC toward SHRM-CP and SHRM-SCP recertification. A program code will be provided at the end of the webcast. The program also meets recertification credit standards set by the HR Certification Institute and other HR certifying bodies, but candidates must manually enter their activity into their records.


SHRM has a lot of Coronavirus and COVID-19 Resources 

Coronavirus and COVID-19

Communicable diseases like coronavisur and the respritory illiniss it causes, COVID- 19, can bring a busy workforce to a standstill. Employers are responsible for the health and safety of their workers and customers, and part of that duty of care is to do your part to prevent and respond to infectious diseases in the community. Here are ways to prepare your workforce for the possibility of business closures, working from home, quarantines and other outcomes of a disease outbreak. Click on this link to read more about the resources SHRM has to help with the understanding of the COVID-19 Virus.


With its latest release, the DOL continues its efforts to clarify the circumstances under which paid sick leave and expanded family and medical leave under the FFCRA must be provided to eligible employees. A full text of the DOL’s Q&As can be found here. Highlights from the fourth set include:

  • Quarantine or isolation orders include shelter-in-place or stay-at-home orders. Employees may be entitled to paid sick leave if the employer has work for the employee to perform (including telework), but the employee is prevented from working by a federal, state or local shelter-in-place order. However, the employee is not entitled to paid sick leave if the employer closes or does not have work available due to a shelter-in-place order.
  • An employee’s decision to self-quarantine must be supported by a directive or advice from a health care provider. An employee is eligible for paid sick leave if a health care provider directs or advises the employee to stay home because the employee may have COVID-19 or may be susceptible to COVID-19, for example because of an underlying medical condition. However, an employee is not eligible for paid sick leave where the employee unilaterally decides to self-quarantine without ever seeking medical advice to self-quarantine, even if the employee exhibits COVID-19 symptoms. The decision must be supported by medical advice.
  • Paid sick leave to care for another person is limited. An employee may take paid sick leave to care for an immediate family member or someone who regularly resides in their home who is subject to a quarantine order from a health care provider where the provision of care prevents the employee from working (including telework). An employee may also take paid sick leave to take care of someone where the relationship between the parties creates an expectation that the employee would care for the person subject to a quarantine order, and that individual depends on the employee for care during the quarantine or self-quarantine. But paid sick leave is not available for an employee to take care of someone with whom there is no pre-existing relationship, or an expectation that the employee will care for the person during the quarantine or self-quarantine.
  • Paid sick leave and expanded family and medical leave are available to care for disabled children over the age of 18. If the child is unable to take care of himself or herself due to the disability, an employee may take paid sick leave and expanded family and medical leave to care for the child if the child’s school or place of care is closed or his/her child care provider is unavailable, provided the employee is otherwise unable to work (including telework).
  • Paid sick leave and expanded family and medical leave may not be available where another parent is already caring for the child. Paid sick leave and expanded family and medical leave are only available when needed. If another parent, guardian or child care provider is available to provide care for the child, an employee may not be entitled to paid sick leave or expanded family and medical leave.
  • Schools are closed, even if teaching is being handled remotely. For purposes of determining paid sick leave and expanded family and medical leave eligibility, schools are considered closed if the physical facility is closed. This is true even if some or all instruction is being provided online or through another format and the child is still required to complete assignments.
  • At this time there are no “substantially similar conditions.” The FFCRA included a provision that allowed employees to take paid sick leave for “substantially similar conditions” as defined by the U.S. Department of Health and Human Services (HHS). At this time, HHS has not identified any such condition.
  • Paid sick leave and expanded family and medical leave are generally not available with other forms of leave. An employee receiving workers’ compensation or temporary disability benefits is generally not eligible for paid sick leave or expanded family and medical leave because the employee is unable to work, unless the employee is released for light duty, the employer has light duty available, and a qualifying reason prevents the employee from performing the light duty. Where an employee is on an employer-approved leave of absence, the employee is not eligible for paid sick leave or expanded family and medical leave. However, if the leave of absence is voluntary, the employee may terminate the leave and begin taking paid sick leave or expanded family and medical leave where a qualifying reason exists. If the leave of absence is mandatory, then the employee is unable to work for reasons other than a qualifying reason and is not eligible for paid sick leave or expanded family and medical leave.
  • DOL enforcement will be retroactive to April 1, 2020. Although the DOL announced it will not enforce the FFCRA from April 1 through April 16, it expects employers to make good faith efforts to comply and will retroactively enforce violations that are not remedied before April 17

New SHRM Recertification PDC Option – Earn Recertification PDCs for COVID-19 Work 

Many HR professionals like you, have dedicated uncountable hours supporting their organizations’ and communities’ COVID-19 needs, and SHRM would like to acknowledge this difficult, ground-breaking work. To that end, SHRM has introduced a new recertification PDC option related to COVID-19, and we are relying on you to get the word out to your communities.

SHRM-CP or SHRM-SCP credential holders who are working toward recertification can now earn all 60 PDCs for their work in this area. To take advantage of this opportunity, all they need to do is summarize their activities using this COVID-19 Response Summary Form and follow the instructions to redeem the credits.

Please note that one of the requirements for earning credits is that certificants must attend at least one chapter or state council COVID-19-specific program and document it on the summary form. In support of this requirement, please make sure you have provided an activity code for all the chapter or state council’s COVID-19-related programming.

For questions or additional information, please email and/or refer to the FAQs posted on the SHRM certification website.


Institute for Training and Development

ALERT on Sexual Harassment Prevention Training Law:  Public Act 101-0221 amended the Illinois Human Rights Act ("IHRA") requiring: Illinois employers to provide annual sexual harassment prevention training by December 31, 2020 and annually thereafter; restaurants and bars to establish and disseminate a written policy on sexual harassment prevention training and provide "supplemental" sexual harassment prevention training; and the Illinois Department of Human Rights ("IDHR") to develop a model sexual harassment prevention training program for use by employers.  Employers may develop their own sexual harassment prevention training program that equals or exceeds the minimum standards for sexual harassment prevention training outlined in Section 2-109(B) and/or Section 2-110(C) of IHRA.   For more information, please review our Frequently Asked Questions page on sexual harassment prevention training and associated subpages.  Here you will also find informational handouts. Download the model Sexual Harassment Prevention Training program in PowerPoint format.  Alternatively, you can download the training in a PDF format.

Link to view the entire article:


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September 16, 2020

Human Resources Administrator/Recruiter




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  • October 28, 2020 - 7:30am to 9:00am
    2400 Glenwood Avenue, Joliet, IL (Inside the Workforce Center of Will County)
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