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Enroll in an UnitedHealthcare Association Health Plan and Save

Sponsored content by UnitedHealthcare, a WBA Associate Member

Now’s the time to start thinking about your employee benefits package and how an Associated Health Plan (AHP), serviced by UnitedHealthcare, could help you save. Gain similar purchasing power advantages and options that larger employers receive when you join other Wisconsin banks by enrolling in our AHP.

Through your enrollment in an AHP, your bargaining position is strengthened to help you obtain more favorable rates. A variety of flexible plan options are available to help balance costs and your administrative costs can be reduced through economies of scale.

And your employees will benefit too. They’ll have access to UnitedHealthcare’s provider network – the largest in Wisconsin – resulting in less disruption and a smoother transition. Wellness programs designed to motivate healthier habits and cost estimator tools to assist with making more informed care choices will help your employees with their overall health and budgetary goals.

The advantages don’t stop there. If you’re looking to add vision to your employee benefits package, UnitedHealthcare has you covered. Like their medical network, UnitedHealthcare has one of the nation’s largest vision networks. That means your employees will have the freedom to visit their favorite provider or retailer for vision services and eyewear needs. Alliances with Warby Parker® and GlassesUSA.com are included.

Learn more by visiting uhc.com/wba.

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Vieau and Endres on Farm
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Supporting Wisconsin Farmer Resilience Through Challenging Times

By Cassandra Krause

Ask anyone from out of state what the first thing that comes to mind is when they think of  Wisconsin, and they’re likely to respond “farms” — and for good reason. Wisconsin farmers work hard to put food on tables across Wisconsin and the globe. Fondly known as “America’s Dairyland,” Wisconsin is also a leading producer of cranberries (the state fruit), soybeans, potatoes, ginseng, corn — the list goes on and on.  

According to the Wisconsin Department of Agriculture, Trade, and Consumer Protection (DATCP), agriculture is a major economic driver, contributing $104.8 billion annually to our state’s economy. The state is home to 64,100 farms on 14.2 million acres (the average farm size in Wisconsin is 222 acres). For those working in the industry, farming is not just a profession, but a way of life — one that poses unique stressors and challenges.

Tough Times Made Tougher by the COVID-19 Pandemic

In the years leading up to the COVID-19 pandemic, U.S. farmers were already dealing with damaging weather conditions, increased global competition and tariffs, and falling commodity prices. The U.S. Department of Agriculture (USDA), citing data from the Federal Reserve, reported in July of 2021:

Clear signs of financial distress had emerged among U.S. farmers even prior to the onset of the COVID-19 outbreak. Investment in equipment was down, farmer debt was up, and so was borrowing against land. By the end of 2019, the delinquency rate on commercial loans hit a six-year high, and the delinquency rate on farmland loans was at its highest level since 2013.

When COVID-19 began rapidly spreading and parts of the global economy shut down, the food system was hit by major supply and demand shocks. For example, when demand for milk from restaurants and schools plummeted due to closures, producers were forced to dump milk. Meanwhile, milk supply on grocery store shelves was sparse for consumers purchasing for their homes, and prices rose.

Sara Kohlbeck

Sara Kohlbeck
is the director of the Division of Suicide Prevention at the Medical College of Wisconsin and a researcher on farmer suicide in Wisconsin.

Especially on small farms, many families rely on income and benefits from jobs outside of the farm and were hurt by job losses due to the pandemic. In addition to the financial stresses of running a family farm, interpersonal issues often come into play between spouses and family members who work together. This is particularly evident when it comes to succession planning and the legacy of a longstanding family tradition.

A 2018 survey from the National Farm Medicine Center, headquartered in Marshfield, showed that 29% of farmers suffered from depression and 35% suffered from anxiety. The National Farm Medicine Center conducts a wide range of research ranging from topics such as child rearing and women on farms to veterans who become farmers. More can be found at marshfieldresearch.org/nfmc.

Sara Kohlbeck is the director of the Division of Suicide Prevention at the Medical College of Wisconsin (MCW) and is researching farmer suicide in Wisconsin for her doctoral dissertation. “Just about every farmer I talked to mentioned finances as a stressor,” said Kohlbeck of interviews conducted for her research. A small, organic farm may be one hailstorm away from being wiped out, and a larger farm may be millions of dollars in debt — the farmers’ entire livelihood can be at stake. While suicide is a relatively rare outcome (about 190 farmers are reported to have died by suicide from 2004–2018), Kohlbeck emphasizes that, “even one is too many.” Suicide rates are disproportionately high among farmers (about 2% of total suicides in Wisconsin, while farmers make up about 1% of the labor force), pointing to a larger mental health concern.

Resources for Farmer Wellness

Wisconsin Farm Center and Farmer Wellness Program
Farmcenter.wi.gov

  • Farm Culture Training for Ag Lenders and Ag Service Providers
  • Online Farmer and Farm Couple Support Groups
  • 24/7 Farmer Wellness Helpline | 888-901-2558
  • Tele-counseling | 888-901-2558
  • Counseling Vouchers | 800-942-2474

DATCP’s Farm Center started during the farm financial crisis of the 1980s, when farmland values dropped up to 60% in some areas of the Midwest. At its onset, the Farm Center strengthened relationships between ag lenders and farmers. It has since expanded its consulting and referral services to include financial consulting (reviewing balance sheets and cash flow, analyzing profitability and viability, analyzing debt structure, etc.), transition/succession planning (financial stability, operating agreements, tax implications, etc.), and farm mediation (dispute resolution).

The Farm Center’s Farmer Wellness Program began with $200,000 of funding in the 2019–21 biennial state budget and is now in addition funded by USDA grant money and other sources.

Vieau and Endres on Farm

Penn Vieau and Karen Endres are hosts of the “Rural Realities” podcast and recently brought their wellness messages to the stage at the WBA Agricultural Bankers Conference.

The Farmer Wellness Program offers services including a 24/7 Wisconsin farmer wellness helpline (888-901-2558), tele-counseling, and counseling vouchers. It also hosts online farmer and farm couple support groups. All of the resources are free of charge to Wisconsin farmers and their families. The services are there for those who are experiencing anxiety or depression, or just need a welcoming ear to talk to. Karen Endres, Farmer Wellness Program coordinator at the Wisconsin Farm Center, explained that the program was designed with the “4 A’s” in mind: affordability, accessibility, acceptability, and awareness. “Our most important resource is our mind,” said Endres. “We need to do a better job of taking care from [the neck] up.”

Endres noted that rural areas lost some of their sense of community during the pandemic as people were no longer seeing each other at coffee shops, card clubs, and so forth. The Farmer Wellness Program’s farmer support groups have served to combat the isolation felt by many farmers and have the added benefit of connecting farmers from around the state who may not otherwise have met but have much in common. Every session is facilitated by a licensed mental health provider with experience serving farmers and/or a trained peer leader.

The helpline, tele-counseling (via phone or Zoom), and vouchers for in-person counseling sessions all connect farmers and their families with licensed mental health professionals. The counselors can help bring control to farmers in navigating challenging situations. One farmer caller who sought mental wellness counseling for the first time through the program said, “please tell every farmer there is hope.”

Shifting the Mindset

Endres teamed up with mindset coach and former banker Penn Vieau to produce the Farm Center’s ‘Rural Realities’ podcast, which provides expert advice that can help farmers reduce stress, improve finances, implement effective farm family communication skills, and more. Vieau recently addressed the Wisconsin Bankers Association (WBA) Agricultural Bankers Conference on the power of a positive mindset and is scheduled to speak at the upcoming WBA Building Our Leaders of Tomorrow (BOLT) Summer Leadership Summit, June 9–10, 2022 in Wisconsin Dells. He discussed how the stigma of mental health in farming communities can be a barrier to getting help. “Stress does not equal crazy,” said Vieau. “When stress is too much to bear, talk to somebody.”

A 2019 American Farm Bureau Federation study revealed that a majority of farmers/farmworkers think the media (72%), people in their local community (58%), and their friends (56%) attach at least a fair amount of stigma to mental health.

How Bankers Can Support Farmer Mental Health

Agricultural bankers are part of rural communities and have strong ties to the farming industry — many grew up on or live on farms themselves. MCW’s Kohlbeck said bankers may be coming into contact with farmers more often than their doctors. “We’re not expecting them to be therapists, but in some ways, bankers can be nontraditional helpers,” she said. She said the most important ways bankers can help are 1) sharing resources and 2) understanding the red flags and what to do about them.

Karen Endres

Karen Endres
Farmer Wellness Program Coordinator
Wisconsin Farm Center

Endres underscored, “bankers are relationship people, and they want to do what’s best.” She recommends the Farmer Wellness Program’s online farm culture training for agricultural service providers. It is a free, virtual course to help ag lenders and other service providers understand the unique stresses and challenges of farming, handle difficult conversations, and recognize signs and symptoms of stress with farm clients. More information and the link to register are available at farmcenter.wi.gov.

One piece of advice Vieau offered the attendees of his presentation was to create a “personal board of directors” for their mental wellbeing — in other words, identify a group of close contacts to serve as trusted advisors and consultants. He pointed out that a banker is most likely already on a farmer’s “personal board of directors,” so the banker has a unique opportunity to share a flyer or card for the Farm Center’s services. “Bankers are always offering a value-add, like sharing trending reports,” said Vieau, and likened the practice to hospitality staff offering tips on local attractions. He said it’s a great idea for bankers to use the resources and information offered by the Farm Center for themselves personally and as an added service for their clients.

To learn how to spot the signs of distress in farmers, bankers and community members may participate in gatekeeper training for lay people. The Wisconsin Chapter of the American Foundation for Suicide Prevention is one example of an organization that offers free, one-hour training sessions online and in person.

The Outlook

All of the experts interviewed for this story agreed that more can be done to build more supportive communities and policies for farmers. “Instead of expecting farmers to reach out, we need to reach in,” said Kohlbeck. “Farmers are proud. For policies on things like climate change, don’t put the onus on farmers to solve the problems on their own.”

Penn Vieau

Penn Vieau
Professional Speaker and Coach

Vieau noted, “we spend a lot of time with [corporate] executives doing leadership training, and we need to do the same to break the stigma with farmers, who are independent businesspeople.” He highlighted that this focus is also important in encouraging the next generation of young people, who prioritize mental wellness in their careers, to become farmers.

Similarly, Endres expressed the need for everyone to look out for our farmers, who are stewards of the land and grow our food. She encourages community members to talk to one another and direct those who could benefit from a resource or service on how to access it.

“If one person shares a resource and saves a life, that’s a pretty great day,” concluded Endres.

If you are thinking about suicide or are concerned about the wellbeing of someone you know, call the Wisconsin Lifeline at the National Suicide Prevention Lifeline (800-273-8255), the Wisconsin Farmer Wellness Helpline (888-901-2558), or 911.

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In Competitive Labor Market, Wisconsin Small Businesses Find Value in Offering Financial Wellness Benefits

Nearly 100 Employers Have Joined Statewide Effort to Encourage Employees to Save Automatically at Work 

America Saves Logo Wisconsin Saves Logo

In an increasingly competitive labor market, Wisconsin business owners are working to set themselves apart from other employers by offering a financial wellness benefit to employees: the ability to save automatically through their paycheck using the established practice of split deposit.  Nearly 100 small to mid-size employers in Wisconsin representing approximately 14,000 employees are now part of a statewide campaign to encourage workers to save automatically through their paycheck.  The Wisconsin Saves Automatic Saving Initiative encourages the use of split deposit in order to prepare for unexpected expenses including home repairs and car maintenance as well as fun opportunities like last minute travel.

The campaign was launched in April 2021 and is led by Wisconsin State Treasurer Sarah Godlewski; Wisconsin Department of Financial Institutions (DFI) Secretary-designee Cheryll Olson-Collins; President and CEO of Wisconsin Bankers Association Rose Oswald Poels; Wisconsin Women’s Business Initiative Cooperation (WWBIC) President Wendy Baumann; and America Saves, the leading national campaign in promoting savings.

The 99 employers are: Adams Transit Inc. ■ Aloekui Handmade Soap ■ Amcor Flexibles North America, Inc. ■ Apache Stainless Equipment Company ■ Apple Tree Educational Svc LLC ■ AppleTree Credit Union ■ AstroJun LLC ■ Badger Globe Credit Union ■ Bank of Kaukauna ■ Beaver Dam Chamber of Commerce ■ Bierock ■ Blumenfeld & Associates ■ Bluff View Bank ■ Breaking Barriers Mentoring Inc. ■ BSI ■ Cesarz Charapata & Zinnecker Funeral Home ■ City of Mayville ■ Class A Cleaning ■ Clinicare Corporation ■  Community First Credit Union ■ Cream City Caramels and Confections ■ CultureCon ■ Dairy State Bank ■ Dane County Credit Union ■ DCC ■ Don Johnson Motors ■ Edmund Mitchell Corporation ■ en.courage Nutrition ■ Evergreen Credit Union ■ F&M Bank – Kendall ■ First Community Bank ■ First State Bank ■  Fond du Lac Credit Union ■ Food is Fuel LLC ■ Fort Community Credit Union ■ Fox Cities Chamber of Commerce ■ GreenLeaf Bank ■ Heartland Credit Union ■ Hometown Pharmacy ■ Horizon Electric Company ■ Hurley Burish, S.C. ■ Indianhead Community Action Ag ■ Jan Pro Cleaning ■ Johnsville  ■ Kathy’s 2nd Chance Plants ■ Johnsville ■ lac courte oreilles ojibwe college ■ Lawrence University ■ Lee Hemp Farm, LLC ■ Los Parbulitos Daycare ■ MACHA ■ Madison Development Corporation ■ Madison Innovation Labs, LLC ■ Marie Hunt Beauty ■ Marshfield Area Chamber of Commerce & Industry ■ Marquette County ■ Mound City Bank ■ Mount Horeb Area School District ■ North Shore Fire Department ■ Organic Valley ■ Office of the Wisconsin State Treasurer ■ PCM Credit Union ■ Pindel Global Precision ■  Port Washington State Bank ■ Qlink  ■ Ripco Credit Union ■ Royal Credit Union ■ School District of Bayfield ■ School District of North Fond du Lac ■ Schuk Law, LLC ■ Securitas ■ Serigraph, Inc. ■  Specialty Coating Systems, Inc. ■ Summit Credit Union ■ TechLogix Networx ■ The American Deposit Management Co. ■ The Galleria of Tile ■ The Human Service Center ■ The QTI Group ■ The Stephenson National Bank & Trust ■ The Wisconsin Credit Union League ■ Town of Grand Chute ■ Train Up a Child Learning Center, LLC ■ UnitedOne Credit Union ■ Valley Packaging ■ Vesta Memory Care ■ Veterans Outreach of Wisconsin ■ Village of Frederic ■ Village of Saukville ■ Waukesha County Business Alliance, Inc. ■ Westbury Bank ■ Westby Coop Credit Union ■ WICPA ■ WiLS ■ Wisconsin Bankers Association ■ Wisconsin Department of Financial Institutions ■ Wisconsin LGBT Chamber of Commerce ■ Wisconsin Women’s Business Initiative Corporation

Recognizing that employers can serve as a powerful source of information for their workers, Wisconsin Saves helps support small to mid-size employers as they promote the ease and benefits of split deposit to their employees.  Often, these businesses have limited resources to focus on issues outside of their core business.  This effort empowers employers by equipping them with easy-to-use resources for their employees.

“Our goal with Wisconsin Saves is to help more Wisconsinites build emergency savings and save for the future,” said DFI Secretary-designee Olson-Collins.  “We know that saving automatically is the easiest and most effective way to save.  That’s why we enlisted the support of employers from all over Wisconsin to help promote saving automatically through split deposit.  This helps financially prepare more Wisconsinites for unexpected expenses and build financial security.”

Employers can sign up to participate in the Wisconsin Saves Automatic Saving Initiative at autosave.wisconsinsaves.org.

America Saves is a campaign managed by the nonprofit Consumer Federation of America that uses the principles of behavioral economics and social marketing to motivate, encourage, and support low-to-moderate income households to save money, reduce debt, and build wealth. America Saves encourages individuals and families to take the America Saves pledge and organizations to promote savings year-round and during America Saves Week. Since its inception, over 12,000 organizations have participated in America Saves Week to promote savings to their communities. Learn more at americasaves.org.

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Seasoned Banking Professional Brings Passion to Developing New Talent Through BankWork$ Program

Adriene Wright

Adriene Wright

By Hannah Flanders

Adriene Wright not only brings more than 25 years of retail banking experience to her students, but she also mentors and supports them through the BankWork$ program and beyond. As an instructor in the program partnered with Employ Milwaukee, CareerWork$, and the Wisconsin Bankers Association (WBA), Wright is able to provide individuals the banking 101 entry-level training needed to fill positions with numerous partner banks.

Wright began her retail banking career as a teller and progressed to a learning and development instructor training new hires. Not only did this role prepare her for her transition to BankWork$ in terms of her retail banking abilities, but it gave her the opportunity to give back to her community and the industry.

“Through the [program’s] eight weeks of training, practice, coaching, and feedback, the students graduate with a clear knowledge of [the] expectations to be successful in banking,” says Wright. “This includes the topics of banking 101, professionalism, attendance, dress code, customer service, rapport, public speaking, technology, team building, sales skills, building relationships, resume building, and interviewing skills.”

Currently, the BankWork$ program in Wisconsin has 14 partner banks and growing interest throughout the state. This could potentially result in growing class sizes, more locations, and new partnerships. BankWork$ recruits from diverse communities with an emphasis on underserved, low-income, and unemployed individuals who are looking for the opportunities to grow and have a successful career. This means not only that these young adults bring “a fierce commitment and drive to never give up,” according to Wright, but their wide range of education, work experience, and languages introduce important factors of diversity and inclusion that align with banks’ missions.

Many BankWork$ graduates are successfully retained and often promoted from their entry-level positions to roles in supervision or management. When these individuals have the ability to provide for themselves and their families, they are able to begin imagining their future and setting goals.

Building confidence, banking knowledge, and providing students with both in-person and virtual skills is critical in ensuring that students feel prepared to put their talents into practice on their first day on the job. In their partnership with 13 other sites nationwide, Wright and her fellow BankWork$ instructors have the ability to make a substantial difference for employers with positions to fill. The role of BankWork$ instructors is unique and impactful in that they help employers, job seekers, and their communities.

Wright’s passion and experience in helping new hires become successful in the banking industry has touched the lives of many in the Milwaukee area. Beyond her compassion for her community, Wright aspires to prepare her students for a stable career and opportunities rather than just a job.

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Promoting Careers in Banking to a Younger Generation

As labor shortages wear on and baby boomers retire in droves, every industry is facing the issue of how to approach the younger generation, and banking is certainly no exception. Raised on technology and emerging trends, there is no doubt these kids know our future. After all, they are it. Each day, it becomes increasingly more important to reinvest our efforts into making sure our future is prepared to take on important roles in our society.

The trouble however is not understanding why banks should hire new, younger talent; they understand future technology and have the ability to use vast experiences to provide a non-banking perspective. The question remains how do banks promote careers in banking to a Gen Z.

Jim Johannes, University of Wisconsin-Madison School of Business professor emeritus of banking and finance, knows firsthand the way his students see banking: an app on their smartphone or a teller behind a screen. It’s a difficult task to grasp every aspect of banking without the ability to experience it directly. According to Jessica Fox-Wilson, director of Career Works at Beloit College, college students are impressively passionate and enthusiastic about what they do, and their lack of preconceived notions also makes them to be far more adaptable to an industry than a seasoned veteran may allow for.

Although, students typically don’t gravitate towards a career in banking, Kim Huntley, senior vice president of human resources at Waukesha State Bank, understands that new graduates from high school and college aspire to make lasting impacts on the communities; a trait perfectly aligned with the banking industry. Through community service and the ability to help foster growth in individuals and businesses in the community, banking offers just the type of rewarding work younger generations strive to achieve.

It’s difficult for many non-bankers to truly grasp the full scope of the industry without experiencing it directly. This means that “telling the banking story” (or, allowing those interested in the industry to fully see their impact) becomes that much more important, according to Johannes. Investing time to give interns the opportunity to allocate capital and see their work in action will make them much more invested in the functions of the job.

When drawing awareness to the different opportunities offered, it is important to consider the different skills that lend themselves to the banking industry. While accounting, finance, and mathematics remain as popular as ever, more and more students are graduating with focuses on communications, business, and computer science. Fox-Wilson highlights Beloit Colleges’ four core transferable skills that, regardless of the major, are evident in every college graduate: communication, collaboration, problem solving, and agility. Individuals who possess traits such as service and detail-orientation also hold the abilities that allow for a strong foundation. This means community banks are able focus their time on task-specific training.

Over the past few years, discussions regarding diversity, equity, and inclusion (DEI) have been important to helping grow the banking industry. By making clear efforts into hiring talent from a broad range of experiences, banks will not only emphasize the potential in every person but allow for a collaborative and innovative environment where employees are invited to enact change through their own perspective. As Gen Z is known to value inclusivity, employers that demonstrate inclusive culture also become attractive employers. Striving to diversify the talent within banks ultimately leads to greater innovations and a well-rounded team.

While the public sees banking as mainly tellers, using opportunities when interacting students while guest speaking or at job fairs to highlight the many facets of the industry including IT, marketing, and human resources may convince the otherwise skeptical that a career in banking could be a good fit for them. Not only are these positions necessary to the bank, but they are also of increasing interest to graduates. Simply informing students of available opportunities can be a great way to drum-up interest in a specific industry.

New graduates are extremely motivated by advancement opportunities and is a major advantage to beginning a career in community banking. “Community banks are small enough to give employees opportunities to grow in several areas of the bank and would prefer to promote employees from within the bank before searching outside of it,” says Huntley. The benefit of learning and growing your career quickly is highly sought-after by younger, bright-eyed graduates, especially when skills learned on the job are applicable to other aspects of banking or their career.

Banking typically isn’t conceived by younger generations as a “glamorous” or trendy career choice, which makes it a bit trickier when convincing younger generations that they make a great fit for the industry. “If you enjoy what you’re doing, it’s just a great career,” says Johannes. “You make a difference in your community in meeting and interacting with a lot of very different people and you’re able to serve a huge social function by allocating credit and preserving the payments mechanism.” Banking also provides stability and work-life balance that is unlike many other industries. Highlighting benefits that resonate with new graduates, such as generous time off policies and the ability to spend holidays with family, help the industry stand apart.

Of course, the answer to how to recruit for banking careers is multidimensional. In working alongside schools and institutions of higher education to promote an accurate image of the full banking industry, community banks would have the ability to create connections and highlight the applicability of a wide range of skills in addition to financial literacy. By having a deep understanding of the career paths that would allow each employee to be successful, banks are able to equip employees with the needed skills in their career path long before openings arise and through creating DEI missions that not only found a thriving community outside of the bank but encourage the same community involvement within. Ultimately, banks can benefit from fresh perspectives and understanding that are brought by individuals who represent the broader community in which the intuition serves.

By Hannah Flanders

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BankWork$ Turns Passions into Careers

A Graduate Profile of Tionne Riley, Bank Five Nine
By Hannah Flanders

Tionne Riley leads life with ambition for anything she sets her mind to. A former customer service representative at a local grocery store, Riley was ready for a change. When her stepmother gave her a Wisconsin Department of Workforce Development flyer for BankWork$, it was meant to be.

Riley graduated from Primavera Online High School with a passion for math, networking, and finances but wasn’t entirely sure where her path would take her. However, her dedication and persistence allowed her to develop even more skills, such as customer service and cash handling, that would make her the ideal candidate for the BankWork$ program and ultimately a career in retail banking.

After completing two interviews and allowing program directors to get to know her, she was accepted to participate in the eight-week program which covered topics ranging from customer relationships and the fundamentals of finances to preparing for employment. Riley described the program as “extremely hands–on” and the small class sizes allowed for one-on-one learning within a team-oriented environment.

“I was looking for a career rather than a job” said Riley, who graduated from BankWork$ in June 2021. After the graduation ceremony, a hiring event is held for banks to connect with qualified talent. “We have been incredibly impressed with the program, its leaders, its instructors, and of course, the students!” said Ann Knutson, senior vice president, human resources director at Bank Five Nine. At this event, Riley was recruited by Bank Five Nine’s Brookfield branch as a universal banker. With her interests in finance and service to her community, she was a wonderful fit for their team.

“Tionne has been a great addition to the team,” said Bank Five Nine branch manager Michelle Kurth. “I feel the BankWork$ program has allowed her to adapt very quickly to her surroundings, which allows her to accurately process her transactions, assist our customers in a professional convenient manner, and even assist her peers!”

“Bank Five Nine has been involved with the BankWork$ program since its inception in 2018,” told Knutson. Alongside fellow advisory committee members from around the U.S., Knutson has been able to offer guidance and input into the program and offerings at BankWork$ to help create graduates that are ready to succeed at any bank.

Riley spoke of both BankWork$ and Bank Five Nine with pride, “Everybody here wants to see you win.” She has gained mentors throughout the industry, even in a short time, and has enjoyed working with like-minded, focused individuals who encourage her to consider the possibilities of her future in banking.

Riley perfectly exemplifies quality talent that needed the right opportunity, as offered by BankWork$ and Bank Five Nine, to help turn their interests into something more. “Completing the BankWork$ program really gave [Tionne] a sense of pride and accomplishment in a work environment that maybe she would not have otherwise explored or realized she would be successful in,” said Kurth. For banks looking to recruit talented, young individuals to join their organizations or even those looking into connecting with BankWork$, Riley offered some words of advice from her experience in completing the interview process.

“My advice for banks would be to make sure the people you hire are dedicated,” she said. “This job is not for everyone, and we are changing people’s lives, make sure you have a team to execute the goals of the industry.”

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Career Launching and Job Landings, BankWork$ Creates Opportunities

By Alex Paniagua

A Graduate Profile of Anthony Lamar Smith, II, Associated Bank

An entrepreneurial spirit, Anthony Lamar Smith, II has been interested in how businesses operate since he was a kid. But as he explored a few different professional paths, he never expected this passion might lead him to a career in the financial services.

Smith graduated from the University of Dayton with a degree in management information systems. Although his education and aspirations felt like the perfect combination, something never felt quite right once he earned a business analyst position with a major health insurance provider. Still on the job hunt, Smith came across an eight-week career training program called BankWork$ designed to help young adults establish a career path in banking. He described the occurrence as something that almost ‘fell in his lap’ after exhausting the options he thought were sure to be the best fit.

“I received an advertisement through the [Wisconsin Department of Workforce Development] for BankWork$,” Smith said. “I read a bit about it, completed the inquiry, and received a call back to do the initial interview process.”

Smith immediately connected his business background with the similarities in banking. His knowledge of economics, background in retail, and his keen interpersonal skills were only a few things that played a role in bridging the gap between the two industries. Although certain elements such as compliance and regulation were new to him, Smith caught on quickly and enjoyed not only the information the program offered, but the experience overall.

After graduating from BankWork$ in June of 2021, Smith is now one of over 4,000 individuals who have had their career in financial services launched with the help of the program. He was offered a job at Associated Bank, Milwaukee, as an entry-level banker and is currently participating in 13 weeks of training where he receives hands-on experience and learns the ins and outs of the bank. He works as a teller but also trains his way toward being a certified banker. Each day he has ample opportunities to observe the tasks of his coworkers and has started on account openings and other services where he can interact with customers. This side of his role is Smith’s favorite part of the industry.

“Being able to build rapport with clients and offer solutions that they find tangible and advantageous to their situation is so important,” said Smith. “Learning more about the customers, understanding how their financials look and work, what their expectations are, and recommending the best options have all been great.”

Whether in or out of the office, Smith has proven himself to be a self-starter. When he’s not working at Associated, his time is spent designing graphics, building websites, or mixing and mastering music for a variety of clients. He has also volunteered teaching Junior Achievement courses and helped co-found multiple startup companies. Part of what Smith loves about using his many skills outside of the banking industry is getting to collaborate with others and make a difference in their success.

“Associated Bank is proud to work with Employ Milwaukee to provide adults with an opportunity to learn skills in the financial industry through the BankWork$ program,” said Sandra Meka, talent acquisition consultant manager, Associated Bank. “Associated is pleased to celebrate Anthony’s graduation from the program and will continue to help him grow in his position.”

As Smith continues his time with Associated Bank on his new journey, there’s a lot that intrigues him about the banking industry that he looks forward to learning more about — especially as it relates to technology. From the growing shift toward online banking to the ways that artificial intelligence helps banks with underwriting decisions, he’s grateful that there’s always been someone at the bank willing to offer their insight. He anticipates all the new information to be gained, skills to be learned, and ways he can use his many talents to help his fellow bankers and customers.

Finding the right career path can be complicated when there are so many to choose from. Although Smith was confident that his role as a business analyst would be the right fit, it wasn’t until the opportunity through BankWork$ came along that things began to really make sense. For others exploring professional possibilities of their own, Smith had some words of wisdom to offer from his own experience.

“Start early, and get involved in as much as you can,” he said. “Find a way to connect what you want to do with what you love, and then you can avoid being pulled in too many directions that don’t fit together.”

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COVID-19 Vaccine Mandates

On August 23, 2021, the Food and Drug Administration (FDA) fully approved the Pfizer COVID-19 vaccine for prevention of the disease in individuals 16 years of age and older. This means that the Pfizer COVID-19 vaccine meets high standards for safety and effectiveness. It also means that Wisconsin employers can implement a vaccine mandate with less legal risk, provided they consider reasonable accommodations for employees who cannot get the vaccine due to disability or sincerely held religious beliefs.

Wrongful Discharge Claim Risk Diminished

Wisconsin employers that now decide to mandate the COVID-19 vaccine will likely no longer face a risk of wrongful discharge claims if they terminate employees for failing to get the vaccine. The previous risk of liability for wrongful discharge derived from the vaccine being only approved for emergency use by the FDA, which may have given individuals a right to refuse the vaccine on the grounds that they were objecting to getting a vaccine that was not fully authorized by the FDA. Forcing employees to get the vaccine under these circumstances could violate public policy because FDA emergency use authorization allowed individuals to refuse the vaccine. Now, the FDA has fully approved the Pfizer vaccine. Any employee subject to an employer's COVID-19 vaccine mandate can no longer realistically object to receiving the vaccine on that basis. Therefore, terminating an employee for refusing to get a COVID-19 vaccine that has been fully authorized by the FDA is unlikely to result in a viable claim for wrongful discharge.

Disability and Religious Accommodations Still Required

Mandating the COVID-19 vaccine, however, still implicates legal issues related to disability and religious discrimination under the Wisconsin Fair Employment Act, the Americans with Disabilities Act (ADA), and Title VII of the Civil Rights Act of 1964. Despite full FDA approval, employees may still claim they cannot get vaccinated due to a disability or sincerely held religious belief. The law imposes constraints on the questions employers can ask employees and what documentation employers can request. Therefore, employers should consult with legal counsel if an employee asks for an exemption to the vaccine mandate based on a disability or sincerely held religious beliefs.

If an employee informs an employer that they are unable to receive the COVID-19 vaccine due to a disability or sincerely held religious belief, the employer generally cannot terminate the employee without first engaging in the interactive process with them as to whether a reasonable accommodation is available that does not pose an undue hardship on the employer. Because the legal standards for undue hardship are different depending on whether the employee is requesting an accommodation due to disability or religious belief, employers should consult with legal counsel when assessing the accommodation.

Conclusion

Full FDA approval of the Pfizer COVID-19 vaccine means that employers are now on stronger legal footing to require employees to be vaccinated. However, to avoid potentially viable discrimination claims, employers must still consider reasonable accommodations for employees who cannot be vaccinated due to a disability or sincerely held religious belief. If individual questions arise, please reach out to a member of the Boardman Clark Labor and Employment Practice Group for assistance identifying a reasonable accommodation request, conducting an individualized direct threat analysis when appropriate, assessing undue hardship under the appropriate legal standards, and deciding on the best way to proceed in a given situation.

Disclaimer: This information is not intended to be legal advice. Rather, it seeks to make recipients aware of certain legal developments that affect human resource issues. Recipients who want legal advice concerning a particular matter should consult with an attorney who is given a full understanding of the relevant facts pertaining to the particular matter.

By, Cassie Krause

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You Need a Vacation

Travel plans didn’t just take a back seat during the chaotic ride of 2020 – for many, they were left on the side of the road.  

Restrictions and limitations remain in place, but PTO hasn’t disappeared in the same way travel capability has. As a result, using vacation time has taken on a new meaning without taking a trip abroad or getting the whole family together for the holidays. With people having worked their way through the pandemic, a new concern is whether 2021 will continue this trend of people abandoning their vacation time in favor of more hours spent at their desks and home offices.  

The Year Vacations Stopped 

Taking time off was never banned by any means. The initial global shutdown combined with the unprecedented amount of people working remotely in the spring simply had many asking a very rational question: ‘Why would I take time off from working at home just to spend more time at home?’ Gwen Schnitzler, assistant vice president, human resources director at Forward Bank, Marshfield, saw a fair amount of this throughout the year. 

“Last year we definitely saw a decrease in PTO usage,” she said. “Some people may have planned trips they had to cancel because they couldn’t travel or didn’t feel comfortable doing so. Some questioned why they would take time off if there’s nowhere to go. There were a lot of factors contributing to this decrease.”  

A lack of places to go was only the starting point for this trend. For other employees, uncertainty in the future and health concerns played a larger role in their willingness to take time off than anything else. 

“With so many unknown factors related to COVID, we had a lot of employees holding on to their PTO,” said Ann Knutson, senior vice president, human resources director of Bank Five Nine, Oconomowoc. “People weren’t sure how this was all going to unfold. Even with FFCRA, people were reluctant to use all of their paid time off.” 

With so much uncertainty and a hold put on travel, it made sense that banks began reconsidering how to accommodate for this evolving scenario. Molly Bauer, Bank of Wisconsin Dells vice president, human resources officer, noted that properly responding to this created necessary reassurance for the individuals preparing for any unpredictable occurrence. They ultimately decided to do what they noticed other banks were doing. 

“We increased our carryover amounts for 2021,” said Bauer. “Then, time not used by the end of June goes into our ‘extended leave bank’ which can be used for illness-related events.”  

Each bank took its own approach to the situation based off the needs of its employees. Forward Bank realized early on that even if 2021 did provide a glimpse of hope, many of their employees might very well continue viewing the situation with caution. The fear was that the additional time off would simply go unused.  

“Under normal circumstances, employees can already carry over a week,” said Schnitzler. “We thought about extending that, but then understood how in a way we were almost prolonging the problem.” 

Instead, Forward Bank offered employees the option to cash out up to two weeks of PTO. The option was announced in the summertime, which allowed everyone to fully think about what they wanted to do and plan for it. For those who opted to use this choice, the payment was made on the Friday after Thanksgiving.  

“It gave the people who didn’t think they’d use that PTO a way to cash out instead,” Schnitzler added. “We timed it around the holidays so if employees wanted to put that toward holiday-related expenses they could.” 

She noted that the idea was well-received, even by those who decided not to take advantage of it. People were just happy to have that element of choice during a year that vacations allowed for anything but.  

A Good Time to Take Time Off 

Although these changes helped to make life easier, there hasn’t been much of an argument to carry this concept over into the new fiscal year. For some, this is a matter of life finally beginning to return to normal. For others, there is a concern that employees are not taking the time off they deserve. Many employees point to the recent growth in work spurred by essential tasks such as PPP as reason for sticking around. 

“Things got really busy, really quick,” said Schnitzler. “Of course, we still accommodated for when people wanted to take time off. But with mortgages, PPP loans, and the knowledge that even if time was to be taken off there weren’t a lot of options for recreation, the majority of people decided they would just keep working.” 

This became especially difficult for employees still working remotely. Now that their home had doubled as their office, taking time off simply meant spending more time in the place that they work. Schnitzler added that especially now with workloads leveling out a bit, it’s good to view spending time not working as an important part of the work itself, regardless of where or how you end up using that PTO.  Whether you’re simply recharging or looking to spend more quality time with your family, taking that time away from work is crucial for your health and well-being.  

“If you’re at a point where you feel like you have so much going on and can’t possibly take time away, that is exactly the time to use some vacation,” said Knutson. “This prevents burnout and encourages creativity. When people are away from work, they’re able to think about how they might take a new approach to their work style. They can think about developing new workflows. And it helps you keep in mind that life isn’t just about work.” 

Encouraging employees to take time off comes with several benefits. It can help them gain perspective, recalibrate, and have a positive effect on mental and physical health.  

“The past year speaks a lot about our workforce and the fact that so many people are willing to keep powering through, especially last year when things were so crazy,” Schnitzler said. “Seeing that dedication in this industry is amazing.” 

But at the end of the day, she noted that dedication doesn’t mean giving up the PTO you’ve earned. Allowing yourself some extended time to relax is part of the reward for hard work, not the antithesis of it. 

“It’s really as simple as this,” she added. “We don’t give people vacation time with the expectation that they’re not going to use it.”  

Returning to the Office 

Taking the opportunity to clear the mind outside of the day-to-day responsibilities of work is a necessary part of self-care, but prioritizing this time off doesn’t change the fact that the spread of COVID is still an issue. Making sure guidelines are set in place upon return to the office gives workers the time off they deserve while preventing any further spread. This might look different at each bank, and it doesn’t have to require any extraordinary planning. 

“We’ve just been following CDC and local health department guidelines,” Knutson said. “We are not scientists, we are not doctors, we are not medical professionals, and we don’t want to pretend like we are. I think that’s important because we don’t want to step outside of our expertise. We have to be able to rely on the experts.” 

Knutson noted that when you follow the professional advice that’s out there, you have the experts to lean on. And though planning is crucial, it’s equally as important to not overreach when it comes to people’s lives. Managing risk does not mean asking workers to quarantine after returning from seeing their in-laws in Illinois, and having a plan can be as simple as asking employees to be honest with where they’ve been and if they believe they’ve been exposed to the virus. 

“The banking industry is one that likes to make quick decisions once we have as many facts as we possibly can,” she continued. “This way we can make a more accurate decision upfront and won’t have to change our position at a later date.”  

Another concern is whether employers might discourage people from enjoying themselves by placing harsh restrictions on their ability to work once they come back. If allowing a few days of remote work isn’t an option, setting allotted time aside for employees to quarantine if necessary when returning from a trip is one way to incentivize vacation and stay safe in the process.  

“[Bank of Wisconsin Dells] has set up a bank of the equivalent of 10 days of paid time for anything that we require you to be out for, such as travel quarantine or extra days for illness,” said Bauer. “This is in addition to our PTO plan and the FFCRA time.”  

With all these factors considered, it is still uncertain whether people will end last year’s trend of skipping out on vacation time. While there are still plenty of things to remain cautious of, there is also reason to be optimistic that bankers are re-evaluating the importance of their time off.  

“We don’t know what the future is going to look like,” admitted Schnitzler, “but we’ve seen employees begin to feel more comfortable with traveling again. The virus is still out there, but there are a lot more precautions in place and I think people are really becoming more comfortable.” 

As Knutson sees it, employees are preparing for some much-needed time out of the office, whether it be for travel plans or to simply unwind.   

“I’m finding and hearing that more people are planning on taking PTO for vacation purposes,” she said. “It seems that so many people are beginning to look past the current situation and realizing that they just need some time to relax after such a long, difficult, and unexpected year.” 

By, Alex Paniagua

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Staying Flexible – Creative Ideas for Childcare Accommodations

For many communities across Wisconsin, there is still extreme uncertainty about what this school year will look like. The only thing we know for sure is that it will be a year unlike any other. With schools still constructing plans for opening virtually, in-person, or in some combination of the two, businesses are grappling with creating their own plans for how to accommodate working parents suddenly in need of childcare. 

Jim MorganTo get more actionable insights for member banks, WBA spoke with Jim Morgan, vice president of business development and workforce strategies at MRA-The Management Association, Inc (pictured right). His advice centers on one major theme: flexibility. 

The first step to being flexible is to create options, i.e. banks should create a set of plans for more than one scenario, including all-virtual. “Even if your school district is going back in person, create a plan for virtual,” Morgan advised. No one knows what the impact of the virus will be going into the fall and winter, so sudden school closures are a very real possibility. 

Next, banks need to find out what their employees need and want, though Morgan says how banks do that may vary depending on the size of the bank (number of employees and locations). Some may be small enough for leadership to simply host a meeting for all affected employees. Others may need to consider a survey or other mechanism to determine needs. Either way, the best first step is a pulse survey of employees, whether that’s done in a meeting or via a traditional digital survey. “Get the demographics of your employees so you know the scope of impact for each department or area of the bank,” said Morgan. Ask about the number and ages of children and whether the employee has non-school childcare available. 

The final plan—or set of plans for different circumstances—will be as individual as the company, says Morgan. “How you want to handle this is a strategic discussion,” he explained. The bank’s hours, customer preferences, and school district choices are all variables, as are the number of employees affected, which teams/departments they’re in, the ages of their children, and the availability of local childcare. 

Ideas to consider: 

Alternate shifts – Morgan says he’s seeing a lot of this in manufacturing, but it also applies for frontline bank staff. 

Align schedules – Give staff options to align the school and work schedules, which can be especially helpful for situations where the school is taking a hybrid approach. Ex: Week on, week off, or alternating days. 

Fill in gaps – Look at hiring more part time employees to cover shifts left open if some employees need to reduce hours or change schedules. 

Offer emergency childcare leave – This can be a valuable benefit, especially with many childcare centers in Wisconsin now closed. 

Supplement childcare costs – This benefit allows the bank to make direct payments on behalf of participating employees to their chosen childcare provider. The funds can cover all or part of the employees’ childcare expenses. 

Set up childcare onsite or nearby – While the initial costs and liability considerations are significant, this convenience could be a high-value employee benefit long after the pandemic is over. At least a few banks in Wisconsin are considering this. 

Be a facilitator – Banks can take on the role of connector, matching up employees with concierge services (nannies, sitters, etc.) or creating a daycare match program for employees (where employees take turns watching one another’s children). 

When deciding which combination of these ideas, or others, to implement, bank leaders should consider their institution’s culture along with cost constraints and logistical feasibility. Not all banks have a culture where employees would be comfortable watching one another’s children, for example. 

Again, the key to implementing the bank’s plan successfully will be to stay flexible. An employee’s circumstances may change from week to week or even day to day, and that uncertainty multiplies the more variables are affected. “If the bank has staff across 10 different school districts, know how you are going to keep track of everything,” said Morgan. “It may be a morning briefing so you know what’s happening.” Some banks may even need a pool of frontline employees to be “on call” to cover shifts on short notice if a peer is unable to come in. 

Throughout this entire process, Morgan says clear, authentic communication is essential. “If there was ever a time for transparency and communication, this is it,” he said. “Leadership needs to tell people the plan, why they’re doing it, and acknowledge it may change quickly.” Regarding communication—with employees, customers, and vendors—Morgan says more is always better. "You can’t over-communicate, even if it’s ‘we don’t know’ or a brief update,” he said. “Give people a chance to ask questions.” 

Read more from Morgan on this topic here. 

Seitz is WBA operations manager and senior writer. 

MRA-The Management Association is a WBA Associate Member.

By, Amber Seitz

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Madison, WI 53718

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