President's Report

As we move into June, summer is officially underway in the Black Hills. For many organizations, this time of year brings a unique mix of opportunities and challenges. Employees are balancing vacations, families are settling into summer routines, and workplaces are navigating seasonal staffing needs while continuing to meet organizational goals. It's a great reminder that flexibility, communication, and intentional leadership remain at the heart of effective human resources.

A big thank you to everyone who joined us for our May program, Setting the Tone for the First 90 Days: Recruiting, Onboarding & Employee Handbooks. We appreciate our panelists for sharing their experiences and practical insights, and we hope attendees left with ideas they can apply within their own organizations.

Looking ahead, we're excited for our June Credits and Cocktails program, HR Trivia: From Compliance to Community. This fun and interactive session offers a great opportunity to test your HR knowledge, connect with fellow HR professionals, and learn something new along the way. Whether you're a seasoned HR leader or newer to the profession, we hope you'll join us for an engaging evening of networking and friendly competition.

We're also looking forward to our upcoming Crucial Conversations Summer Workshop Series beginning in July. We still have a few spots available, but enrollment is limited to 20 participants. If you've been considering registering, I encourage you to secure your spot soon before the program fills.

Thank you for your continued involvement and support of BH SHRM. I look forward to seeing many of you at HR Trivia this month and throughout our summer programs.

Wishing you a productive and enjoyable June!

Ara Baumstarck
President, Black Hills SHRM

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Welcome New Members

Christopher Weber | Black Hills Federal Credit Union

Amanda Dunlap | Sentinel Federal Credit Union

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Chapter Meeting

Credits & Cocktails - HR Trivia: From Compliance to Community

June 23, 2026  |  4:00 PM to 6:00 PM
Zymurcracy Brewing
4626 Creek Dr #6, Rapid City, SD, 57701

Join us for Credits & Cocktails - HR Trivia: From Compliance to Community, an evening of networking, friendly competition, and HR-themed trivia designed for professionals who love learning, connecting, and occasionally showing off their knowledge of workplace acronyms.

4:00 - 5:00 PM | Networking & Registration
5:00 - 6:00 PM | HR Trivia

Pre register to get a free drink token!

No need to bring a team. We'll form teams when you arrive, making it easy to meet and connect with other HR professionals.

Compete through a variety of trivia rounds covering:

• "Legal, Illegal, or Uh-Oh"
• "Workplace Trends: The Numbers Don't Lie"
• "Alphabet Soup: HR Edition"
• "Name that HR System"
• "HR Nerd Alert"
• "Who's Who: Get to know your HR Board"

And because every trivia night deserves a little incentive, prizes will be awarded to our 1st, 2nd, and 3rd place teams.

Whether you're an HR veteran, new to the profession, or simply enjoy a good challenge, you'll leave with new connections, fresh insights, and maybe even some bragging rights.

We hope you'll join us for an evening of learning, laughter, and a reminder that HR professionals can have a little fun, too.

Tickets

$0 Member Registration

$10 Non-Member Registration

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Meeting Registration

Crucial Conversations

July 7, 14, 21, 28 & August 4, 2026  |  8:30 AM to 11:00 AM
Black Hills Visitor Information Center
1851 Discovery Cir, Rapid City, SD, 57701

BH SHRM Membership Meeting – July/August Workshop (12 SHRM PDC)*

July 7, 14, 21, 28 & August 4, 2026

8:30-11 am

Black Hills Visitor Information Center –

1851 Discovery Cir, Rapid City, SD 57701

*Because space is limited and the sessions build upon one another, we ask that registrants commit to attending all five sessions before registering.*

Presentation Title: Crucial Conversations Workshop Series

Presented by: Highmark Federal Credit Union

Session Summary
This workshop series highlights key principles from Crucial Conversations and provides practical tools for handling high-stakes discussions with confidence, clarity, and respect.

What you learn in Crucial Conversations does not require a PhD or years of schooling. In fact, most people already know many of these ideas. The program simply organizes them and provides a practical structure for remembering when and how to use them.

Some conversations feel like landmines, and avoiding them can keep you stuck, both personally and professionally. These workshops explores how to identify when a conversation needs to happen and what makes it crucial. You will also learn practical strategies for preparing yourself, so emotions do not hijack the moment. Think of it as the emotional version of rocket science — with real-world tools you can actually use.

What makes a conversation crucial
A conversation becomes crucial when three things are true:

• Opinions differ
• Stakes are high
• Emotions are strong

These are the moments that test leadership the most. Handled well, they do more than solve problems — they build trust, credibility, and stronger relationships.

Create safety
When people feel unsafe, they often respond with silence or aggression. The key to productive dialogue is restoring safety by building:

• Mutual Purpose — a shared understanding of what everyone wants
• Mutual Respect — confidence that each person is valued

When people feel safe, they become more honest, more open, and more willing to work toward a solution. Safety is not soft; it is the foundation of real progress.

Start with heart
Before jumping into a difficult conversation, get clear on your intent. Ask yourself:

• What do I really want for myself?
• What do I really want for the other person?
• What do I really want for the relationship?

Strong conversations begin with self-awareness. The more disciplined you are about your purpose, the more likely you are to lead the conversation instead of simply reacting to it.

State your path
Speak in a way that lowers defensiveness and invites dialogue:

• Share your facts — begin with the least controversial, most observable facts
• Tell your story — explain the meaning or concern you are drawing from those facts
• Ask for others’ paths — invite their perspective
• Talk tentatively — use language such as “I think” or “I may be wrong, but…”
• Encourage testing — welcome different views and correction

This approach creates clarity without creating conflict. It shows confidence, humility, and leadership all at once.

Master your stories
Do not confuse your interpretation with reality. Separate facts from the story you are telling yourself, and avoid assuming negative intent.

The story in your head can either fuel the problem or help solve it. Great communicators slow down, check their assumptions, and choose curiosity over judgment.

Focus on facts
Ground the conversation in what can actually be observed or verified. Facts reduce defensiveness and keep the discussion productive.

Facts create a solid starting point. They help people move from emotion to understanding and from conflict to resolution.

Handle strong emotions
When emotions rise:

• Apologize if needed
• Use contrast to clear up misunderstandings
  Example: “I’m not saying X. I am saying Y.”
• Return to shared purpose

The goal is not to avoid emotion. The goal is to lead through it. Difficult moments are where calm, steady leadership stands out most.

End with a clear action plan
Good conversations lead to clear next steps:

• Who will do what
• By when
• How follow-up will happen

A strong conversation does not end with good intentions. It ends with accountability, clarity, and momentum.

Bottom line
Crucial conversations are not obstacles to leadership, they are opportunities to demonstrate it. When people feel safe, stay grounded in facts, speak honestly and respectfully, and leave with clear commitments, hard conversations become turning points for trust, growth, and results.

Primary Learning Objectives

1. Recognize when a conversation needs to happen and identify the moment it becomes crucial.
2. Learn how to be honest with yourself and the other person in a way that builds relationships, creates safety, and produces lasting results.
3. Create a safe space for family, coworkers, and friends to talk with you about almost anything at almost any time. 

About the Speaker
Tony Pannone is the Chief Information Officer for Highmark Federal Credit Union. He has more than 20 years of experience in technology and team development. He works closely with training and HR to help develop staff across all areas of the credit union and oversees strategic objectives and planning. He holds two Cisco certifications and two Microsoft Systems Engineer certifications. Tony is also a certified instructor for Crucial Conversations and Crucial Accountability. He serves on the SavvyMoney Partner Advisory Board, the Black Hills Works Foundation, and the Spearfish Area Chamber of Commerce Board of Directors.

*This workshop series has been approved for 12 SHRM PDCs.

BHSHRM is not applying for HRCI credits.

Tickets

$100 Member Registration

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Legislative Update

Expanded Overtime Rule Dies in Court – source SHRM

The U.S. Department of Labor (DOL) agreed to dismiss its appeal of a 2024 district court decision blocking an overtime rule that would have raised the minimum salary requirement for determining whether white-collar employees were exempt from overtime to $58,656 annually. As a result, the salary threshold for white-collar exemptions remains back at the 2019 overtime level of $35,568 annually ($684 per week).  The salary threshold for the highly compensated employee exemption has returned to $107,432 annually.

EEOC Proposal Puts Future of EEO-1 Reporting in Question – HR Digest EEOC Rescission Proposal: The Future of EEO-1 Reporting in 2026

The U.S. Equal Employment Opportunity Commission (EEOC) has taken the first step toward eliminating one of employers’ longest-standing workforce reporting obligations: the annual EEO-1 report.

The agency on May 14 submitted a proposal to the White House Office of Management and Budget (OMB) seeking approval to rescind the EEO-1 and several related demographic reporting requirements, including EEO-2, EEO-3, EEO-4, and EEO-5 reports. If finalized, the move would end the federal government’s decades-long practice of collecting workforce demographic data on race, ethnicity, and sex from covered employers. 

The proposal would also eliminate reporting obligations for labor unions, public school districts, and state and local governments.  For now, however, employers should assume that EEO-1 reporting remains in effect.

USCIS Issues Policy Memo on Green Cards for Nonimmigrants in the US  - Source CUPA HR

On May 21, U.S. Citizenship and Immigration Services (USCIS) issued Policy Memorandum PM-602-0199 outlining the green card process for nonimmigrants in the U.S., such as temporary workers on H-1B visas. In an accompanying press release, USCIS stated that nonimmigrants in the U.S. who want a green card “must return to their home country to apply, except in extraordinary circumstances,” and that a nonimmigrant’s time in the U.S. “should not function as the first step in the Green Card process.”

New Fertility Benefit Option: Proposed Rules to Expand Access – source Wellmark New Limited Excepted Benefit Option for Employers | NFP

Recently, the DOL, HHS, and Treasury issued proposed rules that would create fertility benefits as a new category of limited excepted benefits. If finalized, the rules would give employers a new way to offer fertility coverage with fewer federal compliance obligations than a major medical plan. 

IRS Unveils 2027 HSA, HDHP Limits – source WEX

The annual limit on HSA contributions in 2027 were announced by the IRS announced May 29. Below are the tables.

The excepted benefit HRA (EBHRA – Excepted Benefit Health Reimbursement Arrangement) limits for 2027 will also increase to $2,250.

All limits will take effect Jan. 1, 2027.

EEOC Proposes Rescinding Long-Standing Affirmative Action Rule – source SHRM

The U.S. Equal Employment Opportunity Commission (EEOC) has submitted a proposal to the White House regulatory office that would rescind a 1979 interpretive rule addressing voluntary affirmative action plans under Title VII of the Civil Rights Act of 1964. This is the last procedural step before the final rule would be published to the federal register. 

The 1979 interpretative rule outlines circumstances under which private employers may adopt voluntary affirmative action plans outside of requirements imposed by settlement agreements, state laws or federal contractor obligations. Under the rule, employers are encouraged to conduct a self-analysis to determine whether current or past employment practices have had an adverse impact on protected groups.

The proposed rescission must undergo formal notice-and-comment period, meaning that interested stakeholders can submit a public comment, and the EEOC must review them before it is published as a final rule. 

Federal Court Vacates H-1B Visa $100,000 Fee Policy – source CUPA HR

On June 8, the U.S. District Court for the District of Massachusetts issued a decision vacating the policy implementing the presidential proclamation imposing a $100,000 payment requirement before processing certain new H-1B visa petitions. The court's ruling in State of California, et al. v. Mullin, et al. held that the payment requirement is an unconstitutional tax imposed without congressional authorization and that the agency actions implementing it violated the Administrative Procedure Act (APA). The decision reaches the opposite conclusion from the December 2025 ruling in Chamber of Commerce of the United States of America, et al. v. U.S. Department of Homeland Security, et al., in which the U.S. District Court for the District of Columbia upheld the proclamation.

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Certification Preparation Classes COMING SOON!

We are gearing up for a SHRM Certification Study group this fall!  The group meets weekly for 12 weeks beginning in September to review the SHRM Learning System materials and help you prepare for your certification exam. We need a minimum of 5 students to hold the class. The cost for the SHRM Learning System materials would be $615 per participant which is a significant discount compared to purchasing on your own through SHRM ($1,055 - $1,180 regular price).  

Please e-mail Tye Kuyper ([email protected]) for more information or to request to be added to the roster!  Deadline to join the session is August 1^st.

The study group is a great way to learn the material and also provides an excellent networking opportunity.  

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Student Relations Update

Student Relations – As I am working on making some connections with local schools to enhance and grow our student relations I thought it would be good to look at the WHY of student relations. 

Connecting students with professional organizations like SHRM is one of the most effective ways to prepare them for success in today’s workforce. According to perdueglobal.edu and teachers.institute students who engage in professional or campus organizations develop stronger leadership skills, perform better academically, and are more prepared for employment after graduation. Professional associations also give students access to current industry trends, mentorship, and career development resources that go beyond what is typically taught in the classroom.

SHRM, in particular, provides students with valuable opportunities to build real-world skills early. Through networking, internships, and direct connections with HR professionals, students gain confidence and insight into their future careers. The networking that students achieve within organizations like SHRM have been shown to increase access to job opportunities and long term career success.  Which makes so much sense, I know as someone in the field for years how valuable the networking and connections are. 

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