Italian Sausage Bean Soup

If your ingredients are flavorful, you don’t need a lot of fat. A single Italian sausage link will do. Once your beans are cooked, this soup takes no time at all.

italian sausage soup


  • Italian sausage link (about 1/4 pound)
  • 1 teaspoon olive oil
  • 1 stalk celery, sliced
  • 1 onion, chopped (about 1 cup)
  • 2 cloves garlic, peeled and crushed
  • 3 cups cooked white beans
  • 4 cups low-sodium chicken broth
  • 1 bay leaf
  • 1 14.5-ounce can diced tomatoes, no salt added
  • 2 cups shredded fresh escarole or spinach



Remove the sausage casing. Heat olive oil in the soup pot and add sausage, stirring to break up the meat into small crumbles. Brown the meat and remove some of the sausage fat by blotting with a paper towel. Add onion, celery, and garlic. Saute briefly. Add beans, chicken broth, bay leaf, and tomatoes. Heat thoroughly. Just before serving, add the escarole or spinach. It doesn’t have to cook–just wilt and stay a vibrant green.


Serves 6

Each serving contains about 214 calories, 16 g protein, 5 g fat, 6 mg cholesterol, 32 g carbohydrates, 8 g fiber, and 203 mg sodium.

Recipe from the StayWell Company, LLC

8 Ways to Motivate Yourself to Exercise

challengeYou know that exercise is important, but there are plenty of times you may not feel up to it. Here are eight ways to stay motivated to stick with your exercise program. Try at least one of these tips today. You’ll be glad you did!

  1. Choose activities you enjoy. Hate running? Don’t do it! Maybe you prefer walking around your neighborhood in the evening or taking an exercise class at the gym after work. If you enjoy the activity, you’re more likely to stick with it.
  2. Get others to join you. Whether it’s a family member, friend, or coworker, you can encourage each other to get out there and exercise even on days when you don’t feel like it.
  3. Do 10 minutes at a time. If fitting 30 minutes of exercise into your day feels too daunting, aim for two or three 10- to 15-minute bouts of activity.
  4. Plug it into your calendar. Schedule exercise sessions just like you would any other important event in your week.
  5. Focus on how you’ll feel afterward. Think about how much better you’ll feel, how much more energy you’ll have, and how glad you’ll be that you did it.
  6. Set goals. Do you want to lose weight? Run your first 5K? Get clear about your goal and create a plan for achieving it. Thinking about your goal can encourage you to exercise even when the couch is calling your name.
  7. Track your progress. Once you identify your goals, keep track of your achievements along the way. Seeing your progress can inspire you to keep going.
  8. Celebrate your success. Plan a reward for achieving milestones in your fitness journey. Choose non-food-related prizes, such as a new item of clothing, a pedicure, a night out with friends, or concert tickets.

Article from the StayWell Company, LLC

New Requirement for Supervisors Providing Reference Checks

The University of Wisconsin System has recently made a change to Operational Policy TC1: Recruitment Policies as of January 1, 2019 that affects all supervisors when providing a reference for either a current or former employee. The policy indicates that an employee is defined as an individual who holds a faculty, academic staff, university staff or limited appointment with the institution. This policy does not apply to student employees or graduate assistants.

In accordance with this policy, if a supervisor or agent of management is contacted by a potential employer for a reference check of a current or former employee, the supervisor or agent must notify the potential employer of the appropriate UWGB contact for any questions regarding that employee’s misconduct (including any violation of sexual violence or sexual harassment policies), even if the potential employer does not specifically ask.

To satisfy the new requirements, UW System now requires the use of a disclaimer by the supervisor or agent responding to a reference check. The disclaimer can be disclosed either at the beginning or the end of the reference check, as long as the potential employer has been notified of the option to obtain information regarding any misconduct. We recommend using the following disclaimer:

“All questions related to employee misconduct including sexual misconduct are addressed only by our human resources department, which can be contacted by email at This isn’t meant to imply that this candidate has committed any misconduct but is something we are required by policy to tell all potential employers”

This new policy is not intended to discourage or eliminate the supervisor from providing an objective evaluation of the current or former employees training, experience, skills, abilities, and job performance as they relate to the duties and responsibilities of the job for which they are being considered.

Please note colleagues with no supervisory responsibilities are not required to use the disclaimer if contacted for a reference.

If you have any questions about the required disclaimer or the new policy, please contact Megan Noltner by phone at Ext. 2948 or email at


Welcome Katherine LaCount!

On January 7, 2019, the Art and Design department welcomed Katherine LaCount as an Academic Department Associate.

Welcome, Katherine!

Welcome Carrie Schultz!

On January 7, 2019, the Controller’s Office welcomed Carrie Schultz as a Financial Specialist Senior.

Welcome, Carrie!

Welcome Paul Derenne!

On January 7, 2019, the Facilities Management and Planning department welcomed Paul Derenne as a HVAC Specialist.

Welcome, Paul!

Client Services Manager

This position reports to the Assistant Vice Chancellor for Information Technology & Library Services / CIO and is responsible for supporting the university community in their use of computer technologies and application software. Working collaboratively with the other teams within the IT Division this position provides seamless technology services for faculty, staff and students in support of the UW-Green Bay mission and vision. This position oversees the operational and personnel activities for the following services: IT Service Desk, computer labs, lab printing, and workstation inventory (including acquisition, and disposal). The Client Services Manager leads a team of academic staff, university staff, and student employees, and serves on the Information Technology Division Leadership Team.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please submit application materials by Monday, January 23, 2019.

Desktop Administrator

This position reports to the Manager of Network Services and is responsible for all aspects of Windows desktop development, utilizing Microsoft Systems Center Configuration Server (SCCM) and VMWare Horizon View.  Additionally, this position provides Active Directory and Group Policy administration as well as enterprise application support.

For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please submit application materials by Monday, January 14, 2019.

Facilities Repair Worker – Marinette Campus (Open to UW System Employees Only)

This position reports to the Director of Facilities Planning & Management with daily direction by the campus HVAC Specialist and is responsible for the general maintenance and repair to facilities, grounds, and equipment for UW-Marinette.  This position will be the second responder to afterhours emergency calls regarding fire alarms, lockouts, plumbing emergencies, and power outages.


For more information and position responsibilities, please see the full position announcement.

To ensure consideration, please submit application materials by Monday, January 14, 2019.

Changes to Personnel Files and Recruitment Policies

On June 7, 2018, the Board of Regents adopted Resolution 11038 on employee personnel files and reference checks, which required the development or modification of certain human resources policies for all UW institutions regarding:

  1. Documenting sexual harassment allegations and investigations;
  2. Maintaining personnel files and conducting reference checks; and
  3. Exchanging personnel files between all UW institutions and State of Wisconsin agencies

Effective January 1, 2019, Operational policies Operational Policy HR13: Personnel Files and Operational Policy TC1: Recruitment Policies were modified and published to satisfy these new requirements.

As part of the modification to the Operational Policy HR13: Personnel Files, updates were made to clearly identify a list of what must be in an employee’s personnel file, define when and with whom personnel files are shared, and require appropriate documentation of sexual violence and sexual harassment in personnel files.

In addition, updates to the Operational Policy TC1: Recruitment Policies were made to ensure consistent disclosure of violations of sexual violence and sexual harassment policies to hiring institutions. Furthermore, institutions are required to ask about sexual violence and sexual harassment during the hiring process. Human Resources will be working directly with areas currently conducting recruitments to ensure that these new requirements are communicated and understood.

If you have questions about either of these policy revisions, please contact Human Resources at or (920) 465-2390.