Lisa Horn is Director, Congressional Affairs and the Co-Leader of SHRM's Workplace Flexibility Initiative. Since 2004, Lisa has served as SHRM's chief lobbyist on health care and workplace flexibility public policy issues on Capitol Hill that impact the human resource profession.
With Mother’s Day right around the corner, American families look forward to celebrating motherhood and showing much-deserved love and appreciation for moms across the country. As the mother of two children, I am so grateful for the fulfillment and joy that comes with raising great kids.
In the span of just two weeks, federal leave policy has gotten a lot of attention.
This week (Feb. 5) marks the 25th anniversary of the Family and Medical Leave Act (FMLA), which guarantees employees time off to care for themselves and their families without fear of losing their job. Last week, in his State of the Union address, President Trump discussed a proposal to provide employees with paid parental leave.
New Workflex legislation a big step in the right direction
By Lisa Horn, Director, Congressional Affairs
The Democratic National Convention is officially underway, and SHRM is on the ground in Philly.
These days (like many of my peers here in Washington!) I am working overtime on the Department of Labor’s (DOL) proposal to change the #overtime regulations, which is now under final review. This regulation from Washington is a classic example of the law of unintended consequences.
Let me explain.
We’re less than 2 months into 2016, but the pace at which President Obama is advancing his workplace public policy priorities through the regulatory process can easily be referred to as an onslaught. Nowhere is this more evident than in the proposed changes to the Fair Labor Standards Act overtime rules. And, as SHRM’s Director of Congressional and Legislative Affairs, I’ve heard so many of your voices load and clear.
Sixteen years ago, in my role as a congressional staffer, I had the opportunity to attend President Bill Clinton’s final State of the Union (SOTU) address before a Joint Session of Congress.
While I had tuned into plenty of SOTU addresses before, it was an entirely different experience being in the House Chamber and witnessing the pomp and circumstance of this tradition that dates back to 1790. Definitely an experience I will never forget.
Nearly all employees desire work-life fit. Take Wisconsin Republican Rep. Paul Ryan who in taking the job as Speaker of the House recently requested the option to spend less time on the road and more time with his family.
Despite SHRM’s plea for more time to respond to the Department of Labor’s overtime proposal, the comment period on the proposed changes to the FLSA overtime rules is imminent….11:59pm EDT, September 4, to be exact!
By Lisa Horn (@SHRMLobbystLisa), Society for Human Resource Management (SHRM), Director of Congressional Affairs and SHRM’s Workplace Flexibility Initiative
By Lisa Horn (@SHRMLobbyist), SHRM’s Senior Government Relations Advisor
By now you’ve heard that this week (Feb. 5) marked the 20th anniversary of the Family and Medical Leave Act (FMLA). This landmark federal leave statute has no doubt afforded countless new parents opportunities to bond with children while allowing other employees time off to recover from major health issues or to care for seriously ill loved ones – all without fear of losing a job.
Lisa Horn serves as the Co-Leader for SHRM’s Workplace Flexibility Initiative and partnership with the Families and Work Institute (FWI). She is responsible for the overall direction and execution of the Society’s partnership with FWI, including outreach efforts to SHRM affiliates, development of products and services for the membership, and coordination with SHRM’s public relations campaign, We Know Next.
Over the years, I have been involved in several trench advocacy campaigns on issues related to workplace flexibility. Whether it was responding to a Department of Labor request for information on the Family and Medical Leave Act (FMLA) regulations, garnering support for SHRM’s efforts to clarify the FMLA rules, or challenging the need for a one-size-fits-all paid sick leave mandate, I’ve engaged in my fair share of workplace flexibility lobbying battles on behalf of the HR profession.
By Shirley Davis and Lisa Horn, Co-Project Directors, SHRM’s Workplace Flexibility Initiative
