Lisa Horn, the SHRM director of congressional affairs, kicked off 2018 Law and Legislative conference by introducing Johnny C. Taylor, Jr. - SHRM CEO, and Michael Aiken- SHRM vice president of government affairs, to an overflow crowd of over 600 excited attendees.
On February 7, @shrmnextchat chatted with members of the SHRM Government Affairs team and Council for Global Immigration on 2018 HR Advocacy and Public Policy Priorities.
In case you missed this excellent chat in advance of the 2018 SHRM Employment Law and Legislative Confernce, you can read all the tweets here:
Last week President Trump outlined an ambitious agenda during his first State of the Union address. Meanwhile, lawmakers are wrapping-up their respective party retreats to set forth their legislative agendas. Now the focus is on priority issues for the remainder of the 115th Congress, including many that will impact the workplace.
Most folks only get out to one and if lucky two conferences a year. Of course, the SHRM Annual each June is the granddaddy of them all and one that folks look forward to attending a year in advance. However, it’s not the only conference on the schedule and you have some great options to choose from, especially if you have an interest in one particular area of HR.
Congress returned to Washington, DC on September 5 for a fall sprint that is chock-full of must-pass legislation, some by the end of this month and others before the end of the year.
(Editor’s Note: The Republican National Convention will be held in Cleveland, Ohio on July 18-21, 2016. The Democratic National Convention will be held in Philadelphia, Pennsylvania on July 25-28, 2016.)
Advocate: it’s a noun and a verb. And we are going to need both in 2016. HR advocates need to advocate for shaping public policy. There are many predictions for what the year will bring. This is just one more list focused on HR and employment issues that may be coming to your town soon if they have not arrived already.
Consider just a few snippets of data related to increasing employment mandates.
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.
Congress Introduces Bill to Reverse Joint-Employer Decision
Potential Shutdown: Federal Contractors' Contingency Planning
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!
As you know, on July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). Under the Act, to be exempt (from overtime), an employee must meet 3 requirements:
The employee must be paid a minimum weekly salary;
On July 6, 2015, the U.S. Department of Labor (DOL) published its proposed changes to the overtime regulations under the Fair Labor Standards Act (FLSA). The changes are significant and fall into two categories: salary basis and primary duties test. This post will focus on the minimum salary part of the proposal. We’ll address the primary duties test in a separate post.
As everyone knows, SCOTUS ruled 5 to 4 that same sex couples have a constitutional right to marry. The full case is cited below. The opinion is consistent with the growing support for (or at least acceptance of) same sex marriage.
I spent Friday reading social media postings, including tweets. There were strongly felt emotions expressed on both sides of the issue.
These conversations will not end on social media this weekend. They will spill into workplaces next week and for the indefinite future.