Latest info from SHRM
2007
Key Issues Overview
The Society
for Human Resource Management (SHRM) is the world's largest association
devoted to human resource management. Representing more than 210,000
individual members, the Society's mission is to serve the needs
of HR professionals by providing the most essential and comprehensive
resources available. As an influential voice, the Society's mission
is also to advance the human resource profession to ensure that
HR is recognized as an essential partner in developing and executing
organizational strategy. Founded in 1948, SHRM currently has more
than 550 affiliated chapters and members in more than 100 countries.
EMPLOYMENT VERIFICATION
Issue: U.S. employers are beginning to face skill and possible
labor shortages in certain professions and industries, with these
shortages anticipated to spread to other industries and professions
as baby boomers begin to retire over the next few years. The current
immigration system, when combined with potential skill and labor
shortages, has the potential to negatively impact an employer’s
access to human capital. It is in the interests of our economy
and national security to establish a reliable, efficient and predictable
electronic employment verification system. According to the 2006
SHRM Access to Human Capital and Employment Verification Survey
Report, 60 percent of survey respondents indicated that their
organizations experience challenges with the current employment
verification process
SHRM Position:
SHRM supports public policy efforts that will improve and strengthen
the employment verification system. According to the 2006 SHRM
Access to Human Capital and Employment Verification Survey Report,
a majority of HR professionals support an electronic verification
system that is administratively efficient, easy to use, expedites
the employment verification process and creates no new employer
liabilities. HR professionals want certainty in the verification
process, and the process should be fast, consistent and accurate.
WORKPLACE FLEXIBILITY
Issue: The family leave portion of the Family and Medical Leave
Act (FMLA) regulations—which provides up to 12 weeks of
unpaid leave for the birth or adoption of a child—has caused
few problems. The regulations governing the medical leave provisions,
however, have drifted far from the original intent of the Act,
which has created challenges for employers and employees. HR professionals
have two primary concerns with the Act’s regulations: the
definitions of “serious health condition” and “intermittent
leave.”
SHRM Position: SHRM
believes that the regulations governing the FMLA must be clarified.
Specifically, SHRM believes that the regulatory definitions of
“serious health condition” and “intermittent
leave” should be reviewed by the DOL so that their intent
and impact reflect the intentions of Congress when it first enacted
the law. SHRM supports policies that encourage employer flexibility
and facilitate voluntary paid leave programs that assist employees
in balancing the demands of work and family life.
EMPLOYEE REPRESENTATION
Issue: Congress is currently considering whether to change the
procedures under which workers choose to join or not to join a
union; specifically, whether to permit unions to choose a process
known as “card check” over more common private elections.
The mandated card check process would compel an employer to recognize
and bargain with a union if 50 percent-plus-one of employees in
a bargaining unit sign authorization cards in support of the union.
SHRM Position: SHRM
opposes the elimination of the secret ballot election during the
union certification process. The Society believes in the fundamental
right of every employee to make his or her own choice with regard
to union representation. SHRM supports the historical principle
of a private vote; similar to those used in political elections,
private ballots are the best means to guarantee individuals the
greatest freedom to make a decision free from coercion or other
pressures.
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