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.