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June 15 – 16, 2013 WELCOME Special Expertise Panel Meetings
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June 15 – 16, 2013
WELCOME
Special Expertise Panel Meetings
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Agenda
Saturday:10:00 – 10:30 Welcome
Review of Panel Structure
Trends Report Project
10:30 – 11:00 Networking Activity
11:00 – 11:30 Working with the Media
11:30 – 12:00 Public Policy Updates
12:00 Adjourn to individual meetings and lunch
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Panel Overview
Panel members may serve up to two years on their respective panel provided participation requirements are met
– Serve a one (1) year term from January 1 through December 31
– The term may be extended for one (1) year if participation requirements have been achieved
– 2014 panel application process opened June 1
Panel co-lead tenure is the same as noted above
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Panel Participation
Actively contribute to your respective Panel– Discussion during meetings– Respond to SHRM information requests– Participate in Trends Report (every other year)
Lead or be involved in development of:– Webinar– Speaker’s Bureau speech
IF Panel determines need for such activity
Submit a Member Participation Report on a quarterly basis
Attend 75% of panel meetings
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Interest in 2014 Panel
Timeframe:June 1 – July 31 Application Process – New Members
July 1 – July 31 Interest in Continuing/being co-lead
August 1 – September 30 Selection Process
October – Notification
November – Strategy Planning Meeting with Co-Leads
December – Orientation
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Trends Report Objective
To identify and rank trends that senior-level HR professionals believe are having the biggest impact on business, the workplace and the practice of human resource management within each panel’s specific area of expertise.
For the HR Disciplines Panel, the HR practice areas to cover are:> Compensation & Benefits> Employee Relations> Organizational & Employee Development> Safety & Security> Staffing/Talent Management
The goal is to have 10 trends for each area.
The result of this work will be a Trends report compiled by SHRM’s Research department. The report will be published on SHRM’s website for members and provided to staff as input into SHRM’s content strategy.
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What is a Trend?
Merriam-Webster Online Dictionary
A prevailing tendency or inclination.
A general movement.
A current style or preference.
A line of development.
Longman Dictionary of Contemporary English
A general tendency in the way a situation is changing or developing.
BusinessDictionary.com
A pattern of gradual change in a condition, output or process.
An average or general tendency of a series of data points to move in a certain direction over time, represented by a line or curve on a graph.
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Constructing a Trends Statement
A good trends statement contains each of the following three elements:
1. A subject.
2. Words that convey how that subject is changing, developing, acting.
3. An object that this development is most influencing.
Formula:
Subject + Verb + Object = Trends Statement
Example:
Growing numbers of Gen Y employees (Subject) are influencing (Verb) work/life balance benefits (Object).
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Guess three of the top 10 trends for the following years:
2003
Finding Nemo
Arnold Schwarzenegger is elected Governor of California
$1.83 for gallon of gas
2005 2009
Harry Potter and the Goblet of Fire Harry Potter and the Half-Blood Prince
Hurricane Katrina Barack Obama becomes president
$3.18 for gallon of gas $2.73 for gallon of gas
2007 2011
Spider Man The Help
Virginia Tech shootings Gabby Giffords shot
$3.38 for gallon of gas $3.39 for gallon of gas
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Past Trends
Top 10 Workplace Trends - 2003
10. Ability to use technology to more closely monitor employees
9. Focus on domestic safety and security
8. Increase in employment-related government regulation
7. Change from manufacturing to information/service economy
6. Labor shortages
5. Greater demand for high-skilled workers than for low-skilled workers
4. Managing talent
3. Increased vulnerability of intellectual property
2. Rising health care costs
1. Use of technology to communicate with employees
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Working with the Media
Thank you
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Working with the Media
SHRM on PR• PR is about your story and the chance to tell it – and
knowing when, where and how to tell it.• PR is about relationships with stakeholders who will
embrace your story if it is made for them:• SHRM Members & HR professionals• Business groups & community leaders• Government officials
• PR is about clicks, tweets, views, and likes, as well as making news in The New York Times and your local Business Journal.
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Public Affairs: Who We Are and What Do We Do
• Team of 8 PR, Communications, Media and Social Engagement
professionals• Vice President of Public Affairs, Amy Thompson• Media Relations team led by Kate Kennedy• Social Media Engagement team led by Curtis Midkiff• Speakers Bureau led by Fred Emmert
• National visibility campaigns• Media relations and media training• Crisis communications• Speakers bureau• Social media engagement
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
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Working with the Media
What is Newsworthy?• What is considered a “hot” human resource management issue in the news?• What surveys, news releases and legislative items are coming from SHRM
headquarters?• What has our chapter recently created or accomplished that would be of local
interest?• What is our organization doing that is different from what other organizations are
doing?• What are members doing?• What events are taking place?
Remember: Reporters look for news that is local, timely, unusual/interesting, about people or surprising.
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Working with the Media
SHRM Media Relations Team
Kate Kennedy
703-535-6260
Julie Malveaux
703-535-6273
Amy Thompson, vice president, Public Affairs
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Working with the Media
Thank You!
Kate Kennedy
Manager, Media Relations
703-535-6260
Annual Conference Pressroom: Room S502
Nancy Hammer
Michael Layman (@shrmlayman)
SHRM Government Affairs
June 15, 2013
What’s The Deal With Washington?
An HR Public Policy Update
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
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HR Public Policy Update
Fiscal cliff, sequestration, etc. – How did we get here?
SHRM Gov’t Affairs | June 15, 2013
Bipartisan “Budget Control Act of 2011” – signed into law in August 2011 Raised debt limit Cut federal spending by $1 trillion over 10 years Created the Joint Select Committee on Deficit
Reduction, “the Super Committee”
Failure of Super Committee in Nov. 2011 triggered $1.2 trillion sequester over next 9 years in discretionary and mandatory spending effective Jan. 2013 – 2021
$16.87 trillion national debt/$1 trillion+ annual budget deficit
$85 billion sequestration began on March 1, 2013
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Dec. 31, 2012 – Debt ceiling reached, tax rates expired
Jan. 2, 2013 – President signed American Taxpayer Relief Act to make tax rates permanent; payroll tax cut expired
Jan. 31, 2013 – Congress passed bill to suspend debt ceiling
May 18, 2013 – U.S. debt ceiling reinstated
Sept. 2013 ?? – U.S. faces threat of default
March 1, 2013 – Sequestration budget cuts began
Fiscal cliff, sequestration and beyond
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Employee Educational Assistance
Fiscal cliff deal made permanent Section 127 of the Internal Revenue Code
Section 127 allows employers to provide employees up to $5,250 per calendar year tax-free in tuition, fees, and books for courses at undergraduate and graduate levels
Section 127 was set to expire on Jan. 1, 2013
SHRM chairs Coalition to Preserve Employer Provided Educational Assistance (www.cpepea.com)
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Working Families Flexibility Act (H.R. 1406)
Introduced by Rep. Martha Roby (R-AL)
Legislation would amend the FLSA to allow private-sector employers option of offering hourly employees the choice of compensatory time off or pay for overtime hours worked
Would require employee to have worked minimum of 1,000 hours within the last 12 months to be eligible for comp time
Would allow employees to accrue up to 160 hours of comp time per year and to “cash out” unused comp time
STATUS: House passed H.R. 1406 by 223 – 204 vote on May 8, 2013
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Immigration reform
Comprehensive immigration reform is a top issue in 2013
U.S. Citizenship and Immigration Services (U.S. CIS) promulgated a revised Form I-9 dated 03/08/13 that all employers must use beginning May 7, 2013
U.S. CIS temporary work visas for skilled foreigners (H-1B) cap reached on April 5, 2013
States have passed their own immigration laws to require certain employers to use E-Verify on new hires
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HR Public Policy Update
States that require employers to register with E-Verify
SHRM Gov’t Affairs | June 15, 2013
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HR Public Policy Update
Immigration reform – Federal
SHRM Gov’t Affairs | June 15, 2013
“Gang of Eight” in Senate; “Group of Eight” in House
Any legislation would likely mandate employment verification, provide path to citizenship and create new visa category (W Visa?)
SHRM/American Council on International Personnel (www.acip.com) are major players in the debate
Senate began consideration of its immigration bill (S. 744) on Monday, June 10
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Source: National Journal Research, 2013.
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Sponsor of Immigration Innovation Act of 2013Marco Rubio
(R-Fla.)
• Supports non-deportation of illegal immigrants brought to the U.S. as children
• Sponsor of the DREAM Act• Member of the Gang of 8, which unveiled
bipartisan immigration reform legislation in the Senate
Dick Durbin(D-Ill.)
• Supports creation of pathway to earned citizenship
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
Chuck Schumer(D-N.Y.)
Republicans Democrats
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Has voted to oppose the DREAM Act
John McCain(R-Ariz.)
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Supports creation of temporary worker program
Jeff Flake(R-Ariz.)
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Has voted to oppose the DREAM Act
Lindsey Graham(R-S.C.)
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Supports measures to help foreigners studying science, engineering, technology or math work in the U.S.Michael Bennet
(D-Colo.)
• Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate
• Co-sponsor of the DREAM Act
Bob Menendez
(D-N.J.)
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Immigration reform – U.S. SenateBorder Security, Economic Opportunity and Immigration
Modernization Act (S. 744)
“New system” is just Form I-9 plus mandatory E-Verify
Would require all employers to use E-Verify 5,000+ employees will be phased in within 2 years 500-4,999 employees phased in within 3 years All employers, including agricultural employers,
phased in within 4 years
Employers must use “Photo Tool” to match photo on a covered identity document provided to the employer to a photo maintained by U.S. CIS database
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Immigration reform – U.S. House
SKILLS Visa Act (H.R. 2131) Introduced by Rep. Bob Goodlatte (R-VA) Rep. Darrell Issa (R-CA) Creates new visa program (STEM visa) and increases green
cards for entrepreneurs
Legal Workforce Act (H.R. 1772) Introduced by Rep. Lamar Smith (R-TX) Would eliminate the current paper-based I-9 system Require employer to attest, during the verification period
and under penalty of perjury, that the employer has verified that individual is not an unauthorized alien
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Equal Employment Opportunity Commission (EEOC)
Guidance to come? Employer use of consumer reports and credit information; Leave as a reasonable accommodation under the Americans with
Disabilities Act; Compliance requirements that ADA, GINA, and other federal EEO
laws impose on employer wellness programs.
New litigation on use of arrest & conviction records in employment April 2012 guidance
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Employer shared responsibility SHRM comments include suggestions on:
Safe harbor for new employers setting up benefit package; How FTEs are measured including exempting certain types of
employees from the count (i.e. minor dependents, employees covered under policy of another family member)
90-day waiting period health plan mandateIRS/HHS/DOL proposed rule limits waiting period to 90 days
SHRM comments: Existing practice is reasonable; Employers lack staff and resources to change process, systems,
communications and other functions for this purpose in light of other implementation responsibilities;
Urge transition period or enforcement safe harbor for first year.
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
National Labor Relations Board (NLRB)
NLRB rule altering Representation Election Procedures STATUS: Federal district court invalidated
NLRB’s quick election rule in May 2012. Board appeal to DC Circuit not expected until Summer 2013
Federal court challenge to NLRB recess appointmentsSTATUS: In Jan. 2013, D.C. Circuit ruled in Noel
Canning that NLRB appointments were unconstitutional. Case petitioned to Supreme Court
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Office of Federal Contract Compliance Programs (OFCCP)
Affirmative Action & Nondiscrimination – protected veterans proposed rule issued April 26, 2011; proposed rule details mandatory actions by contractors in the areas of
recruitment, employee training, recordkeeping, and the dissemination of their affirmative action policies.
Policy Directive 307 on pay discrimination OFCCP rescinded standards and guidelines in place since 2006; New directive is case-specific and includes analysis of total
compensation and impact pay.
Affirmative Action & Nondiscrimination – disability Proposed rule issued December 9, 2012 Places numerous data collection requirements and record-keeping
requirements; Encourages self-identification; requires goal of 7% hiring for each
job group.
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Supreme Court activity
Genesis HealthCare Corp. v. Symczyk
U.S. Airways, Inc. v. McCutchen
EEOC v. United Airlines
Vance v. Ball State University
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HR Public Policy Update
SHRM Gov’t Affairs | June 15, 2013
Nancy [email protected]
Michael [email protected]: @shrmlayman
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Individual Panel Meetings
Ethics/Corporate Social Responsibility Illinois Ballroom
Labor Relations Huron
Global Ontario
HR Disciplines Earie
Workplace Diversity & Inclusion Missouri
Technology & HR Management Mayfair
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Agenda
Sunday: Hyatt McCormick Place
Regency Ballroom E
7:30 – 8:30 Breakfast and Networking
8:30 – 9:45 “Teamwork: What Matters in Practice – Dr. Eduardo Salas
