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June 15 – 16, 2013
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June 15 – 16, 2013

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  1. June 15 – 16, 2013 WELCOME Special Expertise Panel Meetings

  2. 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

  3. 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

  4. 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

  5. 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

  6. 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.

  7. 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.

  8. Constructing a Trends Statement A good trends statement contains each of the following three elements:    A subject. Words that convey how that subject is changing, developing, acting. 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).

  9. 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 20052009 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 20072011 Spider Man The Help Virginia Tech shootings Gabby Giffords shot $3.38 for gallon of gas $3.39 for gallon of gas

  10. 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

  11. Kate Kennedy June 15, 2013 703-535-6260; Kate.kennedy@shrm.org @SHRMPress Working with the Media

  12. Working with the Media Thank you

  13. 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.

  14. 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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  24. 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.

  25. Working with the Media SHRM Media Relations Team Kate Kennedy Kate.kennedy@shrm.org 703-535-6260 Julie Malveaux Julie.malveaux@shrm.org 703-535-6273 Amy Thompson, vice president, Public Affairs Amy.thompson@shrm.org

  26. Working with the Media Thank You! Kate Kennedy Manager, Media Relations kate.kennedy@shrm.org 703-535-6260 Annual Conference Pressroom: Room S502

  27. Nancy Hammer Michael Layman (@shrmlayman) SHRM Government Affairs June 15, 2013 What’s The Deal With Washington? An HR Public Policy Update

  28. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013

  29. HR Public Policy Update Fiscal cliff, sequestration, etc. – How did we get here? SHRM Gov’t Affairs | June 15, 2013 • $16.87 trillion national debt/$1 trillion+ annual budget deficit • 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 • $85 billion sequestration began on March 1, 2013

  30. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Fiscal cliff, sequestration and beyond • 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 • March 1, 2013 – Sequestration budget cuts began • May 18, 2013 – U.S. debt ceiling reinstated • Sept. 2013 ?? – U.S. faces threat of default

  31. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Employee Educational Assistance • Fiscal cliff deal made permanent Section 127of 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)

  32. 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

  33. 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

  34. HR Public Policy Update States that require employers to register with E-Verify SHRM Gov’t Affairs | June 15, 2013

  35. 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

  36. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Republicans Democrats • Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate • Sponsor of Immigration Innovation Act of 2013 • 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 Marco Rubio (R-Fla.) Dick Durbin (D-Ill.) • Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate • Has voted to oppose the DREAM Act • Supports creation of pathway to earned citizenship • Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate John McCain (R-Ariz.) Chuck Schumer (D-N.Y.) • 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. • Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate • Supports creation of temporary worker program Michael Bennet (D-Colo.) Jeff Flake (R-Ariz.) • Member of the Gang of 8, which unveiled bipartisan immigration reform legislation in the Senate • Co-sponsor of the DREAM Act • 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.) Bob Menendez (D-N.J.) Source: National Journal Research, 2013.

  37. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 • Immigration reform – U.S. Senate • Border 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

  38. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Immigration reform – U.S. House • 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 • 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

  39. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013

  40. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013

  41. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013

  42. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Equal Employment Opportunity Commission (EEOC) • New litigation on use of arrest & conviction records in employment • April 2012 guidance • 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.

  43. 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 mandate • IRS/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.

  44. 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 appointments • STATUS: In Jan. 2013, D.C. Circuit ruled in Noel Canning that NLRB appointments were unconstitutional. Case petitioned to Supreme Court

  45. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Office of Federal Contract Compliance Programs (OFCCP) • 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 – 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. • 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.

  46. 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

  47. HR Public Policy Update SHRM Gov’t Affairs | June 15, 2013 Nancy Hammer nancy.hammer@shrm.org Michael Layman michael.layman@shrm.org Twitter: @shrmlayman

  48. Individual Panel Meetings Ethics/Corporate Social Responsibility Illinois Ballroom Labor Relations Huron GlobalOntario HR Disciplines Earie Workplace Diversity & Inclusion Missouri Technology & HR Management Mayfair