3 minute read
2022 Legislative Update
for HR Professionals
By DEE ANNA D. HAYS
In October, I had the honor of hosting a fireside chat with Emily M. Dickens, J.D. at the 2022 HR Tampa Conference & Expo. Ms. Dickens is Chief of Staff, Head of Government Affairs and Corporate Secretary for SHRM, the Society for Human Resource Management. She is also an attorney with significant and progressive experience in government, higher education and the non-profit sector. During our talk, Ms. Dickens shared information regarding SHRM Government Affairs, legislation that SHRM is tracking, and other top initiatives. She also discussed how SHRM members might get involved by joining the A-Team or local chapters. This article includes a summary of these important topics along with some key takeaways for HR professionals.
Photo of Emily Dickens and Dee Anna Hays at the HR Tampa Conference October 7, 2022
SHRM Government Affairs
According to its website, SHRM’s mission is to create better workplaces where employers and employees thrive together. The SHRM Government Affairs team helps to inform and shape policy solutions that benefit work, workers, and the workplace.
Bills SHRM Is Tracking
· Commonsense Reporting Act (S. 3673 & H.R. 5318): SHRM is asking members of Congress to cosponsor this measure to modernize IRS reporting requirements. This legislation creates a voluntary reporting system to submit health plan information to the IRS before open enrollment begins. According to SHRM’s research, over 32% of HR professionals support the option to voluntarily submit health plan information before open enrollment begins. Additionally, the Commonsense Reporting Act provides compliance relief by allowing employers to transmit the IRS Form
Photo credit Charles B. Thompson
1095 to employees electronically. The extension of the deadline for appeals from the current 30 days to 90 days would allow employers more time to gather appropriate information. · Empowering Employer Child and Elder Care Solutions Act (H.R. 8388): SHRM is asking U.S. House of Representatives members to cosponsor this measure and U.S. Senators to support the introduction of companion legislation. The pressing need for reliable care affects the daily decisions of workers and inhibits the ability of employers to recruit and retain talent. This legislation would better enable employers to support workers with caregiving responsibilities. Specifically, H.R. 8388 would update the Fair
Labor Standards Act (FLSA) to treat on-site childcare services and other dependent care assistance provided by an employer like other employer-provided benefits and separate them from an employee’s regular rate. This bill would also provide SHRM members the flexibility needed to provide workers the necessary support to succeed on the job while fulfilling their caregiving responsibilities. · Jumpstart Our Businesses by Supporting Students (JOBS)
Act (S. 864/H.R. 2037): SHRM is asking members to cosponsor the JOBS Act and support its inclusion in as part of any larger legislative vehicle. The JOBS Act provides more opportunities for today’s students to access high-quality, short-term education and training programs with federal Pell grants. Expanding access to high-quality, short-term workforce development programs enjoys broad bipartisan support and would represent significant progress towards modernizing the Higher Education Act to meet the needs of today’s workers, jobseekers, and employers. Employers and the government have a dual role to play in the education and training of workers to help them become better qualified for jobs at all skill levels.
Other Advocacy Initiatives on SHRM’s Radar
· Caregivers in the workforce. · Pay transparency. · Artificial Intelligence in the hiring process. · Skills-based hiring (rather than academic degrees). · Mental health in the workplace.
2022 SHRM Politics at Work Study
