Not a Member? Get access to HR news and resources that you can trust.
We asked HR professionals to tell us about their time in HR. Here are their stories.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Instructor-led guidance for your SHRM-CP/SHRM-SCP exam, no travel or time out of the office required.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
SHRM COO Outlines Problems with Healthy Families Act and Other Mandates in House Testimony
Alexandria, Va. – In testimony today before the House Education and Labor Subcommittee on Workforce Protections, China Miner Gorman, Chief Operating Officer of the Society for Human Resource Management (SHRM), urged Congress to consider an approach to policies governing workplace leave that reflect the needs of today’s more mobile, diverse and flexible 21st Century workforce.
In her testimony, Gorman reiterated SHRM’s call for incentives to encourage employers to adopt paid leave plans, and was critical of attempts to impose one-size-fits-all paid leave mandates on employers, as embodied in H.R. 2460, the “Healthy Families Act.”
“We believe Congress should seek ways to offer incentives for employers to do more – not risk the unintended consequences of an onerous government mandate that could very well result in decreased benefits and fewer new jobs,” stated Gorman.
“Employers want predictability and employees want flexibility in their paid leave plans,” Gorman continued.“Government mandates can be counterproductive, as seemingly simple and well-intentioned statutes result in hundreds of pages of rules that can work against flexibility for employees.”
As an example, Gorman cited the Family and Medical Leave Act of 1993, and the fact that
HR professionals have struggled to interpret various provisions of the law.What began as a fairly simple 12-page document has turned into 200 pages of rigid government regulations.
SHRM’s alternative approach – a 21st Century workplace flexibility policy – would for the first time respond to the diverse needs of employees
and employers, and reflect different work environments, union representation, industries and organizational size.
SHRM recently outlined a series of principles to guide the development of a federal policy on workplace flexibility that would:
To review SHRM’s
Principles for a 21st Century Workplace Flexibility Policy, visit
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies