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Implicit bias occurs when individuals make judgments about people based on gender, race or other prohibited factors without even realizing they’re doing it.
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#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
Public Policy News for the HR Professional
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Capitol Hill Update
Congress Poised to Tackle Funding the Government, Expiring Tax Breaks and a Looming Debt Ceiling Debate
While GOP members of the U.S. House of Representatives decide who will be the next Speaker of the House, a series of tough votes await both chambers in Congress as the year comes to a close. [ More ]
Workplace Issues Remain a Top Focus for Both Parties in Congress
As the 2016 presidential and congressional elections draw nearer, both sides of the aisle in Congress continue advancing public policy issues that distinguish their views from those of the other party on workplace matters. Below are a few of the recent public policy actions undertaken in Congress related to the workplace. [ More ]
2015 Legislative Session in Sacramento Comes to a Close
October 11 marked the deadline for Governor Jerry Brown (D) to sign into law or veto legislation that the California Legislature sent to his desk for consideration. One significant piece of legislation that the governor vetoed was S.B. 406, a bill opposed by SHRM and CalSHRM that would have expanded California’s unpaid family leave policy by adding more family members of employees that would be covered by the leave law. [ More ]
Workflex and Telework Guide Now Available
If you are interested in learning how to make workplaces more effective and flexible, the When Work Works informational guides can help. These free Workflex Guides are for employers that want to explore ways to #ReinventWork, and create work environments that are work/life friendly and productive, with low turnover and low absenteeism rates. [ More ]
For Your Information - Two Items that Could be of Interest!
Chicago—Register for the Illinois Veterans Institute: Heroes Work Here Conference
On November 3, 2015, SHRM’s strategic partner the Easter Seals Dixon Center, along with the Walt Disney Company and USAA, will host a free, daylong workshop in Chicago designed to create or enhance your organization’s military veterans hiring program. Over 300 human resource professionals and recruiters are expected to attend. Panel discussions will address successful strategies to find and recruit veterans, best practices to retain veterans, and updated information on tax incentives for hiring veterans. Recertification credit is available. To learn more and register for the free event, visit www.easterseals.com/Disney.
GAO Study on OFCCP
The U.S. Government Accountability Office (GAO) has informed SHRM that it is currently interviewing federal contractors to gather their views on policies and processes of the Office of Federal Contract Compliance Programs (OFCCP). The GAO is an independent, nonpartisan agency that works for the U.S. Congress. Often called the "congressional watchdog," the GAO investigates how the federal government spends taxpayer dollars. As part of its inquiry into policies affecting federal contractors, the GAO has now started to reach out to these contractors to interview them directly and gather their feedback on OFCCP policies and procedures. If you receive a call from a GAO investigator, please consider participating and sharing your opinions, which will be treated as confidential. Your input could be used to inform future policy and process decisions at OFCCP.
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