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SHRM board member David Windley discusses how unconscious bias can derail workplace diversity efforts.
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.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#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
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.
SHRM Member Janese Murray, Vice President of Diversity and Inclusion with Exelon Corporation represented SHRM in front of a congressional roundtable with House Education and Workforce Committee members discussing the Equal Employment Opportunity Commission’s proposal to modify the EEO-1 form to collect compensation data. As a true HR expert, she provided her thoughts on the proposal and explained the importance of employers ensuring compensation equity in the workplace. See HERE for more information regarding SHRM’s comments to the EEOC regarding this proposal.
Persuader Rule is on the Move!
As reported previously, the U.S. Department of Labor issued the final “persuader rule” on March 24th. Under the new rule, most arrangements between employers and consultants on union issues will need to be reported, even if a consultant has no direct contact with employees. SHRM is concerned by the unintended consequences of the rule, namely that stringent reporting requirements will deter many employers (especially small employers) from seeking out labor compliance information and training.
It’s important for HR professionals to know that leaders on Capitol Hill are concerned about this rule too! Just on May 18, the House Education and Workforce Committee approved a SHRM-supported resolution that would block the rule. While this is an important first step, the resolution faces an uphill battle in blocking the rule. Barring any intervention, the persuader rule will start applying to agreements on July 1, 2016.
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