SHRM and its affiliates advance workplace policy in state legislatures and localities across the country, from workforce development and employment regulations to diversity and inclusion initiatives.
We are committed to advancing impactful workplace policies in state legislatures across the country, with direct advocacy efforts in California and New York.
SHRM State Policy Priorities
Our workplaces are already evolving because of AI, and SHRM is at the forefront of that conversation. SHRM believes that by harnessing the potential of artificial intelligence, our members will be able to create more dynamic, inclusive and productive workplaces for employees and employers.
According to SHRM’s President and CEO, Johnny C. Taylor Jr, HI [human intelligence] plus AI equals ROI [return on investment].
Technology, including AI, creates new economic, job and skill building opportunities. As the architects of talent and performance management, HR professionals have been embracing AI to enhance their organizations’ capabilities because AI offers a promising array of solutions to address the complex demands of the modern workplace. SHRM is in favor of thoughtful legislation and regulation that supports, rather than stifles, workplace and workforce innovation.
Interstate Mental Health Compact Agreements
Professional licensures are issued by states, and a provider can only practice in a state where they are licensed. This means a mental health professional can only provide care in one state unless they become licensed in every state, which is burdensome and costly.
Interstate compacts, or contracts between states, allow professional counselors and psychologists licensed and residing in a compact member state to practice in other compact member states without the need for multiple licenses. Interstate mental health compacts are critical to bridging the gap in mental health care through telehealth. SHRM advocates for states to join the Counseling Compact and PSYPACT interstate compacts to expand access to workplace mental health through telehealth.
States are filling the vacuum left by federal inaction, which has resulted in a patchwork of laws that create compliance challenges for employers, particularly large, multi-state employers. Several states are leveraging the momentum of FMLA’s 30th anniversary to pass legislation and join the growing number of states that have paid family and medical leave laws on the books.
HR professionals and business leaders safeguard the lives and livelihoods of workers in every sector of the economy. SHRM believes that policymakers should prioritize workforce development and policies that will strengthen the education-to-employment pipeline.
Skills-based hiring is an essential component of these efforts — and SHRM looks forward to partnering with policymakers to reach untapped pools of talent and remove barriers to employment.
Pay transparency has increasingly become a bigger workplace issue, and the number of states and localities enacting relevant laws is on the rise. SHRM believes that while pay ranges are an important consideration, they are not the only component of pay and may not reflect important aspects of workplace culture or growth opportunities.
The path toward equity requires more than recognizing that there are systemic gaps that adversely impact one group over another and then addressing them proactively. It requires more directed education on the compensation process; increased engagement with compensation specialists and HR professionals; and an understanding of how to leverage one’s talent through personal advocacy and alliance building.
Flexible Work Arrangements
Following experimentation with various 4-day workweek pilot programs, state legislatures and Congress are introducing proposals that would pilot and/or implement 4-day workweek schedules.
SHRM believes in flexible workplace solutions that work for both workers and employers and opposes a general, one-size-fits-all approach that requires large organizations to pay overtime for any work in excess of 32 hours without reducing an employee’s regular rate of pay.