The Society for Human Resource Management (SHRM) is touting this bill, known as the “Workflex in the 21st Century Act” (you can view it here) as “a first-of-its-kind combination of guaranteed paid leave and increased options for flexible work arrangements.”
So, I’m diligently preparing and honing my delivery ***fart*** for my FMLA/ADA presentation this Tuesday at SHRM’s 2017 Employment Law and Legislative Conference in Washington, DC, when, what do I see? It’s a new SHRM study on “employer practices, policies, programs and benefits that address personal and family needs of employees.”
Seems topical with all these rumblings of paid leave coming from the White House.
Today, we have a guest blogger at The Employer Handbook. It’s Johanna Harris. Johanna has been a trial attorney with the U.S. Department of Labor and in-house labor counsel for two multinational corporations. She is currently the CEO of Hire Fire and Retire LLC. Her new book, USE PROTECTION: An Employee’s Guide to Advancement in the Workplace, is a basic primer on HR law and personnel policies.
Flexible work arrangements take many forms. Arranging flexible hours and schedules can be fairly straightforward and is often dictated by business needs. Flexibility of work location, however, is more difficult to manage. After the jump, this guest post addresses the issues raised by allowing employees to work at locations other than their assigned offices.
(Want to guest blog on an employment-law topic at The Employer Handbook? Email me).
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On Employment Legislation:
Just when you thought you had the employment law landscape figured out, along comes pending legislation that could change everything. From age discrimination claims to workplace flexibility to unionization and labor organizing, new bills in the House and Senate may change the way you run your business. Here I am discussing all that jazz with Stephanie Thomas at the Proactive Employer.
On Social Media:
Below are summaries of four pieces of legislation of which employers should take note:
- Protecting Older Workers Against Discrimination Act. Senator Tom Harkin (IA-D) introduced this bill last week. It would overturn the U.S. Supreme Court’s decision in Gross v. FBL Financial Services, Inc. and lower the burden of proof for employees to prove age discrimination claims.
- National Right to Work Act. Senator Jim DeMint (SC-R) has introduced this bill to “preserve and protect the free choice of individual employees to form, join, or assist labor organizations, or to refrain from such activities.”
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