North Texas SHRM strives to keep our membership appraised of policy and advocacy activities.
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Pledge to Elevate the Voice of HR in 2023: Five Ways You Can Advocate with SHRM
SHRM Government Affairs invites you to join our efforts and drive change in Washington and across the country in 2023. Take the pledge, and showcase your commitment to elevate the voice of HR in 2023 and beyond.
SHRM Resource: Texas Legislative Update for Employers (shrm.org)
NLRB Changes Standard for Employers Disciplining Misconduct
It will be harder for employers to discipline or fire workers who display offensive conduct while engaged in activity protected under the National Labor Relations Act, based on a ruling from the National Labor Relations Board (NLRB).
Make Sure Generative AI Policies Cover Intellectual Property
Generative artificial intelligence, such as ChatGPT, should be used in the workplace only when policies are in place to ensure a company’s intellectual property isn’t lost and that trade secrets aren’t being disclosed, legal experts say.
SHRM Objects to Banning Noncompete Agreements
SHRM has urged the Federal Trade Commission to allow employers to continue using noncompete agreements with certain employees.
COVID-Related Form I-9 Flexibilities Set to Expire July 31, 2023
On May 4th, the U.S. Immigration and Customs Enforcement (ICE) reconfirmed that the current COVID-related Form I-9 flexibilities are set to expire on July 31, 2023. According to ICE, employers will have 30 days after the deadline to ensure that they are in compliance with pre-pandemic I-9 processes.
ICE recommends that “employers who have been using those temporary flexibilities plan ahead to ensure that all required physical inspection of identity and employment eligibility documents is completed.” Essentially, before August 30, employers that utilized the flexibilities for their Form I-9 onboarding will need to physically inspect employment and identification documentation for those hires.
SHRM has led advocacy efforts to modernize Form I-9, which resulted in the extension of Form I-9 flexibilities. It also prompted the Department of Homeland Security (DHS) to formalize the authority of the Secretary of Homeland Security to extend flexibilities, provide alternative options, or conduct a pilot program that would permit remote inspection of employee identity and employment authorization documents. DHS is still reviewing the public comments from its August 18, 2022, proposed rule, which includes SHRM’s public comment. DHS announced that it plans to release a final rule “later this year.”
SHRM believes the Form I-9 process must reflect the needs of the modern workplace, which includes permanent remote Form I-9 preparation to support efficient onboarding processes for HR professionals. SHRM stands ready to partner with federal agencies to ensure that the final regulation reflects the reality of today’s and tomorrow's U.S. workforce and leverages current and emerging technologies.
Please stay tuned for more updates on this critical workplace issue.
Supreme Court Upholds Salary Requirement for Overtime Exemption
2/22/2023: In Helix Energy Solutions Group v. Hewitt, the Supreme Court ruled 6-3 that a former employee who made more than $200,000 a year was eligible for overtime pay, as he was paid on a daily basis.
Questions Remain About Proposed Revisions
This spring, employers are expecting to learn about the U.S. Department of Labor’s (DOL’s) proposed changes to the overtime rule. It’s anyone’s guess how high the DOL may want to raise the salary level threshold for the white-collar exemptions to the rule, but it could be quite high, experts say.
Congress Passes Federal Omnibus Spending Bill
Key Workplace Provisions Included in the Spending Bill
SHRM Top Five: A Look Ahead to Key Workforce Policy Issues in 2023
One: Government Efforts to increase wages will increase pressure on employer payrolls
Two: Significant Regulatory Action by FTC, EEOC, and NRLB will impact HR leaders
Three: Employers and HR professionals will continue navigating an evolving state policy landscape
Four: Employers will continue to face a tight labor market despite a potential recession
Five: Changes to health care and paid leave benefit requirements will increase employer costs