North Texas SHRM strives to keep our membership appraised of policy and advocacy activities.

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  For Texas Legislative updates and

contact information for your representatives, see 

Texas Legislature Online.

(Click here for 2022 Legislative Updates)

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.

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 

to Overtime Rule

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

  • Pregnant Workers Fairness Act (PWFA): SHRM successfully advocated for the inclusion of the PWFA in the end-of-year spending bill; this legislation includes important workplace protections for pregnant workers while ensuring employers have flexibility and clarity regarding how to best ensure pregnant employees can remain in the workplace. Throughout the 117th Congress SHRM and our members actively advocated for this legislation as inclusion is good for workers, employers, and business, and PWFA is an important step towards bolstering supportive workplaces for all.                                                                                                                                                                                                          
  • Telehealth: SHRM successfully advocated for first dollar (pre-deductible) coverage of telehealth services for workers with high-deductible health plans (HDHPs) and health savings accounts (HDHP-HSAs) as language was included in the omnibus that extends this important flexibility for two years. This action builds upon SHRM’s successful efforts for telehealth policy changes included in the omnibus federal spending bill signed into law in April.                                                                                                                                                                                               
  • Skills-Based Hiring: Within the 2023 CJS Appropriations bill, language includes provisions of the SHRM-supported Advancing Skills-Based Hiring Act of 2022 (H.R. 9082).. Notably, the text directs the Equal Employment Opportunity Commission (EEOC) to provide education and technical assistance to employers explaining how they may use skills-based employment tests in a manner that complies with the laws and regulations enforced by the EEOC.                                                                                                                                                                                                                                        
  • Workplace Mental Health Wellness: The spending bill contained a SHRM drafted and supported provision instructing the Department of Health and Human Services Substance Abuse and Mental Health Services Administration (SAMHSA) to work with the states to implement evidence-based programs designed to educate and aid employers in providing mental health assistance to their employees to reduce the stigma and encourage the treatment of mental health illness in the workplace.                                                                                                                                                                                                                  
  • Support for Caregivers: The Generation Cares Coalition, founded and led by SHRM, urged Congress to expand access to elder care by providing more support for direct care providers, and the spending bill urges the Department of Labor’s Employment and Training Administration (ETA), in collaboration with the Department of Health and Human Services, to support the expansion of the skilled care workforce to care for a rapidly aging U.S. population and provide home and community-based services to older adults and people with disabilities, including through education and training grant programs, as well as traditional and nontraditional apprenticeship programs.                                                                                                                          Generation Cares also urged Congress to strengthen the Child Care and Development Block Grant (CCDBG). CCDBG plays a critical role in ensuring that families have access to high-quality learning experiences that support children while allowing parents to participate in the workforce. Congress increased funding for this program to $1.856 billion—an increase of approximately 33 percent.

  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

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