by Wayne L. Munyer, PHR
2013-14 Volunteer PIHRA President
Taking place largely behind the scenes and out of sight for most of us, a tremendous amount of work by selfless volunteers and staff continues in preparation for PIHRA’s 2014 California HR Conference, scheduled for August 25th through the 27th. From what I have seen already, the 2014 edition promises be our very best conference ever. The early bird deadline ends on May 31, 2014. Do not miss out on the opportunity to take your HR career to another level. As a reminder, the website is http://www.cahr14.org to watch the Conference planning progress.
Last month I had the privilege of attending the CAL SHRM Legislative and HR Conference. There were many fine presentations, enabling me to continue to learn things that will assist me in my profession.
Further, as the volunteer leader of PIHRA, one of 17 SHRM chapters that make up CAL SHRM, I also participated in advocacy discussions that were principally focused on AB 2448 and AB 1552. Interestingly, both of these bills have colorful histories of having been introduced, and killed, multiple times over the past 6-8 years.
AB 2448 is titled The Workplace Flexibility Act of 2014. Assemblyman Brian Jones from Santee was the sponsor of the bill and worked closely with supporters from CAL SHRM and other organizations to move it forward. AB 2448 would have provided employees an opportunity to choose a flexible work schedule. I say “would have” because once again the bill did not make it out of the Assembly Labor and Employment Committee. Assemblyman Jones has already begun the process of reintroducing this bill as soon as the law allows.
The other redux is AB 1522, or The Healthy Workplaces, Healthy Families Act of 2014. This version was introduced by Assemblywoman Lorena Gonzalez of San Diego. Like its predecessors, AB 1522 would provide that an employee who works in California for 7 or more days in a calendar year is entitled to paid sick days, to be accrued at a rate of no less than one hour for every 30 hours worked. An employee could use earned sick days on the 90th calendar day of employment. If enacted into law, the bill would require an employer to provide paid sick days, upon the request of the employee, for diagnosis, care, or treatment of health conditions of the employee or an employee’s family member, or for leave related to domestic violence, sexual assault, or stalking. This bill is still moving forward and is currently under review in the Assembly Appropriations Committee. CAL SHRM and others oppose this bill primarily on the strength of the twin beliefs that employers have the best knowledge of what benefits they can offer employees, and that government ought not mandate employee benefits.
Track each of these pieces of legislation, as well as others that might impact your organization or our profession, by establishing your own free account at http://www.legtrack.com. I encourage everyone to use this and other resources to stay abreast of and get involved in the advocacy effort with these and other issues. You can make a difference!
Have a great month!!!
Wayne L. Munyer, PHR
2013-14 Volunteer President