SHRM’s Government Affairs Program & The Role SHRM State Legislative Directors Can Play

1. SHRM’s Government Affairs Program & The Role SHRM State Legislative Directors Can Play State Legislative Directors Meeting March 10, 2013 The Thornton Room Hyatt Regency Hotel – Capitol Hill

2. 2013 State Legislative Director Meeting Agenda 12:30             Luncheon & Introductions 1:00               Overview of SHRM’s Government Affairs Program1:40               Overview of SHRM’s Advocacy Team (A-Team) Program2:00  Break2:15               The Legislative Director ‘Walkabout’ 3:30               Open Discussion (Q & A)3:50               Adjourn Note: For first-time participants for Wednesday’s Capitol Hill Day, the 2nd Boot Camp Session to prepare participants for what to expect during their meetings will commence at 4:00 PM in the Congressional A Ballroom in the lower level of the hotel. 6:45 Meet in the lobby of the hotel to walk to dinner (dinner attire is business casual)7:00 Dinner at Sixth Engine Restaurant9:15 Return to the hotel

3. Who is SHRM Government Affairs? Vice President, Government Affairs Senior Associate, Member Advocacy Senior Associate, Government Relations Senior Associate, Government Relations Senior Associate, Member Advocacy Senior Government Affairs Policy Counsel Senior State Affairs Advisor Senior Government Affairs Advisor Specialist Workplace Flexibility Specialist State Affairs Intern (Temporary)

4. Why is SHRM involved in public policy ? Largest line item in an organization’s budget – its people costs HR’s role is to align its people strategies to meet an organization’s “business” objectives or mission Federal, state and global public policy (laws, regulations and court decisions) have a major financial and practical impact on people management strategies costing organizations roughly $75 billion per year SHRM is the “voice” that can influence the HR policy-making process

5. Protecting the Brand • Advancing the Brand What does SHRM do in Public Policy? SHRM is an active and vocal advocate for the HR agenda, influencing HR policy decisions at the federal, state and local levels SHRM Government Affairs role is to both “advance” and “protect” the brand (SHRM) and the HR profession in the public policy arena

6. What do we mean “Protect and Advance” the Brand? The “Brand” refers to both SHRM and the HR Profession SHRM engages in a variety of activities and mediums in protecting and advancing the brand: Public policy in the form of legislative, regulatory or judicial efforts that affect the management of human capital at the federal and state (soon to be global) levels Proposals or research from public policy stakeholder groups that impact the management of people (standards) News stories or issues New approaches, solutions or “thought leadership” on HR policy issues

7. How Does SHRM Shape Public Policy? Issue Awareness Education efforts, Presentations & Media Interaction Member Advocacy Federal & State Levels Direct Advocacy Legislative, Regulatory and Judicial Branches Partnerships Federal & State Levels Effective HR Public Policy

8. Civil Rights: • - Lily Ledbetter Fair Pay Act • - Employment Non- Discrimination Act Protecting and Advancing the Brand • Labor: • - Employee Free Choice Act • - National Labor Relations Act • Tax and Benefits: • - Employer Provided Education Assistance- Section 127 Federal Legislative Issues • Health Care: • - Patient Protection Affordable Care Act • Workplace Flexibility: • - Healthy Families Act • - FMLA • Immigration: • - Employment Verification • Employment: • - Americans with Disabilities Amendment Act HR PUBLIC POLICY ISSUES

9. Protecting and Advancing the Brand Total SHRM Staff Congressional Meetings by Year Direct Advocacy by Government Affairs Staff 193 239 159 232 192

10. Protecting and Advancing the Brand The Evolution of SHRM’s Member Advocacy Efforts • SHRM Government Affairs Team (GAT) • Mass Letter-writing • Capitol Hill Advocacy Day During Legislative Conference • Limited Days Inside the District • Sporadic Days Inside the • Beltway • District-by-District Presence • Recurring, Tracked District Meetings • Tracked District Interactions • (Phone Calls, Town Halls, etc.) • Briefings / Information Sharing • Enhanced Communication Flow • to Chapter / Council / Legislative • Directors

11. SHRM Member Advocacy Visits Non-Conference Related **A-Team engaged

12. SHRM Partnerships 2003

13. Non-Profit Organizations Federal Organizations SHRM Partners State Organizations SHRM Partnerships 2012

14. Protecting and Advancing the Brand Employment and Legislative Law Conference

15. HR Competitors in Shaping Policy

16. Human Resources Association Comparison

17. Government Affairs Presentation Data 2008 - 2012 Data (coordinated through the SHRM Speakers’ Bureau) **- Calculated with Available Data 2012 Data Only Partially Available at this Time

18. Thought Leadership In the Public Policy Arena “As part of Joining Forces, businesses and organizations, including some of the best know names and brands (including SHRM), announced major new commitments to support military families in the areas of employment, education and public awareness.” “Thank you for the leadership you’ve shown on workplace flexibility, particularly your recent partnership with the Families and Work Institute.” Valerie Jarrett, Senior Advisor and Chair of the White House Council on Women and Girls

19. Thought Leadership WHAT IS IT? Workplace Flexibility Partnership with FWI and Sloan Educate and encourage the voluntary adoption of flexible work programs Influence workplace flexibility public policy efforts Veterans Employment Partnerships with the federal government and non-profits Successful transition of veterans into the workplace is a key priority for SHRM Educate members on how to recruit and retain veterans to the workforce to address critical skill shortages

20. Thought Leadership TARGET PLUS MOMENTS/OUTCOMES Workplace Flexibility SHRM testified at each opportunity on workplace flexibility during the 112th Congress and consulted by White House on work flexibility Over 75 workplace flex programs offered in 2012 to SHRM state councils and chapters in all 15 Sloan target states New toolkit for California as well as Essential Guide to Effective and Flexible Workplaces among new educational materials in 2012 Increased visibility has positioned SHRM as the “go to” group for the media and other stakeholders Veterans Employment New toolkit, Support from Behind the Lines: 10 Steps to Becoming a Military-Ready Employer, distributed to SHRM chapters and state councils Workshops held at 2010, 2011 and 2012 annual conferences on hiring and supporting veterans 100% of SHRM state councils and chapters have signed ESGR Statement of Support

21. Thought Leadership WHAT IS IT? Section 127 SHRM Co-chaired of the Coalition to Preserve Employer-Provided Educational Assistance The tax provision allows an employee to exclude from taxes up to $5,250 per year in assistance provided by their employer for courses at the associate, undergraduate and graduate level. It was set to expire on December 31, 2012 Permanently extended with the enactment of the American Taxpayer Relief Act of 2012

22. Thought Leadership Target Plus Moments/Outcomes Section 127 • SHRM was instrumental in the introduction of legislation to extend and make permanent Section 127 • SHRM was seen as a though leader on this issue and was featured in articles in The Boston Globe, CNN Money, USA Today and US News and World Report

23. Focus in 2013 And Beyond Public Policy Tax Reform and Employer-Sponsored Benefits Comprehensive Immigration Reform Workplace Flexibility Labor-Management Regulations (EEOC, DOL, NLRB) Patient Protection and Affordable Care Act A-Team Rollout and Fulfillment Global California Initiative CALSHRM State Legislative Conference Advocacy Presence Workplace Flexibility FWI-SHRM/Sloan

24. NH WA ME State-Specific Legislative Advocacy MT ND OR MN VT ID NY WI MA SD MI CT WY PA IA NE NJ NV OH UT IN DE IL CA WV CO VA KS MD MO KY RI NC TN AZ OK NM SC AR AL MS GA LA TX AK FL HI State Advocacy 2008-2012 Consulted with National SHRM 1 Year- 2 Years- 4 Years- 3 Years- 5 Years- Since 2008, SHRM has advocated on 83 bills throughout 28 states through our volunteer network – YOU!

25. State-Specific Legislative Advocacy See Your Handout  http://bit.ly/PendingLegislation http://bit.ly/PendingLegislation

26. 2013 And Beyond See Your Handout  http://bit.ly/LegislativeLRP

27. Closing the Loop Final Misc. Issues to Discuss State Legislative Director Position Description (see handout) Update on the Legislative Director Survey Results (see handout) Subjects for Discussion During the Legislative Director ‘Walk-About’ between 2:15 and 3:30 (15 minute segments) SHRM A-Team Issues (David Lusk & Chatrane Birbal) Communication Vehicles for Updating Chapter LDs/SC Members in Your State Dealing with the Media (Kate Kennedy) Coordinating Advocacy Efforts (e.g. Letter-Writing and Presenting Testimony) with SHRM(Bob Carragher & Sherry Johnson) Tips for Improving/Planning a State Legislative Conference Any Suggestions for Substitutes? Is There Anyone NOT Going to Dinner Tonight with the Group?

28. Thank You for Your Attention and Your Service!

30. SHRM Advocacy Team Background & Status Government Affairs Team (GAT) Background • No federal Political Action Committee • Two-pronged challenge • Maintain relevance with no PAC • Manage “assets for testimony” • Democrats & Republicans both request SHRM testimony on federal / state level • Only ONE members of Congress possess HR background • Over 90 new lawmakers in the 113th Congress with limitedknowledge of the Human Resource profession

31. SHRM A-Team Background & Status Government Affairs Team (GAT) Background • Members engaged in GA activities demonstrate among highest satisfaction ratings across SHRM departments • Satisfied members renew -> renewing members engage more (volunteer, attend conferences, etc.) -> SHRM & State Councils grow • Renewal rate for those attending SHRM’s Employment Law & Legislative Conference – 97%!

32. SHRM A-Team Background & Status • A-Team Purpose • Developed to ensure when policy decision-makers (legislators, regulators, etc.) develop workplace policy, HR’s voice is heard via a “local network” • Since MoC’s are most responsive to their constituents, informs legislators of policy impacts upon employers in her / his district • SHRM members best understand / are best suited to communicate how public policy affects employees, employers & the HR profession as a whole • Entering year four (2013) of five-year implementation

33. SHRM A-Team Background & Status A-Team Target States 2010-2014 -2011 Target -2010 Target -2013 Target -2014 Target -2012 Target

34. SHRM A-Team Background & Status A-Team Spanning the Country 2010, 2011 & 2012 • Total of 190 Advocacy Captains out of 311 Districts • 1,300 A-Team members overall(Advocacy Captains and HR Advocates) • Over 125 training sessions educating 6,000 SHRM members

35. SHRM A-Team Background & Status 2010-2012 Target States Needing Captain Candidates California Colorado Florida Georgia Idaho Illinois Indiana Iowa Kansas Maine Maryland Nebraska Nevada New York Ohio Oklahoma Pennsylvania Tennessee Texas Virginia Washington Wisconsin Wyoming

36. SHRM A-Team Background & Status • A-Team Purpose • Intended to build upon successful but ad-hoc country-wide efforts in place (DITB, DITD, conference Hill Advocacy Days) • Two participation levels • HR Advocate • Advocacy Captain • Four “soloists” lobbyists vs. “choir” of 260,000 SHRM activists • Members represent diverse opinions (260,000 voices of information) • Members comprise the entire spectrum of employer settings

37. SHRM A-Team Background & Status Advocacy Captain Requirements • Must be a SHRM member in good standing • Strong preference for prior or current experience as anHR professional (HR certification highly desirable) • Must live within the congressional district he / she is representing as an Advocacy Captain • Appointment is made by SHRM with input from state councils and chapter representatives, among others • Serve a two-year term beginning the first day of January and ending the last day of December. May be reappointed for additional terms. It is advisable that one serves in this position for multiple terms.

38. SHRM A-Team Background & Status Advocacy Captain Job Description • Commit 30 minutes to 1 hour per month every other month; up to 2 – 4 hours during months meeting with legislators • Serve as the key advocacy contact in your congressional district • Develop and maintain (or foster) relationships with Congress & their staff • Recruit and train colleagues / allies to manage as district assets as well as successor Advocacy Captains • Understand SHRM’s priority issues and initiatives for sharing with team members • Learn SHRM’s online advocacy and feedback system • Inform legislative directors on activities in the district • Participate in on-line trainings, retraining sessions & “special insider” calls • Attend the SHRM Employment Law and Legislative Conference, as appropriate

39. SHRM A-Team Background & Status Georgia GAC (Government Affairs Committee)

41. SHRM A-Team Background & Status Moving the Needle with Measurable Results • House Concurrent Resolution 101 (Neal / Gerlach) • Sought 100 co-sponsors; had 52 as of early February 2012 • SHRM launched coalition activities plus A-Team letter-writing & phone calls • Co-sponsorship hit 106 in two weeks (by mid-February intro) • SHRM testified FIVE times in 2012 • Three hearings on workplace flexibility issues held last Congress • SHRM testified at each hearing • PERMANENT extension of Employer Provided Education Assistance in January 2013

42. SHRM A-Team Background & Status Moving the Needle with Measurable Results • Legislators called upon A-Team Captains & HR Advocates asa resource (Delaware, Illinois & Pennsylvania) • Over 140 SHRM members participated in inaugural A-Team GATChat during SOTU • VT SHRM held 1st legislative conference with 90 attendees • Third annual legislative conference with Hill Visit Days in California & Florida • NV SHRM’s 6th biennial legislative conference well attended by legislative speakers & HR professionals • Stateline, IL Fox Valley & Northwest HR Council SHRM Chapters held 1st legislative conference for 150 attendees

43. SHRM A-Team Background & Status Helpful Links http://bit.ly/AboutSHRMA-Team http://bit.ly/JoinTheA-Team http://bit.ly/A-Team2013

44. SHRM A-Team Background & Status Alaska Arizona Louisiana Michigan Minnesota 2013 Target States for A-Team Programming Montana New Hampshire North Carolina South Carolina Vermont

45. SHRM A-Team Background & Status Advocacy: A Critical Ingredient to chapter, Council & SHRM Success Be the voice on key HR issues in the community Offer strategic educational programming for HR professionals Support SHRM strategic priority while increasing visibility on “hot” HR issues Contribute to SHAPE objectives / CLA areas of Government Affairs

46. SHRM A-Team Background & Status Advocacy: A Critical Ingredient to chapter, Council & SHRM Success • SHRM provides speakers on advocacy and public policy issues for state council and chapter programs • Quarterly A-Team conference calls to share successes / challenges and hear from policy insiders • Advocacy Captain Toolkit to help build HR Advocacy Teams will be available in Q1 2013 • Sample press releases, marketing brochures, media strategies to support local A-Team program

47. SHRM A-Team Background & Status Advocacy: A Critical Ingredient to chapter, Council & SHRM Success 2 1 3 Request A-Team programming through the SHRM Speakers Bureau athttp://bit.ly/SHRMSpeakersBureau

48. SHRM A-Team Background & Status A-Team Staff Contact Information David M. Lusk Senior Associate, Member Advocacy david.lusk@shrm.org W: 703-535-6158 C: 703-597-3602 Chatrane Birbal Senior Associate, Member Advocacy chatrane.birbal@shrm.org W: 703-535-6476C: 917-627-4682