SHRM-Backed Workflex Bill
Introduced in House
A bill to expand paid leave and
workplace flexibility opportunities,
which was developed with the support of SHRM members, was introduced in the U. S. House of Representatives in November.
If approved by the House and Senate, the proposed piece of legislation
would give employees more options
when taking time off to meet personal
or family needs and would provide
greater predictability for employers
who now face a hodgepodge of overlapping state and local requirements.
“Both employees and employers
gain under this bill,” said Lisa Horn,
SHRM’s director of congressional
The bill—H.R. 4912, the Workflex in the 21st Century Act, which
was introduced by Rep. Mimi Walters, R-Calif.—would amend the
Employee Retirement Income Security Act (ERISA) to create a qualified flexible work arrangement plan.
To qualify, the plan would have to
meet a federal paid-leave standard
for employers with workers accruing
leave over the course of a plan year.
And it would include flexible work
arrangements for eligible employees, which are those who have
been employed for no less than 12
months for at least 1,000 hours with
the employer during the previous
12-month period. Employer participation would be voluntary.
Under the draft law, the employer
would offer at least one of the fol-
lowing flexible work options to each
• Compressed work schedule.
• Biweekly work program.
• Job sharing.
• Flexible scheduling.
• Predictable scheduling.
The minimum amount of paid-leave days per plan year would be
scaled to the size of the employer and
an employee’s tenure. Both full- and
part-time employees would be eligible. Workers could decide how they
use the leave unless the employer
determines that a specific instance
would unduly disrupt business
operations. Paid leave can run concurrently with Family and Medical
Leave Act leave.
The bill’s introduction late in the
year does not preclude it from being
discussed and advancing in 2018, as
SHRM continues to make it a focus
of its advocacy efforts.
—Allen Smith, J.D., and Lisa
Nagele-Piazza, SHRM-SCP, J.D.
CVS Health human resources leaders receive the
2017 Human Resource Management Impact Award at
a Society for Industrial and Organizational Psychology event in October. From left are Maggie Collins,
senior advisor, colleague insights and analytics, and
Meredith Vey, senior director, colleague insights and
Congrats, HRM Impact
CVS Health is the recipient of the 2017 Human
Resource Management Impact Award, which
recognizes organizations with exemplary evidence-based HR management practices.
The award is given annually by SHRM, the
SHRM Foundation, the Society for Industrial and
Organizational Psychology (SIOP), and the SIOP
Based in Woonsocket, R.I., CVS Health is
the largest pharmacy health care provider in the
U.S. Its winning project, the Customer Care Pre-Hire Screening Assessment, is a custom-built,
multimedia pre-hire screening assessment with
a realistic job preview that integrates with the
company’s applicant tracking system. Studies
have shown that the new tool has quickly and
dramatically lowered costs, improved applicant
reactions and increased new-hire performance
on a variety of operational outcomes, such as
reduced hold times, call transfers and callbacks.
These early performance gains have led to
greater efficiency, a better caller experience and
“CVS Health exemplifies the gold standard
in the use of evidence-based HR strategies and
practices to foster organizational success,” said
Sara L. Rynes, who chairs the HRM Impact
Applications for the 2018 HRM Impact
Award will be accepted from Feb. 1 to April 30.
For more information, visit