MAY 2018 HR MAGAZINE 69
SHRM BOARD OF DIRECTORS
Coretha M. Rushing, SHRM-SCP
IQ Talent Partners
CHIEF EXECUTIVE OFFICER
Johnny C. Taylor, Jr., J. D., SHRM-SCP
Society for Human Resource Management
Janet Alberti, CPA
San Francisco Museum of Modern Art
Sally Hornick Anderson, SHRM-SCP
Steve Browne, SHRM-SCP
Thomas W. Derry
Institute for Supply Management
Donna Morris, SHRM-SCP
Adobe Systems Inc.
The Dow Chemical Co.
Patrick M. Wright, Ph. D.
Darla Moore School of Business, University
of South Carolina
Gretchen K. Zech, SHRM-SCP
Arrow Electronics Inc.
Learn from current and former HR
professionals who share their experi-
ences in SHRM’s award-winning “HR
Storytellers” video series.
Discover how Joann Waki Muna,
SHRM-SCP, learned to manage an
Hear David Windley, president of IQ
Talent Partners and chair designate of
the SHRM Board of Directors, share
his personal experience with unconscious bias.
Find out how Mike Losey, former
SHRM president and CEO, challenged
a foolish policy in his new job and
gained respect for doing so.
To view these videos and more, visit
FEDERAL LAWMAKERS HEAR
FROM SHRM MEMBERS
More than 250 HR profession- als from 48 states, the Dis- trict of Columbia and Puerto
Rico visited members of Congress
on Capitol Hill in March as part of
SHRM’s 2018 Employment Law &
The SHRM members urged lawmakers to support the Workfex in
the 21st Century Act, introduced by
U.S. Rep. Mimi Walters, R-Calif.,
which would expand federal policy
on paid leave and workplace fexi-bility.
If passed, the bill would allow
employers to ofer a plan that
provides their employees with a
federal standard of paid leave and
options for fexible work arrange-
ments, such as telecommuting or a
compressed schedule. In exchange,
employers would beneft from a
more predictable arrangement than
the patchwork of state and local
laws they must currently follow.
During their trip to Capitol Hill,
the SHRM members also discussed
how employers are responding
to sexual harassment and other
SHRM wants legislators to understand that a healthy workplace
culture—not just compliance and
training programs—is critical to
preventing and addressing
harassment. SHRM supports
public-policy proposals that promote an accessible, prompt and fair
resolution to harassment claims
in the workplace, while protecting
confdentiality and due process.
For more information,
visit advocacy.shrm.org Joann Waki Muna