For Human Resources Managers, the Prospects, Politically

By September 8, 2008Labor Unions

Below we published a list of labor-backed legislation that could well pass next Congress if the electorate decides expanded government, more litigation and Big Labor dictates are the best way to encourage …well, it’s almost tautological. For more Big Labor dictates, vote for more Big Labor dictates. For less freedom, vote for less freedom.

Anyway, a good narrative on the legislative consequences was in Human Resources Executive Online last week, “Brace Yourself.” An excerpt:

Regardless of which party wins the White House, there will likely be an onslaught of legislation that could have a profound impact on HR — from unions to sick leave to ergonomics.

If the Democrats pick up seats in the House and Senate, as expected, a Republican administration might have difficulty stemming the tide, a variety of policy experts say. And if Barack Obama is elected president, human resource leaders could see more new workplace regulations than at any time in the last two decades.

“2009 will be the year of living dangerously for HR executives,” says Larry Lorber, a Washington-based employment-law attorney with Proskauer Rose and chairman of the U.S. Chamber of Commerce’s Equal Employment Opportunity Committee. “The Democrats are teeing up all these bills. There’s pent-up demand.”

Says John Sullivan, a management professor at San Francisco State University, “This could be the biggest change for HR since the Reagan administration.”

Top of the list? The Employee Free Choice Act.

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