This month I had the opportunity to testify before two committees of the Maryland General Assembly on two employment-related bills: a paid sick leave mandate and an equal pay bill.  This was just one more opportunity to consider the voluminous mandates with which employers must already comply.  It frequently leads me to ask, "When is enough (not) enough?"  

As business owners grow their market share I find they are stunned to find all the rules and regulations under which they are covered. I find small (and large) government contractors are becoming overwhelmed with the plethora of Executive Orders issued in just the last 24 months with more pending that impose additional mandates upon them.  

Think about all the current legislative trends we see across the country at the federal, state and local levels.  

• Extending employment protections, including the right to sue an employer to non-employees such as unpaid interns; 
• paid and unpaid leave mandates, 
• equal pay and pay transparency laws that expand the existing protections under federal law; 
• increased fines and penalties for worker misclassification; 
• fair scheduling requirements; 
• mandatory rest breaks; 
• employer liability for workplace bullying;
• restricting, limiting or barring non-compete agreements; 
• shielding criminal convictions; 
• expanded fair employment (non-discrimination) protections; and
• ...is that enough? Because we can list more.   

So what's my point in this article?  Be proactive. Help shape public policy.  I have had the honor of testifying before federal and state legislative committees and agencies since 1994.  Nearly every time I have found that more often than not the intent behind the legislation is sound. But it is the path by which we get from here to where we want to be that needs to be understood. Nearly every employer I know supports flexible scheduling, equal pay for equal work, and maintaining workplaces that are equitable and free from harassment, discrimination and bullying.  But mandates that regulate when, where, how and for whom employers with just a few employees to large employers must administer their respective policies, programs and procedures often have unintended consequences.  So join in the dialogue. Partner with your state or local chambers of commerce. Work with your professional or trade associations. Stay informed. Advocate: Be one and do it. 

Alert! Maryland employers. Here's an opportunity. As you read this votes are being cast on a paid sick leave mandate bill. The bill as currently amended will require Maryland employers to provide at least one hour of paid sick leave for every 30 hours that an employee works.  This includes part-time employees working at least eight (8) per week.  The bill also mandates when that leave has to begin to accrue, when the employee must be able to use it, how much must roll over from year to year and reinstatement of unused leave if an employee is rehired within 12 months, and more! The MD SHRM State Council, Inc. (MD SHRM) for which I serve as the Gov't Affairs Director has found that more than 83% of our members surveyed opposed this bill as drafted.  CLICK HERE to take action TODAY!  If you are not a SHRM member you may edit the letter to represent your company or organization's views.