The Southern New Mexico Society for Human Resource Management is dedicated to staying up to date with the affairs of the state congress on matters relating to HR professionals.
HR Bills 2008 Legislative Action
Bill Tracker 1st Session 2008
Bill Tracker 2nd Session
HR Bills 2008 Legislative Action
Bill Tracker 1st Session 2008
Bill Tracker 2nd Session
HELPFUL LINKS
Find your legislator and a copy of each bill, all the amendments and actions, and the final version in the Bill Tracker at the New Mexico Legislature site:
www.legis.state.nm.us
The Governor's website contains a legislative action section with several reports of the status of bills that have reached the Governor's desk.
www.governor.state.nm.us
The Secretary of State's website contains a list of all the signed bills with assigned chapter numbers, useful for locating a bill when the yearly laws are printed and codified, because the legislatively assigned bill number will no longer be attached.
www.sos.state.nm.us
Find your legislator and a copy of each bill, all the amendments and actions, and the final version in the Bill Tracker at the New Mexico Legislature site:
www.legis.state.nm.us
The Governor's website contains a legislative action section with several reports of the status of bills that have reached the Governor's desk.
www.governor.state.nm.us
The Secretary of State's website contains a list of all the signed bills with assigned chapter numbers, useful for locating a bill when the yearly laws are printed and codified, because the legislatively assigned bill number will no longer be attached.
www.sos.state.nm.us
REFERENCES
State Senate Contacts - 2006
NNMHRA LEGISLATIVE NEWS
Legal News 01-12-08
Legal News 01-21-08
State Senate Contacts - 2006
NNMHRA LEGISLATIVE NEWS
Legal News 01-12-08
Legal News 01-21-08
We have the opportunity to voice our approval or opposition to important legislation being considered. Below is an example of a site-generated letter, however, you may write your own letter to your legislators, that is sent via email through the SHRM website.
Make your voice heard! Take the opportunity to go online and write to your elected officials!
<http://www.shrm.org/government/writecongress.asp>
(this is SHRM's automated letter on the Employee Free Choice Act)
As your constituent, a human resource (HR) professional, and one of more than 210,000 members of the Society for Human Resource Management (SHRM), I express my strong opposition to the Employee Free Choice Act. I respectfully urge you to NOT COSPONSOR the Employee Free Choice Act, and to VOTE NO if the bill is considered by the Senate.
As you know, the Employee Free Choice Act has major implications for the future of the American workplace. HR professionals are most concerned about the following aspects of the legislation:
- Union Certification through Signed Authorization Card - The bill would force employees to make public their significant decision on whether or not to support a union in their workplace. Under the bill, their decision would be made known to union officials, their employer and their co-workers. HR professionals are deeply concerned that, by eliminating the secret ballot, the bill would actually take away an employee's private and "free choice," expose employees to coercion and promote a threatening work environment for employees.
- First Contract Arbitration - The bill would effectively send any bargaining disputes to binding arbitration after 120 days - 90 days of negotiations and 30 days of mediation - on a first contract. HR professionals believe that mandatory binding arbitration is unnecessary because it would provide motivation for either a union or employer to engage in bad faith bargaining until the end of the 90-day period, thus allowing an arbitrator to impose unwanted employment conditions on both employees and management.
It is my belief that the best way to protect employees from coercion and intimidation is through the continued use of a federally supervised, private ballot election. Personal decisions about whether to join a union ought to remain private. Therefore, I urge you to protect the private ballot rights of workers and OPPOSE the Employee Free Choice Act. I look forward to learning of your position on this important legislation.
Make your voice heard! Take the opportunity to go online and write to your elected officials!
<http://www.shrm.org/government/writecongress.asp>
(this is SHRM's automated letter on the Employee Free Choice Act)
As your constituent, a human resource (HR) professional, and one of more than 210,000 members of the Society for Human Resource Management (SHRM), I express my strong opposition to the Employee Free Choice Act. I respectfully urge you to NOT COSPONSOR the Employee Free Choice Act, and to VOTE NO if the bill is considered by the Senate.
As you know, the Employee Free Choice Act has major implications for the future of the American workplace. HR professionals are most concerned about the following aspects of the legislation:
- Union Certification through Signed Authorization Card - The bill would force employees to make public their significant decision on whether or not to support a union in their workplace. Under the bill, their decision would be made known to union officials, their employer and their co-workers. HR professionals are deeply concerned that, by eliminating the secret ballot, the bill would actually take away an employee's private and "free choice," expose employees to coercion and promote a threatening work environment for employees.
- First Contract Arbitration - The bill would effectively send any bargaining disputes to binding arbitration after 120 days - 90 days of negotiations and 30 days of mediation - on a first contract. HR professionals believe that mandatory binding arbitration is unnecessary because it would provide motivation for either a union or employer to engage in bad faith bargaining until the end of the 90-day period, thus allowing an arbitrator to impose unwanted employment conditions on both employees and management.
It is my belief that the best way to protect employees from coercion and intimidation is through the continued use of a federally supervised, private ballot election. Personal decisions about whether to join a union ought to remain private. Therefore, I urge you to protect the private ballot rights of workers and OPPOSE the Employee Free Choice Act. I look forward to learning of your position on this important legislation.
Southern New Mexico Society for Human Resource Management
PO Box 1028 | Las Cruces, NM | 88004
PO Box 1028 | Las Cruces, NM | 88004
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GUIDE TO NM LEGISLATURE - 2008