Tag: CUPAHR

  • Presidential Proclamation Suspends Entry of Foreign Nationals Seeking to Enroll at Harvard – CUPA-HR

    Presidential Proclamation Suspends Entry of Foreign Nationals Seeking to Enroll at Harvard – CUPA-HR

    by CUPA-HR | June 5, 2025

    On June 4, 2025, President Trump issued a presidential proclamation suspending the entry of foreign nationals who seek to enter the United States to begin a course of study, conduct research or participate in an exchange visitor program at Harvard University. The proclamation invokes sections 212(f) and 215(a) of the Immigration and Nationality Act and is set to expire six months from the date of issuance unless extended.

    This action follows the Department of Homeland Security’s May 22, 2025, announcement terminating Harvard’s Student and Exchange Visitor Program (SEVP) certification. That earlier DHS action is currently under a temporary restraining order issued by the U.S. District Court for the District of Massachusetts.

    Key Provisions

    • The proclamation suspends and limits entry for foreign nationals who seek to enter the United States on F, M or J visas in order to begin study or participate in a program at Harvard University.
    • The suspension applies only to new entrants seeking to begin a course of study or program at Harvard on or after the date of the proclamation.
    • The suspension does not apply to foreign nationals enrolled at other institutions, nor does it apply automatically to current Harvard students already in the United States.
    • The secretary of state may consider whether current Harvard students in F, M or J status should have their visas revoked under the Immigration and Nationality Act §221(i).
    • Exceptions may be granted if the secretary of state or secretary of homeland security determines that a particular individual’s entry would be in the national interest.
    • A review is required within 90 days to assess whether the suspension should be extended or modified.

    The proclamation also directs federal agencies to consider additional operational steps, including potential limitations on Harvard’s continued participation in SEVP and the Student and Exchange Visitor Program (SEVIS). It references recordkeeping and reporting obligations under existing regulations and states that these obligations are necessary to support national security and immigration enforcement.

    CUPA-HR will monitor for additional updates on this and related developments.



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  • President Issues Proclamation Restricting Entry of Foreign Nationals From 19 Countries – CUPA-HR

    President Issues Proclamation Restricting Entry of Foreign Nationals From 19 Countries – CUPA-HR

    by CUPA-HR | June 5, 2025

    On June 4, 2025, President Trump issued a presidential proclamation titled “Restricting the Entry of Foreign Nationals to Protect the United States from Foreign Terrorists and Other National Security and Public Safety Threats.” The proclamation, citing national security concerns, suspends or limits entry into the United States for certain foreign nationals from 19 countries identified as having inadequate screening and information-sharing practices. The restrictions take effect on Monday, June 9, 2025.

    This proclamation implements directives from Executive Order 14161, issued on January 20, 2025, which stated that it is U.S. policy to deny entry to foreign nationals who may pose national security or public safety threats. That order required federal agencies to review global vetting practices and recommend countries for entry restrictions based on insufficient identity management or cooperation.

    Following that review, the secretary of state, in consultation with the attorney general, secretary of homeland security and director of national intelligence, recommended entry restrictions on foreign nationals from 19 countries.

    Countries Affected

    The proclamation imposes:

    • Full entry suspensions (both immigrant and nonimmigrant visas) for nationals of: Afghanistan, Burma, Chad, Republic of the Congo, Equatorial Guinea, Eritrea, Haiti, Iran, Libya, Somalia, Sudan and Yemen.
    • Partial entry suspensions (specific visa types, including B-1/B-2 and F/M/J visas) for nationals of: Burundi, Cuba, Laos, Sierra Leone, Togo, Turkmenistan and Venezuela.

    The administration cites overstay rates, lack of cooperation in accepting removable nationals, and terrorist activity or governance instability as justification.

    Exemptions and Waivers

    The proclamation includes a number of exemptions, including lawful permanent residents of the United States; dual nationals traveling on a passport from a non-restricted country; holders of certain visa categories such as diplomatic, NATO, and adoption-related visas; immediate family-based immigrant visa applicants with verified relationships; and Special Immigrant Visa recipients, including Afghan and U.S. government employees. Also exempt are individuals traveling to participate in major international sporting events — such as the World Cup or Olympics — including athletes, coaches, support staff and immediate relatives, subject to determination by the secretary of state.

    In addition, case-by-case waivers may be granted if the secretary of state or attorney general determines that the individual’s travel would serve a critical U.S. national interest, including participation in legal proceedings or for humanitarian reasons.

    This action reflects a return to policies implemented during President Trump’s first term. In 2017, the administration issued an executive order restricting entry from several predominantly Muslim countries. The order was revised multiple times following legal challenges and was ultimately upheld by the U.S. Supreme Court in Trump v. Hawaii (2018). The Biden administration reversed the policy on its first day in office in 2021.

    The partial suspensions affect several nonimmigrant visa categories common in higher education, including F (students), M (vocational students), and J (exchange visitors) from the listed countries. CUPA-HR will continue to monitor developments related to this proclamation and its potential implications.



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  • Department of Labor Announces Opinion Letter Program – CUPA-HR

    Department of Labor Announces Opinion Letter Program – CUPA-HR

    by CUPA-HR | June 4, 2025

    On June 2, the Department of Labor (DOL) announced the launch of its opinion letter program across five agencies, including the Wage and Hour Division (WHD), the Occupational Safety and Health Administration (OSHA), the Employee Benefits Security Administration (EBSA), the Veterans’ Employment and Training Service (VETS) and the Mine Safety and Health Administration (MSHA).

    Opinion letters are intended to provide compliance assistance to workers, employers and other stakeholders to better understand how relevant federal labor laws apply in workplace situations. They serve as each agency’s official written interpretations of federal laws and how they apply to specific circumstances presented by individuals or organizations.

    The agencies listed above have published opinion letters and similar guidance in the past. Notably, WHD has issued several opinion letters regarding the application of the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA), covering issues such as worker classification, compensable hours for telework travel time, and the intersection of paid leave under the FMLA and state and local paid leave laws. WHD has also issued several opinion letters on regular rate of pay for overtime calculations. OSHA has issued “Letters of Interpretation” that cover a range of worksite health and safety issues, and EBSA published advisory opinions and information letters regarding employer-provided health and retirement benefits plans.

    To support their opinion letter program, DOL announced a new landing page that allows individuals to seek out past guidance from each agency and to submit new requests for opinion letters to the appropriate agency. CUPA-HR will monitor for relevant opinion letters released by DOL and keep members apprised of enforcement updates by the agencies.



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  • How AI Is Transforming Your Work: Insights from CUPA-HR’s Spring Conference – CUPA-HR

    How AI Is Transforming Your Work: Insights from CUPA-HR’s Spring Conference – CUPA-HR

    by Julie Burrell | June 4, 2025

    At the recent CUPA-HR Spring Conference in Seattle, artificial intelligence was a major topic of conversation, from session rooms to hallway discussions. AI has reshaped how many HR pros operate. It’s now being used as a daily tool, whether as a personal assistant for daily tasks or a strategic thought partner in decision-making.

    Here’s how higher ed HR is using AI now.

    Drafting communications and messaging. AI can help draft everything from emails to campus-wide communications. At her spring keynote, Jennifer Parker of the Colorado Community College System said she uses ChatGPT to rewrite her emails to be more formal in tone. She also recommends trying out AI to make internal communications more creative and tailored, like an inspiring message inviting specific groups of employees to review their benefits during open enrollment.

    Making meetings more productive and presentations easier. AI is helping HR pros compile, organize and summarize their meeting notes. AI can also make checklists and to-do’s following meetings. Use AI to create slide decks and scripts for presentations.

    If you’re looking to maximize your time, quickly make your longer meeting notes — like those from the recent CUPA-HR conference — into a conversational podcast using Google’s NotebookLM tool.

    Helping you with internal talent development or coaching for individual career paths. AI can help you create a training or professional development program in record time, like Jennifer Parker did with her civility training program. It can also act as a career coach when used with the right prompts.

    Assisting in talent acquisition. With AI, writing job descriptions has never been easier. For interviews, enter in a job description and ask AI to come up with applicable interview questions or ask for help in creating interview questions that are more neuroinclusive.

    Injecting some creativity throughout the day. Members also shared imaginative uses of AI, like using Doodly to create animated whiteboards, asking ChatGPT to turn selfies into Lego minifigures, or using Canva’s AI features to make eye-catching designs.

    Scaling Up

    AI can do amazing things when used on a larger scale. HR pros are tackling more extensive projects with AI, often in collaboration with other departments.

    Analyzing feedback and surveys. AI can process the results of open-ended survey questions and help identify themes to make surveys more effective than ever, with the partnership of survey experts and AI practitioners on campus.

    See how Harvard University’s Center for Workplace Development used AI in combination with HRIS data to create a strategic needs assessment survey.

    Brainstorming and researching for deeper insights. Proprietary software like Microsoft Copilot enables a deeper dive into existing institutional information and data. By uploading your institution’s mission and strategic priorities, you can accomplish any number of initiatives. Try creating recruitment materials, professional development programs, performance metrics and evaluations, or even a strategic priorities document specific to HR.

    During their presentation, the talent management team at Grand Valley State University shared how they integrated AI into their process for creating core competencies. AI assisted them in brainstorming key competencies, cross-checking those competencies with their institutional values, and transforming them into action-oriented language.

    Training Others on AI. Many HR leaders have been encouraging their employees to experiment with AI, including launching trainings or directing staff to existing trainings. For example, Microsoft offers general Copilot trainings and HR-specific trainings, all self-directed.

    While AI adoption is picking up speed, there are certainly challenges in incorporating it into your workflow. Spring conference attendees mentioned concerns ranging from legal compliance to ensuring truth and authenticity in communication. But used with safeguards, AI has the potential to free up time and allow HR to do what it does best: the fundamentally human work of caring for the people on your campus.



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  • Federal Judge Blocks Trump Administration’s Actions to Dismantle Department of Education – CUPA-HR

    Federal Judge Blocks Trump Administration’s Actions to Dismantle Department of Education – CUPA-HR

    by CUPA-HR | May 29, 2025

    On May 22, a federal judge in the U.S. District Court of Massachusetts issued a preliminary injunction to block the Trump administration from taking action to close the Department of Education (ED). Specifically, the court order blocks the Trump administration from “carrying out the reduction-in-force” at ED previously announced and from implementing the executive order directing the secretary of education to “take all necessary steps to facilitate the closure of the Department of Education.”

    Several Democrat-led states, school districts and teachers unions filed lawsuits challenging the Trump administration’s reduction in force (RIF) at the department, arguing that the RIF would prohibit ED from carrying out its statutory functions. In the order enjoining the Trump administration from enforcing its RIF, the federal judge sided with the plaintiffs, granting the preliminary injunction because the plaintiffs “have shown that they are likely to suffer irreparable harm in the form of financial uncertainty and delay damaging student education … impeded access to vital knowledge upon which students, districts, and educators rely, and … loss of essential services provided by the office of Federal Student Aid and the Office for Civil Rights.”

    As a result of the preliminary injunction, the Trump administration and ED are blocked from carrying out the reduction in force and implementing the order to close the department. The administration is also blocked from reinstating the reduction in force and executive order under a different name. ED is also directed to reinstate federal employees who were terminated or eliminated on or after January 20, 2025, as part of the RIF, and the Department of Education and the administration are required to file a status report describing the steps they have taken to comply with the order.

    Soon after the preliminary injunction was issued, the Trump administration filed an appeal to the 1st U.S. Circuit Court of Appeals. Further decisions are pending, and CUPA-HR will continue to monitor for updates from the appeals court.



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  • DHS Terminates Harvard’s SEVP Certification, Blocking Foreign Student Enrollment – CUPA-HR

    DHS Terminates Harvard’s SEVP Certification, Blocking Foreign Student Enrollment – CUPA-HR

    by CUPA-HR | May 22, 2025

    On May 22, the Department of Homeland Security (DHS) announced that it terminated Harvard University’s Student and Exchange Visitor Program (SEVP) certification. According to DHS, this action bars Harvard from enrolling foreign students and requires foreign students currently enrolled at the institution to transfer to another U.S. institution or lose legal status.

    In the announcement, DHS states that “Harvard’s leadership has created an unsafe campus environment by permitting anti-American, pro-terrorist agitators to harass and physically assault individuals, including many Jewish students, and otherwise obstruct its once-venerable learning environment.” DHS claims that many of the agitators are foreign students. The announcement also accuses Harvard’s leadership of facilitating and engaging in coordinated activity with the Chinese Communist Party.

    On April 16, DHS Secretary Kristi Noem sent a letter to Harvard requesting the university to provide records on foreign students’ illegal activity or misconduct. The letter stated that Harvard could face immediate loss of SEVP certification if it did not comply. According to the DHS announcement on the SEVP termination, Harvard did not provide “the required information requested and ignored a follow up request from the Department’s Office of General Counsel.”

    In DHS’s announcement regarding the termination of Harvard’s SEVP certification, Noem states that DHS’s decision to terminate Harvard’s SEVP certification is “holding Harvard accountable for fostering violence, antisemitism, and coordinating with the Chinese Communist Party on campus.” She further states that “it is a privilege, not a right, for universities to enroll foreign students” and to “let this serve as a warning to all universities and academic institutions across the country.”

    CUPA-HR will monitor for additional updates on this decision and other actions taken by DHS.



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  • Workforce Planning Meets AI: A Blueprint for Smarter Surveys – CUPA-HR

    Workforce Planning Meets AI: A Blueprint for Smarter Surveys – CUPA-HR

    by Christy Williams | May 21, 2025

    For HR professionals in higher education, workforce planning has evolved into a strategic discipline. Filling positions is no longer enough — leaders must anticipate talent needs, support professional growth and align development opportunities with institutional goals. A well-designed needs assessment gives HR teams the insight to take action with confidence and create lasting impact.

    In the CUPA-HR webinar, Survey Says! Using HR Data and AI to Maximize Analysis of Needs, presenters from Harvard University’s Center for Workplace Development shared how their team designed and executed a large-scale, data-informed, AI-supported needs assessment. The goal? To better understand learning needs and create targeted strategies for professional growth across a decentralized institution.

    Here are the key takeaways from their process.

    Start With a Strategic Why

    Before sending a single survey question, clarify what you’re hoping to learn — and why it matters.

    At Harvard, the team began their needs assessment with a clear objective to understand learning and development needs across various employee groups as part of a larger workforce strategy. This meant designing a survey aimed at uncovering more than surface-level training needs, asking instead: What do our employees really need to grow and thrive in their roles?

    Their advice to other HR teams is to anchor your assessment in your institution’s strategic goals and organizational context. Let that “why” guide your survey design from the start.

    Design a Survey That Reflects Your Workforce

    A successful needs assessment is tailored to the specific population it serves rather than one-size-fits-all.

    Harvard’s workforce includes individual contributors, supervisors and executives across many schools and units. Their team created targeted questions for each group and pre-populated some responses using data from their HRIS system to reduce survey fatigue and improve accuracy.

    Make sure your questions are relevant to different audience segments, and use the data you already have to streamline the experience for respondents.

    Boost Participation Through Targeted Communications

    Even the best survey won’t produce results without strong participation. Driving engagement was one of the biggest challenges for Harvard, as it is for many institutions. Their team addressed this by securing leadership support, crafting targeted communications and clearly communicating the value of the survey to employees.

    To boost response rates on your own campus, consider using champions across departments, timing your outreach thoughtfully and explaining how the data will be used to benefit staff.

    Use AI Thoughtfully to Analyze Large Data Sets

    If your survey includes open-ended responses, you’ll likely end up with more data than you can quickly process — especially if your institution is large. This is where AI can help.

    Harvard’s team used a combination of AI tools to analyze thousands of comments and identify themes. But they stressed that the human element remained critical. They invested time in crafting the right prompts, testing outputs and verifying results before presenting them to stakeholders.

    Their approach to AI offers an important lesson: AI can accelerate analysis and bring fresh insights, but it’s not a shortcut. You need to build a process that includes human judgment, data verification and transparency.

    Integrate HR Data for Deeper Insights

    One of the most impactful decisions the Harvard team made was linking survey responses to existing HR data. This allowed them to connect learning needs to specific job roles, departments and demographics — enabling more targeted follow-up and planning.

    By incorporating HRIS data, they were also able to personalize survey questions and reduce respondent burden. That integration enhanced both the quality of their data and their ability to act on it.

    If you’re planning a survey, consider how existing HRIS data can be used to sharpen your questions and deepen your analysis.

    Turn Results Into Action

    The final — and perhaps most critical — step is using what you’ve learned.

    At the time of the webinar, the Harvard team was in what they described as the “where are we now” stage and had begun implementing some of the recommendations from their survey analysis. They emphasized the importance of translating results into practical strategies that support learning and development, talent mobility and organizational effectiveness.

    To do the same on your campus, be sure to:

    • Share key findings transparently with stakeholders.
    • Identify priority areas for development or investment.
    • Use insights to shape programming, leadership development or change management strategies.

    Embrace Experimentation and Continuous Learning

    The Harvard team acknowledged that this process wasn’t perfect — and that was okay. They embraced experimentation, learned from trial and error, and remained open to improving their approach as they went.

    Their experience is a reminder that innovation in higher ed HR — especially when integrating AI — is a journey. Don’t be afraid to pilot new tools and adjust your process.

    Watch the Webinar Recording

    Interested in learning more about Harvard’s process? The full webinar recording and slide deck are available here.

    More CUPA-HR Resources

    Harnessing the Power of Big Data for Sound HR Decision Making — This article examines using workforce data to make good business decisions with confidence.

    Data Visualization and Storytelling Tips and Tools for HR — This on-demand CUPA-HR webinar covers practical tips and tools you can use to share compelling data stories and data visualizations.

    AI in Higher Education HR Toolkit — Best practices and tools for using AI technologies thoughtfully and safely.



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  • New Report From CUPA-HR Explores Changes in Faculty Size, Pay and Tenure Status Over the Past 20 Years – CUPA-HR

    New Report From CUPA-HR Explores Changes in Faculty Size, Pay and Tenure Status Over the Past 20 Years – CUPA-HR

    by CUPA-HR | May 20, 2025

    How has the higher education faculty workforce changed over the past 20 years? What disciplines have emerged as frontrunners in hiring? What disciplines pay the most? What disciplines pay the least?

    In the new research report, Two Decades of Change: Faculty Discipline Trends in Higher Education, CUPA-HR presents findings from an analysis of data from its Faculty in Higher Education Survey from 2003-04 to 2023-24.

    Some key findings highlighted in the report:

    • The disciplines of Health Professions and Business have experienced the most growth in number of faculty over the past 20 years. The number of faculty in Health Professions more than doubled from 2003-04 to 2023-24, and the number of Business faculty grew by 20.8% over the same period.
    • The disciplines of Theology, Liberal Arts and Humanities, and English Language/Literature are experiencing very little growth in terms of hiring new faculty. These disciplines also have high numbers of non-tenure-track faculty and are among the lowest-paying disciplines — all of which point to institutions’ divestment in these disciplines.
    • Business ranked among the top four highest-paid disciplines every year from 2003-04 to 2023-24 and has been the highest-paid discipline for the past nine years. In addition, Business saw the largest percentage increase in median salary across all disciplines, with an increase of 66.2% since 2003-04.
    • No discipline’s pay increases beat inflation. Although many disciplines appeared strong based on changes in size and salary over time, all disciplines reported median salaries in 2023-24 that were lower than inflation-adjusted salaries based on 2003-04 salary data. Overall, faculty in all disciplines have less purchasing power with their salaries in 2023-24 than they did in 2003-04.

     

    Read the full report and explore the data with interactive graphics.



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  • EEOC Initiates Investigation Into Harvard University Over Racial Discrimination – CUPA-HR

    EEOC Initiates Investigation Into Harvard University Over Racial Discrimination – CUPA-HR

    by CUPA-HR | May 19, 2025

    On April 25, the Equal Employment Opportunity Commission’s Acting Chair, Andrea Lucas, issued a Commissioner’s Charge against Harvard University announcing that the EEOC is investigating whether “Harvard may have violated and may be continuing to violate Title VII [of the Civil Rights Act of 1964] by engaging in a pattern or practice of disparate treatment against white, Asian, male, or straight employees, applicants, and training program participants in hiring, promotion (including but not limited to tenure decisions), compensation, and separation decisions; internship programs; and mentoring, leadership development, and other career development programs.”

    The charge also covers “entities managed by, affiliated with, related, or operating jointly with or successors to” Harvard University. This includes the institution’s medical school, school of public health, and school of arts and sciences, as well as the Brigham and Women’s Hospital and Massachusetts General Hospital, among others. The investigation will look back to 2018 for potential discrimination.

    As Acting Chair Lucas explains in the charge, the allegations “are based on publicly available information regarding Harvard, including, but not limited to, documents and information published on Harvard and its affiliates’ public webpages (including archived pages); public statements by Harvard and its leadership; and news reporting.” The charge references documents that were on Harvard’s website, including resources that tracked its decade-long progress to diversify its faculty, but these documents have since been deleted from the university’s website.

    Lucas highlights data showing a 10% drop in white men among “all ladder faculty” from 2013 to 2023 and the corresponding 10% increase in total women, nonbinary, and faculty of color in the same time span. She also points to the increase in the percentage of tenured and tenure-track faculty that are women, nonbinary, and/or people of color. Acting Chair Lucas believes Harvard took “such unlawful action in an effort to achieve, in Harvard’s own words, ‘demographic diversification of the faculty.’” Moreover, Lucas claims, “there is reason to believe that these trends and the underlying pattern or practice of discrimination based on race and sex have continued in 2024 and are ongoing.”

    The charge also emphasizes that various programs hosted by the university and its affiliates — including fellowship programs, research opportunities, and other initiatives targeted toward underserved groups, including Black and Native American students — demonstrate disparate treatment by the university and its affiliates against White, Asian, male, and straight applicants and training program participants.

    The EEOC’s Commissioner’s Charge is the latest escalation of the battle between Harvard and the Trump administration, which has frozen or paused billions of dollars in federal grants and contracts, threatened to revoke the school’s tax-exempt status, and initiated a task force to investigate the university’s behavior towards Jewish students. The Department of Education and Department of Health and Human Services are also investigating the university, including for race-based discrimination.

    In a letter in response to the Department of Education, Harvard explained:

    “Employment at Harvard is similarly based on merit and achievement. We seek the best educators, researchers, and scholars at our schools. We do not have quotas, whether based on race or ethnicity or any other characteristic. We do not employ ideological litmus tests. We do not use diversity, equity, and inclusion statements in our hiring decisions. We hire people because of their individual accomplishments, promise, and creativity in their fields or areas of expertise, and their ability to communicate effectively with students, faculty, and staff. And we take all of our legal obligations seriously, including those that pertain to faculty employment at Harvard, as we seek to offer our students the most dynamic and rewarding educational experience that we can.”

    CUPA-HR will continue to monitor for updates related to this charge and other relevant enforcement activity at the EEOC.



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  • House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    House Introduces Bipartisan Paid Leave Legislative Proposal – CUPA-HR

    by CUPA-HR | May 13, 2025

    On April 30, Representatives Stephanie Bice (R-OK-5) and Chrissy Houlahan (D-PA-6) introduced the More Paid Leave for More Americans Act, the result of more than two years of work by the House Paid Family Leave Working Group, which Bice and Houlahan co-chair. The package consists of two parts: the Paid Family Leave Public-Private Partnerships Act and the Interstate Paid Leave Action Network (I-PLAN) Act.

    The Legislation

    The first bill of the package — the Interstate Paid Leave Action Network (I-PLAN) Act — would create a national framework “to provide support and incentives for the development and adoption of an interstate agreement that facilitates streamlined benefit delivery, reduced administrative burden, and coordination and harmonization of State paid family and medical leave programs.” It is intended to help resolve the confusion and inconsistencies across the state programs, in particular for the distribution of benefits to workers who work across state lines. The network will also work to identify best practices from existing state paid leave programs, help states harmonize their policies and resolve conflicts with other states’ programs, and help employees access their benefits.

    The second bill — the Paid Family Leave Public-Private Partnerships Act — would establish a three-year pilot program in which the Department of Labor would provide competitive grants to states that establish paid family leave programs that meet certain criteria. To qualify, states would be required to partner with private entities via Public-Private Partnerships (PPP) and participate in I-PLAN. The state programs would be required to offer at least six weeks of paid leave for the birth or adoption of a new child and provide a wage replacement rate between 50% and 67% depending on the income of the individual. Individuals at or below the poverty line for a family of four must receive 67% of their wages, while individuals earning more than double the poverty line for a family of four must receive 50% of their wages. The maximum benefit a worker can receive is 150% of a state’s average weekly wage.

    Looking Ahead

    Bice and Houlahan are optimistic about the package’s prospects, as both bills do maintain bipartisan support and President Trump has indicated an interest in pursuing a federal paid leave program. That said, it is uncertain if and when the House and Senate labor committees would take up these bills for a markup, which is the first step in getting the bill to a floor vote. CUPA-HR will continue to keep members apprised of updates related to this bill and other paid leave proposals that emerge from Congress.



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