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Workforce: Policy & Pipeline Initiatives

The Chamber continues to work with lawmakers to address workforce policy and regulation to ensure our business community can compete in today’s global economy. We are pleased to provide resources so that you are aware of the issues and can make your voice heard. As you advocate we know how important it is for lawmakers to hear directly from their constituents in addition to your Chamber team.

Workforce Policy Agenda 

An excerpt from the Chamber's 2015 Policy Agenda.

Updated and sensible labor laws and regulations - A number of labor law policy reforms are necessary since many of the laws and regulations that dictate labor relations and employment policy are outdated. We will strive to relieve businesses of restrictive regulations and help members prepare for, navigate, and implement new regulations effectively.

Building a career-ready workforce - Education is the key component in productivity, economic competitiveness, and workforce development. The Chamber will facilitate and support business and education partnerships and initiatives to improve our workforce pipeline, along with advocating for workforce development legislation and funding. Businesses, educators and students will be involved in increasing career awareness, work ethic and hands-on work experience to build a promising workforce for the future.

Get Connected. Take Action. 

Workforce Pipeline Initiatives - Volunteer Opportunities

Be engaged in shaping our future workforce by attending one (or more!) of our numerous workforce pipeline initiatives. The guidance and tools these students receive in school has lasting impacts on their futures. Interested Volunteers contact Gail Landis 

Current Programs: 

The programs listed below have been developed to make a difference and help guide young men and women into meaningful careers.   

Volunteer Clearances Update: Act 15

Volunteers as defined in the PA Department of Human Services Guideline – click here, are now required to obtain Child Clearance Certificates as noted below.

  • Items 1 and 2 below are required by all
  • Item 3 is required by any PA State resident who has not been a consistent resident for 10 years or more and the volunteer position is a paid position 

1. Criminal History Record Information obtained from the PA State Police (FREE)  

2. Child Abuse Clearance obtained through the PA Department of Public Welfare (now known as the Department of Human Services) certifying if the applicant is named in the statewide database “as the alleged perpetrator in a pending child abuse investigation or as the perpetrator of a founded report or indicated report” of child abuse. (FREE)

3. Federal Criminal History Record Information obtained by submitting a full set of fingerprints to the PA State Police or its authorized agent for submission to the Federal Bureau of Investigation “for the purpose of verifying the identity of the applicant and obtaining a current record of any criminal arrests and convictions.”  ($28.75 fee)

Please note that all of these certifications now expire after 36 months (3 years) and will then need to be requested again.  

Additional Information: 

If you missed the HR Summit on November 14 the information below was shared by our leynote speaker Theodore C. Phlegar, Esq. Senior Couselor - Workforce Freedom Initiative at U.S. Chammber of Commerce.

Click on the links below for his preentation on the"The Second Offensive"  

  • The Second Offensive: Labor and Employment Policy in 2014 - Includes information on what can be done as well as a sample letter and newspaper op-ed in order to support good legislation and fight overregulation. 
  • Top Line Labor Issues - A list of the top issues to promote a union-friendly, anti-employer agenda according to the National Labor Relations Board (NLRB) and Department of Labor (DOL). 
  • Expanded Joint Employer Liability - Currently, franchisors and employers that use contractors may be forced to bargain with a union or face liability for unfair labor practice charges for which they were not responsible. The National Labor Relations Board (NLRB) is looking to expand "joint-employer" liability to include these businesses. 
  • Forcing Employers to Allow Union Access to E-mail Systems - Changes in the current legislation may present employers with a choice between two impractical policies: completely bar workers’ use of workplace e-mail for any non-business purpose or allow unfettered access for all uses, including union organizing.