2025 Advocacy Day Registration

Join us for the 2025 SHRM New York State and SHRM
Advocacy Day in Albany NY!

February 25, 2025 / 7 AM - 2:30 PM

First Name *

Last Name *

Cell Phone *

Email Address *

Home Address

Address Line 1 *

Address Line 2

City *

State *

Zip Code *

This information is used to match you with your legislators to understand who represents you in the legislature.

Job Title

Company/Organization

Number of Employees at Your Organization

Are you a SHRM member? *

Yes

SHRM Local Chapter Affiliation

Do you require a reasonable disability accommodation to participate in this event?

Yes

If yes, please provide details (accommodation)

Do you have any dietary restrictions?

Yes

If yes, please provide details (dietary)

Policy Areas

Rank in order the policy areas that interest you most. Based on availability, we will assign you to a policy team.

Preferences

	1 (Low)	2	3	4	5 (High)
Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces.	Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces. - 1 (Low)	Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces. - 2	Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces. - 3	Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces. - 4	Artificial Intelligence (AI): SHRM is committed to collaborating with state and local lawmakers on meaningful policy solutions that advance responsible AI development and support innovation. In 2025, SHRM will actively partner with New York state legislators to regulate the development and deployment of AI, including automated employment decision systems, with a focus on AI displacement and AI literacy. To date, New York lawmakers have introduced legislation mandating transparency and regulation of AI by state agencies (A.433) and targeting the use of electronic monitoring and automated decision tools by employers (S.185). SHRM will continue to monitor developments in this policy space and looks forward to serving as a resource for policymakers to harness AI's potential to create more dynamic, inclusive, and productive workplaces. - 5 (High)
Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties.	Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties. - 1 (Low)	Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties. - 2	Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties. - 3	Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties. - 4	Noncompete Agreements: SHRM advocates for a balanced approach to noncompete agreements that protects both employers and employees. SHRM opposes blanket bans and supports well-structured agreements that do not stifle innovation or worker mobility. With the discontinuation of the FTC noncompete rule, SHRM expects a blanket ban on noncompete agreements to be introduced in 2025. Therefore, SHRM plans to oppose this legislation and urge lawmakers to consider less restrictive alternatives that protect all parties. - 5 (High)
Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities.	Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities. - 1 (Low)	Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities. - 2	Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities. - 3	Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities. - 4	Supporting Untapped Pools of Talent: SHRM encourages hiring from untapped pools of talent, such as veterans, military spouses and caregivers, older workers, individuals with disabilities, those with a criminal record, and young people who are neither in school nor employed. In 2025, SHRM intends to support legislation that increases workforce participation and ensures that all individuals can contribute to and benefit from the evolving world of work. In 2024, SHRM supported legislation signed into law by Governor Hochul that allows combat veterans to transfer unused education benefits to their dependents. SHRM also supported a New York City amendment that prohibits employment discrimination based on criminal history. We will continue to advocate for legislation that allows justice-impacted individuals to fulfill their potential and contribute more meaningfully to their communities. - 5 (High)

Please indicate your comfort level in participating in advocacy day meetings (this is confidential): *

Disclaimer:

For the opportunity to assist the Society for Human Resource Management (“SHRM”) and SHRM New York State in branding, promotional, educational, and other efforts, I hereby grant permission to SHRM (and its affiliates) to: record/photograph my voice, likeness, portrait, picture; and reproduce, distribute copies of, create derivate works of, and display publicly, my voice, likeness, portrait, and picture, without limitation and in any form, media, or technology now known or hereafter developed. This may include, but not be limited to, the SHRM Internet site, the SHRM Social Media sites, and during live SHRM events. I further agree that my participation in these efforts confers upon me no rights to use, ownership, or copyright. I release SHRM and its employees, affiliates, agents, and assigns from all liability which may arise from any and/or all claims by me or any third party in connection with my participation in these efforts. I acknowledge that I will not be compensated for these uses, and that SHRM exclusively owns all rights to the images, videos, and recordings, and to any derivative works created from them. By signing my name, I acknowledge that I have carefully read and understand this document.*

*Signature *

(Retype your full name as your signature)

Acknowledgment:

By registering for this event, please be aware that SHRM New York State and SHRM will be scheduling legislative visits on your behalf and making corresponding logistical arrangements. Kindly ensure your commitment to attend, and in the event of unforeseen circumstances, promptly communicate any changes to SHRM.

Select: *

I understand

CAPTCHA

This question is for testing whether you are a human visitor and to prevent automated spam submissions.

Subscribe to the feed:

2025 Advocacy Day Registration

Join us for the 2025 SHRM New York State and SHRM Advocacy Day in Albany NY!

SHRM New York State

Join us for the 2025 SHRM New York State and SHRM
Advocacy Day in Albany NY!