The Big I Virginia Summer 2022

PRESIDENT & CEO
ROBERT N.
BRADSHAW, JR., MAM
rbradshaw@iiav.com
IIAV PROGRAMS, SERVICES AND ADVOCACY
I echo Mike Yergey’s comments that you will not see the
data provided in IIAV’s 2021 Virginia P/C Marketplace
anywhere else. It’s exclusive to IIAV members and we know
of a number of agency members who pour over this data
annually. Again, the full report is available by contacting
me at Rbradshaw@iiav.com.
That said, one of the key membership benefits of IIAV
is our advocacy efforts on behalf of the independent
insurance agent/agency. When this magazine comes out,
it will be somewhat of a lull in the year where advocacy is
still an important activity of the association but is not all
encompassing as when the legislature is in session. There
are any number of commissions meeting and there’s carry
over legislation from the past session that we are working
on perhaps for the 2023 legislature.
During the session you know what we’re doing and what
we’re working on. Weekly we send out reports on what
legislation we’re looking at and general information on
the good, the bad and the ugly. With over 3,000 pieces
of legislation being introduced during the session there is
certainly some good legislation and there’s certainly a lot
of ugly legislation.
ASKING SOMEONE TO
TELL ME WHAT THEY
WOULD LIKE TO EARN
OR WHAT THEY ARE
MAKING NOW IS A
CRITICAL BASIS TO
ESTABLISH IF I CAN
AFFORD SOMEONE IN
THE FIRST PLACE.
One bill that was introduced last year that didn’t get a lot
of attention was SB 447 which prohibited an employer
from seeking or asking about wage or salary history from
prospective employees. Not only this, but there was a civil
penalty associated with the bill. I was so flummoxed by
the bill I called HR Affinity Group — our endorsed HR firm
— and asked for their read on the legislation. Apparently
this sort of idea has progressed among a number of
states. The intent of the bill is to require that people be
judged on their merits and not associated with a salary
range associated with any particular group. Organizations
“should know” what their budget would allow and asking
a prospective employee what they are currently making is
unfair and discriminatory.
What???? Maybe I’m old school. Asking someone to tell
me what they would like to earn or what they are making
now is a critical basis to establish if I can afford someone
in the first place. Once when working in Washington, D.C.,
and looking for an administrative assistant, someone
replied to our notice asking for $100,000 per year in salary.
This was over 30 years ago. They were certainly talented
but meeting with this person with that expectation was a
waste of everyone’s time.
When I spoke with the Senator and their aide who put in
the legislation I couldn’t help but think that these people
have never signed a paycheck in their life. They tried to
mollify me that the legislation would allow me to present
a salary range. It also scared me when the bill passed in
the Senate but following discussions and lobbying by a
number of business groups, the bill failed in the House.
This bill took way more time than I expected and took a
lot of discussions with legislators and business groups.
Lobbying is a full contact support and if someone tells you
that they can adequately provide for advocacy virtually
and by attending one committee meeting a week … they
are pulling the wool over your eyes, or trying to. As Joe
Hudgins frequently said during the past session: “You
can’t make this stuff up,” and “You just have to be there.”
IIAV takes our mission to advocate and support he interest
of our members at the legislature seriously. It’s not a virtual
effort. And by all means, we let you know what we’re doing.
Stay tuned.
8 THE BIG I VIRGINIA SUMMER 2022