The Big I Virginia Summer 2022

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PRESIDENT & CEOROBERT N.BRADSHAW, JR., MAMrbradshaw@iiav.comIIAV PROGRAMS, SERVICES AND ADVOCACYI echo Mike Yergey’s comments that you will not see thedata provided in IIAV’s 2021 Virginia P/C Marketplaceanywhere else. It’s exclusive to IIAV members and we knowof a number of agency members who pour over this dataannually. Again, the full report is available by contactingme at Rbradshaw@iiav.com.That said, one of the key membership benefits of IIAVis our advocacy efforts on behalf of the independentinsurance agent/agency. When this magazine comes out,it will be somewhat of a lull in the year where advocacy isstill an important activity of the association but is not allencompassing as when the legislature is in session. Thereare any number of commissions meeting and there’s carryover legislation from the past session that we are workingon perhaps for the 2023 legislature.During the session you know what we’re doing and whatwe’re working on. Weekly we send out reports on whatlegislation we’re looking at and general information onthe good, the bad and the ugly. With over 3,000 piecesof legislation being introduced during the session there iscertainly some good legislation and there’s certainly a lotof ugly legislation.ASKING SOMEONE TOTELL ME WHAT THEYWOULD LIKE TO EARNOR WHAT THEY AREMAKING NOW IS ACRITICAL BASIS TOESTABLISH IF I CANAFFORD SOMEONE INTHE FIRST PLACE.One bill that was introduced last year that didn’t get a lotof attention was SB 447 which prohibited an employerfrom seeking or asking about wage or salary history fromprospective employees. Not only this, but there was a civilpenalty associated with the bill. I was so flummoxed bythe bill I called HR Affinity Group — our endorsed HR firm— and asked for their read on the legislation. Apparentlythis sort of idea has progressed among a number ofstates. The intent of the bill is to require that people bejudged on their merits and not associated with a salaryrange associated with any particular group. Organizations“should know” what their budget would allow and askinga prospective employee what they are currently making isunfair and discriminatory.What???? Maybe I’m old school. Asking someone to tellme what they would like to earn or what they are makingnow is a critical basis to establish if I can afford someonein the first place. Once when working in Washington, D.C.,and looking for an administrative assistant, someonereplied to our notice asking for $100,000 per year in salary.This was over 30 years ago. They were certainly talentedbut meeting with this person with that expectation was awaste of everyone’s time.When I spoke with the Senator and their aide who put inthe legislation I couldn’t help but think that these peoplehave never signed a paycheck in their life. They tried tomollify me that the legislation would allow me to presenta salary range. It also scared me when the bill passed inthe Senate but following discussions and lobbying by anumber of business groups, the bill failed in the House.This bill took way more time than I expected and took alot of discussions with legislators and business groups.Lobbying is a full contact support and if someone tells youthat they can adequately provide for advocacy virtuallyand by attending one committee meeting a week … theyare pulling the wool over your eyes, or trying to. As JoeHudgins frequently said during the past session: “Youcan’t make this stuff up,” and “You just have to be there.”IIAV takes our mission to advocate and support he interestof our members at the legislature seriously. It’s not a virtualeffort. And by all means, we let you know what we’re doing.Stay tuned.8 THE BIG I VIRGINIA SUMMER 2022
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