Employco Blog

An increasing number of employees are recording their termination meetings with HR representatives, managers, and supervisors and posting them on various social media platforms, including TikTok, Instagram, and Twitter. These videos, commonly called “Watch Me Get Fired” videos, have become a trend among workers in various industries, including fast-food employees, office workers, and teachers. In some cases, these videos have gone viral, exposing businesses to heavy reputational backlash and sometimes legal consequences due to substandard termination practices. Despite the high stakes organizations face, some employers are still mishandling terminations.

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District of Columbia Enacts New Wage Transparency Requirements – On Jan. 12, 2024, the District of Columbia (the District) enacted the Wage Transparency Omnibus Amendment Act of 2023, amending the Wage Transparency Act of 2014. The amended law requires pay and benefits disclosures, prohibits wage history inquiries, and expands employee protections regarding compensation discussions. The amended law takes effect on June 30, 2024, and applies to all nongovernmental employers with at least one employee in the District.

Read more: District of Columbia Legal Update

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The Centers for Disease Control and Prevention’s (CDC) new guidance that individuals no longer need to isolate from work for five days following a positive COVID-19 test may raise questions with employers about what leave they are required to provide to employees with the virus.

The revised guidance, issued March 1, 2024, advises that people who are sick with COVID-19 or another respiratory virus stay home and away from others. However, isolation is not necessary if an individual with COVID-19 has been fever-free for at least 24 hours without medication and their symptoms are improving. The guidance states that the period people should stay home and away from others could be shorter, the same, or longer than the previous guidance for COVID-19 isolation. The new guidance is not applicable to healthcare settings, which have their own CDC recommendations.

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Responding to an EEOC Charge of Discrimination – The U.S. Equal Employment Opportunity Commission (EEOC) is a federal agency responsible for enforcing federal employment discrimination laws. It has the authority to investigate and resolve discrimination complaints filed by individuals against employers covered by the laws it enforces. Responding to an EEOC charge of discrimination can be complex and time-consuming, requiring employers to expend valuable resources even when they haven’t violated the law. Given the challenges and risks involved, it’s vital that employers understand how to respond to an EEOC charge effectively.

Access our new checklist here: Responding to an EEOC Charge of Discrimination

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Ending an employment relationship can be difficult. Involuntarily terminating an employee is not only uncomfortable and emotional, but also logistically complicated and full of legal risks. When that employee works remotely, it can make the termination even more complex. Organizations must complete a great deal of work in a short time frame to offboard a terminated employee. For example, there are many administrative tasks your organization needs to finish before the end of the employee’s last day, such as compiling appropriate supporting documentation, finalizing payroll and tax paperwork, retrieving company property, terminating access to systems and files, and drafting separation agreements.

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The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.

1. CROWN Act – As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN) Act. As many states and localities adopt hair discrimination laws, employers must ensure their workplace dress code policies are current and comply with state and local laws.

2. Pregnant Workers Fairness Act – The Pregnant Workers Fairness Act (PWFA), signed into law on Dec. 29, 2022, became effective on June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an “undue hardship.” The U.S. Equal Employment Opportunity Commission (EEOC) has started accepting charges under the PWFA for situations occurring on June 27, 2023, or later. Savvy employers will look at the EEOC’s final PWFA regulations and consider including a policy in their 2024 employee handbook that explicitly addresses PWFA accommodations.

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