Employment expert Rob Wilson provides commentary on this new ruling and its expected impact on American business owners
In January, the Department of Labor clarified long-standing workplace disputes regarding joint-employer liability. In new provisions to the Fair Labor Standards Act (FLSA), the DOL has finalized regulations regarding an employee’s ability to consider franchisors to be joint employers and therefore liable for alleged workplace wrongdoings at franchise locations.
“The Department of Labor’s ruling was published in the Federal Register on Jan. 16, and it will go into practice 60 days after this publication date,” says Rob Wilson, human resources expert and President of Employco USA, a national employment solutions firm. “In part, their new provisions have clarified under what circumstances a franchisor can be considered a joint employer of a franchisee employee.”
Franchisors should be satisfied with these new clarifications to the Fair Labor Standards Act (FLSA), says Wilson.
Human resources expert offers commentary on this bill and what will happen if it passes
Today the U.S. House of Representatives will vote on “Protecting Older Workers Against Discrimination Act” (POWADA), a bill which many say will pass with bipartisan support.
“This bill was created to help offer protections to older workers who currently have few legal safeguards when it comes to ageism in the workplace,” says Rob Wilson, human resources expert and President of Employco USA, a national employment solutions firm.
Wilson says that this bill could be the answer to what many critics view as long-standing issues caused by a 2009 Supreme Court ruling.
“Since the Supreme Court ruled on the matter of Gross v. FBL Financial Services in 2009, a much higher burden of proof was placed on older workers,” explains Wilson. “Now workers had to show that ageism was a determinative reason for their termination, rather than one part of the employer’s reasoning. In other words, they had to show that they were directly terminated because of their age, not just that their age was one of several factors for their job loss.”
Rob, Scott, and Jason discuss marijuana in the workplace for 2020; from medical and recreational use to recent statistics, an Illinois legal update, drug testing policies, employee handbooks, what employers should do, and more.
Rob Wilson, President of Employco USA, was recently quoted in an article for BenefitsPRO:
The new year has brought with it a myriad of new labor laws and compliance requirements that employers can’t afford to miss.
One hot topic: sexual harassment policies are getting greater scrutiny next year, which requires that all companies pay closer attention “to this very important issue,” Employco USA president Rob Wilson writes on the firm’s blog.
“We are finally starting to see people take sexual harassment in the workplace more seriously, and the new regulations coming into effect in 2020 reflect that,” Wilson says.
Human resources expert discusses new study and the recent legislation giving 2.1 million Americans paid leave
A brand-new, international study from a team of Danish researchers sought to discover what impact paternity leave policies had on companies. The economists found that paid leave had no demonstrable negative impact on a company’s bottom line.
The economists’ findings should be heartening to American
employers who could be facing changes to paternity leave policies in the near
“In America, 1 in 4 women go back to work within 10 days of
giving birth,” says Rob Wilson, human resources expert and President of
Employco USA, a national employment solutions firm. “Currently, under the
Family and Medical Leave Act (FMLA), eligible employees are able to take up to
12 weeks off work after having a child or adopting a child, but this time off
is often unpaid.”
However, recent legislation which just passed in the Senate
could mean that over 2 million Americans may now have access to paid paternity
“The spending bill made paid paternity leave a reality for civilian workers who are employed by the government,” says Wilson. “The bill, which had enormous support in the Senate, gives 12 weeks of paid paternity leave to any civilian government employee who births, adopts, or fosters a child. Employees must have been at their position for at least one year in order to receive this benefit.”
Human resources expert explains new law regarding positive marijuana tests
Starting on January 1st, Nevada became the first state in the nation to make it illegal for a company to discriminate against potential hires who test positive for marijuana during drug screening.
“This is a sign of things to come,” says Rob Wilson, human resources expert and President of Employco USA, a national employment solutions firm with locations across the country. “Nevada is starting a trend that we will soon see in many states across the country.”
The employment expert says that as medical and recreational marijuana are now legal in many states across the country, it won’t be long before other cities and states join Nevada in making it illegal for employers to discriminate against employees for using marijuana in their personal lives.
“While some professions such as EMTs or firefighters will still have these regulations, in general, job candidates will no longer be penalized for marijuana use,” says Wilson. “Your ability to monitor drug use among your employees is going to depend on whether or not you are a unionized or private workplace. While you have the right to expect and require sobriety from workers on the job, it can become a bit tricky when you suspect drug use and want to act on your fears.”
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Employment trends expert discusses imminent changes to sexual harassment policies in the upcoming year
After shocking crimes of sexual assault came to light thanks to the #MeToo movement, many employers have been inspired to rededicate themselves to making their workplaces safer and more equitable for men and women. But, starting January 1, 2020, new changes to sexual harassment policies will require all companies to pay closer attention to this very important issue.
“We are finally starting to see people take sexual harassment in the workplace more seriously, and the new regulations coming into effect in 2020 reflect that,” says Rob Wilson, President of Employco USA and human resources expert. “These regulations will vary from state to state and be dependent upon the size of your company and the number of employees you have, but there are several things that employers need to know.”
For Illinois employers, Wilson points to Public Act 101-0221 (the “Act”) which was created to strengthen sexual harassment policies in the workplace and ensure that all employees are better protected from sexual impropriety and predation.
Employers use IRS Form W-4 to determine each employee’s federal tax withholdings. The new form is intended to harmonize tax withholding declarations with the Tax Cuts and Jobs Act, which affected individuals for the first time during the last tax filing season.
Employees may complete a new W-4 each year or each time they experience a change in their personal financial situation. However, the new form does not invalidate prior versions, and employers are not expected to replace W-4 forms from previous years with the 2020 version.
Employers should become familiar with the updates to IRS Form W-4 and make it available for all new hires and employees who wish to amend their withholding declarations in 2020.
Please note that employers are not required to update W-4 forms that were completed and filed on or before 2019.