California Updates Employee Leave Law Poster – The California Civil Rights Department has updated the workplace poster for family and medical leave and pregnancy disability leave.

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Americans’ heightened interest in and spending on GLP-1 drugs is a major driver of rising health care costs. While GLP-1 drugs were traditionally used to treat diabetes, they are now in demand for weight loss.

GLP-1 use is already widespread but is expected to increase in popularity. KFF reports that around 1 in 8 Americans have already used a GLP-1 drug, while 6% are currently taking one. However, this number is projected to rise in the coming years. Investment bank J.P. Morgan estimates that 9% of the U.S. population could be on GLP-1s by 2030.

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Half of Managers Expect Layoffs in 2025 – According to a new report from ResumeTemplates.com, nearly half (45%) of U.S. managers said their company will likely lay off workers this year. ResumeTemplates surveyed 1,000 U.S. managers in January, and most expect modest impacts. Among companies expecting layoffs, 28% plan to lay off fewer than 5% of their workforce, and 44% project to lay off between 5% and 10%. Most companies (51%) cited an economic downturn as the driving force behind layoffs.

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Keeping up with compliance developments can be difficult and time-consuming. This quarterly update highlights recent legal developments to help your organization stay on top of new requirements and minimize compliance risks.  This document includes updates on the following topics:

• New Legislation Simplifies ACA Reporting Requirements
• DOL Issues Opinion Letter on FMLA and State PFML Programs
• Telehealth Exception Has Expired for Calendar-year HDHP/HSA Plans
• OSHA Revises PPE Standard for Construction Industry
• Federal Court Vacates DOL’s Final Overtime Rule Nationwide
• And several state law developments

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The U.S. Equal Employment Opportunity Commission (EEOC) is tasked with enforcing the Pregnant Workers Fairness Act (PWFA). The PWFA took effect on June 27, 2023, and requires covered employers with 15 or more employees to provide reasonable accommodations, or changes at work, for an applicant’s or employee’s known limitations related to pregnancy, childbirth, and related medical conditions unless the accommodation would impose an undue hardship on the employer.

This article contains case studies exploring the most recent, real-world examples of employers accused or found to be violating the PWFA. These case studies include snapshots of violations and general guidance on how employers can prevent similar issues. Employers can examine these case studies to learn from the mistakes of others in comparable industries and avoid PWFA violations.

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In recent months, employers have been requesting clarification or seeking guidance on the Health Insurance Portability and Accountability Act (HIPAA) special enrollment rights, Affordable Care Act (ACA) eligibility, employee discipline, and rules regarding paid and unpaid breaks. While questions surrounding these topics can vary based on locality, employer, and individual circumstances, federal agencies offer guidance that can aid employers in addressing day-to-day challenges in the workplace. The HR Hotline article explores questions and answers to common HR situations.

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2025 State Overtime Salary Levels – Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. However, under these laws, employees who work in an executive, administrative, or professional (EAP) capacity are exempt from overtime pay if they satisfy, among other things, the salary level requirements for their exemption. While these salary levels apply in most U.S. jurisdictions, some states have adopted EAP salary levels higher than the ones required by the FLSA. These states are: Alaska, California, Colorado, Maine, New York, and Washington.

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On Dec. 16, 2024, the U.S. Department of Labor (DOL) announced a final rule that removes the agency’s 2021 final rule (2021 Dual Jobs Rule) that updated tip regulations under the Fair Labor Standards Act (FLSA) from the Code of Federal Regulations (CFR) and reinstates regulatory text as it existed in the CFR before the effective date of the 2021 Dual Jobs Rule. The DOL’s final rule is a technical correction to align regulatory text to the recent U.S. Court of Appeals for the 5th Circuit decision that vacated the DOL’s 2021 Dual Jobs Rule.

Click the following link to read the full Legal Update – DOL Announces Dual Jobs Final Rule (Tip Regulations).

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On Dec. 19, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) released a fact sheet addressing the application of federal employment discrimination laws to the collection and use of information from wearable technologies, or “wearables.” Wearables can be used to track various physical factors, such as an employee’s location, heart rate, electrical activity, or fatigue.

Overview – Employer-mandated wearables (including watches, rings, glasses, and helmets) worn on the body to track bodily movements, collect biometric information or track location are becoming increasingly common. In its fact sheet, the EEOC identified how federal equal employment opportunity (EEO) laws may apply to the use of wearables. The EEOC specifically addresses each topic in the fact sheet.

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Employee discipline is one of the most challenging aspects of workforce management and can take various forms. One common type of employee discipline is the use of a performance improvement plan (PIP). A PIP is typically a formal, written document that outlines an employee’s performance or behavioral deficiencies, sets forth clear and quantifiable goals, and establishes a timeline by which an employee must successfully complete such goals. In drafting and implementing a PIP, employers have to contend with a variety of considerations—including mitigating any legal risks and ensuring fair treatment of all employees.

Click the following link to read the HR Compliance Overview – Performance Improvement Plan Best Practices.

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