On June 28, 2024, the U.S. Supreme Court issued a decision in Loper Bright Enterprises v. Raimondo and Relentless Inc. v. Department of Commerce. The Court overruled its 1984 decision in Chevron, U.S.A. Inc. v. Natural Resources Defense Council Inc., which held that courts should defer to federal agencies to interpret ambiguities and gaps in the laws that the agencies implement (known as Chevron deference).
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The following 2 case study reports provide real-world examples of employers found to be in violation of Equal Employment Opportunity (EEO) laws or in violation of the Family and Medical Leave Act (FMLA). The 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 and avoid costly violations.
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In today’s fast-paced and ever-changing workplaces, employee retention is at the top of many employers’ minds. As such, savvy employers are offering continuous learning and development (L&D) opportunities to make their organizations attractive places to work and stay. Employers who invest in robust L&D programs not only enhance their workforce’s skills and knowledge but may also boost employee engagement, retention, and overall organizational performance.
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Workplace drug testing programs are designed to help maintain a safe work environment by identifying and discouraging drug use. Since the 1980s, when companies began implementing drug tests, there has been a consistent decline in drug use among employees who are tested. Determining the appropriate utilization for drug tests is crucial for selecting the right drug testing solution for your organization. The most common reasons for conducting drug tests are pre-employment screenings, random, post-accident, and reasonable suspicion.
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California: Preparing for the New Workplace Violence Prevention Law – On Sept. 30, 2023, California enacted the California Workplace Violence Prevention Law (WVPL), enforced by the California Division of Occupational Safety and Health (Cal/OSHA). The WVPL takes effect on July 1, 2024, and requires most employers in the state to comply with expansive workplace violence prevention requirements.
Read more: California HR Compliance Bulletin
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Check out our PDF chart below for a list of states that have upcoming minimum wage increases beginning July 1st (click the image for the full report):
Continue readingOn May 15, 2024, Quest Diagnostics released their review of the 9.8 million workforce drug tests from 2023. Here are the key findings:
Employee terminations are often complicated and, if not conducted properly, employers can open themselves up to costly legal challenges and negatively affect their business or reputation. Establishing procedures for employee terminations can help employers ensure that employee terminations are conducted in a manner that minimizes legal risks and accounts for various business considerations.
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As we approach the new overtime rule’s July 1st effective date, employers should prepare for the upcoming changes as soon as possible. On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA).
With this in mind, we recently released 2 new documents aimed at helping employers with the analysis and potential changes that could come as a result of the new rule.
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A new Harris Poll survey found that most employed Americans are satisfied with their company’s paid time off (PTO) policy; however, 3 in 4 said they didn’t use the maximum PTO permitted by their employer. PTO broadly covers any paid absence from work – it includes various reasons such as vacation, illness, and personal days.
According to the survey, most U.S. workers get between 11 and 30 PTO days yearly. Consider these additional key findings from the survey: