Missouri Sample Paid Sick Leave Notice and Poster Are Available – The Missouri Department of Labor and Industrial Relations has posted a sample employee notice and workplace poster for the state’s earned paid sick time (EPST) law, currently scheduled to take effect May 1, 2025. Employers must provide notice to workers of their rights under the law by April 15, 2025.
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Employers obtain employees’ medical information for various reasons, such as verifying a reasonable accommodation request, certifying leave, or confirming eligibility for disability benefits. At the federal level, there are several laws restricting when employers can ask for employees’ medical information and requiring employers to keep such information confidential. These laws include the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Genetic Information Nondiscrimination Act of 2008 (GINA), and the Health Insurance Portability and Accountability Act (HIPAA).
The ADA is the main federal law that protects employees’ medical information in the workplace. The ADA limits when covered employers can request employees’ medical information (or require medical examinations) and broadly requires all employee medical information to be kept confidential, regardless of why the information was provided. To comply with the ADA, employees’ medical information should be maintained separately from personnel files and only accessible to authorized individuals.
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On March 19, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) issued joint guidance on illegal and discriminatory diversity, equity, and inclusion (DEI) practices. The EEOC also issued frequently asked questions (FAQs) regarding DEI-related discrimination. The guidance provides some clarity as to the agencies’ position on what may constitute illegal DEI and offers steps employees may take to report violations.
Background – On Jan. 20, 2025, and Jan. 21, 2025, President Donald Trump issued executive orders (EOs) 14151 and 14173, respectively, which seek to terminate all illegal DEI mandates, policies, programs, preferences, and activities. However, neither EO defines what practices or programs may constitute illegal DEI. The EEOC and DOJ guidance provides some clarity as to the agencies’ positions on illegal DEI.
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On April 2, 2025, the U.S. Citizenship and Immigration Services (USCIS) updated its Employment Eligibility Verification form (Form I-9) and the Department of Homeland Security (DHS) Privacy Notice in the form’s instructions to align with statutory language. The revised Form I-9 is dated “01/20/25” and has an expiration date of “05/31/2027.” Notably, multiple previous editions of Form I-9 remain valid until their respective expiration dates.
Background – The Immigration Reform and Control Act of 1986 requires all employers, regardless of size, to hire only individuals who may legally work in the United States. To comply with the law, employers must verify each individual’s identity and employment authorization by completing and retaining the Form I-9.
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Numerous studies have revealed the importance of employees taking time off work for vacation. Leaving the office for a week or having an occasional day off gives employees a chance to not only take a well-deserved break to relax, but to come back to work with renewed energy and improved productivity.
Traditionally, time off is separated into paid vacation, sick, and personal days. Some companies have transitioned into simply offering paid time off (PTO), which essentially serves as a single “bucket” of time off, which can be used at the employee’s discretion. A less-common option that is slowly gaining more attention, spurred on by popularity among tech company startups, is the unlimited PTO policy.
Continue readingEmployco is celebrating its 29th anniversary today, April 16th!
Founded by Bob, Rob, and Scott Wilson as a true family business start-up, Employco is proud to now have the third generation continuing the legacy. Nearly three decades later – Employco is nationwide and one of the largest HR outsourcing firms. Over the years, we’ve delivered HR and insurance solutions to thousands of companies – helping them save significantly on workers’ compensation and employee benefits through our buying power.
A heartfelt thank you to our incredible team for providing exceptional service to our clients over the past 29 years. We’re excited for what’s ahead!
Rob and Jason discuss the latest trends in employee retirement savings, including record-setting increases in 401(k) and HSA balances, the impact of Secure 2.0, automatic enrollment options, and how employees are planning smarter for retirement. Contact hr@employco.com with any questions on this topic!
Schedule a 15-minute call with Griffen Wilson for more information on our services.
What’s driving the shift in DEI programs among top employers? Rob and Jason discuss executive orders, recent trends, state-specific impacts, and potential court rulings that could affect DEI initiatives. Stay informed and ahead of HR changes, reach out to hr@employco.com with any questions!
California Deadline for 2024 Pay Data Reporting Is May 14, 2025 – Employers with 100 or more employees and/or 100 or more workers hired through labor contractors, in each case at least one of whom is in California, must file annual workforce pay data reports with the state Civil Rights Department (CRD). 2024 pay data reports are due on Wednesday, May 14, 2025, and the portal for submitting 2024 reports opened on Feb. 3, 2025.
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On Feb. 14, 2025, the Acting General Counsel (GC) of the National Labor Relations Board (NLRB) issued a memorandum rescinding several policies issued by the previous NLRB GC, including memorandums addressing severance and non-compete agreements, captive audience bans, and the rights of student-athletes under the National Labor Relations Act (NLRA).
Background – GC memorandums are not binding law; however, they inform NLRB field offices of the GC’s NLRA enforcement priorities. These memorandums are essential resources for employers, offering guidance on how the board interprets and applies federal labor law in various situations.
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