States and localities have been adding pay transparency requirements since 2021. Most recently, Maryland’s Wage Range Transparency Act took effect on Oct. 1. New legislation in Hawaii was also enacted in 2024, while Colorado and the District of Columbia amended their pay transparency laws.
Pay transparency is when an employer uses established practices to openly communicate pay-related information to current or prospective employees.
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On Nov. 26, 2024, the U.S. Department of Labor (DOL) filed a notice of appeal seeking to overturn the recent decision by the U.S. District Court for the Eastern District of Texas that vacated the DOL’s final rule. The final rule amended requirements that employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The District Court’s ruling set aside the final rule’s increases to the standard salary level nationwide, returning the salary threshold to the pre-July 2024 threshold.
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Employee handbooks are important for establishing employee expectations, addressing workplace issues, and defending against potential lawsuits. Failing to update the employment policies in these handbooks regularly can make employers vulnerable to legal risks and liabilities that may result in costly fines, penalties, and attorney fees. Employment laws are often complicated, and employers must know about new regulatory developments that may impact their organizations and workforce. The start of the year provides employers with an excellent opportunity to review and update their policies.
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On Nov. 5, 2024, Donald Trump won the presidential election. Employers can expect a number of changes to employment law policy under the Trump administration. Although these specific policy objectives remain to be seen, employers may look to the campaign policies on which President-elect Trump ran, as well as the initiatives that Trump took during his first term in office, as an indication of what is to come.
Continue readingJoin Rob and Jason in this HR Chat as they break down Illinois’ new pay transparency law, effective January 1st! Learn the essentials of including pay ranges and benefits in job postings to ensure compliance.
Watch for more details and email hr@employco.com with any questions.
In this HR Chat, Rob and Jason explore a recent survey revealing why employees leave their jobs and why they stay. Discover the surprising disconnect between employer and employee perspectives and learn why toxic culture and poor leadership are major factors driving turnover.
Find out how improving your workplace culture, leadership, and communication can help retain top talent: hr@employco.com.
In observance of the Thanksgiving holiday, our offices will be closed on Thursday, November 28th, and Friday, November 29th. We will resume normal business hours on Monday, December 2nd.
During this season of gratitude, we want to express how thankful we are for our valued relationships. On behalf of all of us at Employco USA, we wish you and your loved ones a Happy Thanksgiving!
‘Tis the season for open enrollment! Join Rob and Jason in this HR Chat as they discuss a series of tips to help employers with their open enrollment strategy.
Questions? Contact hr@employco.com.
California Passes Broad Range of Labor and Employment Laws – In late September 2024, California passed a series of bills that will make several important changes to the state’s labor and employment laws. Each of these new laws will take effect on Jan. 1, 2025.
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On Aug. 30, 2024, the DOL’s OSHA published a proposed rule to protect workers from heat injury and illness. The new standard would apply to all employers conducting indoor and outdoor work in all general industry, construction, maritime, and agricultural sectors where OSHA has jurisdiction, subject to limited exceptions. If finalized, the new standard would require employers to create a plan to evaluate and control heat hazards in their workplaces.
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