{"id":5306,"date":"2024-03-19T08:38:51","date_gmt":"2024-03-19T13:38:51","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5306"},"modified":"2024-03-19T08:38:54","modified_gmt":"2024-03-19T13:38:54","slug":"hr-newsletter-3-employment-policies-to-review-in-2024","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/","title":{"rendered":"HR Newsletter: 3 Employment Policies to Review in 2024"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/hr\/blog\/March2023_Employment-Policies-2023.jpg\" alt=\"HR Newsletter: 3 Employment Policies to Review in 2024\"\/><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.<\/p>\n\n\n\n<ol class=\"wp-block-list\" type=\"1\" start=\"1\">\n<li><strong>CROWN Act<\/strong> &#8211; As of September 2023, 23 states passed the Creating a Respectful and Open World for Natural Hair (CROWN) Act. As many states and localities adopt hair discrimination laws, employers must ensure their workplace dress code policies are current and comply with state and local laws.<\/li>\n<\/ol>\n\n\n\n<ol class=\"wp-block-list\" type=\"1\" start=\"2\">\n<li><strong>Pregnant Workers Fairness Act<\/strong> &#8211; The Pregnant Workers Fairness Act (PWFA), signed into law on Dec. 29, 2022, became effective on June 27, 2023. Under this law, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions unless the accommodation will cause the employer an \u201cundue hardship.\u201d The U.S. Equal Employment Opportunity Commission (EEOC) has started accepting charges under the PWFA for situations occurring on June 27, 2023, or later. Savvy employers will look at the EEOC\u2019s final PWFA regulations and consider including a policy in their 2024 employee handbook that explicitly addresses PWFA accommodations.<\/li>\n<\/ol>\n\n\n\n<!--more-->\n\n\n\n<ol class=\"wp-block-list\" type=\"1\" start=\"3\">\n<li><strong>Noncompete Agreements<\/strong> &#8211; In January 2023, the Federal Trade Commission (FTC) proposed a rule banning most noncompete agreements. The FTC is expected to vote on this rule in April 2024. Many states have also passed noncompete bans or taken action to ensure noncompetes are unenforceable. Due to the shifting legislation surrounding these policies, employers need to ensure their noncompete agreements are tailored to the state and locality where their employees work.<\/li>\n<\/ol>\n\n\n\n<p><strong>Summary<\/strong> &#8211; By understanding the most important rules and regulations to study in 2024, employers can take steps to ensure their employment policies are current and reflect the most recent regulatory developments.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5306","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: 3 Employment Policies to Review in 2024 - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: 3 Employment Policies to Review in 2024 - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"The start of the year provides employers with an excellent opportunity to review and update their policies. This article explores three employment policies employers should consider reviewing in 2024.\" \/>\r\n<meta property=\"og:url\" content=\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\" \/>\r\n<meta property=\"og:site_name\" content=\"Employco Blog\" \/>\r\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/Employco\" \/>\r\n<meta property=\"article:published_time\" content=\"2024-03-19T13:38:51+00:00\" \/>\r\n<meta property=\"article:modified_time\" content=\"2024-03-19T13:38:54+00:00\" \/>\r\n<meta property=\"og:image\" content=\"https:\/\/www.employco.com\/images\/newsletter\/hr\/blog\/March2023_Employment-Policies-2023.jpg\" \/>\r\n<meta name=\"author\" content=\"Employco USA\" \/>\r\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\r\n<meta name=\"twitter:creator\" content=\"@employco\" \/>\r\n<meta name=\"twitter:site\" content=\"@employco\" \/>\r\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Employco USA\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\r\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\"},\"author\":{\"name\":\"Employco USA\",\"@id\":\"https:\/\/www.employco.com\/blog\/#\/schema\/person\/9c5a99be12eccf56ad10d0301c213414\"},\"headline\":\"HR Newsletter: 3 Employment Policies to Review in 2024\",\"datePublished\":\"2024-03-19T13:38:51+00:00\",\"dateModified\":\"2024-03-19T13:38:54+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\"},\"wordCount\":283,\"image\":{\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.employco.com\/images\/newsletter\/hr\/blog\/March2023_Employment-Policies-2023.jpg\",\"articleSection\":[\"HR Newsletter\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\",\"url\":\"https:\/\/www.employco.com\/blog\/2024\/03\/19\/hr-newsletter-3-employment-policies-to-review-in-2024\/\",\"name\":\"HR Newsletter: 3 Employment Policies to Review in 2024 - 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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,\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4929,"url":"https:\/\/www.employco.com\/blog\/2023\/09\/19\/hr-newsletter-understanding-the-recent-crown-acts\/","url_meta":{"origin":5306,"position":1},"title":"HR Newsletter: Understanding the Recent Crown Acts","author":"Employco USA","date":"September 19, 2023","format":false,"excerpt":"CROWN acts prohibit discrimination based on an individual\u2019s hair texture and style associated with a protected class, such as race. 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However, under these laws, employees who work in an executive, administrative, or professional (EAP) capacity are exempt from overtime pay\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5454,"url":"https:\/\/www.employco.com\/blog\/2024\/07\/17\/hr-newsletter-drug-testing-best-practices\/","url_meta":{"origin":5306,"position":4},"title":"HR Newsletter: Drug Testing Best Practices","author":"Employco USA","date":"July 17, 2024","format":false,"excerpt":"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\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4324,"url":"https:\/\/www.employco.com\/blog\/2022\/11\/14\/hr-newsletter-fmla-case-studies\/","url_meta":{"origin":5306,"position":5},"title":"HR Newsletter: FMLA Case Studies","author":"Employco USA","date":"November 14, 2022","format":false,"excerpt":"The U.S. Department of Labor\u2019s (DOL) Wage and Hour Division (WHD) administers and enforces the Family and Medical Leave Act (FMLA) for all private and state and local government employees, as well as some federal employees. 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