Elections often stir up passionate feelings — and that seems to be particularly true this year. As politicians and voters gear up for Tuesday, Nov. 8, employers may not know that their workers have certain rights when it comes to elections, and corporations even have rights of their own.
In the first part of this two-part series, we looked at upcoming regulatory changes that will definitely affect many organizations. Here, we look at court rulings and state laws that promise more expenses, paperwork, and headaches for many more companies.
Election years often bring a flurry of legislative and regulatory activity. This first of a two-part series will describe some key changes in federal regulations that may make it harder, more costly, and less efficient for employers to run their organizations.
The NLRB has regularly ruled that employees have the right to complain and even insult their employers online, as long as doing so constitutes “protected activity.” When developing policies around how workers can talk about their workplaces on social media, companies must be careful that they don’t violate federal laws.
An increasing number of cities and states are raising their minimum wages. As more politicians and union-affiliated groups push for higher minimum wages, employers need to prepare now for the significant financial, compliance, and regulatory challenges these changes bring.
When California’s Fair Pay Act took effect on Jan. 1, it represented one of the toughest equal pay laws in the nation. The law, which strengthened the state’s Equal Pay Act, represents the latest legislative change causing issues and concerns for employers throughout the United States.
For employers, an increase in OSHA fines could be a costly problem, underscoring the importance of a robust and effective workplace safety policy. However, OSHA’s recent enforcement positions are creating confusion over how to implement an effective safety policy.
The U.S. Department of Labor (DOL) announced a revamping of the “white collar” exemptions test. When the changes become effective, employers can expect greater scrutiny and a further increase in wage and hour lawsuits. It is therefore important for employers to understand the upcoming changes to the overtime rules.
In order to avoid problems, companies need to follow a few best practices to execute employment agreements that will help both employers and employees achieve their goals, and that will stand up to court challenges.