With the election of Donald Trump as the 45th president of the United States, the business community can almost certainly look forward to a new era. Although many of Trump’s policies on labor and employment-related laws and regulations have yet to be fully developed, there are many Obama-era initiatives that could face significant changes under the new Republican administration.
In just a few days millions more American workers will be eligible for overtime, thanks to a new U.S. Department of Labor (DOL) rule that takes effect on Dec. 1. And the estimated 4 million workers who become are just the beginning — every three years, the pay levels will automatically update.
For employers with a union workforce — or a workforce that could unionize — complying with the National Labor Relations Act is an ongoing headache. That headache will only intensify thanks to the National Labor Relations Board (NLRB), the federal agency responsible for regulating labor law.
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.