In an especially polarizing election cycle, employers, and HR staff need to be aware there can be potential for increased workplace volatility. Specifically, some employers have experienced an uptick in charges of discrimination, harassment, and retaliation claims based on political affiliation or activities. This includes an employee’s right to vote.
Steps every company should take to meet the December 1st deadline
The new overtime rules issued by the Department of Labor (DOL) are scheduled to take effect on December 1st 2016. Despite a number of challenges to the new ruling - along with numerous requests for extensions - experts still advise that businesses should be prepared for the December 1st 2016 effective date.
With changes to the Fair Labor Standards Act (FLSA) and its rules regarding overtime scheduled to go into effect on December 1st, 2016, many employers are understandably anxious and revisiting their understanding of the law and its respective components.
For one, the FLSA will continue to mandate that employees be classified as exempt or non-exempt, but has significantly changed the salary threshold that is required to be qualified as “exempt.” This change will bring with it significant consequences for some businesses. As a result, it’s now more important than ever that employers make this exempt vs. non-exempt determination properly and understand how it impacts their employees and business.
The new overtime rules issued by the Department of Labor (DOL) in May of 2016 are scheduled to take effect on December 1, 2016. Twenty-one states lead by Texas and Nevada as well as a number of business groups have filed separate lawsuits challenging the validity of the new rules in an attempt to block DOL enforcement. They are seeking declaratory judgement and injunctive relief to prevent the implementation of the new rules. Experts however still advise businesses to be prepared for the December 1 effective date because there is no expectation that these legal challenges will be successful.
If the wave of recent health care reform rules, requirements and criteria has created anxiety for you or your business, know at least that you're not alone. Since the passing of the Affordable Care Act (ACA) to extend coverage to more Americans, confusion has persisted for many employers as to how it affects their business and what they must do to ensure compliance.