The Trump administration has certainly made some major — and mostly pro-employer — changes to Department of Labor (DOL) regs, but those changes pale in comparison to what the administration hopes to do to the agency next.
When the High Court ruled in favor of a baker who refused to put together a wedding cake for a same-sex couple because of his religious beliefs, it made national news – and put employers everywhere in a tricky spot regarding free speech.
If you’re in favor of ditching the current employment verification process – the paper-based I-9 form – for a mandatory electronic system, you’re not alone.
Just how grim are the retirement prospects for the generation that’s now entering the workplace for the first time? So grim, that many believe the only way to secure a stable retirement is by inheriting it.
If an employee is still able to work but requests FMLA leave (say, to care for a spouse), is it interference to offer them the option to continue working while taking leave?
Now that employers have been notified of their potential ACA shared-responsibility penalties by the IRS, the agency is offering guidance on how they should respond. And HR pros will definitely want to take note of their options.
Employers everywhere will likely rush to get their employees to sign the type of employment agreement the High Court just ruled has great power to protect businesses from costly wage-and-hour lawsuits.
When the DOL released its 2018 Spring Regulatory Agenda, it not only offered some insight on its progress in creating a new salary threshold for overtime eligibility, it also suggested it may alter the methods in which employees’ pay is calculated altogether.
Here’s a cautionary tale about the importance of double-checking for minor mistakes in your company’s overtime calculations.
While HR pros are a little less worried about the ACA and DOL enforcement than in previous years, thanks to the effects of the #MeToo movement and an uptick in sexual harassment lawsuits, a number of other workplace issues have them concerned.