Monthly Archives: November 2024

Applies to: All Employers Subject to the FLSA Effective: November 15, 2024 Quick Look The 2024 Final Rule increasing the overtime exempt salary requirements is invalidated. Salary increases are not required for overtime exempt employees above the levels previously set by the 2019 Final Rule. The DOL is prohibited from implementing automatic annual salary increases.

Applies to: All Employers Effective: October 7, 2024 Quick Look NLRB will continue to target non-compete agreements and “stay-or-pay” provisions that have negative impacts on workers, including preventing career advancement, relocation, and further training. DISCUSSION On October 7, 2024, NLRB General Counsel Jennifer Abruzzo issued a memorandum addressing non-compete and "stay-or-pay" provisions in employment agreements.

Applies to: All Employers Effective: October 24, 2024 Quick Look Employers must adhere to the FCRA, even when making employment-related decisions using background dossiers, algorithmic scores, and other third-party consumer reports about workers. DISCUSSION On October 24, 2024, the Consumer Financial Protection Bureau (CFPB) issued new guidance aimed at protecting workers from the growing use

Applies to: All Employers subject to HIPAA or HIPAA-Covered Transactions Effective: June 25, 2024 Quick Look Reproductive health care is covered by the Privacy Rule under HIPAA and the HITECH Act. DISCUSSION Earlier this year, the U.S. Department of Health and Human Services (HHS) issued a final rule adding protections for reproductive rights to the

Applies to: Employers with employees who work in animal slaughtering and processing Effective: October 15, 2024 Quick Look OSHA will focus inspection efforts on employers in the animal slaughtering and processing business, specifically with respect to sanitation and cleanup operations, ergonomics, personal protective equipment, lockout/tagout, machine guarding, and other hazards associated with certain chemicals common

Applies to: All Employers with Employees in MT Effective: October 9, 2024 Quick Look Montana’s statute prohibiting discrimination based on vaccination status is not preempted by federal law. DISCUSSION In Montana Medical Association v. Knudsen, the Ninth Circuit Court of Appeal stated that Montana’s law prohibiting discrimination based on vaccination status (HB 702) is not

Applies to: All Employers with AK Employees Effective: July 1, 2025 Quick Look Alaska voters approved Ballot Measure No. 1 which provides workers with paid sick leave. DISCUSSION Alaska voters approved Ballot Measure No. 1 which provides workers with paid sick leave. Below are the key requirements of the law. Covered Employers. The law applies

Applies to: All Employers with Employees in AK Effective: July 1, 2025 Quick Look Effective July 1, 2025, employers cannot take or threaten to take adverse employment action against an employee for their refusal to: attend an employer-sponsored meeting, the primary purpose of which is to communicate the employer’s opinion about religious matters or political

Applies to: All Employers with Employees in MO Effective: May 1, 2025 Quick Look Effective May 1, 2025, Missouri employers must provide their employees paid sick leave at a rate of one hour for every 30 hours worked. DISCUSSION Voters approved Proposition A which mandates employers to provide paid sick leave. Effective May 1, 2025,

Applies to: All Employers with Employees in NE Effective: October 1, 2025 Quick Look Effective October 1, 2025, Nebraska employers must provide their employees with paid sick leave at a rate of one hour for every 30 hours worked. DISCUSSION Nebraska voters approved Initiative 436 which requires employers to provide earned paid sick leave for