Staying Ahead: Essential HR To-Dos for June
Keeping up with the latest changes in labor and employment law can be challenging, especially with the law evolving so rapidly. To help you stay informed and develop a compliance action plan, here is a brief review of key developments from May, along with a checklist of essential items to address in June and beyond.
Key Updates:
Challenges to the New Overtime Rule:
- What’s Changing?: Beginning July 1, the DOL’s salary threshold for “white-collar” exemptions from federal overtime requirements will increase to $43,888, with a further rise to nearly $59k in early 2025.
- Current Situation: A coalition of business groups is challenging the ruling, arguing that the Labor Department overstepped its authority. Despite the May 22 lawsuit, continue preparing for the rule’s implementation.
EEOC’s Final PWFA Rule:
- Effective Date: June 18
- Requirement: Mandates accommodations for applicants and employees needing time off or modifications for abortion procedures or recovery.
- Legal Challenges: 19 states are seeking to block the rule, but employers should plan to comply while monitoring the lawsuit’s progress.
- Expected Ruling: This summer, ahead of the rule’s anticipated September 2024 start date.
- Scope: Covers most noncompetes in for-profit businesses, with exceptions for nonprofits.
- Legal Status: Multiple lawsuits challenge the rule. Employers should prepare for its implementation but stay updated on court decisions.
June Checklist:
Refresh Knowledge on Child Labor Laws:
- Why It’s Important: Youth employment increases during the summer, especially in the hospitality industry.
- Action Item: Review federal and state child labor laws. Consult your HR Consultant for tools and resources.
Stay Updated on State-Specific Legislative Changes:
- New York: Starting June 19, employers must provide a paid 30-minute break for nursing mothers to express breast milk.
- Colorado: A new AI law effective in 2026 prohibits AI-driven discrimination against workers. Begin reviewing AI usage policies to ensure compliance with emerging regulations.
Focus on Safety Updates:
- OSHA Rule: Effective May 31, a new OSHA rule may aid labor unions in organizing efforts.
- Legal Status: A coalition of business groups is challenging this rule, but it remains effective unless halted by the court.
Review Workplace Arbitration Agreements Post-SCOTUS Ruling:
- New Requirement: Judges must pause court proceedings at a party’s request while arbitration is ongoing.
- Action Item: Ensure your business complies with this ruling. Fisher – Phillips offers a summary and proactive steps for employers.
Get Expert Help:
Staying compliant with rapidly changing laws is crucial for your business. Employer Flexible is here to help you navigate these complexities with ease. Reach out to us today, and one of our expert Consultants will respond quickly to assist you. Whether you need help with the new overtime rule, understanding the PWFA, or ensuring your AI practices comply with upcoming regulations, we’ve got you covered.
Contact Us Now to ensure your business is fully prepared and compliant. Our team is ready to provide personalized support tailored to your needs.
9 FAQs for HR To-Dos in June
1. What is the new overtime rule, and when does it take effect?
Answer: Beginning July 1, the DOL’s salary threshold for “white-collar” exemptions from federal overtime requirements will increase to $43,888, with a further rise to nearly $59k in early 2025. Despite ongoing legal challenges, it’s important to prepare for the rule’s implementation.
2. What does the new EEOC’s PWFA rule mandate?
Answer: Effective June 18, the new EEOC rule mandates accommodations for applicants and employees needing time off or modifications for abortion procedures or recovery. Employers should plan to comply while monitoring the lawsuit seeking to block the rule.
3. When is the FTC’s noncompete ban expected to be ruled on?
Answer: A court ruling on the FTC’s broad noncompete ban is expected this summer, ahead of the rule’s anticipated September 2024 start date. Employers should prepare for its implementation but stay updated on court decisions.
4. What should employers do about child labor laws in the summer?
Answer: Youth employment often increases during the summer, particularly in the hospitality industry. Employers should review federal and state child labor laws before hiring teens. HR Consultants can provide tools and resources for this review.
5. What new requirements do New York employers face starting June 19?
Answer: Starting June 19, New York employers must provide a paid 30-minute break for nursing mothers to express breast milk, an expansion of the previous law that required only unpaid breaks.
6. What is the new AI law in Colorado, and when does it take effect?
Answer: Effective in 2026, Colorado’s new AI law prohibits employers from using AI to discriminate against workers. Employers should start reviewing their AI usage to ensure compliance with this and other potential future regulations.
7. How does the new OSHA rule affect employers?
Answer: Effective May 31, OSHA’s new rule may give labor unions an edge in organizing efforts. Although a coalition of business groups is challenging this rule in federal court, it remains effective unless halted by the court.
8. What recent SCOTUS ruling impacts workplace arbitration agreements?
Answer: A recent SCOTUS decision mandates that judges pause court proceedings at a party’s request while arbitration is ongoing. Employers facing lawsuits subject to arbitration should ensure compliance with this ruling. Fisher – Phillips provides a summary and proactive steps for employers.
9. How can Employer Flexible help with these compliance changes?
Answer: Employer Flexible can assist with navigating these complex changes and ensuring your business stays compliant. Reach out to us for expert guidance and personalized support.
If you have more questions or need further assistance, please contact Employer Flexible. Our HR Consultants are ready to help you stay compliant and prepared for these changes.
