Are you an employer struggling to keep up with the latest changes in employment law? With laws and regulations constantly evolving, it can be challenging to stay ahead of the game. But fear not! Our blog post is here to break down the most important updates and what they mean for your business. From sick leave policies to discrimination laws, we’ve got you covered. So sit back, relax, and let us guide you through the ever-changing world of employment law updates!
The Current State of Employment Law
In the U.S., employment law is primarily regulated at the state level. This means that there are a variety of laws regarding employee rights and protections, from minimum wage to overtime pay to immigration status. In general, federal employment law protects employees from discrimination in the workplace, provides basic protections for pregnant workers, and covers traditional workplace issues such as bathroom breaks and clock-in/clock-out times. However, there are some areas of federal employment law that apply specifically to businesses with more than 50 employees. One example is the National Labor Relations Board (NLRB), which regulates unionization and collective bargaining in certain industries.
Given the large number of state differences in employment law, employers should be aware of the relevant rules in each jurisdiction where they do business. Additionally, employers should keep up to date on changes to state laws so they can ensure their policies comply with current regulations. Here are a few recent updates to employment law that employers should know about:
1. Minimum Wage Increases: Twenty-eight states and the District of Columbia have raised their minimum wages over the past year, including Alaska, Oregon, and Washington D.C., which increased their minimum wage by $1 per hour this year. The federal minimum wage has not changed since 2009 and is currently $7.25 per hour. As inflation continues to outpace wage growth, many employers have responded by raising their minimum wage levels above the federal level in order to keep up with increasing costs associated with employee compensation.
The Rise in Non-Compete Agreements
Non-compete agreements are on the rise and employers should be aware of their growing popularity. A non-compete agreement is a contract that prevents an employee from working for a competing company for a certain period of time after leaving their current job. Non-compete agreements can be beneficial to both the employer and the employee.
The main benefit to the employer is that it can protect its valuable trade secrets. If an employee leaves to work for a competitor, they may be able to steal important information and use it to compete with the company. By preventing this from happening, the employer can maintain its competitive edge.
The main benefit to the employee is that they can keep their skills and knowledge fresh by moving between jobs. If they were to stay with one job for too long, they would likely lose touch with new ideas and techniques and become less productive. By keeping their skills sharp, employees are more likely to find new employment quickly if they need it and are not restricted from doing so by a non-compete agreement.
The Use of Social Media in the Workplace
Employers must be aware of the use of social media in the workplace and be sure that their policies and procedures are updated to reflect this. In addition, employers should review the specific laws governing social media in order to ensure that their practices comply.
According to an October 2014 study by TheLadders, social media is now a major part of employee communication. Around half (51%) of employees reported using social media to communicate with their boss outside of work hours, while 38% used it to communicate with co-workers. Even more startling was the finding that 7 out of 10 (70%) employees believe that their company’s policy on social media is outdated or not up-to-date at all.
The use of social media can have both positive and negative effects on an employer’s relationship with its employees. On the one hand, social media can allow employees to share information and ideas quickly and easily with a wider audience. This can be helpful when there is a problem or issue that needs to be addressed immediately.
On the other hand, using social media for personal communications can damage an employer’s relationships with its employees. If an employee posts something on Facebook that goes against company policy, for example, it could lead to disciplinary action being taken against them. Furthermore, if an employee is caught posting confidential information about the company online, they may be liable for damages.
It is important for employers to have clear policies about how social media
Sexual Harassment in the Workplace
Sexual harassment in the workplace is a problem that continues to be widespread. According to a study by the Equal Employment Opportunity Commission (EEOC), sexual harassment is one of the most common types of employment discrimination. Sexual harassment can involve unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct that is sexual and makes an employee feel uncomfortable.
The law provides certain protections against sexual harassment in the workplace. Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating against employees based on sex, including in regards to their jobs, wages, and benefits. Title IX of the Education Amendments of 1972 also prohibits gender-based discrimination in schools and universities. These laws make it illegal for an employer to harass or discriminate against an employee because of their sex.
An employer can be liable for sexually harassing actions taken by its employees even if those actions are not technically authorized by the employer’s policies or procedures. The victim may also be able to sue the company on his or her own behalf, regardless of whether they have filed a formal complaint with the EEOC.
Employers should take steps to prevent sexual harassment from happening in the first place. They should create an environment where everyone feels comfortable speaking up if they experience any kind of misconduct at work, and they should take action against any employees who engage in unlawful behavior.
Conclusion
As the employment landscape continues to change, employers need to stay up-to-date on the latest laws and regulations in order to remain compliant. This includes knowing about changes to employee benefits, workplace safety, minimum wage, and more. In this article, we have highlighted some of the most recent employment law updates that employers should be aware of. By staying informed and taking appropriate steps beforehand, you can ensure a smooth transition for your employees as the current environment changes.
