Blog

The U.S. Department of Labor released a rule that raises the salary threshold to qualify for certain overtime exemptions under the Fair Labor Standards Act.

On April 23, 2024, the Federal Trade Commission (“FTC”) approved a final rule banning most non-compete clauses.

Employers with employees in Chicago and Illinois have new leave laws that will be effective January 1, 2024.

The National Labor Relations Board issued a final joint employer rule which rescinds and replaces the previous joint employer standard.

The U.S. Citizenship and Immigration Services (“USCIS”) announced that beginning August 1, 2023, employers should use a new Form I-9 that will be available for download beginning that date.

On July 17, 2023, the Department of Labor (the “D.O.L.”) announced it would be implementing a final rule (29 C.F.R. § 1904.41(a)(2)) on January 1, 2024, which changes the injury and illness reporting requirements for certain businesses in “high-hazard” industries.

The Pregnant Workers Fairness Act ("PWFA") is a new law that will take effect on June 27, 2023. The PWFA requires employers with 15 or more employees to provide temporary and reasonable accommodations to an employee’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”

On January 5, 2023, the Federal Trade Commission (“FTC”) issued a proposed rule (“Proposed Rule”) which would ban non-compete clauses from employment contracts. The Proposed Rule bans non-compete clauses in contracts for employees and independent contractors.

An Employee Handbook (sometimes called an employee manual) is a written set of policies, procedures, and practices often provided to new employees at the start of their employment with the company. An Employee Handbook is designed to provide employees with guidance, procedures, expectations (of both the employee and the employer), and other information related to their employment. Employee Handbooks can be used by employees at the start of employment to learn the employer’s core values, mission, and other pertinent onboarding information.

The United States Equal Employment Opportunity Commission (“EEOC”) updated its “Know Your Rights” poster. This poster updates and replaces the previous “EEO is the Law” poster.

Employers are facing challenges when it comes to hiring and recruiting for open positions. Here are a few tips for human resource professionals looking to create a successful hiring and recruiting process.

The Supreme Court of the United States ("SCOTUS") issued two rulings related to vaccine mandates that involved the Emergency Temporary Standard (“ETS”) issued by the Occupational Safety and Health Administration’s (“OSHA”) and the vaccine mandate for health care workers.

Learn the steps employer should take to implement a union free business philosophy and preserve a union free workplace.

Employers need to be aware of two key terms under the Americans with Disabilities Act (ADA), “reasonable accommodation” and “interactive process"

Learn the differences between FMLA vs. ADA and determine which one an employee qualifies for given their situation.

It is important for a business to have an internet usage policy in place that sets and establishes guidelines for employees to follow while using the internet at work.

The Supreme Court of the United States ruled on June 15, 2020 that the existing Federal Anti-Discrimination laws provide protection to applicants and employees on the basis of their sexual orientation and/or transgender status.

Cyber-actors (or “hackers”) are targeting businesses to obtain any and all information that might have some form of value. It is imperative that companies have a set of steps in place to respond quickly for the sake of those affected and to comply with any and all regulating state or federal authorities, such as any applicable State Attorney General’s offices.

On May 6, 2020, the U.S. Department of Education released the long-awaited final regulations regarding the procedures for colleges to use in handling sexual-harassment complaints.

If you are - or work for - an employer dealing with layoffs, furloughs, or separations, it is important for you to be vigilant in reviewing the Charge Statements issued by Indiana’s Department of Workforce Development (DWD).