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Staying on Top of Labor Laws in 2018

Are you a business founder bothered about the labor and employment law reforms coming in 2018? In times of perplexity, it’s best to equip for any impediment the world might throw at you. But how do you get set for the new law you’re not accustomed to in the first place?

We have been following the Department of Labor (DOL) and its analysis of the Fair Labor Standards Act like a belligerent, and you can see what changes the DOL has made recently here. We’ve also been trailing works in several states to update vocation laws (i.e., programming ordinances, paid time off, and bias policies). It’s obvious that change is proceeding and will continue in this year too.

At Livetecs, we are devoted to helping our clients improve their awareness of reliable support that can help them maintain track of pending modifications and assure they’re complying with any further decrees that could hit their businesses.

DOL Overtime Laws

Under the Obama regime, the Labor Department declared that the former overtime payroll threshold, earlier $23,000 annually, would increase to more than $47,000, and would be updated every three years to speculate wage growth. That administration’s rule resolution would have intended 4 million more workers would be suitable for overtime.

These reforms were anchored to go into effect in December 2016 but were eventually put on hold by a central judge and then by Trump’s new government. Last year, we began getting some hint of the DOL’s trajectory on overtime and the FLSA.

Predictive Scheduling And Paid Leave

Also, there can be modifications surging out in states and cities across the nation discussing what is known as “predictive scheduling.” Under these new imminent scheduling mandates, employers are obligated to provide more notification to employees regarding future shift programs and any changes, especially last-minute changes, to those programs. More states and cities are also introducing new legislation addressing mandatory paid leave.

Activity at the National Labor Relations Board (NLRB)

Also, lawyers are keeping an eye on the National Labor Relations Board (NLRB). The NLRB significantly expanded its authority under the supervision of Obama-appointed board members with a set of employee-centric resolutions.

Workplace civility laws, confidentiality orders, and social media policies were considered illicit under the “reasonably construe” standard, even if an owner had a valid basis for the rule. According to the new resolutions, such as the Boeing decision, companies may once again have policies restricting specific activities so long as a rule is impartial, has a rightful purpose, and does not conflict with National Labor Relations Act (NLRA) claims.

#MeToo in the Workplace

In 2016, workers filed 91,503 charges with the Equal Employment Opportunity Commission (EEOC). Of these charges, 12,860 associated with sex-based harassment and 6,758 included sexual harassment alone. With the #MeToo campaign and rise in sexual harassment and crime reporting and awareness in professional fields around the country, it’s also imperative to have an HR team that can assess your HR policies.

The place to start is with book policies. Does your organization have a system addressing equal employment opportunity, anti-harassment and bigotry, complaint systems, and anti-vengeance? Are these policies up to date?

The second concern to address is training your workers. If your employees aren’t sure, who to look up to, remind them. And build a very straightforward line of communication to HR workers of various sexual orientations so that everybody feels easy bringing up their problems.

What Can You Do Now to Assure Compliance With Changing Laws?

Overall, it’s about being informed and having support. If you haven’t that already, create a healthy relationship either with an employment lawyer or be sure your HR manager is watching these issues firmly. Subscribe to  DOL to get updates, and follow employment blogs and news for updates.

It’s time to catch up on the few advances that have already started, and at Livetecs, we’re following enactment at the state and central level closely. Having a time tracker like TimeLive can be one of your best lines of support when it comes to avoiding FLSA lawsuits, managing compliance with imminent scheduling legislation, and accounting for time off as more countries and cities perform regulations. Keep your employee’s time accurate and protected for your reference in the coming months.

Alma Reed is an author and researcher dedicated to enhancing productivity. He is deeply interested in areas like time management, increasing productivity, and fostering healthy routines. Through his writing, he aims to assist people in boosting their job performance and attaining an ideal balance between work and life.

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