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It’s possible you have been hearing about companies offering employees unlimited paid time off (PTO). Perhaps you have even started wondering if an unlimited PTO policy could be best for your employees. Before diving into creating a new unlimited PTO policy, make sure you carefully review your reasons for creating such a policy and the laws in your state to determine if it really is the right move for your company.
We’re not expecting a slowdown in actions taken by the EEOC this presidential election year. Instead, we are anticipating that the Commission will likely attempt to move forward with broad policy objectives and increased litigation. If you would like to learn more about EEOC updates, we invite you to view our recent webinar “An Insider's View of the EEOC: Recent and Current Strategies, Litigation, Settlements and What’s on the Horizon.”
Update: View this webinar here.
You have probably heard news about Chevron being overruled, but you may still be wondering what exactly it means for you. If you have questions about this recent development, we invite you to view the webinar “Chevron is Gone: What’s Next for Labor and Employment Law?” recorded on July 25, 2024.
During this webinar, Littler answers the following questions:
Update: This webinar can viewed here.
There are currency a handful of jurisdictions that have implemented predictable scheduling laws, which generally require covered employers to provide notice of work schedules in advance, provide a certain number of hours of rest between shifts, allow employee input into schedules, among other things. If you have employees in any of the jurisdictions listed below, we invite you to view our webinar “Predictably Unpredictable – Navigating Fair Workweek Laws Across the United States” from July 11, 2024.
It’s definitely not January, but the number of labor and employment law updates taking effect kind of makes it feel that way. This summer, especially July, is shaping up to be busy.
Update: You can now view the webinar "Labor Law for Employers: What Every Business Needs to Know" here.
If you have questions about recent labor law developments, be sure to check out our webinar “Labor Law for Employers: What Every Business Needs to Know” recorded on Wednesday, June 26. During this webinar, Littler provides insight on:
Navigator OT has been updated, and any evaluations submitted will now use the new salary level needed to qualify for the FLSA's administrative, executive, and...
On July 1, 2024, the final overtime rule goes into effect, and the salary level needed to qualify for the FLSA’s executive, administrative, and professional exemption will increase to $844 per week ($43,888 annualized). To make sure you have some time to prepare, we have decided to update the salary rate in Navigator OT on June 17, 2024. Evaluations submitted after 9 pm EST that day will use the new salary level.
On June 1, 2024, a new expansive anti-discrimination ordinance goes into effect in Lehigh County, Pennsylvania. This ordinance establishes protected characteristics and includes prohibitions relating to salary history and criminal record history. You can learn more about the new ordinance here.
Update: The webinar can be viewed here.
As we discussed last month, the final overtime regulations have been published and go into effect on July 1, 2024. If you would like to learn more, we invite you to attend our upcoming webinar “What Employers Need to Know: The DOL’s Final Overtime Rule.”