Continued employment law changes and increased responsibilities have recently played a role in increased burnout and turnover for HR professions. Our team understands that HR experts are stressed and busy, and we want to help! Our solutions are designed to make it easier for you!
As discussed in Littler’s ASAP “State Laws Complicate Salary Requirements for Exempt Employees,” many employers are reviewing the classification of their employees following the DOL's updates to the salary level needed for the white-collar exemption under the FLSA earlier this year. But don’t worry! We have solutions to help make it easier for you.
Navigator OT is designed to help you determine the risk of classifying a position as exempt and provides you with a report with information on understanding and lowering the risk of the position’s classification. If you have multiple positions to evaluate, Navigator OT has functionality which allows you to initiate multiple questionnaires at once. There is also a feature which allows you to re-assign a questionnaire, if multiple people need to assist in completing it, and the option of copying and re-running previously submitted questionnaires.
The Reference Center has reports on different areas of employment law, including minimum wage and tip credits, rate changes, and pay frequency, broken down by jurisdiction. You can compare this information across different jurisdictions and share information with your colleagues who have access to the solution.
If you have any questions about these solutions, please contact us at support@compliancehr.com.
UPDATE: A recording of this webinar is available here.
Many state and local jurisdictions have or are beginning to implement pay transparency policies. This can pose compliance challenges for employers, but we are here to help. On Wednesday, September 18, we will be hosting a webinar with Littler titled “Navigating New Pay Transparency Policies.”
Although minimizing the risk of harassment claims is a huge priority across all workplaces, it is not easy to accomplish. The number of harassment charges, including sexual harassment and race harassment charges, has continued to grow over the past few years. Recently, the EEOC released an update to its enforcement guidance regarding harassment in the workplace. If you’re wondering how to best prevent harassment in the workplace, check out Littler’s report “Challenging Harassment in the Workplace: A Key Priority at the EEOC.”
The 2024 Summer Olympic Games are in full swing. To celebrate this international event, Littler offices throughout the world are sharing key developments in employment law that have occurred since the last time the Olympic Games were hosted by their countries. We invite you to check out the first round, “2024 Summer Olympics Series: United States.”
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.