ComplianceHR Updates

AI is a topic we hear about so frequently now. It’s also not surprising that it is top of mind for many employers. If you’d like to know what other employers are thinking about in regards to AI, check out Littler’s “2024 AI C-Suite Survey Report.” This report was created from more than 330 responses from executives throughout the United States, including Chief Executive Officers, Chief Legal Officers, General Counsel, Chief Human Resources Officers, Chief Operating Officers, and Chief Technology Officers.

Many employers have already implemented and others are considering implementing return-to-office policies after transitioning to a fully remote workforce during the pandemic. There are many things to consider before implementing a return-to-office policy. Littler’s recent article, “Dear Littler: What are some considerations before implementing our return-to-office policy?” provides an overview of important details to keep in mind.

With the 2024 election less than 50 days away, it’s important to make sure you’re up to date on the voting time requirements in your jurisdiction. If you would like answers to common questions regarding voting time, check out the Voting Time report in the Reference Center, which answers:

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!

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: 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.