Starting on July 1, 2024, employers of all sizes will be required to have a written workplace violence prevention plan, maintain a violent incident log, and provide workplace violence prevention training to employees. These requirements will apply to nearly all...
CAPTIVE AUDIENCE MEETINGS Beginning June 6, 2024, employers of all sizes can’t take—or threaten to take—adverse action against an employee to get them to attend, or for not attending, a meeting if its primary purpose is to express the employer’s opinion on religious...
EXPANDED WAGE TRANSPARENCY LAWS Beginning June 30, 2024, the District of Columbia will have a stronger wage transparency law, which applies to employers of all sizes. Screening and Salary Inquiries Prohibited Under the amended law, employers won’t be allowed to screen...
On April 26, 2024, the U.S. Department of Labor (DOL) published the much-anticipated final rule that will increase the minimum salary for many exempt employees. The increase will take effect in two steps. If you’d like to review the regulations yourself, they are...
The Equal Employment Opportunity Commission (EEOC) has announced that the 2023 EEO-1 Component 1 data collection will open April 30. The deadline to file the report is June 4, 2024. The EEO-1 Component 1 report is a mandatory filing for private employers with 100 or...
The final rule for the Pregnant Workers Fairness Act (PWFA), which applies to employers with 15 or more employees, has been published and takes effect June 18, 2024. With over 100 pages of preamble, regulations, and interpretive guidance, there’s obviously a lot to...
