Adds Pregnant Definition To Human Rights Act

In a rare unanimous opinion, the Supreme Court rejected the long-standing interpretation of Title VII that an employer may deny a religious accommodation when the requested accommodation would impose more than a de minimis, or trifling, burden on the employer's business.

While it may seem difficult to believe, the midway mark of 2023 is fast approaching, and that means a plethora of new requirements.

In late June and early July alone, more than 30 new employment measures take effect at the federal, state, and local levels. Some of these laws pose new challenges for organizations and include several trending issues.

Below are summarized some of the key topic areas to be on the lookout for on or about July 1, 2023. 

With summer upon us, temperatures are heating up. While some may be planning their next pool party or barbeque, employers should ensure they are taking precautions to protect their employees from heat-related illnesses.

This month is the 60^th anniversary of the Equal Pay Act of 1963. The U.S. Equal Employment Opportunity Commission (EEOC) has kicked off a campaign called “ Level The Paying Field ” to commemorate the anniversary.

As we enter the post-COVID era, governmental agencies, such as the Department of Homeland Security (DHS) and Immigration and Customs Enforcement (ICE), are turning their attention toward Form I-9 compliance. As recently as April 2023, DHS and ICE released updates that will taper off previously granted flexibilities, which will affect the Form I-9 process. Due to these updates and increase in Form I-9 observation, it is important that you revisit your Form I-9 policy and procedures to ensure that your business is staying compliant and proactively preparing for the potential of an I-9 audit.

How do you prepare for an emergency when you don’t know how, when, or what will happen? There are several types of emergencies that can occur in the workplace. To further complicate the issue, workplace emergencies can differ by geographical region or industry. They can include workplace violence/active shooter, terrorism, medical emergencies, power failure, natural disasters/severe weather, and epidemics. No matter what the emergency is, it is the responsibility of employers to have policies and procedures in place for all employees to follow and feel safe in their work environments.

Now, more than ever, it’s important that employers have effective Paid Time Off (PTO) policies in place. Employees who aren’t getting the rest they need can get burned out, and employers risk facing staff shortages when too many employees take time off all at once. Whether your company has an accrual policy or banked PTO, it’s critical that a formal time off policy is in place so that employees are aware of the rules and expectations. Too many accrued PTO days can put companies in a hard financial position. If PTO is mismanaged, employers can be out of compliance with state laws. The good news is we are here to help you create a Paid Time Off policy that follows regulations and works best for your business.

Most employers are aware of their duty to display certain employee postings in the workplace, but employers are also responsible for distributing various notices to employees to comply with a variety of labor laws and regulations. These notices cover specific matters, vary from state to state, and may change due to new or updated laws. Read further for some examples.

Hiring a minor (individual under the age of 18 years old) can make good business sense to many companies, and some jobs, such as weekend and summer work, attract a high number of minor applicants. Nonetheless, employers must operate in compliance with a variety of labor laws and be knowledgeable of their responsibilities when using child labor. According to the U.S. Department of Labor, the number of minors employed in violation of child labor laws in fiscal year 2022 increased by 37% over FY2021.