Legislative Updates

The US Department of Labor released a proposed rule earlier this month that will protect workers against heat related injuries if it is finalized.  The proposed rule would require employers to develop an injury and illness prevention plan to control heat hazards in workplaces affected by excessive heat.  Employers would need to evaluate heat risks and implement requirements for drinking water, rest breaks and of indoor heat.  Training would need to be provided by employers as part of the plan.  Employers would also need to have a plan in place to respond to worker experiencing heat-related symptoms.  The public is encouraged to submit comments on the rule in the Federal Register and anticipates a public hearing after the written comment period.

The Supreme Court issued a ruling today in a case with Starbucks that the National Labor Relations Board (NLRB) did not use the correct standard when they sought an injunction after Starbucks fired 7 workers who claimed they were fired in retaliation for union-organizing in Memphis.  The injunction allowed the fired workers to return to their jobs during an NLRB investigation.  The court ruled that the NLRB should have used a stricter four-factor test instead of the relaxed two-factor test when applying for an injunction which could make it more difficult to return employees to work during investigations.       

The IRS recently announced the annual limits for Health Savings Accounts and High-Deductible Health Plans (HDHP) for 2025 which are listed below.

Health Savings Accounts

• 2024 Employee Only: $4,150
• 2025 Employee Only: $4,300

• 2024 Family: $8,300
• 2025 Family: $8,550

High-Deductible Health Plans Minimum Deductible Amounts

• 2024 Employee Only: $1,600
• 2025 Employee Only: $1,650

• 2024 Family: $3,200
• 2025 Family: $3,300

High-Deductible Health Plans Annual Out-of-Pocket Expense Maximums

• 2024 Employee Only: $8,050
• 2025 Employee Only: $8,300

• 2024 Family: $16,100
• 2025 Family: $16,600

On April 29th, the US Equal Employment Opportunity Commission (EEOC) published final guidance on harassment in the workplace titled, "Enforcement Guidance on Harassment in the Workplace."  The last time the EEOC issued guidance on workplace harassment was in 1999.  The updated guidance addresses how harassment based on race, color, religion, sex, national origin, age disability or genetic information is defined under EEOC statutes.  It also includes over 70 examples of unlawful harassment and shows how employees may be subjected to harassment by coworkers, supervisors, customers and other third parties.  The EEOC structured the guidance into three parts: 1) Covered Bases and Causation 2) Discrimination with Respect to a Term, Condition or Privilege of Employment 3) Liability.  The EEOC also published several educational resources on their website.  

On April 23, 2024, the Federal Trade Commission issued a final rule which bans noncompete agreements.  Per the FTC's press release, the new rule will "protect the fundamental freedom of workers to change jobs, increase innovation, and foster new business formation."  Under the new rule, existing noncompete agreements will no longer be enforceable.  However, existing noncompetes for senior executives earning more than $151,164 per year and are "policy makers" are still enforceable.  Employers are no longer able to enter into noncompete agreements with senior executives moving forward.  Employers will need to provide notice to workers with an existing noncompete that the agreement will not be enforceable.

FTC's press release: FTC Announces Rule Banning Noncompetes | Federal Trade Commission

The Biden-Harris administration released a final rule today that will increase the thresholds required to exempt an employee from the federal overtime requirements.  Effective July 1, 2024, the salary threshold will increase from $35,568 to an annual salary of $43,888.  On January 1, 2025, it will increase again to $58,656.

Read the DOL's press release at Biden-Harris administration finalizes rule to increase compensation thresholds for overtime eligibility, expanding protections for millions of workers | U.S. Department of Labor (dol.gov).  

Earlier this month, The US Citizenship and Immigration Services (USCIS) announced a temporary final rule to increase the automatic extension period for certain employment authorization documents from up to 180 days to up to 540 days.  The measure will prevent work-authorized noncitizens from having their employment authorization and documentation lapse while waiting for USCIS to process their pending applications.  This will offer less disruption to US employers' operations.    

On April 9th, the US House of Representatives passed H.R. 6655, A Stronger Workforce for America Act which would amend the Workforce Innovation and Opportunity Act (WIOA).  WIOA would help foster partnerships between workforce development agencies, colleges/universities, and employers with the goal of strengthening employer engagement and to ensure worker competitiveness in the job market.  The legislation moves to the senate for consideration.

The US Equal Employment Opportunity Commission (EEOC) issued a final rule on 4/15/24 to implement the Pregnant Workers Fairness Act (PWFA).  The act provides clarifications and offers a number of examples of reasonable accommodations which will help employers understand their responsibilities under the law.  The PWFA requires most employers with 15 or more employees to provide "reasonable accommodations" for employee's known limitations related to pregnancy and childbirth.  The final rule will be published in the Federal Register on April 19th.  

Read the EEOC's Press Release at: EEOC Issues Final Regulation on Pregnant Workers Fairness Act | U.S. Equal Employment Opportunity Commission

The Biden administration issued final regulations yesterday which protect federal government civil servants from being fired at will which overrides an executive order from the Trump administration which made it easier to fire federal employees.  The new rule will protect federal employees' right to due process and to be fired only for cause.