Historically, new laws and minimum wages take effect every January, bringing new labor law obligations for employers. Even if the federal government fails to pass new or amend existing laws, state legislatures pass their own. In summary, this creates a patchwork of state and local laws that can impact two locations of a company differently. During 2023, the government passed laws ranging from wage and hour rules to privacy issues. In other situations, federal and local entities proposed new laws that, when fully passed, would affect most employers. For example, proposed legislation created by the U.S. Department of Labor (DOL) would increase the salary threshold for overtime exemptions. The information included within this blog post is an overview of some of the most critical new labor law obligations taking effect in 2024. In short, to learn more about the topic discussed, select the associated link provided.
Wage and Hour Obligations
- National Labor Relations Board (NLRB) Issues New 2023 Joint Employer Final Rule
- DOL Issues Final Rule to Modernize and Enforce the Davis-Bacon Act
Workplace Safety Obligations
- Occupational Safety and Health Administration (OSHA) Announces Final Rule on High-Hazard Injury and Illness Reporting
- OSHA, NLRB Team Up to Strengthen Whistleblower Protections
- Agency Proposes Rule on Representation During OSHA Inspections
Equal Employment Opportunity Obligations
- U.S. Citizenship and Immigration Services (USCIS) Rolls Out New Form I-9, Electronic Verification Option
- Supreme Court Rules on Religious Accommodations
Privacy Issues Obligations
- Securities and Exchange Commission (SEC) Adopts New Rules on Cybersecurity Reporting and Disclosure
- Federal Trade Commission (FTC) Guidance Focuses on Protecting Consumer Biometric Information
Employer Takeaways
In conclusion, several important federal updates occurred in 2023 that will impact employers in 2024 and beyond. Although the new labor law obligations addressed in this post are important to employers, some laws and regulations are underreported and potentially missed by some businesses. Every December and January, all employers should closely monitor new federal legislation that will take effect the following year. It is important to realize that these could include poster releases or revisions that must be displayed or distributed.
Additionally, even though it seems like most labor law updates occur in December or January, some critical regulations could be announced or go into effect during the calendar year. Accordingly, employers should contact their legal counsel or a Personnel Concepts Customer Service Representative for more information on any new labor law obligations that might affect them.