This week, employers need to watch their legal Ps and Qs (no different than usual). The EEOC predictions are big for this year, and employers must be ready. We’ll keep you updated as the major federal agencies release new regulations, and KRESS is always focused on how the decisions will impact you. This week, we’ve also got updates from the WHO, the ADA and a court battle that went to the employer.
Lexology: Show Me the Money”: EEOC Seeks Pay Data from Large Employers
The EEOC is slated to begin collecting pay data from private employers with 100 or more employees, pursuant to the acceptance of a proposal announced January 29. The agency would begin collecting this data in September of 2017.
This is an attempt to seek information about equal pay from employers and partner with the President’s National Equal Pay Task Force.
Other EEOC news:
- New EEOC Retaliation Guidance Seeks to Further Stack the Deck Against Employers
- Employer Which Wanted Young Blood Settled Case with Fired Older Employee
- What Employers Should Know – Listen To The EEOC
SHRM: Court Rules Medical Marijuana User Can Be Fired
Once again, the court rules in favor of the employer when it comes to employee marijuana use. Even though the employee was using medicinal marijuana in accordance with New Mexico law, the court still ruled that his dismissal for failing a drug test was perfectly legal.
Lexology: The Zika Virus: FAQ for Employers
On Feb. 1, the WHO declared the Zika virus a public health emergency. However, because of the relative mildness of the symptoms for most, employers should have very little to do with prevention and treatment of the Zika virus. Many of the steps an employer might consider taking to protect pregnant women, the demographic most affected by the Zika virus, can be seen as discriminatory.[Tweet “Steps an employer might take to protect pregnant women from the #Zika virus can be seen as discriminatory.”]
Lexology: Changes to Federal Overtime Exemption Rules Coming in July 2016: What Your Workplace Must Know and Do to Prepare
The changes to overtime rules from the DOL will affect many businesses, as the minimum salary level for exempt workers is increasing, the total annual compensation for highly compensated employees in increasing, and automated systems for salary updates will be required. Additionally, the duties test may be changing as well.
As the deadline approaches, employers will need to begin evaluating their employee pool now and creating a process to successfully initiate change without disrupting the business.
Lexology: [INFOGRAPHIC] 6 Things You Need to Know About ADA Accommodations Please follow the link to see the complete infographic from ClaimVantage.