Federal Alerts

The National Labor Relations Board (NLRB) has published a final rule that amends and clarifies the test for determining whether a joint-employer relationship exists for purposes of the National Labor Relations Act (NLRA). The final rule takes effect April 27, 2020.

The U.S. Citizenship and Immigration Services (USCIS) has released a revised version of the Form I-9 (Employment Eligibility Verification). Employers must begin using the new version by May 1, 2020.

On Jan. 12, 2020, the Department of Labor (DOL) released a final rule that will create a new test for determining whether a joint-employer relationship exists in certain situations under the Fair Labor Standards Act (FLSA). The final rule takes effect March 16, 2020.

President Trump has signed into law spending bills that will affect employers. Here's a brief summary of some of the changes.

The DOL has released a final rule that clarifies the definition of "regular rate of pay" for the purposes of calculating overtime pay. The final rule takes effect on Jan. 15, 2020.

The U.S. Department of Labor (DOL) has released a final rule to increase the minimum salary required to qualify for certain overtime exemptions. The final rule takes effect Jan. 1, 2020. The DOL estimates that the changes will make about 1.2 million workers newly eligible for overtime, unless employers increase their salaries.

Last month, a federal judge ordered the Equal Employment Opportunity Commission (EEOC) to take all necessary steps to comply with changes to EEO-1 data collection obligations first announced in 2016 and stayed in 2017. These reinstated obligations increase the amount of information employers are required to collect and report to the EEOC, including pay data called Component 2 data. Component 2 data includes wage and hour data for employees broken down by race/ethnicity and gender. On May 3, 2019, the EEOC announced that it will collect both 2017 and 2018 Component 2 data from covered EEO-1 filers by
September 30, 2019.