Compliance Stuff

  On Election Day, November 5, 2024, Missouri voters will have the opportunity to vote on  Proposition A  and decide whether Missouri will become the next state to require employers to provide earned paid sick time (PST) to eligible employees. Here, we share the details of Missouri’s PST law as it is currently proposed. Quick Hits Missouri voters will vote this year on whether employers will be required to provide earned paid sick time (PST) to eligible employees. PST would accrue at a rate of one hour for every thirty hours worked; it would begin accruing for existing employees on May 1, 2025, or the first day of employment for employees hired after that date. Employers with fifteen or more employees maylimit an employee’s use of PST to fifty-six hours per year; employers with fewer than fifteen employees maylimit an employee’s use of PST to forty hours per year. Rules for Accrual, Use, and Carryover of PST Accrual rate : PST will accrue at a rate of one hour for every t...

  Employees will be able to sock away more money in their health savings accounts (HSAs) next year, thanks to rising inflation. The annual limit on HSA contributions for self-only coverage in 2025 will be $4,300, a 3.6 percent increase from the $4,150 limit in 2024, the IRS announced May 9. For family coverage, the HSA contribution limit will jump to $8,550, up 3 percent from $8,300 in 2024. IRS Announces 2025 HSA, HDHP Limits SHRM | May 2024 Effective date: 1/1/25 IRS Revenue Procedure 2024-25 Additional Articles IRS announces 2025 HSA/HDHP and excepted benefit HRA limits Buck | May 2024 IRS Announces 2025 Limits for Health Savings Accounts, High-Deductible Health Plans and Excepted Benefit HRAs McDermott | May 2024 IRS Releases 2025 HSA Contribution Limits and HDHP Deductible and Out-of-Pocket Limits Woodruff | May 2024 2023 Health Savings Account (HSA) Limits IRS Gives Big Boost to HSA, HDHP Limits in 2024 SHRM | May 2023 IRS Revenue Procedure 2023-23 Source(s): SHRM, (originall...

OSHA Launches Severe Injury Report Dashboard The dashboard includes all severe injuries reported by employers covered under OSHA since 2015. Read more  here . How to Prepare for OSHA’s New HazCom Final Rule A look at the changes to OSHA’s Hazard Communication Standard and guidance on how to ensure compliance. Read more  here . AIHA Launches New Heat Stress Mobile App The app that can more accurately gauge heat stress risks in real time, unlike any tool offered previously the group says. Read more  here . Common Workplace Accidents Result in Costliest Claims Travelers study finds slips, trips and falls at top of claims. Read more  here . When the Danger is Internal: What EHS Professionals Need to Know About Mental Health Risk Ensure that your organization treats mental health as serious a risk factor as physical hazards. Read more  here . Workplace Well-being is Worsening All is not well at work, according to recent findings. Read more  here . Safety Practic...

  The Transportation Security Administration (TSA) has proposed delaying enforcement of the REAL ID requirement for passengers of domestic airlines to give travelers two more years to update to REAL ID-compliant identifications. The proposal is   open for comments   until Oct. 15, 2024. The REAL ID Act was passed by Congress based on the 9/11 Commission’s recommendations. Full enforcement for domestic air travelers was scheduled to go into effect in May 2025. That date  likely will be pushed to 2027 . Under REAL ID security regulations, all passengers 18 years and over on domestic airlines would need a REAL ID-compliant identification to board. Although various documents are REAL ID-compliant, the key document became state-issued REAL ID-compliant driver’s licenses. Approximately 53 percent of the U.S. population had REAL ID-compliant identifications in 2023 when the deadline was pushed to May 2025. As of now, only 56 percent of the population have REAL ID-compliant ...

  On August 26, 2024, the U.S. District Court for the District of Maryland decided in   Teamsters Local Union No. 355 v. Total Distribution Services, Inc.,  that the Maryland Economic Stabilization Act (“Maryland WARN Act” or “Act”) does not provide individuals with the right to file suit in their personal capacity to enforce a legal claim under the Act. The Maryland WARN Act still may be enforced by the Maryland Department of Labor.  The Act is based, in part, on its federal counterpart, the Worker Adjustment and Retraining Notification (WARN) Act, with important differences.  Background The individual plaintiff formerly worked for defendants at an automobile distribution facility in Jessup, Maryland, known as the Annapolis Junction . During this time, Teamsters Local Union 355 represented employees, including the plaintiff, working at the Annapolis Junction in negotiations to establish an updated collective bargaining agreement for the bargaining unit. On May...

  The Maryland Department of Labor (MDDOL) has issued FAQs and template forms that are deemed to comply with the employer mandates of the Maryland Wage Transparency Law and the Paystub Notice Requirement. The laws are scheduled to go into effect Oct. 1, 2024. Wage Transparency Law Maryland’s Wage Transparency Law requires all employers — both public and private — to disclose in both internal and external job postings, including those posted through third parties: Wage ranges (including the minimum and maximum wage);  A general description of benefits; and  Any additional compensation. If this information is not included in the original job posting, i t must be disclosed to the applicant before any discussions about compensation and at any time upon the applicant’s request. This requirement applies to work that is physically performed, “at least in part,” in Maryland. According to MDDOL, this includes jobs seeking workers in Maryland for remote work, although the company m...

On September 11, 2024, the U.S. Court of Appeals for the Fifth Circuit joined four other federal courts and held that the U.S. Department of Labor (DOL) has statutory authority to impose a minimum salary threshold to qualify for the executive, administrative, and professional overtime exemptions (EAP Exemption) under the Fair Labor Standards Act (FLSA ).  Mayfield and R.U.M. Enterprises, Inc. v. U.S. Dep’t of Labor , No. 23-507-24 (5th Cir. Sept. 11, 2024) . The Fifth Circuit’s decision was in response to a legal challenge related to the 2019 DOL Final Rule on overtime pay, which increased the minimum salary requirement for the EAP Exemption . While seen as a win for the DOL in its effort to enforce its more recent 2024 Final Rule, the ruling does not address the validity of the 2024 Final Rule, and leaves open other possible challenges to the 2024 Final Rule. Overview of the DOL Minimum Salary Rules In 2019, the DOL promulgated a new version of its “Minimum Salary Rule,” raising t...