Compliance Stuff

  Sou rces   with in the Department of La bor   have   confirmed   that there is a new   A cting   D irector of   the   Office   of Federal   C ontrac t Compl iance Prog rams   ( OFCCP ) , Michael Schloss .   Schloss   was   previ ously   at the Department of Labor for 32 years   until   he   retired   and   went   into p riv ate   practice   in 2023 .   H e   is now back   at the   Labor Department   in   an acti ng   capacity   with   OFCCP.   Schloss’s appointment comes at a time of increased confusion in the federal contractor community. Through multiple executive actions, including an Executive Order titled “ Ending Illegal Discrimination and Restoring Merit-Based Opportunity ”, President Donald Trump has   revoked   a number of requirements for employers that do business with the Federal government, incl...

Seyfarth Synopsis:   The State of Washington is proposing a new workplace safety rule that allows employees to designate a non-employee third-party representative—including unrelated union activists—during workplace safety inspections conducted by the Washington Department of Labor & Industries, aligning with a recent federal OSHA rule. This move could significantly impact workplace safety protocols and employer obligations. Stay tuned as we delve into the details of this proposal, its legal challenges, and what it means for businesses in Washington. The State of Washington proposed a new workplace safety rule allowing employees to designate a non-employee third-party representative to accompany Washington Department of Labor & Industries (L&I) inspectors during a workplace safety and health inspection . L&I’s proposal to expand access for unions follows the federal government’s lead due to an OSHA rule that became effective May 31, 2024. Employers have challenged ...

  Employers in New York State and New York City face unique challenges given all the new workplace laws that are passed each year – and 2024 was no different. Indeed, multiple bills were enacted in the past year that will raise the workplace compliance stakes for the year ahead. Let’s take a closer look at the key laws that took effect in 2024 or are set to take effect in 2025, as well as new legislation that may be on the horizon. Minimum Wage and Other Compensation Laws Minimum wage increases -   New York State’s minimum wage increase d   from $16 to $16.50 for workers in New York City, Long Island, and Westchester. The minimum wage for the rest of the state increased to $15.50. These increases took effect on January 1. Minimum wage will continue to increase incrementally over the next few years, reaching $17 per hour in certain parts of the state by January 1, 2026 . Thereafter, increases will automatically be tied to inflation using the Consumer Price Index. Cash wag...

  The federal government made headlines last week by rolling back a slew of workplace obligations, but employers should be prepared for heightened requirements at the state and local level . Indeed, blue states are expected to up their game this year in resistance to the Republican trifecta in the White House, Senate, and House – and pay transparency will continue to be one of the hottest topics. This trend has already impacted many businesses in various locations across the country, and we think more employers will be grappling with new compliance obligations by the end of the year. Here’s what you need to know about pay transparency laws and five tips for compliance.   If you want to learn more,  register here for our February 5 webinar , Money Matters: Pay Transparency Unveiled and Practical Approaches for Employers. 1. Keep Up with the Patchwork of New State Laws In addition to rules on equal pay for equal work, many states are now requiring employers to disclose sala...

President Trump just took the unprecedented step of firing two Democratic members of the Equal Employment Opportunity Commission and freed himself up to quickly install a majority of Republican commissioners rather than having to wait until their normal terms expire over the next two years. The terminations of Charlotte Burrows and Jocelyn Samuels, revealed yesterday, will have reverberations in workplaces across the country and will certainly set off legal challenges over the scope of presidential power. In the meantime, employers will be left to grapple with the appropriate responses during a limbo period. What is the impact of these terminations and how should employers adjust? Here is a set of FAQs to help guide you through these tumultuous times. What does the EEOC do? The EEOC is the federal agency that enforces anti-bias workplace laws based on race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, and geneti...