Compliance Stuff

The Joint Employer Rule (by the NLRB) was scheduled to go into effect on Monday, February 26, 2024.  A Texas federal judge issued a two-week stay order pushing the effective date until March 11, while the judge considers a lawsuit to permanently block the rule.  In DC, there is another lawsuit challenging the National Labor Relations Board.   Source:  Ogletree Deakins , reported on February 27, 2024v

  Pending approval by the US Congress, the Wage Transparency Omnibus Amendment Act of 2024 ( D.C. Act 25-367   will take   effect on June 30, 2024 .   Under this act, employers (any non-D.C. governmental or federal government entity that employs at least one person in the district) identify in their job advertisements “the minimum and maximum projected salary or hourly pay.”   The new law does not define salary, the law attempts to provide guidance what salary range means by advising:   In stating the minimum and maximum salary or hourly pay for the position, the range  shall extend from the lowest to the highest salary or hourly pay that the employer in good faith believes at the time of the posting it would pay for the advertised job, promotion, or transfer opportunity.  (Emphasis added.)   Source:  Ogletree Deakins , received on 02.14.2024.   Compliance Calendar has been updated with this information.

  Littler reports that the District of Columbia will soon require employers to disclose compensation on job posting.    The slated effective date is  June 30, 2024.   Source:  Littler , reported on January 16, 2024  

  The “DC Parking Cashout Law,” DC Code §§32-151 et. Seq. requires employers with more than 20 “covered employees” to report on their provision of certain parking benefits.    Reports were due on  January 15, 2024.