Labor Law Updates

If you operate across many jurisdictions, this flurry of separate minimum wage laws creates a unique compliance challenge. Yet it’s essential to keep up with them because when federal, state and local minimum wage laws differ, you’re legally required to pay the most generous rate to your hourly, nonexempt workers.

It's a misconception that could cost you: There’s no “one-stop-shop” to obtain every mandatory workplace posting for free. To meet the latest federal, state and local posting requirements, you need to look beyond workers’ comp insurance providers and government agencies.

It’s one thing to keep up with federal-level employment laws and related postings … it’s quite another when you drill down to the state, county and city level. While the federal requirements are limited to a handful of postings, mandatory postings in certain states can climb into the double digits.

The U.S. Equal Employment Opportunity Commission (EEOC) – the federal agency responsible for enforcing anti-discrimination laws in the workplace – recently released a draft of its Strategic Plan for Fiscal Years 2022-2026. It’s currently under review and subject to approval before being finalized. Let’s take a closer look at what the plan entails — and what you can do to strengthen your anti-discriminatory hiring and employee management practices for the years ahead.

Labor law posting compliance is an ever-changing responsibility for U.S. employers. And there’s no better time to review the requirements – and ensure your postings are current and complete -- than the first of the year. Remember, too that posting compliance is your first line of defense with a government audit or employee lawsuit, so it’s important to get it right year-round. Follow these 10 basic steps to get your business in line now: