Labor & Employment Law Update

A roundup of employment law changes impacting employers in jurisdictions across the nation. 

On Nov. 15, 2024, a federal judge in Texas invalidated the United States Department of Labor’s rule that raised the minimum salary levels under the Fair Labor Standards Act “white collar” exemptions. As a result, the minimum salary levels that were in place prior to July 1, 2024, now apply again effective immediately.

On Nov. 13, 2024, the National Labor Relations Board outright banned mandatory captive audience meetings, holding that they constitute an automatic unfair labor practice that violates section 8(a)(1) of the National Labor Relations Act.

Insurance coverage requirements for mental health and substance use disorders (“MH/SUDs”) is changing in a way that impacts group health plans, employers, and behavioral health providers. 

On September 22, 2024, Governor Newsom signed Assembly Bill 3234 (A.B. 3234) into law, which requires employers who voluntarily conduct a “social compliance audit” of their business operations and practices to post a clear and conspicuous link on their website to a report detailing the findings of the employer’s compliance with child labor laws. This law goes into effect on January 1, 2025.

Perhaps now more than ever before, a person’s political stance on the most hotly debated issues is so strongly tied to their personal identity. This is exactly why employers cannot ignore the real likelihood that political expression will seep into the workplace.

With the presidential election on November 5 rapidly approaching, registered voters are exploring various options for casting their ballots on Election Day. Given the vast differences in voting leave amongst states, employers should familiarize themselves with the laws in any state where they have employees and make key decision-makers aware of them. 

Intermittent leave allows employees to use leave time on an as-needed or periodic basis, but it reduces the employee’s usual weekly or daily work schedule. The following tips can help you navigate the process when you receive a request for intermittent FMLA leave.

Pay transparency laws are regulations that require employers to disclose salary information. Illinois’s pay transparency law (HB 3129), as well as similar laws in states including Minnesota and Vermont, take effect on January 1, 2025. 

In this brief state law update, we'll cover new and updated posters required by state and local law for employers operating in those locations. Locate your state below to determine if any of the following updated employment posters and notices apply to you. Links to posters provided.