Our HR Blog Year in Review
Below is Southwestern HR Consulting’s version of the Year in Review for all things HR. Enjoy reminiscing and, for those items still in process, looking towards items we’ll be tracking into the new year.
The Pregnant Workers Fairness Act (PWFA) became effective on June 27, 2023, and requires that covered employers provide reasonable accommodation to limitations due to pregnancy, childbirth, or related medical conditions.
The Equal Employment Opportunity Commission (EEOC) finalized its FY2024-2028 Strategic Enforcement Plan (SEP), after three public listening sessions, and after having received comments during the 30-day public period. Per the EEOC, the SEP “updates and refines the EEOC’s subject matter priorities.” SWHRC summarized the changes on its site.
On February 21, 2023, the National Labor Relations Board Office of Public Affairs announced that the Board issued a decision in McLaren Macomb, which held that employers could not require employees to broadly waive their rights in severance agreements under the National Labor Relations Act and addressed non-disclosure statements.
On 6/19/23, we posted about a decision letter the attorney for the National Labor Relations Board (NLRB) sent, signifying her opinion that, for the most part, non-compete provisions in employment contracts and severance agreements violate the National Labor Relations Act (NLRA).
On October 2, 2023, the EEOC published proposed guidance in the Federal Register for comment, which addresses situations of misgendering and denying bathroom access based on gender identity among other items. The comment period was closed on November 1st, and final guidance is yet to be published.
The Feds announced an NPRM (Notice of Proposed Rulemaking). In it, they propose overtime pay for “most salaried workers earning less than $1,059 per week, about $55,000 per year.”
Follow Southwestern HR Consulting (SWHRC) as we track additional compliance issues in 2024.
