The Feds had signified they would be putting forth a proposal on changes to the current exemption threshold sometime in August. On August 30, 2023, they announced a NPRM (Notice of Proposed Rulemaking) on the exemption amount.

Understand the PWFA and the EEOC's proposed rules, including employer obligations to accommodate pregnant workers and applicants.

The Equal Employment Opportunity Commission (EEOC) published a technical assistance document on July 26, 2023, which discusses how the Americans with Disabilities Act (ADA) applies to applicants and employees who are visually impaired.

Section 503 of the Rehabilitation Act of 1973 prohibits discrimination against individuals with disabilities by federal subcontractors and contractors and requires employers to take affirmative action to recruit, hire, promote, and retain such individuals.

Learn the key New Mexico wage and payroll requirements, including direct deposit rules, deduction authorizations, and employee pay schedules.

The EEOC has released updated guidance on the use of artificial intelligence in employment decisions as part of its broader strategic enforcement efforts. Employers are encouraged to evaluate their hiring and selection processes to help prevent adverse impact and discrimination.

We have an additional item this week in relation to COVID-19. The Equal Employment Opportunity Commission (EEOC) released an article on May 15, 2023, stating that they had made several updates to their COVID-19 technical assistance document.

The Rehabilitation Act of 1973 applies to federal agencies, federal employers, programs receiving federal financial assistance, and federal contractors and subcontractors.

The Pregnant Workers Fairness Act (PWFA) is effective June 27, 2023, and requires that covered employers provide reasonable accommodation to limitations due to pregnancy, childbirth, or related medical conditions.

Can an employer discipline or terminate an employee for repeated tardiness? A recent case serves as a reminder that disability accommodation requirements may apply, and failing to comply can result in significant legal and financial consequences.

Federal contractors must certify OFCCP Affirmative Action Program (AAP) compliance to avoid increased scrutiny and potential scheduling letters.

As of February 15, 2023, only one Human Resources-related bill, which relates to the public employee pension maximum (HB 106), has passed the House. Nothing HR related has passed the Senate, even though there are over 400 bills in each of the areas as of the 15th.

Stay informed on EEOC enforcement trends, including artificial intelligence, the Pregnant Workers Fairness Act, and employment compliance.

As a reminder, the current minimum wage for the State of New Mexico is $12.00 effective January 1, 2023. In addition, as of January 4, 2022, there were already sixteen pre-filed bills, at the New Mexico Legislature, two of which are related to minimum wage.

Last week, I reported that the Equal Employment Opportunity Commission (EEOC) had held its last listening session on its proposed strategic plan. The listening session included comments from multiple parties, including the Society for Human Resource Management (SHRM).

Last week, I reported that the Equal Employment Opportunity Commission (EEOC) had held its last listening session on its proposed strategic plan. The listening session included comments from multiple parties, including the Society for Human Resource Management (SHRM).

Southwestern HR Consulting (SWHRC) previously shared that the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP) were going to be hosting a roundtable regarding how automated technologies affect DEI and accessibility.

In March 2020, the US Department of Homeland Security (DHS) announced temporary changes to in-person documentation on the Employment Eligibility Verification (Form I-9) to waive the requirement of physical inspection for employees working exclusively from a remote setting.

If you are using artificial intelligence to weed out applicants, you want to ensure that the system you use does not disqualify qualified applicants. Not only do you want to ensure you are able to consider all qualified applicants during this challenging hiring period, but if you are a federal contractor, you will have hiring and documentation requirements.