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On November 15, 2024, the Texas district court issued its opinion and order, thus setting aside the 2024 Rule as an unlawful exercise of the DOL’s power and prohibiting the DOL’s enforcement of the 2024 Rule nationwide. Therefore, the July 1, 2024, salary increase exceeded the DOL’s authority and the second phase of changes to the salary threshold set for January 1, 2025, will not occur.

Barrett McNagny LLP is pleased to announce that Sarah L. Schreiber has joined the firm and will practice in the area of employment law and labor relations.

The FTC's Non-Compete Rule will not be enforced or otherwise take effect on its effective date of September 4, 2024 or thereafter..

The United States District Court for the Northern District of Texas concluded that Congress did not empower the FTC to exercise substantive rulemaking.

On April 15, 2024, the EEOC issued a rule for the Pregnant Workers Fairness Act, requiring reasonable accommodations for pregnancy-related conditions.

The U.S. Department of Labor released a rule that raises the salary threshold to qualify for certain overtime exemptions under the Fair Labor Standards Act.

On April 23, 2024, the Federal Trade Commission (“FTC”) approved a final rule banning most non-compete clauses.

Employers with employees in Chicago and Illinois have new leave laws that will be effective January 1, 2024.

The National Labor Relations Board issued a final joint employer rule which rescinds and replaces the previous joint employer standard.

The U.S. Citizenship and Immigration Services (“USCIS”) announced that beginning August 1, 2023, employers should use a new Form I-9 that will be available for download beginning that date.

On July 17, 2023, the Department of Labor (the “D.O.L.”) announced it would be implementing a final rule (29 C.F.R. § 1904.41(a)(2)) on January 1, 2024, which changes the injury and illness reporting requirements for certain businesses in “high-hazard” industries.

The Pregnant Workers Fairness Act ("PWFA") is a new law that will take effect on June 27, 2023. The PWFA requires employers with 15 or more employees to provide temporary and reasonable accommodations to an employee’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”

On January 5, 2023, the Federal Trade Commission (“FTC”) issued a proposed rule (“Proposed Rule”) which would ban non-compete clauses from employment contracts. The Proposed Rule bans non-compete clauses in contracts for employees and independent contractors.

An Employee Handbook (sometimes called an employee manual) is a written set of policies, procedures, and practices often provided to new employees at the start of their employment with the company. An Employee Handbook is designed to provide employees with guidance, procedures, expectations (of both the employee and the employer), and other information related to their employment. Employee Handbooks can be used by employees at the start of employment to learn the employer’s core values, mission, and other pertinent onboarding information.

The United States Equal Employment Opportunity Commission (“EEOC”) updated its “Know Your Rights” poster. This poster updates and replaces the previous “EEO is the Law” poster.

Employers are facing challenges when it comes to hiring and recruiting for open positions. Here are a few tips for human resource professionals looking to create a successful hiring and recruiting process.

The Supreme Court of the United States ("SCOTUS") issued two rulings related to vaccine mandates that involved the Emergency Temporary Standard (“ETS”) issued by the Occupational Safety and Health Administration’s (“OSHA”) and the vaccine mandate for health care workers.

College athletes are eligible to earn compensation related to the use of their Name, Image and Likeness (“NAIL$”) in at least 10 states.

Learn the steps employer should take to implement a union free business philosophy and preserve a union free workplace.

The American Rescue Plan Act of 2021 (the “Act”) was signed into law by President Biden on March 11, 2021. The Act is a $1.9 trillion economic bill designed primarily to provide relief to workers and employers affected by the COVID-19 pandemic.