It’s that time of year again: Employers are dutifully recording another year in a books and looking behind over a events of 2016. As we proceed 2017, looking behind over a past year can assistance safeguard employers didn’t skip something, though might also assist in scheming them for a entrance months. The past year’s themes aren’t expected to be rejected as simply as a analogous wall calendar.
A outrageous change on many employers this year, a U.S. Department of Labor’s change to a compulsory smallest income for employees free underneath a administrative, executive, or veteran grant will follow many employers good into 2017.
While a increasing smallest income requirement was effective Dec. 1, a new year should have employers delicately monitoring any sequence changes. Keeping a lines of communication open with newly non-exempt employees is a good approach to safeguard that a transition is and stays smooth.
Gaining courtesy early in Mar with a explain filed by a U.S. Women’s Soccer Team, a emanate of compensate equity refused to be abandoned in 2016. Laws were upheld during a state turn and also for sovereign contractors, ominous employers from holding movement opposite people for deliberating wages. Additionally, a U.S. Equal Employment Opportunity Commission recently finalized revisions to a EEO-1 report, requiring employers with 100 or some-more employees to supplement compensate information to a information compulsory to be submitted (beginning with a news to be filed in Mar 2018).
In particular, permitting employees to plead compensate and requiring remuneration as partial of stating make it easier for discriminatory disparities in compensate to be detected by employees and sovereign agencies. On announcing a vital coercion devise for 2017-21, a EEOC continues to list “ensuring equal compensate protections for all workers” as a priority.
The EEOC paid special courtesy to plea charges this year, reworking a superintendence for estimate and questioning them and potentially creation it easier for employees to infer an employer had retaliatory intent. Meanwhile, plea continues to be a many common assign filed opposite employers, with 45 percent of charges including such a claim. With a agency’s postulated focus, and a occurrence of charges doubtful to decrease, a concentration on preventing plea would be correct in 2017.
Independent executive relationships
Companies like Uber and Lyft faced inspection in 2016 as courts deliberate either eccentric executive workers were scrupulously classified. While regulating eccentric contractors is positively probable for employers, substantiating such a attribute is not a means to equivocate practice laws. Employers contingency continue to delicately weigh either employer-employee relations exist or either an eccentric executive attribute is truly in place.
A thesis in any year, this year’s taste concentration strong on taste formed on passionate orientation, gender temperament and inhabitant origin.
Some state laws strengthen people from taste formed on passionate course or gender identity. While courts have not consistently concluded with a stance, a EEOC has taken a position that such taste is bootleg underneath Title VII of a Civil Rights Act.
The EEOC also released superintendence addressing inhabitant start taste in 2016, and a agency’s vital coercion priorities for 2017-21 brand taste formed on sacrament and inhabitant start as rising issues that it skeleton to continue to prioritize.
— Katie Loehrke is a approved Professional in Human Resources and an editor with J. J. Keller Associates. Loehrke specializes in practice law topics such as discrimination, remoteness and amicable media, and certain action. She is a editor of J. J. Keller’s Employment Law Today newsletter and a Essentials of Employment Law manual.