News

Effective May 29, 2024, OSHA's new "walkaround rule" allows both employers and employees to designate third-party representatives, including union organizers, to accompany inspectors during site inspections. This change raises concerns about potential union recruitment during inspections. Employers can mitigate liability risks by requiring third parties to sign liability waivers and non-disclosure agreements. The rule prohibits representatives from obstructing inspections, with violations leading to potential expulsion. Employers should prepare for these changes to ensure compliance and prevent disputes.

Big news for employers! The FTC's ban on non-compete agreements is in jeopardy. Learn about the exceptions, legal challenges, and what employers can do to prepare.

The Department of Labor (DOL) has officially released its FINAL RULE outlining the criteria for determining whether a worker should be classified as an employee or an independent contractor. While this rule might seem familiar to those acquainted with the pre-2021 standard, it brings some much-needed clarity to a complex issue that has led to extensive litigation in employment law. This article explores the key factors and challenges associated with the DOL's latest guidance, shedding light on the intricacies of worker classification.

Exciting news! The 2023 Form I-9 is here, sleeker than ever! It's gone from 2 pages to 1, with updates and an "E-Verify" box. But remember, simplicity is deceptive—there's a 146-page guide! Stay compliant and avoid penalties. Get it done with the new Form I-9!

Recent changes in Florida's driving regulations might affect a small percentage of drivers. As of July 1, 2023, specific licenses from VT, CT, DE, and HI may be considered invalid for driving in Florida. This largely affects licenses marked with terms such as "Not For Federal Identification" or "Not Valid for Identification." If stopped with one of these licenses, drivers may face criminal charges and potential penalties. However, these licenses remain valid for employment verification. The legality of this new law, possibly violating the US Constitution's Full Faith and Credit clause, remains under debate. If impacted, seek legal counsel or ensure you acquire a valid Florida license.

Stay informed about the latest updates in employment eligibility verification with the new Form I-9 for 2023. USCIS has made significant improvements, condensing Sections 1 and 2, enhancing mobile accessibility, and separating Preparer/Translator Certification and Reverification sections. Employers can now complete the Form using remote verification, streamlining the process.

Great news for employers in 2023! Starting August 1, 2023, the U.S. Department of Homeland Security’s Citizenship and Immigration Services (USCIS) has granted authorization to the U.S. Immigration and Customs Enforcement (ICE) for an "alternative document examination procedure." Additionally, a new and improved version of the Form I-9 is set to be released on the same date.

Discover the new standard for religious accommodations in the workplace. Learn how the recent Supreme Court ruling impacts your obligations as an employer and what constitutes "undue hardship." Stay informed to avoid legal risks and consult with an employment attorney for guidance.

As a part of its multi-year project to clarify the differences between an employee and an independent contractor, the Department of Labor (“DOL”) has issued yet another new set of standards for determining proper worker classification.

On September 30, 2022, Florida’s minimum hourly wage for non-exempt employees will rise from $10.00/hour to $11.00/hour. This raise is part of a multi-year schedule approved by Florida voters in November of 2020 that will see Florida’s minimum wage rise by $1.00 per year until September 30, 2026, when Florida’s minimum wage will ultimately settle at $15.00/hour.

The various federal agencies finally seem to be reading from the same page when it comes to COVID-19. Absent some special circumstances, the federal Center for Disease Control (“CDC”) no longer recommends masking – whether outside or indoors – and social distancing is requested at places, but not required. The Equal Employment Opportunity Commission (“EEOC”) has recently declared that COVID-19 is no longer in the “emergency stage,” and therefore new guidance is in order for what steps employers should or shouldn’t be taking.