Claremont Insurance Services, Walnut Creek, Californian General Agency

800.696.4543

Claremont Companies on LinkedIN Claremont Companies on Twitter Claremont Companies on Twitter Claremont Companies on YouTube Claremont Companies Blog

HR AnswerLink Webinar: HR Trending Topics

HR AnswerLink Webinar: HR Trending Topics

HR AnswerLink Webinar: HR Trending Topics, Industry News,

Understand the most pressing HR issues facing employers now and in the next few years by watching the HR AnswerLink recorded webinar. You’ll gain valuable insights to share with your clients and prospects about HR strategies and compliance.

HR Topics Covered:

  • FLSA (Fair Labor Standards Act) – Minimum Salary and Overtime Pay Requirements*
    History, Pre and Post December 1, 2016 Changes, and Compliance Options
  • Paid Sick Leave
    State and Local Laws vs Federal Laws, and Compliance Options
  • Minimum Wage Increase
    History, Federal, State and Municipal Changes, and Compliance Options
  • What’s on The Horizon:
    ACA, OSHA, EEO-1, National Paid Sick Leave, and National Minimum Wage Increase

View The Webinar

View the HR Trending Topics recorded webinar.

Offer HR AnswerLink’s affordable and customizable (your logo) products and services to help employers easily manage HR compliance and employee relations. From live HR consulting and a branded online support center to custom marketing materials, trainings, and more, HR AnswerLink’s solutions will help protect your clients and grow your business. Plus, Claremont’s clients receive discounted pricing.

Questions?
Contact the small group experts at 800.696.4543 or info@claremontcompanies.com.

 


*Tuesday afternoon, a federal judge for the U.S. District Court for the Eastern District of Texas issued a nationwide preliminary injunction on the Department of Labor’s new overtime rules, which were slated to go into effect in just over a week on December 1, 2016. The judge ruled that the Department of Labor (DOL) likely overstepped its rulemaking authority by raising the salary threshold as high as it did and by implementing the automatic increase every three years.

What this means now:

  • The effective date of the rules has been delayed indefinitely.
  • Employers may choose not to implement the changes they had planned for Dec. 1 compliance.
  • The new rules have not been thrown out or invalidated – at least not yet.

The judge has not made a final ruling in the case, but the fact that he issued the injunction suggests that he is leaning in favor of the groups that want to stop the rule changes. It is also possible that his final decision will allow some parts of the rule to stand but not others. The DOL has indicated that in the meantime they are considering their legal options with respect to the preliminary injunction.

Employers are obviously wondering whether they should move forward with the changes they have been planning. Unfortunately, this is a difficult question to answer and ultimately a business decision, which is much harder than a compliance decision. Although employers are not required to make changes, they may want to consider the following:

  • Will it hurt the bottom line to make the changes? If so, how much?
  • Will it be difficult to undo changes that have already been made?
  • How will employees feel about the decision? Did they like the changes? Hate the changes?
  • Is the new pay structure better than what is in place now?
  • If the changes aren’t implemented now, will it be possible to make them on short notice in the future?

At this point, we do not know how long the injunction will be in place or if the rules will be thrown out entirely. eAlerts will be issued when actionable information is available.

 

 

Share This

Monthly Archives

Category Archives

Carrier Archives

Secure File Transfer

Send client information securely with our simple and free file transfer service. Upload now or learn more.

Need Assistance?

Get the resources, expertise and support you need for success. Contact us today for a free consultation.

Free Consultation

Sign Up For Our Exclusive
Email Updates

  • This field is for validation purposes and should be left unchanged.