Employment Law & Compliance Highlights from Law Offices of Paul P. Cheng
In recent regulatory developments impacting employers across the United States, several key updates have emerged in employment law.
FEDERAL
EEOC Guidance on Pregnancy Accommodations
The Equal Employment Opportunity Commission (EEOC) has issued a final rule clarifying provisions under the Pregnant Workers Fairness Act (PWFA). Effective June 18, 2024, the rule mandates that employers with 15 or more employees must provide reasonable accommodations for workers experiencing limitations due to pregnancy, childbirth, or related medical conditions. The rule outlines specific types of accommodations and procedures for requesting them, enhancing clarity for employers and employees alike.
Combatting Harassment in the Construction Industry
In response to ongoing concerns, the EEOC has released a comprehensive guide titled “Promising Practices for Preventing Harassment in the Construction Industry.” This resource underscores five fundamental strategies for addressing and preventing harassment: strong leadership commitment, consistent accountability measures, robust harassment policies, accessible complaint procedures, and tailored training initiatives. The EEOC’s heightened enforcement focus on the construction sector underscores the importance of proactive compliance efforts by employers.
CALIFORNIA
Delay in Healthcare Worker Minimum Wage Increase
Governor Newsom has signed SB 159, postponing scheduled minimum wage hikes for healthcare workers in California. This delay, contingent on state revenue performance between July and September 2024, ensures that wage increases tied to the Hospital Quality Assurance Fee Program may be deferred until at least October 15, 2024. The decision hinges on achieving a minimum 3% revenue increase, reflecting ongoing fiscal considerations impacting healthcare sector wages.
This newsletter shares information on legislative and regulatory developments that may affect your business. Consultation with your Human Resources Professional, and in some cases legal counsel, is recommended to address any questions or concerns you may have that are related to these developments. As always, it is your obligation as the employer to ensure your compliance with applicable laws and regulations.. Please contact our team at (888) 356-4937 or info@pprclaw.com with any questions regarding state-specific guidance or application to your workplace.
