In another pro-business move from the Trump Administration, the United States Department of Labor announced last summer that it would resume issuing opinion letters offering interpretive guidance under the Fair Labor Standards Act, a practice that had been suspended during the Obama administration.
Labor & Employment Blog
We are a week or so into the Paid Family Leave era in New York, and several questions have popped up frequently from clients, including:
On December 22, 2017, President Trump signed into law a tax bill with sweeping legislative tax reform. The 2017 Tax Bill doubles the federal estate and gift tax exemption for estates of decedents dying and gifts made after Dec. 31, 2017, and before Jan. 1, 2026. For 2018, the federal exemption amount per individual will be $11.2 million. Conversely, the 2018 New York exemption amount per individual will be only $5,250,000.
A group of bipartisan lawmakers has introduced a bill, Ending Forced Arbitration of Sexual Harassment Act of 2017, that would make it illegal for companies to enforce contractual terms that force employees to arbitrate their sexual harassment or gender discrimination claims rather than take such claims to court. Advocates of the bill say forced arbitration only protects the bad actor rather than the victim. The arbitration process usually allows the employer and the bad actor to keep the harassment or discrimination much more private than is possible in a court case.
There are finally signs of change at the National Labor Relations Board. In the beginning of December, the New General Counsel (GC) Peter Robb, a former employer-side attorney, sent a memorandum to all regional offices signaling that pro-employer changes are on the horizon.
To employers, managers, employees and everyone else in the workplace:
Surely most have heard about the many celebrities who have recently been accused of, and/or admitted to, serious acts of sexual harassment. Some of these acts were so extreme and outrageous, or occurred in places like Hollywood, that it might be easy to forget that the law prohibits severe and pervasive sex-related conduct in all New York workplaces with at least four employees.
The end of the year is approaching quickly, and most employers are likely preparing to issue performance reviews to their employees. It is important to remember to encourage supervisors to be specific and accurate in their evaluations.
Employment laws might get tougher for employers in businesses that call workers in at the last minute. Around the holidays, it is especially difficult for certain types of employers, like retail establishments, to predict how much traffic they will get on any given day. Many have traditionally had employees “at the ready” to report to work if needed.
Earlier this year (April and September 2017), the New York State Appellate Division Courts for the First and Second Departments issued Decisions declaring one part of the pay structure for Home Health Aides, compensation for shifts of more than 24 hours in a patient's home, illegal for failing to pay them for all such hours. These Decisions threaten to upend the industry as home care agencies, managed care plans and government programs may not be able to afford paying for the entire 24 hours, as opposed to the current 13-hour pay rule. Under the 13-hour pay rule, as long as the Home Heal
There was an expectation that the EEOC’s enforcement efforts would shift or decrease with the Trump administration in place. This has not been the case thus far. In fact, there was recently an uptick in EEOC lawsuit filings – 88 were filed in September 2017. In September 2016, the number was a third of that. Change may still be coming, however, as Trump has recently nominated new Republican members to serve as commissioners. Once those individuals are confirmed, the rate and focus of enforcement may shift.