Over the past 20 years, programs that create corporate environmental, social, and governance (ESG) frameworks have been some of the hottest in the business world. No matter the industry, if a company has an environmental footprint, employs people, and adjusts to ever-changing government policies, then it has likely developed a model to help stakeholders understand how it plans to become greener, more socially conscious, and more transparent.
With the 2022 midterm elections finally over, employment law is poised to undergo some changes in 2023. Thanks to the narrowly divided Congress, these changes are much more likely to take place on the state and local levels than on the national level (but the U.S. Department of Labor and National Labor Relations Board are still likely to rattle some human resources cages this year). Here are four employment law changes that employers should be aware of during the coming year.
Failure to follow the right regulations could open an organization up to legal scrutiny and hefty fines!
On May 6, 2021, the U.S. Department of Labor (DOL) formally withdrew final regulations promulgated earlier this year under the prior administration which set forth, for the first time by way of an Administrative Procedure Act rulemaking, the analysis the DOL would use to determine whether a worker was an employee or independent contractor under the federal Fair Labor Standards Act (FLSA).