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Top 10 Employment Issues for 2016

On Behalf of | May 3, 2016 | Employment Law

Employment law is always changing. Currently, a majority of the laws are aimed at income equality and worker protections, from same-sex couples to pregnant employees and minimum wage improvements. If you aren’t on top of these changes as they develop, you could get caught without the right worker protections in place.

If you’re an employee, it’s

important to know the new ways in which you’re protected so that you can make use of these protections.

  1. Transgender workplace issues – These include things like bathroom rules, what constitutes discrimination
  2. Ban-the-box legislation – A change in when in the employment process an employer can or should consider a criminal background.
  3. Overtime pay exemptions – Employees who make up to $943 per week are eligible.
  4. New guidance on employment handbooks – Some once-common practices, like prohibiting employees from discussing pay or restricting speech as it concerns the employer are no longer legal.
  5. Social media – Employers are not allowed to take action against employees for posting or liking comments related to pay, working conditions or work hours.
  6. New definition of joint-employer status – This is a topic that is continuing to evolve and will affect franchises as well as franchisees.
  7. Trade secrets – Enforcement of trade secret litigation and non-compete agreements will increase in 2016 as the Cloud and other technological advances make proprietary easier to get a hold of.
  8. New injury, illness reporting requirements – A new rule requires business to report all at-work fatalities, hospitalizations, amputations and losses of an eye. Broader definitions for “amputation” now include any loss of an external body part, even if no bone is included.
  9. Paid sick leave – Currently, only four states in the nation have paid sick leave mandates, but that number is expected to rise in 2016.
  10. The 1099 worker – In July 2015, the DOL narrowed the definition of what constitutes an independent contractor. The new definition places a greater burden on employers to ensure employees are classified properly.

If you have been the target of workplace harassment, discrimination or unfair termination, Bouchillon, Crossan & Colburn, L.C. represents clients in federal court and before the EEOC, MSPB and in state and union grievance hearings.

Our attorneys have more than 40 years dedicated to giving clients the attention, advice, support and empowerment they need to effectively meet their goals. We are committed to the principle that all persons shall have equal justice under the law. Call Bouchillon, Crossan & Colburn, L.C. at 304-523-8451 or contact us online to schedule an appointment.