Summer 2024 Compliance Roundup

In the blink of an eye, we're almost halfway through 2024, and it's already been quite the year in terms of new legislation and compliance updates.

As with the start of each year, mid-year tends to be a time when many new regulations and ordinances take effect. We take our jobs of staying on top of these changes very seriously and are coming to you with a few that are going into effect soon, and some refreshers that will help keep your organization safe. 

Need a reminder of what's changed so far in 2024? Check out our predictions for compliance trends in 2024.

Termination Refresher - States with Immediate Payout Requirements

Did you know that when an employee is terminated, the States of California, Massachusetts, Colorado, and Missouri require that all hours worked are paid to the employee immediately upon termination? Regardless of the termination reason, all workers must receive payment the same day they are being terminated - including contractors.

As the Employer of Record, it is imperative to have timely communication and notification of all workers terminating to ensure compliance with these requirements and to avoid costly penalties and potential lawsuits for us and our customers. PG is not just a service provider; we are your compliance partner. Together, we'll ensure that terminations and final payments are processed swiftly and compliantly, preventing any potential legal or financial setbacks. 

For more information on Populus Group's process for immediate payouts, click here.

Pregnant Workers Fairness Act - Final Rule

Final rulings will now be implemented regarding the Pregnant Workers Fairness Act, which is administered and enforced by the Equal Employment Opportunity Commission. PWFA requires employers to provide pregnant workers or workers who have a condition related to pregnancy or childbirth with reasonable accommodations unless doing so would impose an "undue hardship" on the employer's business. The regulation takes effect on June 18, 2024.

This act ensures that pregnant workers are protected and provided with necessary accommodations, which helps create a more inclusive and supportive workplace. We can help you navigate these changes to ensure compliance and foster a supportive work environment.

>> Discover More About PWFA and Its Impact

Chicago Paid Leave Updates

Effective July 1, 2024, the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (“Ordinance”) replaces Chicago's current Paid Sick Leave Ordinance and creates additional leave protections. In addition to the current paid sick leave entitlement of 40 hours for eligible employees, the Ordinance now also allows employees to earn up to 40 hours of paid leave, usable for any reason, during a 12-month benefit period.

This update provides more flexibility and support for employees, leading to higher job satisfaction and retention. That's where PG steps in! We're here to help you integrate these new provisions seamlessly into your HR policies.

>> Learn More About Chicago's New Leave Ordinance

All Hours Exemption Refresher

"All hours" is an FLSA exemption that allows IT professionals to be paid straight time for all hours worked. The employee must be designing, developing, documenting, analyzing, creating, testing, or modifying computer systems as their primary duty for the position, this usually rules out any kind of management position. Also, employees must be compensated at least $27.63/hour with the exception of California ($55.58), Colorado ($33.17), and Washington ($56.98). These minimums usually increase every year. Finally, the states of Connecticut, Hawaii, Minnesota, Nevada, Pennsylvania, and Rhode Island do not allow for all hours exemptions in their state.

Understanding these exemptions can help you manage your IT workforce more effectively and ensure compliance with state-specific requirements. Populus Group can partner with you to ensure these exemptions are properly applied.

>> Get the Full Details on FLSA All Hours Exemption

Salary Threshold Increase

The US Department of Labor is set to increase the salary threshold for administrative, executive, professional, and highly compensated employee (HCE) exemptions. Effective July 1, 2024 the threshold will increase from $684/week ($35,568 annually) to $844/week ($43,888 annually). Effective January 1, 2025 the threshold will increase again to $1,128/week ($58,656 annually). After that it will increase every 3 years, with the first one taking place on July 1, 2027.

This change affects the classification of employees and their eligibility for overtime pay, which can impact your labor costs. PG is here to help you adapt to these changes and ensure your payroll practices remain compliant.

>> Explore How the New Salary Thresholds Will Affect You

California Workplace Violence Prevention

Effective July 1, 2024 California employers must take immediate action to comply with a new California Workplace Safety Program.  This requires employers to develop their own workplace violence prevention plans as part of their Cal/OSHA Injury Illness Prevention Plans. Employees must be informed of these plans and prepare accordingly with annual trainings and maintaining a Violent Incident Log.

Implementing these plans can help protect your employees and reduce the risk of workplace violence, creating a safer work environment. Populus Group can assist you in developing and maintaining these prevention plans to ensure compliance.

>> Find Out More About California's New Safety Requirements

If you manage a workforce population, there may be other legislation going into effect in 2024 that could impact your compliance. Navigating compliance changes can be challenging, but we're here to help. Connect with our experts to ensure you’re staying compliant all year, every year!