Workplace legislation has taken over the news cycle several times already in 2019. Topics such as pay equity, nondiscrimination based on sexual orientation, harassment, benefits and pay policies continue to foster heavy discussion in and out of the office. So, how do employers keep up on ever-changing employment law? Many hire outside help to ensure they stay in-the-know about newer legislation that may affect their business.
We’re that outside help. Each of our team members stay well-informed and up-to-date on the newest legislation. Below, we’ve noted a few things we’re keeping an eye on.
The gender pay gap is anything but a new concern. More than a century of legislation has been written and introduced to Congress in order to create gender equality in the workplace. Little of that legislation has actually been passed. This past January, the Paycheck Fairness Act was placed in front of Congress by Rep. Rosa L. DeLauro and since, has been passed through the House of Representatives. The act states the following:
“Not later than 18 months after the date of enactment of this Act, and periodically thereafter, the Secretary of Labor shall conduct studies and provide information to employers, labor organizations, and the general public concerning the means available to eliminate pay disparities between men and women.”
States such as California, New York, Massachusetts and Maryland are leading the race to close the pay gap between men and women. They are requiring employers to use “comparable work” that centers around skill, effort, working conditions and responsibility, to justify gender pay disparities. If passed, this act would deem it unlawful for employers to seek or rely on the wage history of a prospective employee in determining the wages for that prospective employee. While employers and HR professionals should be keeping an eye on this piece of legislation, we also suggest that leadership conduct an equal-pay analysis of compensation practices throughout their organization. And if you needed help in making that happen, our team is ready to assist.
Minimum Wage Increase.
The minimum wage has already increased in over 14 states in 2019 so far. Earlier this year, Democrats introduced a bill to raise the federal minimum wage to $15 per hour – doubling the current $7.25 minimum wage. The House Committee on Education and Labor voted in favor of the Raise the Wage Act in March 2019, sending it into the House of Representatives. While this legislation has far to go before it’s put into effect, some states like California and Maine have passed their own minimum wage standards that are even higher than state and federal requirements. The Raise the Wage Act is currently backed by Democrats and Amazon, one of the country’s leading employers of hourly workers. It’s important for employers to keep an eye on this conversation – especially those who employ non-salary based workers.
We can help.
Staying informed on the latest legislation can be a daunting task for leadership. It isn’t always practical to dedicate time and resources to staying informed and compliant on employment law. That’s why we’re here. Our team will never let you fall behind. We’ll provide guidance with compliance of state and federal laws, assist with workers compensation claims and keep you well-informed on any relevant piece of legislation that’s in front of Congress. Employers should be free to focus on bigger things such as building their customer base, extending their services or bringing their vision to life.
At SourcePointe, we utilize our industry-experience to provide you with a multitude of customizable HR services, support, and solutions. All so your business can do one thing – more business. We’ll provide tailor-made solutions that fit your company’s needs while providing a solid return on your investment that pays off immediately – and for many years after that.Back to Insights