7 Workplace Trends Employers Need to Focus on in 2022 to Ensure Compliance!
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Date
Mar 04, 2022 -
Time
13:00 PM EST -
Duration
90 Min
Overview:
Employers will
continue to grapple with the coronavirus pandemic in 2022. Some may try to
limit the spread of infections by requiring workers to get booster shots or
postponing return-to-workplace plans. These employers will face certain legal
questions as they formulate their policies.
Other legal challenges
coming in 2022 could include the U.S. Department of Labor's (DOL's) possible
revision of its overtime rule and the proliferation of state paid-leave laws.
In addition, the Great
Resignation may result in employers wanting to pay more attention to
non-solicitation clauses.
Employer policies on
Vaccines and booster shots. Right now, the U.S. Centers for Disease Control and Prevention
does not include booster shots in its definition of "fully
vaccinated." Full vaccination takes effect two weeks after the second dose
in a two-dose series, such as the Pfizer or Moderna COVID-19 vaccine, or two
weeks after a single-dose jab, such as the Johnson & Johnson shot.
Return to the
workplace. "Many
businesses delayed reopening in-person operations in 2021 due to the rise of
the delta variant and low vaccine rates. In 2022, a good number of businesses
will reopen in person—some for the first time in two years and others after
several trial attempts."
Off-the-clock work. "Off-the-clock
work is one of the many challenges employers face with remote or hybrid
workers, particularly those who previously worked exclusively in an office
before the pandemic,"
Overtime rule revision. The DOL has signaled
that it believes too few U.S. workers are classified as nonexempt from overtime
requirements under the Fair Labor Standards Act. "We could see activity
related to the salary threshold for exempt employees. Some have advocated for a
minimum salary threshold as high as $85,000 per year to qualify as an exempt
employee, which would represent a significant jump from the current threshold
of $35,568.
Patchwork of
paid-leave laws.
"Some jurisdictions enacted or expanded personal and family paid-leave
laws permanently in 2020 and 2021.
The disparity of
paid-leave laws across the U.S. has thus gotten even more complex during the
pandemic, he noted. That trend is not expected to slow down in 2022.
Emphasis on enforcing
non solicitation clauses. In the last year, there has been a noticeable shift in
noncompete litigation action. What we were seeing were cases being filed
involving instances in which employees were taking information from their prior
employer for the use of soliciting business. Non solicitation clauses also may
prohibit recruiting former colleagues and clients for a limited period within a
limited geographic area.
More litigation over
choice of law.
With many employees continuing to work remotely due to the pandemic, including
in states different from their original place of employment, expect an increase
in battles over which states' laws apply. There's no better time than the
present for employers to review their existing restrictive covenants.
Session Highlight:
· Although there is
still controversy with the federal vaccine mandates, there is still the EEOC
vaccine mandate that is trending
· Learn how some of the current vaccine, mask and social distancing provisions are more critical now than ever before
· Learn how Employers need to be knowledgeable and prioritize all the workplace regulations
· Learn how non-solicitation clauses can be an obstacle to staffing and retention
· Learn how the Department of Labor plans to increase the overtime threshold and how Employers need to plan for it
· Off the Clock Work is now as predicted, a focus for audits by the DOL especially with many non-exempt workers working remotely
· Paid Leave laws are creating havoc in the workplace with all the state and multi-state requirement which are different from state to state
· Learn how Employers who have been changing schedules to return to the workplace can safely return their employees with confidence
· Learn how mitigating these 2022 changes will be more of a challenge if Employers do not keep up to date with regulation changes
Why Should You Attend:
The pandemic has taken
over our personal lives and our work life. As a result, there are changes that
we need to be prepared to all the other laws that are taking place in 2022.
Employers and professionals need to prepare for the changes that will legally
impact the workplace before violations. Covid-19 is still impacting the
workplace in 2022 with different obstacles and conflicts in the workplace. This
training will guide you to the proper method of being compliant.
Benefits For Attending:
This training will provide you overall information regarding the changes that will legally impact the workplace before violation that can impact employers in the term of huge fines. In addition, each training I offer free customized compliance tools for all attendees. Also get:
· SHRM Recertification
& HRCI PDU Credits
· Free customized compliance tools in the form of guides, templates, policies, and toolkits
· Additional HR Compliance Supplemental Slides
· Free answer to all questions even after the training ends
Who Should Attend:
· All Employers
· Business Owners
· Company Leadership
· Compliance Professionals
· Payroll Professionals
· HR Professionals
· Managers/Supervisors
· Employers in all industries
· Office Managers
Ask your question
directly from our expert during the Q&A session following the live event.
Margie Faulk is a senior level human resources professional with over 15 years of HR management and compliance experience. A current Compliance Advisor for HR Compliance Solutions, LLC, Margie, has worked as an HR Compliance advisor for major corporations and small businesses in the small, large, private, public, Non-profit sectors and International compliance. Margie has provided small to large businesses with risk management strategies that protect companies and reduces potential workplace fines and penalties from violation of employment regulations. Margie is bilingual (Spanish) fluent and Bi-cultural.
Margie’s area of expertise includes Criminal Background Screening Policies and auditing, I-9 document correction and storage compliance, Immigration compliance, employee handbook development, policy development, sexual harassment investigations/certified training, SOX regulations, payroll compliance, compliance consulting, monitoring US-based federal, state and local regulations, employee relations issues, internal investigations, HR management, compliance consulting, internal/external audits, and performance management.
Margie holds professional human resources certification (PHR) from the HR Certification Institution (HRCI) and SHRM-CP certification from the Society for Human Resources Management. Margie is a member of the Society of Corporate Compliance & Ethics (SCCE).
1.5 SHRM-CP & 1.5 HRCI Credits