2019 is bringing about some significant changes to employment law, and as ever, staying compliant with these changes is critical for the health of any business. While the majority of these new regulations are focused on companies with larger workforces, some of these new changes could have an impact on businesses of varying sizes. Here’s everything you need to know as you prepare your company for the new year.
Changes to Minimum Wage
Twenty states have raised their minimum wage, and while some of these changes are pending, the minimum wage in most of these states go into effect immediately. Covering each of these changes is outside the purview of this article, it’s important to check your state’s new regulations to make sure that your company is compliant. Many of these states are raising their minimum wage to become compliant with a new federal minimum, but others come with provisions regarding other aspects of pay. Minnesota employs different wages for small and large companies, while others have staggered minimum wages contingent on whether or not a company offers healthcare to their employees.
Apart from minimum wage increases, one of the most significant changes to the law involves predictive scheduling. The exact nature of these terms varies by state. There are a couple of common provisions. The first is that employers must post their schedule within one to two weeks in advance to provide employees with appropriate notice for work. Some states include provisions where employees must be paid extra if changes are made to a schedule outside of these designated windows. Many states are also implementing laws that ensure there’s a proper rest period between all shifts, but these too can significantly vary depending on the state. In any case, companies must keep records of their scheduling for the sake of accountability.
Staying current with these laws can be a difficult task, especially if you’re the owner or manager of a company with many employees. That means that business owners should carefully sit down and examine the changes going into the new year. Alternately, there are a number of resources like the Labor Law Center that can help ensure a smooth transition to compliance. Regardless, the laws are in place to protect the rights of your employees, and a happier staff will produce better results all around.