就业法在2024年变得重要

2023年，就业法领域发生了重大变化, 影响组织如何在管理工作场所的复杂法规网络中导航. 美国.S. 最高法院在2023年发布了几项重要的裁决, 这些和其他裁决可能会对雇主产生重大影响, 改变既定的劳动雇佣法和工作场所惯例.

2024年伊始, 对于雇主来说，精通劳动法的变化以确保合规和降低法律风险是至关重要的. 本文重点介绍了2023年发生的重要就业法变化, 为雇主提供应对不断变化的环境所需的知识.

宗教住宿标准

2023年6月29日 Groff v. DeJoy, the Supreme Court ruled that Title VII of the Civil Rights Act (Title VII) requires employers to meet a heightened standard for undue hardship when denying employees’ requests for religious accommodations, 这使得拒绝这样的请求变得更加困难. Title VII prohibits employers with 15 or more employees from discriminating against employees and job applicants on the basis of race, color, 宗教, 国籍或性别. It also requires employers to provide reasonable accommodations for an individual’s religious observance or practice unless an employer is “unable” to do so “without undue hardship” on the conduct of its business. 以前, the undue hardship standard for denying religious accommodations only required an employer to show that any accommodation under Title VII would cause the employer to bear “more than a de minimis cost.“最高法院2023年的决定改变了不适当的困难标准, 认为如果雇主拒绝宗教安排, it must show that the burden of granting an accommodation would result in “substantial increased costs in relation to the conduct of its particular business.”

受第七章约束的雇主应该熟悉这个新标准. 的y may also need to review their 就业 policies and practices to ensure they can meet the heightened undue hardship standard outlined in Groff 拒绝雇员或申请人的宗教住宿要求.

表格i - 9

自11月. 1, 2023, 雇主必须使用最新版本的雇佣资格核实表格(表格i - 9) 由美国提供.S. 国土安全部公民及移民服务局. 继续使用过时的I-9表格的雇主将受到处罚.

新的I-9表格包含了更新的说明和许多值得注意的变化，包括:

• 第1节和第2节已缩减为一张纸.
• 的 preparer/translator certification area has been moved to a standalone supplement (Supplement A) that employers can use as necessary for initial verification or recertification.
• Section 3 (Reverification and Rehire sections) has been moved to a standalone supplement (Supplement B) that employers can use as necessary.
• 可接受的单据清单现在包括了一些可接受的收据, 有关就业授权文件自动延期的指导和信息链接.

在其他变化中, the new 表格i - 9 includes alternative remote verification procedures employers enrolled in E-Verify can use to comply with their 表格i - 9 obligations.

遵守I-9表格的要求是有挑战性的, 但如果不这样做，可能会导致高昂的罚款和处罚. 的 表格i - 9 revisions provide employers with the opportunity to review their current training and policies regarding the 表格i - 9 and E-Verify processes. 

 反歧视行动 

最高法院驳回了北卡罗来纳大学和哈佛大学的平权行动计划, 这可能会终结大学录取中对种族的系统性考虑. 在6-3的投票中 公平录取学生组织. v. 北卡罗来纳大学 6票赞成，2票反对 学生公平录取公司. v. 总统 & 哈佛学院院士, 最高法院裁定，这两所大学的平权行动计划违反了美国宪法的平等保护条款.S. 宪法. 这些判决有效地推翻了法院2003年的判决 Grutter v. Bollinger, 允许大学考虑种族, 除其他因素外, 因为多元化教育是一个合理的目标. 

最高法院在这些案件中的裁决可能不会直接影响雇主. 然而, 它们可能会影响工作场所的多样性, 股本, 包容和归属感倡议, 包括组织在未来推动和实施这些举措的方式, 以及雇主的平权行动计划.

拟议加班规则

8月. 2023年3月30日.S. 美国劳工部(DOL) 宣布 一项修改现行行政规定的拟议规则, administrative and professional employees (EAPs) must satisfy to be exempt from the Fair Labor Standards Act’s (FLSA) minimum wage and overtime requirements. 修订FLSA白领豁免的拟议规则于9月11日在《梅高美集团4858》上公布. 评议期于11月8日截止. 7, 2023. 这项拟议的加班规则预计将在2024年上半年最终确定.

根据FLSA, covered employers must pay employees at least the federal minimum wage for all hours worked and overtime pay—at a rate of 1.5倍于正常工资——每周工作超过40小时. 但是，《美高美集团4688》规定了几项免除最低工资和加班费的规定. 最常见的是“白领”的豁免. 的se exemptions mainly apply to EAPs but include outside sales personnel and certain computer and highly compensated employees (HCEs). 才有资格获得白领豁免, 员工必须通过三项测试:工资基础测试, 薪资水平测试和职务测试. 拟议的加班规则不影响白领FLSA豁免的关税测试. 然而, 劳工部建议将标准工资水平从684美元提高到1美元,每周0.59美元(35美元),568 to $55,068美元/年)，起价为107美元,432 to $143,高阶教育每年988美元. 的 rule would also enable the DOL to update salary levels automatically every three years without having to rely on the rulemaking process. 如果规则最终确定并实现, FLSA加班保护将延长到大约3小时.全国新增600万工人，工资门槛提高近55%.

虽然该机构的新加班规定目前没有对雇主施加任何新要求, 这可能会显著影响组织的运营和合规成本，并增加其诉讼风险. 因此, employers should become familiar with the proposed overtime rule and evaluate what changes they may need to adopt if the rule is implemented as proposed. 

Joint-employer规则

10月. 2023年2月26日，国家劳工关系委员会(NLRB) 宣布 制定确定共同雇主地位的新标准的最终规则. 当两个或两个以上的雇主共同招聘人员时，就会出现联合雇佣的情况, 监督管理实务. 当存在共同就业状态时, 共同雇主对遵守适用的法律法规负有同等责任.

确定是否存在共同雇主关系, 雇主必须评估他们对“基本雇佣条款和条件”的控制程度.“基本雇佣条款和条件包括工资, 好处, 工作时间和员工招聘, 排放, 纪律, 监督和指导. 的 new rule rescinds the prior standard established in 2020 and clarifies the definition of “essential terms and conditions of 就业,” identifies the types of control necessary to establish joint-employer status and describes the collective bargaining obligations of joint employers.

最终规定于10月11日在《梅高美集团4858》上公布. 2023年12月27日生效. 26, 2023. 然而，NLRB将日期延长到了2月6日. 26, 2024. 雇主 should note that the NLRB will apply the new standard only to cases that are filed with the agency after the final rule effective date. 雇主, 尤其是承包商和分包商, should become familiar with the new rule and determine whether a more inclusive joint-employer standard would reclassify them as joint employers in their operations by the rule’s effective date. 雇主 affected by the new standard should also take precautionary steps to ensure other joint employers comply with regulations regarding labor and 就业 laws for joint employees.

怀孕工人公平法

的 怀孕工人公平法 (PWFA)于2023年6月27日生效. 根据这项法律, employers with at least 15 employees must provide reasonable accommodations to workers with known limitations related to pregnancy, 分娩或相关疾病，除非住宿会给雇主造成"不适当的困难".“业内专家预计，由于《梅高美集团4858》的出台，怀孕员工提出的住宿要求将会增加.

的 PWFA amends the Americans with Disabilities Act to require reasonable accommodations for a qualified individual’s limitations related to pregnancy, 分娩或相关的医疗状况. 雇主 should become familiar with the law and review their existing accommodation policies and revise them according to the PWFA’s requirements. 雇主 can also begin engaging in the interactive process with covered employees and applicants who may need accommodations pursuant to the PWFA. This can help employers avoid fines and lawsuits and make accommodations that allow their employees to be productive and comfortable at work.

结论

今年, 积极主动地理解和实施这些重要的就业法变化是至关重要的. Recognizing Supreme Court decisions and other 就业-related changes and their potential impacts can help employers navigate any changes to existing labor and 就业 laws and workplace practices, 并帮助支持他们的员工.

Staying informed and revising policies will not only mitigate legal risks but also contribute to a positive and inclusive workplace. 通过接受这些改变, employers can position themselves as leaders in the evolving landscape of 就业 law and foster a resilient and legally sound organization.

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This 人力资源的见解 is not intended to be exhaustive nor should any discussion or opinions be construed as professional advice. ©2024 Zywave, Inc. 版权所有.