This training will focus on 2024 regulations that had deadlines that Employers missed due to waiting for decisions by the court assuming that they will dodge the bullet instead of making changes that will impact their budget and their workplace. We will also introduce what is trending for 2025. We are going to see some usual suspects returning and some new challenges in regulations that have to be mitigated.
2024 workplace regulations have taken Employers and professionals on a rollercoaster ride that introduced regulations impacting the workplace and placing Employers, employees professionals, HR associations employment law attornies, and other stakeholders in confusion and turmoil. Moreover, some regulations have deadlines that have passed and if not complied with, will have severe liability in the form of fines, penalties, and even criminal sanctions.
The Supreme Court has turned what was a focus by regulatory agencies with their expertise in their regulations as per the Chevron Doctrine and now is expected to be turned over to the courts for legal decisions. Although this has been confusing, regulations still apply, and have to comply. These issues have created most 2024 regulations to be questioned via litigation, but it has not stopped Employers and other stakeholders from walking on eggshells.
2025 regulations will have Employers needing to revise their policies and procedures, employee handbooks, and communication standards to prepare employees for any changes. We will identify the regulations with deadlines that might’ve been missed, regulations that have updates or changes, and new regulations that must be mitigated timely.
A. DOL Salary Threshold (exempt/non-exempt Classification
B. DOL Independent Contractors Regulations
C. Federal Trade Commission (FTC) and Non-Competes
2025 regulations will have Employers needing to revise their policies and procedures, employee handbooks, and communication standards to prepare employees for any changes. We will identify the regulations with deadlines that might’ve been missed, regulations that have updates or changes, and new regulations that must be mitigated timely.
A. DOL Salary Threshold (exempt/non-exempt Classification
B. DOL Independent Contractors Regulations
C. Federal Trade Commission (FTC) and Non-Competes
Margie Faulk
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 and Non-profit sectors. 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, …
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