Time: 1 pm eastern
Run Time: 90 minutes including Q & A session
Leader: Dr. Jim Castagnera, Attorney at Law
Credits: Awarded 1.5 credit hours by HRCI
Price: Webinar $295; Webinar + Download $349 (Share the download with your colleagues)
Audience: HR, benefits, finance, managers and supervisors, CEOs, in-house counsel, etc.
During 2021 employers will continue to be dealing with the pandemic and integrating the changes it has brought to the physical and remote workplaces. But with a change of administration, employers also need to prepare for the reversal of the former Trump Administration’s pro-employer orientation and a move toward a Biden Administration more pro-labor focus. Many Trump era Executive Orders will be changed, and new Biden Administration more labor-friendly Executive Orders, legislation and regulations will be introduced. Regulatory agencies such as the EEOC, the OFCCP, OSHA, NLRB, DOJ, DOL and others which were less active during the Trump years, will be reinvigorated beefing up their enforcement of existing and new federal requirements, and at the state level, individual states will continue to enact new labor and consumer legislation.
Employers may find themselves operating in a far less favorable legislative and regulatory environment. Employers across the country will need to adopt new employee management strategies which reflect this new reality. Now is the time to begin planning for the inevitable modifications in federal and state laws, regulations, and enforcement, and this begins by familiarizing yourself with the major changes in Executive Orders, laws and regulations that will be enacted and proposed in the new year.
Please join Dr. Jim Castagnera, employment law attorney as he discusses the important federal and state legislative and regulatory initiatives employers can expect to see in 2021, and offers guidance for developing new employment management strategies which address this new reality and the leveling of the employer and employee playing field that will result.
During this informative webinar Dr. Castagnera will provide summary and analysis of the key issues you’ll be dealing with in 2021 including:
- Increased enforcement of and penalties for misclassifying employees as independent contractors. Changes in the test to determine if a worker is an independent contractor or an employee modeled after current California law are also possible. The states will also continue to actively enforce their statutes and audit compliance.
- EEOC EEO-1 Component 2 pay data and hours worked report status
- Increases in the federal minimum wage over several years to $15 per hour
- New workplace safety requirements including OSHA mandatory emergency standards which require employers to have workplace safety plans which might require OSHA approval
- Workplace safety reporting requiring employers to report employee injury and illness information which might be made available to the public
- Reinstituting the OFCCP blacklist reporting for federal contractors which requires federal contractors to report workplace law violations
- Restoring the Democratic majority on the NLRB which would be expected to be favorable to unions
- New pay equity legislation, regulations, or Executive Orders to address the issues of wage discrimination based on the sex, sexual orientation or sexual identity of the employee is also likely
- Expansion of the Affordable Care Act providing more health care options and preserving protections for persons with pre-existing medical conditions along with other new provisions and the potential impact on employer plans
- Equalizing the tax breaks on retirement savings with new tax credits
- Providing new employment options for employers for seasonal and highly skilled foreign workers as well as Eliminating Trump era immigration restrictions including ending the “Muslim Ban,” providing new protections for “Dreamers” and those with temporary Protected Status,
- Enacting comprehensive immigration reform
- Longer term new privacy laws perhaps modeled after the current California statutes
- Potential limitations on non-competition and non-solicitation agreements.
- Potential federal level laws, regulations, or Executive Orders on Privacy to standardize the requirements across all states
Dr. Jim Castagnera is an employment and labor attorney with more than 36 years’ experience. He is a sought-after speaker on coronavirus and other HR-compliance topics, an experienced professor, successful author, and accomplished consultant who assists his clients in meeting their current HR compliance challenges with clear and practical solutions. He holds a JD and a PhD from Case Western Reserve University. Following ten years as an employment and labor lawyer with a major Philadelphia law firm, he served for 23 years as in-house legal counsel at Rider University. With 20 published books, mostly on HR-law topics, he teaches HR compliance in Drexel University’s Kline School of Law and is the chief consultant of Holland Media Services, with offices in Los Angeles and Philadelphia.
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