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Business owners and managers need to be aware of several recent legal updates that impact the workplace.
- The Pregnant Worker Fairness Act will become effective June 12, 2024. The PWFA requires employers to make reasonable accommodations for known limitations of both applicants and employees “related to, affected by, or arising out of pregnancy, childbirth, and related medical conditions.” To be qualified for accommodation, a pregnant woman must be able to perform the essential function of her job or her inability to do so is temporary. Employers are required to display the PWFA poster along with other employment law posters.
- Effective July 1, 2024, the minimum salary threshold for exemption from overtime requirements will increase from $35,568 annually to $43,888; on January 1, 2025, it will increase again to $58,656 annually. Employers should evaluate which of their currently exempt employees will be owed overtime whenever they work more than 40 hours in a workweek.
- On July 4, 2024, Louisiana’s “Constitutional Carry” law will become effective, allowing employees aged 18 or older to carry concealed handguns in the workplace (unless prohibited by law, i.e., schools, businesses that serve alcohol). Employers must update and communicate policies about conditions under which firearms are permitted on company property, requirements for storage of weapons in personally-owned vehicles on company property, and designate areas where firearms are prohibited.
- The Federal Trade Commission voted on April 23 to ban non-compete policies and agreements which prohibit employees from working for a competitor or starting a business that competes with the employer. The new rule will go into effect 120 days after publication in the Federal Register and would require employers to notify current and former employees that their non-compete provisions are no longer in effect. It is probable that the rule will be delayed by legal challenges.
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