New OT Laws May Impact Flexibility, Unused PTO Days, and more

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The OperationsInc Navigator
June 17, 2016

Critics of New OT Rules Argue New Regulations Will Limit Employee Flexibility
Modern technology grants today’s worker “24-hour access to the office”, leaving Labor Department officials scrambling to “clarify how the use of mobile technology affects when the workday starts and ends” for those employees who will soon be newly eligible for overtime pay. Bloomberg reports that critics of the changes to the Fair Labor Standards Act say the new regulations will prohibit employers from being able to offer employees flexible work arrangements, citing the fact that many employers plan to turn off email and laptop access for non-exempt workers after a certain hour in an effort to limit overtime liability. 

 

55% of US Workers Left Unused Vacation Time on the Table in 2015

 

According to a recent survey conducted by Project: Time Off, more than half of all American workers did not use all of their vacation time last year, which “marks the first time that the majority of American workers have left vacation days unused”. Human Resources Executive Online reports that this ongoing trend has resulted in a new buzzword: “under-vacationed”. The survey found that in 2015, an average of 16 paid time off days were expected to be used, compared to the 20.3 days the American worker took on average each year between 1978 and 2000.

 

 

Employers May Receive Marketplace Notices

Companies should be on the lookout for Marketplace Notices that may indicate a potential tax liability for employers. Individuals who are currently employed but sign up for health coverage through the Marketplace and receive advanced premium subsidies will trigger a notification to the employer. Premium subsidies, otherwise known as the premium tax credit, are provided to an individual who is not provided affordable coverage through their employer.

Connecticut “Ban-the-Box” Effective January 1, 2017
Effective January 1, 2017, Connecticut employers will be banned from using employment applications that request information surrounding an applicant’s criminal history. Earlier this month, Governor Malloy signed the “ban-the-box” legislation, which has been adopted already by New York City and the state of Vermont. 

 

WHDT: What the New Salary Rule Means

 

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