40+ new employment laws take effect July 1 at the state and local levels. Companies must comply with employment laws in jurisdictions where the remote employees live. A comprehensive list can be found here: XperHR – State Labor Law Changes eff. 7.1.2022.

3 states, Connecticut, Nevada, and Oregon, and over 20 US jurisdictions, the District of Columbia; Montgomery County, MD; Chicago and Cook County, IL; St. Paul and Minneapolis, MN; Portland, OR; and 10+ localities in CA, will incur minimum wage increases. CT’s recreational marijuana law’s employment-related provisions occur July 1, where employers can prohibit possession and use of marijuana and conduct testing. CT also has new posting and notice requirements starting July 1.

If you are unsure how to navigate deadlines and communicate with your team,

HR Synergy is happy to help you. Click here to contact us.

If you are unsure how to navigate these and other deadlines and communicate with your team,

HR Synergy is happy to help you. Click here to contact us.

When an employer decides to hire an intern, important factors to consider prior are listed above.

Other specific questions can be found here: NH DOL.

Another important note, If the internship is unpaid, all businesses must be pre-screened by the Department of Labor prior to a student’s internship (RSA 279:22-aa; New Hampshire Administrative Rules Chapter LAB 805.03 Application Evaluated). All approved businesses can be found here Pre-Approved Work Sites and are approved for one year.

Click here to contact us with questions.

As we spring into a new season, it is a great time for an ADA standards refresher. It is unlawful for private employers, state and local governments, employment agencies, labor organizations, and labor-management committees to discriminate against an individual with a disability. It is also your responsibility as a business owner to provide reasonable accommodations to the job and/or work environment.

Did you recently change office spaces at your company? As employees start coming into the office to work, you need to be sure your space is ADA compliant. Things to consider: wider doors for wheelchairs, special phone or availability of interpreters for hearing impaired employees/clients, and special computer software for vision impaired employees/clients.

Still unsure which accommodations to provide? Utilize AskJAN to review the most frequent issues employers face related to accommodations and ADA compliance. You can also reference JAN’s Searchable Online Accommodation Resource (SOAR) system to investigate work accommodation options.

 

While not a legal requirement under the ADA to accommodate nursing mothers at work, the Fairness for Breastfeeding Mothers Act (FLSA) of 2019 requires certain employers to provide “reasonable break time for an employee to express breast milk for her nursing child for 1 year after the child’s birth each time such employee has need to express the milk” in “a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk”.

The provided location, even if it is not dedicated exclusively to the nursing mother’s use, must be available when needed. The location must be hygienic and completely private with a lock. It must also contain a chair, working surface, and an electrical outlet. Businesses with over 50 employees are required to give uncompensated breaks for milk expression. For exceptions see WHD Fact Sheet #22, Hours Worked under the FLSA. Also, check with your state for greater protections beyond the FLSA requirements.

Check these sites for more information:

Additionally, the ACA requires new private health insurance plans to provide coverage for specified women’s preventive health services, such as breastfeeding support, supplies, and lactation consultation, with no cost sharing.

For more information:

Click here to contact us with questions.

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March is full of things to celebrate!

Did you know that the first week of March is “Universal Human Beings Week”? How can your organization celebrate the art, history, culture, and community of humanity?

Also, March 4 is “Employee Appreciation Day”. Post a picture of your team with how you are honoring them as humans behind the job here

In commemoration of “Universal Human Beings Week” and “Employee Appreciation Day”, I, Michelle Gray, president of HR Synergy, LLC, highlight the importance of her HR Synergy team members and why I appreciate each of them.

Linda is my Compliance Guru. If she’s unsure about something, she’s not going to say anything until she’s 100% confident. Linda works with incredible follow-through.

Jessica is my Numbers Person. The more “numbers projects” I give her, the more she wants. She is our numbers cruncher who keeps going at something until she figures it out.

I don’t know how Rhonda does it. She finds top-notch candidates, even if she must turnover a rock. She never gives up.

All of my team never gives up. They all give 110%.

March 19 is “National Clients Day”. We at HR Synergy, LLC are thankful for you, our clients. Watch for your surprise coming this month as a THANK YOU from us!

 

HR Synergy is happy to help you. Click here to contact us.