Lake Effect HR & Law, LLC

With this decision, the federal court rendered all elements of the Final Rule null and void:?the July 1, 2024 salary level increase, the January 1, 2025 salary level increase, and planned future increases for both.?

Although the FTC’s attempted nationwide ban on noncompetes was blocked by a Texas federal judge in August 2024, that decision has no impact on the NLRB enforcement of employee rights under the NLRA.

Each year, the IRS sets new limits for?ACA high deductible plans,?employee benefits plans,?flex plans, and?retirement plans.?Our reference chart outlines the changes.

It's a good time for employers to review relevant policies and legal obligations for employees who seek time off to vote or otherwise participate in the election process.

As you evaluate your benefit renewals this year, consider the entire benefits package – insurance, time-off, and fringe benefits – to ensure your organization is offering a competitive and inclusive benefits package to attract and retain employees.

In a game-changing decision for employers, a federal judge in Texas has blocked the FTC’s nationwide ban on noncompetes, which was scheduled to take effect on September 4, 2024.?

As of September 4th,?employers who have employees under existing noncompete agreements and related provisions will be required to provide an explicit notice to?those employees that their agreements and policies are no longer enforceable.

Barring a last-minute, successful legal challenge, the Department of Labor’s final rule mandating higher salary levels for exempt employees will take effect?Monday, July 1, 2024.?

Barring a last-minute, successful legal challenge, the Department of Labor’s final rule mandating higher salary levels for exempt employees will take effect?Monday, July 1, 2024.?

Paid Time Off policies are designed to provide employees time away from work to recharge, take care of their own well-being, and support loved ones during times of need, yet so often employees do not use all their earned time.