Great Lakes Wire

As the new year begins, HR professionals are reminded to review their employee handbooks and policies to ensure compliance with current laws. Recent years have seen changes in employment and labor laws due to shifts in political administrations. The previous Democrat administration introduced pro-worker regulations, while the new Republican administration is expected to favor pro-employer policies.

Experts suggest maintaining separate "Red" and "Blue" handbooks for different political climates, allowing employers to quickly adapt when administrations change.

Employers should monitor potential changes from the National Labor Relations Board (NLRB), which may reverse labor-friendly rulings under a more employer-friendly administration. The Stericycle, Inc. decision is one such ruling that required revisions to handbook policies on employee communications. Employers hope for a return to the Boeing rule, balancing business needs with employees' rights.

In Michigan, recent legislative changes necessitate updates to paid time off (PTO) policies by February 21, 2025, in line with the Earned Sick Time-off Act (ESTA). ASE offers resources for compliance and warns of possible amendments as the new legislative session begins.

Multi-state employers must also stay informed about varying state laws on PTO, sick leave, family leave, and other policies. ASE provides online libraries for state-specific legal information accessible through their Member Dashboard.

The Equal Employment Opportunity Commission (EEOC) has expanded its anti-harassment guidance beyond sexual harassment. Employers should update handbook policies accordingly.

Workplace safety and anti-violence laws require attention across states like California, Maryland, and New York. Additionally, federal laws such as the Pregnant Workers Fairness Act (PWFA) and Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP) mandate new policy inclusions in handbooks.

Remote work policies are recommended to clarify expectations for employees working from home or on hybrid schedules. A communicable disease policy may also be prudent given recent experiences with COVID-19.

ASE will continue providing updates on evolving laws through newsletters and webinars. For comprehensive handbook reviews, contact Michael Burns or Emily Price at ASE.