2019 DOL And EEOC Regulatory Agenda

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Are you ready for the Department of Labor’s regulatory agenda? Employers can expect a lot of activity from the Department of Labor that will affect employee relations, compensation, and a host of other labor and employment issues.

The DOL has an aggressive agenda slated for 2018. It will be looking at changing rules and regulations with regard to labor issues, pay issues, and discrimination issues. (EEOC) is dedicated to stopping and remedying employment discrimination on the basis of race, color, religion, sex, pregnancy, national origin, age, disability, and genetic information or family medical history.

This guide will walk you through what the DOL is considering, what to expect, and what it means to your organization. It will also provide practical advice on how to prepare for these sweeping changes!

This manual will address the aggressive agenda so that you can ensure that your budget is on target! Many of the items on tap for the Department of Labor will also require significant changes to your company’s policies and procedures.

Learning Objectives:

  • What to expect in overtime regulations so you can plan your budget
  • New OSHA rules regarding tracking workplace injuries, recordkeeping
  • Analyzing your own pay practices before the government comes knocking
  • Addressing harassment claims in the workplace
  • What executive orders have been rescinded and what to expect from the Trump administration
  • Finalization of the overtime regulations
  • DOL’s attempt to track employees’ use of electronic devices
  • New federal contractor requirements to provide paid sick leave
  • Finalization of new EEOC wellness rules
  • Finalization of blacklisting rules
  • New guidance on the Affordable Care Act’s application to Davis Bacon contracts

This guide will take you through:

  • Update on the overhaul of overtime regulations under the Fair Labor Standards Act
  • How the Office of Federal Contract Compliance Programs and the Equal Employment Opportunity Commission is planning to attack pay discrimination
  • The Equal Employment Opportunity Commission’s plan to address continued harassment in the workplace
  • The administration’s intent to address the modern workforce – use of personal digital devices, telecommuting, and staffing agencies
  • The Equal Employment Opportunity Commission’s strategic plan and litigation that has already been filed under the plan

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