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New Federal Employment Laws Every Business Owner Should Be Aware Of
When you own a business, there are many issues that you need to stay on top of in order to avoid any financial or legal problems. One of those critical areas is employment law. Not only are there state laws you need to abide by, but there is also a long list of federal laws and regulations your company needs to be adhering to. This means you also need to be aware of any changes the government makes to these laws. The following is a brief overview of some of the federal employment law changes that took place in 2022. For more details, or if you are having any employment law issues, The Elliot Legal Group, P.A. can help.
The Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act
In March 2022, the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act was signed into law. The Act amended the Federal Arbitration Act, giving anyone alleging sexual harassment or sexual assault claims (under federal, state, or tribal law) the option to litigate their claim in court even if they had previously agreed to arbitration. The Act also allows individuals (or a representative) to bring sexual harassment or sexual assault claims through a collective or class action lawsuit even if they had previously waived that right.
The Speak Out Act
The Speak Out Act was signed into law on December 7, 2022. This law prohibits employers from using pre-dispute nondisclosure and non-disparagement agreements as a way from keeping current or former employees from speaking about any sexual harassment or sexual assault they either experienced or observed.
Consolidated Appropriations Act/Adoption of the Pregnant Workers Fairness Act
On December 29, 2022, President Biden signed the Consolidated Appropriations Act. Included in that omnibus package was the Pregnant Workers Fairness Act (PWFA) which provides protections for employees who are pregnant or nursing. The new law – which will go into effect in July – recognizes the “known limitations” that are associated with pregnancy, childbirth, or related medical conditions and that although these limitations are temporary, any employer with 15 or more employees will now be required to make accommodations for those affected employees. The law protects the employee from intimidation, threats, retaliation, etc., for making and receiving these accommodations.
Also included in the Consolidated Appropriations Act is the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act). This new law provides nursing employees reasonable break time and private space to express breast milk for up to one year after the birth of the employee’s child.
Contact a Fort Lauderdale, FL Employment Attorney
If you have questions or issues concerning employment laws or allegations being made by an employee, call The Elliot Legal Group, P.A. at 754-332-2101 to schedule a confidential consultation with one of our skilled Broward County employment lawyers.
Source:
https://appropriations.house.gov/sites/democrats.appropriations.house.gov/files/FY23%20Summary%20of%20Appropriations%20Provisions.pdf
https://www.congress.gov/bill/117th-congress/senate-bill/4524/text
https://www.congress.gov/bill/117th-congress/house-bill/4445/text
