May 2, 2016

8 HR Trends to Watch in 2016

With a new year comes the annual desire to understand what may be the important Human Resources topics, issues, and insights in the months ahead. In 2015, we saw a number of new trends, and in 2016, the HR landscape is changing more rapidly than ever before. Read on for 8 HR trends to look for in 2016.

Overtime changes – The Department of Labor has been hinting a major changes to overtime eligibility rules that will affect the minimum salary threshold. Much to the relief of much of the business community however, the DOL recently claimed that the rules likely wouldn’t be issued until late 2016. This gives employers more time to prepare for the shift; but be aware it is coming.
Paid sick leave laws – Last year, President Obama called on Congress to pass national legislation that would guarantee all American workers the right to earn paid sick days, something that those in all other developed countries are entitled to.
Pregnancy accommodations – An increasing number of state are requiring employers to provide reasonable accommodations for pregnancy. Look for that number to continue to increase in 2016. Employers should develop policies and procedures that clearly outline how to address accommodation requests.
Affordable Care Act – The new reporting requirements for the ACA will take effect this year. That means health coverage to all full-time employees in firms over 50 or damaging penalties.
Minimum wage increases – With the start of 2016, 14 states increased minimum wage requirements. The national minimum wage average is now around $9.
National Labor Relations Board decisions – The National Labor Relations Board will continue to monitor employee polices through 2016. Be sure your policies and procedures align with NLRB recommendations.
Background check restrictions – In some states, employers are being restricted in the manner they can ask about an applicant’s criminal and credit history. Check your state and jurisdiction’s rules governing background checks to stay in compliance.
Predictive or Fair scheduling – The idea behind predictive scheduling is to limit certain scheduling practices that places burden on employees and requiring top pay for schedule changes. An example of fair scheduling that has been enacted in San Francisco requires employers to provide employees with their schedule at least two weeks in advance and to provide premium pay when their schedule is changed without at least seven days notice.

Be sure to keep up with the labor laws in your state to stay in compliance.