Federal Alerts

The U.S. Occupational Safety and Health Administration (OSHA) has published a final rule clarifying the rights of employees to authorize a representative to accompany OSHA compliance officers during an inspection of their workplace. The rule takes effect May 31, 2024.

The U.S. Equal Employment Opportunity Commission (EEOC) has issued a final rule that implements the federal Pregnant Workers Fairness Act (PWFA). The final rule takes effect June 18, 2024.

The U.S. Department of Homeland Security has published a rule that temporarily increases the automatic extension period of employment authorization and/or Employment Authorization Document (Form I-766 or EAD) validity from up to 180 days to up to 540 days. 

The U.S. Department of Labor has released industry-specific guidance on expanded protections for nursing employees under federal law.

The U.S. Department of Labor (DOL) has published a final rule that will change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule takes effect March 11, 2024. Here are some key points to know about the new test.

The new test

The DOL uses an "economic realities" test to determine whether workers are considered employees and therefore covered by the FLSA and entitled to minimum wage, overtime, and other wage and hour protections. Effective March 11, 2024, the test will:

1. Return to a totality-of-the-circumstances economic reality test, where no single factor or group of factors is assigned any predetermined weight; and
2. Consider six factors (instead of five), including the investments made by the worker and the potential employer.
   
   

IRS Announces 2024 Medical Mileage Rate

• Viewing an employee’s LTPT Indicator in MyResource®
  • You can view an employee’s LTPT identifier by navigating to HR > Employee Custom Fields > Secure Act Retirement > Long-Term Part-Time
    • B = LTPT EE – Block ER Match
    • L = LTPT EE
  • If your company utilizes ADP® Retirement Services, the “Long-Term Part-Time Employee” status will automatically be updated.

  Note: If your company does not utilize ADP Retirement Services you must contact your ADP service team if you wish to exclude LTPT employees from receiving 401(k) match contributions, as existing match calculations will need to be updated to ensure this exclusion.

  Please contact your ADP® Service Representative if you wish to exclude LTPT employees from receiving 401(k) match contributions, as existing match calculations will need to be updated to ensure this exclusion.  

  Below please find the previous information sent on this topic with additional details added to the paragraph in red.