Tips on selecting the right benefits package for the needs of your workforce
Check out our blog on choosing the right employee benefits – an essential read for business owners especially during Open Enrollment. This article provides valuable insights on selecting benefits that align with your company’s goals and employees’ needs. Learn essential tips to improve employee satisfaction while staying competitive in today’s market. Perfect for any business looking to make informed decisions this Open Enrollment season.
How Better Employee Benefits Can Improve Workplace Satisfaction
Learn how improving employee satisfaction can lead to better retention and a more engaged workforce. Our article offers actionable insights for business owners looking to increase workplace morale through meaningful benefits, clear communication, and thoughtful workplace culture. Especially during Open Enrollment, discover how the right strategies can improve your team’s overall satisfaction and your company’s success.
How PEOs Help Small Businesses
Running a business is tough, especially regarding managing HR, benefits, and compliance. Partnering with a PEO like PrestigePEO can lighten the load. Our guide explains why businesses choose PEOs to streamline operations, reduce costs, and stay compliant. Read more about how a PEO like Prestige can help your business thrive.
Florida Minimum Wage Increase
Effective September 30, 2024, the minimum wage for non-tipped employees in Florida increases to $13.00 an hour, and the required hourly wage for tipped employees increases to $9.98. This is part of a gradual increase that was approved by Florida voters in 2020. The minimum wage will continue to increase annually by $1 until it reaches $15 per hour for non-tipped employees and $10.98 for tipped employees, on September 30, 2026.
What Should Employers Do Next?
All Florida employers are required to post the current minimum wage in their place of business where an employee can see it.
Ensure compliance and peace of mind with PrestigePEO by your side. We’re dedicated to supporting your business and staying ahead of Department of Labor regulations, so you don’t have to. Partner with us today!
Reminder: Nationwide Non-Compete Struck Down
In a major legal development, the Federal Trade Commission’s (FTC) controversial nationwide ban on non-compete agreements was struck down by a federal court in Texas. The ruling was handed down just weeks before the ban was set to take effect on September 4, 2024, halting enforcement of the non-compete ban across the nation.
As anticipated, the final ruling arrived before August 30, with the court declaring the FTC’s non-compete rule an invalid exercise of the agency’s power. The U.S. District Court for the Northern District of Texas ruled that the FTC exceeded its authority by attempting to implement the ban, stating that Congress only empowered the agency to create procedural, not substantive rules, and that that the rule itself was “arbitrary and capricious.”
Consequently, the ruling blocks the ban from taking effect nationwide, allowing businesses to continue using and enforcing non-compete agreements as permitted under state law to safeguard their key relationships and confidential information.
Don’t let compliance challenges catch you off guard. Contact PrestigePEO to ensure your HR policies stay aligned with federal and state laws. We’re here to protect your business and guide you through the latest legal developments!
9/11 Notice Act – FAQs
Recently, New York State’s legislature passed and Governor Hochul signed into law the 9/11 Notice Act, the first law of its kind in the United States.
The act will help hundreds of thousands of people who worked in Lower Manhattan on and after 9/11 and were exposed to Ground Zero toxins to access free health care and compensation for 9/11-related cancers and respiratory illness, by requiring businesses and institutions to inform eligible workers of their rights.
Q: What is the 9/11 Notice Act?
A: The act requires businesses and institutions that had people return to the Ground Zero exposure zones (south of Houston Street for the World Trade Center (WTC) Health Program and south of Canal Street for the 9/11 Victim Compensation Fund (VCF) between 9/11/2001 and 5/31/2002 to notify them about their eligibility for the health program and the compensation fund.
The act was passed unanimously in the New York State Legislature and signed into law by Governor Kathy Hochul on September 11, 2023 – the 22nd anniversary of the terrorist attacks.
New York State’s Department of Labor and Department of Economic Development will coordinate to develop a plan to provide adequate notice of the benefits available.
Q: Why is the 9/11 Notice Act important?
A: The act will help to inform many of the 400,000 survivors – people who worked in Lower Manhattan on or after 9/11 – about their right to access the World Trade Center (WTC) Health Program and the 9/11 Victim Compensation Fund (VCF).
All the survivors have an increased risk of developing 69 different types of cancer and many severe respiratory illnesses.
Presently, fewer than 10% of 9/11 survivors are enrolled in the health program or registered with the compensation fund – compared with 85% of 9/11 responders.
Many of the 300,000 downtown workers have since moved away from the New York City area and are unaware of their right to access the WTC Health Program and the 9/11 VCF.
Q: Where do I get more information about the 9/11 Notice Act?
To read the text of the 9/11 Notice Act, visit:
https://www.nysenate.gov/legislation/bills/2023/S2946/amendment/B
Stay Ahead of the Curve with the 9/11 Notice Act and other Compliance Legislation.
With final regulations defining business and institutional responsibilities set to be released soon, now is the time to ensure you’re prepared and compliant. Don’t wait—contact us to safeguard your interests!
Not All Medical Conditions are Protected by the ADA
Americans with Disabilities Act (ADA) of 1990 is a federal law designed to safeguard individuals with disabilities from discrimination and ensure equal opportunities across various areas. This law encompasses five titles addressing employment, public services, public accommodations, telecommunications, and miscellaneous provisions. This legislation is a significant commitment to civil rights and equality, aimed at reducing barriers and promoting accessibility. The EEOC is a U.S. Federal agency which is also committed to ensuring and enforcing laws and regulations that prohibit workplace discrimination. Below we have provided a detailed look of the ADA’s latest news on disability discrimination.
The Sixth Circuit of Appeals ruled recently that the ADA does not cover medical conditions that do not substantially limit a major life activity. The decision was reached by a split three-judge panel which concluded that the severity of a Plaintiff’s asthma in the Plaintiff’s case did not meet the ADA’s specifications that it limit a major life activity. This ruling emphasizes the interpretation of what constitutes a protected disability, which can vary depending on the facts of each case. The ADA states that a disability is a physical or mental impairment that can limit one or more major life activities. This recent ruling may not universally apply to all cases involving medical conditions. Other courts or future rulings in other circuits can find a determination based on a range of factors in the law and in specific circumstances. What this ruling does is remind employers and employees that not all medical conditions qualify as an ADA protected medical condition and employers need to carefully evaluate each condition in which an employee may need an accommodation.
What Should Employers Do Next?
Employers should carefully review any requests for an accommodation to make sure that the medical condition presented is covered by the ADA.
Don’t leave your business vulnerable—partner with PrestigePEO to navigate these regulations with confidence. Our team of compliance experts is here to provide guidance and ensure your workplace remains compliant with the latest legal standards.
