Employment Law Acronyms Continue to Grow and Expand – How Will You Prepare?




By: Katherine Gregorski, Jubilant, LLC

The US legislative landscape continues to evolve at the wonderment of employers and employees alike. Now that we have the results of the upcoming presidential election, I think we can all agree that many more employment law changes will be forthcoming. Will the PPACA be affected? How will this impact the upcoming FLSA changes on December 1? The election all but stalled any advances on determining what is going to happen or how to react. Yes, react, because that is the position in which we find ourselves, waiting each day for updates on PPACA, FLSA, NLRA and several legislative changes either currently in effect or pending approval. But, we still need to be on guard and ready for the changes and how they will affect our companies.

Employers need to continue to monitor these changes to strategically plan for the impacts to how they recruit, retain and release talent and manage their business operations, strategically and financially.  Question – are you utilizing your software and software provider and insurance broker partners to help you with your planning? If not, you should consider them as vital resources to managing compliance concerns and planning for the future.

Staying informed ensures you are up to date on critical updates and changes that lay the foundation for proactive planning. In addition, consider requests to have the information sent directly to you by subscribing to governmental authority newsletters or blogs such as the Department of Labor, Equal Employment Opportunity Commission and the Internal Revenue Service. As a member of our industry organizations such as the Society for Human Resource Management (SHRM)  and Detroit SHRM (DSHRM), you have access to a wide array of information and can subscribe to receive information from them as well. To make it simple, follow SHRM and DSHRM on Twitter and LinkedIn.

To get started, download a free copy of the 2016 Society for Human Resource Management (SHRM) Policy Guide, which was released this summer providing a comprehensive update of the current state of all of the pending legislative changes, SHRM’s position on each of them, how you can get involved in the advocacy efforts and stay informed.

This article was written by Katherine Gregorski, who is a member of the Marketing Committee of Detroit SHRM and founder of Jubilant, LLC, a Human Capital Management (HCM)/Payroll software consulting partner.  She can be reached at katherine.gregorski@jubulanthr.com  or at (216) 218-0456. For more information go to:  http://www.jubilanthr.com.

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