This November, voters across the country will weigh in on 154 ballot measures covering everything from renewable energy to election policies. While not all of these measures will impact HR, some could mean big changes for the industry. Minimum wage increases, marijuana legalization, and transgender rights are three issues that could affect office life and your company policies. Here are the three major 2018 ballot issues that could affect the workplace.
Representatives from 16 states have filed a brief urging the U.S. Supreme Court to overrule a lower court decision preventing employers from firing employees for being transgender. The states argue that the court unlawfully interpreted Title VII of the Civil Rights Act, which prohibits discrimination based on sex, race, color, national origin, and religion.
On October 9, 2018, New York will join California, Connecticut, and Maine as the fourth state in the nation to require mandatory training in sexual harassment prevention for all organizations with employees based in the state. New York City is doing its own part too, with additional training legislation going into effect in April 2019. (Not to worry about following two sets of training requirements, though—the New York State training requirements are expected to be essentially similar to those of NYC.)
A new proposal served up by New York Governor Andrew Cuomo has restaurant owners asking for the check.
Think you know your history? Over the last 150 years, the emergence of new technologies, business philosophies, and political movements have all played a part in shaping the HR profession as we know it today.
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The New Jersey Division of Taxation recently signed off on a new tax rate of 10.75% on individuals with an income over $5 million. The new rate is applied to $5,000,000 in income regardless of filing status (ex: single, married, etc). The new rate is certain to generate more tax revenue for the state. It also gives New Jersey the distinction of having the third highest top-income tax rate in the United States—slightly behind Hawaii’s 11% (for income over $200,000) and California’s 13.3% (imposed on income over $1 million).
Whether they’ve caught the flu or are welcoming an addition the family, paid leave benefits give workers a chance to recoup without forgoing pay. Traditionally, illness and childbirth have been the two main criteria for determining eligibility.
Call it a case of legislative déjà vu. A potential follow-up to 2017’s historic Tax Cuts and Jobs Act (TCJA) could throw HR and payroll professionals for a loop later this year.