Federal Minimum Wage Change News Alert

Brought to you by Progressive Business Compliance

Last Updated: March 10, 2010

What’s Happening?
The Federal Minimum Wage increased from the prior rate of $6.55 per hour to $7.25 per hour, effective July 24, 2009.

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What does this mean to you?

Regardless of the size of your company, this change affects you in three main ways:

All non-exempt hourly workers must be paid the new minimum wage for every hour they work.
You are REQUIRED to post notice of the updated minimum wage (along with other federally mandated notices) in your workplace. Again, this is regardless of your company size. Federal law mandates that all businesses display this poster in a conspicuous place for their employees.

Each state has similar mandatory requirements that are not met unless state posters are displayed. A change in state minimum wage does not exempt an employer from posting the Federal minimum wage – even if the state wage is higher.

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Federal FMLA Change News Alert

Brought to you by Progressive Business Compliance

Last Updated: March 10, 2010

What’s Happening?

The Department of Labor (DOL) released the final version of the Family and Medical Leave Act (FMLA) poster. The final rule took effect on January 16, 2009. It updates the FMLA regulations for new military family leave entitlements (enacted on January 28, 2008) and includes revisions to the proposed rule issued in February 2008 (and published in November 2008). These are the first set of revisions to the FMLA since it was enacted in 1993 and will affect all employers who are required to adhere to FMLA guidelines.

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Revisions:

New Leave Entitlement - Eligible employees who are a spouse, son, daughter, parent or next of kin of service members who are recovering from a serious illness or injury sustained in the line of duty on active duty, are entitled to up to 26 weeks of leave in a single 12-month period to provide care for the service member. This amendment took effect as soon as it was signed into law (1/28/08).

New Qualifying Reason for Leave - Eligible employees are entitled to up to 12 weeks of leave due to "any qualifying exigency" when a spouse, son, daughter, or parent of the employee is on active duty (or has been notified of an impending call to active duty status). The Secretary of Labor will issue regulations clearly defining "any qualifying exigency"; examples are overseas assignments, being recalled to active duty and troop mobilizations. This amendment is not effective until the Secretary of Labor issues final regulations; however, the Department of Labor (DOL) encourages employers to provide this type of leave to qualifying employees now.

What does this mean to you?

All covered employers are required to comply with these FMLA changes. A covered employer is defined as one with 50 or more employees (including part-time and employees on leave). FMLA also applies to public agencies, including state, local and federal employers, and local education agencies - regardless of employee size.
Employers should post the new temporary and mandatory poster insert along with their current FMLA poster.
Employers should be aware of the new reasons for taking leave and should revise their FMLA policies and procedures.
State FMLA posters are not affected by this change since it is Federal law. However, states may modify their FMLA law as a result of the Federal change.

Order your federal and state posters NOW to guarantee you are in compliance.

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