Employco Blog

California Extends Reach of Prohibition Against Restrictive Covenants – On Sept. 1, 2023, California adopted Senate Bill (SB) 699 and expanded noncompete employee protections by declaring that noncompete agreements that restrain individuals from engaging in a lawful occupation are void, regardless of where and when the contract was signed. SB 699 becomes effective on Jan. 1, 2024. Read more: California Legal Update

The EEO-1 Report is a federally mandated survey that collects workforce data categorized by race, ethnicity, sex, and job category. Under Title VII of the Civil Rights Act (Title VII), employers with 100 or more employees and certain federal contractors must report this data to the Equal Employment Opportunity Commission (EEOC) by March 31 every year.

However, the collection of this data from 2022 has been delayed. The EEOC expects to open the portal for employers to begin entering 2022 information on Oct. 31, 2023. The deadline for employers to complete their submissions of 2022 information is Dec. 5, 2023.

The federal Fair Labor Standards Act (FLSA) requires employers to compensate their non-exempt (hourly) employees for all hours of work. To comply with this requirement, employers must keep track of the number of compensable hours employees work during a workweek.

Time in Training, Meetings, and Lectures – In general, employee attendance to lectures, meetings, training programs, and similar activities is considered compensable time unless all of the following are true:

In recent years, more employers have become adaptable to remote and hybrid work environments. While some employers have continued to embrace flexible work arrangements, many are requiring employees to return to in-person work. Even though some organizations do not offer flexible work arrangements, there may be situations when they need to allow workers flexibility as an accommodation under various employment laws, including the Americans with Disabilities Act (ADA).