In today’s dynamic business environment, staying abreast of evolving employment law is crucial for minimizing risk and fostering a compliant workplace. However, navigating the complexities of federal and state regulations can be a significant time commitment for HR professionals. NAE offers a comprehensive solution, empowering businesses to streamline compliance efforts and focus on core operations.

The HR Director for a large manufacturing company reached out recently with a great compliment.  She said, “I am so glad we finally joined NAE.  Your newsletters and updates have literally saved me 4-6 hours of time each week because I don’t have to go search online anymore to figure out what’s going on in the employment law universe.  Thank you!” We are always pleased to hear from a member who has benefited from the services we offer.

Complying with Employment Law: A Necessary But Daunting Task

Employment law compliance is crucial for any business. Failing to keep up with labor law changes can lead to costly fines and legal issues. A prime example is the upcoming change to the salary threshold for exemption under the Fair Labor Standards Act (FLSA). The change, which is set to go into effect this summer, will affect about 3 million employers nationwide. 

One part of FLSA compliance is employee classification (exempt vs. non-exempt). The first criterion to be paid as an exempt (salaried) worker is the amount of weekly compensation.  Since 2020, this amount has been $684 per week. The Department of Labor (DOL) recently announced a final rule that will raise this qualifying weekly salary to $844 per week in July and $1,128 per week in January.   If this increase goes into effect and you are not prepared because you are not aware of the change, you could be putting your business at risk for substantial penalties.

Your Partner in Employment Law Compliance

At NAE, we stay ahead of the curve. We have been talking about this change for quite some time now, from the early whispers in 2023, to the webinar we hosted earlier this month explaining what this change will mean, how to implement the change, and what to watch for.

Beyond federal regulations, NAE assists employers with employment law compliance in various ways:

  • Annual Employee Handbook Review: We offer annual handbook reviews to identify any gaps and ensure your handbook adheres to relevant regulations. We recently reviewed a handbook for a new member who hadn’t updated their handbook since 2018. As a result, they were missing several policies that became necessary as a result of new Nevada laws. They had no idea. If we hadn’t reviewed their handbook, highlighting things that were missing or needed to be updated, they would have continued to have a handbook that was not fully compliant.
  • Labor Laws Poster and Poster Update Service: Keeping track of federal and state posting requirements can be overwhelming. Our All-In-Two Labor Laws Posters provide a convenient solution, and our update service ensures you stay compliant with changes. Members can expect to receive updates, usually in the form of an update stickers, to keep their poster compliant. Individual posters, including some that are not as common, are also available for download from our Member Portal.
  • Easy-to-Understand Resources: Complex legal jargon can be a barrier. NAE provides clear and concise Fact Sheets to explain various employment laws (like Nevada’s daily overtime regulations) in plain English. These fact sheets, along with other resources, are readily available on our Member Portal.

Stay Compliant and Proactive with NAE

Let NAE be your trusted partner in navigating the ever-changing landscape of employment law. With our comprehensive resources and proactive approach, you can ensure your business stays compliant and avoids costly pitfalls.