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APRIL 2024

Hello, and welcome to our inaugural Regulatory Roundup! In today's dynamic business environment, staying updated on regulations is crucial for a sound workplace. The Regulatory Roundup offers timely updates, insights, and best practices exclusively for SynchronyHR clients. Join us as we explore critical topics and empower you to build a compliant workplace.

Helping to keep you in compliance - The SynchronyHR Human Resources Team


The FTC’s Initial Policy Case for Banning All Non-Compete Clauses in Employment Agreements

The Federal Trade Commission (FTC) will likely vote in April 2024 on its proposed rule to ban all non-compete clauses in employment agreements. The agency estimates that one in five U.S. workers are bound by non-compete clauses and that nearly half of American firms use such clauses. What does this mean for your business?


What You Should Know About the Pregnant Workers Fairness Act

The Pregnant Workers Fairness Act (PWFA) is a new law that requires covered employers to provide “reasonable accommodations” to a worker’s known limitations related to pregnancy, childbirth, or related medical conditions, unless the accommodation will cause the employer an “undue hardship.”

Click the below link to learn when the PWFA goes into effect, who it projects, and more.


USCIS Issues Final Rule to Adjust Certain Immigration and Naturalization Fees

The U.S. Citizenship and Immigration Services (USCIS) recently published a final rule to adjust certain immigration and naturalization benefit request fees for the first time since 2016. The final rule will allow USCIS to recover a greater share of its operating costs and support more timely processing of new applications.


Employee or Independent Contractor? A Guide to the New Rule

The Department of Labor recently published a final rule, Employee or Independent Contractor Classification Under the Fair Labor Standards Act, to provide guidance on whether a worker is an employee or independent contractor under the FLSA. This rule will help to ensure that workers who are employees are paid the minimum wage and overtime due them, and that responsible employers that comply with the law are not placed at a competitive disadvantage when competing against employers that misclassify employees.

These articles do not constitute legal advice and does not address state or local law.

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