2023 was fairly the yr by way of notable occasions and 2024 is shaping as much as be no totally different. Listed here are a few of the largest labor-related information tales from final yr. Even when you didn’t hear about these occasions, there’s a very good likelihood you’ll possible really feel their results, even when not directly.
Key Supreme Court docket Choices
In 2023, the U.S. Supreme Court docket issued three main employment-related selections. Essentially the most distinguished was College students for Honest Admissions, Inc. v. President and Fellows of Harvard School. On this case, the Supreme Court docket struck down using affirmative motion within the faculty admissions course of.
This resolution solely applies to the faculty admissions course of and doesn’t apply to employers. Nevertheless, in an abundance of warning, employers might reduce or remove variety, fairness and inclusion insurance policies. This might make it tougher for employers to diversify their workforce.
The second employment-related resolution was Groff v. DeJoy. Employers might now not deny a non secular lodging as a result of it imposes a small or minor inconvenience on the employer. Now, the employer has to offer the non secular lodging until it locations a considerable burden on the employer. Time will inform precisely what the brand new customary means in follow, however it’s clear that it’ll imply the employer should attempt tougher to offer the lodging.
The ultimate case acquired little media consideration, however it’s nonetheless necessary by way of the Honest Labor Requirements Act of 1938 and extra time pay. The Supreme Court docket’s resolution in Helix Vitality Options Group, Inc. v. Hewitt redefines how the bona fide government extra time exemption applies. Right here, even when an worker receives important compensation (suppose six figures in annual compensation), they may nonetheless be eligible for extra time pay.
Synthetic intelligence isn’t new, however it made a giant splash in 2023 with ChatGPT. The general deserves of this know-how are up for debate and the way it will change our lives remains to be being determined. But many individuals are already utilizing it for work for duties equivalent to drafting correspondence, analysis, brainstorming, writing laptop code and searching for patterns in giant quantities of knowledge.
The coronavirus pandemic helped shift labor bargaining energy to employees. Final yr was a notable milestone for this transition due to a number of profitable strikes. The most important was most likely the United Auto Employees strike, which resulted in important wage will increase and the return of cost-of-living changes (amongst different issues). A number of different important profitable strikes included:
- Kaiser Permanente: employees acquired across-the-board pay raises, bonuses and guarantees to deal with staffing points.
- SAG-AFTRA: the deal caused larger wages, higher bonuses for streaming content material and important synthetic intelligence protections.
- Writers Guild of America: main phrases of the settlement included limitations positioned on using synthetic intelligence, wage will increase and compensation minimums for streaming content material.
Easing of Youngster Labor Legal guidelines
The issue of kid labor in america continues to exist and is arguably getting worse. But some states have rolled again little one labor legal guidelines. A part of this transfer is to make it simpler for employers to seek out employees in a decent labor market. Critics argue this might make it simpler for employers to take advantage of kids or for kids to get harm whereas employed.
In March 2023, Arkansas enacted a regulation that eradicated sure age verification and certificates necessities for workers underneath 16. In Might 2023, Governor Kim Reynolds of Iowa signed into regulation a invoice that elevated the variety of hours youngsters might work through the faculty yr.
This new regulation additionally allowed kids to take sure jobs they beforehand couldn’t, equivalent to serving alcohol and dealing in manufacturing, so long as sure circumstances had been met. There are questions as as to whether sure provisions of Iowa’s regulation can survive authorized challenges the place they battle with federal employment legal guidelines.
Iowa and Arkansas aren’t the one states which have efficiently loosened little one labor restrictions. Additionally they most likely received’t be the final, given what number of different states have launched comparable payments.
The 4-Day Workweek Beneficial properties Steam
There’s been a world pattern of corporations experimenting with the thought of shifting from a standard five-day workweek to a four-day workweek. Led by organizations like 4 Day Week World, the aim is to have workers work 4 days in per week, but retain the identical pay and productiveness as a five-day workweek. Nevertheless, relying on how the schedule is applied, workers may match both the identical variety of hours or 20% fewer hours.
The outcomes from varied experiments and research present that usually, it’s well-received by employees and their employers. And whereas it’s not for everybody or each employer, it appears to be like like the thought of the four-day workweek is right here to remain for a lot of workplaces.
Being pregnant and Breast Feeding Legal guidelines Go into Impact
Two key being pregnant and breastfeeding federal legal guidelines went into impact final yr. First, there was the Offering Pressing Maternal Protections for Nursing Moms Act or PUMP Act. This regulation took the advantages and protections from the Break Time for Nursing Moms Regulation which Congress handed as a part of the Affected person Safety and Inexpensive Care Act in 2010 and utilized them to nearly all employees coated by the Honest Labor Requirements Act of 1938.
Earlier than the PUMP Act, solely workers who had been eligible for extra time pay underneath the FLSA might obtain office breastfeeding advantages. One other addition introduced by the PUMP Act is that workers now have a number of authorized treatments accessible for violations of this regulation, equivalent to equitable aid and compensatory, liquidated and compensatory damages.
Subsequent, there was the Pregnant Employees Equity Act. Going into impact in June, this regulation required coated employers (these with 15 or extra workers) to offer cheap lodging to eligible workers for limitations because of their being pregnant, childbirth or associated medical circumstances.
In 2022 we had been launched to quiet quitting. In 2023 we realized about loud quitting. Whereas the definition of quiet quitting is pretty constant, what it means to loud stop appears to range. One definition refers to loud quitting as a employee vocalizing their unhappiness at work.
One other definition contains the employee proactively discovering methods to hurt their employer. Loud quitting can exist whether or not the employee continues to stick with their employer or stop. These actions have been round for ages, so this will likely simply be extra proof of employee empowerment.
Final yr noticed a whole lot of constructive modifications for employees and mirrored the facility shift in favor of employees that started with the coronavirus pandemic. 2024 might even see this pattern proceed, though it’s potential that 2023 might symbolize the height of this energy shift.