Predictions can be tricky business. But sometimes, in the case of a new government https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration, it pays to make some predictions in order to best prepare us for potential changes to come. And with the incoming Biden https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration, this is no exception. We think it’s safe to say that the incoming Biden https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration will operate quite differently than the Trump https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration has done, which means we can expect some big changes to important laws that affect employment.
We can prepare for these changes by making predictions based on both Biden’s past political maneuvers and campaign rhetoric. So let’s examine four areas we’re pretty sure will see some (and likely considerable) amount of change.
A Biden https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration will likely bring protections for Obama-era laws such as DACA, include reversals on restrictions enforced by the Trump https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration, and create or expand upon pathways to citizenship, something Biden repeatedly discussed on the campaign trail.
We can expect an attempt to reverse any constraints placed on the ACA during the Trump https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration as well as some modifications, such as the potential for employees to buy into the public option even if their employer offers health care coverage. There is also the possibility of the Medicare eligibility age to be lowered from 65 to 60.
MINIMUM WAGE INCREASE
The incoming https://eoshr.com/wp-content/uploads/2018/11/two-1.jpgistration has expressed support for the movement to increase the federal minimum wage to $15 per hour, as well as making adjustments for ensuring that equal pay protections are enforced under the existing Equal Pay Act of 1963.
Paid leave remains a hotly debated subject. Biden has expressed support for the recently passed (in response of Covid-19) Family Act paid leave (FFCRA) as well as showing support for a law that expands leave options to include up to 12 weeks partial income for medical conditions such as illness or birth as well as taking time off for care-giving duties.
HOW TO PREPARE
It’s tough to prepare for change when there aren’t any directives yet. However, there are a couple of things you can do in preparation of future adjustments to how you’ll be expected to operate as an employer. First, review your current policies and corresponding handbooks. Knowing what materials you need to change when new regulations are introduced is half the battle. Then, stay on top of the news. You don’t want to get caught unawares, so keep up with the actions made in Congress. And lastly, pay heed to deadlines and don’t wait until the last minute! Here you might want to outsource for help, such as bringing in a consulting HR team who can help you prepare for upcoming changes.
And that’s where Eos HR can assist! We’re a team of HR professionals helping small businesses make the necessary changes in response to new labor laws. We here to make these transitions a smooth process so that employers can focus on other priorities. Schedule a free consultation today to learn more.