It’s 2023 and It’s time to review your employment policy’s part 2

As the world is evolving due to new technologies and a post-pandemic lifestyle, businesses and thus their regulations must also adapt. In order to adapt successfully, business owners must stay informed on the latest compliance laws to maintain a running business. Furthermore, updating employment policies regularly is a simple and cost-effective way for employers to ensure compliance with evolving workplace regulations and norms. Employers can stay informed through blogs such as these or seek legal counsel about legal developments as necessary. By taking proactive steps to review and update policies, employers can protect their businesses against unnecessary legal risks. Here are three key areas of focus for employers in 2023:

1. Non-Disclosure and Non-Compete Agreements:

Many states have enacted laws restricting the use of non-disclosure and non-compete agreements. To avoid legal issues, employers should review their policies and ensure that they are following the state and local laws in which their employees work.

2. Expense Reimbursement:

Employers must reimburse employees for work-related expenses, such as telephone or internet fees, office supplies, and heating or cooling costs. Failure to do so can lead to costly lawsuits. Employers should review and update their reimbursement policies to ensure compliance with state and local laws and clarify what expenses are reimbursable, the timing of reimbursement payments, and who owns the equipment or devices. This is especially important for employers with remote workers and remote workers that work from various locations with different legal requirements.

The recent legalization of marijuana for both medical and recreational use has created a patchwork of state and local laws that employers must navigate. To avoid legal issues, employers should ensure that their marijuana use, and testing policies comply with state regulations where their employees physically work. In states where marijuana is legal, employers must decide whether to screen employees for marijuana and how they will respond to positive test results.

DII is your partner in workplace compliance. Our team of experts can work with you to understand how to update your policies to meet new standards or any new legislation that may arise in different locations. Please contact your DII representative for more information. #EmployeeBenefits #Benefits #Legislation #UpdatingPolicies