KemLaw

With the election of Donald Trump as U.S. president now official, many employers in Connecticut are wondering what impact the new Trump administration will have on labor and employment law. Sadly, the President-elect has given few details regarding his plans on these topics, but the following is a summary of how different areas of labor and employment might be affected by the incoming administration.

Wage and Hour:

• A top concern of 2017 will be the uncertainty following a federal judge’s preliminary injunction suspending implementation of the U.S. Department of Labor’s (DOL) overtime rule. That rule could still be implemented down the road, but the continuing appeal of this judge’s ruling will fall to the new administration, making its passage somewhat less likely.
• During the campaign, Trump and his daughter Ivanka talked about the need for paid maternity leave. To date – nothing more has been discussed on this issue.

Employee Benefits:

• The President-elect made repeal of the Affordable Care Act a centerpiece of his campaign. Since the election, the President-elect has softened his stance a bit and members of Congress have begun struggling with what repeal might actually mean for families across America. How will it all turn out? Prepare for some changes but don’t expect to know the details for some time.

Immigration:

• Once again – the President-elect talked extensively about making changes to the nation’s immigration policies during the election campaign. At a minimum, employers should expect an increase in workplace immigration compliance enforcement by U.S. Immigration and Customs Enforcement.

Workplace Health and Safety:

Depending on who is selected to be the assistant secretary for occupational safety and health, employers should expect changes from the Occupational Safety and Health Administration. Likely changes include the following:

• Fewer compliance citations and a more collaborative approach with respect to compliance
• Efforts to curtail recent regulations – possibly including the standard on silica exposure
• Less reliance on extreme enforcement measures such as the Severe Violator Enforcement Program (SVEP)

While none of these predicted developments are guaranteed, there will likely be many changes in federal laws and regulations under the Trump administration. Employers will be wise to monitor the news and follow this blog for up-to-the-minute information on these topics.

And as always, if you have labor or employment law questions we can answer – we hope you will call us. We do one thing and one thing only – we are an employer defense law firm – in fact, we are one of the largest employer defense law firms in the region. What’s more, each of our attorneys have over 20 years of experience in employment and labor law matters and can provide your business with comprehensive legal counsel ranging from assistance with necessary preventive measures to trial advocacy.

The information provided above is made available by Kainen, Escalera & McHale, P.C. for educational purposes only. It is not intended to provide specific legal advice to your individual circumstances or legal questions. You acknowledge that neither your reading of, nor posting on, this site establishes an attorney-client relationship between you and our law firm, or any of the attorneys in our firm. This information should not be used as a substitute for seeking competent legal advice from a licensed professional attorney in your state nor is it provided for the specific purpose of soliciting your business on any particular matter. Readers of this information should not act upon anything communicated in it without seeking professional counsel.