On Oct. 1, 2015, the Environmental Protection Agency (EPA) announced a rule that will lower the current ozone air quality standard from 75 to 70 parts per billion (ppb). Business Roundtable opposed this change, pointing out that EPA has not fully implemented the 75 ppb standard.
The Environmental Protection Agency (EPA) has proposed new source performance standards for electric utilities that would preclude new coal-fired units from being built unless equipped with carbon capture and control technology. EPA also has proposed carbon reduction targets for existing electric generating unit fleets on a state-by-state basis, based on what it has determined to be the “best system of emission reduction” (BSER). BSER would include statewide end-user energy conservation measures, fuel switching, renewables and power plant efficiency.
The Equal Employment Opportunity Commission (EEOC) has proposed standards for employer-sponsored wellness plans that differ needlessly from those established under the Affordable Care Act.
The Executive Order (EO) requires prospective federal contractors to report whether they, or their subcontractors, have violated a wide variety of state and federal labor laws when they bid on contracts. The EO also prohibits employers with federal contracts of $1 million or more from requiring employees working on those contracts to enter into pre-dispute arbitration agreements for Title VII complaints or from torts related to sexual assault or harassment. Lastly, the EO also established new wage and hour reports for employees and independent contractors working on federal contracts.
“Major modifications” to major stationary sources trigger a requirement for New Source Review. While “major modification” excludes routine maintenance, repair and replacement, these terms are not clearly defined and have been interpreted differently by the Environmental Protection Agency over time.
New final regulations under the Fair Labor Standards Act (FLSA) will increase the annual salary threshold used to determine which employees are eligible for overtime pay from $23,660 to $47,476. At the same time, the new regulations failed to remove complexities and uncertainties that would have made the rules easier for employees and employers. The rule was set to take effect on December 1, 2016, but a federal judge blocked its implementation. The rule is on hold pending further action from the court.
Report to include collecting pay data from employers by adding data on pay ranges and hours worked to the information already reported by race, ethnicity, sex, and job category.