HR Resource for
SCTDRA Members
As an SCTDRA member, you gain exclusive access to premium human resource and employee relations consulting services through our partnership with SESCO Management Consultants. This unique Professional Service Agreement ensures that you have priority access to SESCO’s expertise, helping you effectively manage HR challenges, improve compliance, and receive guidance on regulatory requirements.
Key Benefits Include
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Unlimited Telephone Consultation
SESCO’s experienced consultants are available by phone, offering unlimited priority support to help you prevent and resolve HR issues, navigate complex employment laws, and maintain compliance. -
Employee Handbook Review
For a discounted fee of $350, SESCO will review your employee handbook or personnel policies to ensure they align with current federal and state regulations, providing a detailed report with actionable recommendations. -
Exclusive Seminars
Each year, SESCO offers a complimentary seminar at an SCTDRA event. Additional workshops or seminars are also available at reduced consulting rates, covering topics essential for effective human resource management. -
Monthly HR Newsletter
Stay informed with a monthly newsletter from SESCO, covering the latest HR trends, regulatory changes, and best practices. -
Specialized Publications and Resources
SESCO can create customized articles, publications, or HR systems upon request from SCTDRA, designed to address specific industry challenges. -
Discounted Rates on Additional Services
SCTDRA members enjoy a 10% discount on all additional consulting engagements with SESCO, along with transparent pricing proposals for all services.
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The Fair Labor Standards Act and the White-Collar Exemptions. In April, the U.S. Department of Labor (DOL) issued a rule aimed at raising the salary threshold for overtime exemptions under the Fair Labor Standards Act (FLSA). In November, a federal judge in Texas struck down the DOL's proposed rule on a nationwide basis. As a result, the salary thresholds reverted to the 2019 rule, resetting the White-Collar Exemptions to $35,568 per year.
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The Federal Trade Commission and Non-Compete Agreements. In May, the Federal Trade Commission (FTC) promulgated a rule that effectively banned non-compete agreements and required employers not to enforce them, which was supposed to take effect in September 2024. The National Labor Relations Board also stated its intent to join the FTC's efforts to curb the use of non-compete agreements. The FTC's rule came under fire in federal litigation and has been blocked.
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The Federal Trade Commission and Non-Compete Agreements. In May, the Federal Trade Commission (FTC) promulgated a rule that effectively banned non-compete agreements and required employers not to enforce them, which was supposed to take effect in September 2024. The National Labor Relations Board also stated its intent to join the FTC's efforts to curb the use of non-compete agreements. The FTC's rule came under fire in federal litigation and has been blocked.
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Equal Employment Opportunity Commission Guidance on the Pregnant Workers Fairness Act. The Pregnant Workers Fairness Act (PWFA) offers protections for pregnant employees, including requiring employers to provide workplace accommodations. In April, the Equal Employment Opportunity Commission (EEOC) published final interpretative guidance and regulations implementing the PWFA, which became effective in June. According to the EEOC, accommodations may be available for the temporary inability to perform an essential job function if the employee is expected to be able to perform the function at a to-be-determined time in the future. Moreover, a qualifying medical condition under the PWFA doesn't have to be solely caused by pregnancy and childbirth and can include conditions such as lactation, vomiting, abortion, and pre-eclampsia. This rule survived an initial federal challenge by a coalition of state attorneys general earlier this year.
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Hourly Earnings. Real average hourly earnings for all employees were unchanged from October to November; this result stems from an increase of 0.4 percent in average hourly earnings combined with an increase of 0.3 percent in the Consumer Price Index (CPI). Real average hourly earnings increased 1.3 percent from November 2023 to November 2024.
What to Expect in 2025
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AI Legislation on the Rise. As 2025 approaches, the legal landscape for employer use of artificial intelligence (“A.”) is poised for further evolution. In 2024 alone, over 400 AI-related bills were introduced across 41 states—a substantial increase from prior years. While Congress has yet to take decisive action, the trends from 2024 suggest a continued rise in state-led AI policies and federal agency guidance in 2025.
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NLRB Poised to Switch to Republican Majority in Early 2025. It is likely there will be changes at the National Labor Relations Board (NLRB or Board). President-Elect Trump likely will remove Jennifer Abruzzo from her position as the NLRB’s current General Counsel. President-Elect Trump will have the opportunity to fill two open Member slots on the Board after his inauguration. While we can safely assume the new Republican Board and General Counsel will unwind many of the Biden Administration-era NLRB’s more controversial decisions, including its notable decisions which changed the standard for review of employer rules and policies, and which concocted a union-friendly procedure for recognition without any election – the timing of such is uncertain.