For employers, this means staying prepared for potential shifts in federal policies, heightened oversight, and new legislative initiatives. Whether you're navigating changes in wage laws, addressing pay transparency, or adapting to evolving labor relations, staying ahead is essential.
Partnering with a human resources attorney or a labor and employment law firm is more critical than ever to successfully manage these challenges. Below, we outline the key employment law issues employers should prioritize in 2025.
With the change in administration, workplace policies are expected to shift to reflect new leadership priorities. In November 2024, we reported on a federal judge in Texas striking down the U.S. Department of Labor's (DOL) rule that significantly raised the minimum salary thresholds for executive, administrative, and professional employees.
The rule proposed two increases: the first, effective July 1, 2024, raised the threshold from $684 per week ($35,568 annually) to $844 per week ($43,888 annually). The second increase, scheduled for January 1, 2025, would have raised the threshold to $1,128 per week ($58,656 annually).
The court's ruling vacated the entire rule, including the July 1 increase.
While the 2024 rule is unlikely to be revived, the Trump Administration could support a moderate increase above the current $684...
A simmering dispute between a Live Oak businessman and the city’s police department continues to escalate. Newly released body-worn camera footage showed a Live Oak police officer who made a serie...