With every new presidential cycle, many new labor law will arrive at the forefront of the national debate. The labor laws are created by either house, the senate or the executive branch. The economy is one of the leading agendas for any candidate, whose campaign may promise new reform or other economic agendas that pertain to labor law, and if these pledges are followed through, new legislation will be introduced. With these changes in employment laws, many compliance officers and human resource managers want to know what changes will be made to labor law under the Trump administration.
Evaluating expectations from a Trump presidency is rather difficult because of the vague nature of his campaign. He did express his desire to see less regulation, which he labeled as “job killers”. Less regulation would generally translate to less regulation, and thus, less changes in labor law. However, there is a chance that the administration would like to roll back on some of the labor laws that were created or reformed during the previous Obama administration.
The most obvious target for scaling back reform would be found in the National Labor Relations Board where President Trump would be able to appoint more business friendly members (although these appointees will need to be confirmed), whereas taking on other legislation would be more difficult in gaining votes in the Senate or Congress.
Another area where changes can be expected are with rules for federal employees or government contracts. This is something that can be employed through the use of executive orders, which may roll back other executive orders during the previous administration.
States may fight back to level the playing field. Major cities such as New York, Chicago, and Seattle have all been pushing a $15 minimum wage. There has also been advances for women in the workplace, such as new rights for pregnant and nursing workers, as well as Maryland’s Equal Pay for Equal Work.
When it comes to changes that are required to be displayed on a labor law poster, the best approach is to wait and see. The rules that are posted originate in longstanding laws such as the Fair Labor Standards Act and the Civil Rights Act of 1964. These laws are a part of the foundations that created labor laws, and while they are always being updated, many of the employee rights found inside these laws are already a fabric of the national economic landscape, and will face extreme difficulty when facing elimination.