Election Results: What Employers Need to Know Now
Discover how the 2024 election impacts employers in Florida, Illinois, Indiana, and Missouri. Get actionable insights on minimum wage increases, sick leave, pay transparency, and FLSA updates.
Election seasons often bring waves of legislative changes, many of which have a direct impact on employers. From shifting wage requirements to expanded workplace protections, it can be a challenge to keep up with what’s new and what’s next. For HR professionals and business leaders, staying compliant isn’t just about ticking boxes – it’s about adapting to a rapidly changing landscape while supporting your team effectively.
In this blog, we’re breaking down the most significant updates for Florida, Illinois, Indiana, and Missouri—states where many of our members operate. By understanding these changes now, you’ll be better positioned to prepare your organization for what’s ahead.
What You’ll Learn About
Florida: No Change to Drug-Free Workplace Policies
Voters in Florida rejected Amendment 3, which would have legalized recreational marijuana. For employers, this means no immediate changes to Florida drug-free workplace policies.
Best Practices for Maintaining a Drug-Free Workplace in Florida
- Review your drug-free workplace policy to ensure it aligns with state laws and industry standards.
- Ensure that supervisors and managers are trained to recognize signs of impairment and address these situations appropriately.
- If your business operates in multiple states, ensure consistency across jurisdictions while adhering to local laws.
AAIM Member Benefit
Do you need a sample policy to compare yours to? The Solutions Team can provide AAIM members with a sample drug-free workplace policy at no additional cost. AAIM offers indicia training to help supervisors and managers recognize and respond to signs of impairment in the workplace.
Indiana: No Employment-Related Ballot Measures
Indiana had no employment-related initiatives on the ballot this election cycle, so employers can continue to operate under current regulations. However, maintaining compliance is still essential to mitigate risk.
Best Practices for Indiana Employment Compliance
- Conduct regular compliance audits to identify and address any gaps in your policies or procedures.
- Stay informed about potential regulatory updates for 2025 and beyond.
- Ensure your HR team is trained and up to date on Indiana employment compliance requirements.
AAIM Member Benefit
AAIM members can take advantage of compliance audits to help ensure their policies and procedures remain up to date.
Missouri: Proposition A Brings Big Changes for Minimum Wage and Sick Leave
Missouri Proposition A introduces significant updates for employers:
- Minimum Wage Increases: Starting January 1, 2025, the minimum wage will rise to $13.75 per hour, with a further increase to $15 on January 1, 2026. From 2027 onward, annual adjustments will align with changes in the Consumer Price Index.
- Missouri Mandatory Sick Leave: Employers must provide one hour of paid sick leave for every 30 hours worked, with accruals beginning at hire or by May 1, 2025.
- Businesses with fewer than 15 employees: Up to 5 days annually.
- Businesses with 15+ employees: Up to 7 days annually.
Governmental entities, political subdivisions, and educational institutions are exempt from these provisions.
Preparing for Missouri’s New Minimum Wage and Sick Leave Requirements
- Update payroll systems to reflect the new minimum wage schedule.
- Review and revise your sick leave policy to meet Missouri’s mandatory requirements.
- Update your labor law posters. Consider joining a labor law poster plan to receive updated posters automatically when changes occur.
- Train HR staff and managers to track sick leave accruals and communicate changes to employees.
AAIM Member Benefit
Need help updating your sick leave policy? The AAIM Solutions Team is available to provide guidance and resources tailored to your business.
Illinois: Compliance Alert on New State Laws
Employers in Illinois should prepare for several key changes:
- Illinois Pay Transparency Law: Organizations with 15+ employees must disclose salary ranges and benefit overviews in job postings. Internal candidates must be informed of promotion opportunities within 14 days of external postings. Noncompliance may result in fines up to $10,000.
- Family Responsibilities Protections: Under the Illinois Human Rights Act, caregiving duties such as attending medical appointments or providing at-home care are now protected from discrimination.
- Personnel Record Review Act Illinois Amendments: Employees can request a broader range of documents, including handbooks and policies. Employers must respond within seven working days, with a one-time extension of seven calendar days if needed.
- Expanded Whistleblower Protections Illinois: Employees reporting potential misconduct they believe is unlawful are now shielded from employer retaliation.
Steps to Ensure Compliance with Illinois’ New Employment Laws
- Update job postings and internal promotion processes to include salary ranges and benefits.
- Audit policies to ensure compliance with family responsibilities protections, and train managers to avoid discriminatory practices.
- Develop and communicate a compensation strategy that includes job grades and job bands to ensure transparency and equity.
- Set up a clear process for handling personnel record requests within the required timeframe.
AAIM Member Benefit
Utilize the members dashboard for access to expert support for updating job postings, policies, and compensation strategies to comply with Illinois’ new laws.
National Update: FLSA Changes Still on Track
A common question: Does the election affect the Fair Labor Standards Act update set for January 1, 2025?
The short answer: No. The salary threshold is still scheduled to increase to $1,128 per week. Although pending court cases may provide clarity, businesses should start preparing now.
How to Prepare for the Upcoming FLSA Salary Threshold Increase
- Review employee classifications to ensure compliance with the new salary threshold.
- Identify employees who may need reclassification as exempt or non-exempt.
- Consider conducting a job description review to confirm compliance with FLSA requirements.
- Budget for potential payroll adjustments to avoid surprises in 2025.
- Communicate the plan and changes to affected employees, as the adjustment may be difficult for some to hear.
AAIM Member Benefit
Members can request job description reviews to ensure compliance with the updated FLSA salary threshold, helping to mitigate risk.
Conclusion
Staying compliant in today’s ever-changing regulatory environment can be a challenge, but you don’t have to do it alone. AAIM is here to support your business with a full suite of HR solutions, from compliance audits to job description reviews and beyond.
Whether you’re navigating new state laws or preparing for federal updates, our team is ready to help. Explore your AAIM membership benefits, or contact us today to learn how we can make compliance more straightforward for your organization.
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