The Families First Coronavirus Response Act, which establishes emergency paid sick leave and emergency leave programs, will go into effect on April 2.
On January 1, 2020, millions of people became eligible for overtime. It is imperative that employers and employees understand the new overtime rules and requirements going forward.
Beginning on March 1, the USCIS will implement a new “pre-registration” system for employers seeking to file H-1B petitions for employees.
Under a final rule issued recently by the U.S. Department of Labor, employees who make less than $35,568 are now eligible for overtime pay.
The OFCCP released a set of FAQs to help contractors with campus-like settings determine whether to maintain one or multiple affirmative action programs.
For the fifth straight year, the OFCCP has reduced the Vietnam Era Veterans Readjustment Assistance Act benchmark.
the partial government shutdown, the Equal Employment Opportunity Commission
has extended the 2018 EEO-1 filing deadline to May 31, 2019.
On April 24, 2018, a federal judge ruled that the DACA program must be resumed and new applications accepted. The judge stayed his decision for 90 days.
The Office of Federal Contract Compliance Programs recently announced that the new veteran hiring benchmark is 6.4 percent.
The DOL has released new guidelines around unpaid internships, replacing the six-part test with the primary beneficiary test.
The executive order for DACA ends March 5, 2018. Here are practical considerations that need immediate attention.
The U.S. Department of Labor’s HIRE Vets Medallion Program will recognize employers that recruit, retain, and employ veterans.
Among the vulnerabilities of colleges and universities that could affect campuses and students are immigration and DACA.
Immigration attorneys review H-1B visas, changes that have impacted the H-1B program, and proposed legislation that may further impact H-1Bs.
On April 18, 2017, President Trump issued the “Buy American, Hire American” executive order, tightening rules for skilled foreign workers.
Employers covered by Executive Order 11246, as amended, must post the Pay Transparency Nondiscrimination Provision and include it in employee manuals.
A final rule from the EEOC requires federal agencies to take steps to increase the number of employees with disabilities in their work forces.
U.S. Senators are working on a bill to extend legal status for DREAMERs as a protection against deportation based on DREAMER-supplied personal information.
On November 22, 2016, U.S. District Judge Amos Mazzant blocked the overtime rule from going into effect.
In May, the White House announced the final rule for overtime pay in the Fair Labor Standards Act that would go into effect December 1, 2016. However, there are several challenges to the rule as it stands.
On May 18, 2016, the White House announced the new rule for overtime pay. Under the Department of Labor’s new rule, effective December 1, white collar workers who earn less than $47,476 will be eligible for overtime pay.
Under a new rule from the Department of Labor, white collar workers who earn less than $50,400 will be eligible for overtime pay.
This article provides a snapshot of the issues tracked by the NACE Advocacy Advisory Committee from August 2015 through March 2016, and looks at some recent advocacy-related activity.
The Department of Homeland Security released final rules around STEM OPT extension on March are expected to be published in the Federal Register on March 10, 2016; the new rules would go into effective no later than May 10. NACE supports the proposed rules.
Passed in 2014, the Workforce Innovation Opportunity Act (WIOA) is the first reform of the work force system in more than 15 years and is designed to transform federally funded job training programs.
Prepared in June 2015, this provides an overview of legislative and policy issues affecting higher education and the employment of new college graduates.
Changes to Section 503 will encourage employers to be more inclusive and increase the hiring of people with disabilities. Career services should know how these changes will affect their students during the job-search process in order to advise them effectively.
The intent of the "College Scorecard" is to provide potential students and their parents with a clear way to judge the potential costs and likely benefits of attending one school as opposed to another, and make schools more focused on the end result, particularly the employment outcomes, of their programs.