On January 20, President Biden released a legislative proposal to reform the nation’s immigration system. The proposal is separate from presidential actions halting construction of the southern border wall or preserving and fortifying Deferred Action for Childhood Arrivals (DACA). The DACA program had been under considerable attack from the Trump Administration and in the courts. The EO attempts to provide greater certainty while Congress makes permanent changes. The other important program to the construction industry, Temporary Protective Status (TPS) program, is in less urgent need of executive action as it was previously extended through October 4, 2021 by the Trump Administration. There are more than 100,000 construction workers estimated to work in the industry with the TPS and DACA programs.
On January 20, President Biden released a legislative proposal to reform the nation’s immigration system. The proposal is separate from presidential actions halting construction of the southern border wall or preserving and fortifying Deferred Action for Childhood Arrivals (DACA). The legislative reform proposal would create a path to citizenship for the estimated 11 million undocumented individuals through a multi-year process if individuals pay taxes, pass background checks, and meet other requirements. Other individuals, such as those in the Deferred Action for Childhood Arrivals (DACA) Program and Temporary Protected Status (TPS) holders, could receive permanent status immediately. Extending long-term legal certainty to DACA and TPS has long been a priority of ÃÛ½ÛÖ±²¥, as more than 100,000 individuals in those programs are estimated to be working in the construction industry today. Despite ÃÛ½ÛÖ±²¥ and others advocating for comprehensive immigration reform over the past two decades, those efforts have been stymied under both Republican and Democratic administrations. ÃÛ½ÛÖ±²¥ looks forward to working with Congress on immigration reform that strengthens national security, functions efficiently and fairly, and addresses future workforce needs.
Pres. Biden has revoked Pres. Trump’s controversial executive order on diversity and inclusion training. The order, Executive Order 13950, placed restrictions on the content that federal contractors, grantees, and agencies, as well as the military, could cover in employee training. ÃÛ½ÛÖ±²¥ and other stakeholders in the business community called on Pres. Trump to withdraw the confusing order last October. In December, a federal court issued a nationwide preliminary injunction temporarily halting implementation of the restrictions on federal contractors and grantees.
On January 15, 2021, the Equal Employment Opportunity Commission (EEOC) voted to approve revisions to EEOC’s Compliance Manual Section on Religious Discrimination. The Commission had not updated the Compliance Manual since 2008.
On December 15, 2020, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) issued All Agency Memorandum (AAM) 235 rescinding AAM 212 and once again confirming that surveying work is not covered by the Davis-Bacon Act. At this time, it is unclear how the new Biden administration DOL will approach this particular situation.
The U.S. Department of Labor’s Wage and Hour Division (WHD) has issued new guidance in its ongoing efforts to support the American workforce through the pandemic recovery. As employers continue to meet the challenges presented to their businesses by the coronavirus, and as telework arrangements and virtual communication increasingly provide solutions, the agency provides additional guidance to maximize the benefits of these arrangements for employers and workers alike.
Previously Delayed Due to Covid-19 Public Health Emergency
After delaying the opening of the 2019 EEO-1 Component 1 Data Collections on May 8, 2020 in light of the COVID-19 public health emergency, the U.S. Equal Employment Opportunity Commission (EEOC) has announced that the collections will now open in April 2021.
The U.S. Department of Labor announced a final rule clarifying the standard for employee versus independent contractor status under the Fair Labor Standards Act (FLSA). The rule takes effect 60 days after publication in the Federal Register, on March 8, 2021, however, ÃÛ½ÛÖ±²¥ expects the incoming Biden administration to reexamine the rule prior to it becoming effective.
Tax Credits for Voluntarily Providing Leave Temporarily Extended
Blocks up to 37% Tax Increase by Allowing Deductibility