Immediately upon taking office, President Donald Trump signed an executive order addressing the Affordable Care Act.
In his memo regarding the order, White House chief of staff, Reince Priebus, explained that federal agencies and states can at least postpone “the implementation of any provision or requirement of the Act that would impose a fiscal burden on any State or a cost, fee, tax, penalty, or regulatory burden on individuals, families, health care providers, health insurers, patients, recipients of health care services, purchasers of health insurance, or makers of medical devices, products, or medications.”
Those in-the-know look for it to take up to two years of budget reconciliation proceedings before any significant changes will filter down to how this affects payroll processing and benefits administration.
The Labor Department’s new overtime rule that was to take effect December 1, 2016 would have increased the annual salary threshold for exempt salary employees from $23,660 to $47,476, and this, too, appears to be addressed by Priebus’ memo. Federal and state agencies have been advised to refrain from submitting new regulations to the Office of Management and Budget and to postpone for a minimum of 60 days any regulations that have been published but are not yet in effect.
EEOC also has new pay data disclosure plans, announced during the Obama administration, where employers with more than 99 employees would have their pay data disclosed and categorized by sex, race, and ethnicity.
Reporting would be accomplished through revisions to the EEO-1, capturing 2017 data to be reported in 2018. Viewed as burdensome to employers and not truly fitting the mission of EEOC, Priebus’ memo is likely to delay this requirement as well.
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