For many, the dawn of 2009 holds a great deal of uncertainty, while for others it represents a chance at a fresh start and the potential for improvement – whether personal, professional, financial, or some combination of the three. For the human resources industry, 2009 will undoubtedly be a year in which changes in our government and our economy will be noticeably reflected in changes to employment law. The election in 2008 played host to a huge number of ballot issues regarding hiring processes and worker benefits. Such issues are again at the top of the incumbent legislature’s agenda in 2009, and will have a direct impact on not only the American worker, but on the employers and HR professionals responsible for their pay and benefits.

After examining a number of the bills proposed and voted into action for 2009, leading research indicates some overall legislative trends emerging in three major areas of human resources:

As a worker in San Fernando Valley, you should be aware of your employee rights and obligations. Otherwise, you may not know that your employer has been violating or has violated your rights in some way. A certain area of law protects employees from unlawful employment practices.

Labor and employment as crucial and significant foundations of every society is given prime importance and protection by the government. The U.S. Equal Employment Opportunity Commission (EEOC) implements several federal laws in order to preserve the rights of workers and build a strong, dynamic relationship between employers and employees.

They aim to protect unprejudiced working environments so that workers will not have to worry about illicit and unjust practices. They attempt to provide fair opportunities to deserving workers who, although belonging to a certain classification, still have the capacity to contribute to society and endeavors to be independent.

The Ohio Employment Law does not appear have definitive parameters. The voters approved an increase in the minimum wage rate to $6.85 per hour by amending the constitution. Under this law, all employers have to maintain and set up payroll records for every employee. This rule did not go down very well with the business community. They felt that the law was highly inconvenient and rigid. The politicians tried to amend it, and in the bargain managed to make it even more vague than it was earlier. This will definitely prove to be a constitutional challenge.

A tricky area in the Ohio Employment Law is the definition of the term ‘employee’ and who is deemed to be an employee under Ohio Wage and Hour Law. This is a relevant point because there are workers under the age of 16 in Ohio. As per the Law, all the employees must be paid the minimum wage of $6.85 per hour. There are exemptions for this rule and the minimum wage rate need not be paid to workers under the age of 16, workers that are earning tips and family members working for the family business.