NLRB is up to full strength: The U.S. Senate on Friday confirmed two nominees to the National Labor Relations Board, securing a 3-1 Republican majority. Republican James Macy, a U.S. Department of Labor official, and Democrat David Prouty, were confirmed as part of a grouping of 74 nominations in a 51-47 vote. Macy will serve a term ending in August 2030, and Prouty, who will be serving a second term, will hold the role until August 2031. The board faced losing its quorum again as Prouty’s term was set to expire this month. “The timing of the new NLRB confirmations is significant in that it avoids a potential ‘quorum gap,’” Ogletree Deakins wrote. The board operated with a “functioning quorum” before the latest confirmation, but the three-member Republican majority will now allow it “to overturn prior precedential decisions,” the law firm said. “Long-standing Board tradition requires at least three affirmative votes to reverse extant precedent,” per Ogletree Deakins. NLRB still has one vacancy that Trump could fill. Source: HR Dive 8/10/26
VETS 4212 reporting is open: The U.S. Department of Labor's Veterans' Employment and Training Service (VETS) and Office of Federal Contractor Compliance Programs (OFCCP) have supported affirmative actions to employ and advance the employment of covered veterans since 2008. As legislatively mandated under 38 U.S. Code Section 4212, codified at 41 CFR 61-300, contractors and subcontractors who enter into, or modify a contract or subcontract of a $150,000 or more with the federal government, and whose contract meets the criteria set forth in the above legislation / regulations, are required to report annually on their affirmative action efforts in employing veterans. Filing must be completed by September 30. For more information go to VETS-4212 Federal Contractor Reporting | U.S. Department of Labor.
KFF predicts 14% increase in small business health premiums in 2027: Small businesses could face a double-digit increase in premiums for their health coverage next year, as insurers contend with rising medical prices, expensive specialty drugs and other factors inflating spending. Insurers are requesting a median 14% premium increase for the small group market next year, according to a new analysis of rate filings from health policy research group KFF. Most insurers want to raise rates between 10% and 20%, though six want to hike rates above 30%. Steep premium hikes will worsen the financial strain on small businesses, which could be forced to turn to cheaper plans with worse consumer protections — or stop offering coverage altogether, exacerbating years of declining enrollment in the small group market. Last year, only 51% of firms with fewer than 25 workers offered insurance, compared to 97% of companies with at least 200 employees. The number of small companies providing health benefits could sink further if premiums rise into the double digits next year, as the KFF analysis suggests. Source: HR Dive 8/7/26
Menopause support is becoming a workplace essential: Warmer months can be especially challenging for women navigating menopause symptoms, said Dr. Nicole Doghor, a reproductive psychiatrist at Texas Children's Pavilion for Women, in an article published by the healthcare facility. She recommends women stay hydrated and use fans to help tone down discomfort — things that employers, to some extent, can make more accessible during work hours. These efforts can improve things on the business side, as well: Nine in 10 women reported at least one of their menopause symptoms had directly impacted their productivity within the last 12 months, and nearly one in seven lose more than 10 hours of productivity per week, according to a survey by telehealth clinic platform Hone Health. Steps to make women going through perimenopause and menopause more comfortable in the workplace, especially when coupled with communication, education, and health and wellness support, are something employers should prioritize and is growing as a recognized need. Source: EBN 7/17/26
Lawsuit filed concerning employee tobacco surcharges: A Georgia woman has filed a federal class-action lawsuit alleging that Waffle House improperly charged tobacco-using employees a $92 monthly surcharge on health insurance. Corkeitha Hicks, who worked as a server at a Waffle House restaurant in Forsyth, Ga., said she paid the surcharge after enrolling in the company's health plan. The lawsuit, filed in U.S. District Court for the Middle District of Georgia, said this surcharge violates a provision of the Employee Retirement Income Security Act. ERISA requires that a surcharge of this type be part of a compliant wellness program offering a "reasonable alternative standard," which means that employees should be able to avoid or be fully reimbursed for the surcharge for the full plan year. The complaint alleges that Waffle House's "Quit for Life" program, offered through Optum, instead provided a full refund only to employees who completed the cessation program by September 30. Those who finished after that deadline could have the surcharge removed going forward but not retroactively. The case is pending but HR should review any similar program to ensure they are compliant with ERISA. Source: BenefitPro 7/8/26
U.S. Department of Labor wants to expand children’s work hours: The U.S. Department of Labor's announced a plan to address the ability of 14- and 15-year-olds to work could include an extension of hours that is similar to changes some states have made in the past few years. A unified agenda issued July 3rd by the administration identified that the DOL is considering a rule titled Hours of Work Standards for Young Workers Under the Fair Labor Standards Act. The agenda listed a September timeframe for issuing a notice of proposed rulemaking. The regulation would be a deregulatory action that would "amend certain child labor regulatory standards under the Fair Labor Standards Act (FLSA) relating to permissible hours of work [for] 14- and 15-year-olds," and that it would impact 29 CFR Part 570. The section of the Code of Federal Regulations at issue deals with the hours and types of jobs that young people can work. The existing regulations limit the hours 14- and 15-year-olds can work to three on school days, eight on nonschool days, and up to 18 per school week, among other limitations. They also prohibit those young people from working in hazardous occupations such as those involving manufacturing or storing explosives, coal mining, forest firefighting and exposure to radioactive substances. Source: Law360 7/10/26