In a recent conversation with employment lawyer Dani Smid we dive into significant employment law changes that may arise under a Trump administration, with potential impacts across the manufacturing sector. Dani highlighted a sharp increase in frivolous employment lawsuits, spurred by pro-employee and pro-labor rules enacted under Biden’s watch. This uptick has led to a surge in Employment Practices Liability Insurance (EPLI) claims, which are pushing up insurance premiums for many businesses and even resulting in non-renewals in extreme cases. Manufacturers, in particular, face higher risks as they navigate these complexities amid a fluctuating regulatory landscape.
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Dani outlined Trump’s possible agenda, which includes reversing numerous pro-employee policies, reducing OSHA’s workplace safety oversight, and adjusting Department of Labor standards around overtime pay and independent contractor classification. The National Labor Relations Board (NLRB) is also expected to see changes, such as returning to stricter definitions of joint employment and rolling back labor-friendly rules that impact union election processes. Additionally, with shifts likely at the Equal Employment Opportunity Commission (EEOC), priorities around discrimination claims could shift, which may lower the threat of litigation involving transgender and PWFA (Pregnant Workers Fairness Act) cases.
Manufacturing executives who want to stay ahead of these anticipated shifts and protect their businesses from increased legal and financial risks should tune into our discussion with Dani Smid. From EPLI changes to NLRB rollbacks, these developments will impact how manufacturers approach employee relations and compliance.