A few weeks ago, the Court ruled that pharmaceutical sales representatives at GlaxoSmithKline were not entitled to overtime under the Fair Labor Standards Act as they are fall under the exemption for outside sales. While there was some question among the lower courts with respect to whether they actually "made sales", the Supreme Court felt that the commitments they received from doctors had a close enough nexus to the definition contained with the FLSA. Business owners would be wise to regularly review their employment classifiations though to ensure compliance. The Department of Labor will generally presume an employee is entitled to overtime - classified as nonexempt - and will require demonstration of the various exemptions should a question arise as to how you classify your employees.
While not specifically directed at human resources, the Supremes also looked at Arizona's immigration law and struck down certain provisions, indicating that federal law governed. Though the Arizona law had a much broader scope than what an individual business owner contends with, employers should continue to ensure they are complying with the Immigration Reform and Control Act by completing the Form I-9 within 3 days of employment and verifying that those they employ are authorized to work in the United States.
Of course, the granddaddy of them all is the Court's ruling on the healthcare law. While this was unexpected by many, employers need to get serious about understanding the law and ensuring compliance. There are some activities which need to be addressed immediately - for example, 2012 W-2s need to have the cost of the health insurance listed as an informational item - and others that require attention for future planning, but now is the time to review your benefits with your provider and ensure you understand the necessary reporting and enrollment requirements.
As always, HR Matters stands ready to help with these and other HR issues that may be taking time away from what you truly want to be doing - growing your business!