Michigan has enacted legislation (Senate Bill 147), which prohibits all employers from discriminating against applicants and employees based on the individual’s termination of a pregnancy. The law takes effect on the 91st day after adjournment of the state legislature. The legislature is expected to adjourn in late December of 2023.
Michigan has enacted legislation (Senate Bill 90), which expressly prohibits employers from discriminating against individuals based on traits historically associated with race, such as hair texture and protective hairstyles. The changes took effect immediately on June 15, 2023.
Michigan has enacted legislation (Senate Bill 4) that will amend the Elliott-Larsen Civil Rights Act (ELCRA) to expressly prohibit discrimination in employment based on sexual orientation or gender identity or expression. Senate Bill 4 takes effect June 14, 2023.
A three-judge panel of the Michigan Court of Appeals has ruled that the legislature was within its authority when it adopted and then amended ballot initiatives to increase the minimum wage and require paid sick leave. If left standing, the ruling means the minimum wage will stay at $10.10 per hour throughout 2023 and paid sick leave requirements would remain the same as they were in previous years. The plaintiffs are expected to appeal the decision.
Michigan has enacted legislation (House Bill 4047) that will provide funding to continue and expand hazard pay for direct care workers.
Michigan has adopted legislation (Senate Bill 1258) that amends the rules for returning to work after testing positive for COVID-19, displaying symptoms of COVID-19, or having close contact with someone who has COVID-19. Senate Bill 1258 is effective immediately.
Michigan has enacted legislation (House Bill 6032) that establishes certain requirements and protections related to COVID-19 for employees. House Bill 6032 is effective retroactive to March 1, 2020.
The Michigan Occupational Safety and Health Administration (MIOSHA) has adopted an emergency rule requiring employers to take certain steps related to COVID-19. The emergency rule is effective immediately.
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Rhode Island has enacted emergency rules to help prevent the spread of COVID-19. The rules are in effect from Dec. 29, 2021 to April 21, 2022.
The Oregon Occupational Safety and Health Division has amended its rule (OAR 437-001-0744), which covers requirements for masks, physical distancing, and cleaning to combat COVID-19. The amended rule went into effect Dec. 21, 2021.
The New York Department of Labor (DOL) has issued a final rule to clarify sick leave requirements. The final rule took effect Dec. 22, 2021.
New York City has enacted legislation (Int. No. 1894-A), that amends the New York City Human Rights Law and regulates the use of automated tools in certain employment decisions. The law takes effect on Jan. 1, 2023.
Effective Jan. 1, 2022, Colorado (CO) requires employers with 15 or fewer employees to provide paid sick leave to employees. Larger employers were already subject to the requirement.
The California Division of Occupational Safety and Health (Cal/OSHA) has revised emergency rules related to protecting workers from COVID-19. The changes take effect on Jan. 14, 2022.
Boston has announced that certain employers will be required to verify employees are fully vaccinated against COVID-19. Covered employers must check proof of vaccination and post a notice about the COVID-19 vaccine requirement.