Illinois has enacted legislation that amends the state’s rules for providing certain notices to remote workers and amends the requirements for providing access to employees’ personnel records. The changes made by the legislation (House Bill 3733) take effect Jan. 1, 2024.
The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it will begin accepting EEO-1 reports for 2022 via its portal on Oct. 31, 2023. The deadline to file the report is Dec. 5, 2023.
The National Labor Relations Board (NLRB) has adopted a new standard for determining whether an employer’s policy violates Section 7 of the National Labor Relations Act (NLRA). The NLRB began applying the standard immediately.
Texas has enacted legislation (House Bill 915) that requires all employers to post a notice containing contact information on where to report workplace violence. House Bill 915 takes effect on Sept. 1, 2023.
On July 21, 2023, the New Jersey legislature enacted AB 4694 (P.L.2023, c.125) (NJ AB 4694) to adopt a “convenience of the employer” sourcing rule for nonresident employee wages, but only for states that maintain the same “convenience of the employer” rule.
Texas has enacted legislation (House Bill 2313), which requires Transportation Network Company employers to provide training on human trafficking awareness and prevention. House Bill 2313 takes effect on Sept. 1, 2023.
Rhode Island has enacted legislation (Senate Bill 0444A), which will make June nineteenth (Juneteenth) a state holiday. Senate Bill 0444A takes effect on Jan. 1, 2024.
Effective for tax years starting on or after Jan. 1, 2024, employers are not required to withhold Montana state income tax from nonresident employee wages earned for work within the state until an employee spends more than 30 days performing work for the employer in Montana.
Maine has enacted legislation that prohibits employers from taking adverse action against employees because they refuse to attend an employer-sponsored meeting that communicates the opinion of the employer about religious or political matters. The changes take effect Oct. 25, 2023.
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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.