The Washington Department of Labor & Industries (WDOL) has announced an increase to the state’s white collar overtime exemption salary threshold.
As previously announced and as described in the ADP TotalSource's Insights and Solutions bulletin, in June 2023, Alabama enacted House Bill 217 (HB 217 or the Bill), which excludes from gross income for state income tax (SIT) purposes amounts received by a full-time hourly wage-paid employee as compensation for work performed in excess of 40 hours in a week. This exclusion goes into effect for overtime wages paid beginning Jan. 1, 2024, and is currently scheduled to end on June 30, 2025.
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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.