Virginia has enacted three pieces of legislation that expand and amend the Virginia Human Rights Act (VHRA). These laws take effect on July 1, 2021.
Virginia has enacted legislation (House Bill 2063 also known as the Overtime Wage Act) that expands overtime protections. House Bill 2063 is effective July 1, 2021.
Virginia has enacted legislation (House Bill 196) that offers certain protections to employees who perform services on election day. House Bill 196 is effective immediately.
The State of Washington has enacted legislation (House Bill 2602) that expands the definition of race discrimination to include traits historically associated with race. House Bill 2602 is effective June 11, 2020.
The Virginia Safety and Health Codes Board enacted a temporary workplace safety standard in response to the COVID-19 pandemic. The Emergency Temporary Standard is effective July 27, 2020.
Virginia has enacted legislation (Senate Bill 712) that prohibits discrimination on the basis of, and requires reasonable accommodations for, pregnancy, childbirth, or related medical conditions. Senate Bill 712 takes effect July 1, 2020.
Virginia has enacted legislation (Senate Bill 868) that expands nondiscrimination protections to cover sexual orientation and gender identity. Senate Bill 868 takes effect July 1, 2020.
Virginia has enacted legislation (House Bill 622) that prohibits employers from retaliating against employees for discussing their wages. House Bill 622 takes effect July 1, 2020.
Virginia has enacted legislation (House Bill 1514) that amends the definition of racial discrimination to include traits historically associated with race, including hair texture, hair type, and certain hairstyles. House Bill 1514 takes effect July 1, 2020.
West Virginia has enacted Senate Bill 272, also known as the West Virginia Employment Law Workers Classification Act (the Act). The Act takes effect on June 9, 2021.
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The Fifth Circuit Court of Appeals in Texas has ruled that employers are prohibited from discriminating against LGBTQ workers under the Texas Commission on Human Rights Act (TCHRA).
The Oregon Bureau of Labor and Industries (BOLI) has recently released guidance on the Oregon Family Leave Act (OFLA) in the form of frequently asked questions.
New Mexico has enacted legislation (Senate Bill 35) that will require employers to pay high school workers at least the minimum wage per hour.
The New Jersey Supreme Court has clarified the scope of the state's Pregnant Workers Fairness Act (PWFA).
The New Jersey Department of Labor (NJDOL) has released guidance clarifying the circumstances in which employers may require their employees to receive the COVID-19 vaccination prior to returning to work.
Michigan has enacted legislation (House Bill 4047) that will provide funding to continue and expand hazard pay for direct care workers.
Kentucky has enacted legislation (House Bill 210) that amends and expands a state law that requires employers to provide leave to employees who adopt a child.
Illinois has enacted legislation (Senate Bill 1480) that restricts the use of conviction records for employment purposes. Senate Bill 1480 took effect immediately.
The Illinois Department of Labor (IDOL) has provided guidance on providing employees pay, leave, and flexibility so they can get the COVID-19 vaccination.
Delaware has enacted legislation (Senate Bill 32) that expressly prohibits employers from discriminating against individuals based on hair texture and protective hairstyles. Senate Bill 32 takes effect immediately.
The cities of Dallas and San Antonio, Texas enacted ordinances that would require employers to provide paid sick leave to covered employees.