Utah has enacted legislation (House Bill 396), which expands employer religious accommodation requirements. House Bill 396 is effective immediately.
Utah has enacted legislation (House Bill 55), which restricts certain nondisclosure and non-disparagement clauses. House Bill 55 is effective immediately and retroactively applies to agreements that are entered into on or after Jan. 1, 2023.
Utah has enacted legislation (House Bill 131), which prohibits most private employers from discriminating on the basis of vaccination or immunity status in employment decisions. House Bill 131 takes effect on May 3, 2023.
Utah has enacted legislation (House Bill 324), which provides an additional way for employers to help maintain a safe working environment. House Bill 324 takes effect on July 1, 2023.
Utah has amended its mobile workforce taxation rules, which create a taxation exemption for certain employees who work a limited time in the state annually. The amendments also modify the employer’s withholding obligations and penalties associated with that obligation.
Utah has enacted legislation (Senate Bill 144) that prohibits employers from accessing or inquiring about an employee’s private genetic information or discriminating on the basis of genetic information or procedures. Senate Bill 144 is effective immediately.
This notice is to inform you about the changes regarding employee’s marital status information. Under the Utah law, an employee is required to use the same marital status for both federal and state income tax withholding elections.
Utah has enacted a new law that provides immunity for certain types of employers that hire employees with a criminal background. The new law will automatically expire on July 1, 2025.
Utah has enacted legislation (House Bill 63) that requires an employer to exempt an employee from a mandatory COVID-19 vaccination if the employee provides certain medical documentation. House Bill 63 is effective immediately.
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.