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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Washington has enacted legislation (Senate Bill 5564) that restricts employers' use of employee assistance program (EAP) data. Senate Bill 5564 takes effect on June 9, 2022.
Washington DC has announced that its minimum wage will increase to $16.10 from the current rate of $15.20 per hour effective July 1, 2022.
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.
The Virginia Safety and Health Codes Board has repealed its Emergency Temporary Standard (ETS) and provided new guidance on COVID-19 safety procedures. The Board repealed the ETS on March 23, 2022.
The City of Philadelphia has enacted Bill 220051-A, which amends its Public Health Emergency law (PHEL). Bill 220051-A took effect on March 9, 2022, and is set to expire on December 31, 2023.
Nebraska has enacted legislation (LB 906e) that requires employers to provide medical and religious exemptions if they mandate COVID-19 vaccinations. Legislative Bill 906e took effect on March 1, 2022.
Colorado has implemented rules effective May 1, 2022 that require additional meal and rest breaks for agricultural workers when dangerous conditions exist.
The Los Angeles County Department of Public Health (LACDPH) has issued an order lifting indoor mask requirements in many places.