The U.S. Department of Labor (DOL) has updated its guidance on certain wage and hour issues related to the COVID-19 pandemic.
The U.S. Department of Labor (DOL) has published new forms and guidance to address the new COBRA subsidy provided under the American Rescue Plan Act (ARPA).
The U.S. Occupational Safety and Health Administration (OSHA) has issued new guidance to help employers and employees identify risks of being exposed to and/or contracting COVID-19 at work.
The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule was scheduled to take effect March 1, 2021, but the DOL has since pushed back the effective date to April 30, 2021.
The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule takes effect March 1, 2021.
The Department of Labor has published a final rule that will change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule takes effect March 8, 2021.
The Department of Labor has published a proposed rule that would change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA).
The Department of Homeland Security (DHS) has adopted a temporary policy in response to delays in the government's production of certain Employment Authorization Documents (Form I-766, EAD) for the purposes of completing Form I-9.
The Department of Labor has amended regulations for the Families First Coronavirus Response Act (FFCRA) after a federal court struck down parts of previous regulations. The amended regulations take effect September 16, 2020.
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The state of Washington has enacted legislation (Senate Bill 5671), which amends its Equal Pay and Opportunities Act to add new salary transparency requirements. Senate Bill 5671 takes effect on Jan. 1, 2023.
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.
Alabama has enacted legislation (Senate Bill 31) that requires certain employers to provide leave to adoptive parents. Senate Bill 31 takes effect July 1, 2022.
The State of Washington has enacted legislation (House Bill 1794), which requires employers to reimburse employees for certain bank fees. House Bill 1794 takes effect on June 9, 2022.
Tennessee has enacted legislation (Senate Bill 1823) that requires employers that mandate COVID-19 vaccinations to allow certain exemptions. Senate Bill 1823 is effective immediately.
Oregon has enacted legislation (Senate Bill 1514) that temporarily re-defines compensation under the state’s Equal Pay Act (the Act). Senate Bill 1514 is effective immediately and is scheduled to end on Sept. 28, 2022.
Oregon has enacted a Final Rule (BLI 3-2022) that permanently allows an employee to use sick time for certain public health emergencies. The Final Rule is effective immediately.
The New York City Commission on Human Rights (NYCCHR) has released additional guidance on its pay transparency law, which takes effect on May 15, 2022.