Rhode Island has enacted legislation (House Bill 7058), which will require employers with more than 50 employees to post a veterans’ benefits and services poster. House Bill 7058 takes effect on Jan. 1, 2025.
New York has enacted legislation (Assembly Bill A8947C), which will require certain retail employers to take action to help prevent workplace violence and to install panic buttons. Assembly Bill A8947C's workplace prevention requirements take effect on March 4, 2025. The panic button requirements take effect on Jan. 1, 2027.
Action required for clients with no employees covered by the Minnesota Unemployment Insurance program or with some employees covered and some employees not covered by the program. Clients will need to create and file a wage detail report for employees not covered by the program. Review the Next Steps section for more.
Illinois has enacted legislation that prohibits employers from discriminating against employees because of their family responsibilities. The changes take effect Jan. 1, 2025.
Illinois has enacted legislation that sets new standards for working conditions for employees under 16 years of age, including limiting hours of work and updating the list of jobs minors are prohibited from holding. The changes were enacted via Senate Bill 3646 and take effect on Jan. 1, 2025.
Illinois has enacted legislation that prohibits employers from taking adverse action against employees because they refuse to attend an employer-sponsored mandatory meeting that communicates the opinion of the employer about religious or political matters. The changes take effect Jan. 1, 2025.
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Due to the COVID-19 outbreak, the City of Philadelphia expanded its paid sick leave ordinance and postponed its predictive scheduling law.
Oregon has enacted a temporary rule that expands the Oregon Family Leave Act (OFLA) to cover certain situations that may arise as a result of COVID-19. The rule is in effect from March 18, 2020 through at least September 13, 2020.
The State of New York has enacted legislation (Senate Bill 8091) that provides paid leave to employees subject to a quarantine or isolation order as a result of COVID-19.
Maine has enacted legislation (Legislative Document 1986) that clarifies a recent law that generally prohibits employers from seeking social security numbers from prospective employees on employment applications.
The California Supreme Court has ruled that employers must pay employees covered under California Wage Order 7 for the time they spend on the employer's premises waiting for, and undergoing, required exit searches.