Tennessee has enacted legislation (House Bill 2733) that requires an employer to allow a veteran employee to take all of Veterans Day off as a non-paid holiday under certain circumstances. House Bill 2733 is effective immediately.

Tennessee has enacted legislation (Senate Bill 1884) and (House Bill 1871), which create a sunset date for COVID-19 related laws and adds employee protections for natural COVID-19 immunity. Senate Bill 1884 takes effect on July 1, 2023, and House Bill 1871 is effective immediately.

The Pennsylvania Department of Labor and Industry has adopted a final rule addressing tipped employees and the calculation of overtime pay for salaried nonexempt employees.  The final rule takes effect on August 5, 2022.

Louisiana has enacted legislation (House Bill 1083) that expressly prohibits employers from discriminating against individuals based on their natural, protective, or cultural hairstyle. House Bill 1083 takes effect August 1, 2022 and applies to employers with 20 or more employees.

Illinois has enacted legislation (Senate Bill 3146) that amends the state’s rules governing a day of rest and meal periods. Senate Bill 3146 takes effect January 1, 2023.

Georgia has enacted legislation (House Bill 389) that clarifies the test used to determine whether an individual is an independent contractor or employee for the purpose of unemployment benefits in the state. House Bill 389 takes effect July 1, 2022.

Delaware has enacted legislation (Senate Bill 1) that creates a paid family and medical leave program in the state. The program will be funded by payroll contributions to be paid by covered employers and employees beginning Jan. 1, 2025. Employees may begin using such leave in 2026.

Effective Jan. 1, 2022, Connecticut’s family and medical leave law expanded to cover all private sector employers and to include other changes. Additionally, on January 1, 2022, the state’s paid family leave program went into effect. These laws include an employer notice obligation.   Click here for more information. 

West Virginia has issued a final rule that amends child labor regulations. The final rule is effective immediately and set to expire on Aug. 1, 2027.