May 2025

State Updates

 

Maine Enacts Regulatory Structure for Adult Use of Marijuana

06/06/18

On May 2, 2018, the Maine Legislature overrode Governor Paul LePage’s veto and enacted An Act to Implement a Regulatory Structure for Adult Use of Marijuana (“the Adult Use Act”). The Adult Use Act deletes the anti-discrimination provision that prohibited Maine employers from refusing to employ or otherwise penalizing any person age 21 or older based on that person’s “consuming marijuana outside the . . . employer’s . . . property.”
Tuesday, June 5, 2018/Author: ADP Admin/Number of views (4733)/Comments (0)/
Categories: Maine
Tags: 06/06/18

Employers Cannot Consider Prior Salary History under the Federal Equal Pay Act

06/106/18

On April 9, 2018, the U.S. Court of Appeals for the Ninth Circuit held in Rizo v. Yovino that prior salary alone—or in combination with other factors—cannot justify a wage differential between male and female employees under the Equal Pay Act. No. 16-15372 (Apr. 9, 2018). This Rizo decision overturns a 2017 Ninth Circuit decision, which held that prior salary was a permissible “factor other than sex” under the Equal Pay Act. The Rizo decision is now the federal law across the Ninth Circuit jurisdiction - Alaska, Arizona, California, Hawaii, Idaho, Montana, Nevada, Oregon, and Washington.
Tuesday, June 5, 2018/Author: ADP Admin/Number of views (12244)/Comments (0)/
Categories: AlaskaArizonaCaliforniaHawaiiIdahoMontana Nevada Oregon Washington
Tags: 06/06/18

Connecticut Bars Pay History Inquiries

06/06/18

Connecticut has enacted legislation (House Bill 5386) that will prohibit employers from asking applicants about their pay history. The law generally prohibits employers from inquiring about an applicant’s pay history, unless the prospective employee has voluntarily disclosed the information. 
Tuesday, June 5, 2018/Author: ADP Admin/Number of views (4792)/Comments (0)/
Categories: State Compliance UpdateConnecticut
Tags: 06/06/18

California Supreme Court Broadens Definition of “Employee” in Independent Contractor Analysis

06/06/18

Diverging from decades-old precedent, the California Supreme Court in Dynamex announced a significant change in independent contractor law, adopting a strict three-prong test for determining whether an individual is an employee or an independent contractor under the state’s Industrial Work Commission Wage Orders (“Wage Orders). Dynamex Operations West, Inc. v. Superior Court of Los Angeles County, 2018 Cal. LEXIS 3152 (Cal. Apr. 30, 2018).
Tuesday, June 5, 2018/Author: ADP Admin/Number of views (5804)/Comments (0)/
Categories: State Compliance UpdateCalifornia
Tags: 06/06/18

California/OSHA Housekeeping Injury Standard Takes Effect July 1, 2018

06/06/18

The Cal/OSHA Standards Board (Board) has approved a standard on “Hotel Housekeeping Musculoskeletal Injury Prevention.” This new standard, which takes effect July 1, 2018, is intended to control the risk of musculoskeletal injuries and disorders to housekeepers in hotels and other “lodging establishments.”
Tuesday, June 5, 2018/Author: ADP Admin/Number of views (4292)/Comments (0)/
Categories: State Compliance UpdateCalifornia
Tags: 06/06/18

Washington Amends the Equal Pay Opportunity Act

05/03/18

Washington amends the Equal Pay Opportunity Act, its wage discrimination law, to prevent pay differentials based on gender. It also prohibits employers from punishing employees for sharing salary information with their coworkers.
Tuesday, May 1, 2018/Author: ADP Admin/Number of views (6728)/Comments (0)/
Categories: Compliance Corner Washington
Tags: 05/03/18

Washington Expands Employment Discrimination Protections for Victims of Domestic Violence

05/03/18

Job applicants and employees in Washington who are survivors of domestic violence, sexual assault, or stalking will have new protections against employment discrimination under a law that will go into effect on June 7, 2018.
Tuesday, May 1, 2018/Author: ADP Admin/Number of views (6641)/Comments (0)/
Categories: Compliance Corner Washington
Tags: 05/03/18

Breastfeeding Permitted in Any Place of Public Accommodation in Utah

05/03/18

Utah amends its civil rights law to prohibit discrimination based on pregnancy in places of public accommodation. The amendment also creates the Utah Breastfeeding Protection Act, which provides that a woman may breastfeed in any place of public accommodation.
Tuesday, May 1, 2018/Author: ADP Admin/Number of views (7829)/Comments (0)/
Categories: Compliance Corner Utah
Tags: 05/03/18

Rhode Island Paid Sick & Safe Leave is Headed to a Worksite Near You

05/03/18

Rhode Island has joined the growing list of states and municipalities that have enacted paid sick leave laws. The new law takes effect July 1, 2018.
Tuesday, May 1, 2018/Author: ADP Admin/Number of views (7608)/Comments (0)/
Categories: Compliance Corner Rhode Island
Tags: 05/03/18

West Virginia Employers No Longer Allowed to Prohibit Guns Inside Vehicles in Company Parking Lots

04/19/18

Pursuant to the Business Liability Protection Act, West Virginia employers may not prohibit any customer, employee, or other person lawfully on the premises from storing a lawfully possessed firearm inside of a privately-owned vehicle in a company parking lot, so long as the firearm is out of view and locked inside the vehicle.
Wednesday, April 18, 2018/Author: ADP Admin/Number of views (8158)/Comments (0)/
Categories: Compliance Corner West Virginia
Tags: 04/19/18
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Recent State Updates

Iowa requires waivers from employer COVID-19 vaccine mandates

11/04/21

Author: ADP Admin/Wednesday, November 3, 2021/Categories: Compliance Corner , State Compliance Update, Iowa

Iowa has enacted legislation (House File 902) that requires employers to grant waivers to their COVID-19 vaccination requirements under certain circumstances. House File 902 is effective immediately.

Waivers from COVID-19 Vaccination Mandates:

House File 902 states that if employers require employees to receive the COVID-19 vaccine, they must waive the requirement if the employee submits either of the following:

  • A statement that receiving the vaccine would be injurious to the health and well-being of the employee or an individual residing with the employee.
  • A statement that receiving the vaccine would conflict with the tenets and practices of the employee’s religion.

Unemployment Benefits:

The law also establishes that an employee isn’t disqualified from receiving unemployment benefits if they are terminated for refusing COVID-19 vaccination.

Compliance Recommendations:

Iowa employers should consult legal counsel to discuss the impact of House File 902 on their vaccination policies and practices. Please contact your dedicated service professional with any questions.

Number of views (6485)/Comments (0)

Tags: 11/04/21
 

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