Sick Leave Toolkit Updated for Arizona, Chicago, Cook County, Emeryville, Los Angeles, Minneapolis, and St Paul

7/6/17

Our Sick Leave Toolkit, which includes Frequently Asked Questions (FAQs) and model sick leave policies for jurisdictions with sick leave laws, has been updated based on recent agency guidance, rules and/or best practice recommendations.

Thursday, July 6, 2017/Author: Taneil Jaeger/Number of views (11019)/Comments (0)/

Categories: Arizona California Illinois Minnesota

Tags: Compliance Corner Compliance update 7/6/17

California’s Department of Fair Employment and Housing Approves New Regulations to Protect Transgender Employees

7/6/17

California’s Department of Fair Employment and Housing (DFEH) has approved new regulations that expand the protections available for people who identify as transgender. The regulations also expand protections for gender identity and gender expression.

Thursday, July 6, 2017/Author: Taneil Jaeger/Number of views (13263)/Comments (0)/

Categories: California

Tags: Compliance Corner Compliance update 7/6/17

Georgia Kin Care Law Takes Effect

7/6/17

Effective July 1, 2017, large employers in Georgia that pay sick leave to their employees—or choose to do so in the future—must allow their employees to use paid sick leave to care for their “immediate family members.”

Thursday, July 6, 2017/Author: Taneil Jaeger/Number of views (8658)/Comments (0)/

Categories: Georgia

Tags: Compliance Corner Compliance update 7/6/17

Nevada Employers Must Provide Reasonable Breaks for Nursing Mothers to Express Breast Milk

7/6/17

Effective July 1, 2017, Nevada employers must provide a nursing mother of a child less than one year of age reasonable break time, with or without permission and with or without pay, to express breast milk as needed.

Thursday, July 6, 2017/Author: Taneil Jaeger/Number of views (8802)/Comments (0)/

Categories: Nevada

Tags: Compliance Corner Compliance update 7/6/17

Texas Takes Aim at Unequal Treatment of Employees with Foster Children

7/6/17

Leave policies that allow employees to take leave to care for or assist their sick biological or adopted children must also allow leave to care for or assist a sick foster child.

Thursday, July 6, 2017/Author: Taneil Jaeger/Number of views (7607)/Comments (0)/

Categories: Texas

Tags: Compliance Corner Compliance update 7/6/17

California Employers Should Reevaluate Their Criminal Background Check Practices before July 1, 2017

6/15/17

The Department of Fair Employment and Housing (DFEH) finalized new regulations limiting the ability of employers to consider criminal history when making employment decisions.

Thursday, June 15, 2017/Author: Taneil Jaeger/Number of views (6011)/Comments (0)/

Categories: California

Tags: Compliance Corner Compliance update 6/15/17

New York City Limits Fast Food and Retail Employers’ Scheduling Flexibility

6/15/17

The New York City Council passed the “Fair Workplace” legislative package, which regulates scheduling for fast food and retail employees. Comprised of multiple separate bills, the legislation acts mostly to restrict fast food and retail employers’ ability to create and modify employee schedules. It also imposes penalties for employer violations, and requires fast food employers to pay specified premiums for scheduling variations that are made outside specific timeframes.

Thursday, June 15, 2017/Author: Taneil Jaeger/Number of views (8541)/Comments (0)/

Categories: New York

Tags: Compliance Corner Compliance update 6/15/17

Nevada Enacts Pregnant Workers’ Fairness Act and Requires Immediate Compliance with Notice Obligations

6/15/17

On June 2, 2017, Nevada enacted the Pregnant Workers’ Fairness Act, making it is an unlawful employment practice for an employer to: (1) refuse to provide a reasonable accommodation to a female employee or applicant for a condition relating to pregnancy, childbirth or a related medical condition; and (2) to take adverse action against, or deny an employment opportunity to, an otherwise qualified female employee or applicant due to a request for, or use of, a reasonable accommodation. The Act also requires affected employers to immediately provide employees three distinct written or electronic notices.

Thursday, June 15, 2017/Author: Taneil Jaeger/Number of views (9809)/Comments (0)/

Categories: Nevada

Tags: Compliance Corner Compliance update 6/15/17

Rhode Island Employer’s Refusal to Hire Medical Marijuana User Violates State Law

6/15/17

The Rhode Island Superior Court has ruled that an employer cannot refuse to hire a medical marijuana cardholder, even if the individual admittedly would not pass the employer’s pre-employment drug test required of all applicants.

Thursday, June 15, 2017/Author: Taneil Jaeger/Number of views (9593)/Comments (0)/

Categories: Rhode Island

Tags: Compliance Corner Compliance update 6/15/17

The Medical Marijuana Train Arrives in West Virginia

5/18/17

On April 19, 2017, The West Virginia Medical Cannabis Act (“Act”) became law. In addition to permitting patients to use marijuana for medicinal use, the Act contains anti-discrimination and retaliation provision as well as other provisions that impact West Virginia employers.

Thursday, May 18, 2017/Author: Taneil Jaeger/Number of views (8640)/Comments (0)/

Categories: West Virginia

Tags: Compliance Corner Compliance update 5/18/17

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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 (6499)/Comments (0)

Tags: 11/04/21