May 2025

State Updates

 

New South Carolina SOC code and hours worked requirements for quarterly reporting

03/07/23

If you have employees in South Carolina, we need your help with new filing requirements beginning with the first quarter 2024.
Friday, March 1, 2024/Author: ADP Admin/Number of views (4967)/Comments (0)/

New York City Increases Employee Earned Safe and Sick Time Protections

03/07/23

New York City has enacted a law (Int. 0563-2022) that eases the process for an employee to file an Earned Safe and Sick Time Act lawsuit. Int. 0563-2022 takes effect on March 20, 2024.

Friday, March 1, 2024/Author: ADP Admin/Number of views (5120)/Comments (0)/

Minnesota Offers Updated Guidance on New Paid Sick Leave Law

03/07/23

The Minnesota Department of Labor and Industry has updated answers to frequently asked questions about a paid sick leave requirement that went into effect January 1, 2024. All employees who work at least 80 hours in a year for an employer in Minnesota are covered by the paid sick leave law.
Friday, March 1, 2024/Author: ADP Admin/Number of views (4697)/Comments (0)/

California Updates Guidance & Resources for Pay Data Reporting, Opens Portal

03/07/23

California’s Civil Rights Division (CRD) has released updated frequently asked questions, templates, and a user guide for the 2023 pay data reporting period for employers with 100 or more employees. Employers must use the CRD’s online pay data reporting portal to submit their annual reports. The portal is open. The reporting deadline for 2023 is May 8, 2024.

Friday, March 1, 2024/Author: ADP Admin/Number of views (5031)/Comments (0)/

Philadelphia Updates Employer Background Screening Requirements

02/01/24

The City of Philadelphia has amended an ordinance to add provisions regarding convictions that result in exoneration. The amendment took effect on Jan. 19, 2024.
Tuesday, January 30, 2024/Author: ADP Admin/Number of views (4923)/Comments (0)/

Pennsylvania Adds Employer Background Screening and Hiring Protections

02/01/24

Pennsylvania has enacted legislation (House Bill 689) that clarifies employer background screening and hiring responsibilities. House Bill 689 takes effect on Feb. 12, 2024.
Tuesday, January 30, 2024/Author: ADP Admin/Number of views (4978)/Comments (0)/

Washington, D.C. to Require Job Listings That Disclose Pay Information

02/01/24

The District of Columbia has enacted an ordinance that will require employers to disclose in job listings the projected minimum and maximum hourly rate or salary for the position. The ordinance takes effect June 30, 2024.

Tuesday, January 30, 2024/Author: ADP Admin/Number of views (4763)/Comments (0)/

Colorado Provides Guidance on Amended Pay Transparency Rules

02/01/24

The Colorado Department of Labor and Employment (CDLE) recently issued guidance on changes to the state’s pay transparency rules.

Tuesday, January 30, 2024/Author: ADP Admin/Number of views (5311)/Comments (0)/

California COVID-19 presumptions have expired, here’s what you need to know.

02/01/24

California’s COVID 19 presumptions expired Jan. 1, 2024
Tuesday, January 30, 2024/Author: ADP Admin/Number of views (5509)/Comments (0)/
Tags: 02/01/24

Nevada Expands Domestic Violence Leave Law

01/04/24

Nevada has enacted legislation (Assembly Bill 163) that expands domestic violence leave protections. Assembly Bill 163 took effect on Jan. 1, 2024.
Wednesday, January 3, 2024/Author: ADP Admin/Number of views (4977)/Comments (0)/
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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 (6846)/Comments (0)

Tags: 11/04/21
 

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