The District of Columbia’s chief financial officer has announced that there is already sufficient funding in a program offering paid family leave benefits to eligible employees to expand it and to reduce the employer contribution rate. As a result of the announcement, the changes will be implemented as soon as July 1, 2022.

The Virginia Safety and Health Codes Board has repealed its Emergency Temporary Standard (ETS) and provided new guidance on COVID-19 safety procedures. The Board repealed the ETS on March 23, 2022.

The City of Philadelphia has enacted Bill 220051-A, which amends its Public Health Emergency law (PHEL). Bill 220051-A took effect on March 9, 2022, and is set to expire on December 31, 2023.

Nebraska has enacted legislation (LB 906e) that requires employers to provide medical and religious exemptions if they mandate COVID-19 vaccinations. Legislative Bill 906e took effect on March 1, 2022.

Colorado has implemented rules effective May 1, 2022 that require additional meal and rest breaks for agricultural workers when dangerous conditions exist.

The Los Angeles County Department of Public Health (LACDPH) has issued an order lifting indoor mask requirements in many places.

The City of Emeryville, California has announced that the minimum wage for the city will increase.

The Department of Homeland Security (DHS) has announced that a temporary policy regarding expired documents used for Form I-9 purposes will end on April 30, 2022. The I-9 is used to verify a new hire's identity and work authorization.

When an employee leaves your company, you have a responsibility to ensure that they receive their final pay in accordance with federal and state law. Generally, these laws dictate when you must provide the employee with their final pay, where it must be delivered, and what the pay must include. Below, we provide answers to frequently asked questions about final pay.