Minnesota has enacted legislation that expressly prohibits discrimination against individuals based on traits associated with race, such as hair texture and hairstyles like braids, locs, and twists. The legislation (House File 37) takes effect August 1, 2023.

Bloomington, Minnesota has amended an ordinance that will require employers in the city to provide sick leave to employees. The ordinance will still take effect July 1, 2023.

We want to let you know about how San Francisco has enacted an ordinance that will require employers with 100 or more employees to provide supplemental pay for military leave.

The Puerto Rico Department of Treasury (Departmento de Hacienda) issued a circular letter (CC RI 23-01) with the applicable Pension Plan Contribution and Catch-up Limits beginning on or after Jan. 1, 2023 as shown below.

Governor Phil Murphy has signed Assembly Bill 4768 into law, which significantly amends New Jersey’s WARN Act (NJ WARN). Assembly Bill 4768 is set to take effect on April 10, 2023.

The Illinois Department of Labor (IDOL) has published final regulations to implement a requirement for Illinois employers with 100 or more employees to obtain an Equal Pay Registration Certificate (EPRC).

Colorado’s public health emergency leave (PHEL) requirement no longer applies to the flu, respiratory syncytial virus (RSV), and similar respiratory illnesses, according to guidance issued by the Colorado Department of Labor and Employment (CDLE). Beginning Jan. 8, 2023, the PHEL requirement applies to COVID-19 only.

The Pennsylvania Independent Regulatory Review Commission has approved amendments to the Pennsylvania Human Relations Act (PHRA), which provide new definitions of race, sex and religious creed, and effectively protect against hairstyle discrimination. The new rules are set to take effect within 60 days of their publication in the Pennsylvania Bulletin.

A three-judge panel of the Michigan Court of Appeals has ruled that the legislature was within its authority when it adopted and then amended ballot initiatives to increase the minimum wage and require paid sick leave. If left standing, the ruling means the minimum wage will stay at $10.10 per hour throughout 2023 and paid sick leave requirements would remain the same as they were in previous years. The plaintiffs are expected to appeal the decision.

Colorado’s Department of Labor and Employment (CDLE) has issued updated rules on how employers must calculate the rate of pay when employees use paid sick leave and public health emergency leave under the Healthy Families and Workplaces Act (HFWA).