Effective immediately, Seattle has expanded the reasons employees may take leave under its Paid Sick and Safe Time Ordinance.

San Jose, California has adopted an emergency ordinance that will require employers to provide paid sick leave to employees if they are exempt from the leave requirements under the federal FFCRA. The ordinance is in effect from April 7 through Dec. 31, 2020.

Pennsylvania has enacted legislation (House Bill 68) that eases unemployment eligibility rules and requires employers to provide employees with an unemployment notice. House Bill 68 takes effect immediately.

New York has enacted legislation (SB 7506B) that will require all employers in the state to provide employees with sick leave. The law takes effect on Jan. 1, 2021; however, employees begin accruing sick time on Sept. 30, 2020.

The New York State Department of Labor has adopted an emergency rule that requires employers to provide an unemployment insurance notice to employees whose work schedule and/or employment status is impacted by COVID-19.

New Jersey has enacted legislation (Senate Bill 2374) that amends the state's Family Leave Act and the Temporary Disability Insurance program. Senate Bill 2374 takes effect immediately and is retroactive to March 25, 2020.

Michigan Governor, Gretchen Whitmer, has issued an executive order that expands protections for certain workers impacted by COVID-19. The executive order is effective immediately and will continue until the end of the states of emergency and disaster.

The Louisiana Workforce Commission has adopted an emergency rule that expands the unemployment insurance notice requirements.

Dallas and San Antonio, Texas enacted ordinances that require employers to provide paid sick leave to covered employees.

The Connecticut Commission on Human Rights and Opportunities has announced that due to COVID-19, employers may request a 90-day extension to required anti-sexual harassment training for employees hired after Oct. 1, 2019.