The Colorado Civil Rights Division has updated its Anti-Discrimination Notice. "Pregnancy" is listed as a new protected class under the Employment Discrimination section of the notice. 

The North Carolina Department of Labor has updated its OSH notice to notify employees of their right to be free of discrimination or retaliation for raising health or safety concerns, filing a complaint, reporting work-related injuries and illnesses, and assisting an inspector.

As we have previously reported, San Diego has passed an Implementing Ordinance, which amends the current San Diego sick leave law.   Our Sick Leave Toolkit has been updated based on the Implementing ordinance.

Delaware has passed a series of laws that will prohibit employers from discriminating against individuals because of their family responsibilities, their reproductive health decisions, or for discussing their wages with co-workers.

Effective October 1, 2016, transgender individuals in Massachusetts will have the legal right to use restrooms, changing rooms, and locker rooms that correspond to their gender identity, regardless of their assigned sex. Additionally, no place of public accommodation (that is any place that is open to and solicits the patronage of the general public) will be allowed to discriminate or advertise in a way that discriminates based on gender identity.

Ohio has joined the growing list of states legalizing the use of marijuana for medicinal purposes. The law takes effect on September 6, 2016, although the state must now go through the process of creating and implementing a regulatory program before its constituents can begin dispensing medical marijuana. That process is expected to take up to two years.

The Tennessee Lawful Employment Law Act (E-Verify Act) was recently amended in an effort to minimize the compliance burden on small businesses and strengthen the authority of the Tennessee Department of Labor (TDOL) to pursue violators.  Effective January 1, 2017, private employers with at least 50 employees are required to enroll in the E-Verify program and use the system to verify employment eligibility for newly hired workers.  In addition, the amendment authorizes the TDOL to pursue employers that knowingly violate the E-Verify Act.