Recent Updates

The U.S. Department of Labor (DOL) has released a final rule to increase the minimum salary required to qualify for certain overtime exemptions. The final rule takes effect Jan. 1, 2020. The DOL estimates that the changes will make about 1.2 million workers newly eligible for overtime, unless employers increase their salaries.

California has enacted legislation (Senate Bill 778) that will delay the expansion of the state's requirement to provide sexual harassment training.

Rhode Island enacted legislation (Senate Bill 1000) that amends report-in pay requirements. Senate Bill 1000 took effect on July 19, 2019.

Oregon has enacted legislation (House Bill 2005) that will provide eligible employees with wage-replacement benefits for family and medical leave beginning January 1, 2023. The program will apply to all employers (except federal) with employees in the state of Oregon.

New York has enacted legislation (Assembly Bill 4204) that clarifies the state's prohibition against religious discrimination. The law takes effect on October 8, 2019.

The state of New York has enacted several new rules that are aimed at combating discrimination and sexual harassment.

New Jersey has enacted legislation (Senate Bill 1790) that expands its existing wage payment laws to, among other things, require a new notice and increase penalties for violations. Senate Bill 1790 is effective immediately.

New Jersey has enacted legislation (Assembly Bill 1094) that prohibits employers from asking applicants about their salary history.  Assembly Bill 1094 takes effect on January 1, 2020.

Nevada has enacted legislation (Assembly Bill 132) that will add protections for applicants and employees who test positive for marijuana in a drug screen. Assembly Bill 132 takes effect January 1, 2020.

Illinois has enacted legislation (Senate Bill 75) that clarifies anti-harassment protections and imposes new requirements for employers to provide sexual harassment training.