Compliance Corner

Utah has enacted a new law that provides immunity for certain types of employers that hire employees with a criminal background. The new law will automatically expire on July 1, 2025.

Tennessee has enacted legislation (Senate Bill 1823) that requires employers that mandate COVID-19 vaccinations to allow certain exemptions. Senate Bill 1823 is effective immediately.

Oregon has enacted legislation (Senate Bill 1514) that temporarily re-defines compensation under the state’s Equal Pay Act (the Act). Senate Bill 1514 is effective immediately and is scheduled to end on Sept. 28, 2022.

Oregon has enacted a Final Rule (BLI 3-2022) that permanently allows an employee to use sick time for certain public health emergencies. The Final Rule is effective immediately.

The New York City Commission on Human Rights (NYCCHR) has released additional guidance on its pay transparency law, which takes effect on May 15, 2022.

On April 7, 2022, Governor Mills of Maine signed into law H.P. 160, which requires employers to pay out all accrued, unused vacation at the time of separation.  This requirement becomes effective on Jan. 1, 2023.

Malibu, California  has announced that the minimum wage for the City will increase.

Alabama has enacted legislation (House Bill 272) that amends the conditions under which employees are entitled to keep firearms in their cars while in their employer’s parking lot. House Bill 272 takes effect Jan. 1, 2023.

New York has enacted legislation (Assembly Bill 2035B and Senate Bill 5870), which will require employers to provide employees with information on the new sexual harassment prevention hotline and classifies the release of certain employee information as retaliation.