Recent Updates

The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule was scheduled to take effect March 1, 2021, but the DOL has since pushed back the effective date to April 30, 2021.

The State of New York has enacted Senate Bill 2588-A, which grants employees paid time off to receive a COVID-19 vaccination. Senate Bill 2588-A is effective immediately and set to expire on December 31, 2022.

New York City enacted bill Int. 1314-A , which amends the New York City Fair Chance Act (FCA). Int. 1314-A takes effect on July 28, 2021.

The living wage in the City and County of Santa Fe, New Mexico will increase to $12.32 per hour on March 1, 2021.

New Jersey Governor Phil Murphy has signed Assembly Bill 21, also known as the New Jersey Cannabis Regulatory, Enforcement Assistance, and Marketplace Modernization Act, or "the Act." While the Act is effective immediately, the employment-related protections for recreational marijuana users do not become operative until initial rules and regulations are adopted.

Connecticut has enacted legislation (House Bill 6515) that makes clear that employers are prohibited from discriminating against applicants and employees because of their hair texture and protective hairstyles. House Bill 6515 is effective immediately.

The California Supreme Court has ruled that employers are prohibited from using rounding practices when tracking whether meal periods are provided in compliance with state requirements.

California has enacted legislation (Senate Bill 95) that requires employers with more than 25 employees to provide COVID-19 supplemental paid sick leave to employees. The leave requirement applies retroactively to January 1, 2021 and will remain in effect through September 30, 2021.

The California Department of Fair Employment and Housing (DFEH) has published new guidance answering questions about upholding state nondiscrimination requirements during the COVID-19 pandemic. The guidance addresses vaccination policies and practices and other topics.

Several cities and counties in California have approved ordinances that require employers to provide hazard pay (premium pay in addition to the employee's regular rate of pay) to certain employees. The following chart provides a brief overview of these requirements. Many of these laws also have notice, recordkeeping, and other requirements. Employers in these jurisdictions should read the ordinances in full to determine their full compliance requirements.