Compliance Corner

Maine has enacted two pieces of legislation (Legislative Document 1294 and Legislative Document 1688) that prohibit employers from discriminating against applicants and employees based on their familial status, gender identity, or status as a domestic violence victim who seeks or receives an order of protection. The laws take effect October 18, 2021.

The Illinois Department of Public Health has issued an emergency rule that generally requires employees to wear masks indoors, regardless of their COVID-19 vaccination status. The emergency rule took effect August 30, 2021.

Illinois has enacted legislation (House Bill 3582) that expands leave requirements and other protections under the Victims' Economic Security and Safety Act (VESSA). House Bill 3582 takes effect January 1, 2022.

Illinois has enacted legislation (House Bill 1838) that expressly prohibits employers from discriminating against applicants and employees because of their association with an individual who has a disability. House Bill 1838 takes effect January 1, 2022.

Connecticut has enacted legislation (Senate Bill 1202) that requires employers to provide unpaid time off for employees to vote. The requirement takes effect immediately and expires on June 30, 2024.

Arizona's minimum wage will increase to $12.80 per hour on January 1, 2022. The change is a result of an adjustment for inflation.

North Carolina has enacted legislation (Senate Bill 208) that amends several wage notification requirements.  The law is currently in effect as of July 8, 2021.

New York City Mayor, Bill DeBlasio, has signed an Order (Emergency Executive Order 225) that requires businesses to ensure that individuals are vaccinated before allowing them to enter the premises. The Order is effective immediately.

Beginning July 1, 2021, under the Nevada Hospitality and Travel Workers Right to Return Act, certain employers in the casino, hospitality, stadium, and travel industries must offer their former employees laid off or furloughed due to the COVID-19 pandemic the opportunity to return to work. The Act also requires notice to employees who will be laid off that is different from a federal Worker Adjustment and Retraining Notification Act (WARN) notice, if a WARN notice is required.

Minnesota has enacted legislation (Senate Bill 9) that will expand a requirement to provide reasonable accommodations for pregnancy. Senate Bill 9 takes effect January 1, 2022.