Compliance Corner

The District of Columbia has enacted an emergency ordinance that requires employers with 50-499 employees to provide paid leave to employees impacted by COVID-19. The emergency ordinance also temporarily expands the D.C. Family and Medical Leave Act (DCFMLA). The emergency ordinance took effect immediately and has been extended until November 16, 2020.

A federal district court judge in New York has struck down regulations relating to joint employment under the Fair Labor Standards Act (FLSA).

Minnesota's minimum wage will increase on January 1, 2021 as a result of an annual adjustment for inflation.

Massachusetts has issued amended regulations implementing the state's paid family and medical leave program.

Hawaii has enacted legislation (Senate Bill 2193) that shortens the lookback period that's allowed when considering criminal conviction records for employment purposes. Senate Bill 2193 is effective immediately.

Hawaii has enacted legislation (House Bill 2148) that expands and clarifies the Hawaii Family Leave Law (HFLL). While House Bill 2148 wasn't enacted until September 15, 2020, the law says it is effective July 1, 2020.

Hawaii has enacted legislation (House Bill 2054) that prohibits employers from retaliating against an employee for disclosing or discussing sexual harassment or sexual assault. House Bill 2054 is effective immediately.

Hawaii has enacted legislation (Senate Bill 2638) that amends the rules governing certification of the need for domestic violence leave and reasonable accommodations. Senate Bill 2638 takes effect January 1, 2021.

Georgia has enacted legislation (Senate Bill 443) that limits the maximum garnishment for private student loans. Senate Bill 443 takes effect January 1, 2021.

SB1159 was signed into law on September 17, 2020 and goes into effect immediately. It applies to CA employers with employee dates of injury on or after July 6, 2020. This law places a new burden on employers with operations in CA to report any employee who tests positive for COVID-19 to their workers' compensation claims administrator. California Employers have until October 16th, 2020 to fulfill the retroactive reporting requirement.