It’s time for employers in Illinois and Nevada to update their employment policies to reflect the new state marijuana laws that went into effect in January 2020. Here is a breakdown of the laws, their impact on employers, and the policy revisions that may be needed as a result of the new laws. Illinois Cannabis Regulation and Tax Act Recreational drug use is now legal in Illinois under the
Employers in Iowa are required to post the updated version of the state’s Job Safety and Health notice, which describes new requirements under the OSH Act. What’s New for Job Safety and Health? The notice now states that employees may file a complaint with OSHA within 30 days of an act of retaliation or discrimination by an employer for making safety and health complaints or exercising their rights under the
Signed into law March 18, 2020, the new Families First Coronavirus Response Act will apply from the effective date through December 31. The Department of Labor’s (DOL) Wage and Hour Division (WHD) have provided further interpretation, of the Families First Coronavirus Response Act (FFCRA or Act), advising only certain employers are required to provide employees with the leave for specified reasons related to COVID-19. “When facing challenges such as this current
Last week, on March 18, 2020, President Trump signed the Families First Coronavirus Response Act (FFCRA) into law. The new bill expands employee coverage under the Family Medical Leave Act (FMLA) and provides Emergency Paid Sick Leave. Since the signing of the bill, the Department of Labor (DOL) has provided further interpretation and guidance for employers, which is now available on their website. If you are unsure of your status
Oregon employers with more than six employees must comply with a new discrimination law that requires reasonable accommodations for employees and prospective employees who have limitations related to pregnancy, including childbirth and lactation. Unlike Oregon’s Family Leave Act or sick time law, there is no waiting period for employees prior to becoming eligible for these protections. What This New Oregon Labor Law Requires The new Employer Accommodation for Pregnancy
At long last, Colorado’s Department of Labor and Employment has issued the new Colorado Overtime and Minimum Pay Standards Order—COMPS Order #36—which must be posted in workplaces, in both English and Spanish, by March 16, 2020. As of January 1, 2020, Colorado’s minimum wage is adjusted annually based on inflation. For the year 2020, the state’s minimum wage is $12.00 per hour or $8.98 for tipped employees. Unemancipated minors
Virginia’s Department of Social Services has released an update to the federal Earned Income Tax Credit (EITC) notice, which is in both English and Spanish. While the notice was issued in February, it has a revision date of 9/2019. New Requirements for Earned Income Tax Credit The EITC notice now states that earned income tax credit is for people who work for someone else or own/run a business or farm.
Many job applicants try to evade questions about their salary history during the salary negotiation process. But now it is illegal to ask for salary history in New Jersey and Philadelphia. The two jurisdictions join a larger trend of 18 state and 20 local governments taking aim at ending the disparity in the compensation of women and minorities. New Jersey The new law for New Jersey prohibits employers from
In February 2020, Utah’s Labor Commission released an updated version of the state’s Safety and Health (UOSH) notice. Under the Utah Occupational Safety and Health Act (Utah Act), employers are required to provide a safe and healthful working environment for all employees—a workplace that is free from any hazards that might result in the death of an employee or cause serious physical harm. What’s New for Utah Employees and Employers?
New information for employees who are forced to leave their job as a result of domestic violence, sexual violence, or stalking Employers in Vermont must post a new version of the state’s Unemployment Insurance notice. The notice, which was issued by Vermont’s Department of Labor (DOL), includes new information for employees who are forced to leave their job as a result of domestic violence, sexual violence, or stalking. These employees