Monthly Archives: August 2021

Applies to:          All Employers in Nonhealthcare Settings Effective:             July 27, 2021 The CDC recently updated its mask guidance for vaccinated individuals (in nonhealthcare settings) to “wear a mask indoors in public if you are in an area of substantial or high transmission.” The CDC also provides a map of the country indicating which counties currently

Applies to:          All Employers in IL, IN, WI with Ministerial Employees Effective:             July 9, 2021 In 2020, in Demkovich v. St. Andrew the Apostle Parish, Calumet City, the Seventh Circuit Court of Appeal stated that the ministerial exception does not bar hostile work environment claims under federal employment discrimination laws. Religious organizations may claim exemption

Applies to:          All Employers with CA Employees Effective:             June 25, 2021 In Levanoff v. Dragas, the California Court of Appeal stated that employers with employees who earn wages at more than one rate may use the rate-in-effect method of calculating overtime. Specifically, employees who work at different rates of pay within a single pay period

Applies to:          All Employers with 15 or more CT Employees in Specified Industries Effective:             July 13, 2021 Substitute Senate Bill No. 658, signed into law on July 13, 2021 and effective immediately, obliges employers in specified hospitality and business service industries to follow new recall and retention requirements. These new provisions follow in the same

Applies to:          All Employers with IA Employees Effective:             June 25, 2021 The Iowa Supreme Court recently weighed in on two cases involving Iowa’s drug testing law, clarifying employer obligations and testing processes. In Woods v. Charles Gabus Ford, Inc., the Iowa Supreme Court stated that an employer who failed to include the cost of a

Applies to:          All Employers with 25+ LA Employees Effective:             August 1, 2021 Louisiana employers will need to begin providing reasonable accommodations to employees who are impacted by pregnancy, childbirth, or related medical conditions. Previously, employers were only required to provide accommodations if they already provided accommodations to others who are similar in their ability or

Applies to:          All Employers with LA Employees Effective:             August 1, 2021 HB 707 implements new fair chance rules for job applicants with a criminal history. First, employers cannot inquire into an applicant’s arrest history that did not result in a conviction. Second, when considering criminal records, employers must conduct an individual assessment of whether an

Applies to:          All Employers with ME Employees Effective:             As Indicated Maine’s summer legislative session resulted in several new bills implementing or expanding upon previous employment regulations, including ban-the-box, tip credits, paid family leave eligibility, and more. LD 1167: Ban-the-Box. Effective October 18, 2021, employers are prohibited from requesting criminal history information on initial employment application

Applies to:          All Employers with 15+ MN Employees Effective:             January 1, 2022 Minnesota employers are required to provide workers with certain pregnancy-related accommodations, including lactation breaks. As part of the Omnibus Jobs and Economic Growth Finance and Policy Bill, a new amendment expands on the existing protections in place. More specifically, employers will be prohibited

Applies to:          All Employers with NH Employees Effective:             July 1, 2021, with coverage by January 1, 2023 New Hampshire isn’t the first state to provide paid family leave, but its Granite State Paid Family Leave Plan differs from other state leave programs in several ways. The new plan provides New Hampshire workers who take paid