Monthly Archives: May 2022

Applies to:          All Employers with CA, CT, DC, FL, IL, MD, MN, NV, and OR Employees Effective:             As Indicated On July 1, 2022, minimum wage will increase in states and localities across the country. Although not a comprehensive list, the following are key areas to review. California Alameda: $15.75/hour Berkeley: $16.99/hour Emeryville: $17.68/hour Fremont: $16/hour

Applies to:          All Employers with 15+ Employees Effective:             April 5, 2022 The U.S. Department of Justice (DOJ) recently published “The Americans with Disabilities Act and the Opioid Crisis: Combating Discrimination Against People in Treatment or Recovery” which provides guidance to employers on how to manage employees recovering from opioid addiction. Most notably, the guidance states

Applies to:          All Employers with 15+ Employees Effective:             April 5, 2022 The U.S. Department of Justice (DOJ) recently published “The Americans with Disabilities Act and the Opioid Crisis: Combating Discrimination Against People in Treatment or Recovery” which provides guidance to employers on how to manage employees recovering from opioid addiction. Most notably, the guidance states

Applies to:          Employers with 15+ AK, AZ, CA, HI, ID, MT, NV, OR, WA, Guam, or North Mariana Islands Employees Effective:             April 7, 2022 In Buchanan v. Watkins & Letofsky, the Ninth Circuit Court of Appeals stated that the same test that applies under Title VII for determining whether employers are integrated, also applies to

Applies to:          All Employers with In-Person CA Employees Effective:             May 6, 2022 Cal/OSHA’s emergency temporary standard (ETS) addressing COVID-19 safety in the workplace has been readopted through the end of the year. Some requirements stay the same (e.g., exclusion pay) and some have significant changes. Here is a summary look at key changes employers should

Applies to:          All Employers with CT Employees Effective:             TBD On March 22, 2022, Connecticut issued its final proposed regulations for the state’s Family and Medical Leave Act (CTFMLA). The proposed regulations make quite a few changes to previously released regulations and are expected to soon be adopted in their current form or with limited revisions.

Applies to:          All Employers with 15+ Employees Effective:             April 22, 2022 Florida recently enacted the Stop W.O.K.E. Act, amending the Florida Civil Rights Act. While much has been written about the law nationally, there has been little focus on the items of the bill that impact employers – specifically an employer’s efforts to provide training

Applies to:          All Employers with 100+ IL Employees Effective:             March 24, 2022 The Illinois Equal Pay Act amendments went into effect on March 24, 2022. By March 23, 2023, employers with 100 or more employees must apply for an Equal Pay Registration Certificate with the Illinois Department of Labor (IDOL). Following application, and once the

Applies to:          All Private Employers with 11+ Employees Effective:             January 1, 2023 Beginning January 1, 2023, HP 160 will require private employers with 11 or more employees to pay all accrued, unused paid vacation when an employee leaves employment. Payment must be made no later than the next payday following exit. “Cessation of employment” includes

Applies to:          All Employers with MD Employees Effective:             October 1, 2023 Maryland recently passed the Time to Care Act, requiring all employers to provide eligible Maryland employees with paid family and medical leave. The following is a key summary of the Act’s requirements. Covered Employees: A covered employee is any employee that has worked at