Monthly Archives: June 2024

Applies to: All Employers with Employees in CA, DC, IL, MD, MN, NV, NM, OR and WA Effective: As Indicated Quick Look Prepare for minimum wage updates in your areas of operation as of July 1, 2024. DISCUSSION On July 1, 2024, minimum wage will increase in states and localities across the country. Although not

Applies to: All Employers Effective: May 16, 2024 Quick Look The U.S. Department of Labor released guidance for companies that develop, create, or use artificial intelligence in the workplace. The principles outlined in the DOL’s guidance are intended to serve as a framework for employers using or developing AI technology, but the DOL encourages employers

Applies to: All Employers with Employees in CA Effective: May 6, 2024 Quick Look Good faith disputes over unpaid wages may shield employers from penalties for wage statement violations. DISCUSSION In Naranjo v. Spectrum Services Inc., the California Supreme Court said that if an employer, in good faith, reasonably believes it is providing accurate wage

Applies to: Employers with 5+ Employees in CA Effective: Pending Quick Look Proposed regulations say that AI tools must conform to employer obligations to comply with the anti-discrimination provisions of the Fair Employment and Housing Act (FEHA). Employers and AI tool providers would also be liable for AI tools that have an adverse impact on

Applies to: All Employers with Employees in CO Effective: February 1, 2026 Quick Look Colorado’s SB 24-205 establishes broad statutory tort liability for AI algorithmic discrimination in employment decisions, requiring employers who use AI tools to implement risk management policies, conduct impact assessments, and provide detailed notices to employees and applicants. DISCUSSION As a first

Applies to: All Employers with Employees in CT Effective: As Indicated Quick Look Connecticut’s paid sick leave law is expanded to cover virtually all private-sector employees. Amendments to the state paid sick leave law expand the definition of eligible employees, expand covered reasons for taking leave, accelerates accrual rate, and revises employer documentation and recordkeeping

Applies to: All Employers with Employers in IL Effective: April 30, 2024 Quick Look The Illinois Paid Leave for All Workers Act (IPLAWA) went into effect on January 1, 2024. The IDOL has now published final regulations interpreting the law, including a number of examples intended to clarify the meaning and impact of the final

Applies to: All Employers with Employees in MN Effective: As Indicated Quick Look Paid sick leave is expanded in coverage and usage. Recordkeeping, documentation, and employee notice obligations are clarified for paid sick leave. Paid family leave provisions are clarified, including definitions, usage, wage replacement, for small employers, and private plans. DISCUSSION Omnibus and appropriations

Applies to: All Employers with Employees in NJ Effective: May 7, 2024 Quick Look Nondisparagement agreements are unenforceable if they interfere with an individual’s free speech rights to discuss discrimination, harassment, or retaliation under the Law Against Discrimination. DISCUSSION In Savage v. Township of Neptune, the New Jersey Supreme Court said “[s]urvivors of discrimination, retaliation,

Applies to: All Employers with Employees in UT Effective: May 1, 2024 Quick Look Private and private employers must provide religious accommodation to employees for actions that conflict with their sincerely held religious beliefs unless it would be an undue burden on the employer. DISCUSSION The Utah legislature recently expanded religious expression protections for employees