June and July 2018 HR Compliance Calendar
06/06/18
Author: ADP Admin/Wednesday, June 6, 2018/Categories: Bulletin News
Below is a summary of compliance requirements that took effect recently or will take effect in the next couple of months.
June 1, 2018:
- Kansas City, Missouri enacts “Ban-the-Box-Plus” Ordinance. Under the new ordinance, employers may not inquire about an applicant’s criminal history until after it has been determined that the individual is otherwise qualified for the position, and only after the applicant has been interviewed for the position. The employer may then make this inquiry of all applicants who are “within the final selection pool of candidates.”
June 7, 2018:
- Washington restricts criminal history inquiries. Unless an employer has already determined that the applicant is “otherwise qualified” for the position, they may not inquire about an applicant’s criminal record.
- Washington expands protections for domestic violence victims. Among other things, employers must make a reasonable safety accommodation requested by an individual who is a victim of domestic violence, sexual assault, or stalking, unless it would pose an undue hardship on the business.
- Washington restricts certain provisions in employment agreements. Provisions are void and unenforceable if they require an employee to waive their right to pursue a cause of action under nondiscrimination laws, or resolve claims of discrimination in a dispute resolution process that is confidential. Employers are also prohibited from requiring an employee, as a condition of employment, to sign a nondisclosure agreement that prevents the employee from disclosing sexual harassment or sexual assault.
- Washington amends equal pay law. Among other things, the state has clarified the definition of “unlawful pay discrimination” and “similarly employed individuals” for purposes of determining equal pay. Employers are also prohibited from retaliating against an employee for discussing their wages or the wages of any other employee.
- Washington amends equal pay law. Among other things, the state has clarified the definition of “unlawful pay discrimination” and “similarly employed individuals” for purposes of determining equal pay. Employers are also prohibited from retaliating against an employee for discussing their wages or the wages of any other employee.
June 14, 2018:
- Spokane, Washington enacts “Ban-the-Box” legislation. All private-sector employers within the Spokane city limits are covered by the Fair Chance Hiring Act.
July 1, 2018:
- Massachusetts new Pay Equity Law. Prohibits employers from paying men and women differently when working comparable jobs, prohibits employers from asking applicants about salary history, and establishes safe harbor for employers who conduct pay audits.
- California expands paid sick leave. Providers of in-home supportive services who work in California for 30 or more days within a year from their start of employment are entitled to paid sick leave. Previously, these individuals weren’t covered by the state’s paid sick leave law.
- Oregon enacts scheduling requirements for certain establishments. Employers in the retail, food services, and hospitality industries employing 500 or more employees worldwide must comply with various scheduling practices.
- Rhode Island enacts sick leave law. Employers with 18 or more employees working in the state must allow employees to accrue at least one hour of paid sick leave for every 35 hours worked (up to 24 hours). Smaller employers must also provide leave, but it may be unpaid.
- New Jersey Equal Pay Law. Prohibits employers from paying an employee who is a “member of a protected class” less than employees who are not members of the protected class for substantially similar work, when viewed as a composite of skill, effort, and responsibility.
- Vermont Law bars inquiries into job applicant’s salary and benefit history. Employers in Vermont will be prohibited from requiring a prospective employee to disclose his or her salary and benefit history. The new law also bars employers from seeking an applicant’s salary history without his or her authorization.
- Chicago adopts “Hands Off Pants On” Law to protect hotel workers from sexual harassment and assault. To provide hospitality workers with greater protections against sexual harassment and assault, the Chicago City Council has passed the “Hands Off Pants On” Ordinance. The Ordinance requires all hotels in the City to adopt a panic button system and an anti-sexual harassment policy.
- Vermont’s Governor signs recreational marijuana law. The law eliminates all penalties for possession of one ounce or less of marijuana and permits a person who is 21 years of age or older to grow up to two mature and four immature marijuana plants. However, the law does not prevent an employer from adopting a policy that prohibits the use of marijuana in the workplace.
July 11, 2018:
- New York state enacts laws combating sexual harassment in the workplace. Prohibitions on mandatory arbitration clauses for sexual harassment claims and mandatory nondisclosure agreements in sexual harassment settlements take effect.
July 18, 2018:
- New York City enacts law allowing requests for temporary schedule changes. New York City employers will be required to provide temporary schedule changes to employees for “personal events.” Employees are entitled to no more than two such requests in a calendar year, for up to one business day per request. Employers may fulfill their obligation by permitting an employee to use two business days for one request.
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