This notice is to inform you about how South Carolina has enacted a final rule that clarifies what information an employer must provide to the South Carolina Department of Employment and Workforce (the Department) for an employee separation. The final rule is effective immediately.

Tennessee has enacted legislation that expressly prohibits employers from discriminating against individuals because of their hairstyle or other traits associated with race. Senate Bill 136 took effect on July 1, 2022.

Vermont has enacted legislation (House Bill 515) that prohibits employers from retaliating against whistleblowers. House Bill 515 is effective immediately.

Vermont has enacted legislation (House Bill 729) that limits the time an employee may file a discrimination claim to six years. House Bill 729 is effective immediately.

Washington has enacted a final rule that clarifies how the seven-day waiting period impacts Washington’s Paid Family and Medical Leave program. The final rule is effective immediately.

The California Department of Finance has announced that the minimum wage will increase to $15.50 per hour for all employees effective Jan. 1, 2023.   

A federal judge has granted a preliminary injunction blocking a Florida law that prohibits employers with 15 or more employees from subjecting an individual to training that endorses certain concepts about discrimination.

Massachusetts has enacted House Bill 4554 that expressly prohibits discrimination against individuals based on traits associated with race, such as hair texture, hair type, hair length and protective hairstyles. House Bill 4554 takes effect Oct. 24, 2022.

Jersey City, New Jersey, has passed an ordinance that calls for pay transparency and reinforces the state’s ban on salary history inquiries. The Ordinance is effective immediately.

New Jersey has enacted legislation (Assembly Bill 4222), which amends its child labor laws. Assembly Bill 4222 is effective immediately.