2020 race relations in America awakened the collective consciousness of society resulting in many wanting to jump into positive action. But having uncomfortable conversations can be intimidating. What do you do when employees look to you to facilitate these difficult situations? Join us to learn more about how to manage authentically and inclusively while leading through change.

In 2020, federal, state, and local governments enacted numerous employment laws in response to the COVID-19 pandemic. In addition to responding to the pandemic, state and local jurisdictions also adopted a number of laws and regulations that affect the way employers hire, pay, treat, and provide benefits to their employees. Given the developments in the last year, here are six compliance trends to watch in 2021.

The Colorado Department of Labor and Employment (CDLE) has released a new Colorado Overtime and Minimum Pay Standards Order (COMPS Order #37) that clarifies and adjusts certain exemptions from the state's overtime requirements. COMPS Order #37 takes effect January 1, 2021.

Colorado has adopted final rules that clarify the notice requirements under two new laws related to COVID-19.

Colorado's minimum wage will increase to $12.32 per hour on January 1, 2021. The change is a result of an annual adjustment for inflation.

The Colorado Department of Labor and Employment (CDLE) has issued final rules addressing the state's new paid sick leave requirements under the Healthy Families and Workplaces Act of 2020 (HFWA).

Minnesota has approved a stimulus package that will provide relief payments to certain businesses impacted by the COVID-19 pandemic and the subsequent executive orders issued by the governor in response to it.

Montgomery County, Maryland has enacted legislation (Bill 35-20) that amends the county's law governing criminal history inquiries to cover more employers and establish greater restrictions. Bill 35-20 takes effect February 19, 2021.