October 2024
The California Division of Occupational Safety and Health (Cal/OSHA) has issued regulations that require employers to take certain steps to protect workers from heat illness if they have indoor workplaces where the temperature reaches 82° F. The regulations are effective immediately.
On May 31, 2024, the Governor of California signed into law (Senate Bill 828) which delays the implementation of California's health care worker minimum wage law by one month from June 1, 2024 to July 1, 2024. The original law required covered health care employees to be paid a minimum of between $18 and $23 per hour depending on the type of facility between June 1, 2024 and May 31, 2025.
Los Angeles County, California has enacted an ordinance that will impose various obligations on covered employers regarding the criminal histories of applicants and employees. The ordinance applies to only the unincorporated areas of Los Angeles County and takes effect Sept. 3, 2024.
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Effective immediately, Seattle has expanded the reasons employees may take leave under its Paid Sick and Safe Time Ordinance.
The New York State Department of Labor has adopted an emergency rule that requires employers to provide an unemployment insurance notice to employees whose work schedule and/or employment status is impacted by COVID-19.
The Louisiana Workforce Commission has adopted an emergency rule that expands the unemployment insurance notice requirements.
Dallas and San Antonio, Texas enacted ordinances that require employers to provide paid sick leave to covered employees.
The Connecticut Commission on Human Rights and Opportunities has announced that due to COVID-19, employers may request a 90-day extension to required anti-sexual harassment training for employees hired after Oct. 1, 2019.