The District of Columbia has enacted emergency legislation (B23-980) that requires employers to adopt certain worker protection policies and prohibits employers from retaliating against employees for certain COVID-19 related reasons.

Many employees are working remotely due to the COVID-19 pandemic and government orders restricting travel and normal workplace operations. Because remote employees aren't clocking in and out at the employer's physical premises, it's increasingly important for employers to ensure that their timekeeping and pay practices comply with federal, state, and local requirements.

The U.S. Department of Labor (DOL) has recently published guidance (Field Assistance Bulletin 2020-5) that addresses federal rules for paying remote workers. While the guidance doesn't carry the same weight as a regulation or law, it demonstrates how the DOL intends to enforce federal wage and hour requirements. Below are four key takeaways from the guidance.

The minimum wage in the city of San Jose, California will increase to $15.45 per hour on January 1, 2021.

Oregon's Occupational Safety and Health Administration has enacted a temporary rule to help control the spread of COVID-19. The temporary rule is in effect from November 16, 2020 until May 4, 2021, unless extended. Below is an overview of the requirements.

New York has enacted legislation (SB 7506B) that will require all employers in the state to provide employees with sick leave. The law takes effect on January 1, 2021; however, employees begin accruing sick time on September 30, 2020.

New Jersey has enacted Executive Order 192, which establishes specific health and safety measures for employers during COVID-19. Executive Order 192 takes effect November 5, 2020.

Michigan has enacted legislation (House Bill 6032) that establishes certain requirements and protections related to COVID-19 for employees. House Bill 6032 is effective retroactive to March 1, 2020.

The Michigan Occupational Safety and Health Administration (MIOSHA) has adopted an emergency rule requiring employers to take certain steps related to COVID-19. The emergency rule is effective immediately.

The Maryland Department of Labor (MDOL) has provided guidance on a new requirement for restaurant employers to provide a tip credit wage statement to tipped employees.