Connecticut has enacted legislation (Senate Bill 658) that requires certain employers to offer positions that become available to qualified employees they previously laid off. Senate Bill 658 took effect immediately.

The Fair Labor Standards Act (FLSA) requires employers to pay non-exempt employees 1.5 times their "regular rate of pay" for all hours worked over 40 in a workweek (some states require overtime pay in additional circumstances and at different rates). Miscalculating overtime can result in back pay due, fines, and other sanctions. Here are six mistakes to avoid when calculating overtime.

South Dakota's minimum wage will increase to $9.95 per hour on January 1, 2022. The increase is a result of an annual adjustment for inflation.

Rhode Island has enacted House Bill 5261A (the Act), which bans salary-history inquiries and adds pay-equity requirements. The law is effective January 1, 2023.

Oregon has enacted legislation (Senate Bill 569) that prohibits an employer from requiring an employee or prospective employee to possess or present a valid driver's license as a condition of employment or continued employment. Senate Bill 569 takes effect on January 1, 2022.

Oregon has enacted legislation (House Bill 2935), which bans hairstyle discrimination in the workplace. House Bill 2935 takes effect on January 1, 2022.

Missouri has enacted legislation (House Bill 432) that requires employers with 20 or more employees to provide unpaid leave and reasonable safety accommodations to employees who are victims of domestic violence. House Bill 432 is effective immediately. 

Minnesota’s minimum wage will increase on January 1, 2022 as a result of an annual adjustment for inflation.

Large employers (defined as those with annual gross revenue of $500,000 or more) must pay non-exempt employees in Minnesota at least $10.33 per hour beginning January 1, 2022. The minimum wage for smaller employers will be $8.42 per hour.

Regardless of the size of the employer, a minimum wage of $8.42 per hour may be paid to workers under the age of 20 during their first 90 days of employment and to workers under the age of 18.