Compliance Corner

New York City has enacted legislation (Int. No. 2032-A) that amends the city's Earned Safe and Sick Time Act (ESSTA) to better align with the New York State Paid Sick Leave (NYPSL) law. Int. No. 2032-A is effective immediately.

New Jersey has enacted legislation (Senate Bill S2380) that adds benefit protections for essential workers. The law is retroactive to March 9, 2020, and extends for the duration of the public health emergency declared under Executive Order 103.

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 Maine Department of Labor (MDOL) has adopted final rules and issued guidance for the state's paid leave law, which takes effect January 1, 2021.

The minimum wage in Florida will increase to $8.65 per hour on January 1, 2021. All non-exempt employees in Florida must be paid at least the minimum wage.

California has enacted legislation (Senate Bill 973) that establishes a new pay data reporting requirement for certain private employers. The new California pay report largely mirrors the U.S. Equal Employment Opportunity Commission's (EEOC) now-abandoned pay data reporting requirement.

California has enacted legislation (Assembly Bill 1864) that expands the anti-retaliation protections for employees of businesses that provide consumer financial products or services to residents of the state. Assembly Bill 1864 takes effect January 1, 2021.

California has enacted legislation (Assembly Bill 3369) that exempts employees from the initial sexual harassment training requirement due no later than January 1, 2021 if they received compliant training in the previous two years. Assembly Bill 3369 is effective immediately.