Tuesday, June 4, 2024
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New York
The New York State Fiscal Year 2025 Budget will end the state’s paid COVID-19 quarantine and isolation leave requirement. The changes will take effect on July 31, 2025.
Tuesday, June 4, 2024
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New York
A New York state budget amendment will require employers to provide pregnant employees with additional paid prenatal personal leave. The paid prenatal personal leave requirement takes effect on Jan.1, 2025.
Tuesday, June 4, 2024
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New York
A New York budget amendment adds additional paid protections for employees that need to express milk for their nursing child. The protections take effect on June 19, 2024.
Tuesday, June 4, 2024
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New Jersey
The New Jersey Law Against Discrimination (NJLAD) prohibits New Jersey employers from discriminating against employees on the basis of certain protected characteristics (actual or perceived), such as age, race, color, religion, ancestry, national origin, sexual orientation, gender, gender identity, gender expression and disability.
Tuesday, June 4, 2024
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Florida
Florida has enacted legislation that will allow certain teenagers to work more hours under state law. The law (House Bill 49) takes effect July 1, 2024.
Tuesday, June 4, 2024
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California
Many employers in California must implement an effective written plan and take certain other actions to prevent workplace violence by July 1, 2024. The requirements are a result of the enactment of Senate Bill 553.
Sunday, April 28, 2024
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Washington
Washington state has enacted legislation (Senate Bill 5793), which expands paid sick leave protections under state law. Senate Bill 5793 takes effect on Jan. 1, 2025.
Sunday, April 28, 2024
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Washington
Washington state has enacted legislation (Senate Bill 5778), which protects employees who refuse to attend employer meetings or listen to (or view) employer communications because the meetings or communications involve political or religious matters. Senate Bill 5778 takes effect on June 6, 2024.
Sunday, April 28, 2024
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California
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.