Compliance Corner

Minnesota has enacted legislation (House File 782), which creates a state-run retirement program that workers in the private sector can join and requires participation by employers if they have five or more employees and don’t offer a retirement plan. The law doesn’t set a timeline for implementing the program.  However, the program’s board of directors must begin operation of the program no earlier than Jan. 1, 2025.

Illinois has enacted legislation that clarifies a requirement for employers with 100 or more employees working in Illinois to obtain an Equal Pay Registration Certificate (EPRC). The legislation (House Bill 3733) takes effect Jan. 1, 2024.

Oregon has enacted legislation (House Bill 3307), which extends certain workplace protections to registered apprentices and those in private employer on-the-job training programs. House Bill 3307 takes effect on Jan. 1, 2024.

New York has enacted legislation (Senate Bill 4982), which protects employees who refuse to attend employer-sponsored meetings on religious or political matters, and/or refuse to listen to or view employer communications on religion or political matters. Senate Bill 4982 is effective immediately.

Nevada has enacted legislation (Senate Bill 305), which will require covered employers to enroll eligible employees in a retirement program that may include the Nevada Employee Savings Trust (NEST). Employee contributions would begin by July 1, 2025.

Minnesota has enacted legislation that clarifies the anti-retaliation provision of a state law that generally prohibits employers from preventing employees from disclosing their own pay information. The changes took effect July 1, 2023.

Illinois has enacted legislation that amends the state’s rules for providing certain notices to remote workers and amends the requirements for providing access to employees’ personnel records. The changes made by the legislation (House Bill 3733) take effect Jan.  1, 2024.

The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it will begin accepting EEO-1 reports for 2022 via its portal on Oct. 31, 2023. The deadline to file the report is Dec. 5, 2023.

The U.S. Equal Employment Opportunity Commission (EEOC) has announced that it will begin accepting EEO-1 reports for 2022 via its portal on Oct. 31, 2023. The deadline to file the report is Dec. 5, 2023.

The National Labor Relations Board (NLRB) has adopted a new standard for determining whether an employer’s policy violates Section 7 of the National Labor Relations Act (NLRA). The NLRB began applying the standard immediately.