State Alerts

The Colorado Department of Labor and Employment (CDLE) has issued a final rule clarifying that employers are prohibited from requiring employees to forfeit any accrued paid time off (PTO) that they may choose to use for vacation and other needs. The final rule takes effect January 1, 2022.

West Hollywood, California has enacted an ordinance that establishes a local minimum wage. The ordinance takes effect on January 1, 2022 and applies to any employee who works at least two hours per week in West Hollywood.

Washington has announced that premiums for its Paid Family and Medical Leave Insurance Program will increase and that employers must start collecting premiums for the Washington Cares program. The premium requirements will begin on January 1, 2022.

Seattle Washington's minimum wage will increase on January 1, 2022. Employers must pay all non-exempt employees who work in Seattle at least the minimum wage per hour.

The New York City Human Rights Law (NYCHRL) prohibits discrimination and harassment based on gender, which includes actual or perceived sex, gender identity, and gender expression, regardless of the sex assigned to that person at birth. The NYCHRL’s discrimination provisions apply to employers with four or more employees but the gender-based harassment provisions apply to all employers.

Nevada has enacted legislation (Assembly Bill 190) that requires employers to let employees use accrued sick leave to care for an immediate family member. Assembly Bill 190 takes effect October 1, 2021.

Maine has enacted legislation (Legislative Document 610) that will further limit deductions after an employer mistakenly overpays an employee. The law takes effect October 18, 2021.

Delaware has enacted legislation (House Bill 88) that will repeal a provision that allows employers to pay less than the minimum wage to youth workers and new employees. House Bill 88 takes effect December 29, 2021.

California has enacted legislation (Senate Bill 639) that will phase out a provision that allows employers to pay a subminimum wage to employees with disabilities.

California's Fair Employment and Housing Act (FEHA) prohibits harassment and discrimination because of sex, gender, gender identity, gender expression and certain other characteristics. The discrimination provisions cover employers with five or more employees, but the harassment provisions cover all employers.