EEO-1 2022 data submission is tentatively scheduled to begin in mid-July. All private employers with 100 or more employees need to file EEO-1 reports each year, which include employee data based on sex, race/ethnicity, and job category. EEOC:2022 EEO-1 Component 1 Data Collection

Traditionally, January 1 has been the key date for which employers must prepare to implement new labor and employment compliance obligations.  But for the past several years, new laws across the country have also taken effect mid-year. This article explains some of the new updates. Littler:July Is the New January: The Pace of New State Laws Heats Up

On June 21, 2023, the New York Department of Labor amended the Worker Adjustment and Retraining Notification Act (NY WARN Act), which requires private businesses with 50 or more full-time employees in New York State to give early warning of closings and layoffs.  Among other things, the amendments (1) expanded the definition of covered employer to include individuals who […]

Texas recently joined the ranks of twenty-one other states in passing the CROWN Act (Creating a Respectful and Open World for Natural Hair), which prohibits employers from discriminating against employees based on hair texture or hairstyle.  The law will become effective on September 1, 2023. Seyfarth:Texas Joins Growing Number of States to Ban Natural Hair […]

Effective July 1, 2023, 12 California counties and municipalities, including Los Angeles and San Francisco, will increase the minimum wage for non-exempt employees. Proskauer:12 California Counties and Municipalities Increasing Minimum Wage Rates on July 1