The Texas legislature meets only for approximately six months every other year. During this most recent session, many employment-related legislations were signed into law.  This article summarizes some of these new laws and how they impact Texas employers. Littler:Texas Governor Signs Preemption Bill, CROWN Act, and Other Legislation into Law

California employers with 25 or more employees must permit up to 40 hours of unpaid time off each year to parents to 1) find, enroll, or re-enroll their child in school or with a licensed childcare provider, 2) participate in activities of the school or childcare provider, and 3) address a childcare provider or school emergency. Jackson Lewis:Employee […]

The US Citizenship and Immigration Services (USCIS) has announced the forthcoming publication of an updated Form I-9.  The new form will become available for use on August 1, 2023.  Beginning Nov. 1, 2023, only the new Form I‑9 dated ”08/01/2023” may be used. The agency has also published a final rule – also effective August 1 – allowing E-Verify employers to […]

The Equal Employment Opportunity Commission has announced that the 2022 EEO-1 Reporting has been delayed until the fall of 2023 as the EEOC is currently completing a mandatory, three-year renewal of the EEO-1 Component 1 data collection by the Office of Management and Budget (OMB). Littler:2022 EEO-1 Reporting Again Delayed EEOC:2022 EEO-1 Component 1 Data Collection

OSHA has announced a new compliance obligation for establishments with 100 or more employees in certain high-hazard industries. Effective January 1, 2024, covered employers must electronically submit information from their 1) Form 300-Log of Work-Related Injuries and Illnesses, and 2) Form 301-Injury and Illness Incident Report to OSHA once a year, in addition to 3) […]

Effective July 31, New Jersey employers will be required to 1) electronically submit post-termination notification to the New Jersey Department of Labor & Workforce Development (NJ DOL), 2) submit Form BC-10 to both the separated employee and the NJ DOL, and 3) submit information to the NJ DOL regarding the separated employee to assist with the unemployment […]

Effective January 1, 2024, Hawaii employers with 50 or more employees will be required to disclose in job listings an hourly rate or salary range that reasonably reflects the actual expected compensation for the role. Hawaii also expanded its equal pay requirements by prohibiting an employer from paying employees in “any protected category” listed in […]

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 […]