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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 […]
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
Employers have 30 days to reach I-9 compliance after remote verification was allowed during the COVID-19 pandemic. Employers must physically inspect by August 30, 2023 all of the I-9s remotely approved during that period. Littler:Employers Have 30 Days to Reach Compliance after I-9 COVID Flexibilities End on July 31, 2023 ICE News Release:ICE updates Form I-9 requirement […]
On May 15, 2023, in response to the end of the COVID-19 Public Health Emergency Declaration, the Equal Employment Opportunity Commission (EEOC) updated its COVID-19 technical assistance, appearing to give employers permission to continue many of their COVID-19 practices and protocols. The EEOC also issued, on May 18, 2023, the latest federal guidance on employer use of […]
The US Department of Labor (DOL) has released newly-updated posters regarding the federal Fair Labor Standards Act (FLSA) and Family and Medical Leave Act (FMLA). Covered employers are required to display the posters on their premises, in conspicuous locations where it can be readily seen by employees and applicants. Proskauer:Department of Labor Issues Updated FLSA […]