Beginning on January 1, 2023, California employers with 15 or more employees are required to include in any job posting the pay scale for a position. The new law also requires employers with 100 or more employees to provide additional detail in the annual pay data reports already mandated under California law. Morgan Lewis:California Law […]

The Oregon Employment Department (OED) has published its latest rules governing Oregon’s new Paid Family and Medical Leave Insurance (PFMLI) program. The PFMLI program will be funded by employer and employee contributions in the form of payroll deductions beginning January 1, 2023. Employees who are eligible for PFMLI benefits are entitled up to 12 weeks […]

Effective August 1, 2022, the New Jersey Division on Civil Rights adopted new and amended regulations regarding the display and distribution of posters required to be provided to employees by employers. Of particular note to employers are the requirements that apply to the Law Against Discrimination (LAD) and Family Leave Act (FLA) posters. Connell Foley:Division […]

Whether an employer can discipline or even fire an employee for postings on a personal social media account that convey a message inconsistent with the values of the organization may depend on states. Technically, employees working in the private sector have no First Amendment free speech rights because the Bill of Rights only applies to […]

In response to the various issues arising in connection with remote workers’ compensation claims, Ohio amended the definition of “injury”. The new law goes into effect on September 23, 2022. Frantz Ward LLP:Ohio House Bill 447 Limits Workers Compensation Coverage for Remote Employees

Because inflation in California rose above 7.0%, the state’s minimum hourly wage for non-exempt employees, scheduled for 1/1/2023, has been adjusted up to $15.50/hour for all employers regardless of headcount. Previously, California had announced the minimum wage would be $15.00/hour. This may cause employers to also adjust the minimum salary level for exempt employees. Baker […]

The US Equal Employment Opportunity Commission updated its guidance on employer COVID-19 testing programs. The update reinforces that, since COVID-19 continues to evolve, mandatory testing is only acceptable if an employer can show that it is job related and consistent with business necessity. Morgan Lewis:EEOC Updates Guidance on Employer COVID-19 Testing Programs

Illinois, Louisiana, Maine and Tennessee have joined 12 other states and numerous jurisdictions in enacting the CROWN Act (Creating a Respectful and Open Workplace for Natural Hair) to prohibit discrimination on the basis of natural hairstyle. Employers should review their policies and procedures to ensure they comply with changes to their state’s civil rights laws. […]

On July 19, 2022, New York State launched a new, confidential sexual harassment hotline number: 1-800-HARASS-3 (1-800-427-2773). New York employees will be able to receive free legal counseling regarding any complaint of workplace sexual harassment. Also, it is expected that New York State Department of Labor will soon require employers to modify their sexual harassment […]

Previously, we reported that the District of Columbia would begin implementing a new non-compete law on October 1, 2022. However, on July 12, 2022, the DC Council amended the ban which, among other things, places significant limits on employee non-competes, including only permitting non-competes for certain highly compensated employees earning $150,000 or more annually and […]