Amends California Labor Code section 6409.6 (Duties of employer when notified of potential exposure to COVID-19) and extends its provisions until January 1, 2024. ; Changes include revisions to the Colorado Equal Pay for Equal Work Act (CEPEWA) Part 2, the Colorado Anti-Discrimination Act (CADA), the Colorado Healthy Families and . Subscribe for Updates / Manage your Subscription, 1 East Pratt Street The DOL has not issued regulations explaining how this program will be implemented, and is now expected to do so in January 2024. Employment Law Update 2023: New Compliance Obligations for the New Year April 14, 2022. This amendment expands the definition of race to include traits associated with race, including but not limited to hair texture and protective hairstyles such as braids, locks, and twists. By clicking any link on this page you are giving your consent for us to use cookies. PDF United States District Court for the Eastern District of Washington The deadline for reporting 2022 harassment claims is set for March 1, 2023. Leave_laws: Bonding, Exigency, Family, Insurance_rider, Medical, Military, Paid_leave, Parental; Wage_and_Hour: Benefits. New York: Westchester County Ordinance No. Because this adjustment takes effect October 1, 2023 (before the minimum wage adjustment), it will apply to the current two-tier state minimum wage system until December 31, 2023, increasing the current low wage thresholds relative to the applicable state rate: 150% of the large employer minimum wage rate of $13.25 per hour is $19.86 per hour; and 150% of the small employer minimum wage rate of $12.80 is $19.20 per hour. Approve timesheets and process pay for your entire workforce. Expands the definition of hate crimes in places of employment to include display of hate imagery. Supreme Court Rejects Theory That Would Have Transformed American Clarifies provisions that prohibit employers from entering into nondisclosure agreements that include, but are not limited to, discrimination, sexual assault, or workplace harassment. Employment Law Updates 2023 | Tydings Here's how employers and employees can successfully manage generative AI and other AI-powered systems. Amendments to Colorado's wage theft laws increase penalties for employers that do not timely pay wages, allow employees to demand wages on behalf of a class of similarly situated employees, permit the Colorado Department of Labor and Employments Division of Labor Standards and Statistics to investigate such demands on a class-wide basis, and limit employers ability to recover attorneys fees for successfully defending a claim. Allows a person to file a petition to seal all case records related to a criminal offense if the person was: (a) convicted of a criminal offense and has completed all of the terms and conditions of the sentence that was imposed by the court, including the payment of all monetary obligations and restitution to all victims; (b) charged with a criminal offense and the charge was subsequently dismissed or resulted in a not guilty verdict at a trial; or (c) arrested for a criminal offense and no charges were filed. Increase retention, report on productivity, and schedule reviews. The Agricultural Labor Relations Voting Choice Act gives agricultural workers the option to vote by mail in union representation elections that were previously required to be held in person. The paid leave needs to be funded before any employee is able to take the leave. What Employers Should Do Now: Employers should prepare to adjust wages effective January 1, 2024, for employees currently paid below $15 per hour. At the most basic level, as it is currently structured, FAMLI will allow employees who have worked at least 680 hours in the 12 months prior to the start of leave to take up to twelve weeks off work to care for a newborn child during the first year after birth, to care for and bond with a child placed with the employee for adoption, foster, or kinship care during the first year after placement, to care for a family member with a serious health condition, to care for the employees own serious health condition, to care for an ill or injured service member who is next of kin, or for qualified exigencies related to specific military deployment activities. 2023 State Employment Law Updates: From Pay to Hair, Cannabis, and More Maryland does not yet have a lactation breaks law, but Baltimore City does. New Year, New Minimum Wage However, these changes are much more likely on the state or local level than in the narrowly divided Congress. Knowing labor and employment law in general isn't enough. $("span.current-site").html("SHRM MENA "); Employers should be aware that there are differences between FAMLI and FMLA, however. Permits an employee organization to file a claim against an employer before the Public Employee Relations Board (PERB) alleging violations of Government Code section 3550, which prohibits a public employer from deterring or discouraging public employees or applicants from becoming or remaining members of an employee organization. We can help. Learn how SHRM Certification can accelerate your career growth by earning a SHRM-CP or SHRM-SCP. Leave taken under FAMLI will run concurrently with federal FMLA leave when both laws apply, which means that FMLA standards for job protection and other benefits will apply during concurrent periods. Labor and Employment Update for Employers: Will Your Employee Due to amendments approved in the 2023 legislative session, both the duty to make contributions and employee access to benefits have been delayed: Contributions will start as of October 1, 2024, with benefits first becoming available as of January 1, 2026. Key Changes: Medical-only claims with 180 days of treatment must be reported to the Division. 2022-119. 2023 Workforce.com. Suite 901 Relates to sheriffs department disability leave in certain counties; states that a county shall provide to an employee a leave of absence for an illness or injury related to the employees activities performed in the line of duty; provides that the leave is with full pay for a period commensurate with the nature of the line of duty illness or injury. Employers should be aware that many cities, counties, and states have implemented their own laws addressing breaks and space to express milk which may provide greater benefits to employee than the PUMP Act. And, employers with more than 14 employees must include the pay scale for a position in any job posting, including those positions listed on third-party sites. These plans and insurers will be required to provide insured employees with written information about free abortion and contraception benefits or services available through the California Reproductive Health Equity Program. Employment Counseling New York Employment Legislation Update: A Preview of 2023 By Michael Leone Lynch and Roy P. Salins 11.23.22 Share Print this page Over the course of the last year, New York employers saw significant state and local employment law developments. temp_style.textContent = '.ms-rtestate-field > p:first-child.is-empty.d-none, .ms-rtestate-field > .fltter .is-empty.d-none, .ZWSC-cleaned.is-empty.d-none {display:block !important;}'; Littler Investigation Toolkit for Employers, Littler Inclusion, Equity and Diversity Playbook, Fast Food Accountability and Standards Recovery Act, Expands the definition of a family member, expands the privacy and information security obligations, to submit separate annual pay data reports, employers will need to be prepared for the EEO-1 reporting obligations, to clarify the positions for which a pay range must be provided, to disclose hourly or salary compensation, Washington 2023 Non-Compete Enforceability Thresholds, Leaves of Absence and Disability Accommodation, No Rest for California Employers in 2022! What Employers Should Do Now: Employers should prepare to revert to in-person physical inspection for all employees whether they work onsite or at remote locations, and to complete in-person inspection for employees hired during and since the pandemic by August 30, 2023. Amends the state penal code to provide for criminal record relief. may be subject to can help minimize the likelihood of costly fines and potential, down the road. Organize and track tasks every hour of every shift. What Employers Should Do Now: Several other jurisdictions have implemented programs similar to FAMLI, many of which have experienced changes and delays, including the District of Columbia. 3rd Annual CLE Roundup: Hot Topics for In-House Counsel, Work Right Labor & Employment Law Seminar, 2nd Annual CLE Roundup: Hot Topics for In-House Counsel, The Changing Face of Affirmative Action Webinar, Preventing Workplace Violence and Dealing With an Active Shooter, Employment Law Update at Franklin Electric's New World HQ. Establishes the Consumer Data Protection Act to provide consumers certain controls over their personal data. Increases the amount of unemployment and wage replacement benefits for low-wage employees under the family temporary disability insurance program, for disabilities or covered incidents occurring on or after January 1, 2025. Makes changes to provisions related to collective bargaining for employees of a public transit district; excludes confidential employees, managerial employees, and supervisors of a public transit district from certain employee rights and benefits, including the right to self-organization, form, join, or assist a labor organization, and . Relates to paid family leave insurance; authorizes life insurers to transact paid family leave insurance; defines terms; provides circumstances under which paid family leave insurance may be issued and purchased under group disability income policies and group insurance policies; provides circumstances under which family leave insurance benefits may be provided. See the returns youll get from an automated and more efficient hourly workforce. Notably - the definition of family member is broader than under the FMLA allowing FAMLI-qualified employees to take leave to care for more family members than just parent, spouse or child; employees will be able to take leave sooner under FAMLI than under FMLA due to lesser eligibility requirements for FAMLI; and employees may take more leave under FAMLI than FMLA if they have a child in the same benefit year in which they require time off for their own serious health condition. Reporting from Washington. This inspection may be conducted by the employer or its authorized representative, but until the pandemic has always been required to be completed in person whether the employee worked at an employer worksite or remotely. 12 weeks of paid family and medical leave funded through a payroll tax paid by both employers and employees in a 50/50 split. Questions? [New and Amended Ordinances Affecting Baltimore City Employers]. Relates to workplace violence prevention in certain health facilities; provides that each facility shall establish a workplace violence prevention committee or authorize an existing facility committee to develop the workplace violence prevention plan. Please enable scripts and reload this page. However, employers should ensure that the authorized representative is trained in I-9 processing because the employer remains liable for I-9 compliance regardless of who conducts the review. This measure becomes effective following approval by the mayor, a 30-day period of congressional review, and publication in the DC Register. The telephone number for the hotline is 1-800-HARASS-3 (1-800-427-2773). the list of family members for whom eligible workers can take Paid Family Leave to care for will include siblings with serious health conditions. The PUMP for Nursing Mothers Act (PUMP Act), was signed into law on December 29, 2022, and took effect April 28, 2023. Provides that every justice of the peace and every constable for each justice of the peace court in the State shall be paid an additional salary; increases this salary; increases the amount of additional compensation paid by the State for fire protection services; provides extra compensation for deputy sheriffs; increases additional . Barnes & Thornburg Recognized for Client Service. inquiries or information received by Barnes & Thornburg LLP will not be regarded Requires employers to provide notice before suspending temporary disability benefits. Relates to discrimination on the basis of hair texture or protective hairstyle associated with race; provides that an employer, labor union, or employment agency commits an unlawful employment practice if the employer, labor union, or employment agency adopts or enforces a dress or grooming policy that discriminates against a hair texture or protective hairstyle commonly or historically associated with race. for any job applicant or current employee upon request. Congress.gov New, Tip, and Top - June 2023, Part 2 Utah Employment and Labor Law Updates 2023 Welcome to our monthly newsletter, with a summary of the latest news and developments in UK employment law. This topic comes up frequently with employers of all sizes and types so it's good to review and update your policies and plans to support working mothers. Furthermore, employers who processed I-9s for employees using virtual inspection of documents while the temporary flexibilities were in effect must now complete in-person physical review of those employees documents by August 30, 2023. The amendments also impose additional requirements on employers to be able to deduct from an employees final pay for the value of unreturned company equipment. Disclosure regarding use of GPS tracking location technology in fleet vehicles. What Should Employers Do Now: Employers should review their non-competition and conflict of interest practices and determine which employees are protected under this law. State & Local Updates - SHRM 2022 is coming to a close, and the new year will be here before we know it. Sexual Harassment Summit: Finding Innovative Ways to Stop Sexual Harassment, Attorney Presentation - 2017 Winter ACCumulate Program, BARNEStorming: Labor & Employment Law Seminar, Attorney Presentation - Indiana SHRM Annual Conference, BARNEStorming Labor and Employment Law Seminar - Legal Updates for 2017, Attorney Presentation - "16 for '17: A Recap of Significant L&E Issues from 2016 and What to Expect in 2017", Attorney Presentation - "Ask the Experts", Hot Topics: Labor & Employment Law Update, Attorney Presentation - ""Pay Equity and the Newly Revised EEO-1 Report", Attorney Presentation - "Human Resources", Attorney Presentation - Michiana Human Resource Association's Wage & Hour Program, The Final Overtime "White Collar" Exemption Regulations Have Arrived, What's Happening in Labor and Employment Law, Attorney Presentation - Hot Topics: Labor and Employment Legal Update, Attorney Presentation - "Labor & Employment 2015-2016: A Year in Review and a Year to Expect". Requires an employer that uses an automated employment decision tool to screen a candidate for an employment decision to notify each such candidate regarding use of the AI tool. Get real-time feedback, identify issues, and take action. WASHINGTON The Supreme Court on Thursday sided with an evangelical Christian worker who was denied requests to take Sundays off from his post office job to observe his Sabbath, a . Build specialized knowledge and expand your influence by earning a SHRM Specialty Credential. Illinois amended the state Human Rights Act. All your hourly workforce data in one place, from onboarding to scheduling. *Projected law date: November 17, 2022. Covered employers of tipped employees must submit a copy of their sexual harassment policy and a certified report of sexual harassment claims for calendar years 2020 and 2021 by December 31, 2022. Labor laws and worker protection | USAGov BARNEStorming Labor & Employment Law Seminar - December 2013, BARNEStorming Labor & Employment Law Seminar - August 2013, Work Right: Labor & Employment Perspectives, Diversity, Equity and Inclusion Commitment, Recent actions by the Federal Trade Commission to invalidate the non-competes of several employers, The Federal Trade Commissions proposed rules regarding non-compete agreements, Recent state law developments impacting non-compete agreements, Recent Federal legislation limiting the use of non-disclosure and non-disparagement agreements, Recent Federal legislation impacting the use of arbitration agreements to resolve certain harassment claims. What Employers Should Do Now: Review and amend their accommodation policies and procedures to include these new requirements; train Human Resources and management to recognize and address accommodation requests from job applicants and employees. Employees who meet the eligibility requirements will now be able to receive. *January 1, 2023 (operative date for certain requirements). Below are just a select few that can have a significant impact on those involved. Get The 2023 Texas HR Law Reference Guide (Printable PDF) today! else if(currentUrl.indexOf("/about-shrm/pages/shrm-mena.aspx") > -1) { The family members requiring care wont even have to live in the state of New York. While some provisions took effect August 10, 2022, the most significant changes are effective January 1, 2023. December 20, 2022 | Share Get DE Insights Delivered to Your Inbox X The coming new year brings new changes, new goals, and newly amended employment laws. Increases the amount an employee must earn to meet the non-compete enforceability threshold to account for inflation using the consumer price index. Big Changes to Minnesota's Employment Laws Are Coming Soon After the approval of SB555, the minimum wage rate will accelerate to $15 per hour for all employers as of January 1, 2024. Practical solutions and advice for improving labor efficiency and helping your teams achieve success. Requires certain health and safety posters relating to COVID-19 to be posted in additional languages. District of Columbia Tipped Wage Workers Fairness Amendment Act. Now, employers must provide a maximum of 2 weeks of unpaid bereavement leave over any twelve-month period. Maryland Senate Bill 555, the Fair Wage Act of 2023, signed into law by Moore on April 11, accelerates the pace at which Maryland will reach a $15.00 minimum wage. Reasonable accommodation and undue hardship will have the same meaning as under the Americans with Disabilities Act, as amended. Expands scope of retaliation provisions under the workers compensation statute; amends definitions of beneficiary, child, and dependent., Notifications: Temporary Disability Benefits. Requires employers to disclose hourly or salary compensation and a general description of benefits in postings for job openings. What is worse, this comes at a time where many employers need to rely on these type of agreements to protect their interests and ensure their continued success.
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2023 employment law updates by state
