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APPLIES TO All Employers with IL Employees |
EFFECTIVE September 29, 2019 |
QUESTIONS? Contact HR On-Call |
HB 834 amends and expands upon the existing Illinois Equal Pay Act (IEPA), incorporating new, important changes for employers. The amendments include changes to equal pay provisions, anti-retaliation protections, and a prohibition on salary history inquiries.
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APPLIES TO Certain Employers with IL Employees, as indicated |
EFFECTIVE January 1, 2020, unless otherwise noted |
QUESTIONS? Contact HR On-Call |
Illinois’s legislature passed SB 75 and HB 252 providing increased protections against workplace harassment and discrimination. Key components are summarized below.
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APPLIES TO All Employers with IL Employees |
EFFECTIVE January 1, 2020 |
QUESTIONS? Contact HR On-Call |
Illinois’s existing Organ Donor Leave Act has been amended by the Living Donor Protection Act (HB 2847). Specifically, the amendments add anti-retaliation protections designed to discourage adverse employment actions from being taken against employees who request leave.
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APPLIES TO All Employers with ME Employees |
EFFECTIVE September 19, 2019 |
QUESTIONS? Contact HR On-Call |
Governor Janet Mills recently signed An Act to Protect Pregnant Workers (L.D. 666) into law. This Act broadens protections for pregnant and nursing employees in a number of ways, and further amends the language of existing provisions to incorporate gender-neutral language.
Specifically, employers will be required to provide reasonable accommodations to employees afflicted with pregnancy-related conditions, unless the accommodation imposes undue hardship upon the employer. Examples of reasonable accommodations include providing/modifying seating, equipment, or scheduling, temporary transfer to light or less strenuous/hazardous work, longer or more frequent breaks, and accommodations for lactation. Existing anti-discrimination provisions prohibiting employers from treating pregnant workers differently remain in place.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
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APPLIES TO All Employers of MD Employees |
EFFECTIVE October 1, 2019 |
QUESTIONS? Contact HR On-Call |
As a matter of public policy, SB 328 prohibits employers from including noncompete and conflict of interest provisions in employment contracts for employees earning less than $15 per hour, or $31,200 annually. If a noncompete or conflict of interest provision is found in an employment contract and restricts entry into employment with another employer, or restricts the employee from becoming self-employed in the same or similar business or trade, it shall be deemed null and void.
The bill applies to Maryland employees regardless of whether the contract was executed inside or outside of the State. The new legislation does not apply to employment contracts restricting the use of client lists or other proprietary client-related information.
Action Items
Disclaimer: This document is designed to provide general information and guidance concerning employment-related issues. It is presented with the understanding that ManagEase is not engaged in rendering any legal opinions. If a legal opinion is needed, please contact the services of your own legal adviser.
© 2019 ManagEase
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APPLIES TO All Employers with NJ Employees |
EFFECTIVE January 1, 2020 |
QUESTIONS? Contact HR On-Call |
Like Illinois, New Jersey recently jumped into the pool of states implementing legislation banning salary history inquiries. Beginning January 1, 2020, Bill A1094 will prohibit employers from inquiring into an applicant’s prior salary history (including wages, salary, or benefits), or screen applicants for a job based on a minimum or maximum salary threshold, except under certain circumstances.
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APPLIES TO All Employers with NJ Employees |
EFFECTIVE August 6, 2019, unless otherwise noted |
QUESTIONS? Contact HR On-Call |
New Jersey recently enacted the Wage Theft Law, imposing new notice requirements on employers and substantially expanding potential individual, joint and successor liability for employers and officers/agents.
Notice Requirement. The Department of Labor and Workforce Development will release a statement concerning employees’ rights under the New Jersey wage and hour laws. Employers must provide this statement to all current employees and new employees at time of hire.
Failure to Maintain Records. Employers who fail to produce records as required under wage and hour law face a rebuttable presumption that any allegations concerning the time and number of hours related to a wage and hour claim are true. Similarly, failure to present records in criminal proceedings creates the assumption the allegations are true unless the employer demonstrates good cause for the failure.
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APPLIES TO All Employers with NV Employees |
EFFECTIVE Varies; See Below |
QUESTIONS? Contact HR On-Call |
The Nevada Legislature enacted a number of laws in 2019. Below is a summary of legislative updates that impact employers.
AB 181 | Sick Day Notice. Effective May 15, 2019, employers cannot require employees to be physically present at work in order to provide notification of an injury or illness requiring sick leave usage. However, employers can continue to require employees to notify the employer when they are sick and cannot come to work.
AB 192 | Removal of Decriminalized Offenses. Effective July 1, 2019, any person convicted of a decriminalized offense may request to have records of the offense sealed so they do not appear on background checks.
AB 226 | Microchip Implantation. Effective October 1, 2019, employers or any other entity or individual cannot require a person to have a microchip implant or other permanent identification marker as a condition of employment.
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APPLIES TO All Employers with NY Employees |
EFFECTIVE November 18, 2019 |
QUESTIONS? Contact HR On-Call |
New York has enacted legislation that broadens the definition of “victim of domestic violence” in order to be consistent with the state’s Domestic Violence Protection Act. The New York State Human Rights Law (NYSHRL) defines victims of domestic violence to include those over the age of 16, any married person, or any parent with a child in a situation where either the parent or child is a victim of a qualifying act by a family or household member in violation of the penal code (such as assault, harassment, sexual abuse, stalking, etc.). The qualifying act must result in, or create a substantial risk of, physical or emotional injury to the person or their minor child.
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APPLIES TO All Employers of NY Employees Maintaining Private Data of New York Residents |
EFFECTIVE March 21, 2020 |
QUESTIONS? Contact HR On-Call |
In order to combat breaches of security placing personal information at risk, the state of New York implemented the Stop Hacks and Improve Electronic Data Security (SHIELD) Act, which requires businesses to implement safeguards for the private information of New York residents, and expands notification requirements when a breach occurs. The SHIELD Act is quite broad and can apply to any employer who maintains private information of New York residents, even those outside the state.