IMPORTANT! Minimum Wage Changes Starting July 1st

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As Indicated

EFFECTIVE

July 1, 2021, as indicated

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On July 1, 2021, minimum wage will increase in states and localities across the country. Although not a comprehensive list, the following are key areas to review.

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EEOC Updates Vaccination Rules – Again

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All Employers

EFFECTIVE

May 28, 2021

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The U.S. Equal Employment Opportunity Commission (EEOC) recently updated its “What You Should Know” guidance about COVID-19. Specifically, Section K addressing COVID-19 vaccinations was updated with current information and expanded explanations on required versus voluntary vaccine policies, managing accommodations based on disability and religious beliefs, prescreen questions, and vaccine incentives. The following are key highlights employers should note.

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IMPORTANT! California: Cal/OSHA Update for COVID-19 Working Requirements

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All Employers with CA Employees

EFFECTIVE

June 17, 2021

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Cal/OSHA finally (finally) updated its Emergency Temporary Standard (ETS) rules. After multiple revisions, they now align with CDC guidelines and the reopening of the economy. The new rules were set to go into effect on June 28, 2021, but the governor issued an executive order to make them effective on June 17, 2021. Here are some key takeaways for employers.

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Los Angeles County, CA: Paid Vaccine Leave, Under Specific Circumstances

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All Private Employers with LA County Employees

EFFECTIVE

January 1, 2021

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An urgency ordinance adopted on May 18, 2021 requires private employers to provide paid vaccine leave under specific circumstances. The ordinance is effective immediately, applies retroactively to January 1, 2021, and remains in effect until August 31, 2021.

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Santa Clara County, CA: Mandatory Employee Vaccine Tracking

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All Individuals and Businesses in Santa Clara County

EFFECTIVE

May 18, 2021 and June 21, 2021

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On May 18, 2021, Santa Clara County issued an emergency order requiring businesses to document the vaccination status of all personnel working in the County. The short-lived order was partially rescinded on June 21, 2021, but the new order still requires action by employers. Below is a summary of where things stand.

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Massachusetts: Emergency Paid Sick Leave Now in Effect!

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All Employers with MA Employees

EFFECTIVE

May 28, 2021

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H. 3702, as amended by H. 3771, requires employers to provide 40 hours of emergency paid sick leave (EPSL) to full-time employees, with separate prorated calculations for part-time (i.e., work less than 40 hrs./wk.) and variable hour employees. EPSL must be provided from May 28, 2021 through September 30, 2021, or until 15 days after the state receives $60 million in reimbursement applications, whichever is earlier. There is a $75 million fund available for employers to seek reimbursement from the state for EPSL benefits paid.

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Michigan: Updates MIOSHA’s COVID-19 Rules

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All Employers with MI Employees

EFFECTIVE

May 24, 2021

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(888) 378-2456

The Michigan Occupational Safety and Health Administration (MIOSHA) recently updated its COVID-19 rules to remove the remote working requirement and most masking and social distancing requirements for fully vaccinated employees.

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Montana: Wrongful Discharge, Vaccine Passports, and Tip Pooling Updates

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All Employers with MT Employees

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As Indicated

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Montana recently amended several employment laws, including the Wrongful Discharge from Employment Act, Human Rights Act, and Wage Protection Act. Key changes are highlighted below.

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Montana: New Bills Pave the Way for Recreational Marijuana Use

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All Employers with MT Employees

EFFECTIVE

As Indicated

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(888) 378-2456

Last November, Montana voted to legalize recreational marijuana. Two new bills are now being implemented to allow adults to legally possess and recreationally use marijuana. These new bills incorporate some protections for employees who use marijuana in compliance with state law outside of the workplace, and also addresses workplace issues related to marijuana use.

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Philadelphia, PA: Organ Donor and Victims of Domestic Violence Leaves; Ban on Pre-Hire Marijuana Testing

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All Employers with Philadelphia, PA Employees

EFFECTIVE

As Indicated

QUESTIONS?

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(888) 378-2456

The City of Philadelphia has enacted a number of new regulations that may impact employers’ leave and pre-hire policies:

Living Donor Protection Act (LDPA)

Effective June 26, 2021, employees covered by the Family and Medical Leave Act (FMLA), who donate all or part of an organ or tissue, must be provided statutory leave. The LDPA indicates that an employee who takes time off to undergo preparation and donation of an organ or tissue, as well as recovery time from the surgery, may be eligible for FMLA leave and associated protections.  Under the LDPA, employees may also use FMLA to care for a spouse, child, or parent with a serious medical condition who is or will be an organ or tissue donor.

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