APPLIES TO
All Employers with TX Employees
|
EFFECTIVE
As Indicated |
QUESTIONS?
Contact HR On-Call
(888) 378-2456
|
Texas enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Discrimination Update. As of September 1, 2019, age-based discrimination protections now apply to people 40 years old and over, which was expanded from the previous range of 40 to 56 years olds.
Electronic Payroll Cards. As of September 1, 2019, employers may use electronic payroll cards to pay employees, provided they give employees written notice of the plan and any fees associated with it at least 60 days before the first electronic funds are paid. Employees must be allowed to opt out of the program, and employers must pay wages using the selected alternative payment method as soon as practicable but no later than 30 days after the employee submits the request.
Jury Service Protections. As of September 1, 2019, employers are prohibited from threatening, intimidating, or discharging any permanent employee based on their jury service. Additionally, an employee’s job position is protected if an employee provides notice as soon as practicable that they intend to return to work after jury service. Further, jury duty protections have been expanded to include service on a grand jury.
Action Items
- Have employee handbooks and policies updated where applicable, and train managers on the recent updates.
- Subscribers can call our HR On-Call Hotline at (888) 378-2456 for further assistance.
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
Chicago, IL: Predictive Scheduling Law Coming Next Summer
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
Certain Employers with Chicago, IL Employees
EFFECTIVE
July 1, 2020
QUESTIONS?
Contact HR On-Call
(888) 378-2456
The Chicago Fair Workweek Ordinance was recently passed by the City Council, which will require employers to provide advance notice of work schedules to lower income employees in certain industries. Specifically, the Ordinance applies to employers with 100 or more employees globally (250 employees for non-profit organizations), 50 of which meet the eligibility requirements. Employees are eligible for protection under the Ordinance if they primarily work in Chicago, earn no more than $50,000 per year in salary or $26 per hour as an hourly worker, and work in building services, healthcare, hotel, manufacturing, restaurant, retail, or warehouse services industries.
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Maine: Recent Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with ME Employees
EFFECTIVE
September 17, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Maine enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Privacy Protections. Employers will be prohibited from requesting applicants’ Social Security numbers, unless used in the context of a pre-employment background screen or substance abuse testing.
Tip Pooling Clarified. Employers may only implement tip pooling among service employees, and provided that they do not violate the Fair Labor Standards Act (FLSA).
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Nebraska: Employees are Permitted to Discuss Wages
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers subject to FEPA with NE Employees
EFFECTIVE
September 6, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
LB 217 updated the Nebraska Fair Employment Practice Act (FEPA) to prohibit employer discrimination of employees who “inquired about, discussed, or disclosed information regarding employee wages, benefits, or other compensation” outside of working hours. This rule does not apply to employees whose job functions allow them access to this information and disclose it to someone who does not otherwise have authorized access to the information, except under limited circumstances. It also does not apply to employees who disclose such wage information to the general public or to the employer’s competitors.
The rule expressly states that employers are not required to disclose information regarding employee wages, benefits, or compensation. However, it also states that this information is not proprietary information. This means that employers should have their nondisclosure agreements reviewed by legal counsel to ensure they are compliant with the current rule.
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
North Dakota: Recent Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with ND Employees
EFFECTIVE
August 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
North Dakota enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Volunteer Emergency Responder Leave. Covered leave now includes all volunteer members of the army or air national guard in any state, not just North Dakota.
Marijuana “Decriminalization”. North Dakota reduced penalties for first-time possession of up to a half ounce of marijuana to only a fine, not jail time. However, possession of larger amounts, repeat offenses, and sales or trafficking can still result in harsher sentences. The lessening of punishment for first-time offenders does not make marijuana legal; it merely treats the infraction more like a traffic ticket.
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Oklahoma: Employers May Seek Restraining Orders Against Workplace Harassment
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with OK Employees
EFFECTIVE
November 1, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
SB 715 created the Protection from Workplace Harassment and Violence Act which permits employers to obtain a temporary restraining order against individuals who engage in workplace harassment, including “repeated or continuing contact that would cause a reasonable person to suffer emotional distress and that actually causes emotional distress to the victim.” Injunctive relief could include restraining an individual from entering the employer’s property, contacting the employer or any employee while at work, or any other relief necessary to protect the employer or its employees.
Employers will be immune from civil liability for seeking or failing to seek an injunction; however, employers are still required to provide a safe workplace. Additionally, the new Act cannot be used to prohibit constitutionally protected activities, such as speech.
Employers should consider reviewing workplace violence policies and emergency plans consistent with the new permissions. This may be a useful tool for employers to ensure workplace safety.
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
Oregon: Paid Family Leave Coming in 2023
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with OR Employees
EFFECTIVE
September 29, 2019
QUESTIONS?
Contact HR On-Call
(888) 378-2456
HB 2005 will implement a paid family leave (PFL) program in Oregon, with employees able to use the benefits beginning on January 1, 2023. The bill applies to all employers with at least one employee in Oregon. Employees will receive supplemental wage replacement benefits paid by the state for leave taken from work to care for a family member with a serious health condition, for their own serious health condition, to care for and bond with a child during the first year of birth or following foster placement or adoption, or for safe leave related to domestic violence, harassment, sexual assault, or stalking.
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Oregon: Recent Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with OR Employees
EFFECTIVE
As Indicated
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Oregon enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Immigration Enforcement Notice. As of June 6, 2019, SB 370 requires employers to notify employees within three business days of receiving a notice of inspection from a federal agency (e.g., USCIS, ICE) requiring the employer to provide access to employment eligibility and identity verification documents. The notice must be posted in a conspicuous place in English and the language the employer typically uses to communicate with employees, and attempt to distribute the notice to employees in their preferred language. The Bureau of Labor and Industries (BOLI) is required to issue a sample notice by the end of the year.
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Texas: Recent Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with TX Employees
EFFECTIVE
As Indicated
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Texas enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Discrimination Update. As of September 1, 2019, age-based discrimination protections now apply to people 40 years old and over, which was expanded from the previous range of 40 to 56 years olds.
Electronic Payroll Cards. As of September 1, 2019, employers may use electronic payroll cards to pay employees, provided they give employees written notice of the plan and any fees associated with it at least 60 days before the first electronic funds are paid. Employees must be allowed to opt out of the program, and employers must pay wages using the selected alternative payment method as soon as practicable but no later than 30 days after the employee submits the request.
Jury Service Protections. As of September 1, 2019, employers are prohibited from threatening, intimidating, or discharging any permanent employee based on their jury service. Additionally, an employee’s job position is protected if an employee provides notice as soon as practicable that they intend to return to work after jury service. Further, jury duty protections have been expanded to include service on a grand jury.
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
Washington: Recent Employment Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
All Employers with WA Employees
EFFECTIVE
July 28, 2019, unless otherwise noted
QUESTIONS?
Contact HR On-Call
(888) 378-2456
Washington enacted several new laws before the close of this year’s legislative session; key provisions are summarized below.
Domestic Violence Resources Poster. Employers must now post a Domestic Violence Resources poster in a conspicuous location.
Lactation Accommodations. Employers are required to provide reasonable break time for an employee to express breast milk for up to two years after birth each time the employee needs to express the milk. Employers must provide a private location, other than a bathroom, for lactation. If the business location does not have a lactation space, the employer must work with the employee to identify a convenient location and work schedule to accommodate their needs.
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September Updates
/0 Comments/in HR Alerts /by ManagEaseAPPLIES TO
Varies
EFFECTIVE
Varies
QUESTIONS?
Contact HR On-Call
(888) 378-2456
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