1. EEO-1 Reporting Deadline Extended Again!
2. New Federal Sexual Orientation Protection Resources
3. CFAA Violations Only Extend to Unauthorized Access, Not Improper Intent
4. Sixth Circuit: HR Employees May Engage in Protected Activity in Their Regular Duties
5. California: Owner’s Individual Wage and Hour Liability Clarified
6. California: No Required Access to Agricultural Employer Property
7. California: Right of Recall Rules Explained
8. Los Angeles County, CA: Mandatory Masking Reinstated Regardless of Vaccination Status
9. Marin County, CA: Mandatory Supplemental Paid Sick Leave for Small Employers
10. Connecticut: Recreational Marijuana Legalized
11. Portland, ME: Emergency Minimum Wage Delayed
12. Michigan: COVID-19 Emergency Workplace Rules Ended
13. New York: HERO Act Prevention Plans Available
14. Oregon: Most Employer COVID-19 Restrictions Lifted
15. Oregon: New Temporary Heat Standard
16. Oregon: Noncompete Agreements Further Restricted
17. Washington: New Emergency Heat Standard

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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.

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.

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.