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APPLIES TO All Employers with 50+ San Francisco, CA Employees |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
Earlier this year, we reported on San Francisco’s bill requiring 6 weeks of fully paid parental leave. The Paid Parental Leave Ordinance (“PPLO”) was recently amended to provide clarity on an employer’s obligations for supplementing compensation.
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APPLIES TO All Employers with Cook County, IL Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
Following shortly after Chicago’s recent minimum wage and paid sick leave ordinance comes Cook County’s countywide Earned Sick Leave Ordinance (the “Ordinance”). This encompasses the city of Chicago and is the first county in the Midwest to issue a far-reaching ordinance. Note that this paid sick leave (“PSL”) mandate will also be affected by the state of Illinois’s recent Employee Sick Leave Act.
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APPLIES TO All Employers with Minneapolis, MN Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
Minneapolis’s Sick and Safe Time Ordinance has been amended to more closely align with its neighboring city St. Paul’s recent Earned Sick and Safe Time Ordinance. Key amendments to Minneapolis’s Ordinance include the following:
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APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
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APPLIES TO All Employers |
EFFECTIVE January 21, 2017 |
QUESTIONS? Contact HR On-Call |
UPDATE: The new Form I-9 was released on November 14, 2016 on the USCIS website. Visit the I-9 webpage to download the form and accompanying instructions.
The Office of Management and Budget recently approved the final version of the new Form I-9, which will become available on the U.S. Citizenship and Immigration Services website (“USCIS”) no later than November 22, 2016. Employers may continue to use the current I-9 form (revision date 03/08/2013 N, notated in the lower left corner) until January 21, 2017. After January 21, 2017, all employers must switch over to the new I-9 form.
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APPLIES TO All Employers |
EFFECTIVE N/A |
QUESTIONS? Contact HR On-Call |
Recently, 21 states and a coalition of business groups filed lawsuits attempting to challenge the impending federal overtime rule, which is currently scheduled to become effective on December 1, 2016. The new overtime rule will increase the salary test for exempt professionals to $47,476 per year for a full-time employee, over double the current salary threshold.
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APPLIES TO All Alabama, Florida and Georgia Employers |
EFFECTIVE September 15, 2016 |
QUESTIONS? Contact HR On-Call |
The Equal Employment Opportunity Commission (“EEOC”) sued an employer on behalf of a black applicant whose job offer was rescinded when she refused to change her dreadlock hairstyle. On September 15, 2016, the Court of Appeals for the Eleventh Circuit agreed with a district court’s dismissal of the alleged discrimination complaint. The Court reasoned that Title VII of the Civil Rights Act of 1964 prohibits adverse actions on the basis of immutable characteristics of race, whereas the dreadlocks hairstyle was a mutable choice. This decision follows other courts in similarly rejecting the argument that hairstyles can be a “determinant of racial identity.”
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APPLIES TO All Employers with California Employees |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
California employers struggled this year to fully wrap their arms around the Fair Pay Act, which requires businesses to pay the same wage to employees of different genders who perform substantially similar work. Governor Brown has now signed the Wage and Equality Act of 2016 (the “Act”) into law, which adds workers of differing race or ethnicity as having the same protections similarly present under the Fair Pay Act.
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APPLIES TO All Employers with California Employees in Agricultural Industries |
EFFECTIVE Varies; see below |
QUESTIONS? Contact HR On-Call |
On September 12, 2016, Governor Brown signed AB 1066, a bill that will significantly expand overtime rights for California employees in the agricultural industry. Currently, agricultural employees do not earn overtime until they complete over 10 hours of work in one day. Beginning January 1, 2019, AB 1066 will lower the 10-hour threshold for overtime rates by a half-hour each year, reaching alignment with the standard eight-hour workday by 2022. The bill also phases in a 40-hour standard workweek. Further, as of January 1, 2022, any agricultural employee working in excess of 12 hours in one day must be compensated at a rate of twice their regular pay.
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APPLIES TO All Employers with California Employees or Applicants |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
On September 27, 2016, Governor Brown signed AB 1843, which will prohibit California employers from (1) requesting or seeking out any information regarding an applicant’s arrest, detention, processing, diversion, supervision, adjudication, or court disposition that occurred while the applicant was subject to juvenile court law, and (2) using juvenile criminal history as a factor in determining conditions of employment, such as hiring, promoting, or terminating employment.