|
APPLIES TO All Employers with Illinois Employees |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
Governor Bruce Rauner recently signed a number of amendments to Illinois’s Personal Information Protection Act (“PIPA”), expanding the definition of personal information and increasing data breach notification requirements as of January 1, 2017. The amendments are highlighted below.
|
APPLIES TO All Employers with OhioEmployees |
EFFECTIVE September 6, 2016 |
QUESTIONS? Contact HR On-Call |
In September 2016, Ohio will join 25 other states in legalizing the use of medical marijuana. Although House Bill 523 permits individuals with a qualifying diagnosis to purchase marijuana in other states and use it in Ohio, the bill also protects employers’ rights to a drug-free workplace by implementing certain provisions.
Key protections for employers include:
|
APPLIES TO All Employers with Maryland Employees |
EFFECTIVE October 1, 2016 |
QUESTIONS? Contact HR On-Call |
HB 1003 amends Maryland’s Equal Pay for Equal Work Act of 2016 (“the Act”) to include significant new provisions designed to (1) prohibit pay discrimination based on gender identity, and (2) boost pay transparency. The Act already prohibits wage differentials on the basis of sex, where employees “work in the same establishment and perform work of comparable character, or work on the same operation in the same business or of the same type.”
New, key amendments to the Act include:
|
APPLIES TO All Employers with Oregon Employees |
EFFECTIVE January 1, 2017 |
QUESTIONS? Contact HR On-Call |
Oregon passed a bill designed to increase employer transparency in wages and payroll records. Effective January 1, 2017, SB 1857 provides new regulations for: (1) the type of information employers must include on itemized wage statements; (2) when employees can view their payroll records; and (3) prevailing wage rates paid to employees working on public works projects. The new regulation also provides the Oregon Bureau of Labor and Industries (“BOLI”) with increased enforcement funding derived from the Wage Security Fund to investigate and enforce wage claims.
|
APPLIES TO All Employers with Tennessee Employees |
EFFECTIVE July 1, 2016 (January 1, 2018 for certain employers) |
QUESTIONS? Contact HR On-Call |
Tennessee already allows individuals, corporations, business entities or government agencies to prohibit possession of weapons on properties or inside buildings under their control. Public Chapter No. 638 amends the regulations governing how employers and other property owners/operators must notify people that weapons (specifically, firearms) are prohibited on their property.
The amendments are as follows:
|
APPLIES TO All Employers with San Diego, CA Employees |
EFFECTIVE No later than July 7, 2016 |
QUESTIONS? Contact HR On-Call |
NOTE: San Diego’s paid sick leave ordinance was amended shortly after becoming effective. Be sure to check out our Alert regarding the amended ordinance.
San Diego joins a number of other California cities in implementing its own paid sick leave and minimum wage ordinance. The ordinance was approved by San Diego voters on June 7, 2016, and goes into effect once the election results are certified (expected to be no later than July 7, 2016).
San Diego’s paid sick leave expands upon the statewide paid sick leave (“PSL”) law in several areas. Key provisions of the PSL ordinance include:
|
APPLIES TO All Private Employers of Six or More Employees |
EFFECTIVE July 1, 2017 |
QUESTIONS? Contact HR On-Call |
The Minneapolis Sick and Safe Time Ordinance (“Ordinance”), passed by the City Council on May 27, 2016, requires private employers of at least six employees in any location to begin providing paid sick leave (“PSL”) benefits by July 1, 2017 to any employees working in Minneapolis. Employers of five or fewer are subject to the same provisions, but can offer unpaid time off.
|
APPLIES TO Varies |
EFFECTIVE Varies |
QUESTIONS? Contact HR On-Call (888) 378-2456 |
|
APPLIES TO All Employers |
EFFECTIVE July 1, 2016 |
QUESTIONS? Contact HR On-Call |
Last month, we reported on the U.S. Department of Labor’s (“DOL”) recently-issued Final Rule (“Rule”), designed to boost transparency in union/collective bargaining. Beginning July 1, 2016, the Rule requires public disclosures from an employer’s advisors (e.g., labor relations consultants or attorneys) who are engaged to perform any work that “has the ultimate objective of persuading employees” in relation to union/collective bargaining matters.
|
APPLIES TO Varies; See Below |
EFFECTIVE July 1, 2016 |
QUESTIONS? Contact HR On-Call |
A number of minimum wage and/or specific paid sick leave ordinances go into effect in July, just one week away. Employers should check the table below for some imminent deadlines for workplace postings.