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- REMINDER: California All-Gender Restroom Signs Effective March 1, 2017
- Missouri Becomes a Right-to-Work State on August 28, 2017
- New Mexico: Minimum Wage in Certain Cities Increased March 1, 2017
REMINDER: California All-Gender Restroom Signs Effective March 1, 2017
As of March 1, 2017, all single-occupant toilet facilities in any business, place of public accommodation of government agency must be labeled with an “all-gender” sign. Specifically, the affected toilet facilities the law applies to are defined as “a toilet facility with no more than one water closet and one urinal with a locking mechanism controlled by the user.” Employers should review their signage to ensure they have the correct identification for restroom facilities.
Missouri Becomes a Right-to-Work State on August 28, 2017
Effective August 28, 2017, Missouri Senate Bill No. 19 provides that employees cannot be required to or prevented from joining a union or paying union or charitable union-equivalent fees as a condition of employment. Employees also cannot be forced to or prevented from continuing union membership. The bill exempts certain employees and industries from this requirement, including railroads and airlines, federal employers, and employers operating on exclusive federal enclaves. Review the text of the bill here. Have applicable policies and procedures reviewed for compliance.
New Mexico: Minimum Wage in Certain Cities Increased March 1, 2017
The minimum wage rate has increased in select cities within New Mexico, effective March 1, 2017. The City of Santa Fe and unincorporated areas of Santa Fe County have increased from $10.91 to $11.09/hour. For tipped employees in the City of Santa Fe, the minimum cash wage remains at $2.13, but the maximum tip credit increases from $8.78 to $8.96/hr. For tipped employees in the unincorporated areas of Santa Fe County, the minimum cash wage has increased from $3.27 to $3.32/hour and the maximum tip credit increased from $7.64 to $7.77/hour.
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.
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