Labor Laws are constantly changing and we know you want to keep up-to-date, that's why we stay on top of the game to bring you the latest updates. Are your posters compliant? You can use this page to quickly view the latest State and Federal labor law updates.
Beginning January 1, 2017, federal contractors must pay covered workers at least $10.20 per hour. The Secretary of Labor also gave notice that beginning January 1, 2017, covered tipped employees performing work on or in connection with covered contracts must be paid a cash wage of at least $6.80 per hour.
Paid Sick Leave
On September 7, 2015, President Barack Obama signed Executive Order (EO) 13706, Establishing Paid Sick Leave for Federal Contractors. The Executive Order requires certain parties that contract with the Federal Government to provide their employees with up to 7 days of paid sick leave annually, including paid leave allowing for family care.
Employers must provide a notice clearly explaining what medical information will be obtained, how it will be used, who will receive it, the restrictions on its disclosure, and the methods the employer uses to prevent its improper disclosure. The rules also set limits on inducements for participating in an employer-sponsored wellness program (or multiple employer-sponsored wellness programs that request such information)
Paid Leave (Government Contractor)
Creates paid sick and safe time requirements for federal contractors relating to certain contracts entered into after January 1, 2017. Employees accrue 1 sick leave hour for every 30 hours worked. Accrual can be capped at 56 hours. Accrued but unused leave carries over to the following year. Leave can be used for an employee or an employee’s family member.
Minimum Wage (Government Contractor)
Increases the minimum wage for workers performing work on or in connection with covered contracts to $10.20 per hour, and increases the minimum cash wage for tipped employees to $6.80 per hour.
Revises and updates general industry standards on walking-working surfaces to prevent and reduce workplace slips, trips, and falls, as well as other injuries and fatalities associated with walking-working surface hazards.
Sets new workplace permissible exposure limits (PELs) for respirable crystalline silica. Includes one standard for the construction industry (applicable June 23, 2017) and a separate standard for general industry and maritime employment (applicable June 23, 2018).
Pay Stubs (Government Contractor)
Contractors holding federal contracts for goods and services (including construction) worth more than $500,000 must provide the following information to employees with each paycheck: hours worked; overtime hours; rate of pay; gross pay; and any additions to or subtractions from pay (like bonuses, awards and shift differentials).
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Creates paid sick and safe time law. Employees accrue one hour of sick leave for every 30 hours worked, and can accrue either 24 or 40 sick hours per year, depending on an employer’s size. Accrued but unused sick leave carries over to the following year, and employees can use 24 or 40 hours per year, depending on an employer’s size. Leave can be used for the employee, a family member, or any other individual related by blood or affinity whose close relationship is the equivalent of a family relationship.
IWC Wage Orders
California’s Fair Employment and Housing Act prohibits harassment and discrimination based on various protected classifications, and prohibits retaliation against employees who protest or oppose such unlawful employment practices.
The FEHA also requires employers to reasonably accommodate an employee’s medical condition or religious beliefs.
To enforce local laws or ordinances, including local wage laws, the city or county can delegate authority to a county or city official or a department head to issue subpoenas and report a failure to comply with subpoenas to a state court judge.
Drivers participating with a Transportation Network Company in California will be subject to mandatory criminal background checks, regardless of whether a driver is considered an employee or an independent contractor.
Cellphones & Driving
Prohibits driving while holding and operating a handheld wireless telephone or a wireless electronic communication device unless in hands-free mode, but allows using hands under limited circumstances.
Employee Benefits (Retirement)
Implements previously approved California Secure Choice Retirement Savings Program on January 1, 2017. Once initiated, employers with 5 or more employees that do not offer an employer-sponsored retirement plan or an automatic enrollment payroll deduction IRA must provide notice about the program to new and existing employees.
Businesses must disclose a data security breach to California residents whose encrypted personal information was, or is reasonably believed to have been, acquired by an unauthorized person along with an encryption key or security credential that could render that personal information readable or useable.
Prohibits requesting more or different documents than are required under federal law, refusing to honor documents that on their face reasonably appear to be genuine, refusing to honor documents or work authorization based on the specific status or term of status that accompanies the work authorization, and reinvestigating or re-verifying an employee's work authorization.
Family Bonding Leave
Employers must provide pay to employees receiving state paid family leave insurance benefit when leave is taken for bonding with a new child. *Coverage is phased in based on employer size: 50 or more employees (January 1, 2017); 35 or more employees (July 1, 2017); 20 or more employees (January 1, 2018).
Berkeley Ordinance 7505: Paid Leave
Creates a paid sick and safe time law. Covered employees accrue 1 sick leave hour for every 30 hours worked. For small businesses, there is a cap of 48 hours per year; for all other businesses the cap is 72 hours. Leave accrued up to the cap must be carried over to the following year. There is no express limit on how many leave hours can be used per year. Leave can be used for an employee, an employee’s family member, or a designated person.
Employers must inform new employees (and current employees, upon their request) of their rights regarding discrimination against victims of domestic violence, sexual assault, and stalking. *The law is effective January 1, 2017, but notice is not required until the state labor department posts an online a model notice, which must occur by July 1, 2017.
Increases the hourly rate employees must be paid from $41.85 to $42.35 per hour, increases the monthly rate from $7,265.43 to $7,352.62, and increases the annual rate from $87,185.14 to $88,231.36.
Employers that enters into contracts, subcontracts, or franchise arrangements to provide janitorial services must keep for three years: names and addresses of employees engaged in rendering actual services for any business of the employer; hours worked daily by each employee, including the times the employee begins and ends each work period; wage and wage rate paid each payroll period; age of all minor employees; and any other conditions of employment.
Covered retail and hospitality industry employers must, among other items, provide two weeks’ notice of schedule, predictability pay for schedule changes, and offer hours to existing part-time employees before hiring new employees
Smoking prohibitions are amended to include a definition of smoking. Workplace smoking bans will apply to electronic cigarettes and vapes. Eliminates ability to allow smoking in designated employee vented breakrooms and for employers with five or fewer employees to smoke in certain nonwork areas.
Employers with 10 or more employees must file all reports and returns electronically, and remit all contributions for unemployment insurance premiums by electronic funds transfer, except as otherwise provided.
Legalizes recreational marijuana for individuals age 21 or older, but permits drug-free workplaces, and does not require accommodation of marijuana use in the workplace or affect policies prohibiting use.
Access to Personnel File
Employer must allow current and former employees to inspect and copy their own personnel file. This inspection permission will occur annually for current employees and once after employment ends for terminated employees. Employees can be required to pay the reasonable cost of copying documents.
Employers cannot seek information about prior arrests, criminal charges, or convictions in an initial employment application unless an employer is obligated per federal or state law to ask about criminal history for the position or the position requires a security, fidelity, or equivalent bond. Notices must accompany criminal history inquiries.
Teen Work Hours Notice
Employers of minors who are 14, 15, 16 or 17 years of age are required by law to post the maximum
number of hours these minors may be employed or permitted to work in each day of the week.
Equal Pay Act
An employer may not discriminate between employees in the same establishment on the basis of sex by paying wages to any employee in any occupation in this State at a rate less than the rate at which the employer pays any employee of the opposite sex for comparable work on jobs that have comparable requirements relating to skill, effort and responsibility.
Workplaces Support Nursing Moms
An employer, as defined in section 603, subsection 1, paragraph A, shall provide adequate unpaid break time or permit an employee to use paid break time or meal time each day to express breast milk for her nursing child for up to 3 years following childbirth. The employer shall make reasonable efforts to provide a clean room or other location, other than a bathroom, where an employee may express breast milk in privacy. An employer may not discriminate in any way against an employee who chooses to express breast milk in the workplace
Equal Pay Act
The Maryland Equal Pay Act requires employers to pay men and women equally if the 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 additional information includes pay deduction law, addition of pregnancy
and gender expression as protected classes against discrimination, new rules on
reporting pay, and domestic workers' right.
Minimum Wage Poster
Updated to reflect new 2015 minimum wage rate of $9.00 per hour, effective January 1, 2015, along with a new website listing and new department name. Also includes future minimum wage rates for 2016 and 2017.
Equal Pay for Equal Work Act
Prohibits discrimination in wages on the basis of gender for equal work or work on the same operations. The Law also prohibits discrimination against employees who file equal pay complaints or participate in the investigation or hearing of claims under the Law. The Law is applicable all employers in the state, regardless of size
Minimum Wage Poster
Reflects new minimum wage rates of $5.85 per hour effective July 2007, $6.50 per hour effective September 2007, $6.55 per hour effective July 2008, and $7.25 effective September 2008;Update in minor labor law section.
Gender Equity Notice
New Jersey and federal laws prohibit employers from discriminating against an individual with
respect to his/her pay, compensation, benefits, or terms, conditions or privileges of employment
because of the individual’s sex.
Minimum Wage Poster
Every employer subject to the Minimum Wage shall keep a summary of it& posted in conspicuous place on or about the premises wherein any person subject to the Minimum Wage Act is employed, and the summary shall clearly and conspicuously set forth the current minimum wage.
Each employer shall post, and keep posted in conspicuous places upon his premises where notices to employees and applicants for employment are customarily posted, a notice that advises workers of the requirement.
Right of Nursing Mothers to Express Breast Milk Poster
An employer shall provide reasonable unpaid break time or permit an
employee to use paid break time or meal time each day to allow an
employee to express breast milk for her nursing child for up to three years
following child birth.
Philadelphia Paid Sick & Pregnancy Notice
Amendments to the City’s Fair Practices Ordinance which impose a duty on employers to accommodate employees “affected by pregnancy,” regardless of whether they are disabled.
Update includes a space to list the employer's account number, the removal of the PR driver's license as a requirement to file an application and new guidance on how benefits are calculated.
Can not discharge, threaten, or otherwise discriminate if employee or representative reports to a public body or is about to regarding a violation of state or federal law, regulation or rule or because employee responds to an official request
Notification of the Ombudsman Program
Comprehensive update includes new information on website and guidelines on what documents to gather to apply and what telephone number to dial for more information.
Earned Income Credit
The United States federal earned income tax credit or earned income credit (EITC or EIC) is a refundable tax credit for low- to moderate-income working individuals and couples, particularly those with children.