Stay Informed with the Latest Employment Law Changes
New Mexico Bans Military Status Discrimination
- Effective Date: May 16, 2024
- Summary: The New Mexico Human Rights Act now prohibits discrimination based on military status. This includes active armed forces members, state defense force members, veterans, and their immediate families. Employers must ensure that hiring, promotions, and other employment practices are free from bias against these individuals.
EEO Reporting Deadline
- Due Date: June 4, 2024
- Summary: Covered employers must submit 2023 EEO-1 Component 1 data, detailing the job category, sex, race, and ethnicity of employees. This information helps the EEOC monitor workforce diversity and enforce civil rights laws. Contact your HR Consultant for guidance on accurate and timely submission.
Noncompete Agreements
- Effective Date: June 6, 2024
- Summary: In Washington State, non-compete agreements that apply the laws of another jurisdiction are now void. Additionally, the FTC plans to ban most non-compete agreements nationwide by August 22, 2024. Although this ruling faces legal challenges, employers should prepare by reviewing and revising existing non-compete agreements.
DC Pay Transparency Law
- Effective Date: June 30, 2024
- Summary: Employers in DC must include salary ranges in job postings and are restricted from inquiring about salary history. This change aims to promote fair pay practices and reduce wage gaps. The Wage Transparency Omnibus Amendment Act of 2023 ensures transparency and fairness in the hiring process.
Renton, WA Scheduling Ordinance
- Effective Date: July 1, 2024
- Summary: Employers must offer additional work hours to existing qualified employees before hiring new staff. This ordinance requires a fair and transparent process for distributing work hours and aims to provide existing employees with more stable and predictable schedules.
Chicago Paid Leave Ordinance
- Effective Date: July 1, 2024
- Summary: Chicago’s new ordinance expands paid leave and sick leave protections. Employees can accrue up to 40 hours of paid sick leave and an additional 40 hours of paid leave for any reason annually. The ordinance also updates employer coverage, notice requirements, and enforcement provisions to ensure comprehensive leave benefits.
California Workplace Violence Prevention Plans
- Effective Date: July 1, 2024
- Summary: California requires most employers to implement workplace violence prevention plans, including a violent incident log and training requirements. This proactive approach aims to enhance workplace safety and reduce incidents of violence.
NYC Workers’ Bill of Rights Notice
- Effective Date: July 1, 2024
- Summary: Employers in New York City must provide and post the Workers’ Bill of Rights notice, informing employees of their rights and protections under city laws. This notice helps ensure that employees are aware of their legal rights and can seek appropriate recourse if needed.
Colorado Age-Related Questions Ban
- Effective Date: July 1, 2024
- Summary: The Colorado Job Application Fairness Act prohibits employers from asking age-related questions on job applications, with exceptions for safety or legal compliance. This law aims to prevent age discrimination in the hiring process and promote fair employment practices.
Oregon Family Leave Act Amendments
- Effective Date: July 1, 2024
- Summary: Changes to the Oregon Family Leave Act redefine the one-year period used to calculate leave eligibility. These amendments ensure that employees can take family leave as needed and align the OFLA with other family and medical leave laws.
EEOC Guidance on LGBTQ Harassment
- Effective Date: Immediate
- Summary: The EEOC’s new guidance on preventing workplace harassment of LGBTQ employees highlights the need for updated policies and training. Employers should review and enhance their harassment-prevention measures to comply with this guidance and foster an inclusive work environment.
Frequently Asked Questions (FAQs):
Q: When is the deadline for submitting EEO-1 Component 1 data?
A: The deadline is June 4, 2024. Covered employers must submit data on job categories, sex, race, and ethnicity of their employees.
Q: Who needs to submit the EEO-1 Component 1 data?
A: Employers with 100 or more employees and federal contractors with 50 or more employees meeting certain criteria must submit this data.
Q: What information is required for EEO-1 Component 1 reporting?
A: Employers must report the number of employees by job category, race, ethnicity, and sex.
Noncompete Agreements
Q: What changes are being made to non-compete agreements in Washington State?
A: Effective June 6, 2024, non-compete agreements in Washington State are void if they require or allow the application of non-Washington laws.
Q: What is the FTC’s stance on non-compete agreements?
A: The FTC plans to prohibit most non-compete agreements nationwide effective August 22, 2024. This ruling is currently facing legal challenges.
Q: How should employers prepare for changes to non-compete agreements?
A: Employers should review and revise existing non-compete agreements to ensure compliance with state laws and stay informed about the FTC ruling’s legal challenges.
Pay Transparency
Q: What does the new DC Pay Transparency Law require?
A: Employers must include a salary range in job postings and are restricted from inquiring about salary history.
Q: Who does the DC Pay Transparency Law apply to?
A: It applies to all employers with at least one employee in the District of Columbia, excluding federal and DC government employers.
Scheduling Ordinance
Q: What does Renton’s new scheduling ordinance require?
A: Employers must offer additional work hours to existing employees before hiring new staff, using a fair and transparent process.
Q: Are there exceptions to Renton’s scheduling ordinance?
A: Yes, employers are not required to offer additional hours if it would result in overtime or premium pay requirements.
Paid Leave
Q: What changes does Chicago’s new paid leave ordinance introduce?
A: Employees can accrue up to 40 hours of paid sick leave and an additional 40 hours of paid leave annually, with expanded employer coverage and notice requirements.
Q: When does Chicago’s new paid leave ordinance take effect?
A: The ordinance takes effect on July 1, 2024, replacing the current paid sick leave law.
Workplace Violence Prevention
Q: What are the requirements for California’s workplace violence prevention plans?
A: Employers must establish, implement, and maintain detailed workplace violence prevention plans, including training and incident logs.
Q: Who needs to comply with California’s new workplace violence prevention requirements?
A: Most employers in California, except for some small businesses and low-risk workplaces.
Workers’ Bill of Rights
Q: What is the New York City Workers’ Bill of Rights notice requirement?
A: Employers must provide the Workers’ Bill of Rights notice to all employees and post it in a conspicuous place.
Q: When do NYC employers need to comply with the Workers’ Bill of Rights notice requirement?
A: Employers must comply by July 1, 2024.
Age-Related Questions
Q: What does the Colorado Job Application Fairness Act prohibit?
A: It prohibits employers from asking age-related questions on job applications, with certain safety or legal compliance exceptions.
Q: When does the Colorado Job Application Fairness Act take effect?
A: The law takes effect on July 1, 2024.
Family Leave
Q: What changes are made to the Oregon Family Leave Act?
A: The definition of a one-year period for leave eligibility is updated, aligning with other family and medical leave laws.
Q: When do the amendments to the Oregon Family Leave Act take effect?
A: The amendments take effect on July 1, 2024.
LGBTQ Harassment Guidance
Q: What is the EEOC’s new guidance on LGBTQ workplace harassment?
A: The EEOC’s guidance addresses harassment prevention for LGBTQ employees, advising employers to update their policies and training.
Q: Is the EEOC’s LGBTQ harassment guidance legally binding?
A: While not legally binding, the guidance is a crucial tool for employers, EEOC staff, and courts in addressing harassment issues.
