POSTING UPDATES
(This section provides you with an overview of labor law postings for this month. Note: many of these are included in the federal/state labor law poster)
| Federal or State | Updated Posting | Mandatory or Recommended |
| TBD | ||
| Federal | Fair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint Employment. | ANTICIPATED |
| Federal | Minimum Wage | ANTICIPATED |
| Federal | Family Medical Leave Act | ANTICIPATED |
| ANTICIPATED | ||
| California | Job Health and Safety | ANTICIPATED |
| California | OSHA | ANTICIPATED |
| Connecticut | Paid Family Medical Leave | ANTICIPATED |
| Illinois | You Have the Right to be Free from Job Discrimination and Sexual Harassment | ANTICIPATED |
| Illinois | Equal Pay | ANTICIPATED |
| Louisiana | Earned Income Credit | ANTICIPATED |
| New Hampshire | Paid Family Leave | ANTICIPATED |
| New Jersey | Wage Theft | ANTICIPATED |
| New Jersey | Employee Misclassification | ANTICIPATED |
| New Jersey | Safe Act | ANTICIPATED |
| New Mexico | Healthy Workplaces Act | ANTICIPATED |
| New York | Discrimination | ANTICIPATED |
| New York | Fair Employment | ANTICIPATED |
| New York | Electronic Monitoring | ANTICIPATED |
| Puerto Rico | Minimum Wage | ANTICIPATED |
| Rhode Island | Pay Equity | ANTICIPATED |
| Rhode Island | Discrimination | ANTICIPATED |
| February 2022 | ||
| San Francisco, California | Health Care security Ordinance | MANDATORY |
| New Jersey | Wage & Hour Law Abstract | MANDATORY |
| New York | Whistleblower Protection Act | MANDATORY |
| Oregon | OSHA | MANDATORY |
| Oregon | Family Leave Act | MANDATORY |
The information and resources provided in this communication are not a substitute for experienced legal counsel and does not constitute legal advice or attempt to address the numerous factual issues that inevitably arise in any employment-related dispute. Although this information attempts to cover some major recent developments, it is not all-inclusive, and any recommendations are based upon HR best practices and procedures. We recommend you consult an attorney for legal guidance.
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Contact VensureHRThis communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.
