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February 2023: Planning Ahead and Posting Updates

21 Feb

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Federal or StateUpdated PostingMandatory or Recommended
TBD 
FederalFair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint EmploymentANTICIPATED
FederalMinimum WageANTICIPATED
FederalFamily Medical Leave ActANTICIPATED
ANTICIPATED 
ColoradoPaid Leave & WhistleblowerANTICIPATED
MarylandPaid Family and Medical LeaveANTICIPATED
MichiganMinimum WageANTICIPATED
Rhode IslandDiscriminationANTICIPATED
 February 2023 
CaliforniaCalifornia Emergency Phone Numbers The California Department of Labor & Industrial Relations has updated their Emergency Phone Numbers notice. The updated notice reflects the deletion of the P.O. Box address and adding a web address. The poster revision date is February 14, 2023.MANDATORY
CaliforniaFamily and Medical Leave Insurance Program (FAMLI)RECOMMENDED
Cook County, IllinoisMinimum WageMANDATORY
KansasWorkers’ Compensation The Kansas Department of Labor has updated their Workers’ Compensation notice. The updated notice reflects a new web address for employees to request additional information regarding the state’s workers’ compensation law. The poster revision date is February 13, 2023.RECOMMENDED
KansasUnemployment Insurance The Kansas Department of Labor has updated their Unemployment Insurance notice. The updated notice reflects minor verbiage updates. The poster revision date is February 13, 2023.RECOMMENDED
New MexicoHuman Rights Act The New Mexico Department of Workforce Solutions has updated their Human Rights Act notice. The updated notice reflects a new address for the Human Rights Bureau. The poster revision date is February 15, 2023.RECOMMENDED
NevadaNevada Safety and Health Protection on the Job The Nevada Occupational Safety and Health Administration has updated their Safety and Health Protection on the Job notice. The updated notice reflects new mandatory penalty amounts for each serious and non-serious violation, as well as a daily penalty for failing to correct a violation. The poster revision date is February 1, 2023.MANDATORY

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This 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.

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