Federal and State Reminders

29 Nov

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FederalUpdate InformationEffective date
CinFENCTA Report Due DateJanuary 1, 2025
DOLDOL Overtime Rule Has Now ArrivedJanuary 1, 2025
Federal: DOL Announces Annual Update on Minimum Wage for Federal Contract Workers January 1, 2025
HIPAANew HIPAA Rule: Preparing Policy and Compliance UpdatesDecember 23, 2024
StateUpdate InformationEffective date
California California Amends FEHA to Include a 2-Part Test for Drivers License January 1, 2025
California to Enhance Anti-Discrimination Enforcement by Local Governments January 1, 2025
California to Amend the Consumer Privacy Act to Expand Personal and Sensitive Information January 1, 2025
California Expands Paid Sick Leave for Agricultural Employees January 1, 2025
California to Amend the Paid Family Leave Program January 1, 2025
California Amends the Unruh Civil Rights Act January 1, 2025
California Amends its CROWN Act January 1, 2025
California to Require Employers to Post Voluntary Social Compliance Audits Reports January 1, 2025
California to Provide Wage Replacement on the Family Temporary Disability Insurance Program January 1, 2025
California Enacts the Freelance Worker Protection Act January 1, 2025
California Bans Captive Audience Meetings January 1, 2025
California Expands Events Under Which Employees Can Take Time Off January 1, 2025
DelawareDelaware Consumer Data Privacy Act January 1, 2025
Delaware Privacy Act Becomes Law January 1, 2025
Illinois Illinois Equal Pay Act January 1, 2025
Illinois Enacts the Worker Freedom of Speech Act, banning Captive Audience Meetings January 1, 2025
Illinois Enacts the Child Labor Law of 2024 January 1, 2025
Illinois Bill Will Amend the Illinois Wage Payment and Collection Act – Update January 1, 2025
Illinois Amends the Illinois Human Rights Act by Refining Harassment January 1, 2025
Illinois Expands the Illinois Human Rights Act to Prohibit Discrimination on “Reproductive Health Decisions” January 1, 2025
IndianaIndiana Consumer Data Privacy Act January 1, 2025
IowaIowa Consumer Privacy Statute January 1, 2025
Kentucky Kentucky Medical Marijuana Legalization January 1, 2025
Massachusetts Reminder Massachusetts: Paid Family and Medical Leave (PFML) Contribution Rates Unchanged for 2025 January 1, 2025
Minnesota Minnesota Surgical Smoke Evacuation System Policies Compliance January 1, 2025
Minnesota Minimum Wage: Dual System Eliminated   The state’s minimum wage rate for all employers, including large employers, small employers, youth, and J-1 visa wages for hotels, motels, and lodging establishments, will increase to $11.13 an hour. The law still allows for a 90-day training wage for workers under age 20. The current hourly training wage, $8.85, will increase to $9.08.   For additional information: MN Department of Labor and IndustryMN Department of Labor and Industry   January 1, 2025
Minnesota Pay Transparency January 1, 2025
Michigan Michigan 2025 Minimum Wage Increase Rate Schedule January 1, 2025
Montana Montana Universal Opt-Out Mechanisms January 1, 2025
Montana Out-out Preference Signals Recognition January 1, 2025
Montana Data Protection Assessments January 1, 2025
NebraskaNebraska Data Privacy Law January 1, 2025
New Hampshire New Hampshire Legislature Passes Consumer Data Privacy Bill January 1, 2025
New York New York Increased Workers Compensation Benefits January 1, 2025
New York Enacts LLC Transparency Act Requiring Disclosure of Beneficial Owners January 1, 2025
New York Clean Slate Act Will Seal Certain Old Criminal Records November 16, 2024
Pennsylvania Pennsylvania Enacts the Fair Contracting for Health Care Practitioners Act January 1, 2025
Rhode Island Rhode Island Amended Payments to Totally Disabled Employee Rates January 1, 2025
Washington Washington Paid Sick Leave Construction Worker Definition Clarified by Legislature – Part 2 January 1, 2025

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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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