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January 2023: Planning Ahead and Posting Updates

24 Jan

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Federal or StateUpdated PostingMandatory or Recommended
TBD
FederalFair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint EmploymentANTICIPATED 
Federal Minimum Wage ANTICIPATED 
Federal Family Medical Leave Act ANTICIPATED 
ANTICIPATED 
ColoradoPaid Leave & WhistleblowerANTICIPATED
ConnecticutPaid Family Medical LeaveANTICIPATED
IllinoisYou Have the Right to be Free from Job Discrimination and Sexual HarassmentANTICIPATED
IllinoisEqual PayANTICIPATED
MarylandPaid Family and Medical Leave
New HampshirePaid Family LeaveANTICIPATED
New JerseyWage TheftANTICIPATED
New JerseyEmployee MisclassificationANTICIPATED
New JerseySafe ActANTICIPATED
New YorkSexual HarassmentANTICIPATED
New YorkDiscriminationANTICIPATED
New YorkFair EmploymentANTICIPATED
Rhode IslandDiscriminationANTICIPATED
January 2023
CaliforniaFamily and Medical Leave Insurance Program (FAMLI)MANDATORY
CaliforniaTransgender Rights in the Workplace – The California Civil Rights Department has updated its Transgender Rights in the Workplace notice. The updated notice reflects additional information regarding the rights of employees who are transgender or gender nonconforming. In addition, new contact information for filing a complaint with the California Civil Rights Department has been added. The poster revision date is January 4, 2023.MANDATORY
ColoradoFamily and Medical Leave Insurance Program (FAMLI) – The Colorado Department of Labor and Employment has released its Paid Family and Medical Leave notice. The new law establishes a statewide program for paid family and medical leave. The program allows eligible employees to take 12 weeks of paid leave for qualified reasons, funded through a payroll tax on employers and employees. The first premiums will be paid beginning on January 1, 2023, and benefits will begin to be available on January 1, 2024. The poster revision date is January 10, 2023.MANDATORY
ColoradoOvertime and Minimum Pay Standards Order – The Colorado Department of Labor and Employment has updated its Overtime and Minimum Pay Standards Order notice. The updated notice reflects an increase in the minimum wage. Effective 1/1/2023, the minimum wage rate will increase from $12.56/hour to $13.65/hour for non-tipped employees and from $9.54/hour to $10.63/hour for tipped employees. The poster revision date is January 10, 2023.MANDATORY
ColoradoPaid Family and Medical LeaveMANDATORY
DelawareDelaware Whistleblowers Protection ActMANDATORY
MaineRegulation of EmploymentMANDATORY
MarylandMinimum Wage and Overtime LawRECOMMENDED
New JerseyWage & Hour Law Abstract: The New Jersey Department of Labor and Workforce Development has updated its Wage and Hour Law Abstract notice. The updated notice reflects an adjustment of the state minimum wage rate to $14.73/hour for most employers, $12.93/hour for seasonal and small employers (fewer than six employees), $12.01/hour for agricultural employers, $5.26/hour cash wage for tipped workers, and $17.13/hour for long-term care facility direct care staff members, effective January 1, 2023. The poster revision date is January 9, 2023.MANDATORY
New YorkVeteran Benefits and Services – The New York State Department of Labor, Division of Veterans’ Services, has released its Veteran Benefits and Services notice. The new law requires all public and private New York State employers with more than 50 full-time employees to post information containing veterans’ benefits and services. The poster revision date is January 11, 2023MANDATORY
New YorkMiscellaneous Industry Employees Minimum WageMANDATORY
Rhode IslandPay EquityMANDATORY

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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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