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July 2022: Planning Ahead and Posting Updates

26 Jul


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 StateUpdated PostingMandatory or Recommended
FederalFair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint EmploymentANTICIPATED
FederalMinimum WageANTICIPATED
FederalFamily Medical Leave ActANTICIPATED
CaliforniaJob Health and SafetyANTICIPATED
IllinoisYou Have the Right to be Free from Job Discrimination and Sexual HarassmentANTICIPATED
IllinoisEqual PayANTICIPATED
New HampshirePaid Family LeaveANTICIPATED
New JerseyWage TheftANTICIPATED
New JerseyEmployee MisclassificationANTICIPATED
New MexicoHealthy Workplaces ActANTICIPATED
New YorkSexual HarassmentANTICIPATED
New YorkDiscriminationANTICIPATED
New YorkFair EmploymentANTICIPATED
Puerto RicoMinimum WageANTICIPATED
Rhode IslandPay EquityANTICIPATED
Rhode IslandDiscriminationANTICIPATED
July 2022 
AlabamaChild Labor Laws 
CaliforniaBerkeley, CA Minimum WageMANDATORY
CaliforniaLos Angeles, CA Minimum WageMANDATORY
CaliforniaSan Francisco, CA Minimum WageMANDATORY
CaliforniaPasadena, CA Minimum WageMANDATORY
CaliforniaSanta Monica, CA Minimum WageMANDATORY
CaliforniaEmeryville, CA Minimum WageMANDATORY
CaliforniaFremont, CA Minimum WageMANDATORY
CaliforniaAlameda County, CA Minimum WageMANDATORY
ConnecticutPaid Family Medical LeaveMANDATORY
District of ColumbiaMinimum Wage to $16.10MANDATORY
District of ColumbiaLiving Wage to $16.10MANDATORY
GeorgiaBill of Rights for Injured WorkerMANDATORY
GeorgiaPanel of PhysiciansMANDATORY
GeorgiaManaged Care Organization ProceduresMANDATORY
IllinoisChicago, IL Minimum WageMANDATORY
IllinoisCook County, IL Minimum WageMANDATORY
LouisianaEarned Income CreditMANDATORY
LouisianaIndependent Contractor or EmployeeMANDATORY
NevadaAnnual Minimum Wage BulletinMANDATORY
NevadaAnnual Daily Overtime BulletinMANDATORY
NevadaRules to be ObservedMANDATORY
New MexicoHealthy Workplace ActMANDATORY
OregonMinimum WageMANDATORY
OregonAgricultural Minimum WageMANDATORY
OregonSick TimeMANDATORY
OregonSexual HarassmentMANDATORY
OregonFamily LeaveMANDATORY
OregonEqual PayMANDATORY
PennsylvaniaMinimum Wage Law SummaryMANDATORY
West VirginiaUnemployment Insurance BenefitsMANDATORY
VirginiaSeizure First AidMANDATORY
 June 2022 
ColoradoPaid Leave, Whistleblowing & Protective EquipmentMANDATORY
District of ColumbiaTime Off to VoteMANDATORY
MaineMinimum WageMANDATORY
MaineWorker’s CompensationRECOMMENDED
MarylandMinimum Wage and Overtime LawMANDATORY
MichiganMinimum WageRECOMMENDED
MinnesotaUnemployment InsuranceRECOMMENDED
UtahUnemployment InsuranceMANDATORY

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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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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