(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|
|Oregon||Oregon has updated its Minimum Wage posting in English and Spanish with a new minimum wage rate and its Pregnancy Workplace Accommodations Notice posting with the addition of accommodations and description of pregnancy.||MANDATORY|
|Massachusetts||Massachusetts has updated its Paid Family and Medical Leave posting in English and Spanish with changes to its employers responsibilities under the Health Insurance section.||MANDATORY|
|Chicago, IL||The City of Chicago, Illinois has updated their Labor Standards notice. The updated notice reflects an adjustment of the city minimum wage to $15.80/hour for large employers with 21 or more employees and $15.00/hour for small employers with 4 to 20 employees, effective July 1, 2023||MANDATORY|
|Chicago, IL||The City of Chicago, Illinois has updated their Fair Workweek notice. The updated notice reflects a change in the employee annual salary requirement to be covered by the Fair Workweek ordinance, effective July 1, 2023.||MANDATORY|
|Illinois||Illinois has updated its Your Rights Under Illinois Employment Laws posting with the replacement of a missing word from the agency.||MANDATORY|
|Louisiana||Louisiana has updated its Earned Income Credit posting in English and Spanish with new earned income and adjusted gross income levels.||MANDATORY|
|Michigan||The Michigan Department of Labor and Economic Opportunity has updated their Whistleblowers’ Protection Act notice. The updated notice reflects minor grammatical edits and reformatting. The poster revision date is July 10, 2023.||MANDATORY|
|Bloomington, Minnesota||The City of Bloomington, Minnesota has released their Earned Sick and Safe Leave (ESSL) notice. The new ordinance requires employers to provide sick and safe leave to employees working in Bloomington. Employees accrue one hour of sick and safe leave for every 30 hours worked, effective July 1, 2023.||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.
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.