(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 |
| Federal | Know Your Rights: Workplace Discrimination is Illegal (The U.S. Equal Employment Opportunity Commission (EEOC) has updated their “Know Your Rights: Workplace Discrimination is Illegal” notice. The updated notice reflects information regarding the new Pregnant Workers Fairness Act (PWFA) and is effective as of June 27, 2023. This updated notice should not be posted until June 27, 2023.) | MANDATORY |
| ANTICIPATED | ||
| Iowa | Minimum Wage (The Iowa Division of Labor Services has updated their Minimum Wage notice. The updated notice reflects new contact information for the Iowa Division of Labor Services. The poster revision date is June 2, 2023.) | MANDATORY |
| Nevada | Annual Minimum Wage Bulletin (The Nevada Department of Business & Industry has updated their Annual Minimum Wage Bulletin notice. The updated notice reflects an adjustment of the state minimum wage to $10.25/hour for employees to whom qualifying health benefits have been offered or made available and $11.25/hour for all other employees. The poster revision date is June 14, 2023) | MANDATORY |
| Nevada | Annual Daily Overtime Bulletin (The Nevada Department of Business & Industry has updated their Annual Daily Overtime Bulletin notice. The updated notice reflects new overtime rates for employees who have been offered health benefits as well as new overtime rates for all other employees. The new overtime rates go into effect on July 1, 2023. The poster revision date is June 14, 2023.) | MANDATORY |
| Oregon | Breaks & Meals/Overtime & Paychecks (The Oregon Bureau of Labor and Industries has updated their Breaks & Meals/Overtime & Paychecks notice. The updated notice reflects that employers are required to pay overtime to agricultural workers after they work 55 hours in one workweek. The poster revision date is June 12, 2023.) | MANDATORY |
| Oregon | Equal Pay, Family Leave Act, Protections for Victims of Domestic Violence, Harassment, Sexual Assault & Stalking, and Sick Time (The Oregon Bureau of Labor and Industries has updated their Equal Pay, Family Leave Act, Protections for Victims of Domestic Violence, Harassment, Sexual Assault & Stalking, and Sick Time notices. The updated notices reflect a new effective date range. The poster revision date is June 12, 2023.) | MANDATORY |
| Oregon | Minimum Wage | MANDATORY |
| Delaware | Paid Family Medical Leave | ANTICIPATED |
| Massachusetts | Paid Family Medical Leave (The notice has revisions to the Health Insurance section and makes several clarifications.) | |
| Illinois | Paid Leave for All Workers | ANTICIPATED |
| Michigan | Minimum Wage | ANTICIPATED |
| Maryland | Paid Family and Medical Leave | ANTICIPATED |
| Colorado | Paid Leave & Whistleblower | ANTICIPATED |
| New Hampshire | Paid Family Leave | ANTICIPATED |
| Rhode Island | Discrimination | ANTICIPATED |
| Bloomington, MN | Earned Sick and Safe Leave (ESSL) | ANTICIPATED |
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Contact VensureHRThe 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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Contact VensureHRThis 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.
