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March 2024: Planning Ahead and Posting Updates

20 Mar

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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.

The below list may include updates to existing posters, additional postings that will be added to federal and state labor law posters, or new individual notices that may be required to be posted.

State Updated Posting Mandatory or Recommended
California California has updated its California Law Prohibits Workplace Discrimination and Harassment posting in English and Spanish with changes to its Additional Protections section and its Healthy Families Act posting in Spanish with the expansion of its limits. MANDATORY
Delaware Delaware has released a revised Workers’ Compensation Notice with notable changes. The language has been refined to offer better clarity regarding the responsibilities of both employers and employees. Additionally, an email contact for the Office of Workers’ Compensation has been added to facilitate smoother communication and information. MANDATORY
The Delaware Department of Labor, Division of Industrial Affairs has updated its Whistleblowers Protection Act. The updated notice reflects that employers shall carry workers’ compensation insurance coverage. In addition, the notice was updated with a new email address to contact the Delaware Division of Industrial Affairs. The poster revision date is March 8, 2024. MANDATORY
Illinois   The Illinois Department of Labor has updated their “Your Rights Under Illinois Employment Laws notice. The updated notice reflects information regarding frontloading paid leave. Employers may provide employees with all paid leave hours at the start of a 12-month period and any unused frontloaded leave does not have to be carried over. In addition, the notice has been updated with new hotline numbers for reporting violations. The poster revision date is February 16, 2024. MANDATORY
The Illinois Department of Labor has updated their Paid Leave for All Workers Act notice. The updated notice reflects information regarding frontloading paid leave. Employers may provide employees with all paid leave hours at the start of a 12-month period and any unused frontloaded leave does not have to be carried over. In addition, the notice has been updated with a telephone number of employees can use to file a complaint with the Illinois Department of Labor, Leave Rights Division. The poster revision date is February 16, 2024. MANDATORY
The State of Illinois Department of Labor has updated their Victims’ Economic Security and Safety Act (VESSA) notice. The updated notice reflects a new website address employees can use to file a complaint with the Illinois Department of Labor. In addition, the notice has been updated with the addition of fax numbers for the different Department of Labor office locations. The poster revision date is February 16, 2024. MANDATORY
Nevada Nevada has updated its Safety and Health Protection on the Job posting in English and Spanish with new rates, its Domestic Violence Victim’s Bulletin posting in English and Spanish with the addition of Sexual Assault to its statute and its Job Training/Employment Programs posting in English and Spanish with a new annual date MANDATORY
Ohio Ohio has updated its No Smoking posting with the addition of No Vaping. MANDATORY
City Updated Posting Mandatory or Recommended
Tucson, AZ Tucson, AZ, has updated its Tucson Minimum Wage posting in English and Spanish with a new minimum wage rate. MANDATORY
St. Paul, MN St. Paul, MN, has updated its St. Paul Minimum Wage and Earned Sick and Safe Time posting in English and Spanish with the removal of its 2023 minimum wage rates and the addition of its 2025 minimum wage rates. MANDATORY
Santa Fe, NM Santa Fe, NM, has updated its Santa Fe Minimum/Living Wage posting in English and Spanish with a new minimum wage rate. MANDATORY
Tukwila, WA Tukwila, WA, has added a Tukwila Minimum Wage posting in Spanish to its offering. MANDATORY

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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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