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September 2022: Planning Ahead and Posting Updates

27 Sep

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Federal or State
Updated PostingMandatory or Recommended
TBD 
FederalFair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint EmploymentANTICIPATED
FederalMinimum WageANTICIPATED
FederalFamily Medical Leave ActANTICIPATED
 ANTICIPATED 
ArizonaMinimum WageANTICIPATED
CaliforniaJob Health and SafetyANTICIPATED
ColoradoMinimum WageANTICIPATED
ConnecticutPaid Family and Medical LeaveANTICIPATED
IllinoisYou Have the Right to Be Free from Job Discrimination and Sexual HarassmentANTICIPATED
IllinoisEqual PayANTICIPATED
MissouriMinimum WageANTICIPATED
MinnesotaMinimum WageANTICIPATED
New HampshirePaid Family LeaveANTICIPATED
New MexicoMinimum WageANTICIPATED
New JerseyWage TheftANTICIPATED
New JerseyEmployee MisclassificationANTICIPATED
New JerseySafe ActANTICIPATED
New YorkSexual HarassmentANTICIPATED
New YorkDiscriminationANTICIPATED
New YorkFair EmploymentANTICIPATED
Puerto RicoMinimum WageANTICIPATED
Rhode IslandPay EquityANTICIPATED
Rhode IslandDiscriminationANTICIPATED
 September 2022 
CaliforniaFamily Care and Medical Leave (CFRA Leave) and Pregnancy Disability Leave          RECOMMENDED
CaliforniaYour Rights and Obligations as a Pregnant EmployeeRECOMMENDED
VirginiaJob Safety and Health Protection             MANDATORY
 August 2022 
AlabamaChild Labor LawsMANDATORY
ColoradoWorker’s Compensation Notice of InjuryMANDATORY
ColoradoDiscriminationMANDATORY
HawaiiWage and Hour LawsMANDATORY
IllinoisPregnancy Rights NoticeRECOMMENDED
New JerseyFamily Leave ActMANDATORY
New JerseyDiscrimination and Harassment in EmploymentMANDATORY
Rhode IslandMinimum WageMANDATORY
VermontEmployment Protections for Victims of CrimeMANDATORY

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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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