Federal or State | Updated Posting | Mandatory or Recommended |
|---|---|---|
| TBD | ||
| Federal | Fair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint Employment | ANTICIPATED |
| Federal | Minimum Wage | ANTICIPATED |
| Federal | Family Medical Leave Act | ANTICIPATED |
| ANTICIPATED | ||
| Arizona | Minimum Wage | ANTICIPATED |
| California | Job Health and Safety | ANTICIPATED |
| Colorado | Minimum Wage | ANTICIPATED |
| Connecticut | Paid Family and Medical Leave | ANTICIPATED |
| Illinois | You Have the Right to Be Free from Job Discrimination and Sexual Harassment | ANTICIPATED |
| Illinois | Equal Pay | ANTICIPATED |
| Missouri | Minimum Wage | ANTICIPATED |
| Minnesota | Minimum Wage | ANTICIPATED |
| New Hampshire | Paid Family Leave | ANTICIPATED |
| New Mexico | Minimum Wage | ANTICIPATED |
| New Jersey | Wage Theft | ANTICIPATED |
| New Jersey | Employee Misclassification | ANTICIPATED |
| New Jersey | Safe Act | ANTICIPATED |
| New York | Sexual Harassment | ANTICIPATED |
| New York | Discrimination | ANTICIPATED |
| New York | Fair Employment | ANTICIPATED |
| Puerto Rico | Minimum Wage | ANTICIPATED |
| Rhode Island | Pay Equity | ANTICIPATED |
| Rhode Island | Discrimination | ANTICIPATED |
| September 2022 | ||
| California | Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability Leave | RECOMMENDED |
| California | Your Rights and Obligations as a Pregnant Employee | RECOMMENDED |
| Virginia | Job Safety and Health Protection | MANDATORY |
| August 2022 | ||
| Alabama | Child Labor Laws | MANDATORY |
| Colorado | Worker’s Compensation Notice of Injury | MANDATORY |
| Colorado | Discrimination | MANDATORY |
| Hawaii | Wage and Hour Laws | MANDATORY |
| Illinois | Pregnancy Rights Notice | RECOMMENDED |
| New Jersey | Family Leave Act | MANDATORY |
| New Jersey | Discrimination and Harassment in Employment | MANDATORY |
| Rhode Island | Minimum Wage | MANDATORY |
| Vermont | Employment Protections for Victims of Crime | MANDATORY |
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.
Thanks for subscribing. Be on the look out for the Legal HR updates in your email.
