What happened?

On May 14, 2024, Governor Ron DeSantis signed bill HB 7063, which amends the Anti-human Trafficking Bil.

What are the details?

General Bites for Employers:

• It replaces the National Human Trafficking Hotline with the Florida Human Trafficking Hotline in several sections.

• The bill extends the date to January 1, 2025, by which:

• A person licensed or certified under several chapters must post a human trafficking public awareness sign.
  • A massage establishment must implement a procedure for reporting suspected human trafficking to the Florida Human Trafficking Hotline.
  • A public lodging establishment must post a human trafficking public awareness sign.
  • Revises hotline number for the Florida Human Trafficking Hotline, 1-855-FLA-SAFE, to be included in human trafficking awareness signs.
  • Must be posted at strip clubs, massage parlors, rest area service plazas, emergency rooms, and other places where trafficking is known to occur.

• It requires a nongovernmental entity that enters, renews, or extends a contract with a governmental entity to provide the governmental entity with an affidavit attesting that the nongovernmental entity does not use coercion for labor or services.

• Prohibits a minor from being employed by an adult entertainment establishment in any role.

• It provides that an owner, manager, employee, or contractor of an adult entertainment establishment:
  • who knowingly employs, contracts with, contracts with another person to employ, or otherwise permits a person younger than 21 years of age to perform or work in an adult entertainment establishment, commits a first-degree misdemeanor; one who employs, or otherwise permits a person younger than 21 years of age to perform or work nude commits a second-degree felony.
  • that permits a person to perform as an entertainer or work in any capacity must carefully check the person’s driver’s license or other specified identification and act in good faith and in reliance upon the representation and appearance of the person in the belief that the person is 21 years of age or older.

• The bill does not allow ignorance of a person’s age or a person’s misrepresentation of his or her age as a defense in a prosecution for certain violations.

Business Considerations

• Employers should understand the new requirements and prohibitions to ensure a smooth transition and minimize exposure for failure to implement these changes.
• Employers should provide training to their managers, employees, and contractors about the law and its implications. This can help ensure everyone understands their responsibilities and the penalties for non-compliance.
• Employers and contractors, especially those in adult entertainment establishments, should implement strict procedures to check the identification of all employees and contractors to ensure they are at least 21 years old.
• Employers should establish clear reporting mechanisms for suspected human trafficking. This includes making sure all employees know the Florida Human Trafficking Hotline number.
• Employers should provide training to their managers, employees, and contractors about the law and its implications. This can help ensure everyone understands their responsibilities and the penalties for non-compliance.
• Contractors should be prepared to provide an affidavit attesting that they do not use coercion for labor or services, and implement mechanisms to make sure that the requirements are met.

Source References

• FL HB 7063
• FL HB 7063 Details

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.