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Georgia To Require More Businesses to Display Human Trafficking Notice

08 May

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Update Applicable to:Effective date
All covered employers in GeorgiaSee details below


What happened?

On April 2, 2024, the Georgia Governor signed bill SB 370, which will require some businesses to post a notice with human trafficking hotline information.


What are the details?

The law amends Code Section 16 5-47 of the Official Code of Georgia Annotated and Chapter 24A of Title 43 of the Official Code of Georgia Annotated.


Key bites:

  • Massage therapy practices must provide human trafficking awareness and prevention training for board members:
  • Must be done a minimum of once a year and at least for one-half hour.
    • Must provide documentation of this training to the chairperson of the board.
  • Four new businesses (which are defined in the law – Code Section 16 5-47) must post a notice regarding human trafficking hotline information, which are:
  • Convenience Stores
    • Body Art Studios
    • Manufacturing Facilities
    • Medical Offices
  • The license displayed according to Code Section 43-24A-14, must now also be done in a 2 by 2-inch photograph “…of the licensee taken within the last two years affixed thereto”.


Business Considerations

  • Employers should see if they fall into the new business categories that must post the human trafficking notice.
  • Employers should review and update their policies, practices, and training to comply with the updated notice and requirements. 


Source References


Resources

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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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