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August 2023: Planning Ahead and Posting Updates

12 Sep

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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.

Federal or StateUpdated PostingMandatory or Recommended
 
ArkansasArkansas has issued an updated version of the Notice to Employer & Employee Minimum Wage Notice. The revised notice reflects the removal of the obligation to obtain employment certificates for workers below the age of 16. Additionally, the posted information now includes heightened penalties for child labor violations, ranging from a minimum of $100 to a maximum of $5,000 per violation.MANDATORY
ColoradoThe Colorado Paid Leave, Whistleblower, & Protective Equipment Notice has been updated to include expanded qualifying reasons for employee leave under the Colorado Healthy Families and Workplaces Act. Employees can now use accrued leave for safety and health needs due to grieving, funeral / memorial attendance, or financial / legal needs after a death of a family member. Also, due to inclement weather, power / heat / water loss, or other unexpected occurrence, the employees needs to either evacuate their residence, or care for a family member whose school or place of care was closed. The poster revision date is August 08, 2023.MANDATORY
ColoradoThe Colorado Department of Regulatory Agencies has updated their Discrimination in Employment notice. The updated notice reflects marital status as a new protected class. The poster revision date is August 08, 2023.MANDATORY
ConnecticutConnecticut has released several revised and required labor poster notices. First, The Employment of Minors in Mercantile Notice has been updated with January 1, 2024 minimum wage adjustments and an 85% pay requirement for minors in their first 90 days. Second, the Minors in the Restaurant and Food Services Notice has been revised similarly. Finally, the Mercantile Wage and Workplace Standards Notice has been updated.MANDATORY
ConnecticutThe Connecticut Department of Labor has updated their Administrative Regulations notice. The updated notice reflects that minors may be paid 85% of the minimum wage during the first 90 days of employment. The poster revision date is August 11, 2023.MANDATORY
ConnecticutThe Connecticut Department of Labor has updated their Pregnancy Discrimination notice. The updated notice reflects a revised definition of a “covered employer”. The poster revision date is August 11, 2023.  MANDATORY
HawaiiThe Hawaii Department of Labor and Industrial Relations has updated their Breastfeeding in the Workplace notice. The updated notice reflects the removal of auxiliary aid and services information. The poster revision date is August 15, 2023.MANDATORY
IllinoisThe Illinois Attorney General’s Office has updated their Illinois Service Member Employment and Reemployment Rights Act (ISERRA) notice. The updated notice reflects a new website link for the Attorney General’s ISERRA Advocate webpage. The poster revision date is August 21, 2023.MANDATORY
IowaIowa has updated its Your Rights Under Iowa’s Minimum Wage posting with a new address and phone numbers.MANDATORY
GeorgiaGeorgia has recently released revised labor law notices. First, the Workers’ Compensation Bill of Rights Notice has been updated to reflect changes to the maximum weekly wage amounts for injuries designated as catastrophic and non-catastrophic. Also the maximum widowed spouse payment has been increased. Finally, the Workers’ Compensation Panel of Physicians Notice has been revised, adding a section to list physicians an employee may choose to receive medical treatment from as well as instructions; and its No Smoking posting with the addition of vaping restrictions.MANDATORY
LouisianaThe Louisiana Workforce Commission has updated their Genetic Discrimination notice. The updated notice reflects a new law which requires an employer to grant an employee a leave of absence from work to obtain genetic testing or a preventive cancer screening when medically necessary. The poster revision date is August 22, 2023.MANDATORY
MinnesotaMinnesota has released a new Captive Audience Meeting Notice which prohibits employers from taking adverse action on employees for declining to attend political or religious employer-sponsored meetings in the workplaceMANDATORY
MinnesotaThe Minnesota Department of Labor and Industry has updated their Age Discrimination notice. The updated notice reflects a new phone number for the Minnesota Department of Labor and Industry. The poster revision date is July 19, 2023.MANDATORY
New MexicoThe New Mexico Department of Workforce Solutions has updated their Human Rights Act notice. The updated notice reflects the addition of gender to discrimination categories. The poster revision date is August 4, 2023MANDATORY
OregonOregon now requires a new Captive Audience Meeting Notice which prohibits employers from discharge, discipline or other adverse action due to an employee declining a meeting to communicate the opinion of the employer about religious or political matters.MANDATORY
VermontThe Vermont Department of Labor has updated their Sexual Harassment notice. The updated notice reflects that sexual harassment does not need to be severe or pervasive to be unlawful, and that the characteristics of sexual harassment include written, auditory, or visual conduct of a sexual nature. The poster revision date is August 30, 2023.MANDATORY
VirginiaThe Virginia Department of Labor and Industry has updated their Job Safety and Health Protection notice. The updated notice reflects new mandatory penalty amounts for each serious violation and non-serious violation, as well as an increase to the daily penalty for failing to correct a violation. The poster revision date is August 14, 2023.MANDATORY
West VirginiaThe West Virginia Division of Labor has updated their Unemployment Insurance Benefits notice. The updated notice reflects additional information regarding wage classes, weekly benefit rates, and maximum benefit rates. The poster revision date is August 3, 2023.MANDATORY
Westchester County, NYWestchester County, NY, has updated its Westchester County Safe Time Leave Poster in Spanish with a new version.MANDATORY

The information and resources provided in this communication are not a substitute for experienced legal counsel and does not constitute legal advice or attempt to address the numerous factual issues that inevitably arise in any employment-related dispute. Although this information attempts to cover some major recent developments, it is not all-inclusive, and any recommendations are based upon HR best practices and procedures. We recommend you consult an attorney for legal guidance.

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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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