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March 2023: Planning Ahead and Posting Updates

28 Mar

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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 
ColoradoPaid Leave & WhistleblowerANTICIPATED
MarylandPaid Family and Medical LeaveANTICIPATED
MichiganMinimum WageANTICIPATED
Rhode IslandDiscriminationANTICIPATED
 March 2023 
IllinoisPregnancy Rights: The Illinois Department of Labor has updated its Pregnancy Rights notice. The updated notice reflects a new website address for filing complaints and obtaining the Department of Human Rights fact sheet. The poster revision date is March 17, 2023.RECOMMENDED
IllinoisJob Safety and Health: The Illinois Department of Labor has updated its Job Safety and Health (IL-OSHA) notice. The updated notice reflects new contact information. The poster revision date is March 17, 2023.RECOMMENDED
New JerseyChild Labor Law Abstract: The New Jersey Department of Labor and Workforce Development has updated its Child Labor Law Abstract notice. The updated notice reflects that working hours for minors have been expanded. In addition, during summer vacation, employees who are 16 or 17 years old may now not work more than 10 hours per day or 50 hours per week. The poster revision date is March 21, 2023.MANDATORY
New JerseyWage and Hour Law Abstract: The New Jersey Department of Labor and Workforce Development has updated their Wage and Hour Law Abstract. The updated notice reflects corrections to the 2024 state minimum wage increases and the removal of the future minimum wage increases for 2025-2027. The poster revision date is March 21, 2023.MANDATORY
OregonPregnancy AccommodationsMANDATORY
TexasEqual Employment OpportunityMANDATORY

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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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