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May 2022: Planning Ahead and Posting Updates

24 May

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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
 TBD 
FederalFair Labor Standards Act (FLSA) – Overtime Exemptions, Overtime, Joint EmploymentANTICIPATED
FederalMinimum WageANTICIPATED
FederalFamily Medical Leave ActANTICIPATED
 ANTICIPATED 
CaliforniaJob Health and SafetyANTICIPATED
CaliforniaOSHAANTICIPATED
IllinoisYou Have the Right to be Free from Job Discrimination and Sexual HarassmentANTICIPATED
IllinoisEqual PayANTICIPATED
New JerseyWage TheftANTICIPATED
New JerseyEmployee MisclassificationANTICIPATED
New JerseySafe ActANTICIPATED
New YorkSexual HarassmentANTICIPATED
New YorkDiscriminationANTICIPATED
New YorkFair EmploymentANTICIPATED
New YorkElectronic MonitoringANTICIPATED
Rhode IslandPay EquityANTICIPATED
Rhode IslandDiscriminationANTICIPATED
Puerto RicoMinimum WageANTICIPATED
New HampshirePaid Family LeaveANTICIPATED
ConnecticutPaid Family Medical LeaveANTICIPATED
LouisianaEarned Income CreditANTICIPATED
New MexicoHealthy Workplaces ActANTICIPATED
May 2022
New JerseyPayment of WagesMANDATORY
 April 2022 
Howard County, MarylandMinimum Wage and Overtime LawMANDATORY
Tucson, ArizonaMinimum Wage ActMANDATORY

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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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