Legal Updates

Currently, Maine’s Equal Pay Law prohibits employers from discriminating between employees in the same establishment on the basis of sex by paying wages to any employee in any occupation at a rate less than the rate at which the employer pays any ... Read More

Connecticut is limiting the ability of hospitals to require nurses to work overtime. Under the revised law, no hospital is allowed to require a nurse to work overtime, and employers are prohibited from discriminating against, discharging, disciplining, threatening to discharge or ... Read More

A new Oregon law expands eligibility for protected leave to bias crime victims. Under existing law, employees eligible for crime victim leave in Oregon include those who are a victim of domestic violence, harassment, sexual assault, or stalking, or a parent or ... Read More

North Dakota has updated its Human Rights Act via House Bill 1450 to further define the word “pregnant.” Existing law prohibits employers from failing or refusing to make reasonable accommodations for an otherwise qualified individual with a disability, because that person is pregnant, or ... Read More

Delaware has enacted an amendment that redefines domestic violence, sexual offense, and stalking for the purposes of its anti-discrimination law:  HR professionals and employers with employees in Delaware should be aware of these provisions and their implications.

Under Illinois’ new Freelance Workers Protection Act, except as otherwise provided by law, a freelance worker must be paid the contracted compensation amount no later than 30 days after the freelance worker provides the product or completes the services under ... Read More

Effective January 1, 2024, California’s minimum wage will increase from $15.50 per hour to $16 per hour for all employers, regardless of size. Please keep in mind that certain cities and counties in California may have a higher minimum wage ... Read More

The city of Edgewater, Colorado now has its own minimum wage law. Effective January 1, 2024, Edgewater employers with at least one individual performing, or expected to perform, four (4) or more hours of work for in any given week ... Read More

A new Illinois law, effective immediately, provides that day and temporary workers assigned to work for more than 90 days must be paid “equal pay for equal work,” i.e., not less than the rate of pay and equivalent benefits as the ... Read More

Colorado has passed House Bill 23-1076, which  amends the Workers’ Compensation Act of Colorado by expanding the existing medical impairment benefits limit from 12 to 36 weeks. Additionally, when an employee’s temporary total disability benefits end, HB23-1076 allows the employee to ask to ... Read More

Washington employers should be mindful that under the Washington Cares Fund – the state’s long-term-care insurance program for workers – employers are required to report employees’ wages and hours and pay premiums (collected from employees) every quarter, unless there were ... Read More

Colorado has passed SB 23-058, otherwise known as the Job Application Fairness Act (JAFA), which prevents employers from asking about an applicant’s age, birthdate, or the timeline of their education on initial job applications. However, an employer is permitted to verify age-related ... Read More