Latest Compliance News

Colorado has adopted final rules that clarify the notice requirements under two new laws related to COVID-19.

The Colorado Department of Labor and Employment (CDLE) has released a new Colorado Overtime and Minimum Pay Standards Order (COMPS Order #37) that clarifies and adjusts certain exemptions from the state's overtime requirements. COMPS Order #37 takes effect January 1, 2021.

As previously communicated, on September 30, 2020, California Governor Gavin Newsom signed into law Senate Bill 973, a new pay data reporting requirement. Covered employers will have to provide California's DFEH with pay data by specified job categories and by race, ethnicity and sex. The reports will be due on an annual basis, starting March 31, 2021, for calendar year 2020. 

The Department of Industrial Relations (DIR) has adopted emergency rules related to protecting workers from COVID-19, including a requirement for employers to adopt a written prevention program. The emergency rules take effect immediately.

The District of Columbia has enacted emergency legislation (B23-980) that requires employers to adopt certain worker protection policies and prohibits employers from retaliating against employees for certain COVID-19 related reasons.

The minimum wage in the city of San Jose, California will increase to $15.45 per hour on January 1, 2021.

Oregon's Occupational Safety and Health Administration has enacted a temporary rule to help control the spread of COVID-19. The temporary rule is in effect from November 16, 2020 until May 4, 2021, unless extended. Below is an overview of the requirements.

New York has enacted legislation (SB 7506B) that will require all employers in the state to provide employees with sick leave. The law takes effect on January 1, 2021; however, employees begin accruing sick time on September 30, 2020.

New Jersey has enacted Executive Order 192, which establishes specific health and safety measures for employers during COVID-19. Executive Order 192 takes effect November 5, 2020.