Latest Compliance News

On October 25, 2021, the Equal Employment Opportunity Commission (“EEOC”) expanded its Technical Assistance providing further clarification as to how employers should address employee objections to employer COVID-19 requirements.  Below is a summary of the EEOC’s expanded guidance. 

Nevada has enacted legislation (Senate Bill 293) that prohibits employers from taking certain actions relating to an applicant's salary history. Senate Bill 293 takes effect on Oct. 1, 2021.

Nevada has enacted legislation (Assembly Bill 190) that requires employers to let employees use accrued sick leave to care for an immediate family member. Assembly Bill 190 takes effect Oct. 1, 2021.

Connecticut has enacted legislation (Senate Bill 658) that requires certain employers to offer positions that become available to qualified employees they previously laid off. Senate Bill 658 took effect immediately.

South Dakota's minimum wage will increase to $9.95 per hour on January 1, 2022. The increase is a result of an annual adjustment for inflation.

Rhode Island has enacted House Bill 5261A (the Act), which bans salary-history inquiries and adds pay-equity requirements. The law is effective January 1, 2023.

Rhode Island has enacted legislation (House Bill 5855) that amends the state’s Whistle Blowers' Protection Act (the Act). House Bill 5855 is effective immediately.

Oregon has enacted legislation (Senate Bill 569) that prohibits an employer from requiring an employee or prospective employee to possess or present a valid driver's license as a condition of employment or continued employment. Senate Bill 569 takes effect on January 1, 2022.

Oregon has enacted legislation (House Bill 2935), which bans hairstyle discrimination in the workplace. House Bill 2935 takes effect on January 1, 2022.