Latest Compliance News

Nebraska has enacted legislation (LB 451) that bans discrimination on the basis of a person's hairstyle or type and texture of hair. LB 451 will take effect three months after the 2021 legislature adjourns, or around the end of August 2021.

Montana has enacted legislation (House Bill 702) that prevents employers from discriminating against a person based on their vaccination status or possessing an immunity passport. House Bill 702 is effective immediately.

Montana Governor Greg Gianforte has signed legislation (House Bill 254) that makes multiple amendments to the state's Wrongful Discharge from Employment Act (WDEA). House Bill 254 is effective immediately.

Montana Governor Greg Gianforte has signed legislation (Senate Bill 190) that amends the state's mandatory tip pooling rules. Senate Bill 190 is effective immediately.

Montana has enacted legislation (House Bill 590) that requires employers to provide employment protections to service members on voluntary or involuntary orders. House Bill 590 is effective immediately.

The Massachusetts Attorney General's Fair Labor Division (FLD) has provided updated guidance to address leave and other issues related to the COVID-19 vaccine. The FLD's guidance is provided in the form of frequently asked questions and addresses various issues, including:

Illinois has enacted legislation (House Bill 158) that expands the state's Employee Sick Leave Act (ESLA). House Bill 158 is effective immediately.

The Chicago City Council has approved an ordinance that establishes protections for workers that take time off from work to receive the COVID-19 vaccine. The ordinance applies to both employees and independent contractors and takes effect immediately.

The Colorado Department of Labor and Employment has issued guidance that makes clear that all employers must provide paid leave to employees who need time off to receive the COVID-19 vaccination during the public health emergency.

Fully vaccinated employees in California are generally no longer required to be excluded from the workplace if they have had COVID-19 exposure as long as they are asymptomatic, according to updated guidance from the Department of Industrial Relations (DIR).