Compliance Corner

California has enacted legislation (Assembly Bill 1731) that makes a number of changes to the existing work-sharing program operated by the Employment Development Department (EDD) to help increase use of the program by employers. The changes are effective immediately, but will be repealed at the end of 2023, unless extended.

The minimum wage in Alaska will increase to $10.34 per hour on January 1, 2021. The change is a result of annual adjustment for inflation. All non-exempt employees must be paid at least the minimum wage per hour.

The Department of Labor has published a proposed rule that would change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA).

New York City has enacted legislation (Int. No. 2032-A) that amends the city's Earned Safe and Sick Time Act (ESSTA) to better align with the New York State Paid Sick Leave (NYPSL) law. Int. No. 2032-A is effective immediately.

Some states regulate the collection, use and disclosure of biometric data, which may include the data collected by finger- or hand-scanning time clocks.  The following is a brief description of some of these state laws. Please read on to ensure that your company is staying compliant.

The District of Columbia has enacted an emergency ordinance that requires employers with 50-499 employees to provide paid leave to employees impacted by COVID-19. The emergency ordinance also temporarily expands the D.C. Family and Medical Leave Act (DCFMLA). The emergency ordinance took effect immediately and has been extended until November 16, 2020.

A federal district court judge in New York has struck down regulations relating to joint employment under the Fair Labor Standards Act (FLSA).

Minnesota's minimum wage will increase on January 1, 2021 as a result of an annual adjustment for inflation.

Massachusetts has issued amended regulations implementing the state's paid family and medical leave program.

Hawaii has enacted legislation (Senate Bill 2193) that shortens the lookback period that's allowed when considering criminal conviction records for employment purposes. Senate Bill 2193 is effective immediately.