Compliance Corner

In 2019, Florida enacted legislation that requires certain businesses in Florida to provide training on human trafficking and/or post a sign on human trafficking. Many of these requirements took effect on January 1, 2021.

Colorado has issued emergency rules and guidance on the state's new paid leave requirements.

The city of San Jose (CA) has adopted an emergency ordinance that extends and expands a requirement for employers to provide paid sick leave to employees for reasons related to COVID-19. The ordinance is in effect through June 30, 2021.

The Department of Labor (DOL) has published a final rule revising its tipped employee regulations. The final rule takes effect March 1, 2021.

The Department of Labor has published a final rule that will change the test for determining whether a worker is an employee or independent contractor under the Fair Labor Standards Act (FLSA). The final rule takes effect March 8, 2021.

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.

Utah Governor Gary Herbert has issued Executive Order 75, which requires employers to follow certain COVID-19 related safety requirements for the duration of the public health emergency. The Order is effective immediately.

The City of Pittsburgh as well as Allegheny County, Pennsylvania both enacted legislation banning hairstyle discrimination, effective immediately. Below is an overview of both requirements.

The City of Philadelphia passed two ordinances related to paid sick leave. Ordinance 200306 amends the city's paid sick and safe time law (also known as the Promoting Healthy Families and Workplaces Ordinance (PHFWO)). Ordinance 200303 requires new public health emergency leave (PHEL) for workers who do not receive leave under the federal Families First Coronavirus Response Act (FFCRA).

Montgomery County, Maryland has enacted legislation (Bill 35-20) that amends the county's law governing criminal history inquiries to cover more employers and establish greater restrictions. Bill 35-20 takes effect February 19, 2021.