This week, we’re breaking down recent local- and state-level developments impacting compliance for employers.
NYC’s Pay Transparency Law Expected to Be Delayed
If signed by Mayor Eric Adams, New York City’s pay transparency law will be delayed until November. Last Thursday, the New York City Council agreed to several amendments to the controversial Local Law 32, which requires a minimum and maximum salary for each job posting. Read more.
Meanwhile, May 7 remains the effective date for New York state’s electronic monitoring regulations. Learn more about how to comply.
Florida Restricts Workplace Diversity Training
Effective July 1, Florida employers with at least 15 employees are prohibited from requiring training that “espouses or promotes” ideas about systemic racism or implicit bias. Discussion of these ideas is allowed, but there can be no endorsement of them.
Cal/OSHA Renews COVID-19 ETS
The California Division of Occupational Safety and Health (Cal/OSHA) has approved the third and final renewal of the state’s COVID-19 emergency temporary standard, effective through the end of the year. This allows Cal/OSHA additional time to adopt a permanent standard, which will likely take effect in January 2023.
The Court Rules Out Emotional Distress Damages Under Anti-Discrimination Statutes: SCOTUS Today
Maryland Legislature Overrides Veto to Enact Paid Family and Medical Leave Program
Nathaniel Glasser, Carter DeLorme, Ann Knuckles Mahoney, Eric Emanuelson, Catherine Kang
Amendments to Illinois’s Human Trafficking Recognition Training Act May Expand the Scope of Covered Employers to Include Restaurants and Truck Stops
Brenna McLean, Daniel Simandl
Preview the New Halting Harassment Module
Click here to view a preview of online anti-harassment training Halting Harassment, which is designed for multistate use with remote work in mind and features scenarios and best practices that apply across industries.
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