New Providence, NJ (June 24, 2019) – The summer season brings summer dress codes, flexible schedules, seasonal hires, as well as new midyear employment law requirements, says the new XpertHR report “Summer 2019 Compliance Requirements Heat Up”.
States and localities recently implemented more than 50 new compliance requirements across more than two dozen states, covering topics such as gender-neutral restrooms, e-cigarettes, discrimination and harassment, minimum wage, leaves of absence and recruiting and hiring. Additionally, Delaware, the District of Columbia, Kentucky, and Westchester County, New York, have new posting or notice requirements.
Jessica Webb
“These new employment laws, many of which take effect on July 1, change the legal landscape in many localities,” says Jessica Webb-Ayer, XpertHR. “Employers should review their workplace policies and practices to ensure compliance with these new developments, rather than face non-compliance penalties.”
The XpertHR report identifies key employment and labor law requirements that become effective midyear:
Minimum Wage
Many of the new requirements that take effect at midyear are minimum wage increases. Beginning July 1, the minimum wage rate will increase in over 18 localities across the US, including the District of Columbia, and at the state level in New Jersey and Oregon. In California alone, over 10 localities will see the minimum wage increase this summer. In several localities, the increases take effect based on employer size.
Leaves of Absence
Employers in New Jersey, New York and the District of Columbia have new obligations related to paid leave. In the District of Columbia, employers are required to begin contributing to paid family leave benefits, while in New Jersey the state’s family leave act now applies to smaller employers. New Jersey is also eliminating the one-week waiting period for employees to collect paid family leave benefits under the state’s family leave insurance law. And although Massachusetts recently delayed the start of its paid family and medical leave program, the law’s retaliation provisions take effect July 1.
Discrimination and Harassment
Discrimination and harassment remain key issues that employers should continue to keep top of mind. For example, New Mexico has a new law regulating gender-neutral single-user restrooms. The District of Columbia has a number of sexual harassment prevention requirements coming into effect for covered employers of tipped employees, while Delaware employers have to comply with new notice requirements explaining sexual harassment protections.
Other Trending Topics
In addition to minimum wage, leaves of absence and discrimination and harassment, employers should be on the lookout for midyear changes at the state and local levels on topics such as pregnancy and lactation accommodations, data security breaches, nondisclosure agreements, criminal and salary history inquiries and the use of background checks in hiring.
Arizona, Colorado, Delaware, District of Columbia, Florida, Hawaii, Idaho, Illinois, Indiana, Iowa, Kentucky, Massachusetts, Nevada, New Jersey, New Mexico, New York, Ohio, Oklahoma, Pennsylvania, South Dakota, Vermont, Virginia, West Virginia, and Wyoming are among the states with new employment law requirements taking place on or about July 1, 2019.
To view the full report “Summer 2019 Compliance Requirements Heat Up,” visit XpertHR.
Please note: Information contained in this release is current as of June 17, 2019. Please visit our web site for the most up-to-date report.
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XpertHR helps build successful workforces by providing practical tools, expert resources and agile HR solutions at the federal, state and municipal level to help businesses stay a step ahead.
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Editor’s Note: Jessica Webb-Ayer, XpertHR Legal Editor, is available for interview and to provide an article on new employment laws. If you use any of this material, please include a link to https://www.xperthr.com/editors-choice/summer-2019-compliance-requirements-heat-up/39365/
Media Contact:
Beth Brody
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