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# HR Works

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## Posts

- [Job Descriptions & Compliance](https://hrworks-inc.com/blog-post/job-descriptions-compliance/) - Summary At a Glance Keep Them Current. Job descriptions should reflect actual duties, qualifications, and reporting relationships. Accuracy Supports Consistency. Descriptions help guide a variety of HR decisions where consistency is critical. Be sure they are supporting, not undermining, overall compliance. Strengthen Compliance Reviews. Clear requirements assist in workforce reporting, pay equity evaluation, barrier analysis,
- [New Jersey Employers Must Report Employee Separations Through Online Portal](https://hrworks-inc.com/industry-update/new-jersey-employers-must-report-employee-separations-through-online-portal/) - Summary At a Glance Electronic Reporting Required. New Jersey employers must use the NJDOL Employer Response Portal to proactively report employee separations. Seven-Day Deadline. Separations must be reported within seven days, regardless of whether the employee resigned, was terminated, laid off, or retired. Do Not Wait for a Claim. Report the separation when it occurs
- [Illinois Limits Driver’s License Requirements in Job Postings](https://hrworks-inc.com/industry-update/illinois-limits-drivers-license-requirements-in-job-postings/) - Summary At a Glance Effective January 1, 2027, Illinois employers and employment agencies with 15 or more employees will be subject to new limits on driver’s license requirements in job postings. License Requirements Are Limited. A valid driver’s license may be required only when driving is an essential function of the job and a business
- [DHS Proposes $103,265 Fee for Certain H-1B Petitions](https://hrworks-inc.com/industry-update/dhs-proposes-103265-fee-for-certain-h-1b-petitions/) - Summary At a Glance Proposed Petition Fee. DHS has proposed a new $103,265 fee for certain H-1B cap-subject petitions. The fee is not currently in effect. Cap-Exempt Petitions May Be Excluded. Certain higher education institutions, nonprofit or research organizations, and workers previously counted against the H-1B cap may not be subject to the proposed fee.
- [Massachusetts Employers Face New I-9 Audit Notice Requirement](https://hrworks-inc.com/industry-update/massachusetts-employers-face-new-i-9-audit-notice-requirement/) - Summary At a Glance 48-Hour Requirement. Massachusetts employers who receive an Immigration and Customs Enforcement (ICE) Notice of Inspection for Forms I-9 or other employment records must provide written notice to each employee within 48 hours of receiving the request. Notice Applies Broadly. The requirement is not limited to Forms I-9 and may apply to
- [Florida Minimum Wage Increases September 30](https://hrworks-inc.com/industry-update/florida-minimum-wage-increases-september-30/) - Summary At a Glance New Minimum Wage: $15.00 per hour Tipped Cash Wage: $11.98 per hour Effective Date: September 30, 2026 Florida’s minimum wage will increase from $14.00 to $15.00 per hour on September 30, 2026. The required direct cash wage for eligible tipped employees will increase from $10.98 to $11.98 per hour. Next Steps
- [Maryland Expands Veterans Eligible for Employment Preferences](https://hrworks-inc.com/industry-update/maryland-expands-veterans-eligible-for-employment-preferences/) - Summary At a Glance Beginning October 1, 2026, Maryland expands the veterans who may qualify for an employer’s hiring or promotion preference by allowing eligibility for veterans with a discharge status other than dishonorable. Maryland law permits, but does not require, employers to establish a veterans’ preference program and does not establish an employee-count threshold for the preference
- [Congress Pursues AI Legislation Once Again](https://hrworks-inc.com/blog-post/congress-pursues-ai-legislation-once-again/) - Summary At a Glance Federal AI legislation is gaining momentum, with competing Republican and Democratic proposals taking different approaches to regulation. Federal preemption remains a key issue, as lawmakers consider whether federal AI standards should override certain state requirements. For employers, the debate is expanding beyond AI use to include oversight, vendor accountability, workforce impacts,
- [Illinois Expands Workplace Protections](https://hrworks-inc.com/industry-update/illinois-expands-workplace-protections/) - Summary At a Glance Expanded Workplace Accommodations. Effective January 1, 2027, Illinois will expand workplace accommodation protections to include menopause-related conditions under the Illinois Menopause Equity and Care Act. Disparate Impact Protections. Effective January 1, 2027, the Illinois’ Civil Rights Safeguard Act codifies disparate impact protections, addressing facially neutral employment practices that disproportionately affect protected
- [Colorado Adds New Notice Requirement to Employment Eligibility Verification Process](https://hrworks-inc.com/industry-update/colorado-adds-new-notice-requirement-to-employment-eligibility-verification-process/) - Summary At a Glance New Notice Requirement. Colorado employers must provide a written notice when verifying an individual’s employment eligibility, even if they do not confiscate or retain original identification documents. Acknowledgment and Recordkeeping. The notice must be provided in English and, when applicable, the individual’s primary language. Employers must obtain an acknowledgment and retain
- [DOL Issues Opinion Letters Addressing Commuter Travel and Remote Work Under the FLSA](https://hrworks-inc.com/industry-update/dol-issues-opinion-letters-addressing-commuter-travel-and-remote-work-under-the-flsa/) - Summary At a Glance Mid-Day Travel May Not Be Compensable. The DOL addressed circumstances where employees voluntarily split their workday between home and the office, providing guidance on when mid-day travel may remain non-compensable commuting time. Work Before Travel Can Affect Compensability. Employees who perform work-related activities at home before traveling to their first client
- [Employment Authorization and Immigration Compliance Updates](https://hrworks-inc.com/industry-update/employment-authorization-and-immigration-compliance-updates/) - Summary At a Glance Expanded EAD Reporting. The E-Verify Status Change Report now identifies invalidated Employment Authorization Documents (EADs) in categories A12, C08, C09, C11, and C19. Reverification May Be Required. E-Verify employers must reverify affected employees using Supplement B of Form I-9 while following applicable documentation and nondiscrimination requirements. USCIS Reinforces Evidence Standards. In
- [OFCCP Ends Disability Goal & Self-Identification Requirements](https://hrworks-inc.com/blog-post/ofccp-ends-disability-goal-self-identification-requirements/) - Summary At a Glance Form CC-305, the 7% disability utilization goal, related disability data analyses, and Section 503 job group utilization analysis end September 21, 2026. Covered contractors must still maintain Section 503 affirmative action plans, disability outreach, accommodations, and internal monitoring, among other compliance requirements. Protected veteran affirmative action, self-identification, and applicable reporting requirements
- [August HR Compliance Check-In: Four Priorities for Employers](https://hrworks-inc.com/blog-post/august-hr-compliance-check-in-four-priorities-for-employers/) - Summary At a Glance Back-to-school and minors in the workforce. Are you in compliance with federal and state child labor restrictions? It’s hot out there, let’s be safe! Late-summer heat remains a workplace safety concern. Hurricanes and seasonal weather risks are the perfect storm for employers. Hope for the best but prepare for the worst.
- [ACA Affordability Threshold Increases for 2027 Plan Year](https://hrworks-inc.com/industry-update/aca-affordability-threshold-increases-for-2027-plan-year/) - Summary At a Glance The IRS announced that the ACA affordability threshold will increase to 10.22% for plan years beginning in 2027. Applicable large employers must still offer minimum essential coverage to at least 95% of full-time employees and dependent children. Employers may still use ACA affordability safe harbors to determine whether employee contributions meet
- [IRS Increases Standard Business Mileage Rate](https://hrworks-inc.com/industry-update/irs-increases-standard-business-mileage-rate/) - The Internal Revenue Service recently increased the optional standard mileage rate for business travel to 76 cents per mile. The rate increased from 72.5 cents per mile and applies to eligible business mileage beginning July 1, 2026. Although the change was announced on July 13, 2026, it applies retroactively to mileage incurred on or after July 1. The rate applies to electric,
- [DOL Proposes Electronic Disclosure for Group Health Plans](https://hrworks-inc.com/industry-update/dol-proposes-electronic-disclosure-for-group-health-plans/) - Summary At a Glance ERISA-covered health plans could use electronic delivery vs. paper as the default for many required disclosures. Participants and beneficiaries would retain the right to request free paper copies or opt out of electronic delivery. The proposal does not require immediate action; employers should continue current practices and watch for a final
- [South Carolina Adopts Civil Air Patrol Leave](https://hrworks-inc.com/industry-update/south-carolina-adopts-civil-air-patrol-leave/) - Summary At a Glance Beginning October 1, 2026, South Carolina employers must provide job-protected leave to eligible Civil Air Patrol members. Employees may take up to 30 days per year for emergency service operations and up to 10 days per year for training. Employers may allow employees to use available leave from one category for the other. Unused leave does
- [Minnesota Finalizes Earned Sick and Safe Time Rules](https://hrworks-inc.com/industry-update/minnesota-finalizes-earned-sick-and-safe-time-rules/) - Summary At a Glance Minnesota issued rules implementing the state’s Earned Sick and Safe Time law, effective July 6, 2026. The rules clarify requirements for employer leave policies, attendance programs, documentation procedures, and payroll practices. Employers cannot require employees to use earned sick and safe time, although an absence may not be protected if the
- [NLRB Signals a Shift in Its Approach to Non-Compete Agreements](https://hrworks-inc.com/industry-update/nlrb-signals-a-shift-in-its-approach-to-non-compete-agreements/) - Summary At a Glance The NLRB’s Division of Advice has signaled that non-compete agreements do not generally interfere with employees’ Section 7 rights. The memorandum is not binding, and confidentiality, non-solicitation, non-disparagement, and other restrictive provisions may still create legal risk. Employers should review restrictive agreements for overly broad language, state-law compliance, and appropriate enforcement
- [DHS Establishes Fixed Admission Periods for International Students and Exchange Visitors](https://hrworks-inc.com/industry-update/dhs-establishes-fixed-admission-periods-for-international-students-and-exchange-visitors/) - Summary At a Glance DHS has replaced “duration of status” admissions with fixed admission periods for holders of F, J, and I visas (ex. academic, vocational, or exchange) for nonimmigrants and certain dependents. A maximum of four years has been set, with federal extensions required if more time is needed to complete the program, exchange,
- [New DOJ Disparate Impact Opinion ](https://hrworks-inc.com/industry-update/new-doj-disparate-impact-opinion/) - Summary At a Glance DOJ issued an opinion challenging the EEOC’s long-standing approach to disparate-impact liability under Title VII. The opinion does not amend Title VII, overrule U.S. Supreme Court precedent, or bind federal courts, private litigants, or state enforcement agencies. Employers should not make sudden changes to selection, testing, background check, or AI hiring
- [Contractors Must File VETS-4212 Reports by September 30, 2026](https://hrworks-inc.com/industry-update/contractors-must-file-vets-4212-reports-by-september-30-2026/) - Summary At a Glance The 2026 VETS-4212 filing cycle opens August 1, 2026, with reports due by September 30, 2026. Federal contractors and subcontractors with a qualifying contract valued at $200,000 or more must file, regardless of workforce size. Reports may be submitted electronically, through batch upload, or by mail or email. Covered employers with 50 or more employees may also have
- [Federal Contractors Invited to Comment on DEI Clause Reporting Burden](https://hrworks-inc.com/industry-update/federal-contractors-invited-to-comment-on-dei-clause-reporting-burden/) - Summary At a Glance The General Services Administration (GSA) has opened a public comment period on a new information collection, directed at its non-FAR-based contracts, to demonstrate compliance with Executive Order 14398. While the information collection report is part of FAR clause 52.222-90, this notice specifies that coverage includes all non-FAR agreements such as the
- [EEOC Rescinds Voluntary Affirmative Action Guidelines](https://hrworks-inc.com/industry-update/eeoc-rescinds-voluntary-affirmative-action-guidelines/) - Summary At a Glance The EEOC has rescinded its 1979 guidelines addressing voluntary affirmative action programs under Title VII. The guidelines previously offered a potential defense for employers that relied on qualifying affirmative action plans in good faith. Neutral recruiting, outreach, workforce analysis, nondiscrimination analyses, and development initiatives are not unlawful. The Equal Employment Opportunity
- [How the EEOC Is Advancing Its New Enforcement Priorities](https://hrworks-inc.com/industry-update/how-the-eeoc-is-advancing-its-new-enforcement-priorities/) - Summary At a Glance The EEOC’s National Enforcement Plan establishes new priorities involving intentional discrimination, DEI-related practices, recruiting, accommodations, harassment, and retaliation. Several proposed regulatory actions reflect these priorities, but the agenda does not immediately change current employer obligations. Employers should continue complying with existing requirements, review higher-risk practices, and monitor developments that could revise
- [EEOC Proposes Eliminating EEO-1 Reporting: What Employers Should Do Now](https://hrworks-inc.com/blog-post/eeoc-proposes-eliminating-eeo-1-reporting-what-employers-should-do-now/) - Summary At a Glance The EEOC has proposed eliminating the EEO-1 and several related demographic reports, but the proposal does not immediately change existing employer obligations. Covered employers should remain prepared to file 2025 EEO-1 data and continue maintaining demographic information, job classifications, and reporting systems. The EEOC will hold an in-person hearing on August
- [Why Employers Should Keep Collecting Demographic Data Amid the EEOC’s Proposed Regulatory Changes](https://hrworks-inc.com/industry-update/why-employers-should-keep-collecting-demographic-data-amid-the-eeocs-proposed-regulatory-changes/) - Summary At a Glance The EEOC is considering changes to federal selection-procedure guidance, demographic recordkeeping, and EEO reporting requirements. Employers should continue following current requirements until final rules take effect. Demographic data remains important for identifying workforce disparities, reviewing automated tools, and supporting legal and compliance assessments. Before changing data collection or retention practices, employers
- [PCORI Fees Due July 31](https://hrworks-inc.com/industry-update/pcori-fees-due-july-31-2/) - Summary At a Glance PCORI fees are due annually by July 31 and apply to fully insured and self-insured health plans. Fully insured plans typically have the fee handled by the insurance carrier through premium payments. Employers with self-insured plans are responsible for calculating, reporting, and paying the fee using IRS Form 720. The Affordable
- [BLS Proposes New Survey on AI Use](https://hrworks-inc.com/industry-update/bls-proposes-new-survey-on-ai-use/) - Summary At a Glance BLS has proposed adding AI-use questions to the American Time Use Survey beginning in January 2027. The proposal does not create employer compliance obligations but may provide useful workforce and skills data. Public comments are due September 8, 2026. The U.S. Department of Labor’s Bureau of Labor Statistics (BLS) has proposed
- [Federal Lawmakers Release Discussion Draft of Great American AI Act with Potential Workplace Implications](https://hrworks-inc.com/industry-update/federal-lawmakers-release-discussion-draft-of-great-american-ai-act-with-potential-workplace-implications/) - Summary At a Glance The Great American Artificial Intelligence Act of 2026 is currently a discussion draft and has not yet created new employer obligations. The proposal includes workforce-focused provisions addressing AI-related layoffs, labor market data, retraining, and worker adjustment assistance. If enacted, the bill would add new WARN Act disclosure obligations when AI is
- [Illinois Temporarily Postpones AI Employment Rulemaking](https://hrworks-inc.com/industry-update/illinois-temporarily-postpones-ai-employment-rulemaking/) - Summary At a Glance IDHR has temporarily postponed its AI employment rulemaking process, including the public hearing previously scheduled for June 10, 2026. IDHR stated the delay will allow for continued collaboration with other state agencies and has not yet provided a revised timeline. Employers should continue monitoring IDHR updates and use this time to
- [New York AI Impact Reporting Bill Advances](https://hrworks-inc.com/industry-update/new-york-ai-impact-reporting-bill-advances/) - Summary At a Glance New York Assembly Bill A9581B would require certain employers with more than 50 employees or publicly traded status to report annually on workforce impacts related to AI use. Employers should begin identifying AI tools, tracking workforce effects, and documenting human oversight, data use, and safeguards. The bill has passed both legislative
- [Oklahoma Amends Medical Marijuana Employment Protections & Drug Testing Rules](https://hrworks-inc.com/industry-update/oklahoma-amends-medical-marijuana-employment-protections-drug-testing-rules/) - Summary At a Glance Oklahoma has enacted HB 3127, which amends the state’s medical marijuana employment protections effective November 1, 2026. The law expands when employers may act based on a positive marijuana test, provided the action is taken under a compliant written drug and alcohol testing policy. Applicants and employees in safety-sensitive positions will
- [Final New York Secure Choice Registration Deadline Approaching](https://hrworks-inc.com/industry-update/final-new-york-secure-choice-registration-deadline-approaching/) - Summary At a Glance New York employers with 10 to 14 employees must register for the New York Secure Choice Savings Program or certify an exemption by July 15, 2026. Covered employers that do not offer a qualified retirement plan must facilitate access to the state-run Roth IRA program. Employers that already offer a qualified
- [EEOC Releases New National Enforcement Plan for FY2025–FY2029](https://hrworks-inc.com/industry-update/eeoc-releases-new-national-enforcement-plan-for-fy2025-fy2029/) - Summary At a Glance The EEOC’s new National Enforcement Plan for FY2025–FY2029 is effective immediately and will guide the agency’s enforcement priorities over the next several years. The plan identifies several priority areas, including DEI-related employment practices, intentional discrimination, recruiting and hiring practices, access to workplace opportunities, accommodations, harassment, retaliation, and vulnerable worker protections. Employers
- [Colorado Enacts EEO-1 Data Reporting Requirement](https://hrworks-inc.com/industry-update/colorado-enacts-eeo-1-data-reporting-requirement/) - Summary At a Glance Beginning July 1, 2027, certain private-sector employers conducting business in Colorado will be required to include EEO-1 demographic workforce data in periodic reports filed with the Colorado Secretary of State. Covered employers generally include private-sector entities with 100 or more workers that were required, as of March 1, 2026, to submit
- [Hawaii Expands Family Leave Law to Include Military Exigency Leave](https://hrworks-inc.com/industry-update/hawaii-expands-family-leave-law-to-include-military-exigency-leave/) - Summary At a Glance Effective July 1, 2026, Hawaii’s Family Leave Law will allow eligible employees to take leave for a qualifying military exigency. The new leave reason applies when the exigency relates to active-duty service by an employee’s child, spouse, reciprocal beneficiary, sibling, grandchild, or parent in the U.S. Armed Forces. Covered employers should
- [NYC Finalizes Rules Expanding Protected Time Off Obligations](https://hrworks-inc.com/industry-update/nyc-finalizes-rules-expanding-protected-time-off-obligations/) - Summary At a Glance New York City has adopted final rules that take effect on July 23, 2026, amending its Earned Safe and Sick Time Act (ESSTA) which took effect February 22, 2026, now referred to in the rules as “Protected Time Off.” The final rules address expanded protected leave reasons, a new 32-hour bank
- [Connecticut Expands Electronic Monitoring Notice Requirements](https://hrworks-inc.com/industry-update/connecticut-expands-electronic-monitoring-notice-requirements/) - Summary At a Glance Effective October 1, 2026, Connecticut employers that electronically monitor employees must provide more specific written notice about their monitoring practices. Notices must identify the types of electronic monitoring used and the specific workplace locations where monitoring may occur. Employers must provide new hires with a plain language statement explaining certain prohibited
- [NY Personnel Records, Job Ad and Severance Bills Advance](https://hrworks-inc.com/industry-update/ny-personnel-records-job-ad-and-severance-bills-advance/) - Summary At a Glance Three New York employment-related bills have passed both houses of the Legislature and are awaiting Governor action: one addressing employee access to personnel records, one addressing required disclosures in job advertisements, and one addressing severance agreement review and revocation periods. If enacted, employers may need to update handbook policies, personnel file
- [Federal Court Vacates $100,000 H-1B Visa Fee](https://hrworks-inc.com/industry-update/federal-court-vacates-100000-h-1b-visa-fee/) - Summary At a Glance A federal court recently struck down the $100,000 H-1B visa fee, finding that the administration exceeded its authority. The administration has appealed the decision and is seeking emergency relief from the U.S. Court of Appeals for the First Circuit. The district court has temporarily paused the effect of its ruling while
- [Washington Fair Chance Act Amendments Now in Effect for Larger Employers](https://hrworks-inc.com/industry-update/washington-fair-chance-act-amendments-now-in-effect-for-larger-employers/) - Summary At a Glance Washington’s amended Fair Chance Act is effective July 1, 2026, for employers with 15 or more employees and January 1, 2027, for employers with fewer than 15 employees The amendments provide additional protections for applicants and employees with criminal records and restrict the use of criminal history in hiring and employment.
- [2026 HR Industry Trends Survey Now Open](https://hrworks-inc.com/blog-post/2026-hr-industry-trends-survey-now-open/) - HR Works is pleased to announce the launch of our 2026 HR Industry Trends Survey. HR leaders are navigating rapid changes in AI, compliance, workforce expectations, compensation, and talent strategy. The 2026 HR Industry Trends Survey helps you benchmark your organization against other employers and gain insight into the trends and priorities shaping the future of HR.Join
- [Beyond the Policy: Why Your AI Governance Needs a Pulse (and a Plan)](https://hrworks-inc.com/blog-post/beyond-the-policy-why-your-ai-governance-needs-a-pulse-and-a-plan/) - As organizations rapidly adopt Artificial Intelligence (AI), many are prioritizing the development of formal policies. However, recent enforcement activity from the U.S. Department of Justice and the Equal Employment Opportunity Commission makes clear that policy alone is not enough. Regulators are increasingly focused on how AI is implemented, monitored, and aligned with federal non-discrimination requirements.
- [EEOC Activity Continues to Put DEI in Focus](https://hrworks-inc.com/blog-post/eeoc-activity-continues-to-put-dei-in-focus/) - Summary At A Glance The EEOC is seeking to rescind its longstanding guidance on voluntary affirmative action plans under Title VII. The proposal has not yet been finalized and does not change Title VII’s core nondiscrimination requirements. Employers should review DEI-related policies, programs, and communications to ensure they remain aligned with equal employment opportunity principles.
- [DOL Restores Prior Federal Salary Thresholds for White Collar Exemptions](https://hrworks-inc.com/industry-update/dol-restores-prior-federal-salary-thresholds-for-white-collar-exemptions/) - Summary At A Glance The US DOL has restored the prior federal salary threshold for most executive, administrative, and professional exemptions under the FLSA to $684 per week, or $35,568 annually. The change follows court decisions vacating the DOL’s 2024 overtime rule and reinstates the 2019 regulatory standards, including the $107,432 annual compensation threshold for
- [DOL Issues Four New FLSA Opinion Letters](https://hrworks-inc.com/industry-update/dol-issues-four-new-flsa-opinion-letters/) - Summary At A Glance The DOL’s four new FLSA opinion letters address key wage and hour issues, including secondary hourly work for exempt employees, bonus-related overtime calculations, unpaid meal periods, pre-shift work, and time rounding. Employers should review pay practices to ensure exempt classifications, bonus formulas, meal periods, and pre-/post-shift activities are managed consistently with
- [Impact of USCIS Memo on Adjustment of Status on Employers](https://hrworks-inc.com/industry-update/impact-of-uscis-memo-on-adjustment-of-status-on-employers/) - Summary At A Glance USCIS is emphasizing discretionary review of adjustment of status applications, which may affect certain employees pursuing permanent residence from within the U.S. Employers may experience workforce planning impacts, including potential delays, travel complications, additional documentation needs, or changes in immigration strategy. Employers sponsoring foreign national employees should consult immigration counsel to
- [The IRS Announces 2027 HSA, HDHP and HRA Limits](https://hrworks-inc.com/industry-update/the-irs-announces-2027-hsa-hdhp-and-hra-limits/) - Summary At A Glance For 2027, employees enrolled in an HDHP may contribute up to $4,500 for self-only coverage and $9,000 for family coverage, reflecting modest increases from 2026. To qualify as an HDHP in 2027, plans must have minimum deductibles of $1,750 (self-only) and $3,500 (family), with maximum out-of-pocket limits of $8,700 and $17,400, respectively. Employers will need to review 2027 enrollment materials,
- [Connecticut Expands Pay Transparency and Workplace Notice Requirements](https://hrworks-inc.com/industry-update/connecticut-expands-pay-transparency-and-workplace-notice-requirements/) - Summary At A Glance Connecticut has enacted Public Act 26-12, formerly H.B. 5003, which expands several employment-related obligations for private employers. Many of the key provisions take effect October 1, 2026. The law adds new requirements related to pay transparency in job postings, lactation breaks, ADA accommodation notices, and restrictions on certain “stay-or-pay” agreements. Employers
- [New Jersey Adopts ABC Test Rules for Independent Contractor Classification](https://hrworks-inc.com/industry-update/new-jersey-adopts-abc-test-rules-for-independent-contractor-classification/) - Summary At A Glance The New Jersey Department of Labor and Workforce Development has adopted new rules under N.J.A.C. 12:11 addressing application of the ABC test for independent contractor classification. The rules are operative October 1, 2026. The Department states that the rules do not create a new independent contractor test, but instead provide guidance
- [Virginia Enacts Paid Sick Leave Law](https://hrworks-inc.com/industry-update/virginia-enacts-paid-sick-leave-law/) - Summary At A Glance Phased rollout: Coverage begins July 1, 2027, for employers with 50+ employees and expands to all Virginia employers by January 1, 2029. Accrual and carryover: Employees accrue one hour of paid sick leave for every 30 hours worked, with carryover required and annual accrual/use capped at 40 hours unless the employer
- [Maine and Virginia Enact Pay Transparency Laws](https://hrworks-inc.com/industry-update/maine-and-virginia-enact-pay-transparency-laws/) - Summary at a Glance Maine and Virginia will require wage or salary range disclosures in job postings beginning in July 2026. Maine covered employers must provide pay ranges and maintain certain pay records; Virginia employers must include pay ranges in postings and comply with salary history restrictions. Employers should review job posting templates, compensation ranges, hiring practices,
- [Navigating the Pay Transparency Wave](https://hrworks-inc.com/blog-post/navigating-the-pay-transparency-wave/) - Summary at a Glance Employers operating or recruiting across states should monitor requirements that vary by jurisdiction, employer size, employee/applicant location, and remote work arrangements. Employers should ensure posted ranges are based on reliable market data, internal equity, and legitimate business factors. Employers should review job posting templates, compensation practices, internal equity, recruiter training, and
- [AI in Employment: State Compliance Updates for Employers](https://hrworks-inc.com/blog-post/ai-in-employment-state-compliance-updates-for-employers/) - Summary At A Glance Colorado, Connecticut, and Illinois are adding or revising requirements for AI and automated tools used in employment decisions. Covered technologies, notice obligations, documentation, human review, and anti-discrimination requirements differ by jurisdiction. Employers should identify AI tools, review vendor documentation, assess notice obligations, maintain human oversight, and develop a multi-state compliance approach.
- [EEOC Proposes to Rescind EEO Reporting Requirements](https://hrworks-inc.com/industry-update/eeoc-proposes-to-rescind-eeo-reporting-requirements/) - Summary at a Glance EEOC has proposed to rescind EEO reports, including EEO-1 There are several procedural steps that must occur before this change can be finalized and there is no timeline for when that will be completed Employers should refrain from making any changes until a final rule is issued; anticipate that EEO-1 reporting
- [California Issues New Executive Order on Trusted AI for State Contractors](https://hrworks-inc.com/industry-update/california-issues-new-executive-order-on-trusted-ai-for-state-contractors/) - Governor Gavin Newsom recently issued Executive Order N-5-26 (EO), a first-of-its-kind directive aimed at establishing rigorous safety and ethical standards for Artificial Intelligence (AI). While the order primarily focuses on state procurement, its implications for the broader HR and business landscape in California are significant, signaling a shift toward mandatory “Trusted AI” certifications and enhanced transparency. New
- [California’s Proposed AI Transparency at Work Act: What Employers Need to Know](https://hrworks-inc.com/industry-update/californias-proposed-ai-transparency-at-work-act-what-employers-need-to-know/) - The California legislature is currently considering Assembly Bill (AB) 1898, a significant piece of legislation aimed at increasing transparency regarding the use of Artificial Intelligence (AI) and automated decision-making tools in the workplace. If passed, the “Artificial Intelligence Transparency at Work” act would amend the California Labor Code to require employers to disclose the use of
- [Why Employee AI Training Should Be Your Next Compliance Priority](https://hrworks-inc.com/blog-post/why-employee-ai-training-should-be-your-next-compliance-priority/) - As artificial intelligence (AI) becomes increasingly integrated into workplace operations, employers face new compliance, data privacy, and decision-making risks. While many organizations are focused on developing AI-related policies, policy development alone is not sufficient. To mitigate risk and support compliant use, organizations must ensure employees and managers are trained to appropriately use AI tools in
- [Upcoming Registration Deadline: New York Secure Choice Savings Program](https://hrworks-inc.com/industry-update/upcoming-registration-deadline-new-york-secure-choice-savings-program/) - As we enter the month of May, New York employers should be aware of a critical deadline regarding the New York Secure Choice Savings Program. This state-mandated retirement initiative requires private-sector employers with 10 or more employees to either facilitate employee access to a state-run Roth IRA or certify that they already offer a qualified
- [ICE Policy Shift: Form I-9 Errors Now Carry Heavier Penalties](https://hrworks-inc.com/industry-update/ice-policy-shift-form-i-9-errors-now-carry-heavier-penalties/) - Summary At a Glance Effective immediately, ICE has reclassified several common Form I-9 errors (e.g., missing dates or fields) from technical to substantive violations, meaning they may now trigger immediate penalties rather than opportunities to correct. This shift is currently in effect and comes amid increased federal worksite enforcement, raising the risk profile of routine
- [Proposed DOL Rule: Significant Wage Increases for Foreign National Sponsorship](https://hrworks-inc.com/industry-update/proposed-dol-rule-significant-wage-increases-for-foreign-national-sponsorship/) - Summary At a Glance The DOL has proposed changes to prevailing wage calculations that could significantly increase required salaries for H-1B, E-3, and PERM-sponsored workers, with some entry-level wages projected to rise substantially. The proposal was published March 27, 2026, with a public comment deadline of May 26, 2026; implementation timing remains pending final rulemaking.
- [New Immigration Enforcement Requirements for Indiana Employers](https://hrworks-inc.com/industry-update/new-immigration-enforcement-requirements-for-indiana-employers/) - Effective July 1, 2026, Indiana is taking a more active role in immigration-related employment law through Senate Bill 76. This bill introduces state-level scrutiny that can trigger federal investigations and create new financial liabilities for local businesses. Understanding the Risks The bill prohibits employers from "recklessly or intentionally" hiring unauthorized workers. If a state or
- [Washington State Enacts Immigrant Worker Protection Act](https://hrworks-inc.com/industry-update/washington-state-enacts-immigrant-worker-protection-act/) - Summary At a Glance Washington has enacted new employer obligations related to federal immigration inspections, with the law generally effective June 11, 2026, and notice/enforcement provisions effective October 1, 2026. Employers must provide written notice to workers and their representatives within five business days of receiving an inspection notice and again within five business days
- [NLRB Upholds Restrictions on Severance Agreements](https://hrworks-inc.com/industry-update/nlrb-upholds-restrictions-on-severance-agreements/) - Summary At a Glance The NLRB has reaffirmed that overly broad confidentiality and non-disparagement provisions in severance agreements may violate employees’ Section 7 rights, even if the agreement is not signed. This standard remains currently in effect, reinforcing the precedent set in McLaren Macomb and applied in subsequent decisions. Employers face ongoing risk if separation
- [New Proposed DOL Rule: A Unified Standard for Joint Employer Status](https://hrworks-inc.com/industry-update/new-proposed-dol-rule-a-unified-standard-for-joint-employer-status/) - Summary At a Glance The DOL has proposed a unified standard for determining joint employer status across the FLSA, FMLA, and MSPA, introducing structured multi-factor tests for both vertical and horizontal employment relationships. Published April 23, 2026, with a comment deadline of June 22, 2026, the rule aims to reduce inconsistency but may broaden circumstances
- [Tennessee Updates Pay Deadlines for Commission and Piece-Work Wages](https://hrworks-inc.com/industry-update/tennessee-updates-pay-deadlines-for-commission-and-piece-work-wages/) - Effective July 1, 2026, Tennessee Senate Bill 2024 changes the payment timeline for employees compensated on a piecework or commission basis. This shift also applies to final pay, offering employers additional time to calculate and reconcile earnings compared to the previous five-day window. Key Timing Changes Under the amendment, wages earned by piecework (paid per
- [Managing the Transition for New Jersey’s Family Leave Expansion and Job Protections](https://hrworks-inc.com/industry-update/managing-the-transition-for-new-jerseys-family-leave-expansion-and-job-protections/) - Summary At a Glance Effective July 17, 2026, New Jersey is expanding NJFLA eligibility thresholds and linking job protection to employees receiving TDI or FLI benefits, significantly increasing coverage. Employees already receiving benefits as of that date may gain immediate job protection rights, creating compliance risks for ongoing leaves. The law also introduces greater flexibility
- [Maryland Finalizes FAMLI Program Regulations](https://hrworks-inc.com/industry-update/maryland-finalizes-famli-program-regulations/) - Summary At a Glance Maryland has finalized regulations for its Paid Family and Medical Leave Insurance program, establishing a timeline with payroll contributions beginning January 1, 2027, and benefits available January 3, 2028. Employers must prepare for administrative requirements, including employee notices, reporting obligations, and decisions regarding state versus private plans. The extended implementation timeline
- [Virginia Update: Navigating New Paid Family and Medical Leave and Volunteer Protections](https://hrworks-inc.com/industry-update/virginia-update-navigating-new-paid-family-and-medical-leave-and-volunteer-protections/) - Summary At a Glance Virginia has enacted a statewide PFML program covering most employees, with premium rates expected by October 1, 2027, contributions beginning April 1, 2028, and benefits available December 1, 2028. Separately, effective July 1, 2026, employers may not discipline or terminate employees for absences related to volunteer emergency response during declared emergencies.
- [DOL Proposal: New Paper Statement Requirements for Retirement Plans](https://hrworks-inc.com/industry-update/dol-proposal-new-paper-statement-requirements-for-retirement-plans/) - Summary At a Glance The DOL has proposed new requirements under SECURE 2.0 that would mandate periodic paper benefit statements, limiting reliance on electronic delivery methods. Published February 25, 2026, the proposal includes a one-time paper notice requirement for participants first eligible on or after January 1, 2026, and ongoing paper delivery obligations depending on
- [Staying Safe in the Heat: OSHA Renews National Emphasis Program](https://hrworks-inc.com/industry-update/staying-safe-in-the-heat-osha-renews-national-emphasis-program/) - Summary At a Glance OSHA has extended its National Emphasis Program targeting heat-related hazards, allowing continued inspections in high-risk industries on “heat priority days” (80°F+ heat index). The program is currently active, with a focus on acclimatization, training, and prevention measures. Employers should expect increased scrutiny during warmer months, particularly for new or returning workers.
- [Fiscal Year 2027 Budget Proposal: Key Impacts for Employers](https://hrworks-inc.com/industry-update/fiscal-year-2027-budget-proposal-key-impacts-for-employers/) - Summary At a Glance The DOL’s proposed Fiscal Year 2027 budget outlines a shift toward workforce development, agency restructuring, and reduced emphasis on certain enforcement areas. Key proposals include elevating the Office of Foreign Labor Certification and restructuring OFCCP functions. While still in the proposal stage, these changes signal a broader trend toward modernization and
- [The DOL’s “Make America AI-Ready” Initiative](https://hrworks-inc.com/blog-post/the-dols-make-america-ai-ready-initiative/) - The technological landscape is shifting rapidly, and the U.S. Department of Labor (DOL) has taken a proactive step to ensure the American workforce is not left behind. On March 24, 2026, the DOL announced the launch of the “Make America AI-Ready” initiative. This program is designed to provide workers with foundational artificial intelligence (AI) literacy through a highly
- [Balancing Inclusion and Compliance: A Practical Review Guide for Public-Facing Content](https://hrworks-inc.com/blog-post/balancing-inclusion-and-compliance-a-practical-review-guide-for-public-facing-content/) - Recent regulatory developments, including Executive Orders and increased enforcement activity from the U.S. Department of Justice and the U.S. Equal Employment Opportunity Commission, have placed greater focus on how organizations communicate Diversity, Equity, and Inclusion (DEI) initiatives. Federal contractors have added pressure to avoid any perception of discriminatory DEI programs once subject to new FAR Clause 52.222-90.
- [DEI Discrimination Clause to be Added to Federal Contracts](https://hrworks-inc.com/blog-post/dei-discrimination-clause-to-be-added-to-federal-contracts/) - Beginning April 24, 2026, Federal contractors and subcontractors should expect new contract requirements prohibiting “DEI discrimination.” The Federal Acquisition Regulatory Council has taken its next step directed by Executive Order (EO) 14398 by issuing a memo announcing FAR Clause 52.222.90 and establishing a timeline for adding it to contracts. FAR 52.222-90 Addressing DEI Discrimination by Federal Contractors is intended to prevent
- [Disability Self-ID Form and VEVRAA Recordkeeping Requirements Expire April 30](https://hrworks-inc.com/blog-post/disability-self-id-form-and-vevraa-recordkeeping-requirements-expire-april-30/) - Affirmative action employers may have noticed the looming expiration date on their Form CC-305 Voluntary Self-Identification of Disability. The form, mandated by the Office of Federal Contract Compliance Programs (OFCCP) for use by Federal contractors and subcontractors meeting affirmative action plan thresholds, displays an OMB Control Number of 1250-0005 and expires on April 30, 2026. What
- [New Executive Order Redefines DEI Compliance for Federal Contractors](https://hrworks-inc.com/industry-update/new-executive-order-redefines-dei-compliance-for-federal-contractors/) - Key Takeaways: New March 2026 EO requires most federal contracts to include a contract clause barring race-based disparate treatment and expands agencies’ ability to audit contractor practices. The EO introduces clarified enforcement mechanisms—including potential contract termination, debarment, and exposure under the False Claims Act—requiring federal contractors to ensure compliance with updated requirements. Contractors should monitor
- [Confidentiality v. Artificial Intelligence (AI)](https://hrworks-inc.com/blog-post/confidentiality-v-artificial-intelligence-ai/) - Both are possible when thought and care are put into the use of artificial intelligence tools. HR professionals are increasingly using AI tools to assist with everyday activities like drafting emails and memos, preparing reports, and summarizing data. These tools improve efficiency and enhance communication. Risk is introduced when the message, information, or data is
- [Preparing for the 2026 Biweekly Payroll: The 27th Pay Period](https://hrworks-inc.com/blog-post/preparing-for-the-2026-biweekly-payroll-the-27th-pay-period/) - In 2026, many employers utilizing a biweekly pay schedule will encounter a rare calendar anomaly. This anomaly is known as a 27th pay period. While most years consist of 26 biweekly pay dates, the alignment of the 2026 calendar will result in an additional payday. For organizations whose first payday falls on January 2, 2026,
- [New Certification Requirements for Federal Funding Recipients Under EO 14173 and “Merit-Based Opportunity”](https://hrworks-inc.com/industry-update/new-certification-requirements-for-federal-funding-recipients-under-eo-14173-and-merit-based-opportunity/) - The General Services Administration (GSA) has proposed updates the System for Award Management (SAM.gov) registration requirements to align with Executive Order (EO) 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” and DOJ Guidance for Recipients of Federal Funding Regarding Unlawful Discrimination. This revision shifts the compliance landscape for all recipients of federal financial assistance, requiring a formal attestation
- [Understanding the EEOC’s Recent Decision on Federal Workplace Intimate Spaces](https://hrworks-inc.com/industry-update/understanding-the-eeocs-recent-decision-on-federal-workplace-intimate-spaces/) - The Equal Employment Opportunity Commission (EEOC) recently issued a decision that has sparked significant discussion regarding the use of “intimate spaces” in the workplace, such as bathrooms and locker rooms. In Selina S. v. Department of the Army, the Commission addressed whether a federal agency could restrict access to these facilities based on biological sex rather
- [White House Establishes Task Force to Eliminate Fraud in Federal Benefit Programs](https://hrworks-inc.com/industry-update/white-house-establishes-task-force-to-eliminate-fraud-in-federal-benefit-programs/) - On March 16, 2026, President Donald J. Trump signed an Executive Order establishing the Task Force to Eliminate Fraud. This White House-led initiative is designed to coordinate government-wide efforts to combat waste, fraud, and abuse within federal benefit programs. The Task Force is chaired by Vice President J.D. Vance, with the Chairman of the Federal Trade
- [Navigating Religious Bias: New Employer Resources from the DOL Center for Faith](https://hrworks-inc.com/industry-update/navigating-religious-bias-new-employer-resources-from-the-dol-center-for-faith/) - As the workplace becomes increasingly diverse in belief and practice, the U.S. Department of Labor (DOL) has launched a dedicated Center for Faith website to help employers and workers navigate religious liberty and anti-bias protections. Launched on March 19, 20206, this initiative has been established as part of a February 2025 Executive Order and its broader federal effort to
- [USCIS Completes FY 2027 H-1B Initial Selection: Key Takeaways and Next Steps for Employers](https://hrworks-inc.com/industry-update/uscis-completes-fy-2027-h-1b-initial-selection-key-takeaways-and-next-steps-for-employers/) - U.S. Citizenship and Immigration Services (USCIS) has officially announced the completion of the initial selection process for the FY 2027 H-1B cap. USCIS received a sufficient number of electronic registrations during the initial period to reach both the 65,000 standard numerical allocation and the 20,000 advanced degree exemption (the “master’s cap”). This year’s cycle is particularly noteworthy
- [NLRB Returns to the 2020 Joint Employer Standard](https://hrworks-inc.com/industry-update/nlrb-returns-to-the-2020-joint-employer-standard/) - The National Labor Relations Board (NLRB) has issued a final rule officially withdrawing the 2023 “Standard for Determining Joint Employer Status” and reinstating the 2020 version of the rule. This action follows a March 8, 2024, order from the U.S. District Court for the Eastern District of Texas, which vacated the 2023 Rule. Background of the Joint
- [Shift in NLRB Enforcement: New Guidance from General Counsel on Workplace Policy Enforcement](https://hrworks-inc.com/industry-update/shift-in-nlrb-enforcement-new-guidance-from-general-counsel-on-workplace-policy-enforcement/) - On February 27, 2026, NLRB General Counsel Crystal S. Carey issued Memorandum GC 26-03, signaling a significant shift in the Agency’s approach to case handling and enforcement of the National Labor Relations Act (NLRA). This new guidance emphasizes efficiency, the prioritization of settlements, and a more focused use of Agency resources. Key Takeaways from GC 26-03
- [Upcoming Minimum Wage and Salary Level Increases](https://hrworks-inc.com/industry-update/upcoming-minimum-wage-and-salary-level-increases/) - As employers prepare for the second half of the year, it is essential to focus on the specific state and district-level mandates taking effect on July 1, 2026. This mid-year update involves critical changes to both hourly minimum wages and the salary thresholds required for overtime exemptions in certain jurisdictions. Failure to adjust payroll by this
- [Alabama Enacts “Trey’s Law”: New Restrictions on Non-Disclosure Agreements](https://hrworks-inc.com/industry-update/alabama-enacts-treys-law-new-restrictions-on-non-disclosure-agreements/) - A legislative change is coming to Alabama’s employment landscape. On February 19, 2026, Governor Kay Ivey signed Senate Bill 30 (SB 30), known as “Trey’s Law.” The law takes effect October 1, 2026, and establishes new limitations on the use of nondisclosure provisions in agreements involving allegations of sexual abuse. Historically, nondisclosure and confidentiality agreements have been
- [Connecticut Enacts Final Warehouse Quota Standards](https://hrworks-inc.com/industry-update/connecticut-enacts-final-warehouse-quota-standards/) - Significant new regulations are coming for warehouse distribution centers in Connecticut. Following the 2026 legislative session, Senate Bill 298 (S.B. 298) has been signed into law, establishing final standards for production quotas. This legislation is designed to ensure that performance metrics do not compromise worker safety or legal rights to rest and meal periods. While the law
- [Navigating New Legal Scrutiny: Florida’s Challenge to the “Rooney Rule” and DEI Practices](https://hrworks-inc.com/industry-update/navigating-new-legal-scrutiny-floridas-challenge-to-the-rooney-rule-and-dei-practices/) - On March 25, 2026, Florida Attorney General James Uthmeier issued a formal “word of caution” to the National Football League (NFL), asserting that its long-standing Rooney Rule and related diversity initiatives violate Florida civil rights laws. While the letter specifically targets the NFL, the legal arguments presented carry significant implications for all private employers in Florida that utilize similar
- [Upcoming Compliance Deadline: Illinois Family Neonatal Intensive Care Leave Act](https://hrworks-inc.com/industry-update/upcoming-compliance-deadline-illinois-family-neonatal-intensive-care-leave-act/) - As the June 1, 2026, effective date approaches, Illinois employers must prepare for the requirements of the Family Neonatal Intensive Care Leave Act. This new legislation mandates that qualifying employers provide unpaid leave to eligible employees whose children are receiving care in a neonatal intensive care unit (NICU). Coverage and Leave Entitlements The Act applies to
- [Preparing for Maine’s Paid Family and Medical Leave (PFML) Launch](https://hrworks-inc.com/industry-update/preparing-for-maines-paid-family-and-medical-leave-pfml-launch/) - As the May 1, 2026, launch of the Maine Paid Family and Medical Leave (PFML) program approaches, it is critical for employers to understand their compliance obligations and the administrative process for managing claims. While the state handles benefit payments, employers play a vital role in verifying employee information and coordinating leave with existing company policies.
- [Minnesota PFML: First Quarterly Premium Deposits Due April 30](https://hrworks-inc.com/industry-update/minnesota-pfml-first-quarterly-premium-deposits-due-april-30/) - The Minnesota Paid Family and Medical Leave (PFML) program is moving into its next critical phase. While reporting and notice requirements have been rolling out over the past two years, a major financial milestone is approaching: the first quarterly premium deposits. By April 30, 2026, all covered employers must deposit their initial premium contributions with the Minnesota Department
- [Minnesota Secure Choice Retirement Program Phased Implementation Begins Soon](https://hrworks-inc.com/industry-update/minnesota-secure-choice-retirement-program-phased-implementation-begins-soon/) - As state mandates for employer-sponsored retirement savings continue to trend across the country, Minnesota is the latest to join the movement. The Minnesota Secure Choice Retirement Program, established by the Secure Choice Retirement Board (SCRB), is designed to bridge the retirement savings gap for hundreds of thousands of Minnesotans. For employers, this program introduces new compliance
- [Tennessee Expands Employment Eligibility Verification Requirements](https://hrworks-inc.com/industry-update/tennessee-expands-employment-eligibility-verification-requirements/) - Effective January 1, 2027, a significant amendment to the Tennessee Lawful Employment Act will broaden the scope of employers required to comply with state employment eligibility verification standards. This legislative change, introduced via H.B. 1194, shifts the definition of a “private employer” to include nearly all businesses operating within the state. Understanding the Expanded Definition Currently, the Act applies
- [Virginia Passes Pay Transparency and Salary History Ban Law](https://hrworks-inc.com/industry-update/virginia-passes-pay-transparency-and-salary-history-ban-law/) - Virginia is set to join the growing number of states implementing strict wage transparency and salary history laws. Senate Bill 215 (SB 215) introduces significant changes to the Virginia Wage Payment Act, fundamentally altering how employers interact with job applicants regarding compensation. If signed by the governor, the law would become effective on July 1, 2026. By mandating
- [Virginia Proposes New Restrictions on Non-Compete Agreements](https://hrworks-inc.com/industry-update/virginia-proposes-new-restrictions-on-non-compete-agreements/) - A Virginia bill (Senate Bill 170) expands the protections currently afforded to employees under the state’s non-compete agreement law. Senate bill 170 seeks to amend and reenact § 40.1-28.7:8 of the Code of Virginia. As of early March 2026, the bill is currently awaiting action by Governor Spanberger. If signed, this legislation will introduce strict new requirements
- [Virginia Poised to Expand Paid Sick and Safe Leave Requirements](https://hrworks-inc.com/industry-update/virginia-poised-to-expand-paid-sick-and-safe-leave-requirements/) - Recent legislative activity in the Virginia General Assembly signals a major shift in the state’s employment law landscape. Identical bills House Bill 5 (HB5) and Senate Bill 199 (SB199), which have passed both chambers and were communicated to the Governor on March 31, 2026, aim to significantly expand paid sick leave mandates to nearly all private and public
- [Virginia Legislative Update: Expanding the Virginia Human Rights Act (SB 637)](https://hrworks-inc.com/industry-update/virginia-legislative-update-expanding-the-virginia-human-rights-act-sb-637/) - As the 2026 legislative session continues to reshape the Virginia’s employment landscape, Senate Bill 637 (SB 637) represents a meaningful expansion of the Virginia Human Rights Act (VHRA). The bill has passed both chambers and was sent to the Governor on March 31, 2026, for final consideration. If signed, it is expected to take effect on July 1, 2026.
- [Washington Paid Family and Medical Leave: Expanded Job Protection Requirements Now in Effect](https://hrworks-inc.com/industry-update/washington-paid-family-and-medical-leave-expanded-job-protection-requirements-now-in-effect/) - Recent legislative updates from the 2025 session introduced significant changes to Washington’s Paid Family and Medical Leave (PFML) program. As of January 1, 2026, the state has expanded job protection eligibility and employer health benefit obligations, bringing thousands of additional employers under the scope of these requirements. Employers with Washington-based employees should ensure their policies and
- [Washington State Enacts Near-Total Ban on Non-Compete Agreements](https://hrworks-inc.com/industry-update/washington-state-enacts-near-total-ban-on-non-compete-agreements/) - Significant changes are coming to the Washington employment landscape. On March 23, 2026, Governor Bob Ferguson signed Engrossed Substitute House Bill 1155 (SHB 1155), which will render nearly all non-competition covenants void and unenforceable starting June 30, 2027. This new law represents a major shift from previous regulations that allowed non-compete agreements for high-earning employees, now extending
- [Washington Update: Expanded Protections for Pregnancy and Lactation](https://hrworks-inc.com/industry-update/washington-update-expanded-protections-for-pregnancy-and-lactation/) - Washington is making significant strides in its commitment to supporting pregnant and postpartum employees. Recent legislative updates, including the passage of Senate Bill 6014 and Senate Bill 5217 clarify employer obligations and strengthen worker privacy regarding pregnancy and lactation accommodations. While some of these changes are technical corrections, others represent a meaningful expansion of employee rights that all Washington
- [The Trump Administration Introduces a National AI Legislative Framework](https://hrworks-inc.com/blog-post/the-trump-administration-introduces-a-national-ai-legislative-framework/) - On March 20, 2026, the Trump Administration unveiled the National AI Legislative Framework, a comprehensive policy proposal designed to centralize and standardize the regulation of artificial intelligence across the United States. For human resources professionals and employers, this framework signals a significant shift toward federal oversight of how AI is deployed in the workplace, particularly regarding
- [Proposed Legislation Signals Shift in Colorado AI Compliance Requirements](https://hrworks-inc.com/blog-post/proposed-legislation-signals-shift-in-colorado-ai-compliance-requirements/) - The regulatory landscape for Artificial Intelligence (AI) in Colorado may be shifting. Following the enactment of the Colorado AI Act (SB24-205), the AI Policy Working Group, comprised of technology industry representatives, consumer advocates, and business groups, has introduced a proposed bill that would modify the existing law currently scheduled to take effect on June 30, 2026. The proposal introduces
- [AI at Work: Do's and Dont's for AI in the Workplace](https://hrworks-inc.com/blog-post/ai-at-work-dos-and-donts-for-ai-in-the-workplace/) - The integration of Artificial Intelligence into the workplace is here and evolving rapidly. Equip yourself and your team with the essential knowledge to embrace AI responsibly. Designed specifically with employers in mind, our “AI in the Workplace: Essential Do’s and Don’ts” infographic provides actionable insights to help you ensure your organization leverages AI ethically, efficiently, and effectively, while
- [State & Federal AI Law Compliance: Download Our Comparison Chart](https://hrworks-inc.com/blog-post/state-federal-ai-law-compliance-download-our-comparison-chart/) - Navigating State & Federal AI Compliance Despite the growing reliance on AI, there is currently no unified federal law governing how these technologies can or should be used in employment settings. Additionally, statutes that prohibit discrimination, govern background screening, and protect health information can all be triggered by the deployment of AI. As the use of AI continues to grow, several
- [Department of Labor Proposes Return to Holistic "Economic Reality" Test for Worker Classification](https://hrworks-inc.com/industry-update/department-of-labor-proposes-return-to-holistic-economic-reality-test-for-worker-classification/) - The U.S. Department of Labor (DOL) has issued a proposed rule that could fundamentally change how businesses classify workers as either employees or independent contractors. The proposal aims to rescind current standards and return to a more comprehensive "economic reality" analysis across all laws governed by the DOL. Key Highlights of the Proposed Rule The
- [Spring Cleaning: Your 2026 Compliance Strategy](https://hrworks-inc.com/blog-post/spring-cleaning-your-2026-compliance-strategy/) - As we move into the second quarter of 2026 and spring approaches, this is an ideal time for employers to conduct a comprehensive compliance review. Spring cleaning should extend beyond clearing files or refreshing templates. It is an opportunity to confirm that your policies, reporting obligations, and documentation practices align with current federal, state, and
- [Department of Labor Announces 2026 Minimum Wage for Federal Contractors](https://hrworks-inc.com/industry-update/department-of-labor-announces-2026-minimum-wage-for-federal-contractors/) - The U.S. Department of Labor (DOL) has released a notice in the Federal Register announcing the annual rate adjustment for federal contracts covered by Executive Order 13658. Although newer federal contracts were previously subject to a higher minimum wage under Executive Order 14026, the revocation of that order in March 2025 has shifted many contractors
- [The Future of the Workforce: Embracing the DOL’s AI Literacy Framework](https://hrworks-inc.com/industry-update/the-future-of-the-workforce-embracing-the-dols-ai-literacy-framework/) - In an era where artificial intelligence technology evolves at a rapid pace, the U.S. Department of Labor (DOL) is taking proactive steps to ensure the American workforce is not just keeping up but leading the charge. On February 13, 2026, the DOL issued Training and Employment Notice (TEN) No. 07-25, officially introducing the Artificial Intelligence
- [California Reintroduces "No Robo Bosses" Act: Regulating AI in the Workplace](https://hrworks-inc.com/industry-update/california-reintroduces-no-robo-bosses-act-regulating-ai-in-the-workplace/) - In a renewed effort to establish guardrails for artificial intelligence in employment, State Senator Jerry McNerney reintroduced Senate Bill 947 (SB 947) on February 2, 2026. Known as the "No Robo Bosses Act," this legislation seeks to regulate the use of Automated Decision Systems (ADS) in workplace discipline and termination. This bill is an updated
- [California Introduces the Worker Technological Displacement Act (SB 951)](https://hrworks-inc.com/industry-update/california-introduces-the-worker-technological-displacement-act-sb-951/) - Continuing the state's focus on regulating automation in the workplace, California legislators have introduced Senate Bill 951 (SB 951), also known as the California Worker Technological Displacement Act. Introduced on February 2, 2026, this bill establishes strict notice and protection requirements for employers implementing artificial intelligence or other automating technologies that result in job losses.
- [California Expands Paid Family Leave to Include "Designated Persons"](https://hrworks-inc.com/industry-update/california-expands-paid-family-leave-to-include-designated-persons/) - California continues to lead the way in expanding employee leave protections with the recent signing of Senate Bill (SB) 590. This new legislation broadens the eligibility for wage replacement benefits under the state’s Paid Family Leave (PFL) program, reflecting the evolving structure of modern households and caregiving relationships. Understanding the Change: What is a "Designated
- [DC Tipped Wage Workers Fairness Act: 2026 Compliance Deadline Approaching](https://hrworks-inc.com/industry-update/dc-tipped-wage-workers-fairness-act-2026-compliance-deadline-approaching/) - Employers in the District of Columbia with tipped employees should be aware of upcoming deadlines under the Tipped Wage Workers Fairness Amendment Act (TWWF). To maintain compliance with workplace protection standards, specific reporting and policy submissions must be completed through the Office of Human Rights (OHR) portal between January 1, 2026, and May 31, 2026.
- [Maine’s Paid Family and Medical Leave Program: What Employers Need to Know for May 1](https://hrworks-inc.com/industry-update/maines-paid-family-and-medical-leave-program-what-employers-need-to-know-for-may-1/) - Effective May 1, 2026, Maine joins the growing list of states requiring employers to provide robust leave protections under a state-mandated Paid Family and Medical Leave (PFML) Program. This program represents a significant change for Maine-based businesses, transitioning from traditional unpaid leave models to a system that provides up to 12 weeks of paid, job-protected
- [Ohio Enacts E-Verify Mandate for Construction Industry](https://hrworks-inc.com/industry-update/ohio-enacts-e-verify-mandate-for-construction-industry/) - In a significant shift for the Buckeye State’s construction sector, Governor Mike DeWine has signed House Bill 246 (HB 246), known as the E-Verify Workforce Integrity Act. The new law, which takes effect on March 20, 2026, requires many construction employers to use the federal E-Verify system to confirm the legal work authorization of their
- [New York’s “Trapped at Work Act”: Amendments Provide Clarity and Relief for Employers](https://hrworks-inc.com/industry-update/new-yorks-trapped-at-work-act-amendments-provide-clarity-and-relief-for-employers/) - Recent legislative developments have brought substantial changes to the newly enacted Trapped at Work Act (TAWA). Originally signed into law on December 19, 2025, the Act was designed to eliminate "stay-or-pay" agreements, provisions that require workers to repay training or onboarding costs if they leave their jobs within a certain timeframe. Following concerns regarding the
- [New York Advances Comprehensive AI Oversight: From Frontier Models to Consumer Protections](https://hrworks-inc.com/industry-update/new-york-advances-comprehensive-ai-oversight-from-frontier-models-to-consumer-protections/) - New York continues to be a leader in establishing a regulatory framework for artificial intelligence. Recent legislative actions and executive proposals aim to balance technological innovation with robust protections for workers and consumers. Central to these updates are the Responsible AI Safety and Education (RAISE) Act and a series of new initiatives from Governor Kathy
- [Action Required: Upcoming Registration Deadlines for NY Secure Choice Savings Program](https://hrworks-inc.com/industry-update/action-required-upcoming-registration-deadlines-for-ny-secure-choice-savings-program/) - New York State is moving forward with the implementation of the New York State Secure Choice Savings Program, a self-funded retirement savings initiative designed for private-sector employees who do not currently have access to an employer-sponsored retirement plan. As the state rolls out this program in waves, it is critical for small to mid-sized employers
- [New York Mandates Opioid Antagonists in Workplace First Aid Kits](https://hrworks-inc.com/industry-update/new-york-mandates-opioid-antagonists-in-workplace-first-aid-kits/) - New York State has introduced a significant addition to workplace safety requirements which takes effect on December 12, 2026. Under the newly enacted New York Labor Law Section 27-F, many employers will soon be required to include opioid antagonists in their on-site first aid materials. This legislation aims to address the ongoing opioid crisis by
- [New York City Proposes Updates to Earned Safe and Sick Time Rules & Issues Updated FAQs and Notice](https://hrworks-inc.com/industry-update/new-york-city-proposes-updates-to-earned-safe-and-sick-time-rules-issues-updated-faqs-and-notice/) - The New York City Department of Consumer and Worker Protection (DCWP) has announced proposed amendments to the rules governing the Earned Safe and Sick Time Act (ESSTA). These changes aim to align regulatory language with recent statutory expansions related to paid prenatal leave; the addition of a separate 32 hour bank of time and provide
- [Think AI Is Unregulated? Think Again – Part 2](https://hrworks-inc.com/blog-post/think-ai-is-unregulated-think-again-part-2/) - In our previous blog “Think AI is Unregulated? Think Again – Part 1” we addressed considerations regarding discrimination, background screening, and health data. Just as the field of laws and statutes governing employment actions is broad, so is the overlap with AI as a tool in employment processes. We continue the conversation here, focusing on
- [Think AI is Unregulated? Think Again - Part 1](https://hrworks-inc.com/blog-post/think-ai-is-unregulated-think-again-part-1/) - Artificial intelligence (AI) is rapidly transforming how employers recruit, evaluate, monitor, and engage their workforce. From automating screening processes to analyzing productivity and generating employee communications, AI tools are reshaping nearly every stage of the employee lifecycle. However, despite this growing reliance on AI, there is only a small but expanding patchwork of state laws
- [Appeals Court Narrows Challenge to Federal DEI Executive Orders: What Employers Need to Know](https://hrworks-inc.com/industry-update/appeals-court-narrows-challenge-to-federal-dei-executive-orders-what-employers-need-to-know/) - A recent decision from the 4th U.S. Circuit Court of Appeals has major implications for employers navigating the evolving landscape of diversity, equity, and inclusion (DEI) compliance. On Feb. 6, the court vacated a preliminary injunction that had blocked the enforcement of two federal executive orders targeting DEI‑related practices within government agencies and federal contracting.
- [Key Highlights: Ninth Circuit Ruling & EEO‑1 Type 2 Report Disclosure](https://hrworks-inc.com/industry-update/key-highlights-ninth-circuit-ruling-eeo-1-type-2-report-disclosure/) - Federal contractors should be aware of significant updates following the Ninth Circuit’s decision requiring the Department of Labor (DOL) to disclose previously withheld EEO-1 Type 2 Consolidated Reports. What Happened In 2022, Will Evans, a reporter for the Center for Investigative Reporting, submitted a FOIA request for EEO-1 Reports filed by federal contractors and subcontractors for filing years 2016 through 2020. Following
- [DOL VETS HIRE Vets Medallion Program Applications Now Open](https://hrworks-inc.com/industry-update/dol-vets-hire-vets-medallion-program-applications-now-open/) - On February 5, 2026, the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) officially opened applications for the 2026 HIRE Vets Medallion Program. This federal‑level award recognizes employers who demonstrate exceptional commitment to recruiting, hiring, retaining, and supporting U.S. military veterans. The HIRE Vets Medallion Award remains the only federal award that honors employers for veteran employment
- [What Employers Should Expect Now That OFCCP Has Been Allocated Funding  ](https://hrworks-inc.com/industry-update/what-employers-should-expect-now-that-ofccp-has-been-allocated-funding/) - On Tuesday, February 3, 2026, H.R.7148 was signed by President Trump, allocating funding to the Office of Federal Contract Compliance Programs (OFCCP). With the OFCCP receiving new funding, federal contractors and subcontractors should prepare for a period of renewed activity and regulatory developments. Below, we break down the key changes and expectations, highlighting why it’s more important than ever to maintain compliance with Section 503 and VEVRAA
- [DOL Releases New Wage and Hour and FMLA Opinion Letters: Key Takeaways for Employers](https://hrworks-inc.com/industry-update/dol-releases-new-wage-and-hour-and-fmla-opinion-letters-key-takeaways-for-employers/) - The U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) recently issued several opinion letters addressing recurring compliance questions regarding the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA). While opinion letters do not carry the same weight as law, they serve as a vital tool for the WHD to provide practical answers
- [Aligning SUD Privacy with HIPAA: New Notice of Privacy Practices (NPP) Requirements for Employers ](https://hrworks-inc.com/industry-update/aligning-sud-privacy-with-hipaa-new-notice-of-privacy-practices-npp-requirements-for-employers/) - The U.S. Department of Health and Human Services (HHS) has issued a final rule to better align 42 CFR Part 2, which governs the confidentiality of substance use disorder (SUD) patient records, with the Health Insurance Portability and Accountability Act (HIPAA). This realignment, mandated by the CARES Act, aims to streamline care coordination while maintaining rigorous privacy protections
- [Posting of 300A and Electronic Submission of OSHA Forms Due Soon](https://hrworks-inc.com/industry-update/posting-of-300a-and-electronic-submission-of-osha-forms-due-soon/) - As of February 1, 2026, employers with 10 or more employees, unless an industry-specific exemption applies, must completed, certify, and posted a Summary of Work-Related Injuries and Illnesses (OSHA Form 300A) for the 2025 calendar year. This summary must remain posted in a visible and easily accessible area at each worksite through April 30, 2026. Additionally, covered establishments must electronically submit information from their 2025 Occupational Safety and Health
- [OSHA Extends Compliance Deadlines for Updated Hazard Communication Standard](https://hrworks-inc.com/industry-update/osha-extends-compliance-deadlines-for-updated-hazard-communication-standard/) - The Occupational Safety and Health Administration (OSHA) recently announced a four-month extension for compliance deadlines related to the 2024 updates of the Hazard Communication Standard (HCS). This extension provides the agency and the regulated community, including manufacturers and employers, additional time to review upcoming guidance materials and ensure a smooth transition to the revised requirements. Background: The Purpose of the
- [EEOC Overhauls Voting and Litigation Procedures: A New Era of Centralized Enforcement](https://hrworks-inc.com/industry-update/eeoc-overhauls-voting-and-litigation-procedures-a-new-era-of-centralized-enforcement/) - For employers, recent structural and procedural shifts at the Equal Employment Opportunity Commission (EEOC) represent a fundamental transformation in how federal discrimination laws are enforced. By rescinding prior voting procedures and reclaiming litigation authority, the Commission has significantly centralized power in the Chair’s office and moved toward a policy-driven enforcement model. Here is a deeper
- [New Colorado FAMLI Notice Requirements for 2026 ](https://hrworks-inc.com/industry-update/new-colorado-famli-notice-requirements-for-2026/) - The landscape of Colorado’s Family and Medical Leave Insurance (FAMLI) program has evolved significantly as we enter 2026. The Colorado Department of Labor and Employment (CDLE) has released an updated mandatory workplace notice that reflects critical legislative changes, including the introduction of neonatal care leave. As of January 1, 2026, employers must utilize the updated version to remain
- [The DEI and Contracting Landscape Shifts: Florida and Texas Attorneys General Issue New Guidance ](https://hrworks-inc.com/industry-update/the-dei-and-contracting-landscape-shifts-florida-and-texas-attorneys-general-issue-new-guidance/) - On January 19, 2026, the Attorneys General of Florida and Texas issued separate but thematically aligned legal opinions addressing Diversity, Equity, and Inclusion (DEI) initiatives. These opinions assert that many race-based affirmative action measures in public contracting and private employment may constitute unlawful discrimination under federal and state law. While Attorney General opinions generally serve as instructions for state
- [Maine Enacts New Law Regulating Employer Surveillance ](https://hrworks-inc.com/industry-update/maine-enacts-new-law-regulating-employer-surveillance/) - Effective January 11, 2026, a new law in Maine (L.D. 61, Chapter 524) places significant restrictions on how employers can monitor employees electronically. Enacted without the Governor’s signature, the “Act to Regulate Employer Surveillance to Protect Workers” introduces strict notice requirements and limits the use of surveillance technology on personal devices and in private spaces. The following
- [New Jersey Overhauls Leave Laws: Expanded Coverage, Job Protection, and Employee Choice ](https://hrworks-inc.com/industry-update/new-jersey-overhauls-leave-laws-expanded-coverage-job-protection-and-employee-choice/) - On January 12, 2026, the enactment of Assembly Bill No. 3451 introduced a sweeping set of amendments to New Jersey’s employment statutes. These changes, which take effect July 17, 2026, not only bring smaller employers under the scope of the New Jersey Family Leave Act (NJFLA) but also fundamentally alter eligibility standards, how leave benefits are coordinated, and
- [New Jersey Enacts Significant Labor Protections for Cannabis Industry ](https://hrworks-inc.com/industry-update/new-jersey-enacts-significant-labor-protections-for-cannabis-industry/) - New Jersey has taken a major step in regulating the growing cannabis industry with the recent enactment of Assembly Bill A4182. This new law takes effect on May 12, 2026, and significantly expands labor rights for “cannabis employees,” establishing a framework for collective bargaining, union organization, and dispute resolution similar to protections found in other sectors. For employers in the cannabis space, including cultivators, manufacturers, wholesalers,
- [Refining the “Trapped at Work Act”: Proposed Amendments for New York Employers ](https://hrworks-inc.com/industry-update/refining-the-trapped-at-work-act-proposed-amendments-for-new-york-employers/) - Recent legislative activity in Albany suggests that the landscape of “stay-or-pay” provisions in New York is already shifting. Following the immediate enactment of the Trapped at Work Act (TAWA) on December 19, 2025, the New York Assembly introduced Bill A9452 on January 6, 2026, to address significant employer concerns and clarify ambiguities in the original law. If passed, these
- [Important Reminder: Upcoming Effective Dates for NYC ESSTA and TCSA Amendments ](https://hrworks-inc.com/industry-update/important-reminder-upcoming-effective-dates-for-nyc-essta-and-tcsa-amendments/) - As the effective date for the recent amendments (Int 780-2024) to New York City’s labor laws approaches, employers must prepare for expanded employee protections and increased litigation exposure. These amendments significantly revise both the Earned Safe and Sick Time Act (ESSTA) and the Temporary Schedule Change Act (TCSA), fundamentally reshaping the compliance landscape for employers operating in New York City.
- [CA Pay Data Reporting Changes Final, Filing Platform Now Open](https://hrworks-inc.com/industry-update/ca-pay-data-reporting-changes-final-filing-platform-now-open/) - The California Civil Rights Department (CRD) has officially finalized its reporting requirements and launched the filing platform for the 2025 Reporting Year. The filing deadline for Reporting Year 2025 is May 13, 2026. As HR Works previously reported, the California Civil Rights Department (CRD) released updated versions of the pay data reporting templates, along with a detailed FAQ document to provide insight
- [Rescission of EEOC Enforcement Guidance on Harassment](https://hrworks-inc.com/blog-post/rescission-of-eeoc-enforcement-guidance-on-harassment/) - On January 22, 2026, the U.S. Equal Employment Opportunity Commission voted 2 to 1 to rescind in full its April 2024 Enforcement Guidance on Harassment in the Workplace. Commission leadership emphasized that the rescission does not legalize harassment, does not eliminate employee rights under federal law, and does not signal a retreat from enforcement. However, the
- [Considerations for AI Policy Development](https://hrworks-inc.com/blog-post/considerations-for-ai-policy-development/) - Your organization is ready to start using artificial intelligence (AI), and you want to develop a policy that the company can stand behind. Before drafting a policy, there are several considerations to ensure your organization’s use of AI is compliant and protects the organization, its employees, and its customers/clients. 10 Things to Consider when Crafting
- [Illinois Releases Draft Regulations on AI in Employment: What Employers Need to Know](https://hrworks-inc.com/industry-update/illinois-releases-draft-regulations-on-ai-in-employment-what-employers-need-to-know/) - Following the passage of amendments to the Illinois Human Rights Act (IHRA) enacted by House Bill 3773, the Illinois Department of Human Rights has released draft regulations detailing the use of Artificial Intelligence (AI) in employment. The bill amends the Illinois Human Rights Act (IHRA) effective January 1, 2026, mandating that employers provide notice whenever AI facilitates employment decisions. Defining AI and Covered Decisions
- [New York Enacts RAISE Act to Regulate AI Developers](https://hrworks-inc.com/industry-update/new-york-enacts-raise-act-to-regulate-ai-developers/) - Recent legislative developments in New York have established the state as a leader in Artificial Intelligence (AI) regulation with the enactment of the “Responsible AI Safety and Education Act” (RAISE Act). On December 19, 2025, Governor Kathy Hochul signed the legislation (S6953B/A6453B), which she described as setting a “nation-leading standard” for managing the safety and transparency of advanced AI systems.
- [Navigating USERRA: Common Compliance Pitfalls for Employers](https://hrworks-inc.com/uncategorized/navigating-userra-common-compliance-pitfalls-for-employers/) - While many employers are familiar with the basic concept of the Uniformed Services Employment and Reemployment Rights Act (USERRA), which protects the jobs of employees who serve in the military, the nuances of the law often lead to unintentional non-compliance. Beyond job protection, employers frequently struggle with the complexities of pay during leave, benefit accruals and continuation, and
- [USCIS Updates: Reduced EAD Validity Periods and Enhanced Vetting ](https://hrworks-inc.com/industry-update/uscis-updates-reduced-ead-validity-periods-and-enhanced-vetting/) - On December 4, 2025, U.S. Citizenship and Immigration Services (USCIS) issued a Policy Alert announcing a reduction in the maximum validity period for certain Employment Authorization Documents (EADs). Effective December 5, 2025, this update significantly impacts how often foreign nationals in specific categories must renew their work authorization. The change serves to align with new vetting priorities, increasing the frequency
- [IRS Announces Mileage Rate for 2026 ](https://hrworks-inc.com/industry-update/irs-announces-mileage-rate-for-2026/) - On December 26, 2025, the Internal Revenue Service (IRS) announced the 2026 standard mileage rate. The increase began on January 1 and raised the rate from .70 cents per mile to 72.5 cents per mile. These rates apply to electric and hybrid-electric automobiles, as well as gasoline- and diesel-powered vehicles. Next Steps for Employers Assess Your Reimbursement Policy: The IRS mileage rate is an
- [DOL Releases Updated Industry-Specific Compliance Toolkits and Invites Opinion Letter Requests ](https://hrworks-inc.com/industry-update/dol-releases-updated-industry-specific-compliance-toolkits-and-invites-opinion-letter-requests/) - The U.S. Department of Labor’s Wage and Hour Division (WHD) has released a comprehensive set of compliance assistance toolkits designed to help employers navigate the complexities of federal labor standards. In addition to these resources, the DOL is actively inviting employers to submit requests for opinion letters to clarify how regulations apply to their specific workplace situations. Background: The Need
- [Don’t Let the New Title VI Rules Confuse Your Title VII Compliance ](https://hrworks-inc.com/industry-update/dont-let-the-new-title-vi-rules-confuse-your-title-vii-compliance/) - If your organization receives federal financial assistance, whether you are a university receiving research grants, a healthcare provider accepting Medicare/Medicaid, or a non-profit operating on federal funds, you need to be aware of a significant regulatory shift that occurred this month. On December 10, 2025, the Department of Justice (DOJ) issued a Final Rule rescinding key portions of its regulations
- [DHS Finalizes H-1B Weighted Selection Process Rule ](https://hrworks-inc.com/industry-update/dhs-finalizes-h-1b-weighted-selection-process-rule/) - The Department of Homeland Security (DHS) has finalized a significant rule that alters the selection process for H-1B cap-subject petitions. Filed on December 23, 2025, the final rule, titled “Weighted Selection Process for Registrants and Petitioners Seeking to File Cap-Subject H-1B Petitions”, moves the H-1B lottery system away from a random selection process to one based on wage
- [DOL Finalizes Rescission of Non-Displacement Rule for Service Contracts ](https://hrworks-inc.com/industry-update/dol-finalizes-rescission-of-non-displacement-rule-for-service-contracts/) - The Department of Labor (DOL) has issued a Final Rule effectively rescinding the regulations that mandated non-displacement of qualified workers under federal service contracts. This action, published in the Federal Register, formally removes the requirements established under the previous administration’s Executive Order 14055. Background: The Non-displacement Rule Previously, Executive Order 14055 and its implementing regulations (29 CFR Part 9) required successor federal contractors
- [ACA Affordability Percentage Hits Record High for 2026 ](https://hrworks-inc.com/industry-update/aca-affordability-percentage-hits-record-high-for-2026/) - The IRS has set the Affordable Care Act (ACA) affordability percentage for plan years beginning in 2026 to 9.96 percent. This is a significant increase from the 2025 rate of 9.02 percent and represents the highest percentage since the ACA’s inception. Impact on Employers This increase gives Applicable Large Employers (ALEs) more flexibility in setting employee contribution rates. Because the threshold is
- [PUMP Act Update: Delayed Provisions for Rail and Motorcoach Industries Now in Effect ](https://hrworks-inc.com/industry-update/pump-act-update-delayed-provisions-for-rail-and-motorcoach-industries-now-in-effect/) - For employers in the rail and motorcoach industries, the waiting period is officially over. As of December 29, 2025, the delayed provisions of the Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act) regarding specific transportation employees have gone into effect. While the PUMP Act generally expanded workplace protections for nursing employees back in late 2022, Congress included a three-year
- [California Workplace Know Your Rights Act Notice is Now Available](https://hrworks-inc.com/industry-update/california-workplace-know-your-rights-act-notice-is-now-available/) - On or before February 1, 2026, and each year after that, employers must provide employees a required workplace rights notice under the “Workplace Know Your Rights Act”. The notice must cover a broad range of workers’ rights including labor protections, immigration-related rights, and constitutional protections in the workplace under both state and federal law. The Labor Commissioner provides templates that can
- [Colorado FAMLI Update: 2026 Changes Bring Relief for NICU Parents and Lower Premiums ](https://hrworks-inc.com/industry-update/colorado-famli-update-2026-changes-bring-relief-for-nicu-parents-and-lower-premiums/) - New legislative changes in Colorado are set to expand the state’s Paid Family and Medical Leave Insurance (FAMLI) program, offering significant added support for families facing medical challenges. Under Senate Bill 25-144 (SB 144), which took effect on January 1, 2026, the state will introduce extended leave benefits for parents of children in neonatal intensive care and adjust the program’s funding premiums.
- [Delaware Finalizes Paid Family and Medical Leave Regulations ](https://hrworks-inc.com/industry-update/delaware-finalizes-paid-family-and-medical-leave-regulations/) - The Delaware Department of Labor has published final amendments to the Paid Family and Medical Leave (PFML) regulations in the December 1, 2025, issue of the Delaware Register of Regulations. These changes were effective as of December 11, 2025, and include critical clarifications regarding benefit year calculations, employee eligibility, and voluntary coverage rules. With benefits having become available on January 1, 2026, employers
- [New Jersey Codifies Disparate Impact Rules ](https://hrworks-inc.com/industry-update/new-jersey-codifies-disparate-impact-rules/) - The New Jersey Division on Civil Rights (DCR) has officially adopted new regulations that codify the legal standards for disparate impact discrimination under the New Jersey Law Against Discrimination (LAD). Effective December 15, 2025, these rules (N.J.A.C. 13:16) formalize long-standing case law while signaling a renewed enforcement focus on modern employment practices. Understanding Disparate Impact Disparate impact discrimination occurs when
- [New York Enacts Mandatory Workplace Violence Prevention Programs for Healthcare Facilities ](https://hrworks-inc.com/industry-update/new-york-enacts-mandatory-workplace-violence-prevention-programs-for-healthcare-facilities/) - New York Governor Kathy Hochul has signed Senate Bill S5294B into law, establishing strict new requirements for “healthcare facilities” to prevent workplace violence. This legislation aims to protect healthcare workers, patients, and visitors by mandating that hospitals and nursing homes develop and implement comprehensive violence prevention programs and, in many cases, increase their physical security presence. Background: Growing Concerns in Healthcare
- [New York Enacts “Trapped at Work Act”: Ban on “Stay-or-Pay” Provisions Effective Immediately ](https://hrworks-inc.com/industry-update/new-york-enacts-trapped-at-work-act-ban-on-stay-or-pay-provisions-effective-immediately/) - On December 19, 2025, Governor Kathy Hochul signed the “Trapped at Work Act” (Assembly Bill A584C) into law. Effective immediately, this legislation amends the New York Labor Law to prohibit employers from requiring workers to enter into “employment promissory notes”, commonly known as “stay-or-pay” provisions as a condition of employment. Background: Ending the “Trap” The Act addresses the growing use of
- [Revised New York State and Yonkers Withholding Tax Tables ](https://hrworks-inc.com/industry-update/revised-new-york-state-and-yonkers-withholding-tax-tables-2/) - The New York Department of Taxation and Finance has revised wage bracket tables and calculation method publications to reflect legislative income tax rate changes for payrolls made on or after January 1, 2026. For the New York State wage bracket tables and exact calculation methods, visit Publication NYS-50-T-NYS (1/26), New York State Withholding Tax Tables and Methods. For the Yonkers wage bracket
- [New York Enacts Legislation Prohibiting Employment Credit Checks ](https://hrworks-inc.com/industry-update/new-york-enacts-legislation-prohibiting-employment-credit-checks/) - On December 19, 2025, New York Governor Kathy Hochul signed Senate Bill S3072 into law, significantly altering the landscape for pre-employment screening and background checks in the state. This new legislation, known as the “Credit History Ban Bill,” prohibits most employers from using a job applicant’s or employee’s consumer credit history in employment decisions. The law, which
- [New York Codifies “Disparate Impact” Standard in Employment Discrimination Law ](https://hrworks-inc.com/industry-update/new-york-codifies-disparate-impact-standard-in-employment-discrimination-law/) - On December 19, 2025, Governor Kathy Hochul signed Senate Bill S8338 into law, amending the New York State Human Rights Law. This legislation explicitly codifies the “disparate impact” standard for establishing employment discrimination, ensuring that policies with a discriminatory effect are unlawful even in the absence of discriminatory intent. The law took effect immediately upon signing. Background: Understanding Disparate Impact Historically,
- [NYC Council Overrides Veto: New Pay Data Reporting Laws Enacted ](https://hrworks-inc.com/industry-update/nyc-council-overrides-veto-new-pay-data-reporting-laws-enacted/) - On December 4, 2025, the New York City Council voted to override Mayor Eric Adams’s veto, effectively enacting two significant pieces of legislation regarding pay data reporting and pay equity studies. These new laws, Int. 0982-2024-A and Int. 0984-2024-A, will impose extensive reporting obligations on large employers in New York City and mandate citywide pay equity studies based on the
- [HR Works Announces Return of Affirmative Action Compliance Calendar](https://hrworks-inc.com/blog-post/hr-works-announces-return-of-affirmative-action-compliance-calendar/) - With a changing regulatory environment and shifts in the Office of Federal Contract Compliance Programs (OFCCP) enforcement priorities, there is much to consider as Federal contractors and subcontractors begin planning for the year’s compliance deadlines. Following HR Works’ Affirmative Action Compliance Calendar, affirmative action employers can stay on track and on time with their affirmative action
- [Minnesota Compliance Requirements for Employers and Contractors](https://hrworks-inc.com/industry-update/minnesota-compliance-requirements-for-employers-and-contractors/) - Minnesota employers and contractors are facing a growing list of labor laws. Below are the key requirements for 2026: Minnesota Paid Family and Medical Leave (PFML) January 1, 2026: Employers must begin payroll deductions, and paid leave becomes available for employees April 30, 2026: First quarterly premium payments are due MN State & Local Contractor Requirements Annual
- [President Trump Issues Executive Order to Limit State AI Laws](https://hrworks-inc.com/industry-update/president-trump-issues-executive-order-to-limit-state-ai-laws/) - Once again signaling his commitment to advance artificial intelligence (AI) in the U.S., President Trump issued an Executive Order titled “Ensuring a National Policy Framework for Artificial Intelligence” on December 11, 2025. The Executive Order aims to limit State laws that restrict AI, posing compliance challenges and inhibiting innovation by AI companies, by: Asserting a
- [California CRD Quietly Releases Changes for Pay Data Reporting](https://hrworks-inc.com/industry-update/california-crd-quietly-releases-changes-for-pay-data-reporting/) - The California Civil Rights Department (CRD) has released preliminary versions of the pay data reporting templates for Reporting Year 2025. The filing deadline for Reporting Year 2025 will be May 13, 2026. These templates, along with a detailed FAQ document, provide insight into the data fields and reporting format that will be required in the upcoming reporting cycle. Organizations that
- [AI vs. AI: Understanding Hiring in the Digital Age](https://hrworks-inc.com/blog-post/ai-vs-ai-understanding-hiring-in-the-digital-age/) - The recruitment landscape is shifting quickly as artificial intelligence (AI) becomes common on both sides of the hiring process. Employers are using AI to streamline sourcing, screening, and initial interviews, while candidates are simultaneously using generative AI to enhance resumes, optimize content for applicant tracking systems (ATS) and even assist with interview responses. This has
- [Rhode Island’s New Hire Notice Requirements Take Effect Jan. 1](https://hrworks-inc.com/industry-update/rhode-islands-new-hire-notice-requirements-take-effect-jan-1/) - Effective January 1, 2026, Rhode Island employers will be subject to new wage and employment notice requirements under House Bill 5679. The new law amends the Rhode Island Payment of Wages Law and applies to all employers with employees in the state. Employers will be required to provide specific written information to employees at the time of hire and
- [Pennsylvania Enacts CROWN Act ](https://hrworks-inc.com/industry-update/pennsylvania-enacts-crown-act/) - On November 25, 2025, Pennsylvania officially enacted the CROWN Act (House Bill 439), amending the Pennsylvania Human Relations Act (PHRA) to prohibit discrimination based on hair texture and hairstyles associated with race and religion. The law is scheduled to take effect on January 24, 2026. Key Legislative Changes The new legislation clarifies definitions within the PHRA to
- [New York’s New Gender-Based Violence Policy Requirements for State Contractors ](https://hrworks-inc.com/industry-update/new-yorks-new-gender-based-violence-policy-requirements-for-state-contractors/) - Effective November 5, 2025, New York State has implemented a significant new requirement for employers seeking to do business with the state. Under the newly enacted State Finance Law (SFL) § 139-m, entities submitting competitive bids to the state or its agencies must now certify that they have implemented a written policy addressing gender-based violence in the
- [New York Farm Workers: 2026 Overtime Threshold and Tax Relief Updates ](https://hrworks-inc.com/industry-update/new-york-farm-workers-2026-overtime-threshold-and-tax-relief-updates/) - For New York agricultural employers, the path toward a 40-hour workweek continues on January 1, 2026. As part of the gradual phase-down initiated by the Farm Laborers Fair Labor Practices Act, the overtime threshold for farm workers will decrease from its current level of 56 hours to 52 hours per week at the start of the new year. This
- [Minnesota’s New Break Rules Take Effect Soon ](https://hrworks-inc.com/industry-update/minnesotas-new-break-rules-take-effect-soon/) - As we reported back in July, Minnesota has enacted significant changes to its meal and rest break laws that will take effect on January 1, 2026. With the effective date approaching, now is the time for employers to finalize their preparations to ensure compliance. These amendments, part of the omnibus bill signed by Governor Walz, replace previous
- [Illinois’ New AI Protections for Employees Take Effect Soon ](https://hrworks-inc.com/industry-update/illinois-new-ai-protections-for-employees-take-effect-soon/) - As artificial intelligence (AI) continues to reshape the workplace, state legislatures are moving quickly to regulate its use in employment decisions. Following in the footsteps of Colorado and New York City, Illinois has enacted a significant new law aimed at preventing algorithmic discrimination. Governor J.B. Pritzker recently signed House Bill 3773 (HB 3773), which amends the
- [Illinois Expands Workplace Privacy: SB 2339 Imposes New E-Verify and Discrepancy Protocols](https://hrworks-inc.com/industry-update/illinois-expands-workplace-privacy-sb-2339-imposes-new-e-verify-and-discrepancy-protocols/) - Illinois employers must prepare for immediate compliance adjustments following the General Assembly’s passage of Senate Bill 2339 (SB 2339). Approved on October 30, 2025, and set to take effect immediately upon being signed by Governor Pritzker, this legislation reshapes the landscape of employment verification and employee privacy rights. Designed as a countermeasure to increased federal immigration enforcement activities,
- [Delaware Paid Leave: Immediate Action Required as Benefits Launch Nears ](https://hrworks-inc.com/industry-update/delaware-paid-leave-immediate-action-required-as-benefits-launch-nears/) - With the December 2, 2025, deadline for employee notifications now behind us, Delaware employers are entering the final phase before the launch of the state’s Paid Family and Medical Leave (PFML) benefits. If your organization did not distribute the required Notice of Employee Rights by the deadline, it is important to correct this as soon as possible so
- [California Expands Personnel File Access to Training Records](https://hrworks-inc.com/industry-update/california-expands-personnel-file-access-to-training-records/) - Effective January 1, 2026, California employers must treat education and training records as part of an employee’s official personnel file. Under Senate Bill 513 (SB 513), the standard 30-day deadline to produce records upon request now extends to these documents. What Changed: Expanded Definition of Personnel Records Under existing law (Labor Code Section 1198.5), California employers are
- [State Minimum Wage and Exempt Salary Increases: What to Expect on January 1, 2026 ](https://hrworks-inc.com/industry-update/state-minimum-wage-and-exempt-salary-increases-what-to-expect-on-january-1-2026/) - As we approach the new year, employers across the United States must once again navigate a complex patchwork of wage and hour adjustments. Effective January 1, 2026, numerous states will implement scheduled increases to their minimum wage rates. For Human Resources professionals, these changes require more than just updating payroll tables. In several jurisdictions, increases in
- [IRS Provides Transition Relief for New Tip and Overtime Reporting Requirements ](https://hrworks-inc.com/industry-update/irs-provides-transition-relief-for-new-tip-and-overtime-reporting-requirements/) - The Internal Revenue Service (IRS) has issued Notice 2025-62, providing significant transition relief for employers grappling with the new reporting mandates under the One, Big, Beautiful Bill Act (OBBBA). Passed earlier this year, the OBBBA introduced federal income tax deductions for “qualified tips” and “qualified overtime compensation” for tax years 2025 through 2028. To facilitate these deductions, the
- [IRS Increases PCORI Fee for 2025-2026 Plan Years ](https://hrworks-inc.com/industry-update/irs-increases-pcori-fee-for-2025-2026-plan-years/) - The Internal Revenue Service (IRS) has released Notice 2025-61, announcing an increase in the Patient-Centered Outcomes Research Institute (PCORI) fee. The new adjusted applicable dollar amount will be $3.84 per covered life, an increase from the previous rate of $3.47. What Is the PCORI Fee? The PCORI fee is a fee on issuers of specified health insurance
- [IRS Announces 2026 Retirement Plan Limit Increases ](https://hrworks-inc.com/industry-update/irs-announces-2026-retirement-plan-limit-increases/) - The Internal Revenue Service (IRS) has announced the cost-of-living adjustments for pension plans and other retirement-related items for the 2026 tax year. These adjustments will allow employees to save more for retirement through their workplace plans and individual accounts. Key Contribution Limit Changes 401(k), 403(b), and 457 Plans. The annual contribution limit for employees participating in 401(k), 403(b),
- [EEOC Issues New Technical Assistance on National Origin Discrimination ](https://hrworks-inc.com/industry-update/eeoc-issues-new-technical-assistance-on-national-origin-discrimination/) - Following the recent restoration of its quorum, the U.S. Equal Employment Opportunity Commission (EEOC) has moved quickly to update its resources for employers. On November 19, 2025, the EEOC released a new technical assistance document and updated its landing page regarding national origin discrimination. This release follows the confirmation of a new commissioner on October 7, 2025, which
- [Section 503 and VEVRAA Jurisdictional Thresholds Increase](https://hrworks-inc.com/industry-update/section-503-and-vevraa-jurisdictional-thresholds-increase/) - The Office of Federal Contract Compliance Programs (OFCCP) has announced an increase in the jurisdictional coverage thresholds for two key federal contracting laws: Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). These increases result from an inflationary adjustment and took effect on October 1, 2025. It is standard practice for the agency to
- [Your HR Guide to AI: New Series Focused on AI for HR Professionals](https://hrworks-inc.com/blog-post/your-hr-roadmap-for-ai-compliance/) - Artificial Intelligence (AI) is changing the way we all do business. Falling under a variety of names and definitions – automated decision systems, machine learning, cognitive computing, automated reasoning, robotics – the technology is evolving (quickly!) to streamline and standardize processes that have been performed manually and with human influence throughout history. As a result,
- [New York City: Council Approves Major Amendments to Earned Safe and Sick Time Act (ESSTA) ](https://hrworks-inc.com/industry-update/new-york-city-council-approves-major-amendments-to-earned-safe-and-sick-time-act-essta/) - Recent action by the New York City Council has introduced significant changes to the city’s leave landscape by amending the Earned Safe and Sick Time Act (ESSTA) and largely replacing the Temporary Schedule Change Act (TSCA). These amendments, passed on September 25, 2025, under Intro 780 (Int 780-2024), aim to streamline leave policies and expand protected uses for employees. These changes
- [Alaska Finalizes Paid Sick Leave Regulations: What Employers Need to Know ](https://hrworks-inc.com/industry-update/alaska-finalizes-paid-sick-leave-regulations-what-employers-need-to-know/) - The Alaska Department of Labor & Workforce Development has adopted final regulations clarifying key implementation and compliance issues under the state’s new Paid Sick Leave (PSL) law, which took effect on July 1, 2025. These final rules, effective September 25, 2025, provide necessary detail for Alaska employers to finalize their paid leave policies and ensure compliance. Key Clarifications from the Final
- [New York City Poised to Require Pay Data Reporting ](https://hrworks-inc.com/industry-update/new-york-city-poised-to-require-pay-data-reporting/) - The New York City (NYC) Council has passed a new local law (Int. No. 982-A and Int. 984-A) to amend the administrative code, mandating pay data reporting for certain private employers operating within the City. The legislation is intended to improve wage transparency and facilitate a pay equity study of the private workforce. The amendments are now pending before the mayor, who has 30 days to
- [Massachusetts Announces 2026 Contribution Rates and Maximum Weekly Benefits](https://hrworks-inc.com/industry-update/massachusetts-announces-2026-contribution-rates-and-maximum-weekly-benefits/) - The Massachusetts Department of Family and Medical Leave (DFML) has released its annual updates for the Paid Family and Medical Leave (PFML) program, setting the contribution rates and maximum weekly benefit amount for 2026. These changes, which take effect on January 1, 2026, are crucial for Massachusetts employers to review for continued compliance. Steady Contribution Rates
- [Maryland FAMLI Update: Proposed Regulations Offer Essential Clarity](https://hrworks-inc.com/industry-update/maryland-famli-update-proposed-regulations-offer-essential-clarity/) - Beginning January 2028, the FAMLI program will require employers to provide eligible employees with job-protected leave to care for themselves or a family member, along with salary continuation for up to 12 weeks. Employer contribution requirements were originally scheduled to begin July 1, 2025, with paid leave benefits available starting July 1, 2026. However, due to administrative
- [Navigating California’s New Frontier in AI Governance: The Impact of CCPA/CPRA on Employers ](https://hrworks-inc.com/industry-update/navigating-californias-new-frontier-in-ai-governance-the-impact-of-ccpa-cpra-on-employers/) - Recent final regulations from the California Privacy Protection Agency (CPPA), under the California Consumer Privacy Act (CCPA) as amended by the California Privacy Rights Act (CPRA), have established California as a national leader in AI governance for consumers and, significantly, for employees and job applicants. These stringent new rules, with compliance deadlines extending into 2027 and beyond,
- [Navigating California’s New Frontier: AI and Automated-Decision Systems in the Workplace ](https://hrworks-inc.com/industry-update/navigating-californias-new-frontier-ai-and-automated-decision-systems-in-the-workplace/) - Recent legislative and regulatory developments in California are reshaping how employers may use Automated Decision Systems (ADS), including Artificial Intelligence (AI), in employment-related decisions. The California Civil Rights Council (CRC) has finalized regulations under the Fair Employment and Housing Act (FEHA) to address potential discrimination risks and clarify how the law applies in this evolving technological landscape. These
- [HR Compliance Update: California’s New 2026 Laws Mandate Action for Employers ](https://hrworks-inc.com/industry-update/hr-compliance-update-californias-new-2026-laws-mandate-action-for-employers/) - California’s legislative session has concluded, bringing a wave of new workplace laws set to take effect in January 2026. These changes introduce significant new compliance obligations for employers operating in the state. Human Resource teams must proactively review and update policies to ensure a smooth transition into the new regulatory landscape. State Minimum Wage and Exempt
- [Social Security Payroll Tax Wage Cap to Increase in 2026 ](https://hrworks-inc.com/industry-update/social-security-payroll-tax-wage-cap-to-increase-in-2026/) - The Social Security Administration (SSA) has announced that the maximum earnings subject to Social Security taxes will increase by 4.7% in 2026. This means the wage cap will rise from $176,100 in 2025 to $184,500 in 2026. Impact on Employers and Employees Both employers and employees will contribute Social Security taxes (6.2%) on wages up to the $184,500 limit. Wages exceeding this cap will not
- [Navigating the H-1B Landscape: Key USCIS Guidance for Employers](https://hrworks-inc.com/industry-update/navigating-the-h-1b-landscape-key-uscis-guidance-for-employers/) - U.S. Citizenship and Immigration Services (USCIS) provides guidance defining the H-1B visa program and clarifying recent changes, including the electronic registration process and the new Presidential Proclamation on worker entry. HR professionals must rely on this guidance to ensure petitions meet the technical and procedural requirements for the Specialty Occupation classification. Key USCIS Guidance on the New $100,000 H-1B Payment
- [DHS Ends Automatic EAD Extensions: What Employers Need to Know for I-9 Compliance ](https://hrworks-inc.com/industry-update/dhs-ends-automatic-ead-extensions-what-employers-need-to-know-for-i-9-compliance/) - The Department of Homeland Security (DHS) has issued an Interim Final Rule (IFR) that significantly amends the employment authorization landscape, specifically concerning the renewal of Employment Authorization Documents (EADs). Employers must take immediate action to update their I-9 verification protocols and internal policies to ensure compliance with these critical changes. Key Changes to EAD Renewals This IFR, effective October
- [EEOC Restores Quorum: What HR Needs to Know About Shifting Priorities](https://hrworks-inc.com/industry-update/eeoc-restores-quorum-what-hr-needs-to-know-about-shifting-priorities/) - The U.S. Equal Employment Opportunity Commission (EEOC) has officially restored its quorum with the recent confirmation of Commissioner Brittany Panuccio. This development is a significant shift for the agency, as a quorum, the minimum of three commissioners required to take formal action, allows the EEOC to move forward with issuing new regulations, formal guidance, and authorizing high-impact litigation. Since early
- [Practical Ways HR Can Cultivate Workplace Civility](https://hrworks-inc.com/industry-update/practical-ways-hr-can-cultivate-workplace-civility/) - In today’s workplace, civility has become a defining characteristic of high-performing organizations. While technical skills and productivity remain essential, the ability to foster a respectful, professional, and inclusive environment increasingly differentiates successful employers from those experiencing turnover and disengagement. Civility in the workplace is vital because it can help foster positive relationships, increase job satisfaction,
- [IRS Announces FSA Contribution Cap for 2026 ](https://hrworks-inc.com/industry-update/irs-announces-fsa-contribution-cap-for-2026/) - The Internal Revenue Service (IRS) has announced that the 2026 contribution limit for health flexible spending accounts (FSAs) will be $3,400, an increase of $100 from the 2025 limit. Health FSAs allow employees to set aside pre-tax dollars from their paychecks to cover qualified medical expenses, such as doctor visits, prescriptions, dental care, and vision care. For plans that allow
- [Registration Deadline Takes Effect for California’s Smallest Employers under CalSavers ](https://hrworks-inc.com/industry-update/registration-deadline-takes-effect-for-californias-smallest-employers-under-calsavers/) - The deadline for California’s smallest eligible employers to register with the CalSavers Retirement Savings Program is December 31, 2025. This mandated retirement savings program is a crucial compliance point for private sector employers across the state. Background: What is CalSavers? CalSavers is designed to provide private sector workers who do not have access to an employer-sponsored retirement plan with a
- [Illinois Enacts the Family Neonatal Intensive Care Leave Act: What Employers Need to Know ](https://hrworks-inc.com/industry-update/illinois-enacts-the-family-neonatal-intensive-care-leave-act-what-employers-need-to-know/) - Effective June 1, 2026, new leave requirements will take effect for Illinois employers with employees experiencing critical family health events. House Bill 2978 (HB 2978), which creates the Family Neonatal Intensive Care Leave Act, establishes a new category of job-protected, unpaid leave for employees whose newborn child is admitted to a Neonatal Intensive Care Unit (NICU). This new
- [Maine Minimum Wage Increases In 2026 ](https://hrworks-inc.com/industry-update/maine-minimum-wage-increases-in-2026/) - The Maine Department of Labor (MDOL) has announced the annual adjustments to the state’s minimum wage and associated labor standards, which will take effect on January 1, 2026. The following key modifications will be implemented on January 1, 2026: Standard Minimum Wage Increase. The state minimum wage will increase from $14.65 to $15.10 per hour. This minimum wage also now applies
- [Rhode Island Minimum Wage Increases In 2026 ](https://hrworks-inc.com/industry-update/rhode-island-minimum-wage-increases-in-2026/) - As part of the scheduled annual minimum wage adjustments through January 1, 2027, the minimum wage will increase to $16.00 per hour effective January 1, 2026. A subsequent increase will take effect on January 1, 2027, raising the rate to $17.00 per hour. Next Steps for Employers Employers should prepare to adjust payroll practices and procedures to ensure compliance with
- [Virginia Minimum Wage Increase ](https://hrworks-inc.com/industry-update/virginia-minimum-wage-increase/) - Effective January 1, 2026, Virginia’s minimum wage will increase to $12.77 per hour. The minimum base wage for tipped employees remains at $2.13 per hour. Next Steps for Employers Employers should prepare to adjust payroll practices and procedures to ensure compliance with the updated minimum wage by the effective date. If tip credits, service fees, or subminimum wage arrangements
- [Washington Passes Amendments to State Paid Family and Medical Leave ](https://hrworks-inc.com/industry-update/washington-passes-amendments-to-state-paid-family-and-medical-leave/) - As we previously reported, Washington had introduced proposed amendments to its Paid Family and Medical Leave (PFML) Program. These proposed amendments (HB 1213) have been signed into law and most of the provision will take effect on January 1, 2026. These changes expand worker protections and introduce new requirements that employers must prepare for now. Key Changes to Job Restoration Rights One of the most impactful
- [Philadelphia Amends Fair Criminal Record Screening Standards: New Compliance Requirements for Employers ](https://hrworks-inc.com/industry-update/philadelphia-amends-fair-criminal-record-screening-standards-new-compliance-requirements-for-employers/) - The City of Philadelphia has significantly strengthened its Fair Criminal Record Screening Standards Ordinance (Chapter 9-3500, also known as the “Fair Chance Law” or “Ban-the-Box” law) with amendments passed by the City Council on September 25, 2025, and signed by the Mayor on October 8, 2025. This legislation, Bill No. 250373-A, introduces several key changes that
- [Stricter Compliance Ahead: Key Changes to California Pay Data Reporting ](https://hrworks-inc.com/industry-update/stricter-compliance-ahead-key-changes-to-california-pay-data-reporting/) - California continues to strengthen its commitment to pay equity, introducing Senate Bill 464 (SB 464) and Senate Bill 642 (SB 642), which mandate significant changes to pay data reporting, pay transparency, and enforcement. These legislative updates, signed into law this month, signal an intensified focus on wage disparities and require immediate attention from covered employers. What’s New for Pay
- [New York Paid Family Leave Contribution Rates Increase for 2026](https://hrworks-inc.com/industry-update/new-york-paid-family-leave-contribution-rates-increase-for-2025-2/) - The New York Department of Financial Services (DFS) has announced that the Paid Family Leave (PFL) contribution rate for 2026 will increase. Key Changes for 2026 Contribution Rate. 0.432% of an employee’s gross wages per pay period (up from 0.388% in 2025). Annual Maximum Contribution. $411.91(up from $354.53 in 2025). New York State Average Weekly Wage (NYSAWW). $1,833.63 (up from
- [OFCCP Seeks Public Comments on Specific Areas Related to Proposed Data Collection Changes](https://hrworks-inc.com/industry-update/ofccp-seeks-public-comments-on-specific-areas-related-to-proposed-data-collection-changes/) - The U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) has published a notice in the Federal Register seeking public comments on proposed modifications to its disability data collection form. This solicitation for comments is part of a broader regulatory update and specifically relates to changes affecting the reporting requirements under Section
- [Preparing for the 2026 Open Enrollment Season](https://hrworks-inc.com/blog-post/preparing-for-the-2026-open-enrollment-season/) - With the 2026 open enrollment season approaching, employers should be fully prepared for one of the most critical periods in managing employee benefits. This season can be complex and stressful for both employers and employees. However, effective planning, clear communication, and attention to compliance can reduce risk, increase engagement, and streamline the process. Outlined below
- [The IRS Issues Proposed Regulations for New Tipped Employee Tax Deduction](https://hrworks-inc.com/industry-update/the-irs-issues-proposed-regulations-for-new-tipped-employee-tax-deduction/) - The IRS has released proposed regulations on the new “No Tax on Tips” provision of the One Big Beautiful Bill Act (OBBBA), which was enacted in July. These new rules provide important definitions and guidance for employers and employees regarding the tax deduction for qualified tips. While the regulations are currently in proposed form, employers can rely
- [Understanding the Latest H-1B Visa Changes](https://hrworks-inc.com/industry-update/understanding-the-latest-h-1b-visa-changes/) - On Friday, September 19, 2025, the Trump Administration issued an Executive Order (EO), titled Restriction on Entry of Certain Nonimmigrant Workers, that imposes new restrictions on the H-1B visa program. The new rule took effect on September 21, 2025. The EO is designed to curb what the administration views as the exploitation of the H-1B program, citing
- [Proposed Changes to F-1 and J-1 Visa Regulations ](https://hrworks-inc.com/industry-update/proposed-changes-to-f-1-and-j-1-visa-regulations/) - U.S. Immigration and Customs Enforcement (ICE) has issued a notice of proposed rulemaking that could significantly change the landscape for F-1 students and J-1 exchange visitors. The proposal, titled “Establishing a Fixed Time Period of Admission and an Extension of Stay Procedure for Nonimmigrant Academic Students, Exchange Visitors, and Representatives of Foreign Information Media,” would replace the
- [Understanding Joint Employment: DOL Opinion Highlights FLSA Overtime Risks for Related Businesses ](https://hrworks-inc.com/industry-update/understanding-joint-employment-dol-opinion-highlights-flsa-overtime-risks-for-related-businesses/) - The U.S. Department of Labor (DOL) recently issued an opinion letter analyzing whether a worker’s hours must be aggregated for overtime when employed across two related entities, a restaurant and a members-only club located within the same hotel. While the letter is based on a specific fact pattern, it offers important insight into how the
- [New California Law Targets “Stay-or-Pay” Agreements ](https://hrworks-inc.com/industry-update/new-california-law-targets-stay-or-pay-agreements/) - California employers, must review their employment contracts. A new law, Assembly Bill 692 (AB 692), is set to take effect on January 1, 2026, with the goal of prohibiting certain “stay-or-pay” clauses in employment and training agreements. This legislation aims to protect workers from being forced to pay employers, training providers, or debt collectors for costs if
- [Preparing for the Gag Clause Prohibition Compliance Attestation](https://hrworks-inc.com/industry-update/preparing-for-the-gag-clause-prohibition-compliance-attestation/) - The Consolidated Appropriations Act (CAA) introduced new requirements for health plans to ensure greater transparency in healthcare costs and quality. Among these is the Gag Clause Prohibition Compliance Attestation (GCPCA), which prohibits contractual terms that restrict a plan’s ability to access and share certain information with participants, beneficiaries, enrollees, and plan sponsors. The first attestation
- [Massachusetts Pay Transparency and New Requirements for Employers ](https://hrworks-inc.com/industry-update/massachusetts-pay-transparency-and-new-requirements-for-employers/) - Massachusetts is taking a significant step towards wage equity with the new “An Act Relative to Salary Range Transparency“. This legislation, which focuses on pay transparency, will require employers to make significant changes to their hiring and compensation practices. This portion of the law takes effect on October 29, 2025. Key Provisions and Covered Employers The
- [It’s Time to Prepare for Updates to New York’s Minimum Wage and Salary Levels](https://hrworks-inc.com/industry-update/its-time-to-prepare-for-updates-to-new-yorks-minimum-wage-and-salary-levels-2/) - On December 27, 2023, New York adopted the proposed updated minimum wage rates and salary levels for New York workers that included increases in the minimum wage by $.50 each year through 2026 in addition to increases to the salary level for certain exempt workers. Effective January 1, 2026, the following key changes are expected to take effect: Minimum Wage
- [Washington Enacts New Standards for Isolated Employees](https://hrworks-inc.com/industry-update/washington-enacts-new-standards-for-isolated-employees/) - An amendment to House Bill 1524 (HB 1524) to Washington State law concerning workplace safety standards for isolated employees was signed into law by the Governor on April 16, 2025, with an effective date of January 1, 2026. These changes will require employers to review their current practices to ensure compliance. Who This Applies To The law applies
- [2025 HR Industry Trends Survey Report](https://hrworks-inc.com/blog-post/2025-hr-industry-trends-survey-report/) - Are you curious about how other organizations are adapting to current challenges and emerging trends within the areas of HR Compliance, Employee Engagement, Training and Development, HR Technology and Automation, Artificial Intelligence (AI) in the Workplace, Managing Remote/Hybrid Workers, Recruiting and Retention, and offering competitive Compensation and Benefits in today's labor market? HR Works surveyed
- [Vermont Releases Guidance on Pay Transparency Requirements ](https://hrworks-inc.com/industry-update/vermont-release-guidance-on-pay-transparency-requirements/) - As of July 1, 2025, Vermont employers are required to comply with Act 155, the state’s pay transparency law amending Vermont’s Fair Employment Practices Act. The law mandates that covered employers include compensation details and benefits information in job postings. In support of the new requirements, the Vermont Attorney General’s Office published formal compliance guidance to clarify how employers should
- [IRS Releases Draft of 2026 Form W-2 ](https://hrworks-inc.com/industry-update/irs-releases-draft-of-2026-form-w-2/) - In an update to our prior post, we noted that the Internal Revenue Service (IRS) planned to release an updated Form W-2 for 2026 to address the new reporting requirements under H.R. 1 (The One Big Beautiful Bill Act) for “no tax on tips” and overtime. The IRS has now issued a draft version of an updated W-2, which
- [ACA Affordability Threshold for the 2026 Plan Year](https://hrworks-inc.com/industry-update/aca-affordability-threshold-for-the-2026-plan-year/) - On July 18, 2025, the IRS announced that the Affordable Care Act (ACA) affordability threshold will be 9.96 percent for plan years beginning in calendar year 2026. Under the ACA’s Employer Shared Responsibility provision (Play or Pay), large employers (those with an average of 50 full-time employees, including equivalent employees during the prior year) must either: Offer most full-time employees,
- [Executive Order Expands Oversight and Termination Authority for Federal Grants](https://hrworks-inc.com/industry-update/executive-order-expands-oversight-and-termination-authority-for-federal-grants/) - On August 7, 2025, President Trump issued an Executive Order (EO 14332) titled Improving Oversight of Federal Grantmaking (EO), which significantly changes how federal agencies review, award, and monitor “discretionary grants.” The EO places greater decision-making authority in the hands of senior agency appointees and adds new conditions that may increase the risk of mid-contract grant termination. Notably, the
- [OFCCP Updates Annual Veteran Hiring Benchmark for 2025](https://hrworks-inc.com/industry-update/ofccp-updates-annual-veteran-hiring-benchmark-for-2025/) - The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently announced an update to the annual hiring benchmark for veterans. This benchmark is a critical element for federal contractors subject to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). What’s New? Effective July 30, 2025, the new national hiring benchmark for protected veterans is 5.1 percent.
- [White House Releases National AI Action Plan: Implications for Employers ](https://hrworks-inc.com/industry-update/white-house-releases-national-ai-action-plan-implications-for-employers/) - In July 2025, the White House released the National Artificial Intelligence (AI) Action Plan, outlining a federal strategy to expand AI adoption, reduce regulatory barriers, and promote workforce development. While targeted at federal agencies, the plan signals key shifts that may directly impact private employers using AI in hiring, human resources, and workplace management. The plan urges
- [California Strengthens Tip Protection Law ](https://hrworks-inc.com/industry-update/california-strengthens-tip-protection-law/) - Effective July 30, 2025, California enacted Senate Bill 648, amending Labor Code Section 351 to further clarify and strengthen employee protections related to gratuities. The law reinforces that all tips paid, given to, or left for employees by patrons are the sole property of the employee and cannot be taken or shared by the employer or any
- [Reminder: Medicare Part D Notice Is Due Soon](https://hrworks-inc.com/industry-update/reminder-medicare-part-d-notice-is-due-soon-2/) - Each year, Medicare Part D requires group health plan sponsors to disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether the health plan’s prescription drug coverage is creditable. Plan sponsors must provide the annual disclosure notice to Medicare-eligible individuals by October 14, which is
- [Colorado’s AI Law Reconsidered: Employer Obligations Likely to Remain Intact ](https://hrworks-inc.com/industry-update/colorados-ai-law-reconsidered-employer-obligations-likely-to-remain-intact/) - Colorado’s Consumer Protections for Artificial Intelligence law (SB 205), originally set to take effect on February 1, 2026, is delayed until June 2026 as the state legislature could not reach a consensus on proposed amendments to the law during the special session that began on August 21. While the proposed amendments may ease compliance burdens for AI developers,
- [Delaware Enacts Pay Transparency Law](https://hrworks-inc.com/industry-update/delaware-enacts-pay-transparency-law/) - Delaware has enacted House Bill 105 (HB 105), which would require most employers to disclose pay ranges in job postings and retain wage-related documentation. The bill has passed both chambers of the state legislature and is awaiting the Governor’s signature. If signed, the law will take effect two years after enactment, anticipated as early as June 30, 2027,
- [Delaware Amends Paid Family and Medical Leave Program](https://hrworks-inc.com/industry-update/delaware-amends-paid-family-and-medical-leave-program/) - Delaware has enacted House Substitute 1 for HB 128, which makes important modifications to the state’s Paid Family and Medical Leave (PFML) Insurance Program ahead of its implementation. The Act took effect immediately upon enactment on July 30, 2025, while PFML benefits begin January 1, 2026. The amendments clarify how Delaware Paid Leave interacts with other employer-provided benefits,
- [Illinois Introduces Paid Leave for Military Funeral Honors](https://hrworks-inc.com/industry-update/illinois-introduces-paid-leave-for-military-funeral-honors/) - Illinois has enacted Public Act 1040078 (SB 0220), the Military Funeral Honors Leave Act, granting eligible employees paid leave to participate in funeral honors details for veterans. The law is effective immediately. The Act ensures that trained individuals, including veterans, ROTC members, and affiliated volunteers, can participate in funeral honors duties without loss of pay or the need
- [Illinois Expands Protections Under VESSA: New Safeguards for Employees Using Employer-Issued Devices](https://hrworks-inc.com/industry-update/illinois-expands-protections-under-vessa-new-safeguards-for-employees-using-employer-issued-devices/) - Effective January 1, 2026, Illinois HB1278 will expand the Victims’ Economic Security and Safety Act (VESSA) to prohibit employers from disciplining or retaliating against employees for using employer-issued electronic devices to record acts of domestic violence, sexual violence, gender violence, or other violent crimes committed against themselves or a family or household member. Key Provisions Under the updated law, employers
- [Illinois Expands Dependent Coverage in Health Insurance Plans ](https://hrworks-inc.com/industry-update/illinois-expands-dependent-coverage-in-health-insurance-plans/) - Effective January 1, 2026, Illinois will require certain health insurance policies to expand dependent eligibility to include qualifying parents or stepparents of the insured. House Bill 5258, recently signed into law, amends the Illinois Insurance Code to broaden the definition of dependents for plans that already offer dependent coverage. The amendment is intended to improve access to
- [Illinois Expands Protections for Nursing Mothers in the Workplace ](https://hrworks-inc.com/industry-update/illinois-expands-protections-for-nursing-mothers-in-the-workplace/) - Effective January 1, 2026, Illinois SB 212 amends the state’s Nursing Mothers in the Workplace Act, strengthening protections for employees who need to express breast milk during the workday. The law applies to all employers with more than five employees. The amendment clarifies that nursing breaks must be paid and that employers may not require employees to use paid leave or otherwise reduce
- [Illinois Expands Organ Donation Leave to Part-Time Employees ](https://hrworks-inc.com/industry-update/illinois-expands-organ-donation-leave-to-part-time-employees/) - Beginning January 1, 2026, Illinois will expand the state's Blood and Organ Donation Leave Law to include paid leave for part-time employees for organ donation. This new requirement, enacted through House Bill 1616, applies to private employers with 51 or more employees and to all public employers in the state. Background Currently, Illinois law requires covered employers to provide up to one (1)
- [Maine Passes Bill Regulating Workplace Surveillance ](https://hrworks-inc.com/industry-update/maine-passes-bill-regulating-workplace-surveillance/) - The Maine Legislature has advanced L.D. 61, “An Act to Regulate Employer Surveillance to Protect Workers, which introduces new compliance requirements for public and private employers that use surveillance in the workplace. The bill is designed to balance employee privacy with legitimate business needs, particularly in settings such as in-home and personal care services. While the
- [Minnesota Paid Family and Medical Leave: Required Workplace Poster Now Available](https://hrworks-inc.com/industry-update/minnesota-paid-family-and-medical-leave-required-workplace-poster-now-available/) - The Minnesota Department of Employment and Economic Development (DEED) has released the official workplace notice for the state’s Paid Family and Medical Leave (PFML) program. Employers must comply with new posting and notification requirements ahead of the program’s rollout in 2026. These requirements are designed to ensure that employees are fully informed of their rights,
- [Reminder: Nebraska Paid Sick Leave Law Takes Effect October 1, 2025](https://hrworks-inc.com/industry-update/reminder-nebraska-paid-sick-leave-law-takes-effect-october-1-2025/) - Beginning October 1, 2025, employers will be required to provide paid sick leave under the Nebraska Healthy Families and Workplaces Act (HWFA). The law applies to private sector employers with 11 or more covered employees and establishes minimum standards for the accrual, use, and carryover of paid sick leave. Accrual of Leave Under the HFWA, covered employees must accrue paid
- [New Hampshire Enacts Job Protection for Military Spouses  ](https://hrworks-inc.com/industry-update/new-hampshire-enacts-job-protection-for-military-spouses/) - On January 1, 2026, a new law will take effect in New Hampshire offering important employment protections for spouses of military service members who are involuntarily mobilized for duty. House Bill 225-FN creates job protection rights for impacted spouses, reflecting the state’s commitment to supporting military families during periods of deployment. Background Previously, state and federal reemployment protections
- [New York Passes “Trapped at Work Act”](https://hrworks-inc.com/industry-update/new-york-passes-trapped-at-work-act/) - The New York Legislature has passed Assembly Bill A584B, known as the “Trapped at Work Act,” which would prohibit employers from requiring employees or job candidates to sign employment-promissory notes or similar agreements as a condition of employment. The bill is awaiting delivery to Governor Kathy Hochul, and it is not yet clear whether she will
- [New York to Raise Maximum Unemployment Benefits to $869 Per Week](https://hrworks-inc.com/uncategorized/new-york-to-raise-maximum-unemployment-benefits-to-869-per-week/) - As part of the FY 2026 budget, New York State has paid off nearly $7 billion in federal Unemployment Insurance (UI) Trust Fund debt, paving the way for significant UI benefit increases and long-term cost savings for employers. Beginning October 2025, the state’s maximum weekly UI benefit will increase from $504 to $869, the first such increase in over
- [New York’s Secure Choice Savings Program Moves Toward Implementation](https://hrworks-inc.com/industry-update/new-yorks-secure-choice-savings-program-moves-toward-implementation/) - The New York State Secure Choice Savings Program is a state-sponsored retirement initiative for private-sector employees who do not have access to a workplace retirement plan. Originally enacted as a voluntary program, legislation passed in October 2021 (AB3213), amended the program to make participation mandatory for certain employers. Background Although the law took effect in 2021, implementation has been
- [Oregon Amends Age Discrimination Law: New Hiring Restrictions Take Effect ](https://hrworks-inc.com/uncategorized/oregon-amends-age-discrimination-law-new-hiring-restrictions-take-effect/) - Effective September 26, 2025, Oregon’s HB 3187 amends the state’s age discrimination law to prohibit employers, prospective employers, and employment agencies from requesting or requiring information related to an applicant’s age prior to an initial interview or, if no interview is conducted, prior to making a conditional offer of employment. Specifically, the amendment restricts inquiries about an applicant’s
- [Navigating Washington State’s Fair Chance Act: Key Updates for Employers ](https://hrworks-inc.com/industry-update/navigating-washington-states-fair-chance-act-key-updates-for-employers/) - Washington State’s Fair Chance Act is a critical piece of legislation designed to expand protections for applicants and employees with criminal records. HB 1747 amends Washington’s Fair Chance Act and introduces modifications that will soon impact hiring practices across the state. Below are key highlights from the amendments. The New Landscape of the Fair Chance Act The amendments, which take
- [Fifth Circuit Upholds PWFA Enforcement in Texas](https://hrworks-inc.com/uncategorized/fifth-circuit-upholds-pwfa-enforcement-in-texas/) - In a key development for workplace accommodations law, the U.S. Court of Appeals for the Fifth Circuit has ruled that the Pregnant Workers Fairness Act (PWFA) was constitutionally enacted and may be enforced against the State of Texas. This decision overturns a previous ruling by a federal district court and affirms the federal government’s authority to ensure
- [NYS Implements Requirements for Public School Workplace Violence Prevention Programs ](https://hrworks-inc.com/industry-update/nys-implements-requirements-for-public-school-workplace-violence-prevention-programs/) - A recent amendment to New York’s Section 27-b of the Labor Law (Workplace Violence Prevention Law) significantly extends mandatory workplace violence prevention measures to public school districts, charter schools, and boards of cooperative educational services (BOCES). While previously exempt, public schools are now required to develop and implement formal workplace violence prevention programs, mirroring the obligations of
- [OFCCP’s Guidance on AI & Compliance Best Practices](https://hrworks-inc.com/industry-update/ofccps-guidance-on-ai-compliance-best-practices/) - President Biden issued Executive Order 14110 in October of 2023, which called for U.S. government agencies to publish guidance for federal contractors on the use of AI relating to nondiscrimination in employment decisions. As mentioned in an earlier post, the OFCCP recently published guidance titled “Artificial Intelligence and Equal Employment Opportunity for federal contractors.” The
- [California to Provide Whistleblower Notice for Compliance with Existing Law ](https://hrworks-inc.com/industry-update/california-to-provide-whistleblower-notice-for-compliance-with-existing-law/) - California has a law requiring employers to post employees’ rights and protections under whistleblower laws such as California Labor Code section 1102.5, among other posting requirements. On July 15, 2024, the state passed legislation (AB2299) requiring the Labor Commissioner to develop a notice on employee’s rights and responsibilities for compliance assistance. It is unclear exactly
- [Michigan’s Paid Sick Leave and Minimum Wage Updates for 2025: What Employers Need to Know](https://hrworks-inc.com/industry-update/michigans-paid-sick-leave-and-minimum-wage-updates-for-2025-what-employers-need-to-know/) - Michigan has enacted amendments to its paid sick time (HB 4002) and minimum wage laws (SB 8), effective February 21, 2025. These changes provide relief for small businesses while expediting wage increases for workers. Here’s what employers need to know. Paid Sick Leave Changes The amendments revise Michigan’s Earned Sick Time Act (ESTA), introducing key adjustments
- [New York Department of Labor Provides Model Resources for Retail Worker Safety Compliance ](https://hrworks-inc.com/industry-update/new-york-department-of-labor-provides-model-resources-for-retail-worker-safety-compliance/) - The Retail Worker Safety Act (“RWSA”) is in effect as of today (June 2, 2025). As anticipated, the New York Department of Labor (NY DOL) State has released comprehensive resources to support employers in fulfilling their obligations under the RWSA. By leveraging these state-provided compliance resources from the NY DOL, employers can efficiently implement robust
- [Washington Expands Domestic Violence Leave to Include Hate Crime Victims ](https://hrworks-inc.com/industry-update/washington-expands-domestic-violence-leave-to-include-hate-crime-victims/) - Effective January 1, 2026, Washington State Senate Bill 5101 (SB 5101) amends the state’s Domestic Violence Leave law to include protections for individuals who are victims of hate crimes. This change broadens the scope of the existing law, extending rights to employees who experience physical or emotional harm due to a hate crime or who are caring for
- [Federal Tax Relief for Tips and Overtime](https://hrworks-inc.com/industry-update/federal-tax-relief-for-tips-and-overtime/) - On July 3, 2025, Congress passed H.R. 1, the “One Big Beautiful Bill Act,” introducing two new above-the-line tax deductions for employees, one for “qualified tips” and the other for “qualified overtime compensation.” Both deductions take effect beginning with the 2025 tax year and are set to expire after December 31, 2028. Though employees may welcome these deductions,
- [The U.S. Department of Labor Reinstates the PAID Program](https://hrworks-inc.com/industry-update/the-u-s-department-of-labor-reinstates-the-paid-program/) - On July 24, 2025, the U.S. Department of Labor (DOL) announced that it would reinstate the Payroll Audit Independent Determination (PAID) program. The updated initiative now allows employers to voluntarily self-report and correct unintentional violations of the Fair Labor Standards Act (FLSA) as well as certain violations of the Family and Medical Leave Act (FMLA). Through participation
- [H.R. 1 Increases Dependent Care FSA Limits and Extends Telehealth Benefits](https://hrworks-inc.com/industry-update/h-r-1-increases-dependent-care-fsa-limits-and-extends-telehealth-benefits/) - The budget reconciliation bill (H.R. 1), signed on July 4, 2025, brings two significant changes that affect employee benefits: a substantial increase to the Dependent Care Flexible Spending Account (FSA) limits and a permanent extension of telehealth coverage rules for high-deductible health plans (HDHPs). These changes provide greater savings opportunities for employees and more flexibility for employers.
- [The Department of Justice Issues Federal Guidance on Unlawful Discrimination and DEI Programs ](https://hrworks-inc.com/industry-update/the-department-of-justice-issues-federal-guidance-on-unlawful-discrimination-and-dei-programs/) - On July 29, 2025, the U.S. Attorney General issued guidance to federal agencies and recipients of federal funding regarding unlawful discrimination, particularly in programs labeled as Diversity, Equity, and Inclusion (DEI). This guidance clarifies the application of federal anti-discrimination laws and provides recommendations to help entities avoid potential legal risks. It emphasizes that programs must not discriminate
- [OFCCP Proposes Changes to Section 503 Regulations ](https://hrworks-inc.com/industry-update/ofccp-proposes-changes-to-section-503-regulations/) - In a prior post, we noted that the Office of Federal Contract Compliance Programs (OFCCP) has proposed modifications to the regulations implementing Section 503 of the Rehabilitation Act of 1973. Citing concerns that the self-identification and utilization goal regulations are inconsistent with the Americans with Disabilities Act (ADA), the OFCCP notes that “an employer may not, prior to
- [OFCCP Proposes Revisions to VEVRAA Regulations ](https://hrworks-inc.com/industry-update/ofccp-proposes-revisions-to-vevraa-regulations/) - In a prior post, we noted that on July 1, 2025, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) published a proposed rule that would revise the regulations implementing the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). This proposal is designed to streamline and modernize compliance obligations for federal contractors and subcontractors with contracts
- [OSHA Announces Broad Deregulation Initiative: What Employers Need to Know ](https://hrworks-inc.com/industry-update/osha-announces-broad-deregulation-initiative-what-employers-need-to-know/) - In response to President Donald Trump’s Executive Order 14192, titled “Unleashing Prosperity Through Deregulation,” the Occupational Safety and Health Administration (OSHA) published 25 proposed rules and one final rule in the Federal Register on July 1. This deregulation effort also follows a directive from the Executive Order that federal agencies must repeal at least 10 existing regulations for
- [Proposed Rollback of Protections for Domestic Service Workers Under the Fair Labor Standards Act](https://hrworks-inc.com/industry-update/proposed-rollback-of-protections-for-domestic-service-workers-under-the-fair-labor-standards-act/) - On July 2, 2025, the U.S. Department of Labor (DOL) issued a Notice of Proposed Rulemaking that would reverse key provisions of a 2013 rule extending Fair Labor Standards Act (FLSA) protections to certain domestic service workers. If finalized, the proposed rule would reestablish exemptions for third-party employers of live-in domestic workers and those providing companionship services,
- [DOL Proposes Rescission of 2024 H-2A Rule Enhancing Worker Protections ](https://hrworks-inc.com/industry-update/dol-proposes-rescission-of-2024-h-2a-rule-enhancing-worker-protections/) - On July 2, 2025, the U.S. Department of Labor (DOL) published a Notice of Proposed Rulemaking (NPRM) to rescind the 2024 Final Rule titled Improving Protections for Workers in Temporary Agricultural Employment in the United States. This rule, which took effect on June 28, 2024, amended the regulations governing the H-2A visa program for temporary agricultural workers. The
- [Texas Court Ruling Vacates Key Reproductive Health Privacy Protections](https://hrworks-inc.com/industry-update/texas-court-ruling-vacates-key-reproductive-health-privacy-protections/) - On June 18, 2025, the U.S. District Court for the Northern District of Texas vacated most of the 2024 HIPAA Privacy Rule to Support Reproductive Health Care Privacy (“Reproductive Health Rule”) in Purl v. HHS. This decision removes national-level restrictions on disclosing protected health information (PHI) for law enforcement purposes related to reproductive health. However, the
- [DOL Prohibits Liquidated Damages in Administrative FLSA Settlements](https://hrworks-inc.com/industry-update/dol-prohibits-liquidated-damages-in-administrative-flsa-settlements/) - On June 26, 2025, the U.S. Department of Labor (DOL) issued Field Assistance Bulletin (FAB) No. 2025-3, formally rescinding FAB 2021-2 and eliminating the authority of the Wage and Hour Division (WHD) to seek liquidated damages in administrative settlements under the Fair Labor Standards Act (FLSA). This change marks a significant shift in how wage and
- [Arkansas Requires New Veterans’ Benefits Poster for Employers with 50 or More Employees ](https://hrworks-inc.com/industry-update/arkansas-requires-new-veterans-benefits-poster-for-employers-with-50-or-more-employees/) - Effective August 1, 2025, Arkansas Act 655 requires employers with 50 or more full-time equivalent employees to display a new workplace poster providing information about veterans’ benefits and services. Notably, the Act does not define an “equivalent” full-time employee. The Arkansas Department of Labor and Licensing in coordination with the Arkansas Department of Veterans Affairs is responsible for developing the
- [Updated California Paid Family Leave Pamphlet  ](https://hrworks-inc.com/industry-update/updated-california-paid-family-leave-pamphlet/) - The California Employment Development Department (EDD) has released a mandatory update to the Paid Family Leave pamphlet, effective immediately. The updated version includes a new main contact phone number and menu options for multilingual support. Because the update affects how employees contact the EDD to access benefits or file claims, employers must begin using the revised
- [Cal/OSHA Proposes Revisions to Workplace Violence Prevention Regulation](https://hrworks-inc.com/industry-update/cal-osha-proposes-revisions-to-workplace-violence-prevention-regulation/) - The California Division of Occupational Safety and Health (Cal/OSHA) has proposed significant revisions to the Workplace Violence Prevention (WVP) regulation for general industry. The updated draft, released on May 13, 2025, outlines postential new compliance requirements related to workplace violence reporting, post-incident response, and long-term recordkeeping obligations. While the public comment period officially closed on July
- [California Clarifies That Use of Automated Decision Systems May Violate FEHA ](https://hrworks-inc.com/industry-update/california-clarifies-that-use-of-automated-decision-systems-may-violate-feha/) - Effective October 1, 2025, the California Civil Rights Department has amended regulations to clarify that an employer’s use of automated decision systems, such as artificial intelligence, algorithms, or machine-learning tools may constitute discrimination if such use results in adverse treatment of individuals based on a protected characteristic. These regulatory updates explicitly extend existing nondiscrimination provisions to include practices
- [Colorado Expands Labor Department Authority to Enforce Wage and Hour Laws](https://hrworks-inc.com/industry-update/colorado-expands-labor-department-authority-to-enforce-wage-and-hour-laws/) - Effective January 1, 2026, Colorado House Bill 1001 (HB 1001) introduces significant updates to the state’s wage and hour enforcement framework. The law expands the investigative authority of the Colorado Department of Labor and Employment (CDLE), revises final wage payment rules, and enhances penalties and protections related to wage theft claims. Expanded Enforcement Authority Under HB 1001, the
- [Louisiana Expands Discrimination Protections for Military Status](https://hrworks-inc.com/industry-update/louisiana-expands-discrimination-protections-for-military-status/) - Effective August 1, 2025, Louisiana’s SB 66 adds military status as a protected class under state anti-discrimination law. The law prohibits discrimination based on military status in employment, housing, education, and public accommodations. Next Steps for Employers Employers should immediately take steps to ensure compliance including updating anti-discrimination and equal employment opportunity policies to include military status and
- [Maine Amends Earned Paid Leave Law: Expanded Accrual Effective September 24, 2025](https://hrworks-inc.com/industry-update/maine-amends-earned-paid-leave-law-expanded-accrual-effective-september-24-2025/) - On July 1, 2025, Maine Governor Janet Mills signed LD 55 into law, introducing a key amendment to the state’s Earned Paid Leave (EPL) law. Effective September 24, 2025, the change enhances leave accrual by allowing employees to retain unused time from the prior year without reducing future accruals. Key Change to Accrual and Carryover Under the current
- [Maine Requires Reporting Time/Show Up Pay ](https://hrworks-inc.com/industry-update/maine-requires-reporting-time-show-up-pay/) - Effective September 24, 2025, Maine employers are required to provide minimum compensation to employees who report to work but are sent home early or have their scheduled shifts canceled. This law is intended to provide greater financial stability for workers and applies only to private employers that meet specific size and operational thresholds. Overview of the New Requirement
- [Minnesota Finalizes Rules for Paid Family and Medical Leave Program ](https://hrworks-inc.com/industry-update/minnesota-finalizes-rules-for-paid-family-and-medical-leave-program/) - On June 16, 2025, the Minnesota Department of Employment and Economic Development (DEED) adopted expedited permanent rules implementing the state’s Paid Family and Medical Leave (PFML) program. These rules clarify employer obligations and administrative requirements in preparation for the program’s January 1, 2026, effective date. Key Highlights of the Final Rules Premium Contributions and Reporting Requirements. Beginning January 1, 2026,
- [Minnesota Updates Earned Sick and Safe Time (ESST) Law](https://hrworks-inc.com/industry-update/minnesota-updates-earned-sick-and-safe-time-esst-law/) - Effective July 1, 2025, Minnesota has implemented important updates (SF 2300) to its Earned Sick and Safe Time (ESST) law that impact employer leave policies and employee rights. These amendments provide greater clarity for both employers and employees, particularly around notice, documentation, and shift scheduling practices. Key Updates to the ESST Law Notice for Unforeseeable Leave. Employers
- [Missouri Repeals the Newly Enacted Paid Sick Leave Law and Future Minimum Wage Increases ](https://hrworks-inc.com/industry-update/missouri-repeals-the-newly-enacted-paid-sick-leave-law-and-future-minimum-wage-increases/) - On July 10, 2025, Missouri Governor Mike Kehoe signed House Bill (HB) 567 into law. The bill repeals the previously voter-approved requirements for mandatory paid sick leave and eliminates future minimum wage adjustments for inflation. HB 567 takes effect August 28, 2025. After this date, employers will no longer be required to offer paid sick leave or comply with
- [Nevada Enacts New Work Hour Limits for Minors ](https://hrworks-inc.com/industry-update/nevada-enacts-new-work-hour-limits-for-minors/) - Effective October 1, 2025, Nevada Assembly Bill 215 (AB 215) updates the state’s child labor laws by reducing the maximum weekly work hours for minors and restricting night work for high school-aged employees. Key Changes Minors under age 16 may not work more than 40 hours per week (previously 48). Minors ages 16–18 are prohibited from working between 11:00 p.m. and 6:00 a.m. on nights
- [New Hampshire Introduces a New Employee Leave Entitlement ](https://hrworks-inc.com/industry-update/new-hampshire-introduces-a-new-employee-leave-entitlement/) - Effective January 1, 2026, New Hampshire introduces a new leave entitlement for employees to attend crucial medical appointments related to childbirth, postpartum care, and the well-being of their new children. This development represents a crucial step in supporting new families in the workforce. Here is what employers need to know to prepare. Understanding the New Leave
- [Louisiana Expands Timeline for Reporting Employee Separations ](https://hrworks-inc.com/industry-update/louisiana-expands-timeline-for-reporting-employee-separations/) - Effective August 1, 2025, Louisiana employers will have more time to report employee separations to the Louisiana Workforce Commission. Senate Bill 248 extends the reporting window from three (3) calendar days to 10 calendar days following an employee’s separation. The revised timeline provides employers with additional flexibility when preparing and submitting separation notices. This change is intended to
- [New York Introduces RAISE Act to Regulate Use of Advanced AI Systems ](https://hrworks-inc.com/industry-update/new-york-introduces-raise-act-to-regulate-use-of-advanced-ai-systems/) - New York lawmakers have introduced the Responsible AI Safety and Education (RAISE) Act, Assembly Bill A6453, which establishes new regulatory requirements for organizations developing or deploying certain high-risk artificial intelligence (AI) systems. The bill focuses on large-scale, high-cost AI models known as frontier models, and is intended to mitigate risks related to public safety, cybersecurity, and
- [Ohio Enacts State WARN Act  ](https://hrworks-inc.com/industry-update/ohio-enacts-state-warn-act/) - On July 1, 2025, Ohio Governor Mike DeWine signed House Bill No. 96 into law, creating Ohio Revised Code § 4113.31, which establishes state-specific notice requirements for mass layoffs, relocations, and employment terminations. While the law largely aligns with the federal WARN Act, it introduces additional standards and expanded notification obligations. The new provisions take effect on September 29,
- [Rhode Island Enacts New Wage and Employment Notice Requirements ](https://hrworks-inc.com/industry-update/rhode-island-enacts-new-wage-and-employment-notice-requirements/) - Effective January 1, 2026, Rhode Island employers will be subject to new wage and employment notice requirements under House Bill 5679. The new law amends the Rhode Island Payment of Wages Law and applies to all employers with employees in the state. Employers will be required to provide specific written information to employees at the time of
- [Rhode Island Expands Temporary Disability and Caregiver Insurance Benefits ](https://hrworks-inc.com/industry-update/rhode-island-expands-temporary-disability-and-caregiver-insurance-benefits/) - Effective January 1, 2026, Rhode Island will implement two legislative changes that impact employee leave benefits and payroll contribution requirements. House Bill 6066 increases the wage base for Temporary Disability Insurance (TDI), while Senate Bill 0829 expands eligibility for Temporary Caregiver Insurance (TCI) to include organ and bone marrow donors. Employers should begin reviewing internal systems and policies to prepare
- [Rhode Island Finalizes Minimum Wage Increases Through 2027 ](https://hrworks-inc.com/industry-update/rhode-island-finalizes-minimum-wage-increases-through-2027/) - Rhode Island has finalized its next two minimum wage increases, extending the state’s planned annual adjustments through January 1, 2027. As part of the phased wage schedule first enacted in 2021, the minimum wage is currently $15.00 per hour as of January 1, 2025. Effective January 1, 2026, the minimum wage will increase to $16.00 per
- [Rhode Island Expands Workplace Protections to Include Menopause-Related Conditions ](https://hrworks-inc.com/industry-update/rhode-island-expands-workplace-protections-to-include-menopause-related-conditions/) - Effective June 24, 2025, Rhode Island enacted Senate Bill 361, amending its Fair Employment Practices Act to extend workplace accommodation protections to include menopause and menopause-related medical conditions. This update expands upon existing protections for pregnancy and childbirth and reinforces the state’s commitment to inclusive workplace practices. Key Provisions Under the amended law, it is now an
- [Texas Passes AI Regulation Law ](https://hrworks-inc.com/industry-update/texas-passes-ai-regulation-law/) - As an update to our prior post Texas has signed into law the Texas Responsible Artificial Intelligence Governance Act (HB 149) (the Act) which introduces regulations concerning the use of artificial intelligence (AI) systems within the state, impacting various sectors, including human resources. The law becomes effective on January 1, 2026. Background The Act establishes a comprehensive framework for governing
- [Washington State Expands Protections for Pregnant and Postpartum Employees ](https://hrworks-inc.com/industry-update/washington-state-expands-protections-for-pregnant-and-postpartum-employees/) - Washington State has enacted new legislation that significantly broadens workplace protections related to pregnancy, lactation, and postpartum recovery. Senate Bill 5217 (SB 5217), signed into law on May 20, 2025, takes effect January 1, 2027. The bill updates existing requirements and imposes new obligations for all employers with at least one employee. Below is a summary of
- [HR Works Announces Fall 2025 Management Academy Series](https://hrworks-inc.com/press-release/hr-works-announces-fall-2025-management-academy-series/) - HR Works is pleased to announce the return of our in-person Management Academy training series! Management Academy is a series of training courses designed to give managers and supervisors the skills to resolve HR issues while protecting themselves and their company from lawsuits, promoting effective employee relations, and supporting employment decisions. Each class will be held at HR
- [Contractors Have Until September 30, 2025 to File VETS-4212 Reports](https://hrworks-inc.com/industry-update/contractors-have-until-september-30-2025-to-file-vets-4212-reports/) - The U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) filing system opens on August 1, 2025. The deadline to submit reports is September 30, 2025. EMPLOYERS REQUIRED TO FILE The VETS-4212 Report should be filed if a business has a current federal government contract or subcontract worth $150,000 or more, regardless of the number of employees.The
- [HR Works Earns Certification as Great Place to Work® for 2025](https://hrworks-inc.com/press-release/hr-works-earns-certification-as-great-place-to-work-for-2025/) - HR Works is proud to be Certified™ by Great Place to Work® for 2025! Participating in this program provides HR Works with an opportunity to receive honest and valuable feedback from all our employees, which enables us to continually improve our culture and provide a positive employee experience. To view our Great Place to Work
- [EEOC Publishes Workplace Guidance on the Israel-Hamas Conflict](https://hrworks-inc.com/industry-update/eeoc-publishes-workplace-guidance-on-the-israel-hamas-conflict/) - The Equal Employment Opportunity Commission (EEOC) has published a fact sheet to make employees and employers aware of their rights and responsibilities under Title VII of the Civil Rights Act concerning the Israel-Hamas conflict which has resulted in anti-Arab, anti-Middle Eastern, anti-Muslim and antisemitic discrimination. The fact sheet highlights the importance of preventing discrimination, harassment, and retaliation
- [The Office of Federal Contract Compliance Programs Releases New Vietnam Era Veterans’ Readjustment Assistance Act Resources ](https://hrworks-inc.com/industry-update/the-office-of-federal-contract-compliance-programs-releases-new-vietnam-era-veterans-readjustment-assistance-act-resources/) - On February 29, 2024, the Office of Federal Contract Compliance Programs (OFCCP) released added resources to help veterans and employers understand the protections under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) of 1974. Under VEVRAA, federal contractors and subcontractors with a contract of $150,000 or more are prohibited from engaging in discrimination in employment practices
- [EEO-1 Reporting Requirements for Employers in 2024](https://hrworks-inc.com/industry-update/eeo-1-reporting-requirements-for-employers-in-2024/) - The U.S. Equal Employment Opportunity Commission (EEOC) mandates that private employers with 100 or more employees during any pay period in the fourth quarter of 2023 (October 1 – December 31) and federal contractors with 50 or more employees are obligated to file an EEO-1 Component 1 report. The filing period for the 2023 EEO-1 Data Collection will commence on April 30, 2024, with
- [Massachusetts’ First Workforce Data Reporting Deadline Approaching February 3, 2025](https://hrworks-inc.com/industry-update/massachusetts-first-workforce-data-reporting-deadline-approaching-february-3-2025/) - On July 31, 2024, Massachusetts passed Chapter 141 of the Acts of 2024, requiring private employers with 100 or more employees in Massachusetts to submit an annual EEO data report to the state for aggregated public reporting. A recent FAQ released by the Massachusetts Executive Office of Labor and Workforce Development (EOLWD) confirms that with February 1 falling on a Saturday, this year’s reports
- [OFCCP Updates Annual Veteran Hiring Benchmark for 2024 ](https://hrworks-inc.com/industry-update/ofccp-updates-annual-veteran-hiring-benchmark-for-2024-2/) - The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently announced an update to the annual hiring benchmark for veterans. This benchmark is a critical element for federal contractors subject to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). What’s New? Effective March 31, 2024, the new national hiring benchmark for protected veterans is 5.2%. This
- [The OFCCP Releases Guidance on Artificial Intelligence ](https://hrworks-inc.com/industry-update/the-ofccp-releases-guidance-on-artificial-intelligence-2/) - Federal contractors are obligated by equal employment opportunity (EEO) laws to prevent discrimination based on various factors, including race, color, religion, sex, sexual orientation, gender identity, national origin, disability, and status as a protected veteran. These obligations extend to the use of artificial intelligence (AI) in employment processes such as hiring, promotions, compensation, and terminations.
- [OFCCP Releases 2024 Corporate Scheduling Announcement List](https://hrworks-inc.com/industry-update/ofccp-releases-2024-corporate-scheduling-announcement-list/) - A new Corporate Scheduling Announcement List (CSAL) was posted by OFCCP on June 7, 2024. The list includes 500 service & supply contractors scheduled to undergo an OFCCP audit. This CSAL is a courtesy notification for federal contractors and subcontractors selected for a compliance review, which begins once the contractor receives an approved scheduling letter.​​​​​​To find out
- [OFCCP’s Guidance on AI & Compliance Best Practices](https://hrworks-inc.com/industry-update/ofccps-guidance-on-ai-compliance-best-practices-2/) - President Biden issued Executive Order 14110 in October of 2023, which called for U.S. government agencies to publish guidance for federal contractors on the use of AI relating to nondiscrimination in employment decisions. As mentioned in an earlier post, the OFCCP recently published guidance titled “Artificial Intelligence and Equal Employment Opportunity for federal contractors.” The guidance
- [OFCCP’s Commitment to Evolution: Key Takeaways from the 2024 NILG Conference](https://hrworks-inc.com/blog-post/ofccps-commitment-to-evolution-key-takeaways-from-the-2024-nilg-conference/) - The 2024 NILG Conference, with its slogan “Explore. Enable. Evolve.,” provided a platform for the Office of Federal Contract Compliance Programs (OFCCP) to engage with contractors and address evolving compliance challenges. Key takeaways from the conference highlight OFCCP’s commitment to improving its processes, regulations, and resources while also emphasizing the importance of contractor preparedness in
- [Contractors Have Until September 30, 2024 to File VETS-4212 Reports](https://hrworks-inc.com/industry-update/contractors-have-until-september-30-2024-to-file-vets-4212-reports/) - The U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) filing system opened on August 1, 2024. The deadline to submit reports is September 30, 2024. EMPLOYERS REQUIRED TO FILE The VETS-4212 Report should be filed if a business has a current federal government contract or subcontract worth $150,000 or more, regardless of the number of employees.The contract
- [Employers Have Until 12/9/24 to Object to New FOIA Request](https://hrworks-inc.com/industry-update/employers-have-until-12-9-24-to-object-to-new-foia-request/) - The Office of Federal Contract Compliance Programs (OFCCP) has issued a public notice to employers that the agency has received two new Freedom of Information Act (FOIA) requests to disclose 2021 and 2022 EEO-1 Type 2 Reports filed by federal contractors and first-tier subcontractors (collectively, “contractors”). The reports have been requested by the University of Utah and the non-profit
- [OFCCP Reinstates Monthly Employment Reporting for Construction Contractors](https://hrworks-inc.com/industry-update/ofccp-reinstates-monthly-employment-reporting-for-construction-contractors/) - Federal construction contractors and subcontractors will be required to submit monthly employment data reports (Form CC-257) starting March 1, 2025. Reports will cover a calendar month and be due on the 15th of the following month unless the 15th falls on a weekend or holiday, on which the report will be due the next business day. The reports will require
- [Trump Revokes EO 11246, Rescinding Gender- and Race-Based Affirmative Action](https://hrworks-inc.com/blog-post/trump-revokes-eo-11246-rescinding-gender-and-race-based-affirmative-action/) - In a series of early-term Executive Orders, President Trump has changed the affirmative action landscape for employers doing business with the Federal government. Ending Illegal Discrimination and Restoring Merit-Based Opportunity, released January 21, 2025, revokes Executive Order 11246, as amended, which requires Federal contractors and subcontractors (contractors) to take affirmative action to ensure equal opportunity
- [Special Alert: Recent Developments Related to EO 14173](https://hrworks-inc.com/blog-post/special-alert-recent-developments-related-to-eo-14173/) - As federal contractors continue digesting and reacting to Executive Order 14173 Ending Illegal Discrimination and Restoring Merit-Based Opportunity, which ends affirmative action for women and minorities, HR Works’ AA/EEO Services Team is committed to keeping you up to date by summarizing related developments. Here’s a look at what has happened in recent days: Legal Challenges:
- [2025 HR Industry Trends Survey Now Open](https://hrworks-inc.com/blog-post/2025-hr-industry-trends-survey-now-open/) - HR Works is pleased to launch the 2025 HR Industry Trends Survey—gathering insights on today’s top challenges and emerging trends in HR Compliance, Technology & Automation, AI, Remote Work, Recruitment & Retention, and Compensation & Benefits. The survey will remain open through mid-July and all employers are welcome to participate. We estimate it will take 15 minutes or
- [OFCCP Invites Voluntary Disclosures](https://hrworks-inc.com/industry-update/ofccp-invites-voluntary-disclosures/) - On June 27th, OFCCP Director Catherine Eschbach sent a letter to federal contractors requesting information about efforts they have made to comply with EO 14173 by ending their EO 11246-based affirmative action efforts. Executive Order 14173 “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” was issued by President Trump on January 21, 2025, permitting employers to
- [Section 503 and VEVRAA Audits to Close](https://hrworks-inc.com/industry-update/section-503-and-vevraa-audits-to-close/) - Adding to the string of significant actions in the past week, OFCCP announced on July 2, 2025, that the abeyance on Section 503 and VEVRAA compliance enforcement has now been lifted. Under Order 08-2025, issued by Secretary of Labor Lori Chavez-DeRemer, federal contractors can expect: Complaint processing under Section 503 and VEVRAA will now resume.
- [NYC’s Earned Sick and Safe Time Act Expanded to Include Paid Prenatal Leave ](https://hrworks-inc.com/industry-update/nycs-earned-sick-and-safe-time-act-expanded-to-include-paid-prenatal-leave/) - Effective July 2, 2025, employers in New York City must be in compliance with significant updates to the Earned Safe and Sick Time Act (ESSTA). These changes integrate the New York State Paid Prenatal Leave Law, which became effective on January 1, 2025, by mandating employers to provide 20 hours of paid prenatal leave per 52-week
- [OFCCP Requests Voluntary Submissions from Federal Contractors Following Rescission of Affirmative Action Requirements ](https://hrworks-inc.com/industry-update/ofccp-requests-voluntary-submissions-from-federal-contractors-following-rescission-of-affirmative-action-requirements/) - The Office of Federal Contract Compliance Programs (OFCCP) recently issued a letter to federal contractors inviting them to voluntarily submit information describing their efforts to wind down affirmative action obligations in response to Executive Order 14173, titled Ending Illegal Discrimination and Restoring Merit-Based Opportunity. The letter, dated June 27, 2025, was signed by OFCCP Director Catherine Eschbach and outlines the
- [OFCCP Proposes Changes to Affirmative Action Regulations](https://hrworks-inc.com/industry-update/ofccp-proposes-changes-to-affirmative-action-regulations/) - Affirmative action employers are starting to see action from OFCCP as the agency faces probable closure three months from now. The agency released three proposed rules in the July 1, 2025, Federal Register, all precipitated by President Trump’s Executive Order 14173 “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” Recission of Executive Order 11246 Implementing Regulations.
- [Minnesota Modifies Its Meal and Rest Break Laws ](https://hrworks-inc.com/industry-update/minnesota-modifies-its-meal-and-rest-break-laws/) - Minnesota has enacted SF 17, signed into law on June 14, 2025, to clarify and expand employee rights related to meal and rest breaks. These provisions take effect January 1, 2026, and impose new compliance standards for employers. Employers must now provide defined break periods and are subject to financial penalties for violations. Rest Break Requirements Under
- [Supreme Court Limits Nationwide Injunctions: Implications for Employment Law and Executive Orders ](https://hrworks-inc.com/industry-update/supreme-court-limits-nationwide-injunctions-implications-for-employment-law-and-executive-orders/) - On June 27, 2025, the U.S. Supreme Court issued a decision in Trump v. CASA that significantly restricts the ability of lower federal courts to issue nationwide injunctions. The case, which arose in the context of a legal challenge to a 2025 Executive Order (EO 14160) seeking to limit birthright citizenship, did not resolve the underlying constitutional question. Instead, the
- [DOL Budget Proposes Elimination of OFCCP: What Federal Contractors Need to Know](https://hrworks-inc.com/industry-update/dol-budget-proposes-elimination-of-ofccp-what-federal-contractors-need-to-know/) - The U.S. Department of Labor (DOL) has put forth a budget proposal that includes the elimination of its Office of Federal Contractor Compliance Programs (OFCCP) division. This proposal, released on May 30, 2025, suggests that the remaining responsibilities related to federal contractor compliance would be absorbed by two other DOL divisions: the Equal Employment Opportunity Commission (EEOC)
- [US Department of Labor Announces the Return of Opinion Letters ](https://hrworks-inc.com/industry-update/us-department-of-labor-announces-the-return-of-opinion-letters/) - The U.S. Department of Labor’s Wage and Hour Division (WHD) has relaunched its opinion letter program, aiming to provide clearer and more consistent guidance on wage and hour laws. This initiative encourages submissions from the public and is part of a broader effort to offer compliance assistance and meaningful outreach to employers, workers, and legal professionals.
- [SCOTUS Levels the Playing Field: Eliminating the “Extra Hurdle” in Bias Claims ](https://hrworks-inc.com/industry-update/scotus-levels-the-playing-field-eliminating-the-extra-hurdle-in-bias-claims/) - The Supreme Court of the United States (SCOTUS) recently addressed a significant aspect of employment discrimination law, specifically impacting how bias claims are evaluated for individuals belonging to majority groups. This ruling streamlines the process for these claims by removing an additional burden previously placed on these plaintiffs. Background Traditionally, employment discrimination claims under Title VII
- [Reminder: PCORI Fees Are Due on July 31 ](https://hrworks-inc.com/industry-update/reminder-pcori-fees-are-due-on-july-31/) - The Affordable Care Act (ACA) requires health insurance issuers and self-insured plan sponsors to pay Patient-Centered Outcomes Research Institute fees (PCORI fees). Issuers and plan sponsors are generally required to pay the PCORI fees annually by July 31 of each year. What Is the PCORI Fee? The PCORI fee is a fee for issuers of specified health insurance policies
- [DHS Begins Revoking Certain Employment Authorization Documents (EADs): Important Compliance Obligations for Employers Using E-Verify](https://hrworks-inc.com/industry-update/dhs-begins-revoking-certain-employment-authorization-documents-eads-important-compliance-obligations-for-employers-using-e-verify/) - On June 20, 2025, the Department of Homeland Security (DHS) announced that it has begun revoking Employment Authorization Documents (EADs) for certain non-citizens whose parole has been terminated. This action may impact current employees, particularly those paroled under the Processes for Cubans, Haitians, Nicaraguans, and Venezuelans (CHNV). Case status alerts will no longer be used to notify
- [Colorado Expands Paid Family and Medical Leave Program Under SB 144](https://hrworks-inc.com/industry-update/colorado-expands-paid-family-and-medical-leave-program-under-sb-144/) - On May 30, 2025, Colorado enacted Senate Bill 144 (SB 144), introducing several significant updates to the state’s Paid Family and Medical Leave Insurance (FAMLI) program. The new provisions take effect August 6, 2025, and will impact both leave entitlements and the program’s funding model. Key Changes Under the amended law, covered employees will be eligible for
- [Kentucky Aligns Its State Plan with OSHA Requirements for Third-Party Representatives ](https://hrworks-inc.com/industry-update/kentucky-aligns-its-state-plan-with-osha-requirements-for-third-party-representatives/) - Effective May 6, 2025, Kentucky has aligned with the federal Occupational Safety and Health Administration’s (OSHA) revised standard (803 KAR 2:110) permitting third-party employee representatives to participate in site inspections. The state’s final rule mirrors OSHA’s amended regulation in both language and intent. Background on OSHA Rule For background, the OSHA rule took effect on May 31, 2024, and
- [Maine Modifies Rules for Intermittent and Reduced Schedule Leave under PFML](https://hrworks-inc.com/industry-update/maine-modifies-rules-for-intermittent-and-reduced-schedule-leave-under-pfml/) - Maine has amended its Paid Family and Medical Leave (PFML) law through Senate Bill 383 (L.D. 894), introducing targeted updates that change how employees may take intermittent and reduced schedule leave. These updates aim to provide clarity and consistency while granting employers greater control over scheduling. The changes take effect on September 30, 2025. Previously, intermittent leave could be
- [Nebraska Makes Changes to Its Paid Sick Leave Law Ahead of the Effective Date](https://hrworks-inc.com/industry-update/nebraska-makes-changes-to-its-paid-sick-leave-law-ahead-of-the-effective-date/) - On June 4, 2025, Nebraska enacted Legislative Bill 415 (LB 415), amending the state’s voter-approved Healthy Families and Workplaces Act (HFWA). Under the HFWA, employees must accrue paid sick leave at a rate of one (1) hour for every 30 hours worked up to a maximum of 40 or 56 hours annually based on employer size as follows:
- [New Jersey Releases Guidance on Pay Transparency Law ](https://hrworks-inc.com/industry-update/new-jersey-releases-guidance-on-pay-transparency-law/) - On June 1, 2025, New Jersey’s statewide pay transparency law (SB 2310) took effect. The law requires employers with 10 or more employees (over 20 calendar weeks) who operate or accept job applications in the state, including public entities such as state, county, or municipal governments to disclose pay and benefits details in job postings. The New Jersey Department
- [Reminder: New York COVID-19 Paid Sick Leave Set to Expire on July 31, 2025 ](https://hrworks-inc.com/industry-update/reminder-new-york-covid-19-paid-sick-leave-set-to-expire-on-july-31-2025/) - New York State’s COVID-19 paid sick leave law, which has been in effect since March 2020, is set to expire on July 31, 2025. After this date, employees in New York will no longer be entitled to job-protected leave under the state’s COVID-19-specific sick leave provisions. Employers will no longer be required to provide separate paid
- [New York State WARN Act Now Requires Disclosure on AI Use in Layoffs ](https://hrworks-inc.com/industry-update/new-york-state-warn-act-now-requires-disclosure-on-ai-use-in-layoffs/) - Employers covered by the New York State WARN Act should take note of a recent change that adds a new reporting requirement to the mass layoff and closure notification process. While the federal WARN Act applies to employers with 100 or more employees and requires 60 days’ notice for layoffs affecting at least 50 employees at a
- [Oregon Expands Sick Time Law to Include Blood Donation ](https://hrworks-inc.com/industry-update/oregon-expands-sick-time-law-to-include-blood-donation/) - Effective January 1, 2026, Oregon has amended its Sick Time Law (OSTL) to include a new qualifying reason for leave, blood donation. This change allows employees to use their accrued sick time for donations made as part of a voluntary program accredited by the American Association of Blood Banks or the American Red Cross. Background on Oregon’s Sick Time Law
- [Oregon Enacts New Paystub Transparency Requirements for Employers ](https://hrworks-inc.com/industry-update/oregon-enacts-new-paystub-transparency-requirements-for-employers/) - Effective January 1, 2026, Oregon employers will be subject to new pay stub transparency requirements under Senate Bill 906 (SB 906). Signed into law on May 28, 2025, the legislation amends ORS 652.610 to enhance employee understanding of wage statements by requiring that certain payroll information be provided in plain language at the time of hire and upon request. Under
- [AI Regulation Coming to Texas ](https://hrworks-inc.com/industry-update/ai-regulation-coming-to-texas/) - The Texas Responsible Artificial Intelligence Governance Act (HB 149) (the Act) introduces significant regulations concerning the use of artificial intelligence (AI) systems within the state, impacting various sectors, including human resources. This legislation, aimed at fostering responsible AI development and deployment, outlines new compliance requirements and potential penalties for employers. If it is allowed to go into
- [Vermont Enhances Unpaid Family Leave ](https://hrworks-inc.com/industry-update/vermont-enhances-unpaid-family-leave/) - Vermont recently enacted Act 32, which introduces key changes to the state’s unpaid family and parental leave law. These updates take effect on July 1, 2025, and include expanded definitions of family, new categories of leave, and adjusted notice and documentation requirements. While the total 12-week entitlement remains in place, employers should take steps now to align internal policies
- [Washington State Paid Family and Medical Leave: Proposed Amendments ](https://hrworks-inc.com/industry-update/washington-state-paid-family-and-medical-leave-proposed-amendments/) - Washington State has introduced proposed amendments to its Paid Family and Medical Leave (PFML) law, with an effective date of January 1, 2026, contingent upon funding through a future appropriations bill. These proposed changes aim to enhance employee protection and clarify employer obligations under the law. For background, PFML is a benefit for Washington workers who have a serious
- [Pittsburgh Amends Paid Sick Days Act ](https://hrworks-inc.com/industry-update/pittsburgh-amends-paid-sick-days-act/) - On June 12, 2025, the City of Pittsburgh amended its Paid Sick Days Act (PSDA), modifying both the accrual rate and annual usage limits for paid sick leave. The amended ordinance takes effect on January 1, 2026, and applies to all employers with covered employees working within the city. Key Changes Under the revised law, employers, regardless
- [Federal Court Decision Limits IRS Authority to Assess ACA Employer Penalties](https://hrworks-inc.com/industry-update/federal-court-decision-limits-irs-authority-to-assess-aca-employer-penalties/) - A recent federal court ruling carries significant implications for employers subject to the Affordable Care Act’s (ACA) employer mandate. In Faulk Company, Inc. v. Becerra, the U.S. District Court for the Northern District of Texas determined that the Internal Revenue Service (IRS) lacks the authority to assess ACA penalties against employers without a prior certification
- [Federal Court Vacates Key Gender Identity Provisions of EEOC’s 2024 Harassment Guidance](https://hrworks-inc.com/industry-update/federal-court-vacates-key-gender-identity-provisions-of-eeocs-2024-harassment-guidance/) - In a recent legal development, a Texas federal district court has vacated specific portions of the Equal Employment Opportunity Commission’s (EEOC) May 2024 harassment guidance that pertained to gender identity in the workplace. This ruling signifies a potential shift in how federal agencies may interpret protections under Title VII of the Civil Rights Act, especially
- [The IRS Announces 2026 HSA, HDHP and HRA Limits ](https://hrworks-inc.com/industry-update/the-irs-announces-2026-hsa-hdhp-and-hra-limits/) - The Internal Revenue Service (IRS) has announced the inflation-adjusted amounts for Health Savings Accounts (HSAs), High-Deductible Health Plans (HDHPs), and Health Reimbursement Accounts (HRAs) for 2026, as determined under the Internal Revenue Code. Key updates for 2026 include: HSA Contribution Limits For self-only coverage under an HDHP, the annual HSA contribution limit is $4,400, an increase from
- [EEOC Poised for Shift as President Trump Nominates Panuccio for Commissioner Role ](https://hrworks-inc.com/industry-update/eeoc-poised-for-shift-as-president-trump-nominates-panuccio-for-commissioner-role/) - On May 7, 2025, President Donald Trump nominated Assistant U.S. Attorney Brittany Panuccio to serve as a commissioner for the U.S. Equal Employment Opportunity Commission (EEOC). If confirmed, Panuccio’s appointment would restore a quorum to the Commission for the first time since January, when the President removed two Democratic commissioners. The restoration of a quorum
- [New Bill Proposes Tax Relief on Overtime Wages ](https://hrworks-inc.com/industry-update/new-bill-proposes-tax-relief-on-overtime-wages/) - A new federal bill, The Overtime Pay and Tax Relief for Workers Act, has been introduced in the House. This legislation aims to reduce the tax burden on overtime earnings by temporarily exempting them from federal income taxes. If enacted, this bill could provide significant financial relief to millions of U.S. workers and introduce new administrative
- [OSHA Extends Its National Emphasis Program on Outdoor and Indoor Heat Hazards ](https://hrworks-inc.com/industry-update/osha-extends-its-national-emphasis-program-on-outdoor-and-indoor-heat-hazards/) - The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has extended its National Emphasis Program (NEP) on heat hazards to safeguard millions of workers from heat illness and injuries. NEPs are temporary programs designed to focus OSHA’s resources on specific hazards and high-hazard industries, with this extension continuing until April 8, 2026. The program enables OSHA
- [DOL Issues Enforcement Guidance on Independent Contractor Misclassification ](https://hrworks-inc.com/industry-update/dol-issues-enforcement-guidance-on-independent-contractor-misclassification/) - On May 13, 2025, the U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) issued a new Field Assistance Bulletin (FAB) offering updated guidance on how agency investigators should determine whether a worker is an employee or an independent contractor under the Fair Labor Standards Act (FLSA). This update has important implications for employers navigating worker
- [DOJ Launches Civil Rights Fraud Initiative to Strengthen Enforcement of the False Claims Act ](https://hrworks-inc.com/industry-update/doj-launches-civil-rights-fraud-initiative-to-strengthen-enforcement-of-the-false-claims-act/) - The U.S. Department of Justice (DOJ) has launched a new “Civil Rights Fraud Initiative,” outlined in a May 19, 2025, memorandum from the Deputy Attorney General. This initiative aims to vigorously enforce federal civil rights laws by utilizing the False Claims Act (FCA) against entities that defraud the United States while knowingly violating these laws. The DOJ emphasizes its
- [Elective Abortions Excluded from PWFA Accommodations](https://hrworks-inc.com/industry-update/elective-abortions-excluded-from-pwfa-accommodations/) - A recent federal court ruling out of Louisiana has brought a significant development to the Pregnant Workers Fairness Act (PWFA). On May 21, 2025, a federal judge ruled that the Equal Employment Opportunity Commission (EEOC) overstepped its authority by requiring employers to accommodate elective abortions that are not medically necessary. This decision effectively vacated relevant parts of
- [New Indiana Law Protects Employee Attendance at School Conferences: What Employers Need to Know ](https://hrworks-inc.com/industry-update/new-indiana-law-protects-employee-attendance-at-school-conferences-what-employers-need-to-know/) - Effective July 1, 2025, all Indiana employers, both public and private, will be required to comply with a new state law. This law grants job-protected, unpaid time off to employees to attend certain school-related meetings involving their children, ensuring employees can participate in educational discussions without fear of retaliation. Key provisions of the law include the following: Protected
- [Maryland Clarifies Parental Leave Law Coverage](https://hrworks-inc.com/industry-update/maryland-clarifies-parental-leave-law-coverage/) - Effective October 1, 2025, Maryland employers covered by the federal Family and Medical Leave Act (FMLA) will no longer be required to comply with the state’s unpaid parental leave law, the Maryland Parental Leave Act (PLA). The PLA will now explicitly apply only to employers with 15 to 49 employees in Maryland. This change, enacted through Senate Bill
- [Maryland Updates Paid Family and Medical Leave Program: Key Changes for Employers](https://hrworks-inc.com/industry-update/maryland-updates-paid-family-and-medical-leave-program-key-changes-for-employers/) - Maryland recently enacted legislation (HB102, Chapter 363) that revises the state’s Paid Family and Medical Leave Insurance (FAMLI) Program, effective June 1, 2025. These updates introduce administrative changes and compliance responsibilities for employers, employees, and self-employed individuals. Background The FAMLI program will allow eligible employees to apply for up to 12 weeks of paid family and
- [Missouri Seeks to Overturn the Newly Enacted Paid Sick Leave Law and Minimum Wage Increase for 2027 and Beyond ](https://hrworks-inc.com/industry-update/missouri-seeks-to-overturn-the-newly-enacted-paid-sick-leave-law-and-minimum-wage-increase-for-2027-and-beyond/) - Just two weeks after Missouri’s paid sick leave law went into effect on May 1, 2025, the state legislature has moved to repeal the mandate through House Bill (HB) 567, a measure that also aims to eliminate future minimum wage inflation adjustments. The bill has been delivered to Governor Mike Kehoe, and if signed into law, the
- [New York Increases Paid Jury Duty Compensation Effective June 8, 2025](https://hrworks-inc.com/industry-update/new-york-increases-paid-jury-duty-compensation-effective-june-8-2025-2/) - Effective June 8, 2025, New York has amended Section 519 of the Judiciary Law to increase the required compensation for jury service. Previously, employers were required to pay jurors $40 per day for the first three (3) days of service. The amended law raises this amount to $72 per day for the first three (3) days. Employer Requirements Non-Exempt
- [Montana’s Legal Employment and Government Accountability Law: Key Requirements for Employers ](https://hrworks-inc.com/industry-update/montanas-legal-employment-and-government-accountability-law-key-requirements-for-employers/) - Beginning July 1, 2025, Montana’s Legal Employment and Government Accountability Law (House Bill 226) will require all employers in the state to verify the legal work status of every new hire before employment begins. This law complements existing federal immigration requirements and reinforces the need for employers to maintain accurate, complete, and readily accessible documentation of employment eligibility.
- [Proposed New York Law Aims to Prevent Coercive Severance Agreements ](https://hrworks-inc.com/industry-update/proposed-new-york-law-aims-to-prevent-coercive-severance-agreements/) - New York is considering new legislation, known as the “No Severance Ultimatums Act” (New York Senate Bill S.372) (“Act”), which seeks to amend the New York Labor Law to prohibit coercive severance agreements. The bill was successfully passed in the Senate. If enacted, the Act would introduce several important protections for employees: Right to Legal Consultation and
- [Virginia Enacts Workplace Violence Reporting Requirement for Hospitals](https://hrworks-inc.com/industry-update/virginia-enacts-workplace-violence-reporting-requirement-for-hospitals/) - Effective July 1, 2025, Virginia “hospital” employers will be required to implement a formal system for reporting incidents of workplace violence, following the enactment of House Bill 2269/Senate Bill 11662 to strengthen protections for healthcare workers by requiring hospitals to track and analyze violent incidents in a structured and transparent manner. Overview of the Law The new law mandates that all licensed
- [New Montana Law Protects Volunteer Emergency Responders from Job Termination](https://hrworks-inc.com/industry-update/new-montana-law-protects-volunteer-emergency-responders-from-job-termination/) - Montana recently enacted legislation (House Bill 128) aimed at protecting employees who serve as volunteer emergency services providers from wrongful termination that takes effect on October 1, 2025. This law ensures that individuals who contribute to public safety through volunteer fire or emergency medical services are not penalized by their employers for fulfilling these civic duties,
- [New Hampshire Enacts Lactation Break Requirements for Employers ](https://hrworks-inc.com/industry-update/new-hampshire-enacts-lactation-break-requirements-for-employers/) - Effective July 1, 2025, all New Hampshire employers with six or more employees in New Hampshire will be subject to new requirements regarding lactation accommodations in the workplace. The law requires covered employers to provide a reasonable unpaid break of approximately 30 minutes for every three hours worked to express milk for one year following the birth of the child. Employers cannot
- [Washington Expands Paid Sick Leave  ](https://hrworks-inc.com/industry-update/washington-expands-paid-sick-leave-3/) - Effective July 27, 2025, Washington amended its paid sick leave law, expanding leave to those that work for transportation networks to use leave to prepare for or participate in any judicial or administrative immigration proceeding involving themselves or a family member. For context, Washington law defines a transportation network company as a corporation, partnership, sole proprietorship, or other entity that operates
- [Washington Clarifies Pay Transparency Law with Key Amendments ](https://hrworks-inc.com/industry-update/washington-clarifies-pay-transparency-law-with-key-amendments/) - Washington State has enacted amendments to its Pay Transparency Law through Senate Bill 5408 (SSB 5408), bringing important clarifications that affect how employers disclose wage and salary information in job postings. These changes aim to provide clearer guidance to employers, streamline enforcement, and introduce a temporary grace period for correcting errors in job advertisements. Key provisions
- [Washington State Expands Mass Layoff and Business Closing Notice Requirements ](https://hrworks-inc.com/industry-update/washington-state-expands-mass-layoff-and-business-closing-notice-requirements/) - Washington State has enacted the Securing Timely Notification and Benefits for Laid-Off Employees Act (ESSB 5525), which expands employer obligations for providing notice prior to mass layoffs and business closings. The new law applies to private employers with 50 or more employees in Washington (excluding part-time employees) and aligns with, but adds to, federal WARN Act requirements. The law
- [Washington State Amends Employee Access to Personnel Records  ](https://hrworks-inc.com/industry-update/washington-state-amends-employee-access-to-personnel-records/) - Washington State has amended its access to personnel file law under House Bill 1308. The amendments take effect on July 27, 2025. The changes are as follows: Clarification on Definition of Personnel File The amendments more narrowly define a “personnel file” to include documents such as job applications, performance evaluations, finalized disciplinary records, leave and accommodation records,
- [Cleveland Enacts Salary History Ban to Advance Pay Equity ](https://hrworks-inc.com/industry-update/cleveland-enacts-salary-history-ban-to-advance-pay-equity/) - On April 28, 2025, the City of Cleveland has enacted Ordinance No. 104-2025, a new law designed to combat wage discrimination and promote fair pay practices. Taking effect on October 27, 2025, the ordinance prohibits employers from asking job applicants about their salary history and mandates greater transparency in compensation during the hiring process. Key provisions of
- [2024 EEO-1 Filing Cycle Closes June 24th](https://hrworks-inc.com/industry-update/2024-eeo-1-filing-cycle-closes-june-24th/) - Employers subject to the 2024 EEO-1 Component 1 data collection should ensure their reports are submitted no later than Tuesday, June 24, 2025 at 11:00 pm Eastern. At that time, the filing system will close and no additional reports will be accepted. Employers failing to submit their required reports will be deemed out of compliance
- [EEO-1 Filing System is Now Open](https://hrworks-inc.com/industry-update/eeo-1-filing-system-is-now-open/) - The EEO-1 filing platform is open and accepting reports for the 2024 data collection. All reports should be submitted electronically via the EEO-1 Component 1 Online Filing System. Who Must File? Private employers subject to Title VII with 100 or more employees in any pay period between October 1, 2024, and December 31, 2024, are
- [New York Increases Paid Jury Duty Compensation Effective June 8, 2025 ](https://hrworks-inc.com/industry-update/new-york-increases-paid-jury-duty-compensation-effective-june-8-2025/) - Effective June 8, 2025, New York has amended Section 519 of the Judiciary Law to increase the required compensation for jury service. Previously, employers were required to pay jurors $40 per day for the first three (3) days of service. The amended law raises this amount to $72 per day for the first three (3)
- [New Executive Order Poised to Eliminate Enforcement of Disparate Impact in Discrimination Claims ](https://hrworks-inc.com/industry-update/new-executive-order-poised-to-eliminate-enforcement-of-disparate-impact-in-discrimination-claims/) - On April 23, 2025, the Trump Administration issued an Executive Order (EO), “Restoring Equality of Opportunity and Meritocracy,” directing federal agencies to minimize the use of disparate-impact liability, citing it as being at odds with constitutional principles. This EO signals a significant potential shift in federal civil rights law enforcement of discrimination claims across sectors
- [EEOC Proposes 2024 EEO-1 Data Collection Schedule and Sex-Based Reporting Changes](https://hrworks-inc.com/industry-update/eeoc-proposes-2024-eeo-1-data-collection-schedule-and-sex-based-reporting-changes/) - The U.S. Equal Employment Opportunity Commission (EEOC) has initiated the 2024 EEO-1 Component 1 data collection process by submitting the proposed 2024 EEO-1 Component 1 Data Collection Instruction Booklet to the Office of Management and Budget (OMB) for review. If approved, the EEOC anticipates opening the 2024 filing platform on May 20, 2025, with a submission deadline of
- [Preparing for Changes: Repeal of Federal Employment Regulations and What It Means for Employers ](https://hrworks-inc.com/industry-update/preparing-for-changes-repeal-of-federal-employment-regulations-and-what-it-means-for-employers/) - In an Executive Order (EO) issued on April 9, 2025, President Trump directed executive agencies to identify and repeal regulations deemed unlawful, particularly those conflicting with recent Supreme Court rulings. This initiative, stemming from Executive Order 14219, could bring significant changes to the workplace regulatory landscape. Employers should be prepared for possible shifts impacting employment practices, labor relations, workplace
- [Several States Rollback Gender-Based Protections](https://hrworks-inc.com/industry-update/several-states-rollback-gender-based-protections/) - Recent legislative developments in Utah, West Virginia, and Wyoming have introduced state laws aligning with Executive Order 14168 issued by President Donald Trump. These laws define sex as binary (male or female) and immutable, based on biological characteristics at birth. The laws primarily affect public schools and government-owned facilities but raise important compliance considerations for all employers. Overview of
- [California Expands Employment Discrimination Regulations to Cover Automated-Decision Systems](https://hrworks-inc.com/industry-update/california-expands-employment-discrimination-regulations-to-cover-automated-decision-systems/) - The California Civil Rights Council (CRC) recently approved regulatory amendments under the Fair Employment and Housing Act (FEHA) that directly address the use of automated-decision systems (ADS) in employment practices. These updates, which are expected to take effect on July 1, 2025, clarify that existing FEHA protections apply when employers use technology-driven tools in hiring and
- [Colorado Law on Biometric Protections Takes Effect Soon](https://hrworks-inc.com/industry-update/colorado-law-on-biometric-protections-takes-effect-soon/) - Effective July 1, 2025, the Colorado Privacy Act (CPA) is amended (CO H.B. 1130) to require employers to obtain employee consent before collecting and using employees’ biometric information and to adopt a written biometric policy that includes: A retention schedule for biometric identifiers and biometric data; A protocol for responding to a data security incident that may compromise
- [Illinois Amends One Day Rest in Seven Act: New Anti-Retaliation Protections Now in Effect ](https://hrworks-inc.com/industry-update/illinois-amends-one-day-rest-in-seven-act-new-anti-retaliation-protections-now-in-effect/) - On March 21, 2025 Governor JB Pritzker signed Senate Bill 3180 into law, expanding protections under the One Day Rest in Seven Act (ODRISA). This law mandates that covered employees receive at least 24 consecutive hours of rest in each calendar week, and the new amendments explicitly prohibit employer retaliation against individuals who exercise their rights under the
- [New York Passes 2026 Budget Bill ](https://hrworks-inc.com/industry-update/new-york-passes-2026-budget-bill/) - After some delay, an agreement has been reached on the New York Fiscal Year 2026 Budget. The budget introduces some changes that will impact employers across the state, particularly those employing minors or navigating wage and discrimination claims. Below are some highlights from budget that may be of significance to employer. Digitization of Youth Working Papers: New York is
- [Ohio Updates Youth Employment Posting Requirements ](https://hrworks-inc.com/industry-update/ohio-updates-youth-employment-posting-requirements/) - The Ohio General Assembly recently enacted changes to the Revised Code affecting youth employment compliance requirements. Employers in Ohio who hire minors must now update their workplace practices to reflect these new obligations. Under the Ohio Revised Code: Employers must maintain a complete list of all minors employed at each establishment. Employers must post a printed abstract
- [Ohio Permits Electronic Posting ](https://hrworks-inc.com/industry-update/ohio-permits-electronic-posting/) - Historically, Ohio law required that most employment law posters be physically displayed at an employer’s place of business in a conspicuous location accessible to employees. Under the new law, which takes effect on July 20, 2025, employers will have the option to post certain mandated notices online, offering additional flexibility in how compliance is maintained. The
- [Virginia Expands Non-Compete Ban to Cover More Employees ](https://hrworks-inc.com/industry-update/virginia-expands-non-compete-ban-to-cover-more-employees/) - On March 24, 2025, Governor Glenn Youngkin signed legislation expanding Virginia’s non-compete restrictions. Effective July 1, 2025, the revised law updates the definition of a “low-wage employee,” broadening the number workers who may be protected from non-compete agreements. Key Changes to the Law Previously, Virginia prohibited non-compete agreements for employees earning less than the Commonwealth’s average weekly
- [Cook County, Illinois Amends Paid Leave Ordinance ](https://hrworks-inc.com/industry-update/cook-county-illinois-amends-paid-leave-ordinance/) - Cook County has issued amendments to the Paid Leave Ordinance Procedural Rules. These updates, effective as of April 10, 2025, provide further clarity on employee rights and employer obligations regarding paid leave accrual, usage, and enforcement. Employers with operations in Cook County should review these changes carefully to ensure continued compliance. Highlights of the amendments include: No Accrual
- [Washington Restricts Driver’s License Requirements for Employment ](https://hrworks-inc.com/industry-update/washington-restricts-drivers-license-requirements-for-employment/) - On March 29, 2025, Governor Jay Inslee signed Senate Bill 5501 into law, prohibiting employers from requiring a driver’s license as a condition of employment unless driving is an essential job function or is directly related to a legitimate business purpose. Employers are similarly prohibited from including driver’s license requirements in job postings unless these criteria are
- [2025 EEO-1 Component 1 Data Collection Updates](https://hrworks-inc.com/industry-update/2025-eeo-1-component-1-data-collection-updates/) - As expected, EEOC has modified the EEO-1 Component 1 Data Collection Instruction Booklet. It has been submitted to the Office of Management and Budget (OMB) for approval, along with a request to open the system on 5/20/25 with a filing deadline of 6/24/25. The revised instructions remove the option of reporting non-binary gender in the
- [Reminder: CA Pay Data Reporting Deadline is Wednesday, May 14](https://hrworks-inc.com/industry-update/reminder-ca-pay-data-reporting-deadline-is-wednesday-may-14/) - Employers with 100 or more US employees and at least one of those employees living or working in California are required to file pay data reports with the California Civil Rights Department (CRD) annually. The deadline for the 2024 reporting year is May 14, 2025. Reports must be submitted through the California Pay Data Reporting Portal.
- [California Provides New Resources for Pay Data Reporting](https://hrworks-inc.com/industry-update/california-provides-new-resources-for-pay-data-reporting/) - The California Civil Rights Department (CRD) has issued new resources to assist employers in preparing for the 2024 pay data reporting cycle. For the first time, the CRD has released a California Pay Data Reporting Handbook, providing employers with a structured and user-friendly guide for completing their reports. This marks a significant change from previous years
- [EEOC and DOJ Issue Guidance on DEI-Related Discrimination in the Workplace](https://hrworks-inc.com/industry-update/eeoc-and-doj-issue-guidance-on-dei-related-discrimination-in-the-workplace/) - On March 19, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) jointly released two technical assistance documents aimed at educating employers and employees on potential unlawful discrimination related to Diversity, Equity, and Inclusion (DEI) policies in the workplace. The guidance documents explain how Title VII of the Civil Rights
- [HR Works Ranks #12 on 2025 Best Companies to Work for in NY State List](https://hrworks-inc.com/press-release/hr-works-ranks-12-on-2025-best-companies-to-work-for-in-ny-state-list/) - HR Works is pleased to announce that we have been ranked #12 among medium-sized employers (100-249 employees) on the 2025 Best Company to Work for in New York State list. This is HR Works’ fifteenth consecutive year participating in the statewide survey and awards program, which is designed to identify, recognize, and honor the best places
- [HR Works Recognized as 2025 Best Company to Work for in New York](https://hrworks-inc.com/press-release/hr-works-recognized-as-2025-best-company-to-work-for-in-new-york/) - HR Works is proud to announce that it has been named to the 2025 Best Company to Work for in New York State list. The annual program is the result of a partnership between the New York State Society for Human Resource Management and the Best Companies Group. Each year, the program evaluates and ranks the
- [Revised Form I-9 and E-Verify Terminology Update: What Employers Need to Know](https://hrworks-inc.com/industry-update/revised-form-i-9-and-e-verify-terminology-update-what-employers-need-to-know/) - On April 2, 2025, the U.S. Citizenship and Immigration Services (USCIS) released an updated Form I-9. However, employers can continue using the previous versions of the form. Here’s what HR professionals need to know and how to ensure your processes remain compliant. Key Updates to the Revised Form I-9 The latest Form I-9 carries an edition
- [Executive Order Rescinds Federal Contractor Minimum Wage: What Employers Need to Know](https://hrworks-inc.com/industry-update/executive-order-rescinds-federal-contractor-minimum-wage-what-employers-need-to-know/) - On March 14, 2025, President Trump issued Executive Order (EO 14236). This action rescinds a total of 18 executive orders from the Biden administration, including EO 14026, which had significantly increased the federal contractor minimum wage of $17.75 per hour. The rescission raises questions about wage obligations for federal contractors, particularly considering ongoing legal proceedings and
- [Understanding the Pregnant Workers Fairness Act (PWFA) and Its Legal Challenges](https://hrworks-inc.com/industry-update/understanding-the-pregnant-workers-fairness-act-pwfa-and-its-legal-challenges/) - The Pregnant Workers Fairness Act (PWFA), enacted in December 2022, mandates that employers with 15 or more employees provide reasonable accommodations for employees and applicants with known limitations related to pregnancy, childbirth, or related medical conditions. Employers may only deny an accommodation if they can demonstrate that doing so would impose an undue hardship on
- [The NLRB Remains Quorum-Less](https://hrworks-inc.com/industry-update/the-nlrb-remains-quorum-less/) - In January, former President Trump removed Gwynne Wilcox from her position on the NLRB, citing a lack of confidence in her leadership. This action left the Board with only two sitting members—below the quorum of three required under the National Labor Relations Act (NLRA) to issue decisions and enforce labor policies. Wilcox challenged her removal,
- [Considerations for Employers with Traveling Employees and Foreign Workers ](https://hrworks-inc.com/industry-update/considerations-for-employers-with-traveling-employees-and-foreign-workers/) - On January 20, 2025, the President issued an executive order titled “Protecting the United States from Foreign Terrorists and Other National Security and Public Safety Threats.” This order strengthens the vetting and screening processes for foreign nationals entering, residing in, or seeking immigration benefits in the United States. Additionally, President Trump has recently proposed a
- [Prescription Drug Reporting Due Soon ](https://hrworks-inc.com/industry-update/prescription-drug-reporting-due-soon/) - Annual reporting for group health plans and health insurers to report certain specified data related to prescription drugs and other healthcare spending reports (RxDC) is due by June 1, 2025, covering 2024 calendar year data. Employers should start contacting their issuers, third-party administrators (TPAs), or pharmacy benefit managers (PBMs), as applicable, to confirm that they will submit the
- [DHS Final Rule Extends Employment Authorization for F-1 Students Awaiting H-1B Status](https://hrworks-inc.com/industry-update/dhs-final-rule-extends-employment-authorization-for-f-1-students-awaiting-h-1b-status/) - The U.S. Department of Homeland Security (DHS) has finalized a rule (89 FR 10354) impacting the employment authorization period for certain F-1 students. As a result, the Form I-9 Handbook for Employers (M-274, Section 7.4.2) has been updated to reflect this change, which is designed to help employers maintain workforce continuity while reducing interruptions in lawful work status. What
- [Iowa Rolls Back Protections for Sex and Gender Identity](https://hrworks-inc.com/industry-update/iowa-rolls-back-protections-for-sex-and-gender-identity/) - On February 28, 2025, Iowa Governor Kim Reynolds signed into law Senate File 418 (SF 418), introducing significant changes to the legal definitions of sex and gender within the state, effective July 1, 2025. This legislation carries notable implications for employers, particularly concerning compliance with nondiscrimination policies and employee records. Key Provisions of SF 418 Definition of Sex: SF
- [Missouri Paid Sick Leave Poster and Model Notice Now Available](https://hrworks-inc.com/industry-update/missouri-paid-sick-leave-poster-and-model-notice-now-available/) - In 2024, Missouri voters approved a measure (Proposition A) introducing mandatory Paid Sick Time (PST) for private employers that takes effect on May 1, 2025, whereby existing employees will begin accruing paid leave, and those hired after this date will begin accruing on their first day of employment. Employers should ensure that they are prepared to comply
- [New Jersey’s Pay Transparency Law Takes Effect Soon](https://hrworks-inc.com/industry-update/new-jerseys-pay-transparency-law-takes-effect-soon/) - On June 1, 2025, New Jersey’s statewide pay transparency law (SB 2310) takes effect. The law requires employers with 10 or more employees (over 20 calendar weeks) who operate or accept job applications in the state, including public entities such as state, county, or municipal governments to disclose pay and benefits details in job postings. Key Provisions Promotion Notifications: Employers
- [New York’s Warehouse Worker Injury Reduction Program Takes Effect Soon](https://hrworks-inc.com/industry-update/new-yorks-warehouse-worker-injury-reduction-program-takes-effect-soon/) - The New York State Legislature has amended Section 780 of the Labor Law to establish the Warehouse Worker Injury Reduction Program, effective June 1, 2025. This legislation mandates proactive safety practices, ergonomic job design, and increased transparency from covered warehouse employers to reduce musculoskeletal disorders in the workplace. Who is a Covered Employer? The law applies to
- [Wyoming to Prohibit Most Non-Compete Agreements Starting July 2025](https://hrworks-inc.com/industry-update/wyoming-to-prohibit-most-non-compete-agreements-starting-july-2025/) - Effective July 1, 2025, Wyoming will largely ban non-compete agreements through the passage of Enrolled Act No. 87 (SF0107). Under the new statute (W.S. § 1-23-108), most non-compete agreements entered into on or after this date will be considered void and unenforceable, with limited exceptions. Key Provisions of the Law The law prohibits agreements that restrict an
- [Navigating DEI Policies Under the Trump Administration: Essential Steps for Employers](https://hrworks-inc.com/industry-update/navigating-dei-policies-under-the-trump-administration-essential-steps-for-employers/) - Recent executive orders have left many employers wondering whether to continue their Diversity, Equity, and Inclusion (DEI) initiatives and how to do so without drawing the ire of Federal agencies. While vague, employers should note that the executive orders do not actually change the law. Federal and State non-discrimination laws have existed in harmony with
- [The Frozen Market](https://hrworks-inc.com/blog-post/the-frozen-market/) - In today’s competitive talent market, filling open positions with top-tier candidates is more challenging than ever. In what is being called a “Frozen Market,” hiring has slowed, while at the same time candidates are more discerning than ever. Some of the strongest candidates are passive job seekers, people who aren’t actively applying, but are open
- [I-9 Compliance and Audit Readiness](https://hrworks-inc.com/blog-post/i-9-compliance-and-audit-readiness/) - As immigration enforcement continues to evolve, maintaining Form I-9 compliance is more critical than ever for employers. Failure to accurately complete, store, and audit these forms can lead to substantial fines and legal consequences. Taking a proactive approach—through routine internal audits, prompt corrections, and meticulous documentation—helps reduce risk and ensures compliance. For a more in-depth
- [President Trump Signs Executive Order to Enhance Healthcare Price Transparency](https://hrworks-inc.com/industry-update/president-trump-signs-executive-order-to-enhance-healthcare-price-transparency/) - On February 25, 2025, President Trump signed Executive Order 14221 (EO), aimed at enhancing price transparency in healthcare and addressing hidden costs. This order builds upon Executive Order 13877 (2019), which sought to improve price and quality transparency in the U.S. healthcare system. EO 14221 specifically directs the Secretaries of the Treasury, Labor, and Health and Human Services to
- [IRS Issues Guidance on Tax Treatment of Paid Family and Medical Leave (PFML) Contributions](https://hrworks-inc.com/industry-update/irs-issues-guidance-on-tax-treatment-of-paid-family-and-medical-leave-pfml-contributions/) - The IRS has recently issued guidance on the federal tax treatment of Paid Family and Medical Leave (PFML) contributions and benefits, an area where no formal guidance previously existed. In recent years, multiple states have enacted PFML programs to provide wage replacement benefits to employees who need time off due to their own medical conditions or to
- [IRS Releases Regulations on Furnishing Affordable Care Act Forms](https://hrworks-inc.com/industry-update/irs-releases-regulations-on-furnishing-affordable-care-act-forms/) - As we previously reported, the Internal Revenue Service (IRS) has made changes to the Affordable Care Act (ACA) reporting requirements and has now released Notice 2025-15, providing guidance on implementing new requirements for furnishing Forms 1095-B and 1095-C under the Paperwork Burden Reduction Act. These changes introduce an alternative method for furnishing Forms 1095-B and 1095-C, potentially
- [Federal Artificial Workplace Guidance Removed: What Employers Need to Know](https://hrworks-inc.com/industry-update/federal-artificial-workplace-guidance-removed-what-employers-need-to-know/) - The new administration has reversed prior federal efforts to regulate artificial intelligence (AI) in the workplace, rescinding Biden-era AI policies and prioritizing “AI dominance.” As a result, key guidance documents from the Equal Employment Opportunity Commission (EEOC), the Office of Federal Contract Compliance Programs (OFCCP), and the Department of Labor (DOL) have been removed, eliminating
- [Temporary Protected Status for Haiti: Key Updates for Employers](https://hrworks-inc.com/industry-update/temporary-protected-status-for-haiti-key-updates-for-employers/) - On February 20, 2025, Secretary of Homeland Security Kristi Noem announced a revision to the Temporary Protected Status (TPS) extension and redesignation for Haiti. This update shortens the TPS period from 18 months to 12 months, setting a new expiration date of August 3, 2025, instead of the originally planned date of February 3, 2026. Additionally, the initial
- [NLRB Rescinds Guidance on Non-Compete Agreements: What Employers Need to Know](https://hrworks-inc.com/industry-update/nlrb-rescinds-guidance-on-non-compete-agreements-what-employers-need-to-know/) - On February 14, 2025, National Labor Relations Board (NLRB) Acting General Counsel William Cowan rescinded prior guidance (McLaren Macomb) that sought to limit the use of non-compete agreements under the National Labor Relations Act (NLRA). The rescinded memos, issued by former General Counsel Jennifer Abruzzo, had advocated for a more aggressive approach in challenging restrictive covenants,
- [District of Columbia (DC) Announces Minimum Wage Increase for July 2025](https://hrworks-inc.com/industry-update/district-of-columbia-dc-announces-minimum-wage-increase-for-july-2025/) - Effective July 1, 2025, the District of Columbia’s minimum wage will increase to $17.95 per hour (up from $17.50), reflecting a 2.7% annual inflation adjustment based on the Consumer Price Index for All Urban Consumers (CPI-U) in the Washington Metropolitan Statistical Area. For tipped employees, the minimum direct cash wage will rise to $12.00 per hour (up from $10.00), reducing the maximum tip
- [Massachusetts: Veterans Poster Is Now Available](https://hrworks-inc.com/industry-update/massachusetts-veterans-poster-is-now-available/) - As an update to our previous report, Massachusetts employers with more than 50 full-time employees are now required to display a new Veterans Benefits and Services poster. This notice must be posted in a prominent workplace location and provided to employees at the time of hire and annually thereafter. Although the requirement took effect on November 6, 2024,
- [New York Amends Retail Worker Safety Act: Key Changes and Employer Responsibilities](https://hrworks-inc.com/industry-update/new-york-amends-retail-worker-safety-act-key-changes-and-employer-responsibilities/) - The Retail Worker Safety Act (the “Act”), originally signed into law on September 4, 2024, has been amended through legislation signed by Governor Kathy Hochul on February 14, 2025. These changes impact how New York retail employers address workplace violence prevention and emergency response measures, particularly regarding panic button requirements. For context, under the Act, a “retail store” is
- [Michigan Updates Child Labor Laws](https://hrworks-inc.com/industry-update/michigan-updates-child-labor-laws/) - Michigan’s House Bill 5594, which takes effect on April 2, 2025, introduces significant changes to the state’s child labor laws to enhance oversight and compliance. Under the amended law, the Department of Labor and Economic Opportunity (DLEO) will assume responsibility for issuing work permits, a task previously handled by schools. Additionally, employers will be required to notify
- [New York Reintroduces a Bill to Ban Certain Non-Compete Agreements](https://hrworks-inc.com/industry-update/new-york-reintroduces-a-bill-to-ban-certain-non-compete-agreements/) - New York lawmakers have reintroduced legislation that would prospectively ban most employment-related non-compete agreements. The bill (S4641A), follows Governor Hochul’s 2023 veto of a similar measure and incorporates key revisions to address previous concerns. If enacted, the law would take effect 30 days after being signed by the governor, invalidating new non-compete agreements while allowing
- [New York Senate Expands Employment Protections for Individuals with Criminal Records](https://hrworks-inc.com/industry-update/new-york-senate-expands-employment-protections-for-individuals-with-criminal-records/) - Signed into law in 2024 and effective March 22, 2025, New York State’s Senate Bill 940 limits the mandatory disclosure of criminal history records. Under the new law, all employers and educational institutions are prohibited from requiring individuals to provide copies of their criminal records, reinforcing fair hiring practices and ensuring compliance with Article 23-A of the Correction Law. The
- [Virginia Introduces High-Risk AI Regulation: Key Implications for Employers](https://hrworks-inc.com/industry-update/virginia-introduces-high-risk-ai-regulation-key-implications-for-employers/) - As artificial intelligence (AI) continues to reshape the workplace, Virginia has taken a proactive step in regulating its use through the High-Risk Artificial Intelligence Developer and Deployer Act. If signed into law, this legislation—effective July 1, 2026—aims to prevent algorithmic discrimination and enhance transparency in employment, finance, housing, and other key areas where AI influences decision-making. Notably,
- [New York City Expands Lactation Accommodation Requirements: What Employers Need to Know](https://hrworks-inc.com/industry-update/new-york-city-expands-lactation-accommodation-requirements-what-employers-need-to-know/) - The New York City Council has enacted Int. No. 892-A, amending the administrative code to strengthen workplace lactation accommodation policies. This law requires employers to implement written lactation room policies and ensure these policies are readily accessible to employees. The amendment builds upon the city’s existing lactation accommodation requirements, reinforcing employees’ rights to express breast milk
- [Understanding New York’s Updated Data Breach Notification Law ](https://hrworks-inc.com/industry-update/understanding-new-yorks-updated-data-breach-notification-law/) - New York State recently amended its data breach notification law (Stop Hacks and Improve Electronic Data Security Act or “SHIELD Act”), introducing significant changes that impact how all employers who maintain “private information” must respond to and report data breaches. The amendments took effect immediately (December 21, 2024). These updates to New York’s data breach notification law
- [How HR Works Can Help: Trump’s Executive Orders and Their Impact on Private Employers](https://hrworks-inc.com/blog-post/how-hr-works-can-help-trumps-executive-orders-and-their-impact-on-private-employers/) - Since taking office, President Trump has issued several executive orders (EOs) impacting employers, particularly in areas related to affirmative action and diversity, equity, and inclusion (DEI) initiatives. These changes have raised questions about their broader implications for employers. As these policies continue to evolve, we are closely monitoring any new developments that may affect employers.
- [Reminder: Posting of 300A and Electronic Submission of OSHA Forms Due Soon ](https://hrworks-inc.com/industry-update/reminder-posting-of-300a-and-electronic-submission-of-osha-forms-due-soon/) - As of February 1, 2025, employers with 10 or more employees, unless an industry-specific exemption applies, should have completed, certified, and posted a Summary of Work-Related Injuries and Illnesses (OSHA Form 300A) that occurred last year. The summary must remain posted in a visible and easily accessible area at each worksite through April 30, 2025. Additionally, covered establishments must electronically submit
- [New US DOL Opinion Letters Address Tip Pooling and FMLA Substitution of Paid Time Off ](https://hrworks-inc.com/industry-update/new-us-dol-opinion-letters-address-tip-pooling-and-fmla-substitution-of-paid-time-off/) - The U.S. Department of Labor’s (DOL) Wage and Hour Division (WHD) recently published two opinion letters. These letters clarify how employers may coordinate paid family leave benefits with leave taken under the Family and Medical Leave Act (FMLA) and address tip pooling under the Fair Labor Standards Act (FLSA). Leave Substitution and Other Paid Leave
- [EEOC Leadership Change Signals Shift in Priorities: What Employers Need to Know ](https://hrworks-inc.com/industry-update/eeoc-leadership-change-signals-shift-in-priorities-what-employers-need-to-know/) - The U.S. Equal Employment Opportunity Commission (EEOC) has a new Acting Chair, Andrea R. Lucas, appointed by President Trump. Lucas has served as an EEOC Commissioner since 2020, having been nominated by President Trump during his first term. This change in the EEOC Chair signals a potential shift in the agency’s focus and priorities concerning investigating
- [Supreme Court Ruling on FLSA Exemptions: What Employers Need to Know ](https://hrworks-inc.com/industry-update/supreme-court-ruling-on-flsa-exemptions-what-employers-need-to-know/) - The U.S. Supreme Court has issued a significant ruling in E.M.D. Sales, Inc. v. Carrera, clarifying the standard of proof required for employers to classify workers as exempt under the Fair Labor Standards Act (FLSA). This decision aligns federal courts in applying a preponderance of the evidence standard, making it easier for employers to justify exemption claims.
- [California Sets Legal Boundaries for Artificial Intelligence](https://hrworks-inc.com/industry-update/california-sets-legal-boundaries-for-artificial-intelligence/) - The rapid rise of artificial intelligence (AI) has prompted California to take a proactive stance in establishing legal guidelines for its development and use. The California Attorney General’s Office recently issued a comprehensive legal advisory outlining how existing state laws apply to AI, emphasizing consumer protection, civil rights, competition, and data privacy. Navigating the Potential and Pitfalls
- [California’s Updated Whistleblower Notice Is Now Available ](https://hrworks-inc.com/industry-update/californias-updated-whistleblower-notice-is-now-available/) - As an update to our prior post, effective January 1, 2025, California employers are required to post a notice about employee whistleblower protections. The model notice is now available from the California Department of Industrial Relations (DIR). Here’s what you need to know: New Model Notice. California has released an updated model whistleblower notice, Whistleblowers are Protected. Using this
- [New Jersey Division on Civil Rights Issues Guidance on Algorithmic Discrimination ](https://hrworks-inc.com/industry-update/new-jersey-division-on-civil-rights-issues-guidance-on-algorithmic-discrimination/) - The New Jersey Division on Civil Rights (DCR) recently released guidance on how the New Jersey Law Against Discrimination (LAD) applies to algorithmic discrimination. This guidance clarifies that the LAD prohibits algorithmic discrimination in various settings, including employment, housing, and places of public accommodation. Background Automated decision-making tools, powered by artificial intelligence (AI) and algorithms, are increasingly
- [New York Law Addresses the Use of Digital Replicas in Entertainment ](https://hrworks-inc.com/industry-update/new-york-law-addresses-the-use-of-digital-replicas-in-entertainment/) - Effective January 1, 2025, New York State enacted a law to protect individuals from the unauthorized use of their digital replicas. This law is a significant step towards safeguarding the rights of performers in the rapidly evolving digital landscape. What is a Digital Replica? A digital replica refers to a computer-generated simulation of an individual’s voice or likeness that
- [New York’s Fiscal Year 2026 Budget: Key Changes Impacting Employers ](https://hrworks-inc.com/industry-update/new-yorks-fiscal-year-2026-budget-key-changes-impacting-employers/) - The New York Fiscal Year 2026 Budget introduces significant changes that will impact employers across the state, particularly those employing minors or navigating wage and discrimination claims. The budget is usually enacted by April 1 each year. Below are key updates and what they may mean for your business: Digitization of Youth Working Papers. New York is modernizing the employment
- [New York Expands Workers’ Compensation Coverage for Mental Health Injuries](https://hrworks-inc.com/industry-update/new-york-expands-workers-compensation-coverage-for-mental-health-injuries/) - Effective January 1, 2025, New York State has significantly broadened its workers’ compensation law to encompass mental health injuries stemming from extraordinary work-related stress (S.6635/A.5745). This change marks a major shift in employee protections, extending coverage beyond the previous limitations that applied solely to first responders experiencing post-traumatic stress disorder (PTSD). Key Takeaways for Employers Expanded
- [New York’s New Injury Reduction Program for Warehouse Workers ](https://hrworks-inc.com/industry-update/new-yorks-new-injury-reduction-program-for-warehouse-workers/) - New York State Legislature has passed an amendment to Section 780 of the Labor Law, entitled “Warehouse Worker Injury Reduction Program,” a significant step toward protecting warehouse workers. This legislation, set to take effect on June 1, 2025, aims to address the rate of workplace injuries in the warehouse industry and implement measures to ensure worker safety
- [Navigating the Impact of New Executive Orders](https://hrworks-inc.com/blog-post/navigating-the-impact-of-new-executive-orders/) - Since President Trump took office on January 20, 2025, there has been a flurry of activity and confusion as President Trump issued several Executive Orders (EOs) with potentially vast implications for employers. While we await further guidance to understand the full impact, HR Works is committed to helping employers stay informed and proactively prepare for
- [Maine Finalizes Rules for Paid Family and Medical Leave Program: Key Employer Takeaways ](https://hrworks-inc.com/industry-update/maine-finalizes-rules-for-paid-family-and-medical-leave-program-key-employer-takeaways/) - On December 4, 2024, the Maine Department of Labor (DOL) adopted finalized rules for the state’s Paid Family and Medical Leave (PFML) Program. These rules establish the framework for the program, which is set to provide up to 12 weeks of paid leave annually for eligible employees starting May 1, 2026. Below is a summary of the finalized
- [OSHA Releases Comprehensive 2023 Workplace Injury and Illness Data: What Employers Need to Know](https://hrworks-inc.com/industry-update/osha-releases-comprehensive-2023-workplace-injury-and-illness-data-what-employers-need-to-know/) - The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) has recently released comprehensive data on workplace injuries and illnesses for calendar year 2023. This data, encompassing over 890,000 incidents at more than 91,000 workplaces, provides unprecedented insight into workplace safety trends and specific incident details. This release marks a significant step towards greater transparency
- [The Affordable Care Act Reporting Landscape: Recent Legislative Changes](https://hrworks-inc.com/industry-update/the-affordable-care-act-reporting-landscape-recent-legislative-changes/) - Recent legislative changes have brought significant relief to employers grappling with the complexities of Affordable Care Act (ACA) reporting. The Employer Reporting Improvement Act (Act) and the Paperwork Burden Reduction Act, once signed into law by President Biden, will introduce several key modifications to the ACA’s reporting and enforcement rules. Background: Current ACA Reporting Requirements Under the current
- [The Importance of Being Prepared for an I-9 Audit by DHS or ICE](https://hrworks-inc.com/blog-post/the-importance-of-being-prepared-for-an-i-9-audit-by-dhs-or-ice/) - Preparing for an I-9 audit by the Department of Homeland Security (DHS), or Immigration and Customs Enforcement (ICE) is a critical aspect of maintaining compliance with federal regulations. Here are five (5) key reasons why preparation is essential, the implications of not being prepared and proactive steps you can take to ensure compliance. Avoid Significant
- [IRS Announces Mileage Rate for 2025 ](https://hrworks-inc.com/industry-update/irs-announces-mileage-rate-for-2025/) - The Internal Revenue Service (IRS) announced the 2025 standard mileage rate. The increase began on January 1 and raised the rate from 67 cents per mile to 70 cents per mile. These rates apply to electric and hybrid-electric automobiles, as well as gasoline- and diesel-powered vehicles. Next Steps for Employers The IRS rate for mileage reimbursement is an optional
- [FLSA Dual Jobs Tip Credit Regulations Reverted to Original Standards](https://hrworks-inc.com/industry-update/flsa-dual-jobs-tip-credit-regulations-reverted-to-original-standards/) - The U.S. Department of Labor (DOL) has announced a significant regulatory change impacting employers with tipped employees. Following a recent Fifth Circuit Court decision (Restaurant Law Center v. U.S. Department of Labor), the Department has reverted to the original “dual jobs” regulations under the Fair Labor Standards Act (FLSA), first established in 1967. This change
- [Proposed Elimination of Subminimum Wages for Workers with Disabilities: What Employers Need to Know](https://hrworks-inc.com/industry-update/proposed-elimination-of-subminimum-wages-for-workers-with-disabilities-what-employers-need-to-know/) - The U.S. Department of Labor (DOL) has announced a proposed rule to eliminate the subminimum wage provisions under Section 14(c) of the Fair Labor Standards Act (FLSA). If finalized, this rule will fundamentally change wage practices for workers with disabilities. The proposed rule represents a significant shift in wage practices for workers with disabilities, reflecting the growing
- [EEOC Provides Guidance for Healthcare Providers on the Pregnant Workers Fairness Act ](https://hrworks-inc.com/industry-update/eeoc-provides-guidance-for-healthcare-providers-on-the-pregnant-workers-fairness-act/) - The U.S. Equal Employment Opportunity Commission (EEOC) has released new guidance for healthcare providers to help their patients obtain reasonable accommodations in the workplace under the Pregnant Workers Fairness Act (PWFA). This federal law, which went into effect on June 27, 2023, requires employers with 15 or more employees to provide reasonable accommodations to pregnant workers. The
- [OSHA Strengthens PPE Fit Requirements for Construction Workers ](https://hrworks-inc.com/industry-update/osha-strengthens-ppe-fit-requirements-for-construction-workers/) - The U.S. Department of Labor announced that its Occupational Safety and Health Administration has finalized a revision to the personal protective equipment standard for construction workers. The final rule explicitly requires the equipment to properly fit any construction worker who needs it, improving protections from hazardous conditions, effective January 13, 2025. The revision to the standard adds specific
- [California Provides Updated Guidance on Paid Sick Leave Use ](https://hrworks-inc.com/industry-update/california-provides-updated-guidance-on-paid-sick-leave-use/) - On December 2, 2024, California released updated guidance (in the form of frequently asked questions (FAQs)) on the permissible use of paid sick leave. This guidance provides additional protections for employees and requires employers to be aware of the additional qualifying reasons for using paid sick leave. Key Highlights of the Guidance Expanded Reasons for Leave. Employees can
- [Illinois Right to Privacy in the Workplace/E-Verify Poster is Now Available ](https://hrworks-inc.com/industry-update/illinois-right-to-privacy-in-the-workplace-e-verify-poster-is-now-available/) - As we previously reported, in 2024, Illinois signed the Right to Privacy in the Workplace Act (Act) into law, requiring employers using the federal E-Verify system (formerly known as the Basic Pilot/Employment Eligibility Verification Program) to comply with certain training, posting and privacy requirements. The law took effect on January 1, 2025. Illinois law does not prohibit any employer from
- [Illinois Expands Employment Protections for Caregivers ](https://hrworks-inc.com/industry-update/illinois-expands-employment-protections-for-caregivers/) - Illinois has taken a significant step forward in employee protections, with a new law (House Bill (HB) 2161) taking effect on January 1, 2025. This legislation prohibits discrimination against individuals with or perceived to have family caregiving responsibilities. Key Provisions of the New Law Expanded Protected Class. The law adds “family responsibilities” to the list of protected
- [Massachusetts Employers: Beware of Lie Detector Test Notice Requirements](https://hrworks-inc.com/industry-update/massachusetts-employers-beware-of-lie-detector-test-notice-requirements/) - Massachusetts law prohibits employers from using lie detector tests as a condition of employment or continued employment. To comply with this law, employers must provide a specific notice to all job applicants. Key Requirements Notice Requirement. Employers must include a specific notice on all job applications and similar forms that clearly states, “It is unlawful in Massachusetts
- [Massachusetts Pay Data Reporting Takes Effect Soon  ](https://hrworks-inc.com/industry-update/massachusetts-pay-data-reporting-takes-effect-soon-2/) - Starting February 1, 2025, private employers with 100 or more employees in Massachusetts during the previous calendar year must submit an annual EEO data report to the Massachusetts Department of Labor for aggregated public reporting. The report must align with current EEO-1 reporting requirements and include: Workforce demographics. Pay data categorized by race, ethnicity, sex, and job category. Unions,
- [New York Employers: Second Circuit Court Ruling Requires Reinstatement of Employee Reproductive Health Notice](https://hrworks-inc.com/industry-update/new-york-employers-second-circuit-court-ruling-requires-reinstatement-of-employee-reproductive-health-notice/) - New York employers are under renewed obligation to include a notice in their employee handbooks regarding protections for reproductive health decision-making. This follows a recent decision by the Second Circuit Court of Appeals in CompassCare et al. v. Hochul, which overturned a previous injunction allowing employers to remove the notice. The case centered around New York
- [Cook County Illinois Amends Its Paid Leave Procedural Rules](https://hrworks-inc.com/industry-update/cook-county-illinois-amends-its-paid-leave-procedural-rules/) - Recent amendments to the Cook County Paid Leave Ordinance’s procedural rules introduce new requirements that employers must adhere to related to accruals, a written policy, notice requirements, rate of pay calculations, and interaction with the federal Family and Medical Leave Act (FMLA). These changes took effect immediately as of October 2024. Background on Paid Leave As of
- [New York Amends Equal Protection Clause in State Constitution ](https://hrworks-inc.com/industry-update/new-york-amends-equal-protection-clause-in-state-constitution/) - New York voters approved Proposition 1 on November 5, 2024, amending the state constitution to protect against unequal treatment based on specific protected classes. Effective January 1, 2025, the equal protection clause has been expanded to include the following additional protected characteristics: ethnicity, national origin, age, disability, sex, sexual orientation, gender identity, gender expression, pregnancy,
- [Rhode Island Increases to Temporary Caregiver Leave Benefits Take Effect Soon ](https://hrworks-inc.com/industry-update/rhode-island-increases-to-temporary-caregiver-leave-benefits-take-effect-soon/) - Rhode Island has passed legislation (RI H7171) increasing the maximum number of weeks employees can take under the state’s Temporary Caregiver Insurance (TCI) program. The maximum leave will increase from six weeks to seven weeks starting January 1, 2025, and to eight weeks beginning January 1, 2026. Employees are eligible for TCI benefits for any
- [The Future of HR: How the 2024 Election Could Reshape Federal Labor Regulations ](https://hrworks-inc.com/blog-post/the-future-of-hr-how-the-2024-election-could-reshape-federal-labor-regulations/) - The 2024 presidential election holds significant implications for human resources (HR) professionals, particularly regarding federal agency regulations. The election outcome will likely influence policies and enforcement priorities at key agencies, including the Equal Employment Opportunity Commission (EEOC), the Federal Trade Commission (FTC), Immigration and Customs Enforcement (ICE), the Occupational Safety and Health Administration (OSHA), the
- [Navigating FMLA Leave for Clinical Trials: Insights from DOL Opinion Letter FMLA2024-01-A](https://hrworks-inc.com/industry-update/navigating-fmla-leave-for-clinical-trials-insights-from-dol-opinion-letter-fmla2024-01-a/) - On November 8, 2024, the U.S. Department of Labor (DOL) issued an opinion letter (FMLA2024-01-A) providing important guidance on the use of Family and Medical Leave Act (FMLA) leave for employees undergoing treatment for serious health conditions as part of clinical trials. As the healthcare landscape evolves, understanding the implications of this guidance is crucial
- [Update on the Progression of E-Verify+ ](https://hrworks-inc.com/industry-update/update-on-the-progression-of-e-verify/) - As we previously reported, E-Verify+ was announced in February 2024. As an update, individual employers are now receiving invitations to voluntarily use E-Verify+. Currently, participation is by invitation only, as employers must be invited by USCIS to join the program. USCIS plans to continue the incremental rollout of E-Verify+ throughout 2024. Notably, E-Verify+ is not
- [Understanding the Implications of DOL Opinion Letter FLSA2024-01 for Reimbursement Practices](https://hrworks-inc.com/industry-update/understanding-the-implications-of-dol-opinion-letter-flsa2024-01-for-reimbursement-practices/) - On November 8, 2024, the U.S. Department of Labor (DOL) issued opinion letter FLSA2024-01, offering critical guidance for employers on including daily expense payments for tools and equipment in overtime pay calculations under the Fair Labor Standards Act (FLSA). This guidance is particularly relevant for industries such as oil and gas, where employees frequently work
- [US DOL Launches New Tool for Workplace Accommodations](https://hrworks-inc.com/industry-update/us-dol-launches-new-tool-for-workplace-accommodations/) - The U.S. Department of Labor (DOL) has partnered with the Job Accommodation Network (JAN) to release a new tool, the Situations and Solutions Finder, which offers over 700 accommodation ideas for workers with disabilities and their employers. This tool provides examples of workplace accommodations shared by users of JAN, a service of the DOL’s Office
- [Alaska Voters Approve Initiative 1—Bringing Minimum Wage Increases and Paid Sick Leave ](https://hrworks-inc.com/industry-update/alaska-voters-approve-initiative-1-bringing-minimum-wage-increases-and-paid-sick-leave/) - Alaska voters approved a ballot measure (Initiative 1) introducing annual minimum wage increases over the next three years and mandatory Paid Sick Leave (PSL) for private employers. Understanding the key provisions of Initiative 1 is essential for ensuring compliance. Below are key highlights of the minimum wage increases and PSL requirements. Minimum Wage Increases Effective
- [Illinois Amendment Extends Military Leave Protections to U.S. Space Force ](https://hrworks-inc.com/industry-update/illinois-amendment-extends-military-leave-protections-to-u-s-space-force/) - Effective January 1, 2025, Illinois (HB 5640) will formally recognize the United States Space Force as an official branch of the United States Armed Forces, and clarify that members of this branch are covered under the Illinois Service Member Employment and Reemployment Rights Act (ISERRA). ISERRA covers employees in military service, which includes service in
- [Illinois Pay Transparency Takes Effect Soon ](https://hrworks-inc.com/industry-update/illinois-pay-transparency-takes-effect-soon/) - Effective January 1, 2025, the Illinois Equal Pay Act is amended to require employers with 15 or more employees to include a wage range and benefits in job postings. Employers must also notify all current employees of promotion opportunities within 14 days of an external posting, except for positions for state workers who are exempt from competitive selection.
- [Maine Salary Level Will Increases ](https://hrworks-inc.com/industry-update/maine-salary-level-will-increases/) - Effective January 1, 2025, the minimum salary for executive, administrative, and professional employees in Maine who are exempt from minimum wage and overtime requirements will increase. Under Maine law, this minimum salary must either equal 3,000 times the state’s minimum hourly wage ($14.65 per hour) or meet the federal minimum salary requirement, whichever is greater.
- [Massachusetts Pay Data Reporting Takes Effect Soon ](https://hrworks-inc.com/industry-update/massachusetts-pay-data-reporting-takes-effect-soon/) - Starting February 1, 2025, private employers with 100 or more employees in Massachusetts during the previous calendar year must submit an annual EEO data report to the Massachusetts Department of Labor for aggregated public reporting. The report must align with current EEO-1 reporting requirements and include: Workforce demographics. Pay data categorized by race, ethnicity,
- [Michigan Reinstates its Original Sick Leave Law ](https://hrworks-inc.com/industry-update/michigan-reinstates-its-original-sick-leave-law-2/) - As we previously reported, Michigan’s Earned Sick Time Act (ESTA) will replace the current Paid Medical Leave Act (PMLA) on February 21, 2025. The ESTA was initially enacted by voter initiative in 2018 but was later subject to litigation. On July 31, 2024, the Michigan Supreme Court invalidated the PMLA and reinstated the ESTA. The
- [Minnesota’s Pay Transparency Law Takes Effect Soon ](https://hrworks-inc.com/industry-update/minnesotas-pay-transparency-law-takes-effect-soon/) - Beginning January 1, 2025, employers with 30 or more employees in Minnesota must include the following information in each job posting: the starting salary range and, a general description of all benefits and other compensation (e.g., health or retirement benefits) to be offered to the hired job applicant. Key Requirements Employers that do not plan
- [Missouri Voters Approve Proposition A—Bringing Minimum Wage Increases and Paid Sick Leave ](https://hrworks-inc.com/industry-update/missouri-voters-approve-proposition-a-bringing-minimum-wage-increases-and-paid-sick-leave/) - Missouri voters approved a measure (Proposition A) introducing minimum wage increases annually for the next two years and mandatory Paid Sick Time (PST) for private employers. Understanding the key details of Proposition A’s minimum wage increase and PST law is essential to ensure compliance. Below are key provisions of minimum wage increases and PST. Minimum
- [Nebraska Passes Paid Sick Leave Law ](https://hrworks-inc.com/industry-update/nebraska-passes-paid-sick-leave-law/) - Nebraska voters approved Ballot Initiative 436, requiring covered private employers with one or more employees to provide paid sick leave (PSL) to eligible employees for personal or family health needs and public health emergencies. Leave accrual for existing employees begins on October 1, 2025, and at hire for employees hired after this date. Coverage Covered
- [Pay Transparency Is Coming to New Jersey ](https://hrworks-inc.com/industry-update/pay-transparency-is-coming-to-new-jersey/) - On November 18, 2024, New Jersey Governor Phil Murphy signed statewide pay transparency legislation (SB 2310) requiring employers to disclose pay and benefits details in job postings, effective June 1, 2025. The law applies to employers with 10 or more employees (over 20 calendar weeks) who operate or accept job applications in the state, including
- [Potential Amendments to New York’s Retail Worker Safety Act ](https://hrworks-inc.com/industry-update/potential-amendments-to-new-yorks-retail-worker-safety-act/) - As previously reported, the Retail Worker Safety Act (RWSA) amends New York Labor Law by adding Section 27-e, requiring retail employers with at least 10 employees to develop and implement workplace violence prevention programs. These programs must include a prevention policy, employee training, and, for employers with 500 or more retail employees, panic buttons. Most
- [New York Releases FAQs on Paid Prenatal Leave ](https://hrworks-inc.com/industry-update/new-york-releases-faqs-on-paid-prenatal-leave/) - The New York Department of Labor has issued guidance on the prenatal leave law that takes effect on January 1, 2025, in the form of frequently asked questions (FAQs). Key highlights of the guidance include clarification on the following: Counting the 52 Weeks. The 52 weeks for determining leave eligibility are measured forward from the
- [Proposed NYC Law Expands Sick Leave to Include Care for Pets and Service Animals](https://hrworks-inc.com/industry-update/proposed-nyc-law-expands-sick-leave-to-include-care-for-pets-and-service-animals/) - The New York City Council has introduced legislation (Initiative 1089) to amend the administrative code, allowing employees to use accrued sick time to care for certain animals. The proposed law defines a "covered animal" as either a service animal or an animal kept primarily for companionship, provided it complies with applicable laws, such as licensing
- [Federal Court Strikes Down DOL Overtime Rule ](https://hrworks-inc.com/industry-update/federal-court-strikes-down-dol-overtime-rule/) - On November 15, 2024, the U.S. District Court for the Eastern District of Texas vacated the U.S. Department of Labor’s (DOL) final regulation, increasing the salary threshold for the “white collar” overtime exemption under the Fair Labor Standards Act (FLSA). The court ruled the regulation exceeded the agency’s statutory authority, blocking all aspects of the
- [California’s AB-3234: New Requirements for Social Compliance Audits ](https://hrworks-inc.com/industry-update/californias-ab-3234-new-requirements-for-social-compliance-audits-2/) - California has introduced Assembly Bill 3234, establishing new requirements for employers who voluntarily undergo social compliance audits. This legislation, effective January 1, 2025, aims to enhance transparency and accountability in labor practices, with a specific emphasis on child labor. Under this law, employers who voluntarily undergo social compliance audits must post a clear and conspicuous link on
- [Important Update for Employers: State Minimum Wage Increases](https://hrworks-inc.com/blog-post/important-update-for-employers-state-minimum-wage-increases-2/) - Several states are implementing new minimum wage increases that take effect on January 1, 2025. Employers must stay informed about these changes to ensure compliance and make necessary adjustments in their payroll systems. Below is a summary of the key updates and recommended next steps for employers. Effective January 1 the following states will have minimum wage increases:
- [Federal Contractor Minimum Wage Set to Increase in 2025 ](https://hrworks-inc.com/industry-update/federal-contractor-minimum-wage-set-to-increase-in-2025/) - The U.S. Department of Labor’s Wage and Hour Division has announced an increase in the minimum wage for federal contract and subcontract workers covered by Executive Order 14026. Effective January 1, 2025, the minimum hourly wage for these workers will rise from $17.20 to $17.75. Key Points of the Wage Increase The new $17.75 minimum wage applies to
- [IRS Announces FSA Contribution Cap for 2025 ](https://hrworks-inc.com/industry-update/irs-announces-fsa-contribution-cap-for-2025/) - The Internal Revenue Service (IRS) has announced that the 2025 contribution limit for health flexible spending accounts (FSAs) will be $3,300, an increase of $100 from the 2024 limit. Health FSAs allow employees to set aside pre-tax dollars from their paychecks to cover qualified medical expenses, such as doctor visits, prescriptions, dental care, and vision care. For plans
- [USCIS Extends Green Card Validity: Key Considerations for Employers ](https://hrworks-inc.com/industry-update/uscis-extends-green-card-validity-key-considerations-for-employers/) - U.S. Citizenship and Immigration Services (USCIS) has recently announced the implementation of a significant change to the validity period for Green Cards. Effective September 10, 2024, the automatic extension period for Permanent Resident Cards (Green Cards) has been increased from 24 to 36 months for Lawful Permanent Residents (LPRs) who file Form I-90 to renew their expiring or expired cards.
- [US DOL Releases Expanded Guidance on Artificial Intelligence Best Practices ](https://hrworks-inc.com/industry-update/us-dol-releases-expanded-guidance-on-artificial-intelligence-best-practices/) - The U.S. Department of Labor (DOL) released a new online resource on October 16, 2024, titled “Artificial Intelligence and Worker Well-Being: Principles and Best Practices For Developers And Employers.” This guidance builds upon the eight core principles released in May 2024, providing additional context and best practices to help employers and developers promote safe and fair
- [CFPB Clarifies FCRA Compliance for Employers Using Algorithmic Hiring Tools ](https://hrworks-inc.com/industry-update/cfpb-clarifies-fcra-compliance-for-employers-using-algorithmic-hiring-tools/) - The Consumer Financial Protection Bureau (CFPB) has recently issued a circular emphasizing the importance of Fair Credit Reporting Act (FCRA) compliance for employers using algorithmic scoring tools in hiring decisions. These tools, which assess and evaluate candidates and employees, are increasingly being used to monitor productivity, predict employee behavior, and make hiring and retention decisions. Key Points from the
- [Social Security Payroll Tax Wage Cap to Increase in 2025 ](https://hrworks-inc.com/industry-update/social-security-payroll-tax-wage-cap-to-increase-in-2025/) - The Social Security Administration (SSA) has announced that the maximum earnings subject to Social Security taxes will increase by 4.4% in 2025. This means the wage cap will rise from $168,600 in 2024 to $176,100 in 2025. Impact on Employers and Employees Both employers and employees will contribute Social Security taxes (6.2%) on wages up to the $176,100
- [The Implications of California’s SB 1100 on Driver’s License Requirements ](https://hrworks-inc.com/industry-update/the-implications-of-californias-sb-1100-on-drivers-license-requirements/) - Effective January 1, 2025, the Fair Employment and Housing Act (FEHA) in California will undergo significant changes impacting hiring practices statewide. Governor Gavin Newsom recently signed Senate Bill 1100, aimed at increasing employment opportunities for individuals without a driver’s license, including those who may lack the financial means to own or maintain a vehicle, as well as
- [California’s AB-3234: New Requirements for Social Compliance Audits ](https://hrworks-inc.com/industry-update/californias-ab-3234-new-requirements-for-social-compliance-audits/) - California has introduced Assembly Bill 3234, establishing new requirements for employers who voluntarily undergo social compliance audits. This legislation, effective January 1, 2025, aims to enhance transparency and accountability in labor practices, with a specific emphasis on child labor. Under this law, employers who voluntarily undergo social compliance audits must post a clear and conspicuous link on
- [Update on California’s Minimum Wage Increase for Healthcare Workers ](https://hrworks-inc.com/industry-update/update-on-californias-minimum-wage-increase-for-healthcare-workers/) - As an update to our previous post, California’s healthcare minimum wage increase took effect on October 16, 2024—postponed from its original start date of June 1, 2024. The delay was contingent on the state achieving a revenue increase of at least three percent from July 1, 2024, through September 30, 2024. The updated minimum wage rates for
- [California Announces Increase in Compensation Rate for Computer Professional Exemption in 2025 ](https://hrworks-inc.com/industry-update/california-announces-increase-in-compensation-rate-for-computer-professional-exemption-in-2025/) - Effective January 1, 2025, California employers must ensure that compensation rates for computer professionals meet new salary thresholds to qualify for the California computer professional exemption. Beginning in 2025, computer professionals in California must be paid an annual salary of at least $118,657.43 ($9,888.13 per month) or an hourly rate of $56.97 for every hour worked. In addition to meeting
- [California Enacts Freelance Worker Protection Act ](https://hrworks-inc.com/industry-update/california-enacts-freelance-worker-protection-act/) - The Freelance Worker Protection Act (FWPA) will take effect on January 1, 2025, significantly impacting how employers engage with freelance workers (independent contractors) within the state. The FWPA mandates written contracts, specifies payment timelines, and establishes recordkeeping requirements. The FWPA applies to nearly all private employers, with exceptions for individuals hiring services for personal use by themselves, family
- [California Passes Law on Captive Audience Meetings ](https://hrworks-inc.com/industry-update/california-passes-law-on-captive-audience-meetings/) - On October 2, 2024, California enacted the California Worker Freedom From Employer Intimidation Act (S.B. 399), which becomes effective on January 1, 2025. This law prohibits certain employers from taking or threatening adverse employment action against an employee who declines to attend a meeting or listen to communication from the employer regarding their views on
- [Colorado Exempt Salary Level Increase for 2025 ](https://hrworks-inc.com/industry-update/colorado-exempt-salary-level-increase-for-2025/) - Effective January 1, 2025, the minimum weekly salary for exempt executive, administrative, professional, and other qualifying employees under the Colorado Overtime and Minimum Pay Standards (COMPS) Order will increase to $1,086.25. Additionally, the minimum hourly rate for computer employees will rise to $34.07, and the minimum annual salary for highly compensated employees will increase to $127,091. Notably, if the
- [Connecticut Paid Sick Leave Law Changes for Employers with 11 or More Employees](https://hrworks-inc.com/industry-update/connecticut-paid-sick-leave-law-changes-for-employers-with-11-or-more-employees/) - Starting January 1, 2025, significant changes to the Connecticut Paid Sick Leave Law take effect under CT HB 5005. These amendments aim to expand employee benefits and provide greater flexibility in using paid sick leave. Employers must understand these changes and take the necessary steps to ensure compliance. Here’s an overview of the amended law and recommended
- [Delaware Paid Family and Medical Leave Contributions Starting Soon ](https://hrworks-inc.com/industry-update/delaware-paid-family-and-medical-leave-contributions-starting-soon/) - Effective January 1, 2025, covered employers and employees must make contributions to fund paid family and medical leave (PFML) benefits provided for under the Healthy Delaware Families Act. Employers must withhold employee contributions by payroll deduction and remit both the employee and employer share every quarter. Below are key details on the leave. Contribution Amounts Beginning January 1, 2025,
- [Delaware Expands Anti-Discrimination Protections to Include Housing Status ](https://hrworks-inc.com/industry-update/delaware-expands-anti-discrimination-protections-to-include-housing-status/) - Effective September 26, 2024, Delaware has expanded its anti-discrimination laws to include “housing status” as a protected characteristic. This legislative change impacts various aspects of employment and public services within the state. What is “Housing Status”? “Housing status” refers to an individual’s, family’s, or youth’s overnight residence, regardless of its permanence or habitability. Key Implications for
- [Massachusetts Paid Family and Medical Leave Updates for 2025](https://hrworks-inc.com/industry-update/massachusetts-paid-family-and-medical-leave-updates-for-2025/) - The Massachusetts Department of Family and Medical Leave has announced updates to the Paid Family and Medical Leave (PFML) program for 2025. These changes affect both employers and employees. Contribution Rates Employers with 25 or More Employees: The contribution rate will remain at 0.88% of eligible wages. This rate is divided between employee payroll withholdings and
- [Massachusetts Expands Earned Sick Time Usage](https://hrworks-inc.com/industry-update/massachusetts-expands-earned-sick-time-usage/) - Effective November 21, 2024, Massachusetts has expanded the reasons employees can use Earned Sick Time under an Act Promoting Access To Midwifery Care And Out-Of-Hospital Birth Options to include addressing the employee’s own physical and mental health needs or addressing the physical and mental health needs of an employee’s spouse for situations involving pregnancy loss, failed assisted reproduction, adoption, or
- [New Hampshire’s New Firearm Storage Law: Implications for Employers](https://hrworks-inc.com/industry-update/new-hampshires-new-firearm-storage-law-implications-for-employers/) - Effective January 1, 2025, New Hampshire’s new firearm storage law (RSA 159:27) will impact workplace policies for public and private employers receiving public funds. This law primarily addresses the storage of firearms in employee vehicles on employer property. Key Provisions of the New Law Permissible Storage: Employers cannot prohibit employees from storing firearms or ammunition in their
- [New York Paid Prenatal Leave Law Takes Effect Soon](https://hrworks-inc.com/industry-update/new-york-paid-prenatal-leave-law-takes-effect-soon/) - Starting January 1, 2025, private employers in New York State are required to provide up to 20 hours of paid prenatal leave to employees within any 52-week calendar period. This new law adds to existing leave entitlements like paid sick and safe leave and paid family leave. Key Points for Employers Eligible Leave: Paid prenatal leave can be used
- [New York Paid Family Leave Contribution Rates Increase for 2025](https://hrworks-inc.com/industry-update/new-york-paid-family-leave-contribution-rates-increase-for-2025/) - The New York Department of Financial Services (DFS) has announced that the Paid Family Leave (PFL) contribution rate for 2025 will increase. Key Changes for 2025 Contribution Rate: 0.388% of an employee’s gross wages per pay period (up from 0.373% in 2024). Annual Maximum Contribution: $354.53 (up from $333.25 in 2024). New York State Average Weekly Wage (NYSAWW): $1757.19 (up
- [New York Clean Slate Act Takes Effect Soon ](https://hrworks-inc.com/industry-update/new-york-clean-slate-act-takes-effect-soon/) - The New York Clean Slate Act will take effect on November 16, 2024. This law is designed to promote second chance hiring and reduce recidivism by automatically sealing certain criminal records, making them unavailable to most employers who obtain a criminal background check. However, convictions in other states or federal convictions will not be sealed under the Act.
- [It’s Time to Prepare for Updates to New York’s Minimum Wage and Salary Levels](https://hrworks-inc.com/industry-update/its-time-to-prepare-for-updates-to-new-yorks-minimum-wage-and-salary-levels/) - On December 27, 2023, New York adopted the proposed updated minimum wage rates and salary levels for New York workers that included increases in the minimum wage by $.50 each year through 2026 in addition to increases to the salary level for certain exempt workers. Effective January 1, 2025, the following key changes are expected to take effect:
- [Oregon’s New Warehouse Worker Protection Law](https://hrworks-inc.com/industry-update/oregons-new-warehouse-worker-protection-law/) - Effective January 1, 2025, under HB 4127, employers with 100 or more employees at a single warehouse or 1,000 or more employees at one or more warehouses in Oregon must provide written documentation to employees detailing quotas, including performance expectations and potential consequences for not meeting them. Written documentation must be provided to each employee summarizing any quotas to which they are
- [Oregon Paid Family and Medical Leave Can Be Used for Adoption and Foster Care Proceedings](https://hrworks-inc.com/industry-update/oregon-paid-family-and-medical-leave-can-be-used-for-adoption-and-foster-care-proceedings/) - Effective January 1, 2025, Oregon’s paid family and medical leave law (OPFML) is amended to allow eligible employees to take leave to “effectuate the legal process required for foster child placement or child adoption.” OPFML applies to employees who currently work in Oregon and who made at least $1,000 in Oregon in their base year before they apply for leave
- [Washington Announces Minimum Wage and Salary Level Increases for 2025](https://hrworks-inc.com/industry-update/washington-announces-minimum-wage-and-salary-level-increases-for-2025/) - Effective January 1, 2025, Washington State will increase its minimum wage and salary level thresholds for exempt employees. Minimum Wage Increase New Minimum Wage: $16.66 per hour (up from $16.28) Salary Level Increases for Exempt Employees Small Employers (fewer than 50 employees): $1,332.80 per week Large Employers (50+ employees): $1,499.40 per week Computer Professionals (Hourly): $58.31 per hour Determining Employer
- [Washington Expands Paid Sick Leave ](https://hrworks-inc.com/industry-update/washington-expands-paid-sick-leave-2/) - Washington expanded its paid sick leave law, offering employees more flexibility and support. Here’s what you need to know about changes that take effect on January 1, 2025: New Reason for Leave: Employees can use their paid sick leave (PSL) when a local, state, or federal emergency disrupts normal life. This could include situations like natural disasters or
- [HR News & Resources You Don't Want to Miss: Subscribe Today!](https://hrworks-inc.com/blog-post/hr-news-resources-you-dont-want-to-miss-subscribe-today/) - HR News You Don't Want to Miss: Important HR industry updates, legislative changes, guidance, and HR best practices for HR professionals and employers.
- [The Maryland Wage Disclosure Template is Now Available](https://hrworks-inc.com/industry-update/the-maryland-wage-disclosure-template-is-now-available/) - The Maryland Wage Range Transparency law took effect on October 1, 2024, requiring employers to include the following in all job postings, whether internal or external: The wage range, specifying the minimum and maximum pay. A general description of the benefits offered. Any other compensation elements for the position. Employers must disclose the required information
- [2024 HR Industry Trends Report](https://hrworks-inc.com/blog-post/2024-hr-industry-trends-report/) - Are you curious about how other organizations are adapting to current challenges within the areas of HR Compliance, Remote Work, Recruiting and Retention, and offering competitive Compensation and Benefits in today's labor market? HR Works is pleased to announce the release of our 2024 HR Industry Trends Survey Report, including responses from employers across the
- [10 Must-Do Year-End Considerations for HR Professionals!](https://hrworks-inc.com/blog-post/10-must-do-year-end-considerations-for-hr-professionals/) - With year-end approaching, it's the perfect time to give your HR processes a refresh and set yourself up for success in the new year. We’ve curated the Top 10 Year-End HR Tasks that will not only keep your company compliant but also boost your team’s engagement, performance, and growth. Let’s make sure your organization is
- [Achieving Success: Best Practices for Open Enrollment ](https://hrworks-inc.com/blog-post/achieving-success-best-practices-for-open-enrollment/) - With the 2025 open enrollment season quickly approaching, employers must be prepared as it is a significant period for managing employee benefits that can be stressful for both employers and employees. Effective planning and focusing on key areas can streamline the process, increase engagement, and ensure compliance: HR Works Can Help Our comprehensive Benefits Administration
- [Massachusetts: New Poster Requirement for Veterans](https://hrworks-inc.com/industry-update/massachusetts-new-poster-requirement-for-veterans/) - Effective November 6, 2024, all employers with more than 50 full-time employees must post a benefits and services poster for veterans. The notice must also be provided to employees at hire and annually thereafter. The poster is currently not yet available from the Massachusetts Executive Office of Labor and Workforce Development but is expected to
- [Massachusetts Revised Its Workers’ Compensation Notice](https://hrworks-inc.com/industry-update/massachusetts-revised-its-workers-compensation-notice/) - As of September 16, 2024, Massachusetts employers subject to workers’ compensation laws are required to post a revised workers' compensation Notice to Employees in a visible location accessible to all employees. If a visible location is not available, employers can distribute the notice by regular mail or electronically. The revised notice must include: Name and
- [New York Passes the Retail Works Safety Act](https://hrworks-inc.com/industry-update/new-york-passes-the-retail-works-safety-act/) - The Retail Worker Safety Act (RWSA) amends New York Labor Law by adding Section 27-e to mandate that retail employers with at least 10 employees develop and implement workplace violence prevention programs. Most of the law's provisions take effect on March 3, 2025. The requirements will not apply to public employers or retail stores that
- [Reminder: Medicare Part D Notice Is Due Soon ](https://hrworks-inc.com/industry-update/reminder-medicare-part-d-notice-is-due-soon/) - Each year, Medicare Part D requires group health plan sponsors to disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether the health plan’s prescription drug coverage is creditable. Plan sponsors must provide the annual disclosure notice to Medicare-eligible individuals by October 14, which
- [The Next Phase of the DOL’s Salary Level Increase Takes Effect Soon](https://hrworks-inc.com/industry-update/the-next-phase-of-the-dols-salary-level-increase-takes-effect-soon/) - On January 1, 2025, the next phase of the US Department of Labor’s (DOL’s) increase to the salary level for white-collar exemptions is set to take effect despite ongoing legal challenges. For background, the Fair Labor Standards Act (FLSA) generally requires overtime pay (time-and-a-half) for most employees who work more than 40 hours per week.
- [ACA Affordability Threshold for the 2025 Plan Year](https://hrworks-inc.com/industry-update/aca-affordability-threshold-for-the-2025-plan-year/) - On September 6, 2024, the IRS announced that the Affordable Care Act (ACA) affordability threshold will be 9.02% for plan years beginning in calendar year 2025. Under the ACA’s Employer Shared Responsibility provision (Play or Pay), large employers (those with an average of 50 full-time employees, including full-time equivalent employees during the prior year) must
- [Retirement Plan Contributions Increase for 2025](https://hrworks-inc.com/industry-update/retirement-plan-contributions-increase-for-2025/) - Employers offering 401(k), 403(b), or 457(b) plans can provide participants aged 50 or older the option to make catch-up contributions up to $7,500. However, if offered, this option must be available to all eligible participants. Starting in 2025, the SECURE 2.0 Act raises catch-up contribution limits for participants aged 60 to 63 by allowing individuals
- [Voting Leave: A Quick Guide for Employers](https://hrworks-inc.com/blog-post/voting-leave-a-quick-guide-for-employers/) - As November approaches, now is a good time to ensure you are familiar with applicable state-specific requirements to provide employees with time off to vote. Many states require employers to provide voting leave, either paid (e.g., California, New York) or unpaid (e.g., Georgia, Massachusetts), with the time allowed varying by state. It's essential to understand
- [Preparing for 2025: Changes to California's Paid Family Leave and PTO Requirements](https://hrworks-inc.com/industry-update/preparing-for-2025-changes-to-californias-paid-family-leave-and-pto-requirements/) - Starting January 1, 2025, under A.B. 2123, California employers will no longer be able to require employees to use up to two weeks of paid time off (PTO) or vacation leave before receiving state-paid family leave (PFL) benefits. Previously, this practice helped employers manage employee leave and prevent additional vacations after extended absences. The PFL
- [Maine Updates its Salary Level to Reflect the FLSA](https://hrworks-inc.com/industry-update/maine-updates-its-salary-level-to-reflect-the-flsa/) - The minimum salary for executive, administrative, and professional employees in Maine exempt from minimum wage and overtime requirements will align with the federal Fair Labor Standards Act (FLSA) minimum salary level. Maine law requires this minimum salary to be higher of either 3,000 times the state minimum hourly wage or the federal minimum salary. Since
- [Pay Transparency Is Likely Heading to New Jersey](https://hrworks-inc.com/industry-update/pay-transparency-is-likely-heading-to-new-jersey/) - The New Jersey General Assembly has passed legislation (S.B. 2310) that would require employers to disclose pay and benefits details in job postings. This legislation aims to increase transparency in job postings, ensuring that both current employees and external applicants are informed about compensation and benefits, thus promoting fair and open employment practices. If signed
- [New York Public Employers Must Notify Employees of Records Request ](https://hrworks-inc.com/industry-update/new-york-public-employers-must-notify-employees-of-records-request/) - The state has amended its law related to third-party requests for an employee’s disciplinary records under the Freedom of Information Law (FOIL). This update was signed into law on September 4, 2024, amending Section 87 of the Public Officers Law, and requiring covered employers to have a policy to notify employees if their disciplinary records
- [Rhode Island: New Poster Requirement for Veterans](https://hrworks-inc.com/industry-update/rhode-island-new-poster-requirement-for-veterans/) - Effective January 1, 2025, all employers with 50 or more full-time employees must post a benefits and services poster for veterans. The notice must also be provided to employees at hire and annually thereafter. The poster is currently not yet available from the Rhode Island Department of Labor but is expected to be before the
- [Harassment in The Workplace: Are Your EEO Practices Up to Date?](https://hrworks-inc.com/blog-post/harassment-in-the-workplace-are-your-eeo-practices-up-to-date/) - On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) released updated guidance on workplace harassment titled "Enforcement Guidance on Harassment in the Workplace." This update is essential for employers, as it outlines best practices for preventing and addressing harassment in an evolving workplace. With the changing nature of the workplace and an increasingly
- [Pay Transparency is Coming to Illinois](https://hrworks-inc.com/industry-update/pay-transparency-coming-to-illinois/) - Effective January 1, 2025, employers with 15 or more employees must include a wage range and benefits in job postings. Employers must also notify all current employees of promotion opportunities within 14 days of an external posting, except for positions for state workers who are exempt from competitive selection. This rule applies to positions performed in Illinois or
- [Illinois Expands Protections for Employees Flagged by E-Verify ](https://hrworks-inc.com/industry-update/illinois-expands-protections-for-employees-flagged-by-e-verify/) - On August 9, 2024, Illinois Governor JB Pritzker signed Senate Bill 0508 (SB0508) into law, enhancing employment protections for individuals flagged by E-Verify, due to identification discrepancies. SB0508 prohibits employers from taking adverse actions against employees solely based on E-Verify notifications or from imposing verification requirements beyond federal mandates (e.g., federal contractor/subcontractor E-Verify requirements and Form I-9
- [Court Strikes Down FTC’s Proposed Nationwide Non-Compete Ban](https://hrworks-inc.com/industry-update/court-strikes-down-ftcs-proposed-nationwide-non-compete-ban-2/) - On August 20, 2024, a Texas federal court struck down the Federal Trade Commission’s (FTC) proposed nationwide ban on non-compete agreements, which was set to take effect on September 4, 2024. In a 27-page opinion, the court ruled that the FTC exceeded its authority by attempting to enforce such a ban, labeling the rule as
- [OSHA Heat Standard is Open for Public Comments ](https://hrworks-inc.com/industry-update/osha-heat-standard-is-open-for-public-comments/) - The Occupational Safety and Health Administration (OSHA) has published its heat standard for indoor and outdoor settings (“proposed final rule”) in the Federal Register making the proposed final rule open for public comment. The final rule is being implemented to prevent or reduce heat-related injuries, illnesses, and fatalities. The proposed final rule would require employers to
- [Model HIPAA Reproductive Healthcare Privacy Attestation is Now Available ](https://hrworks-inc.com/industry-update/model-hipaa-reproductive-healthcare-privacy-attestation-is-now-available/) - In response to the Dobbs v. Jackson Women’s Health Organization decision, the U.S. Department of Health and Human Services (HHS) issued new HIPAA Privacy Rules to protect reproductive healthcare privacy that became effective on June 25, 2024. The new rules prohibit covered entities and business associates from using or disclosing Protected Health Information (PHI) for investigating or imposing liability related
- [FLSA Tip Credit Rule in Flux Again](https://hrworks-inc.com/industry-update/flsa-tip-credit-rule-in-flux-again/) - The Fifth Circuit Court of Appeals’ decision in Restaurant Law Center v. US Department of Labor has invalidated tip credit regulations that went into effect on November 23, 2021, that allowed the US Department of Labor (DOL) to assess civil money penalties against employers that among other things allowed managers and supervisors to keep tips they receive
- [California Amends Its Worker Compensation Notice Requirements ](https://hrworks-inc.com/industry-update/california-amends-its-worker-compensation-notice-requirements/) - On July 15, 2024, Governor Gavin Newsom signed Assembly Bill (AB) 1870, requiring employers in California to inform injured employees of their right to consult a licensed attorney regarding workers’ compensation claims, with the possibility that attorney fees could be paid from the worker’s award. This new mandate, effective January 1, 2025, expands existing obligations for employers,
- [California Minimum Wage Increase for Healthcare Workers](https://hrworks-inc.com/industry-update/california-minimum-wage-increase-for-healthcare-workers/) - On June 29, 2024, Governor Newsom signed AB 159 which was included in the state’s budget and indicates the increased health care minimum wage contingent on the state bringing in at least three percent more revenue from July 1, 2024, through September 30, 2024. The original implementation date of June 1, 2024, is delayed to October 15, 2024,
- [Colorado Enacts a Law on Biometric Protections](https://hrworks-inc.com/industry-update/colorado-enacts-a-law-on-biometric-protections/) - Effective July 1, 2025, the Colorado Privacy Act (CPA) is amended (CO H.B. 1130) to require employers to obtain employee consent before collecting and using employees’ biometric information and to adopt a written biometric policy that includes: A retention schedule for biometric identifiers and biometric data; A Protocol for responding to a data security incident that
- [DC Updates In-Person Sexual Harassment Training Requirements ](https://hrworks-inc.com/industry-update/dc-updates-in-person-sexual-harassment-training-requirements/) - Effective October 1, 2024, managers can choose to attend the District of Columbia’s (DC) required sexual harassment training online. Previously, managers were required to attend in-person training, whereas non-managerial employees could complete training online or in person. For background, the Tipped Wage Workers Fairness Amendment Act of 2018 (“the Act”) amended the District of Columbia Human
- [Changes Coming to Illinois’ Child Labor Law ](https://hrworks-inc.com/industry-update/changes-coming-to-illinois-child-labor-law/) - Effective January 1, 2025, the Child Labor Law of 2024 modernizes Illinois’ child labor regulations by repealing the existing statute and replacing it with an updated framework. The bill (SB 3646) sets standards for working conditions for children aged 15 and younger, including limiting work hours and updating the list of prohibited occupations. Other key updates
- [Illinois Extends the Statute of Limitations for Discrimination Claims ](https://hrworks-inc.com/industry-update/illinois-extends-the-statute-of-limitations-for-discrimination-claims/) - An amendment to the Illinois Human Rights Act (IHRA), signed on August 9, 2024, extends the statute of limitations for filing discrimination charges from 300 days to two years, effective January 1, 2025. What does this mean for employers? Potential for increased risk of litigation: With a longer timeframe to file claims, employees may be more likely
- [Illinois Amends Its Biometric Information Privacy Act](https://hrworks-inc.com/industry-update/illinois-amends-its-biometric-information-privacy-act/) - On August 2, 2024, Illinois Governor J.B. Pritzker signed Senate Bill 2979, amending the Illinois Biometric Information Privacy Act (BIPA). The amendment took effect immediately. This Amendment addresses issues stemming from vague language and broad court interpretations of BIPA, which led to costly litigation for businesses. BIPA was enacted in 2008 to address the collection of biometric data
- [Illinois Passes a Law on Captive Audience Meetings ](https://hrworks-inc.com/industry-update/illinois-passes-a-law-on-captive-audience-meetings/) - On July 31, 2024, Illinois Governor JB Pritzker signed into law Illinois Senate Bill 3649, known as the Worker Freedom of Speech Act (WFSA) which takes effect on January 1, 2025. This legislation is designed to protect workers’ rights to express themselves freely, particularly in contexts related to employment, without fear of retaliation from their employers by
- [Illinois Updates Its Personnel File Access Law ](https://hrworks-inc.com/industry-update/illinois-updates-its-personnel-file-access-law/) - Illinois House Bill 3763 (HB 3763) introduces significant amendments to the Personnel Records Review Act, set to take effect on January 1, 2025. This legislation is designed to enhance employee rights by expanding access to personnel records and streamlining the process by which employees or their representatives can obtain these records. Key highlights of the
- [Illinois Enacts Artificial Intelligence Regulations ](https://hrworks-inc.com/industry-update/illinois-enacts-artificial-intelligence-regulations/) - On January 1, 2026, an amendment (HB 3773) to the Illinois Human Rights Act will take effect. The amended law will prohibit the use of AI in employment decisions (such as recruitment, hiring, promotion, or discipline) if it leads to discrimination based on protected classes or uses zip codes as a proxy for such classes. In
- [Minnesota Amends Jury Duty Law to Provide Additional Worker Protections ](https://hrworks-inc.com/industry-update/minnesota-amends-jury-duty-law-to-provide-additional-worker-protections/) - Minnesota has strengthened its juror protection laws to better safeguard employee rights by providing more comprehensive protection for employees fulfilling their civic duty. Effective July 1, 2024, Minnesota employers must allow employees to attend court for jury service without requiring them to work alternative shifts. Employers are prohibited from taking adverse employment actions against employees who
- [Model Contract for New York Freelance Workers is Now Available ](https://hrworks-inc.com/industry-update/model-contract-for-new-york-freelance-workers-is-now-available/) - New York’s Freelance Isn’t Free Act (FIFA) took effect on August 28, 2024. FIFA significantly impacts how employers engage with freelance workers, also known as independent contractors, within the state by requiring written contracts, mandating when payment for services will be required, and establishing recordkeeping requirements. Employers hiring freelancers for services valued at $800 or more within a 120-day period
- [Court Strikes Down FTC’s Proposed Nationwide Non-Compete Ban ](https://hrworks-inc.com/industry-update/court-strikes-down-ftcs-proposed-nationwide-non-compete-ban/) - On August 20, 2024, a Texas federal court recently struck down the Federal Trade Commission’s (FTC) proposed nationwide ban on non-compete agreements, which was set to take effect on September 4, 2024. In a 27-page opinion, the court ruled that the FTC exceeded its authority in attempting to enforce such a ban, labeling the rule
- [Alabama Overtime Amendment ](https://hrworks-inc.com/industry-update/alabama-overtime-amendment/) - On June 8, 2023, Alabama Governor Kay Ivey signed House Bill 217 into law, exempting full-time hourly employees from paying state income tax on wages earned for work beyond 40 hours per week from January 1, 2024, through June 30, 2025. Effective October 1, 2024, the following amendments to the Alabama overtime pay exemption take effect: The overtime
- [New Hampshire Provides Protections for Volunteer Emergency Responders](https://hrworks-inc.com/industry-update/new-hampshire-provides-protections-for-volunteer-emergency-responders/) - Effective August 13, 2024, under HB182, employers are prohibited from retaliating against any employee who fails to report at the start of their work hours because they are responding as a voluntary member of a fire or ambulance department to an emergency they witnessed on the way to work. Next Steps As a reminder, employers in New
- [Summertime Hustle: HR’s Behind-the-Scenes Magic ](https://hrworks-inc.com/blog-post/summertime-hustle-hrs-behind-the-scenes-magic/) - Summer is a time for sunshine, vacations, and relaxation—or so they say. While the rest of the world is basking in the sun and sipping lemonade, human resources (HR) professionals are busy making sure the wheels of the business keep turning smoothly. Summertime for HR is a unique blend of challenges and opportunities. Let’s dive
- [Maryland Prohibits Military Status Discrimination ](https://hrworks-inc.com/industry-update/maryland-prohibits-military-status-discrimination/) - Effective October 1, 2024, the Maryland Fair Employment Practices Act is amended to prohibit discrimination based on military status. Employers should update their employee handbooks including their equal employment and non-discrimination/non-harassment policies, and any related training materials to include this additional protected class. In addition, hiring managers and recruiters should be aware of these requirements and be properly
- [NLRB No Longer Pursuing Implementation of Its Joint Employer Rule](https://hrworks-inc.com/industry-update/nlrb-no-longer-pursuing-implementation-of-its-joint-employer-rule/) - As we previously reported, the National Labor Relations Board’s (NLRB) rule on joint employment has been delayed and ultimately blocked by a Texas District Court. Now, the NLRB has officially withdrawn its appeal of this ruling. This means that the current employer-friendly standard for determining joint-employer status under federal labor law will remain in place for
- [USCIS Extends and Redesignates the Automatic Extension Period For Haitian TPS Beneficiaries ](https://hrworks-inc.com/industry-update/uscis-extends-and-redesignates-the-automatic-extension-period-for-haitian-tps-beneficiaries/) - The U.S. Citizenship and Immigration Services (USCIS) recently announced an automatic extension and redesignation of employment authorization for Temporary Protected Status (TPS) beneficiaries from Haiti through August 3, 2025. For context, the automatic extension period is provided to certain renewal applicants to help prevent gaps in employment authorization and documentation. Employers can continue to employ TPS beneficiaries with
- [The US DOL Updates Its CHIP Model Notice](https://hrworks-inc.com/industry-update/the-us-dol-updates-its-chip-model-notice-4/) - The US Department of Labor (DOL) has released an updated model Employer CHIP Notice. Employers with group health plans that cover participants in states that provide premium assistance subsidies through Medicaid or the Children’s Health Insurance Program (CHIP) are required to notify their employees annually, even if, the employer’s location or principal place of business is
- [SECURE 2.0 Distributions for Emergency Personal Expenses and Domestic Violence ](https://hrworks-inc.com/industry-update/secure-2-0-distributions-for-emergency-personal-expenses-and-domestic-violence/) - The IRS issued Notice 2024-55, detailing SECURE 2.0’s new exceptions to the 10 percent tax on early retirement plan distributions for emergency personal expenses and victims of domestic abuse, which took effect on January 1, 2024. These optional distributions can be adopted through discretionary plan amendments. The detailed guidance in the form of questions and answers provides
- [FTC’s Ban of Non-Compete Agreements Remains in Limbo](https://hrworks-inc.com/industry-update/ftcs-ban-of-non-compete-agreements-remains-in-limbo/) - As mentioned in our prior post, the Federal Trade Commission (FTC) enacted a rule in April 2024 banning most non-compete agreements nationwide, aiming to boost worker mobility and competition which is scheduled to take effect on September 4, 2024. On July 3, 2024, a Texas court issued a limited preliminary injunction, temporarily halting the implementation of the
- [Texas Court Provides a Narrow Exception to Compliance with the US DOL’s Increased Salary Level for White-Collar Exemptions](https://hrworks-inc.com/industry-update/texas-court-provides-a-narrow-exception-to-compliance-with-the-us-dols-increased-salary-level-for-white-collar-exemptions/) - On July 1, 2024, the first phase of the US Department of Labor’s (DOL’s) increase to the salary level for white-collar exemptions went into effect despite ongoing legal challenges. For background, the Fair Labor Standards Act (FLSA) generally requires overtime pay (time-and-a-half) for most employees who work more than 40 hours per week. However, certain workers are
- [Federal Agencies Spring Regulatory Agenda ](https://hrworks-inc.com/industry-update/federal-agencies-spring-regulatory-agenda/) - The Spring 2024 Unified Agenda of Regulatory and Deregulatory Actions, released by the Administration on July 5, 2024, outlines planned regulatory activities for the next six months. These agendas and announced initiatives offer insight into potential legislative changes from various federal agencies, reflecting the Administration’s priorities and future goals across different sectors. Key highlights from
- [Implications of Mobley v. Workday](https://hrworks-inc.com/industry-update/implications-of-mobley-v-workday/) - The recent ruling in Mobley v. Workday has significant implications for employers who use Workday to screen applicants. The case alleges that Workday’s AI-powered applicant screening tools discriminate based on race, age, and disability. While the case is ongoing, the court’s decision to allow the lawsuit to proceed as a class action has far-reaching consequences for employers
- [Form I-9 Expiration Date Extended ](https://hrworks-inc.com/industry-update/form-i-9-expiration-date-extended/) - The U.S. Citizenship and Immigration Services (USCIS) has updated Form I-9, extending its expiration date to May 31, 2027. Employers must use the edition of Form I-9 dated August 1, 2023, which may have an expiration date of either July 31, 2026 or May 31, 2027. Either version of the form can be used until its
- [California: PAGA Amendments Aim to Limit Claims ](https://hrworks-inc.com/industry-update/california-paga-amendments-aim-to-limit-claims/) - California’s Private Attorney General Act (PAGA) of 2004 underwent significant reforms on July 1, 2024. These changes were introduced through Assembly Bill (AB) 2288 and Senate Bill (SB) 92, signed into law by Governor Newsom. These amendments aim to encourage employer compliance, reduce frivolous lawsuits, and make PAGA claims more manageable. Here’s a summary of
- [California Implements an Indoor Heat Illness Prevention Plan ](https://hrworks-inc.com/industry-update/california-implements-an-indoor-heat-illness-prevention-plan/) - On June 20, 2024, the Occupational Safety and Health Standards Board approved the California Code of Regulations, Title 8, section 3396, “Heat Illness Prevention in Indoor Places of Employment” which mandates specific safety measures for indoor environments where temperatures reach 82 degrees F or higher. This standard went into effect on July 23, 2024. The law does not apply
- [Connecticut Expands Family Violence Leave ](https://hrworks-inc.com/industry-update/connecticut-expands-family-violence-leave/) - Connecticut is taking significant steps to support victims of family violence by expanding its Family Violence Leave Act. Effective October 1, 2024, the law will include sexual assault within the definition of family violence. This means employees who are victims of sexual assault will now be eligible for up to 12 days of unpaid leave per calendar
- [Indiana’s Veterans’ Benefits and Services Poster Released ](https://hrworks-inc.com/industry-update/indianas-veterans-benefits-and-services-poster-released/) - The Indiana Department of Labor (DOL) has released a Veterans’ Benefits and Services poster. As we previously reported, employers with more than 50 full-time employees (or their equivalent) will be required to conspicuously post in the workplace. Next Steps Employers should download and immediately post the notice in a prominent location at the worksite. For those with
- [Louisiana Updates Termination Pay Law ](https://hrworks-inc.com/industry-update/louisiana-updates-termination-pay-law/) - Effective August 1, 2024, Louisiana’s law regarding wage payments (HB 352) at termination has been updated to clarify that commissions, incentive pay, and bonuses are payable to terminated employees only if at the time of separation, they are earned and have not been altered by a written policy. The updates also clarify that employers are permitted
- [Maryland Expanded Pay Transparency Law Takes Effect Soon ](https://hrworks-inc.com/industry-update/maryland-expanded-pay-transparency-law-takes-effect-soon/) - Effective October 1, 2024, Maryland House Bill 649 (HB 649) will strengthen the state’s pay transparency law by requiring employers to disclose the wage range in external and internal job postings and a general description of benefits and any other compensation offered. Currently, state law only requires that wage information be disclosed upon request. The bill also requires
- [Louisiana Prohibits Non-Disclosure Clauses in Harassment Claims](https://hrworks-inc.com/industry-update/louisiana-prohibits-non-disclosure-clauses-in-harassment-claims/) - On June 25, 2024, Louisiana enacted legislation that significantly impacts how employers can manage hostile work environments and sexual harassment claims. Effective August 1, 2024, Louisiana House Bill 161 prohibits employers from enforcing non-disclosure agreements (NDAs) related to hostile work environments or sexual harassment claims. This means any pre-dispute NDA requiring employees to stay silent about such claims
- [Massachusetts Soon to Require Pay Transparency and Pay Data Reporting](https://hrworks-inc.com/industry-update/massachusetts-soon-to-require-pay-transparency-and-pay-data-reporting/) - Effective July 31, 2025, Massachusetts public or private employers with 25 or more employees will be required to disclose salary ranges on job postings and provide pay range information to current employees in specific situations. The bill also requires employers with 100 or more Massachusetts employees to annually submit EEO and pay data for aggregated public reporting by the Massachusetts Department of
- [Michigan Reinstates its Original Sick Leave Law](https://hrworks-inc.com/industry-update/michigan-reinstates-its-original-sick-leave-law/) - Effective February 21, 2025, Michigan’s Earned Sick Time Act (ESTA) replaces its current paid sick leave law, the Paid Medical Leave Act (PMLA). The ESTA was originally enacted by voter initiative in 2018 and was subsequently subject to state court litigation. On July 31, 2024, the Michigan Supreme Court struck down the PMLA and reinstated the ESTA.
- [Minnesota Makes Changes to Its Tip Credit Law ](https://hrworks-inc.com/industry-update/minnesota-makes-changes-to-its-tip-credit-law/) - Effective August 1, 2024, the Minnesota Fair Labor Standards Act is amended by adding a subdivision to the law that requires employers to credit gratuities received by electronic payment (i.e., debit card, credit cards, etc.) to the pay period in which they are received and distribute the full amount of such gratuities to the employee no later than
- [New Hampshire Prohibits Hairstyle Discrimination ](https://hrworks-inc.com/industry-update/new-hampshire-prohibits-hairstyle-discrimination/) - Effective September 1, 2024, New Hampshire House Bill 1169 prohibits discrimination based on a person’s protective hairstyle. A “protective hairstyle” means hairstyle or hair type, including braids, locs, tight coils or curls, corn rows, Bantu knots, Afros, twists, and head wraps. Next Steps Employers should review and update their existing equal employment opportunity and non-harassment/non-discrimination policies to include
- [New York PESH Recordkeeping Requirements Updated to Align with OSHA Recordkeeping Thresholds](https://hrworks-inc.com/industry-update/new-york-pesh-recordkeeping-requirements-updated-to-align-with-osha-recordkeeping-thresholds/) - The Public Employee Safety and Health Bureau (PESH), enforces safety and health standards promulgated under the United States Occupational Safety and Health Act (OSHA) and several state standards and gives occupational safety and health protection to all public sector employees, including state, county, town, village governments, public authorities, school districts, paid and volunteer fire departments. In May
- [Pennsylvania Bans Non-Compete Agreements for Certain Healthcare Workers ](https://hrworks-inc.com/industry-update/pennsylvania-bans-non-compete-agreements-for-certain-healthcare-workers/) - To ensure continuity of care as consolidated hospital systems increasingly stretch over broad geographic regions, meaning that a hospital network’s noncompete clause can prevent healthcare practitioners from practicing in large areas of the state that are well beyond their initial employment location, Pennsylvania Governor Josh Shapiro signed the “Fair Contracting for Health Care Practitioners Act”
- [Rhode Island Increases to Temporary Caregiver Leave Benefits ](https://hrworks-inc.com/industry-update/rhode-island-increases-to-temporary-caregiver-leave-benefits/) - Rhode Island recently passed legislation (RI H7171) increasing the maximum number of weeks a temporary caregiver can take under the state’s temporary caregiver insurance (TCI) program from six weeks to eight weeks over the next two years. This legislation increases available leave to seven weeks beginning January 1, 2025, and to eight weeks beginning January 1, 2026. An employee is eligible for TCI
- [HR Works Certified as Great Place to Work® for 2024](https://hrworks-inc.com/press-release/hr-works-certified-as-great-place-to-work-for-2024/) - HR Works is proud to be Certified™ by Great Place to Work® for 2024! Participating in this program provides HR Works with an opportunity to hear honest and valuable feedback from all of our employees, which enables us to continuously improve our culture and provide a positive employee experience. To view our Great Place to
- [OSHA Heat Standard Progresses ](https://hrworks-inc.com/industry-update/osha-heat-standard-progresses/) - The Occupational Safety and Health Administration (OSHA) sent its proposed heat standard for indoor and outdoor settings (“proposed final rule”) to the Office of the Federal Register (OFR) for publication. Upon publication in the Federal Register it will be open for public comment. The final rule is being implemented to prevent or reduce heat-related injuries, illnesses,
- [The Supreme Court Overturns Chevron](https://hrworks-inc.com/industry-update/the-supreme-court-overturns-chevron/) - On June 28, 2024, the Supreme Court issued a decision that will have significant changes to the Chevron doctrine, a nearly 40-year-old precedent that requires courts to defer to reasonable interpretations of ambiguous statutes by federal agencies. This doctrine has been a cornerstone of administrative law, providing federal agencies with the authority to interpret and
- [PCORI Fees Due July 31 ](https://hrworks-inc.com/industry-update/pcori-fees-due-july-31/) - The Affordable Care Act (ACA) requires health insurance issuers and self-insured plan sponsors to pay Patient-Centered Outcomes Research Institute fees (PCORI fees). Issuers and plan sponsors are generally required to pay the PCORI fees annually by July 31 of each year. What Is the PCORI Fee? The PCORI fee is a fee for issuers of specified health insurance policies
- [USCIS Temporarily Increases the Automatic Extension Period For Certain TPS Beneficiaries ](https://hrworks-inc.com/industry-update/uscis-temporarily-increases-the-automatic-extension-period-for-certain-tps-beneficiaries/) - The U.S. Citizenship and Immigration Services (USCIS) recently announced an extension of employment authorization for Temporary Protected Status (TPS) beneficiaries from El Salvador, Honduras, Nepal, Nicaragua, and Sudan. This extension applies to certain Employment Authorization Documents (EADs) with an expiration date before March 9, 2025. For context, the automatic extension period is provided to certain renewal applicants to
- [The Scope of the PWFA is Limited for Louisiana and Mississippi ](https://hrworks-inc.com/industry-update/the-scope-of-the-pwfa-is-limited-for-louisiana-and-mississippi/) - The Pregnant Workers Fairness Act’s (PWFA) final regulations went into effect in June 2024, requiring employers with 15 or more employees to provide reasonable accommodations for pregnancy-related limitations. For background, The PWFA, as intended, requires employers to offer reasonable accommodations for pregnancy-related limitations which include a broad range of reproductive-related conditions. However, a federal court in Louisiana
- [HIPAA Privacy Rule Update ](https://hrworks-inc.com/industry-update/hipaa-privacy-rule-update/) - The Department of Health and Human Services (HHS) published an update to the Health Insurance Portability and Accountability Act (HIPAA) Privacy Rule on April 26, 2024. The final rule, originally drafted in 2023 after the U.S. Supreme Court decision in Dobbs v. Jackson Women’s Health Organization, addresses the use and disclosure of protected health information (PHI) for
- [Colorado Enacts Artificial Intelligence Legislation ](https://hrworks-inc.com/industry-update/colorado-enacts-artificial-intelligence-legislation/) - Colorado has become a frontrunner in regulating artificial intelligence (AI) with the recent passing of Senate Bill 24-205, also known as the Colorado AI Act. This groundbreaking legislation aims to protect consumers from algorithmic discrimination and places specific requirements on employers who utilize AI tools in their decision-making processes. The law is designed to prevent the
- [Colorado Extends Anti-Discrimination and Anti-Retaliation Protections to Minors ](https://hrworks-inc.com/industry-update/colorado-extends-anti-discrimination-and-anti-retaliation-protections-to-minors/) - Beginning January 1, 2025, under CO H 1095 minors who file a complaint or initiate any proceeding related to wages or hours are protected from discrimination or retaliation. Additionally, any rights minors exercise under the Colorado Youth Employment Opportunity Act will also be protected from retaliation. Next Steps Employers should ensure that they are familiar with all the requirements for employment
- [Louisiana Repeals Meal and Break Requirements for Certain Minors ](https://hrworks-inc.com/industry-update/louisiana-repeals-meal-and-break-requirements-for-certain-minors/) - Effective August 1, 2024, Louisiana’s child labor meal breaks requirement applies only to minors under 16 years of age rather than all minors. The requires that covered minors who work five hours or more receive at least a 30-minute unpaid meal period. Next Steps Until the effective date, employers should continue to ensure that all minors
- [Nevada Employee Trust Savings Program (NEST) ](https://hrworks-inc.com/industry-update/nevada-employee-trust-savings-program-nest/) - On June 13, 2024, Nevada enacted the Nevada Employee Trust Savings Program (NEST). The program is a state-facilitated individual retirement account (IRA) savings program for Nevada employers. The program is expected to launch on July 1, 2025. However, the Nevada NEST Board has the discretion to implement a phased rollout based on company size. NEST applies to all
- [New Jersey Domestic Workers Bill of Rights Has Taken Effect ](https://hrworks-inc.com/industry-update/new-jersey-domestic-workers-bill-of-rights-has-taken-effect/) - On July 1, 2024, the New Jersey Domestic Workers Bill of Rights Act (NJ SB 723) went into effect. The Act establishes extensive rights and protections for domestic workers by: Requiring employers to provide written contracts outlining job duties, wages, hours, and break times; Requiring employers to provide notice of employee rights including anti-discrimination, anti-harassment and
- [South Carolina’s Elimination of the Subminimum Wages Takes Effect Soon ](https://hrworks-inc.com/industry-update/south-carolinas-elimination-of-the-subminimum-wages-takes-effect-soon/) - Effective August 1, 2024, the South Carolina subminimum wage will be fully eliminated; therefore, prohibiting employers from paying employees with disabilities the reduced minimum wage that is established under the provision of the Fair Labor Standards Act (FLSA). Next Steps Employers must ensure that any employees who were paid the lesser rate are paid at least $7.25 per hour
- [New York’s Freelance Isn’t Free Act Takes Effect Soon ](https://hrworks-inc.com/industry-update/new-yorks-freelance-isnt-free-act-takes-effect-soon/) - New York’s recently passed Freelance Isn’t Free Act (FIFA); the law takes effect on August 28, 2024 (previously, May 20, 2024). FIFA significantly impacts how employers engage with freelance workers, also known as independent contractors, within the state by requiring written contracts, mandating when payment for services will be required, and establishing recordkeeping requirements. Employers hiring freelancers for
- [Texas Requires Workplace Violence Prevention Plan and Policy for Healthcare Facilities ](https://hrworks-inc.com/industry-update/texas-requires-workplace-violence-prevention-plan-and-policy-for-healthcare-facilities/) - By September 1, 2024, Texas requires certain healthcare facilities to adopt, implement, and enforce a written workplace violence prevention policy and a written workplace violence prevention plan. Covered facilities include: A home and community support services agency licensed to provide home health services that employ at least two registered nurses; A hospital; A nursing facility that
- [Vermont Passes Pay Transparency Law ](https://hrworks-inc.com/industry-update/vermont-passes-pay-transparency-law/) - Vermont is joining the growing list of states and localities to require pay ranges in job postings. Effective July 1, 2025, Vermont employers with five or more employees must include a pay range in any written advertisement whether for external or internal candidates for: A position that is physically located in Vermont; or A remote role that will predominately
- [NYS Releases an Updated Notice and Guidance on Paid Lactation Breaks ](https://hrworks-inc.com/industry-update/nys-release-updated-notice-and-guidance-on-paid-lactation-breaks/) - Effective tomorrow (June 19), New York’s (NY) amendment to its lactation break law will require all public and private employers to provide nursing employees with paid break time of up to 30 minutes when they have a reasonable need to express milk for up to three years following childbirth. Employers will also be required to
- [Chicago Paid Leave and Paid Sick and Safe Leave Ordinance Takes Effect](https://hrworks-inc.com/industry-update/chicago-paid-leave-and-paid-sick-and-safe-leave-ordinance-takes-effect/) - On May 1, 2024, Chicago published rules for its Paid Leave and Paid Sick and Safe Leave Ordinance that begins July 1, 2024. The Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (Ordinance) replaces Chicago’s current paid sick leave law and creates additional leave protections. While the Ordinance was originally scheduled to take effect on December 31, 2023,
- [Illinois Freelance Worker Protection Act Takes Effect Soon](https://hrworks-inc.com/industry-update/illinois-freelance-worker-protection-act-takes-effect-soon/) - Illinois’ Freelance Worker Protection Act (FWPA) takes effect on July 1, 2024. FWPA significantly impacts how employers engage with freelance workers, also known as independent contractors, within the state by requiring written contracts, mandating when payment for services will be required, and establishing recordkeeping requirements. Employers hiring freelancers (excluding individuals performing construction services) for services valued at $500
- [Changes Coming to Federal Agency Reporting Categories](https://hrworks-inc.com/industry-update/changes-coming-to-federal-agency-reporting-categories/) - On March 28, 2024, the White House announced the federal government is making key revisions to the questions agencies use to collect information on race and ethnicity that will have implications for employers as they use these categories for federal reporting compliance and recordkeeping purposes, as well as affirmative action obligations for covered federal contractors and subcontractors.
- [Thinking About Switching HR Systems? Hold Off on Signing That Contract!](https://hrworks-inc.com/blog-post/thinking-about-switching-hr-systems-hold-off-on-signing-that-contract/) - This situation is all too familiar: your company depends on an HR system for critical employment data and management of the employee lifecycle, but your current system just does not measure up to your needs and expectations. Despite a hefty prior financial investment and developing endless workarounds, you end up using only a fraction of
- [The IRS Announces 2025 HSA Limits](https://hrworks-inc.com/industry-update/the-irs-announces-2025-hsa-limits/) - The IRS has announced the 2025 inflation-adjusted amounts for Health Savings Accounts (HSAs) as determined under the Internal Revenue Code. For 2025, the annual limit on HSA contributions for an individual with self-only coverage under a high deductible health plan (HDHP) is $ 4,300, up from $ 4,150 for 2024. The annual limit on HSA contributions for
- [DHS Progresses the Development of E-Verify+ ](https://hrworks-inc.com/industry-update/dhs-progresses-the-development-of-e-verify/) - As we previously reported, E-Verify+ is under development and will be released as a pilot program providing users the opportunity to give feedback. In an updated announcement, the Department of Homeland Security (DHS) has launched E-Verify+. This trial launch will bring the agency one step closer to the official rollout of E-Verify+. E-Verify+ will integrate the Form I-9
- [OSHA’s Updated Hazard Communication Standard](https://hrworks-inc.com/industry-update/oshas-updated-hazard-communication-standard/) - The Occupational Safety and Health Administration (OSHA) recently finalized a Hazard Communication Standard (HCS) update. This update, effective July 19, 2024, aims to improve worker safety by aligning the HCS with the Globally Harmonized System of Classification and Labeling of Chemicals (GHS). What does this mean for you as an employer? The updated HCS primarily affects
- [The Future of Work is Here: US DOL’s AI Principles for Employers ](https://hrworks-inc.com/industry-update/the-future-of-work-is-here-us-dols-ai-principles-for-employers/) - Artificial Intelligence (AI) is rapidly transforming workplaces, and the US Department of Labor (DOL) is taking a proactive approach. Their recently released “AI Principles for Developers and Employers” outlines a roadmap for harnessing AI’s benefits while protecting workers. Embracing the DOL’s AI Principles can help to ensure AI is used ethically and responsibly in the
- [Important Update for Employers: State Minimum Wage Increases](https://hrworks-inc.com/industry-update/important-update-for-employers-state-minimum-wage-increases/) - Several states are implementing new minimum wage increases that take effect on July 1, 2024, and beyond. Employers must stay informed about these changes to ensure compliance and make necessary adjustments in their payroll systems. Below is a summary of the key updates and recommended next steps for employers. Increases Effective July 1, 2024 District
- [Reminder: California Workplace Prevention Plan Requirements Take Effect Soon ](https://hrworks-inc.com/industry-update/reminder-california-workplace-prevention-plan-requirements-take-effect-soon/) - On March 5, 2024, Cal/OSHA, the state’s Division of Occupational Safety and Health, released a much-anticipated model Workplace Violence Prevention Plan (WVPP) for general industry employers providing a framework for employers to develop and implement their own WVPPs. This follows the passage of Senate Bill 553 in 2023, which mandated the creation and implementation of these plans
- [Colorado Job Application Fairness Act: What Employers Need to Know](https://hrworks-inc.com/industry-update/colorado-job-application-fairness-act-what-employers-need-to-know/) - The Colorado Job Application Fairness Act (CO S.B. 58) goes into effect on July 1, 2024, seeking to prevent age discrimination during the initial hiring process. This article outlines the key points of the Act and what employers in Colorado need to do to comply. What Does the Act Prohibit? Starting July 1st, 2024, employers are
- [Connecticut Paid Sick Leave Law Changes Effective January 1, 2025](https://hrworks-inc.com/industry-update/connecticut-paid-sick-leave-law-changes-effective-january-1-2025/) - Starting January 1, 2025, significant changes to the Connecticut Paid Sick Leave Law take effect under CT HB 5005. These amendments aim to expand employee benefits and provide greater flexibility in using paid sick leave. Employers must understand these changes and take the necessary steps to ensure compliance. Here’s an overview of the amended law and recommended
- [District of Columbia’s New Voting Leave Regulations](https://hrworks-inc.com/industry-update/district-of-columbias-new-voting-leave-regulations/) - On May 10, 2024, the District of Columbia (DC) published final regulations affecting the voting leave law which took effect immediately. These changes are designed to ensure employees have sufficient time to participate in elections without compromising their work obligations. Here is an overview of the changes and recommended actions to prepare for these changes. The new regulations
- [Maryland Amends Equal Pay Law to Cover Additional Protected Characteristics](https://hrworks-inc.com/industry-update/maryland-amends-equal-pay-law-to-cover-additional-protected-characteristics/) - Effective October 1, 2024, the Maryland Equal Pay for Equal Work Act is amended (HB0602 and HB1397) to prohibit pay discrimination based on sexual orientation, religious beliefs, race, and disability. The Act applies to all private employers in Maryland, in addition to state and local government entities. Next Steps Employers should review their compensation practices to identify and address any
- [Maryland Amends Pay Statement and New Hire Pay Rate Notice Requirements](https://hrworks-inc.com/industry-update/maryland-amends-pay-statement-and-new-hire-pay-rate-notice-requirements/) - Effective October 1, 2024, Maryland will implement significant amendments to its pay statement and new hire pay rate notice requirements under House Bill 385 (MD H.B. 385). These changes aim to enhance transparency and ensure that employees are fully informed about their compensation. Employers need to understand these new requirements, their implications, and the necessary steps
- [Minnesota Makes Changes to Its Anti-Discrimination Laws](https://hrworks-inc.com/industry-update/minnesota-makes-changes-to-its-anti-discrimination-laws/) - Effective July 1, 2024, the Minnesota Human Rights Act (Act), which applies to all employers in the state, is amended to prohibit discrimination based on gender identity. Effective August 1, 2024, several definitions under the Act will be updated, including disability and familial status. Further, discrimination will be broadened to include any form of harassment, not just sexual harassment. Next Steps
- [Minnesota Pay Transparency Law](https://hrworks-inc.com/industry-update/minnesota-pay-transparency-law/) - Effective January 1, 2025, employers with 30 or more employees in Minnesota must disclose in each posting the starting salary range, and a general description of all of the benefits and other compensation, such as health or retirement benefits, to be offered to a hired job applicant. An employer that does not plan to offer a salary range
- [Vermont Prohibits Hairstyle Discrimination](https://hrworks-inc.com/industry-update/vermont-prohibits-hairstyle-discrimination/) - Effective July 1, 2024, the Vermont Fair Employment Practices Act (VFEPA) is amended (H. 363) to prohibit discrimination based on traits associated with or perceived to be associated with race, including hair type, hair texture, hairstyles, and protective hairstyles including (but not limited to) braids, cornrows, locs, afros, wigs, headwraps, and other head coverings. Next Steps Employers should review
- [Virginia Prohibits Discrimination Based on Ethnic Origin](https://hrworks-inc.com/industry-update/virginia-prohibits-discrimination-based-on-ethnic-origin/) - Effective July 1, 2024, the Virginia Human Rights Act is amended to prohibit discrimination based on ethnic origin. Employers should update their employee handbooks including their equal employment and non-discrimination/non-harassment policies, and any related training materials to include this additional protected class. In addition, hiring managers and recruiters should be aware of these requirements and be properly trained on
- [NYS Budget Implications for Employers ](https://hrworks-inc.com/industry-update/nys-budget-implications-for-employers/) - On Saturday, April 20, New York’s (NY) Budget Bills for the 2024- 2025 Fiscal Year were enacted. The budget includes items that impact employers including changes to lactation breaks, the repeal of COVID-19 Paid Sick Leave, and the establishment of prenatal leave. Notably, the budget bill had included a proposal to NY’s short-term disability insurance
- [Minnesota Wage Detail Reporting for Paid Family and Medical Leave Takes Effect ](https://hrworks-inc.com/industry-update/minnesota-wage-detail-reporting-for-paid-family-and-medical-leave-takes-effect/) - Effective July 1, 2024, all Minnesota employers covered by the state Paid Family and Medical Leave (PFML) law must begin to electronically file quarterly wage detail reports with the Department of Employment and Economic Development, even if no wages were paid for the quarter. Employees may begin taking paid leave in January 2026. The program
- [EEOC Releases Final Regulations for Pregnant Workers Fairness Act  ](https://hrworks-inc.com/industry-update/eeoc-releases-final-regulations-for-pregnant-workers-fairness-act/) - On April 15, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) issued final regulations for implementing the Pregnant Workers Fairness Act (PWFA). The EEOC began accepting charges of discrimination on June 27, 2023, the day on which the PWFA became effective. For background, the PWFA requires most employers with 15 or more employees to provide
- [EEOC Releases Final Guidance to Prevent Workplace Harassment ](https://hrworks-inc.com/industry-update/eeoc-releases-final-guidance-to-prevent-workplace-harassment/) - On April 29, 2024, the U.S. Equal Employment Opportunity Commission (EEOC) published its final guidance on harassment in the workplace, “Enforcement Guidance on Harassment in the Workplace.” The guidance provides information on the legal standards and employer liability applicable to harassment claims under federal employment discrimination laws enforced by the EEOC and is intended to
- [The FTC Bans Non-Compete Agreements ](https://hrworks-inc.com/industry-update/the-ftc-bans-non-compete-agreements/) - The Federal Trade Commission (FTC) recently enacted a Final Rule banning non-compete agreements for most workers in the U.S. This decision follows months of debate and aims to promote fair competition in the job market. Under the Final Rule, not only can businesses no longer make employees or contractors sign non-competes, but they also have
- [The OFCCP Releases Guidance on Artificial Intelligence ](https://hrworks-inc.com/industry-update/the-ofccp-releases-guidance-on-artificial-intelligence/) - Federal contractors are obligated by equal employment opportunity (EEO) laws to prevent discrimination based on various factors, including race, color, religion, sex, sexual orientation, gender identity, national origin, disability, and status as a protected veteran. These obligations extend to the use of artificial intelligence (AI) in employment processes such as hiring, promotions, compensation, and terminations.
- [US DOL Finalizes Farmworker Protection Rule ](https://hrworks-inc.com/industry-update/us-dol-finalizes-farmworker-protection-rule/) - On June 28, 2024, a final rule to strengthen protections for farmworkers takes effect. The rule targets vulnerability and abuses experienced by workers under the H-2A program that undermine fair labor standards for all farmworkers in the United States (U.S.) For background, the H-2A program allows employers to hire temporary foreign workers when the department
- [Muldrow v. City of St. Louis, Missouri: What Employers Need to Know ](https://hrworks-inc.com/industry-update/muldrow-v-city-of-st-louis-missouri-what-employers-need-to-know/) - The recent Supreme Court decision in Muldrow v. City of St. Louis, Missouri has important implications for employers regarding job transfers and Title VII of the Civil Rights Act. Here's a breakdown of the key points: Standard for discriminatory transfers lowered: Previously, some courts required employees to show a "significant" disadvantage from a transfer to
- [US DOL Issues Guidance on AI and Automated Systems in the Workplace under the FLSA and Other Federal Labor Laws ](https://hrworks-inc.com/industry-update/us-dol-issues-guidance-on-ai-and-automated-systems-in-the-workplace-under-the-flsa-and-other-federal-labor-laws/) - President Biden's Executive Order in October 2023 prompted the Department of Labor (DOL) to create guidelines on non-discrimination in hiring practices involving AI and other technology-based systems. In response, the DOL's Wage and Hour Division published Field Assistance Bulletin (FAB) No. 2024-1 on April 30, 2024. This bulletin, titled "Artificial Intelligence and Automated Systems in
- [OSHA Releases 2023 Injury and Illness Data ](https://hrworks-inc.com/industry-update/osha-releases-2023-injury-and-illness-data/) - The Occupational Safety and Health Agency (OSHA) continues efforts to increase employer compliance. OSHA has released 2023 injury and illness data collected under the agency’s new Improve Tracking of Workplace Injuries and Illnesses regulation published July 2023. The data includes specific information submitted by more than 375,000 establishments on OSHA Form 300A Summary of Work-Related
- [The Next Prescription Drug Report to CMS Is Due Soon ](https://hrworks-inc.com/industry-update/the-next-prescription-drug-report-to-cms-is-due-soon/) - The Consolidated Appropriations Act, of 2021 (CAA) included a new annual reporting requirement for group health plans and health insurers to report certain specified data related to prescription drugs and other healthcare spending. As a result, insurance companies and employer-based health plans must submit information about prescription drugs and healthcare spending to the Centers for
- [USCIS Temporarily Increases the Automatic Extension Period For Certain Employment Authorization Documents (EADs) ](https://hrworks-inc.com/industry-update/uscis-temporarily-increases-the-automatic-extension-period-for-certain-employment-authorization-documents-eads/) - The U.S. Citizenship and Immigration Services (USCIS) announced a temporary final rule (TFR) to increase the automatic extension period for certain employment authorization documents (EADs) from up to 180 days to up to 540 days to prevent already work-authorized noncitizens from having their employment authorization and documentation lapse while waiting for USCIS to adjudicate their
- [The DOJ Issues a Fact Sheet for Employers on the Use of Electronic Form I-9 ](https://hrworks-inc.com/industry-update/the-doj-issues-a-fact-sheet-for-employers-on-the-use-of-electronic-form-i-9/) - The Department of Justice (DOJ) has issued a new employer fact sheet advising employers about avoiding unlawful discrimination and other Form I-9 violations when using software programs to complete I-9s. The fact sheet reminds employers to be cautious about software programs that claim to have government endorsement or that do not provide technical assistance and
- [US DOL Announces the Effective Date of the Long-Await Increases to the Salary Level for Exempt Employees ](https://hrworks-inc.com/industry-update/us-dol-announces-the-effective-date-of-the-long-await-increases-to-the-salary-level-for-exempt-employees/) - As anticipated, the U.S. Department of Labor (DOL) has announced a Final Rule that increases the minimum salary level for certain positions to qualify as exempt under the Fair Labor Standards Act. The minimum salary level will increase in two phases as follows: Effective July 1, 2024: EAP Exemptions. The minimum salary level for those
- [California Considers "Right to Disconnect" Law ](https://hrworks-inc.com/industry-update/california-considers-right-to-disconnect-law/) - California may become the first state to give workers the right to disconnect from work outside of their work hours. Assembly Bill 2751 proposes that employers establish a written policy allowing employees to ignore work emails and calls during non-working hours. This aims to combat burnout and improve work-life balance in today's “always-on” work culture.
- [District of Columbia’s Pay Transparency Law Takes Effect Soon ](https://hrworks-inc.com/industry-update/district-of-columbias-pay-transparency-law-takes-effect-soon/) - As a reminder, the District of Columbia’s (DC) pay transparency law (B25-0194) takes effect on June 30, 2024. The law amends the existing Wage Transparency Act of 2014 and requires DC employers with at least one employee to post salary ranges for all job postings. The salary projections must be the minimum and maximum salary or hourly pay
- [Key Provision of the Illinois Day and Temporary Labor Services Act Enjoined ](https://hrworks-inc.com/industry-update/key-provision-of-the-illinois-day-and-temporary-labor-services-act-enjoined/) - The Illinois Day and Temporary Labor Services Act (IDTLSA) took effect on April 1, 2024. The Act contained a provision that would have required temporary workers of staffing agencies to be offered the actual benefits package or the hourly cash equivalent of the cost of benefits of those directly hired employees at the third-party client.
- [Maryland to Expand Pay Transparency Law  ](https://hrworks-inc.com/industry-update/maryland-to-expand-pay-transparency-law/) - Maryland House Bill 649 (HB 649) will strengthen the state's pay transparency law by requiring employers to disclose the wage range in external and internal job postings and a general description of benefits and any other compensation offered. Currently, state law only requires that wage information be disclosed upon request. The bill also requires that
- [Maryland Paid Family Leave Further Delayed ](https://hrworks-inc.com/industry-update/maryland-paid-family-leave-further-delayed/) - Maryland's Family and Medical Leave Insurance (FMLI) program implementation has been further delayed. Here's what you need to know: Employers will not be required to start contributions until July 1, 2025, previously set to begin on October 1, 2024. Employees will not be eligible to receive benefits until July 1, 2026, previously set to begin
- [Maine Retirement Savings Program Deadline Takes Effect for Employers With 5 to 14 Employees ](https://hrworks-inc.com/industry-update/maine-retirement-savings-program-deadline-takes-effect-for-employers-with-5-to-14-employees/) - This is a reminder for employers in Maine with 5 to 14 employees regarding the deadline to register with the Maine Retirement Savings Program (Program) or certify an exemption. The deadline to take action is June 30, 2024. The law requires covered employers that do not offer a retirement plan to automatically enroll eligible employees
- [Washington Expands Paid Sick Leave  ](https://hrworks-inc.com/industry-update/washington-expands-paid-sick-leave/) - Washington recently expanded its paid sick leave law, offering employees more flexibility and support. Here's what you need to know: New Reason for Leave: Effective January 1, 2025, employees can use their paid sick leave (PSL) when a local, state, or federal emergency disrupts normal life. This could include situations like natural disasters or public
- [Registration for HR Works' Management Academy Series Now Open](https://hrworks-inc.com/press-release/registration-for-hr-works-management-academy-series-now-open/) - HR Works is pleased to announce the return of our in-person Management Academy training series! Management Academy is a series of training courses designed to give managers and supervisors the skills to resolve HR issues while protecting themselves and their company from lawsuits, promoting effective employee relations, and supporting employment decisions. Each class will be held at HR
- [2024 HR Industry Trends Survey](https://hrworks-inc.com/blog-post/2024-hr-industry-trends-survey/) - HR Works is pleased to announce the launch of our 2024 HR Industry Trends Survey, an annual survey conducted to identify current challenges and provide expert insights within the areas of HR Compliance, HRIS Technology/Automation, Remote Work, Recruiting and Retention, and offering competitive Compensation and Benefits in today's labor market. The survey is open to all employers interested in participating and will remain
- [NYS Budget Enacted: Implications for Employers ](https://hrworks-inc.com/industry-update/nys-budget-enacted-implications-for-employers/) - On Saturday, April 20, New York’s (NY) Budget Bills for the 2024- 2025 Fiscal Year were enacted. The budget includes items that impact employers including changes to lactation breaks, the long-awaited repeal of COVID-19 Paid Sick Leave, and the establishment of prenatal leave. Notably, the budget bill had included a proposal to NY’s short-term disability
- [US DOL Announces the Effective Date of the Long-Await Increases to the Salary Level for Exempt Employees](https://hrworks-inc.com/industry-update/us-dol-announces-effective-date-of-the-long-await-increases-for-the-salary-level-for-exempt-employees/) - As anticipated, the U.S. Department of Labor has announced a final rule that updates the exemptions for certain job positions under the Fair Labor Standards Act. Effective July 1, 2024, the standard salary level will be $844 per week ($43,888 per year) for those who are exempt under the "EAP" (Executive, Administrative, and Professional) categories,
- [HR Works Ranks #9 on Best Companies to Work for in NY State List](https://hrworks-inc.com/press-release/hr-works-ranks-9-on-best-companies-to-work-for-in-ny-state-list/) - HR Works is pleased to announce that we have been ranked #9 among medium-sized employers (100-249 employees) on the 2024 Best Company to Work for in New York State list. This is HR Works’ fourteenth consecutive year participating in the statewide survey and awards program, which is designed to identify, recognize, and honor the best
- [HR Works Named 2023 Best Company to Work for in New York](https://hrworks-inc.com/press-release/hr-works-named-2023-best-company-to-work-for-in-new-york/) - HR Works is proud to announce that it has been recognized as one of the 2023 Best Companies to Work for in New York State. This is HR Works’ 13th consecutive year on the list. This statewide survey and awards program are designed to identify, recognize and honor the best places of employment in New York State.
- [HR Works Certified as Great Place to Work® for 2023](https://hrworks-inc.com/press-release/hr-works-certified-as-great-place-to-work-for-2023/) - HR Works is proud to be Certified™ by Great Place to Work® for 2023! We greatly appreciate our employees for taking the time to complete this survey. Participating in this program provides HR Works with an opportunity to hear honest and valuable feedback from all of our employees, which enables us to continuously improve our
- [HR Works Recognized as 2024 Best Company to Work for in New York](https://hrworks-inc.com/press-release/hr-works-recognized-as-2024-best-company-to-work-for-in-new-york/) - HR Works is proud to announce that it has been named to the 2024 Best Company to Work for in New York State list. The annual program is the result of a partnership between the New York State Society for Human Resource Management and the Best Companies Group. Each year, the program evaluates and ranks the
- [HR Works Ranks #17 on NY State Best Companies List](https://hrworks-inc.com/press-release/hr-works-ranks-17-on-ny-state-best-companies-list/) - HR Works has ranked No. 17 among medium employers on the 2023 list of Best Companies to Work for in New York State. This is HR Works’ thirteenth consecutive year on the list, it is an honor to be recognized among the top employers to work for in New York State. HR Works, a full-service provider of
- [USCIS Releases a Video for Compliance with Remote Documentation Verification ](https://hrworks-inc.com/industry-update/uscis-releases-a-video-for-compliance-with-remote-documentation-verification/) - The US Citizenship and Immigration Services (USCIS) released a concise two-minute video aimed to provide employers with a high-level understanding of the Remote Document Examination process and how it operates. Employers who actively participate in the E-Verify program and maintain good standing are eligible to remotely examine their employees’ documentation using a video inspection process authorized by
- [OSHA Finalizes a Rule to Allow Third Parties to Represent Employees During Walkarounds](https://hrworks-inc.com/industry-update/osha-finalizes-a-rule-to-allow-third-parties-to-represent-employees-during-walkarounds/) - On April 1, the Occupational Safety and Health Administration (OSHA) issued a final rule that allows third parties to represent employees during workplace inspections whether they are employees or non-employees of the Organization. The rule, which is effective on May 31, 2024, would allow employees to designate a representative who may have a variety of skills, knowledge, or
- [Beyond the Internship: Actions to Encourage Intern-to-Employee Conversion ](https://hrworks-inc.com/blog-post/beyond-the-internship-actions-to-encourage-intern-to-employee-conversion/) - The recruitment period is over, decisions have been made, offers extended and accepted. Postings, resume reviews, phone screens, visits to campuses, participation in online interviews - you did it all, and now, the time is finally near, your intern is starting, and you are outlining their summer agenda. Welcoming and hosting your summer intern is
- [OFCCP Updates Annual Veteran Hiring Benchmark for 2024 ](https://hrworks-inc.com/industry-update/ofccp-updates-annual-veteran-hiring-benchmark-for-2024/) - The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently announced an update to the annual hiring benchmark for veterans. This benchmark is a critical element for federal contractors subject to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). What’s New? Effective March 31, 2024, the new national hiring benchmark for protected veterans is 5.2%. This
- [Best Practices for Workplace Investigations ](https://hrworks-inc.com/blog-post/best-practices-for-workplace-investigations/) - In any organization, maintaining a fair and respectful work environment is crucial for fostering productivity, employee satisfaction, and collective success. However, workplace allegations of misconduct or wrongdoing may arise, necessitating internal investigations to address and resolve such issues effectively. When should workplace investigations take place? Workplace investigations are not a method to manage day-to-day employee differences of
- [The NLRB’s Joint Employer Rule Blocked ](https://hrworks-inc.com/industry-update/the-nlrbs-joint-employer-rule-blocked/) - A Texas district court judge has issued an injunction on the implementation of a rule proposed by the National Labor Relations Board (NLRB). This rule aimed to loosen the standards for determining joint-employer classification. Originally scheduled to take effect on March 11, the rule had implications for employers who contract workers from other companies or
- [California Fast-Food Worker Minimum Wage Impacts Exempt Salary Levels for Those in the Industry ](https://hrworks-inc.com/industry-update/california-fast-food-worker-minimum-wage-impacts-exempt-salary-levels-for-those-in-the-industry/) - The California Department of Industrial Relations has recently updated its frequently asked questions (FAQs) to provide important information regarding the minimum wage increase for fast-food workers. The updated guidance indicates that this wage increase will also affect the minimum salary threshold for exempt executive, administrative, and professional (EAP) employees working in fast-food restaurants. Under California law, EAP
- [California Releases Model Workplace Violence Prevention Plans ](https://hrworks-inc.com/industry-update/california-releases-model-workplace-violence-prevention-plans/) - On March 5, 2024, Cal/OSHA, the state’s Division of Occupational Safety and Health, released a much-anticipated model Workplace Violence Prevention Plan (WVPP) for employers providing a framework for employers to develop and implement their own WVPPs. This follows the passage of Senate Bill 553 in 2023, which mandated the creation and implementation of these plans by nearly
- [Indiana New Poster Requirement Coming Soon ](https://hrworks-inc.com/industry-update/indiana-new-poster-requirement-coming-soon/) - Effective July 1, 2024, the Indiana Department of Labor (DOL) will create and distribute a veterans’ benefits and services poster that employers with more than 50 full-time employees (or their equivalent) will be required to conspicuously post in the workplace. The legislation does not currently define what would be considered a full-time equivalent for purposes of
- [Maine Veterans’ Benefits and Services Poster Now Available ](https://hrworks-inc.com/industry-update/maine-veterans-benefits-and-services-poster-now-available/) - In June 2023, Maine passed a law requiring employers with more than 50 full-time equivalent employees to display a poster about veterans’ benefits and services. The poster had been unavailable but as of March 20, 2024, the state has released it, and employers should ensure that is posted as soon as possible. It is unclear how the
- [New Jersey Bill Proposes Tougher Harassment Standards ](https://hrworks-inc.com/industry-update/new-jersey-bill-proposes-tougher-harassment-standards/) - Assembly Bill 2443 (AB 2443) introduces significant changes to the state’s Law Against Discrimination (NJLAD), impacting employers’ obligations and harassment standards. While the effective date of the bill is not explicitly mentioned, employers should be familiar with the key points of the proposed legislation and be prepared to make necessary changes. Here are key highlights of the
- [New Mexico Human Rights Act Amended ](https://hrworks-inc.com/industry-update/new-mexico-human-rights-act-amended/) - Effective May 16, 2024, the New Mexico Human Rights Act is amended to prohibit discrimination based on military status. Employers should update their employee handbooks including their equal employment and non-discrimination/non-harassment policies, and any related training materials to include this additional protected class. In addition, hiring managers and recruiters should be aware of these requirements and be properly
- [Oregon Bill Proposed to Streamline Family Leave Laws ](https://hrworks-inc.com/industry-update/oregon-bill-proposed-to-streamline-family-leave-laws/) - Oregon Senate Bill (SB 1515) passed the state legislature on February 27, 2024, and is awaiting the governor’s signature. SB 1515 is intended to reduce redundancy by eliminating duplications between the Oregon Family Leave Act (OFLA) and Paid Leave Oregon (PLO) programs and clarifying how OFLA and PLO interact with paid time off (PTO) benefits
- [A Texas Federal Judge Blocks Enforcing Pregnant Workers Fairness Act ](https://hrworks-inc.com/industry-update/a-texas-federal-judge-blocks-enforcing-pregnant-workers-fairness-act/) - A federal judge in Texas has issued a permanent injunction against the Equal Employment Opportunity Commission (EEOC) and the US Justice Department from enforcing the Pregnant Workers Fairness Act (PWFA) in the state and its agencies. The judge ruled that the U.S. House of Representatives did not have a quorum when passing the legislation, rendering the vote
- [NYC Workers’ Bill of Rights Model Language is Now Available ](https://hrworks-inc.com/industry-update/nyc-workers-bill-of-rights-model-language-is-now-available/) - As we previously reported, starting July 1, 2024, employers in New York City (NYC) have a new responsibility to provide employees with comprehensive information about the Workers’ Bill of Rights. The Bill of Rights emphasizes the right to organize a union and ensures all workers, regardless of immigration status understand their workplace rights. On March 1, 2024,
- [Proposed Legislation Aims to Ban Non-Compete Agreements for NYC Employers ](https://hrworks-inc.com/industry-update/proposed-legislation-aims-to-ban-non-compete-agreements-for-nyc-employers/) - New York City (NYC) employers could face significant restrictions on their ability to prevent employees from seeking new employment or starting their businesses after leaving their current organization. The proposed bill, Int. 0140-2024, titled “Prohibition of non-compete agreements,” is currently undergoing review by the New York City Council. If approved, it will take effect 120 days
- [Total Solar Eclipse: Once In a Lifetime Workplace Considerations](https://hrworks-inc.com/blog-post/total-solar-eclipse-once-in-a-lifetime-workplace-considerations/) - If you were not already aware, the once-in-a-lifetime cosmic event of a total solar eclipse will cross North America on Monday, April 8th, darkening the skies for a few short minutes. The path of the eclipse makes landfall in Mexico, entering the United States in Texas at 12:23 p.m. CDT, and traveling through Oklahoma, Arkansas,
- [Four Reasons Employers Should Care About the Impending Chevron Decision](https://hrworks-inc.com/blog-post/four-reasons-employers-should-care-about-the-impending-chevron-decision/) - The Chevron doctrine came out of a 1984 Supreme Court case, Chevron U.S.A. Inc. v. Natural Resources Defense Council. It is a legal principle courts use when reviewing how federal agencies (such as the Equal Employment Opportunity Commission (EEOC) and the US Department of Labor (US DOL)) interpret the laws for which they are responsible for
- [The US DOL Updates Its CHIP Model Notice ](https://hrworks-inc.com/industry-update/the-us-dol-updates-its-chip-model-notice-3/) - The US DOL has released a new model Employer CHIP Notice. Employers with group health plans that cover participants in states that provide premium assistance subsidies through Medicaid or the Children’s Health Insurance Program (CHIP) are required to notify their employees annually, even if, the employer’s location or principal place of business is not in one of
- [The CDC Ends the Five-Day Isolation Period for COVID-19  ](https://hrworks-inc.com/industry-update/the-cdc-ends-the-five-day-isolation-period-for-covid-19/) - In a move that stands to have wide-ranging impacts on the workplace, effective March 1, 2024, the U.S. Centers for Disease Control and Prevention (CDC) announced that people with COVID-19 no longer need to isolate once they have been fever-free for 24 hours. The agency has updated its recommendations for COVID-19 to bring them in line with its
- [SECURE 2.0 & Emergency Savings Accounts: A Guide for Employers ](https://hrworks-inc.com/industry-update/secure-2-0-emergency-savings-accounts-a-guide-for-employers/) - The SECURE 2.0 Act, signed into law in December 2022, introduced Pension-Linked Emergency Savings Accounts (PLESAs). This optional feature allows employers to offer tax-advantaged emergency savings options to employees within their retirement plans. The IRS recently issued initial guidance to assist employers in implementing PLESAs, offering crucial details for navigating this new program. What are PLESAs?
- [Supreme Court Ruling Expands SOX Whistleblower Protections: What Employers Need to Know](https://hrworks-inc.com/industry-update/supreme-court-ruling-expands-sox-whistleblower-protections-what-employers-need-to-know/) - On February 8, 2024, the U.S. Supreme Court unanimously ruled in Murray v. UBS Securities, LLC, that employees bringing whistleblower claims under the Sarbanes-Oxley Act (SOX) do not need to show retaliatory intent from their employer. This decision significantly strengthens protections for whistleblowers reporting potential corporate misconduct and raises new concerns for employers. For background, SOX was
- [Updated FCRA Summary of Rights Notice ](https://hrworks-inc.com/industry-update/updated-fcra-summary-of-rights-notice/) - Last year, the Consumer Financial Protection Bureau (CFPB) issued a final rule which, among other things, updates their Summary of Your Rights Under the Fair Credit Reporting Act (FCRA) and replaces the 2018 version. The summary details the major rights guaranteed under the Act. For instance, employers that use a credit report to deny employment must provide the applicant with
- [E-Verify+ Announced ](https://hrworks-inc.com/industry-update/e-verify-announced/) - On February 21, 2024, the release of E-Verify+ was announced. According to the press release, “E-Verify+ answers the call of the modern workplace by streamlining the Form I-9 and employment eligibility verification process into one seamless experience.” E-Verify+ aims to offer several improvements designed to make the employment eligibility verification process more efficient for employers compared to the
- [California Consumer Privacy Act (CCPA) Takes Effect Immediately ](https://hrworks-inc.com/industry-update/california-consumer-privacy-act-ccpa-takes-effect-immediately/) - On February 9, 2024, the California Supreme Court issued a landmark decision allowing the California Consumer Privacy Act (CCPA) to go into full effect immediately. This ruling follows a legal challenge from several business groups who argued the law was unconstitutionally vague. With the legal hurdle removed, the CCPA now applies to all covered businesses, including employers
- [California Civil Rights Department Issues Updated Guidance on California Pay Data Reports ](https://hrworks-inc.com/industry-update/california-civil-rights-department-issues-updated-guidance-on-california-pay-data-reports/) - The California Pay Data Reports for data covering the year 2023 are due on Wednesday, May 8, 2024. California law requires private employers of 100 or more employees and/or 100 or more workers hired through labor contractors to annually report pay, demographic, and other workforce data to the Civil Rights Department (CRD). This applies to both payroll employee reports and
- [Michigan’s Expanded Anti-Discrimination Protections are in Effect](https://hrworks-inc.com/industry-update/michigans-expanded-anti-discrimination-protections-are-in-effect/) - Effective February 13, 2024, Michigan’s anti-discrimination law extends protections to employees and applicants on reproductive and LGBTQ+ rights. This expanded legislation applies to employers of all sizes, aiming to foster an inclusive and equitable work environment. The first notable change is the expansion of the definition of “sex” to include all terminations of pregnancy and related medical conditions.
- [New York’s Freelance Isn’t Free Act: A Game Changer for Employers ](https://hrworks-inc.com/industry-update/new-yorks-freelance-isnt-free-act-a-game-changer-for-employers/) - New York’s recently passed the Freelance Isn’t Free Act (FIFA); the law takes effect on May 20, 2024. FIFA significantly impacts how employers engage with freelance workers, also known as independent contractors, within the state by requiring written contracts, mandating when payment for services will be required and establishing recordkeeping requirements. Employers hiring freelancers for services valued
- [South Dakota Updates Its Cannabis Workplace Regulations  ](https://hrworks-inc.com/industry-update/south-dakota-updates-its-cannabis-workplace-regulations/) - South Dakota Senate Bill 12 (SD S 12), also known as the “Cannabis in the Workplace Act,” was signed by the Governor on February 15, 2024. This legislation modifies the legal landscape surrounding cannabis use and employer policies in the state. While South Dakota remains a non-recreational cannabis state, employers should be aware that registered qualifying
- [Changes to Enforcement of NDAs in Resolving Sexual Harassment and Assault Claims in Utah ](https://hrworks-inc.com/industry-update/changes-to-enforcement-of-ndas-in-resolving-sexual-harassment-and-assault-claims-in-utah/) - Effective February 28, 2024, Utah House Bill 55 (H.B. 55) significantly impacts how employers in the state handle allegations of sexual assault and harassment by limiting an employer’s ability to enforce a non-disclosure agreement about sexual misconduct as an employment condition, in addition to prohibiting retaliation related to such claims. If an agreement includes a monetary settlement; facts
- [Vermont Employers Will Soon Be Able to Opt-In to Paid Leave ](https://hrworks-inc.com/industry-update/vermont-employers-will-soon-be-able-to-opt-in-to-paid-leave/) - Beginning on February 15, 2024, Vermont employers with at least two employees have the opportunity to purchase FMLI benefit plans with employees being eligible to collect benefits starting on July 1, 2024. The FMLI program is entirely voluntary for private employers. Below is a recap of the program. What is FMLI? FMLI is a state-sponsored program
- [NYC Targets Pay Transparency Violations ](https://hrworks-inc.com/industry-update/nyc-targets-pay-transparency-violations/) - New York City’s aggressive stance on pay transparency continues to intensify. The NYC Commission on Human Rights (NYCCHR) has levied complaints against dozens of employers since the city’s pay transparency law took effect in November 2022. Employers must adhere to the law’s requirements or risk facing substantial fines and potential reputational damage. About the Law New York
- [Impact of the CDC's Updated COVID-19 Isolation Recommendations on the Workplace ](https://hrworks-inc.com/industry-update/impact-of-cdcs-updated-covid-19-isolation-recommendations-on-the-workplace/) - In a significant development, on March 1, 2024, the U.S. Centers for Disease Control and Prevention (CDC) announced that individuals with COVID-19 no longer need to isolate once they have been fever-free for 24 hours. This adjustment brings the CDC's recommendations for COVID-19 in line with its guidance for other respiratory infections, such as influenza
- [HR Works: Your Trusted Partner for Everything HR](https://hrworks-inc.com/blog-post/hr-works-your-trusted-partner-for-everything-hr/) - Human resources is a critical function for all businesses, but it can also be complex and time-consuming. Recently, increased turnover and changing regulations have only added to this complexity. Partnering with HR Works is an excellent way for businesses to optimize HR spend, gain access to expertise, mitigate risk, and ensure stability and consistency within the HR function. SERVICES WE OFFER HR
- [Virginia Employers: Deadline Approaching for RetirePath Registration!](https://hrworks-inc.com/industry-update/virginia-employers-deadline-approaching-for-retirepath-registration/) - Virginia’s state-facilitated retirement savings plan provides a convenient and affordable way for employees to save for their future, and covered organizations must register for the program by February 15, 2024. The program is mandatory for Virginia employers with 25 or more employees who have been operating for two or more years and who do not offer a qualified
- [Retail Employers in New York May Be Required to Develop and Implement Workplace Violence Prevention Plans](https://hrworks-inc.com/industry-update/retail-employers-in-new-york-may-be-required-to-develop-and-implement-workplace-violence-prevention-plans/) - Retail employers in New York may experience significant changes to how they handle workplace violence prevention under Senate Bill S8358 (the bill). The bill was recently introduced in the New York State Senate and currently has the governor’s support. If passed, the bill would require comprehensive written workplace violence plans and hazard assessments for all retail businesses
- [Unlocking Potential: The Timeless Benefits of Online Learning Management Systems](https://hrworks-inc.com/blog-post/unlocking-potential-the-timeless-benefits-of-online-learning-management-systems/) - The surge in popularity of e-learning experienced during the pandemic has transformed the landscape of professional development. While the pandemic may have initially accelerated the adoption of online learning, the benefits continue in our post-pandemic world. In this rapidly evolving business environment, leveraging a Learning Management System (LMS) continues to be a strategic move for
- [The US DOL Finalizes Independent Contractor Rule](https://hrworks-inc.com/industry-update/the-us-dol-finalizes-independent-contractor-rule/) - On Wednesday, January 10, 2024, the US Department of Labor (DOL) published in the Federal Register its final rule, “Employee or Independent Contractor Classification Under the Fair Labor Standards Act.” The new Independent Contractor Rule takes effect on March 11, 2024, and revises how workers are classified under the Fair Labor Standards Act (FLSA) by replacing a
- [SECURE 2.0 and De Minimis Incentives: What Employers Need to Know](https://hrworks-inc.com/industry-update/secure-2-0-and-de-minimis-incentives-what-employers-need-to-know/) - The SECURE 2.0 Act, signed into law in December 2022, brings a wave of changes to the world of retirement savings. One provision that employers should pay close attention to is the introduction of de minimis incentives to encourage employee participation in retirement plans such as a 401(k) or 403(b). A recent notice from the IRS answers
- [The US Department of Labor Issues Industry-Specific Guidance on the PUMP Act](https://hrworks-inc.com/industry-update/the-us-department-of-labor-issues-industry-specific-guidance-on-the-pump-act/) - The PUMP Act (the Act), signed into law in December 2022, expands protections for nursing mothers under the Fair Labor Standards Act (FLSA). It requires covered employers to provide reasonable break time to allow nursing mothers to express milk for one year after childbirth, as often as needed; and a private space in which to
- [Increased Penalties for Violating the FMLA, FLSA and OSHA](https://hrworks-inc.com/industry-update/increased-penalties-for-violating-the-fmla-flsa-and-osha/) - Penalties for violating the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Occupational Safety and Health Act (OSH Act) are increasing for 2024. In 2015, Congress passed a law requiring the DOL to adjust its civil monetary penalties for inflation each year in order “to improve the effectiveness of civil monetary penalties and to maintain
- [The US Department of Labor Raises Penalties for ERISA Violations](https://hrworks-inc.com/industry-update/the-us-department-of-labor-raises-penalties-for-erisa-violations/) - The Department of Labor (DOL) has increased civil penalties for violations of the Employee Retirement Income Security Act (ERISA). Employers need to be aware of how these penalties could affect their organizations; if they are found in violation of ERISA rules, they may now face higher fines that can impact their finances and reputation. These
- [Proposed Rules for Federal Contractors Subject to FAR on Pay Equity](https://hrworks-inc.com/industry-update/proposed-rules-for-federal-contractors-subject-to-far-on-pay-equity/) - The Federal Acquisition Regulation (FAR) Council proposed rule, approved by the Office of Management and Budget (OMB) on January 11, 2024, may change how covered federal contractors/subcontractors attract and retain talent by implementing salary history prohibitions and requiring the disclosure of pay ranges. The proposed rule is anticipated to be published in the Federal Register at some
- [Update on the District of Columbia’s Pay Transparency Law](https://hrworks-inc.com/industry-update/update-on-the-district-of-columbias-pay-transparency-law/) - As we previously reported, the District of Columbia (DC) had proposed a pay transparency law (B25-0194) which was signed by Mayor Muriel Bowser on January 12, 2024, making the legislation final and set to take effect on June 30, 2024. The law amends the existing Wage Transparency Act of 2014 and requires DC employers with at least one
- [Illinois Paid Leave Act Notice is Now Available](https://hrworks-inc.com/industry-update/illinois-paid-leave-act-notice-is-now-available/) - As we previously reported, in early 2023, Illinois passed the Illinois Paid Leave for All Workers Act (“PLAWA”), which took effect on January 1, 2024. Under the law, all Illinois employers (except for certain school and park districts and employers covered by preexisting municipal or county ordinances that require paid leave) will be required to provide up to 40
- [Minnesota Adopts Federal OSHA Reporting and Recordkeeping Requirements](https://hrworks-inc.com/industry-update/minnesota-adopts-federal-osha-reporting-and-recordkeeping-requirements/) - Minnesota operates an OSHA-approved State Plan covering most private sector workers and all state and local government workers. State Plans are monitored by OSHA and may develop their own safety and health standards, as long as they are at least as effective as federal OSHA standards. Effective December 18, 2023, Minnesota OSHA has adopted two key
- [New Jersey Enacts Domestic Workers Employment Rights](https://hrworks-inc.com/industry-update/new-jersey-enacts-domestic-workers-employment-rights/) - Effective July 1, 2024, the New Jersey Domestic Workers Bill of Rights Act (NJ SB 723) establishes extensive rights and protections for domestic workers by: Requiring employers to provide written contracts outlining job duties, wages, hours, and break times; Requiring employers to provide notice of employee rights including anti-discrimination, anti-harassment and anti-retaliation rights; Mandating rest and
- [Reminder: New York Extends Statute of Limitations for Discrimination Claims](https://hrworks-inc.com/industry-update/reminder-new-york-extends-statute-of-limitations-for-discrimination-claims/) - As we previously reported, effective February 15, 2024, the statute of limitations for discrimination claims in New York is extended from one year to three years. This means employees will have more time to file lawsuits against their employers for alleged discrimination. What does this mean for employers? Potential for increased risk of litigation: With a longer timeframe
- [Oregon Adopts Federal OSHA Reporting and Recordkeeping Requirements](https://hrworks-inc.com/industry-update/oregon-adopts-federal-osha-reporting-and-recordkeeping-requirements/) - Oregon operates an OSHA-approved State Plan covering most private-sector workers and all state and local government workers. OSHA monitors state plans, but state plans may develop their own safety and health standards, as long as they are at least as effective as federal OSHA standards. Effective January 1, 2024, Oregon OSHA has adopted two key federal
- [Texas Ban on Private Sector COVID-19 Vaccine Mandates Has Taken Effect](https://hrworks-inc.com/industry-update/texas-ban-on-private-sector-covid-19-vaccine-mandates-has-taken-effect/) - Effective on February 6, 2024, Senate Bill 7 prohibits private employers in Texas from requiring COVID-19 vaccinations as a condition of employment. The law applies to all private employers, contractors, and job applicants in the state. Under the law, employers cannot: Mandate COVID-19 vaccination for employment. Discriminate against employees or applicants based on vaccination status. Retaliate
- [Texas Workplace Violence Notice is Now Available](https://hrworks-inc.com/industry-update/texas-workplace-violence-notice-is-now-available/) - The Texas Workforce Commission (TWC) has released its required “Reporting Workplace Violence” notice. As we previously reported, in October 2023, Texas employers are required to post a notice to employees providing contact information for reporting instances of workplace violence or suspicious activity to the Texas Department of Public Safety. The notice must be posted in English
- [Duluth, Minnesota, Repeals Paid Sick Leave Law](https://hrworks-inc.com/industry-update/duluth-minnesota-repeals-paid-sick-leave-law/) - Effective January 18, 2024, Duluth, Minnesota, repeals its paid sick leave law in light of the statewide paid sick leave law effective January 1, 2024. The state program requires that employees in Minnesota who work at least 80 hours in a year for the employer accrue up to 48 hours of Earned Sick and Safe Time (ESST) each
- [NYC Employees Can Sue for Violations of the Earned Safe and Sick Time Act](https://hrworks-inc.com/industry-update/nyc-employees-can-sue-for-violations-of-the-earned-safe-and-sick-time-act/) - Effective March 20, 2024, New York City (NYC) employees now have a private right of action to sue employers for violations of the city’s Earned Safe and Sick Time Act (ESSTA). This means employees can bypass the administrative complaint process and head straight to court for alleged ESSTA violations, potentially opening a new wave of legal
- [Notice for the Illinois Paid Leave Act is Now Available ](https://hrworks-inc.com/industry-update/notice-for-the-illinois-paid-leave-act-is-now-available/) - As we previously reported, in early 2023, Illinois passed the Illinois Paid Leave for All Workers Act (“PLAWA”), which took effect on January 1, 2024. Under the law, all Illinois employers (except for certain school and park districts and employers covered by preexisting municipal or county ordinances that require paid leave) will be required to provide up to 40
- [Do not Let Your Handbook Gather Dust: Why Annual Updates Matter ](https://hrworks-inc.com/blog-post/do-not-let-your-handbook-gather-dust-why-annual-updates-matter/) - Your employee handbook is like the constitution of your workplace. It outlines expectations, rights, and responsibilities, setting the stage for a smooth and productive environment. But just like any governing document, it needs regular updates to stay relevant and effective. That is where annual handbook reviews come in. Here is why keeping your handbook fresh
- [The IRS Announces Mileage Reimbursement Rates for 2024 ](https://hrworks-inc.com/industry-update/the-irs-announces-mileage-reimbursement-rates-for-2024/) - On December 14, 2023, the Internal Revenue Service (IRS) announced the 2024 standard mileage rate. The increase began on January 1 and raised the rate from 65.5 cents per mile to 67 cents per mile. These rates apply to electric and hybrid-electric automobiles, as well as gasoline- and diesel-powered vehicles. Next Steps The IRS rate for mileage reimbursement is
- [Upcoming ACA Reporting Requirements ](https://hrworks-inc.com/industry-update/upcoming-aca-reporting-requirements/) - Section 6056 of the Affordable Care Act (ACA) requires applicable large employers (ALEs) (50 or more full-time equivalents) to provide information to the IRS and employees about the health plan coverage they offer to their employees. Self-insured ALEs must also provide information to the IRS and employees about the health plan coverage provided to individuals.
- [DC Proposes a Pay Transparency Law ](https://hrworks-inc.com/industry-update/dc-proposes-a-pay-transparency-law/) - The Wage Transparency Omnibus Amendment Act of 2023 (Act) (B25-0194) is a law passed by the District of Columbia Council that aims to increase transparency around compensation and benefits offered by employers in the District. The law amends the existing Wage Transparency Act of 2014 and includes several key provisions that would apply to private
- [Illinois Amends the Personnel Record Review Act ](https://hrworks-inc.com/industry-update/illinois-amends-the-personnel-record-review-act/) - Amendments to the Illinois Personnel Record Review Act (IPRRA) took effect on January 1, 2024. These changes aim to give employees greater transparency and access to their records. Key changes to the IPRRA include digital access and limitations on employers’ ability to charge exorbitant fees for providing employee personnel records. The IPRRA applies to employers with five or
- [The Minnesota Model Notice for Earned Sick and Safe Leave is Now Available](https://hrworks-inc.com/industry-update/the-minnesota-model-notice-for-earned-sick-and-safe-leave-is-now-available/) - Employers covered by Minnesota’s Earned Sick and Safe Time Law must provide a notice of rights to all employees in English and an employee’s primary language by January 1, 2024, or when employment begins, whichever is later. The employer may provide notice by either: Posting a copy where it can be readily observed and easily reviewed
- [Update on New York’s Proposal to Ban Non-Compete Agreements ](https://hrworks-inc.com/industry-update/update-on-new-yorks-proposal-to-ban-non-compete-agreements-2/) - A bill that would have prohibited non-compete agreements and certain restrictive covenants in New York and authorized covered individuals to bring a civil action in a court against any employer or persons alleged to have violated the prohibition was vetoed by the governor on December 22, 2023. This follows months of debate and intense lobbying from both
- [Reminder on New York’s Updated Minimum Wage and Salary Levels ](https://hrworks-inc.com/industry-update/reminder-on-new-yorks-updated-minimum-wage-and-salary-levels/) - On December 27, 2023, New York adopted the proposed updated minimum wage rates and salary levels for New York workers which took effect January 1, 2024, as follows: Minimum Wage Increase $16 per hour (NYC, Long Island, and Westchester County) $15 per hour (remainder of New York State) Salary Level Increase for the Administrative and Executive Exemptions NYC, Long Island, and
- [Chicago Delays the Start of Its’ New Paid Leave Ordinance to July 2024 ](https://hrworks-inc.com/industry-update/chicago-delays-the-start-of-its-new-paid-leave-ordinance-to-july-2024/) - The new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (the “Ordinance”) which was set to take effect on December 31, 2023, is now delayed until July 1, 2024 due to amendments. In addition to delaying the effective date, the amendments also require employers to provide written notice of their time off policies to covered
- [Cook County, Illinois Enacts Its Own Paid Leave for Any Reason Law ](https://hrworks-inc.com/industry-update/cook-county-illinois-enacts-its-own-paid-leave-for-any-reason-law/) - Following the statewide law and the Chicago ordinance, Cook County has also amended its existing Earned Sick Leave Ordinance to include paid leave for all employees who work in the county that can be used for any reason an employee chooses. The amendments took effect on December 31, 2023. Under the amended law, employees who work in the
- [NYC Enacts Workers’ Bill of Rights Notice Requirements ](https://hrworks-inc.com/industry-update/nyc-enacts-workers-bill-of-rights-notice-requirements/) - Effective July 1, 2024, New York City (NYC) employers will be required to provide employees with information on the workers’ bill of rights which is to be inclusive of relevant federal, state, and local laws that apply to employees, prospective employees, and independent contractors. The information must further specify rights that apply to workers regardless of
- [Special Alert: New York Minimum Wage and Salary Levels Finalized ](https://hrworks-inc.com/industry-update/special-alert-new-york-minimum-wage-and-salary-levels-finalized/) - New York has adopted (via the New York State Register’s December 27, 2023 Volume) the proposed updated minimum wage rates and salary levels for New York workers. Minimum Wage Increase Updated minimum wage rates will go into effect on January 1, 2024, as follows: $16 per hour (NYC, Long Island, and Westchester County) $15 per
- [The NLRB’s Stericycle Decision Has Significant Implications for 2024 Employee Handbook Updates ](https://hrworks-inc.com/blog-post/the-nlrbs-stericycle-decision-has-significant-implications-for-2024-employee-handbook-updates/) - On August 2, 2023, the National Labor Relations Board (NLRB) issued its decision on Stericycle, Inc. In this landmark decision, the National Labor Relations Board (NLRB) established a new standard for evaluating workplace rules, particularly those addressing employee conduct outside work hours. The decision emphasizes the protection of employees’ rights to engage in protected concerted activity,
- [Updates to the USCIS Automatic Extension of Employment Authorization Document](https://hrworks-inc.com/industry-update/updates-to-the-uscis-automatic-extension-of-employment-authorization-document/) - The U.S. Citizenship and Immigration Services (USCIS) has ended its temporary 540-day automatic extension period for filing certain employment authorization documents (EAD). As of October 27, 2023, automatic extensions of employment authorization and EAD validity reverted to the original 180-day period for those eligible applicants who file Form I-765 renewal applications timely. For context, the automatic extension
- [What President Biden’s Executive Order on Artificial Intelligence Means for Employers](https://hrworks-inc.com/industry-update/what-president-bidens-executive-order-on-artificial-intelligence-means-for-employers/) - President Biden issued an Executive Order (EO) on October 30, 2023, titled “Executive Order on Promoting the Use of Trustworthy Artificial Intelligence in the Federal Government” (EO on AI). The EO aims to establish a government-wide framework for the responsible development, use, and deployment of artificial intelligence (AI) in the federal government. While the EO applies
- [The NLRB Final Joint Employer Rule Effective Date Pushed Back](https://hrworks-inc.com/industry-update/the-nlrb-final-joint-employer-rule-effective-date-pushed-back/) - The National Labor Relations Board (NLRB) announced it will extend the effective date of its joint employer rule to February 26, 2024, to facilitate the resolution of legal challenges to the rule. On November 9, 2023, various business groups sued the NLRB in federal district court, alleging the joint employer rule is unlawful. As we previously reported,
- [The NLRB and OSHA Join Forces in Workplace Safety Enforcement ](https://hrworks-inc.com/industry-update/the-nlrb-and-osha-join-forces-in-workplace-safety-enforcement/) - On October 31, 2023, the National Labor Relations Board (NLRB) and the Occupational Safety and Health Administration (OSHA) announced the signing of a memorandum of understanding (MOU) aimed at strengthening their partnership and enhancing worker protections. The MOU outlines a framework for increased collaboration and information sharing between the two agencies, focusing on areas of mutual interest
- [Reminder: Revised OSHA Recordkeeping Rule Takes Effect on January 1 ](https://hrworks-inc.com/industry-update/reminder-revised-osha-recordkeeping-rule-takes-effect-on-january-1/) - The Occupational Safety and Health Administration’s (OSHA) revised Final Rule on requirements for electronic submission of workplace injury and illness information to OSHA becomes effective on January 1, 2024. Under the revised Final Rule, some of the current requirements remain in place and a new requirement has been added which may impact establishments with 100 or more employees.
- [Proposed Regulations on the Illinois Paid Leave for All Workers Act](https://hrworks-inc.com/industry-update/proposed-regulations-on-the-illinois-paid-leave-for-all-workers-act/) - As we previously reported, in early 2023, Illinois passed the Illinois Paid Leave for All Workers Act (“PLAWA”), which takes effect January 1, 2024. Under the law, all Illinois employers (except for certain school and park districts and employers covered by preexisting municipal or county ordinances that require paid leave) will be required to provide up to 40
- [Massachusetts Employees Can Now Use PTO to Supplement PFML Benefits ](https://hrworks-inc.com/industry-update/massachusetts-employees-can-now-use-pto-to-supplement-pfml-benefits/) - The Massachusetts Paid Family and Medical Leave (PFML) law was recently amended to allow employees to supplement, or “top off,” their weekly PFML benefits with their accrued paid time off (PTO). Effective November 1, 2023, employees who are on PFML leave can now use their PTO to receive up to 100% of their wages during their
- [Minnesota Bans Salary History Inquiries ](https://hrworks-inc.com/industry-update/minnesota-bans-salary-history-inquiries/) - Effective January 1, 2024, Minnesota employers may not inquire into, consider, or require disclosure of the pay history of an applicant for employment to determine compensation or benefits for that applicant, except if, the applicant’s history is a matter of public record under federal or state law or the applicant voluntarily and without prompting discloses pay
- [Minnesota Issues Guidance on Minnesota Statewide Paid Earned Sick and Safe Time Law ](https://hrworks-inc.com/industry-update/minnesota-issues-guidance-on-minnesota-statewide-paid-earned-sick-and-safe-time-law/) - On January 1, 2024, employees in Minnesota will begin to accrue Earned Sick and Safe Time (ESST). ESST is available to all employees, including those who are temporary and part-time, as long as they work at least 80 hours in a year for the employer. In anticipation of the effective date, the Minnesota Department of Labor
- [New York Amends Statute of Limitations for Claims of Discrimination ](https://hrworks-inc.com/industry-update/new-york-amends-statute-of-limitations-for-claims-of-discrimination/) - To protect workers’ rights, New York Senate Bill 3255 extends the statute of limitations for unlawful discrimination claims from one year to three years. This bill brings New York’s statute of limitations for discrimination claims into line with the statute of limitations for sexual harassment claims under state law. The new statute of limitations is expected to become
- [New York’s Clean Slate Act and Its Implications for Private Employers ](https://hrworks-inc.com/industry-update/new-yorks-clean-slate-act-and-its-implications-for-private-employers/) - The New York Clean Slate Act (S7551A / A1029C) was signed into law on November 16, 2023, and will take effect on November 16, 2024. The Act automatically seals certain criminal records in the state of New York (NY) after a period of time, making them unavailable to most employers. Under the law, adverse action cannot be taken
- [New York Bans Certain Confidentiality Clauses in Settlement Agreements ](https://hrworks-inc.com/industry-update/new-york-bans-certain-confidentiality-clauses-in-settlement-agreements/) - Effective November 17, 2023, New York State has banned liquidated damages and cashback provisions designed to protect confidentiality in settlement agreements related to discrimination, retaliation, or harassment claims. The law applies to any agreements entered into on or after that date. The law specifically prohibits clauses that require a complainant to pay liquidated damages or forfeit
- [New Overtime Provisions for New York Agricultural Workers Take Effect Soon ](https://hrworks-inc.com/industry-update/new-overtime-provisions-for-new-york-agricultural-workers-take-effect-soon/) - On September 30, 2022, the state labor commissioner announced that the overtime threshold for agricultural workers will be lowered from the current threshold, which is 60 hours until it reaches 40 hours in the year 2032. Effective January 1, 2024, non-exempt farm workers must be paid one and one-half times their regular rate of pay for each overtime hour over 56
- [Update on New York’s Proposal to Ban Non-Compete Agreements ](https://hrworks-inc.com/industry-update/update-on-new-yorks-proposal-to-ban-non-compete-agreements/) - A bill that would have prohibited non-compete agreements and certain restrictive covenants in New York (NY) and authorized covered individuals to bring a civil action in a court against any employer or persons alleged to have violated the prohibition failed to receive the governor’s signature. The governor expressed a preference for setting an earnings threshold in which
- [Ohio Legalizes Recreational Marijuana ](https://hrworks-inc.com/industry-update/ohio-legalizes-recreational-marijuana/) - On November 7, 2023, Ohio legalized the adult use of recreational marijuana. The law took effect on December 7, 2023, but it will take months to establish regulations that clearly define the law’s requirements. The law will permit individuals aged 21 and older to possess and use marijuana in Ohio. However, the details of the law
- [Chicago Passes a New Paid Leave Ordinance ](https://hrworks-inc.com/industry-update/chicago-passes-a-new-paid-leave-ordinance/) - On November 9, 2023, the Chicago City Council passed the new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance (the “Ordinance”). The amendments take effect on December 31, 2023. While the city already had a paid sick leave law, the new ordinance now guarantees two banks of leave, one for paid sick leave, and
- [Update on New York’s Projected Salary Level for Exempt Employees](https://hrworks-inc.com/industry-update/update-on-new-yorks-projected-salary-level-for-exempt-employees/) - The New York Department of Labor (NY DOL) has published its proposed increases to the salary level for administrative and executive exempt employees, as well as, the minimum wage for non-exempt employees. In our prior post, it was projected that the salary level would increase statewide at a rate of 75 times the applicable minimum
- [We Need to Talk About California: Legislative Changes for 2024 and Beyond](https://hrworks-inc.com/industry-update/we-need-to-talk-about-california-legislative-changes-for-2024-and-beyond/) - The California legislature had a very busy season, and several key pieces of legislation will impact California employers in 2024 and beyond. The following laws are going into effect in 2024: Paid Sick Leave Expansion (SB 616) – Effective January 1, 2024, employers will be required to increase mandatory paid sick leave earnings. If sick leave is
- [Reminder: NYC Prohibition on Height and Weight Discrimination Takes Effect Soon](https://hrworks-inc.com/industry-update/reminder-nyc-prohibition-on-height-and-weight-discrimination-takes-effect-soon/) - Effective November 22, 2023, the New York City Human Rights Law (NYCHRL) prohibits discrimination based on a person’s height or weight. Under the new law, employers in New York City (NYC) cannot discriminate against employees or applicants based on their height or weight. This means that employers cannot: Refuse to hire someone because of their height
- [New York Increases the Salary Level Threshold for Mandatory Direct Deposit](https://hrworks-inc.com/industry-update/new-york-increases-the-salary-level-threshold-for-mandatory-direct-deposit/) - Article 6 of New York’s Labor Law has been amended (SB 5572) to increase the earnings threshold for the applicability of certain provisions of the law relating to the method and frequency of wage payments to employees, specifically mandating the use of direct deposit and paying employees less frequently than on a semi-monthly basis. The
- [New York Announces Annual Minimum Wage Increases](https://hrworks-inc.com/industry-update/new-york-announces-annual-minimum-wage-increases/) - The minimum wage in New York is set to increase to $17 per hour for most employers by January 1, 2026. The minimum wage will also be indexed to inflation starting in 2027, meaning it will increase automatically each year based on the cost of living. Employers may need to take steps to begin to
- [Texas Court Bars Enforcement of the Minimum Wage for Federal Contractors in Three States](https://hrworks-inc.com/industry-update/texas-court-bars-enforcement-of-the-minimum-wage-for-federal-contractors-in-three-states/) - A federal court in Texas has barred the enforcement of President Biden’s Executive Order (EO 14026) that raised the minimum wage for federal contractors to $15 per hour in a lawsuit brought by Louisiana, Mississippi, and Texas. The $15 minimum wage took effect January 30, 2022, with increases to be published annually, and is currently
- [Proposed Changes to Colorado COMPS #39](https://hrworks-inc.com/industry-update/proposed-changes-to-colorado-comps-39/) - Expected January 1, 2024, the Colorado Overtime and Minimum Pay Standards (COMPS) Order #39 takes effect. COMPS #39 is a regulation issued by the Colorado Department of Labor and Employment (CDLE) that sets the minimum wage and overtime pay requirements for employers in Colorado. COMPS #39 also establishes certain exemptions from the minimum wage and overtime
- [NYC Amends Its Sick and Safe Leave Requirements](https://hrworks-inc.com/industry-update/nyc-amends-its-sick-and-safe-leave-requirements/) - On September 15, 2023, the New York City Department of Consumer and Worker Protection (DCWP) amended the City's Earned Safe and Sick Time Act (ESSTA) regulations. The effective date of the changes is October 15, 2023. The changes to the ESSTA regulations are intended to clarify and strengthen the law's protections for employees. The most
- [IRS Announces FSA Contribution Cap for 2024](https://hrworks-inc.com/industry-update/irs-announces-fsa-contribution-cap-for-2024/) - The Internal Revenue Service (IRS) has announced that the contribution limit for health flexible spending accounts (FSAs) for 2024 is $3,200. This is an increase of $150 from the 2023 limit. Health FSAs allow employees to set aside pre-tax dollars from their paychecks to pay for qualified medical expenses. This can include things like doctor’s visits, prescriptions,
- [Help Employees Be Thankful During the Holiday Season](https://hrworks-inc.com/blog-post/help-employees-be-thankful-during-the-holiday-season/) - The holiday season is a time for reflection and gratitude. Employers can play a role in helping their employees be more thankful during this time of year thereby creating a more positive and productive work environment that benefits everyone. Here are some ways that employers can help employees be more thankful: Create a culture of
- [It’s Time to Examine Your Employment Relationships as the NLRB Issues the Final Joint Employer Rule](https://hrworks-inc.com/industry-update/its-time-to-examine-your-employment-relationships-as-the-nlrb-issues-the-final-joint-employer-rule/) - On October 26, 2023, the National Labor Relations Board (NLRB) issued a long-anticipated final rule that substantially increases the number of employers who may be deemed joint employers. The new rule builds on the Obama-era Board’s 2015 decision in Browning-Ferris Industries holding that an employer’s reserved or indirect control of the terms and conditions of a third
- [The EEOC Proposes Updated Harassment Guidance](https://hrworks-inc.com/industry-update/the-eeoc-proposes-updated-harassment-guidance/) - On October 2, 2023, the Equal Employment Opportunity Commission (EEOC) issued proposed updated harassment guidance that provides a more comprehensive and expansive definition of harassment, clarifies the standards that employers must meet to avoid liability for harassment, and significantly expands employer liability for harassment in the workplace. Key Changes in the Proposed Guidance The updated proposed guidance
- [No Extension Granted on the Comment Period for the US DOL’s Proposed Changes to the EAP Exemptions](https://hrworks-inc.com/industry-update/no-extension-granted-on-the-comment-period-for-the-us-dols-proposed-changes-to-the-eap-exemptions/) - The U.S. Department of Labor (DOL) announced that it would not extend the comment period deadline for stakeholders to respond to its proposed changes to the Fair Labor Standards Act’s (FLSA) overtime provisions which ended on November 7, stating that the original 60-day comment period was a reasonable and adequate amount of time for stakeholders to provide
- [The Comment Period on the US DOL’s Proposal to EAP Exemption is Open](https://hrworks-inc.com/blog-post/the-comment-period-on-the-us-dols-proposal-to-eap-exemption-is-open/) - The comment period on the U.S. Department of Labor’s (DOL) proposed rule to raise the required minimum salary level for employees to qualify for overtime exemptions under the Fair Labor Standards Act (FLSA) is now open. The comment period began on September 8 and will remain open for 60 days, closing on November 7, 2023. After
- [Reminder: Medicare Part D Notice Deadline Approaching](https://hrworks-inc.com/industry-update/reminder-medicare-part-d-notice-deadline-approaching/) - Plan sponsors must send an annual Medicare Part D notice to all Medicare-eligible enrollees and dependents before October 15th of each year. This notice describes whether the plan’s prescription drug coverage is considered creditable under the Medicare program. If a plan’s coverage is not considered creditable, enrollees may be subject to a late enrollment penalty if they
- [Texas Requires Posting of Notice of Workplace Violence Hotline or Suspicious Activity](https://hrworks-inc.com/industry-update/texas-requires-posting-of-notice-of-workplace-violence-hotline-or-suspicious-activity/) - Effective September 1, 2023, Texas requires all employers to post a notice to employees providing contact information for reporting instances of workplace violence or suspicious activity to the Texas Department of Public Safety. Next Steps The Texas Workforce Commission (TWC) has until March 1, 2024, to issue the prescribed notice. Once that becomes available, covered employers
- [New York State Officially Repeals the COVID-19 Vaccine Mandate for Health Care Workers](https://hrworks-inc.com/industry-update/new-york-state-officially-repeals-the-covid-19-vaccine-mandate-for-health-care-workers/) - On October 4, 2023, the COVID-19 vaccine mandate for health care workers in New York State (NYS) was officially repealed. The mandate, which was implemented in September 2021, required all health care workers in the state to be fully vaccinated against COVID-19 unless they had a medical or religious exemption. The New York State Department of
- [New York Amends Labor Law to Require Written Notice of Unemployment Benefits for Reduction of Hours](https://hrworks-inc.com/industry-update/new-york-amends-labor-law-to-require-written-notice-of-unemployment-benefits-for-reduction-of-hours/) - Effective November 13, 2023, New York’s Labor Law (NYLL) related to notice of eligibility for unemployment benefits (Record of Employment – IA 12.3) is amended. For background, employers have been required to provide employees with a written notice of eligibility for unemployment benefits upon separation of employment including layoffs/reductions in force under 12 N.Y.C.R.R. § 472.8 of the
- [New York Passes Captive Audience Bill](https://hrworks-inc.com/industry-update/new-york-passes-captive-audience-bill/) - On September 6, 2023, New York Governor Kathy Hochul signed into law a bill that amends the New York Labor Law to prohibit employers from participating in mandatory meetings (also known as “captive audience” meetings) concerning the employer’s views on political or religious matters. The new law took effect immediately. The law makes it unlawful for
- [New York Paid Family Leave Contribution Rates Decrease For 2024](https://hrworks-inc.com/industry-update/new-york-paid-family-leave-contribution-rates-decrease-for-2024/) - The New York Department of Financial Services (DFS) has announced that the Paid Family Leave (PFL) contribution rate for 2024 will be 0.373% of an employee’s gross wages per pay period (down from 0.455% in 2023), capped at an annual maximum of $333.25 (down from $399.43 in 2023). The New York State Average Weekly Wage (NYSAWW) is
- [E-Verify NextGen May Bring Big Changes to E-Verify](https://hrworks-inc.com/industry-update/e-verify-nextgen-may-bring-big-changes-to-e-verify/) - E-Verify NextGen is a new version of the E-Verify program that is currently under development. The new system is designed to be more efficient, user-friendly, and secure than the current system. One of the key features of E-Verify NextGen is that it will allow employees to create their own account and submit their own information to
- [Reminder: The Comment Period on NY’s Proposed Regulations on the Statewide Wage Transparency Law is Open](https://hrworks-inc.com/industry-update/reminder-the-comment-period-on-nys-proposed-regulations-on-the-statewide-wage-transparency-law-is-open/) - On September 13, 2023, the New York State Department of Labor (DOL) published proposed regulations for the New York Wage Transparency Law. The proposed regulations provide additional guidance on the requirements of the law, which took effect on September 17, 2023. Additional information on the proposed regulations is available in this Special Alert from HR Works. Next Steps
- [Reminder for Employers: New York’s Paid COVID-19 Leave Law is Still in Effect](https://hrworks-inc.com/industry-update/reminder-for-employers-new-yorks-paid-covid-19-leave-law-is-still-in-effect/) - As COVID-19 continues to circulate, it is important for employers in New York State to be aware of their obligations to provide paid leave to certain employees who are affected by the virus. Under New York law, employers with more than 100 employees must provide up to 14 days of paid COVID-19 sick leave to employees
- [Certain Illinois Employers Required to Offer Pre-Tax Commuter Benefits](https://hrworks-inc.com/industry-update/certain-illinois-employers-required-to-offer-pre-tax-commuter-benefits/) - The new Illinois Transportation Benefits Program Act, which takes effect on January 1, 2024, will require employers with at least 50 employees in certain geographic areas (located within one mile of a public transit stop in the Chicago metropolitan area) to offer pre-tax commuter benefits to “eligible employees” which are those who work an average of at least 35
- [OSHA to Allow Third Parties to Represent Employees During Walkarounds](https://hrworks-inc.com/industry-update/osha-to-allow-third-parties-to-represent-employees-during-walkarounds/) - The Occupational Safety and Health Administration (OSHA) has proposed a rule that would allow third parties to represent employees during workplace inspections. The rule, which is open for public comment until October 30, 2023, would allow employees to designate a representative from a union, a worker center, or another community organization to accompany them during OSHA walkarounds. Currently,
- [Reminder: New Form I-9 Effective Date Approaching](https://hrworks-inc.com/industry-update/reminder-new-form-i-9-effective-date-approaching/) - The United States Citizenship and Immigration Services (USCIS) released a new version of Form I-9, Employment Eligibility Verification with an expiration date of 7/31/2026. The new form must be used by all employers in the United States starting on November 1, 2023. Employers who fail to use the new Form I-9 after this date may be subject
- [Ten Things to Know About New York’s Proposed Regulations on Pay Transparency in ​​​​​​Job Advertisements](https://hrworks-inc.com/industry-update/ten-things-to-know-about-new-yorks-proposed-regulations-onpay-transparency-in-job-advertisements/) - On Wednesday, September 13, the New York Department of Labor (DOL) released proposed regulations on the statewide wage transparency law which went into effect on September 17, 2023. The purpose of regulations is to explain and interpret how the law will be implemented. The DOL is currently collecting public comments on the proposed regulations prior to finalization. Submitting comments assists
- [Federal EEO and Affirmative Action Requirements: Are You Meeting Standards?](https://hrworks-inc.com/blog-post/federal-eeo-and-affirmative-action-requirements-are-you-meeting-standards/) - Equal employment opportunity, affirmative action and diversity add up to true equality in the workplace. They’re like the three legs of a very important stool: Unless each one is strong, the entire structure will crumble. As an employer, you need to ensure that you’re doing the right thing – which includes full compliance with legal
- [Biden Raises Federal Contractors’ Minimum Wage](https://hrworks-inc.com/industry-update/biden-raises-federal-contractors-minimum-wage-2/) - On April 27, 2021, President Biden signed an Executive Order (“Order”) that raises the minimum wage for employees of federal contractors and subcontractors who are working on, or in connection with, a federal government contract. The minimum wage will increase from $10.95 per hour to $15 per hour, effective January 1, 2022. The $15 minimum wage also
- [EEOC Issues Update Guidance on COVID-19 Testing](https://hrworks-inc.com/industry-update/eeoc-issues-update-guidance-on-covid-19-testing/) - The Equal Employment Opportunity Commission (EEOC) has updated its guidance, entitled, “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws”, concluding that U.S. employers are beyond the emergency stage of the pandemic, when mandatory testing for COVID-19 was automatically deemed to be “job-related” and “consistent with business necessity.”
- [DOL Proposes Rule to Increase Wages for Federal Contractors](https://hrworks-inc.com/industry-update/dol-proposes-rule-to-increase-wages-for-federal-contractors-2/) - On July 21, 2021, the U.S. Department of Labor (DOL) announced a Notice of Proposed Rulemaking to establish standards and procedures to implement and enforce Executive Order 14026 (EO), requiring federal contractors to increase the minimum wage rate for their employees. The EO would increase the minimum wage rate for federal contractor employees to $15 per hour starting on
- [Reminder: EEO-1 Filing Deadline](https://hrworks-inc.com/industry-update/reminder-eeo-1-filing-deadline-2/) - As a reminder, the deadline for covered employers to submit 2019 and 2020 EEO-1 Component 1 Data has been extended to August 23, 2021. The EEO-1 Report is an annual survey that requires certain employers to submit information about their workforces by race or ethnicity, gender and job category. In general, a private-sector employer is subject
- [EEO-1 Reporting Deadline Extended Again, New Deadline October 25, 2021](https://hrworks-inc.com/industry-update/eeo-1-reporting-deadline-extended-again-new-deadline-october-25-2021-2/) - The Equal Employment Opportunity Commission (EEOC) has announced that the deadline to submit and certify your 2019/2020 EEO-1 Component 1 data has been extended again, and is now Monday, October 25, 2021. EEOC cited “…the continuing impact of the pandemic on business operations” as being what necessitated the deadline change. EEOC’s announcement also includes “…this new deadline
- [The Biden Administration Announces a Plan to Control the Spread of COVID-19](https://hrworks-inc.com/industry-update/the-biden-administration-announces-a-plan-to-control-the-spread-of-covid-19-2/) - In a press conference, on September 9, 2021, the White House issued Path Out of the Pandemic: President Biden’s COVID-19 Action Plan (Plan). The Plan outlines a six-pronged, comprehensive national strategy to successfully combat COVID-19. Portions of the Plan will impose new obligations on employers, including federal contractors and subcontractors, healthcare settings and private employers. Federal Employees. Previously,
- [EEOC Issues Updated COVID-19 Guidance, Twice In One Month](https://hrworks-inc.com/industry-update/eeoc-issues-updated-covid-19-guidance-twice-in-one-month-2/) - Since the start of the pandemic, the Equal Employment Opportunity Commission (EEOC) has periodically updated its guidance to address emerging topics related to COVID-19, including COVID-19 vaccination. On October 13 and October 25, 2021, the EEOC updated its guidance on “What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO
- [AAP Compliance Certification Required in 2022](https://hrworks-inc.com/industry-update/aap-compliance-certification-required-in-2022/) - After years of anticipation among contractors, OFCCP has announced the launch of its new Contractor Portal, through which Federal contractors and subcontractors (“contractors”) will need to certify the compliance of their affirmative action plans (AAPs). The Contractor Portal can be accessed through OFCCP’s website. The agency has posted Frequently Asked Questions on the contractor portal and indicated that how-to videos
- [Office of Federal Contract Compliance Programs (OFCCP) Publishes Proposal to Rescind the Religious Exemption Rule](https://hrworks-inc.com/industry-update/office-of-federal-contract-compliance-programs-ofccp-publishes-proposal-to-rescind-the-religious-exemption-rule/) - Published on November 9, 2021, the Proposal To Rescind Implementing Legal Requirements Regarding the Equal Opportunity Clause’s Religious Exemption aims to provide clarification to the extent and application of the religious exemption contained in Executive Order 11246 (EO), that is applicable to federal contractors and subcontractors. Executive Order 11246 The EO prohibits federal contractors and federally assisted construction contractors
- [OFCCP Requires Online Certification of AAPs in 2022](https://hrworks-inc.com/industry-update/ofccp-requires-online-certification-of-aaps-in-2022/) - The OFCCP recently announced the launch of it’s new Contractor Portal, through which Affirmative Action Employers will be required to certify the compliance of their Affirmative Action Plan (AAP) starting in March 2022. A compliant Affirmative Action Program consists of a written AAP, training programs, and outreach efforts. Next Steps for Employers Contractors should begin registering for the portal as
- [EEOC Adds New Section to Its Guidance, Clarifying When COVID-19 May Be A Disability](https://hrworks-inc.com/industry-update/eeoc-adds-new-section-to-its-guidance-clarifying-when-covid-19-may-be-a-disability/) - To assist the public, the EEOC has updated its guidance on employment and COVID-19 approximately 20 times throughout the pandemic. On December 14, 2021, the U.S. Equal Employment Opportunity Commission (EEOC) issued another update to its’ guidance on COVID-19, entitled, What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws. This
- [EEOC Begins Program on Artificial Intelligence and Algorithmic Fairness](https://hrworks-inc.com/industry-update/eeoc-begins-program-on-artificial-intelligence-and-algorithmic-fairness/) - On October 28, 2021, the Equal Employment Opportunity Commission (EEOC) issued a press release revealing their plan to further monitor the use of artificial intelligence (AI) and algorithmic tools used during the hiring process or during other employment-related decisions, in order to ensure compliance with federal anti-discrimination laws. A Need to Examination AI As more employers use
- [EEOC Announces EEO-1 Reporting Changes](https://hrworks-inc.com/industry-update/eeoc-announces-eeo-1-reporting-changes/) - After multiple extensions to EEOC’s filing season last year, the agency is rolling out more changes for 2022. The 2021 EEO-1 Component 1 reports initially due on March 31, 2022, are being delayed. As EEOC’s filing platform vendor continues to adjust the system and process changes from employers’ 2019 and 2020 Component 1 reports, the system’s tentative opening has
- [Registration for the Federal Contractor Affirmative Action Portal Has Begun](https://hrworks-inc.com/industry-update/registration-for-the-federal-contractor-affirmative-action-portal-has-begun/) - As of February 1, 2022, covered federal contractors and subcontractors (contractors) were able to begin registering for access to the new online Contractor Portal from the Office of Federal Contract Compliance Programs (OFCCP), which collects information about their affirmative action program. Who Must Comply? Under Executive Order (EO) 11246, contractors that meet certain jurisdiction thresholds have an
- [Update on Status of Federal Contractor Vaccine Mandate](https://hrworks-inc.com/industry-update/update-on-status-of-federal-contractor-vaccine-mandate/) - Executive Order (EO) 14042 was issued under President Biden’s Path Out of the Pandemic Plan. The EO initially required that all “covered” federal contractors/subcontractors be fully vaccinated against COVID-19 by January 18, 2022, except in cases of a medical or religious accommodation. However, on December 7, 2021, a judge in the Southern District of Georgia issued a
- [AAP Compliance Certification Portal Guidance](https://hrworks-inc.com/industry-update/aap-compliance-certification-portal-guidance/) - As we previously reported, the Office of Federal Contract Compliance Programs (OFCCP) was in the process of launching a new Contractor Portal (Portal) which requires federal contractors and subcontractors (“contractors”) to certify the compliance of their affirmative action plans (AAPs). The Portal has been launched and opened on February 1, 2022. Between February 1 and March
- [California: Reminder Annual Pay Data Reporting Deadline Approaching](https://hrworks-inc.com/industry-update/california-reminder-annual-pay-data-reporting-deadline-approaching/) - Covered employers with 100 or more employees with at least one employee in California must file 2021 pay data with the California Department of Fair Employment and Housing (DFEH) by April 1, 2022. What Information Is Required? Employers must report on their workforce by choosing a single pay period or “snapshot period” from the fourth quarter of
- [AAP Certification Required Starting March 31, 2022](https://hrworks-inc.com/industry-update/aap-certification-required-starting-march-31-2022/) - As HR Works previously announced, the OFCCP has launched its new Contractor Portal, through which Federal contractors and subcontractors (“contractors”) will need to certify the compliance of their affirmative action plans (AAPs). All ‘service and supply’ contractors are impacted by this new requirement. Construction contractors are exempted from using the portal at this time. PORTAL REGISTRATION Registration for the contractor
- [OFCCP Issues Compensation and Enforcement Directives](https://hrworks-inc.com/industry-update/ofccp-issues-compensation-and-enforcement-directives/) - The Office of Federal Contractor Compliance Programs (OFCCP) has recently released two directives aimed at federal contractor compliance. Directives are intended to provide guidance to OFCCP staff and/or federal contractors on enforcement and compliance policy or procedures. Directive 2022-01 Coinciding with Equal Pay Day, on March 15, 2022, the Office of Federal Contractor Compliance Programs
- [Equal Employment Opportunity Commission Releases Updated Guidance Regarding Caregiver Discrimination](https://hrworks-inc.com/industry-update/equal-employment-opportunity-commission-releases-updated-guidance-regarding-caregiver-discrimination/) - On March 14, 2022, the Equal Employment Opportunity Commission (EEOC) issued guidance, titled, “The COVID-19 Pandemic and Caregiver Discrimination Under Federal Employment Discrimination Law,” provided an update to their COVID-19 “What You Should Know” webpage, and released a video guide that addresses discrimination against caregivers). According to the COVID-19 Pandemic and Caregiver Discrimination guidance, discrimination based solely
- [EEOC Issues Updated Guidance on Religious Accommodations and COVID-19](https://hrworks-inc.com/industry-update/eeoc-issues-updated-guidance-on-religious-accommodations-and-covid-19/) - On March 1, the EEOC issued another update to its’ guidance on COVID-19, titled, What You Should Know About COVID-19 and the ADA, the Rehabilitation Act, and Other EEO Laws. The updates apply to frequently asked questions (FAQs) under Section L which focus on assisting employers, employees and applicants with navigating vaccine-related religious accommodation requests. One of
- [EEO-1 Reporting Window Opens Tuesday, April 12](https://hrworks-inc.com/industry-update/eeo-1-reporting-window-opens-tuesday-april-12/) - The 2021 EEO-1 Component 1 reports initially due on March 31, 2022, were postponed. Filing for the 2019/2020 reporting period is now set to open on Tuesday, April 12, 2022, and is scheduled to close on Tuesday, May 17, 2022. Employers with accounts from the 2019/2020 reporting period will have to update their passwords when returning, while new
- [IL & MS Equal Pay Updates](https://hrworks-inc.com/industry-update/il-ms-equal-pay-updates/) - ILLINOIS DEPARTMENT OF LABOR ANSWERS FREQUENTLY ASKED QUESTIONS ABOUT THE EQUAL PAY REGISTRATION CERTIFICATE This Illinois Department of Labor (IDOL) has added Frequently Asked Questions (FAQs) to their website to address questions about the Equal Pay Registration Certificate (EPRC) requirements. To learn more about EPRC requirements, refer to this prior blog post from HR Works. The FAQs answer questions
- [OFCCP Releases 2022 Corporate Scheduling Announcement List](https://hrworks-inc.com/industry-update/ofccp-releases-2022-corporate-scheduling-announcement-list/) - A new Corporate Scheduling Announcement List (CSAL) was posted by OFCCP today. The list includes 400 service & supply contractors scheduled to undergo an OFCCP audit. This CSAL is a courtesy notification for federal contractors and subcontractors selected for a compliance review, which begins once the contractor receives an approved scheduling letter. To find out if you
- [EEOC Issues Erroneous Failure to File EEO-1 Notices; Continues Accepting Reports](https://hrworks-inc.com/industry-update/eeoc-issues-erroneous-failure-to-file-eeo-1-notices-continues-accepting-reports/) - Many employers are receiving notifications from the EEOC indicating that they have yet to file their EEO-1 reports, which were due on May 17, 2022. HR Works has observed that while some of these notices are valid, in most cases they have been issued in error. What to do if you receive an EEOC Violation Notice
- [EEO-1 Extends Deadline for 2021 Reporting](https://hrworks-inc.com/industry-update/eeo-1-extends-deadline-for-2021-reporting/) - EEO-1 filers who have not submitted and certified their 2021 EEO-1 Component 1 Report(s) will have through Tuesday, June 21, 2022, to submit the required data to the Equal Employment Opportunity Commission (EEOC). Previously, the published deadline to submit and certify the 2021 EEO-1 Component 1 Report(s) was Tuesday, May 17, 2022. Once the June 21 deadline passes,
- [EEOC Taking Steps to Include Non-Binary Classification on Forms](https://hrworks-inc.com/industry-update/eeoc-taking-steps-to-include-non-binary-classification-on-forms/) - The Equal Employment Opportunity Commission (EEOC) has started to take affirmative steps to include non-binary classifications on agency forms. In an announcement last month, individuals will be able to choose non-binary gender markers when filling out intake and charge of discrimination forms used by workers for discrimination complaints levied against employers. On these forms, an
- [EEOC Warns Against Disability Discrimination and Use of Artificial Intelligence Tools](https://hrworks-inc.com/industry-update/eeoc-warns-against-disability-discrimination-and-use-of-artificial-intelligence-tools/) - Employers increasingly use AI and other software tools to help them select new employees, monitor performance, and determine pay or promotions. Employers may give computer-based tests to applicants or use computer software to score applicants’ resumes. Many of these tools use algorithms or AI. These tools may result in unlawful discrimination against people with disabilities
- [EEOC Issues Guidance on Artificial Intelligence (AI) Software](https://hrworks-inc.com/industry-update/eeoc-issues-guidance-on-artificial-intelligence-ai-software/) - Employers now have a wide variety of computer-based tools (AI tools) available to assist them in hiring workers, monitoring worker performance, determining pay or promotions, and establishing the terms and conditions of employment. Employers may utilize these tools to save time and effort, increase objectivity, or decrease bias. However, the use of these tools may
- [2022 NILG Conference: HR Works AA/EEO Advisors Share Key Takeaways](https://hrworks-inc.com/blog-post/2022-nilg-conference-hr-works-aa-eeo-advisors-share-key-takeaways/) - HR Works recently had the pleasure of attending the 2022 National Industry Liaison Group (NILG) National Conference, an annual conference where EEO, affirmative action, HR compliance and diversity and inclusion representatives from across the country come to learn from experts and federal agency leadership including the U.S. Equal Employment Opportunity Commission (EEOC) and the Office
- [OFCCP’s Affirmative Action Program Certification Updates](https://hrworks-inc.com/industry-update/ofccps-affirmative-action-program-certification-updates/) - The deadline for ‘service and supply’ contractors to certify the compliance of their affirmative action programs (AAPs) was June 30, 2022. According to a recent announcement by the OFCCP, this deadline has NOT been extended and contractors are urged to certify their compliance with their AAP obligations as soon as possible. IMPORTANT: Federal agency contracting officers will be given
- [EEOC Affirms Pay Data Collection is Key to Improving Pay Equity](https://hrworks-inc.com/industry-update/eeoc-affirms-pay-data-collection-is-key-to-improving-pay-equity/) - On July 28th, the Equal Employment Opportunity Commission (EEOC) released the findings of a study examining the EEOC’s first-time collection of compensation data. The study concluded that collecting pay data is an important tool for the EEOC to target its enforcement and investigation efforts and advance pay equity. The study was conducted by the National Academies of
- [OFCCP Revises Directive on Compensation Analysis](https://hrworks-inc.com/industry-update/ofccp-revises-directive-on-compensation-analysis-2/) - On August 18, 2022, the Office of Federal Contract Compliance Programs (OFCCP) published a revised Directive, “Advancing Pay Equity Through Compensation Analysis” (“Directive”), to clarify its guidance and explain how the agency reviews contractors’ documentation of compliance. For details on the previous guidance, refer to our April blog post. The revised Directive states that in order to determine
- [EEOC Approves Revised Enforcement Guidance on Religious Discrimination](https://hrworks-inc.com/industry-update/eeoc-approves-revised-enforcement-guidance-on-religious-discrimination-2/) - The U.S. Equal Employment Opportunity Commission (EEOC) approved revisions to EEOC’s Compliance Manual Section on Religious Discrimination (“Manual”). The Manual was approved by the Commission on January 15th by a 3-2 vote. The updated guidance describes the ways in which Title VII of the Civil Rights Act of 1964 (Title VII) protects individuals from religious discrimination in
- [CA Pay Data Reporting Deadline March 31, 2021](https://hrworks-inc.com/industry-update/ca-pay-data-reporting-deadline-march-31-2021-2/) - Certain employers are now required to report pay and other data to the California Department of Fair Employment and Housing (DFEH). Employers must file their report by March 31, 2021, and annually thereafter. Below is a list of key information about this new requirement, including which employers will be impacted, what information will be required, and how
- [COVID-19 Update in New York State: The Headlines for September 2022](https://hrworks-inc.com/industry-update/covid-19-update-in-new-york-state-the-headlines-for-september-2022/) - As our society and world continue to move forward living with COVID-19, HR Works is pleased to bring you the top headlines for employers in New York and beyond to be aware of in September 2022: New York Governor Kathy Hochul recently relinquished her executive powers for COVID-19, and President Biden recently stated in a
- [HR Works LMS Course Updates](https://hrworks-inc.com/blog-post/hr-works-lms-course-updates/) - HR Works offers online training through our Learning Management System (LMS) with a catalog of over 300 courses for employees and managers, including state-mandated harassment trainings, professional development, HR, compliance, workplace safety, diversity, and more.As part of a recent update, clients now have access to the following newly-added courses: DIVERSITY Americans with Disabilities Act: An Overview for ManagersBridging the Diversity
- [OFCCP Revises Directive on Compensation Analysis](https://hrworks-inc.com/industry-update/ofccp-revises-directive-on-compensation-analysis/) - On August 18, 2022, the Office of Federal Contract Compliance Programs (OFCCP) published a revised Directive, “Advancing Pay Equity Through Compensation Analysis” (“Directive”), to clarify its guidance and explain how the agency reviews contractors’ documentation of compliance. For details on the previous guidance, refer to our April blog post. The revised Directive states that in order to determine
- [HR Works Announces Compensation & Pay Equity Webinar Series Starting March 1, 2023](https://hrworks-inc.com/press-release/hr-works-announces-compensation-pay-equity-webinar-series-starting-march-1-2023/) - HR Works has developed a webinar series to assist employers with navigating the challenges of changing pay equity laws and increased pressure to have an effective compensation strategy in place. Our HR experts will share information on complying with various State pay transparency laws, establishing an equitable pay system, and how to address and communicate pay
- [HR Works' Compensation & Pay Equity On-Demand Webinar Series Now Available](https://hrworks-inc.com/blog-post/hr-works-compensation-pay-equity-on-demand-webinar-series-now-available/) - HR Works has developed a webinar series to assist employers with navigating the challenges of changing pay equity laws and increased pressure to have an effective compensation strategy in place. Watch as our HR experts share information on complying with various State pay transparency laws, establishing an equitable pay system, and how to address and communicate pay equity adjustments to employees. The series
- [Special Alert: American Rescue Plan Act 2021](https://hrworks-inc.com/blog-post/special-alert-american-rescue-plan-act-2021/) - American Rescue Plan Act On March 11, 2021, President Joe Biden signed into law the American Rescue Plan Act (Act), a $1.9 trillion relief bill containing financial benefits for individuals, businesses, state and local governments and more. The following measures impact employers and employees: HR Works Can Help We understand the challenges employers face with new and
- [Special Alert: New York’s COVID-19 Restrictions Lifted for Most Industries](https://hrworks-inc.com/industry-update/special-alert-new-yorks-covid-19-restrictions-lifted-for-most-industries/) - Today, Governor Cuomo announced that the state has reach its goal of 70% of New York residents (age 18 and older) having received at least one dose of a COVID-19 vaccination. Per the announcement, effective today, complying with the industry specific reopening guidelines established by New York Forward will be optional for most businesses. However,
- [Are You Paying Your New York Employees Timely?](https://hrworks-inc.com/blog-post/are-you-paying-your-new-york-employees-timely/) - All New York (NY) employers should be mindful of Section 191 of the state’s Labor Law which determines how often employees must be paid. Over the years, we have encountered employers who have chosen a specific pay frequency that aligns with their business needs and not necessarily the law. Additionally, many employers who use the services of
- [EEO-1 Filing Deadline Extended](https://hrworks-inc.com/industry-update/eeo-1-filing-deadline-extended/) - The EEO-1 Joint Reporting Committee has extended the 2015 filingdeadline to October 30, 2015. In general, employers with 100 ormore employees and federal contractors/subcontractors with 50 ormore employees will need to file a report for each of their U.S.establishments. Filing has been delayed in part due to a newpassword reset procedure. If the email address
- [Individual Veteran Categories No Longer Required on Post-Offer Self-ID Form](https://hrworks-inc.com/industry-update/individual-veteran-categories-no-longer-required-post-offer-self-id-form/) - The Office of Federal Contract Compliance Programs (OFCCP) hasissued new guidance regarding the post-offer invitation toself-identify protected veteran status. In its FAQs, the OFCCP now explains that"since the new VETS-4212 report no longer requires contractors toprovide this information by the individual protected veterancategories, contractors are not required to inviteself-identification by category in order to comply
- [2016 NILG Conference: 10 Affirmative Action Takeaways You Should Know](https://hrworks-inc.com/blog-post/2016-nilg-conference-10-affirmative-action-takeaways-you-should-know/) - Earlier this month, HR Works, Inc. and other industry experts attended the National Industry Liaison Group's 34th annual conference in Charlotte, North Carolina. Federal contractors and representatives from the OFCCP and EEOC came together to share news, discuss the regulations, and share best practices. Here are our top ten takeaway concepts: LGBT rights remain on the forefront
- [OFCCP Releases New Disability Self-Identification Form](https://hrworks-inc.com/industry-update/ofccp-releases-new-disability-self-identification-form/) - Federal Contractors to Transition to New Form Immediately The Office of Management and Budget (OMB) has renewed the Voluntary Self-Identification of Disability form, which was set to expire on January 31, 2017. While no changes have been made to the form, its use has been extended for three years. Effective immediately, affirmative action employers must either download the renewed form(s) or update
- [EEO-1 Pay Data Reporting – What to Expect](https://hrworks-inc.com/industry-update/eeo-1-pay-data-reporting-what-expect/) - Following recent news about the decision to reinstate the collection of pay data in annual EEO-1 reporting, our consultants at HR Works have been in contact with the EEOC to gather as much information as possible about what our clients can expect when the filing system opens next week. This reinstatement is a result of
- [NILG Conference Reflects Shifting Priorities for OFCCP and Contractors](https://hrworks-inc.com/blog-post/nilg-conference-reflects-shifting-priorities-ofccp-and-contractors/) - By Shannon Craig and Alex Ubbink ‘It is a new day at the OFCCP’ was the message that permeated the National Industry Liaison Group (NILG) Conference in San Antonio earlier this month. With Acting Director Thomas Dowd opening and closing the conference as well as having all six OFCCP Regional Directors in attendance at the
- [EEOC Releases Guidance on Workplace Harassment Prevention](https://hrworks-inc.com/industry-update/eeoc-releases-guidance-workplace-harassment-prevention/) - The U.S. Equal Employment Opportunity Commission recently issued Promising Practices for Preventing Harassment, a guidance document that contains harassment prevention recommendations for employers in four broad categories: Leadership and accountability;Harassment policies;Harassment complaint systems; andHarassment training. For each category, the guidance lists numerous actions employers can take. Recommended actions include, for example: Allocating sufficient resources for effective
- [EEO-1 Submission Deadline Has Been Extended](https://hrworks-inc.com/industry-update/eeo-1-submission-deadline-has-been-extended/) - The deadline for filing the 2017 EEO-1 report has been extended to June 1, 2018. Click here to access the EEOC’s report page. Copyright © 2018 HR Works, Inc.
- [To Test or Not to Test? It’s More Than One Question.](https://hrworks-inc.com/blog-post/test-or-not-test-its-more-one-question/) - Unemployment is low. Turnover costs are high. Application and selection processes are increasingly automated. HR departments are stretched thin. These are among the many reasons that employment tests, including skills assessments, cognitive ability tests, and personality profiles, are popular among employers today. Tests offer an attractive solution to many employers’ talent acquisition problems. Commercially available
- [2018 NILG Conference Takeaways](https://hrworks-inc.com/blog-post/2018-nilg-conference-takeaways/) - This year’s 2018 National ILG Conference theme was “Navigating the Waves of Change” and it was an appropriate theme given many recent changes within the OFCCP as well as changes that federal contractors and the OFCCP are hopeful will occur. Less than a week prior to the 2018 National ILG Conference, Ondray Harris stepped down
- [EEO-1 Pay Data Reporting Restored](https://hrworks-inc.com/industry-update/eeo-1-pay-data-reporting-restored/) - The requirement to include pay data in the EEO-1 report is back. On Monday, the federal district court for the District of Columbia vacated the Office of Management and Budget's (OMB) decision to stay the collection of W-2 wage and hour data in the annual survey. The EEO-1 (formally known as the Employer Information Report
- [OFCCP Posts Scheduling List](https://hrworks-inc.com/industry-update/ofccp-posts-scheduling-list/) - The OFCCP has posted its FY 2019 Service & Supply Scheduling List. New this year, the OFCCP will not mail advanced contractor notifications to individual establishments, formerly published as Corporate Scheduling Announcement Letters (CSALs). Instead, contractors will only receive advance notice of a pending compliance evaluation by searching the Scheduling List by company name. The
- [EEO-1 reporting impacts every employer with 100+ employees and it just got a lot harder](https://hrworks-inc.com/blog-post/eeo-1-reporting-impacts-every-employer-100-employees-and-it-just-got-lot-harder/) - The EEOC’s pay data reporting requirement has been reinstated. Component 2 of the EEO-1 report collects annual earnings by job category, race/ethnicity, and gender within 12 pay bands. It also collects hours worked by the employees in each of those categories. Component 2 for both calendar years 2017 and 2018 is now due by September
- [HR Works Offers EEO-1 Component 2 Report Filing Services](https://hrworks-inc.com/press-release/hr-works-offers-eeo-1-component-2-report-filing-services/) - The Equal Employment Opportunity Commission (EEOC) has been court-ordered to collect two years of data on wages and hours worked from employers with 100 or more employees. The form used to collect pay data and hours worked is called “Component 2” of the EEO-1 Report. “Component 1,” the race and gender form that has historically
- [EEO-1 Report Pay Data Collection May Not Be Repeated in 2020](https://hrworks-inc.com/industry-update/eeo-1-report-pay-data-collection-may-not-be-repeated-2020/) - On September 9th, the EEOC announced that it will halt the collection of pay data during future reporting periods due to the high burden on employers and the unproven usefulness of the program. This announcement may mean that pay data submission will be a one-time effort that may not need to be repeated in 2020.
- [EEO-1 Component 2 Pay Data Reporting Portal Will Remain Open in 2020](https://hrworks-inc.com/industry-update/eeo-1-component-2-pay-data-reporting-portal-will-remain-open-2020/) - In a recent update, the EEOC's request to close the pay data reporting portal has been denied. As a result, the EEOC must keep the EEO-1 Component 2 Pay Data Reporting Portal open to allow more time for filers to submit their pay data. The current deadline for submitting pay data for the 2017 and
- [OFCCP Published First-ever VEVRAA Focused Review List for Veterans Day 2019](https://hrworks-inc.com/blog-post/ofccp-published-first-ever-vevraa-focused-review-list-veterans-day-2019/) - The OFCCP has posted another scheduling list, this time it includes companies that will undergo VEVRAA Focused Reviews. VEVRAA Focused Reviews include a comprehensive review of a contractor's policies and procedures as they relate solely to protected veterans. The reviews will include an onsite investigation and interviews with managers responsible for equal employment opportunity and
- [It’s Time to Prepare for the Annual EEO-1 Report](https://hrworks-inc.com/blog-post/its-time-prepare-annual-eeo-1-report/) - Updated 5/7/20: The EEOC has announced there will be no EEO-1 reporting obligation in 2020. The EEOC would expect to begin collecting the 2019 and 2020 EEO-1 Component 1 in March 2021 and will notify filers of the precise date the surveys will open as soon as it is available. With so much of our
- [Updated Voluntary Self-Identification of Disability Form](https://hrworks-inc.com/industry-update/updated-voluntary-self-identification-of-disability-form/) - The Office of Federal Contract Compliance Programs (OFCCP) has streamlined and revised the Voluntary Self-Identification of Disability Form (CC-305). The updated form alphabetizes, updates, and expands the list of disabilities. It also contains new language regarding the goal of having individuals with disabilities comprise seven percent of the workforce, the requirement to ask employees to update
- [EEOC Delays Collection of Employer EEO-1 Data in 2020 Due to Coronavirus](https://hrworks-inc.com/industry-update/eeoc-delays-collection-of-employer-eeo-1-data-in-2020-due-to-coronavirus/) - Due to the COVID-19 pandemic, employers that are subject to Equal Employment Opportunity (EEO) reporting will not be required to file EEO surveys in 2020, the U.S. Equal Employment Opportunity Commission (EEOC) announced on May 8, 2020. The following EEO surveys, which the EEOC had previously expected to open in 2020, have been delayed: The 2019 EEO-1 Component 1 (required
- [OFCCP Releases New Audit Lists](https://hrworks-inc.com/industry-update/ofccp-releases-new-audit-lists/)
- [Combating Race and Sex Stereotyping for Federal Contractors](https://hrworks-inc.com/blog-post/combating-race-and-sex-stereotyping-for-federal-contractors/) - On September 22, 2020, President Trump signed an order entitled Executive Order on Combating Race and Sex Stereotyping (EO), which includes requirements for government contractors when providing diversity and inclusion training. The order applies to contracts entered on or after November 21, 2020. Under the EO, covered government contracts and subcontracts must include provisions that
- [What is an AAP and Who Needs One?](https://hrworks-inc.com/blog-post/what-aap-and-who-needs-one/) - Affirmative Action started decades ago as a means of ensuring that businesses providing products or services to the federal government are providing employment opportunities to all individuals, regardless of race or ethnicity, gender, protected veteran, or disability status. An affirmative action plan, or AAP, is a document that certain employers must prepare annually to help
- [HR Works is a CHUBB Preferred Provider](https://hrworks-inc.com/blog-post/hr-works-chubb-preferred-provider/) - We are a Preferred Service Provider for the Chubb Group of Insurance Companies. HR Works is selected as one of the few human resource-consulting firms in the United States by the Chubb Group of Insurance Companies to assist clients in reducing their exposure to lawsuits. As part of Chubb’s Employment Practices Loss Prevention Services, they
- [HR Works Now Offering Enhanced Analytics  Dashboards to Affirmative Action Clients](https://hrworks-inc.com/press-release/hr-works-now-offering-enhanced-analytics-dashboards-affirmative-action-clients/) - HR Works, Inc. is pleased to announce an enhanced offering to our Affirmative Action services. In addition to Affirmative Action Plan (AAP) development, training and federal report filing services, HR Works now offers Affirmative Action clients Enhanced Analytics Dashboards. The new Enhanced Analytics Dashboard provides graphic representation of AAP results, helping facilitate internal communication and
- [Need Help Getting Your HRIS Ready for Open Enrollment?](https://hrworks-inc.com/blog-post/need-help-getting-your-hris-ready-for-open-enrollment/) - Open enrollment season can be challenging, even more so if you’ve had to adjust to employees working remotely. According to a recent insurance industry survey, 72 percent of employees said they found benefit enrollment processes to be complicated and stressful – and you know it’s not easy for your HR or management team, either. Regardless
- [COBRA Outbreak Period Expired](https://hrworks-inc.com/industry-update/cobra-outbreak-period-expired/) - Last year, federal agencies issued relief postponing various employee benefit plan deadlines during a defined “Outbreak Period” to help plans, participants and service providers impacted by the COVID-19 pandemic. The relief, in the form of a final rule, extended deadlines affecting COBRA continuation coverage, special enrollment periods, claims for benefits, appeals of denied claims and external
- [New Year, Possible New Federal Employment Laws & Regulations](https://hrworks-inc.com/blog-post/new-year-possible-new-federal-employment-laws-regulations/) - COVID-19 workplace safety and health measures remain one of the dominate issues for federal agencies; but employers should also be aware of other measures that have been or are under consideration by federal agencies and how they may impact the legislative landscape throughout 2022. Insight about potential legislation in 2022 can be made based on
- [EEO-1 FOIA Request Objection Deadline Extended to October 19, 2022](https://hrworks-inc.com/industry-update/eeo-1-foia-request-objection-deadline-extended-to-october-19-2022/) - As HR Works previously reported, the Office of Federal Contract Compliance Programs (OFCCP) recently issued a public notice to employers that the agency has received a Freedom of Information Act (FOIA) request to disclose EEO-1 Reports filed by federal contractors and subcontractors (collectively, “contractors”). Contractors who do not wish to have their Type 2 Consolidated EEO-1 Report data disclosed can
- [2023 NILG Conference Takeaways](https://hrworks-inc.com/blog-post/2023-nilg-conference-takeaways/) - HR Works and other industry experts recently attended the National Industry Liaison Group’s 2023 Annual Conference in Phoenix, Arizona. Aligning with the conference theme, “Transforming for Tomorrow”, Federal contractors and representatives from the OFCCP and EEOC came together to share news, discuss regulations, and share best practices aimed at preparing attendees for changes in the
- [Contractors Have Until September 30, 2023 to File VETS-4212 Reports](https://hrworks-inc.com/industry-update/contractors-have-until-september-30-2023-to-file-vets-4212-reports/) - The U.S. Department of Labor's Veterans' Employment and Training Service (VETS) filing system opened on August 1, 2023. The filing deadline this year is September 30, 2023. EMPLOYERS REQUIRED TO FILE The VETS-4212 Report should be filed if a business has a current federal government contract or subcontract worth $150,000 or more, regardless of the number of employees.The contract
- [OFCCP Contractor Portal Opening March 31](https://hrworks-inc.com/industry-update/ofccp-contractor-portal-opening-march-31/) - The Office of Federal Contract Compliance Programs (OFCCP) has announced that the Contractor Portal will open for its second annual certification cycle on March 31, 2023. Federal Contractors and Subcontractors are required to certify the compliance of their Affirmative Action Programs in the Portal by June 29, 2023. As a reminder: Under Executive Order (EO) 11246, Contractors that
- [Federal Contractors: Impact of Supreme Court Ruling on Affirmative Action](https://hrworks-inc.com/industry-update/federal-contractors-impact-of-supreme-court-ruling-on-affirmative-action/) - The Supreme Court’s recent ruling on affirmative action has sparked discourse on not only diversity in education, but also diversity in employment. The decision brings to light additional questions for Federal contractors and subcontractors (“contractors”) who have historically written and maintained affirmative action programs. While the terminology “affirmative action” is the same, it’s important for
- [Court Finds EEOC Guidance on Sexual Orientation and Gender Identity Unenforceable in Certain States](https://hrworks-inc.com/industry-update/court-finds-eeoc-guidance-on-sexual-orientation-and-gender-identity-unenforceable-in-certain-states/) - In 2020, the U.S. Supreme Court held in Bostock v. Clayton County that Title VII of the Civil Rights Act’s (“Title VII”) prohibition on employment discrimination because of sex includes discrimination on the basis of sexual orientation and gender identity. In response, the EEOC issued guidance that elaborates on these employment protections, providing several scenarios that it considers violate Title VII. The guidance
- [The Veterans’ Employment and Training Service (VETS) Filing Deadline is September 30, 2022](https://hrworks-inc.com/industry-update/the-veterans-employment-and-training-service-vets-filing-deadline-is-september-30-2022/) - Federal Contractors with 1 or more employees and a Federal contract or subcontract valued at $150,000 or more are required to file VETS-4212 Reports annually. The annual filing period for form VETS-4212 is August 1 through September 30. The data in the report must reflect a 12-month period preceding a payroll period end date between 7/1/2022
- [Notification of Construction Contract Award Portal](https://hrworks-inc.com/industry-update/notification-of-construction-contract-award-portal/) - Federal construction contractors have a regulatory requirement to notify the Office of Federal Contract Compliance Programs (OFCCP) of receipt of a contract to perform construction work in excess of $10,000. Historically this notification was handled via mail or email. On August 26, 2022, OFCCP launched its Notification of Construction Contract Award Portal (NCAP) to offer an online, consistent, and
- [15,000 Employers Must Decide Whether to Object to FOIA Request](https://hrworks-inc.com/industry-update/15000-employers-must-decide-whether-to-object-to-foia-request/) - The Office of Federal Contract Compliance Programs (OFCCP) has issued a public notice to employers that the agency has received a Freedom of Information Act (FOIA) request to disclose EEO-1 Reports filed by federal contractors and subcontractors (collectively, “contractors”). Employers have until September 19th to object. The reports have been requested by Will Evans, a reporter for the Center
- [OFCCP Contractor Portal Update](https://hrworks-inc.com/industry-update/ofccp-contractor-portal-update/) - On August 29, 2022, the Office of Federal Contract Compliance Programs (OFCCP) issued a reminder to affirmative action employers that the Contractor Portal remains open for certification and the Technical Help Desk remains available for employers in need of technical support. Federal contractors and subcontractors (collectively, contractors) who are required to certify and have not yet done so are
- [OFCCP Updates Required EEO Posters](https://hrworks-inc.com/industry-update/ofccp-updates-required-eeo-posters/) - On October 28, the Office of Federal Contract Compliance Programs (OFCCP) updated its website to include the new “Know Your Rights” poster, which replaces the previous “EEO is the Law” poster and “EEO is the Law” Supplement. The “Know Your Rights” poster summarizes the federal laws prohibiting job discrimination and explains how employees or applicants can file
- [The EEOC Releases an Updated Workplace Discrimination is Illegal Poster](https://hrworks-inc.com/industry-update/the-eeoc-releases-an-updated-workplace-discrimination-is-illegal-poster/) - While the law did not change, the US Equal Employment Opportunity Commission (EEOC) has updated its’ “Know Your Rights: Workplace Discrimination Is Illegal” Poster. All employers that are covered by any of the following federal anti-discrimination laws are required to post this notice: Title VII (15 or more employees); The Age Discrimination in Employment Act
- [OFCCP Releases 2023 Corporate Scheduling Announcement List](https://hrworks-inc.com/industry-update/ofccp-releases-2023-corporate-scheduling-announcement-list/) - A new Corporate Scheduling Announcement List (CSAL) was posted by OFCCP on January 20, 2023. The list includes 500 service & supply contractors scheduled to undergo an OFCCP audit. This CSAL is a courtesy notification for federal contractors and subcontractors selected for a compliance review, which begins once the contractor receives an approved scheduling letter.​​​​​​To
- [CA Pay Data Reporting Updates for 2023](https://hrworks-inc.com/industry-update/ca-pay-data-reporting-updates-for-2023/) - On January 19, 2023, the California Civil Rights Department (CRD) announced updated guidance for employers on changes to the 2023 Pay Data Reporting requirements, including an FAQ for the 2022 reporting year. Among these changes is the reporting deadline, which is now the second Wednesday in May each year. The deadline to file 2022 data is May
- [2022 EEO-1 Component 1 Data Collection](https://hrworks-inc.com/industry-update/2022-eeo-1-component-1-data-collection/) - On January 20, 2023, the EEOC published a notice on their website stating that data collection for 2022 EEO-1 Component 1 filing is tentatively scheduled to open in mid-July of this year. Following the close of the 2021 EEO-1 filing period, which was extended through June of 2022, the EEOC stated that 2022 EEO-1 data
- [EEOC Releases Updated Guidance – How the ADA Applies to Individuals with a Hearing Disability](https://hrworks-inc.com/industry-update/eeoc-releases-updated-guidance-how-the-ada-applies-to-individuals-with-a-hearing-disability/) - On January 24, 2023, the Equal Employment Opportunity Commission (EEOC) released updated guidance describing how the Americans with Disabilities Act (ADA) applies to job applicants and employees with hearing disabilities. The ADA prohibits private employers with 15 or more employees, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with
- [EEOC Anticipates Mid-July for 2022 EEO-1 Reporting to Begin](https://hrworks-inc.com/industry-update/eeoc-anticipates-mid-july-for-2022-eeo-1-reporting-to-begin/) - The Equal Employment Opportunity Commission (EEOC) announced on its EEO-1 Component 1 Data Collection landing page that “the 2022 EEO-1 Component 1 Data Collection is tentatively scheduled to open in mid-July 2023.” The deadline for filing has not yet been announced. Updates regarding the 2022 EEO-1 Component 1 Data Collection, including the official opening date, will
- [OFCCP Announces the Return to Longstanding Policy on Religious Exemption for Federal Contractors](https://hrworks-inc.com/industry-update/ofccp-announces-the-return-to-longstanding-policy-on-religious-exemption-for-federal-contractors/) - The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has announced a rescission of the final rule “Implementing Legal Requirements Regarding the Equal Opportunity Clause’s Religious Exemption,” which has been in effect since January 8, 2021. The rescission of the 2020 religious exemption rule was published in the Federal Register on March
- [OFCCP Publishes Corporate Scheduling Announcement List(CSAL) for Construction Contractors](https://hrworks-inc.com/industry-update/ofccp-publishes-corporate-scheduling-announcement-listcsal-for-construction-contractors/) - A new Corporate Scheduling Announcement List (CSAL) was posted by OFCCP on June 5, 2023. The list includes 250 construction contractors scheduled to undergo an OFCCP audit. This CSAL is a courtesy notification for federal contractors and subcontractors selected for a compliance review, which begins once the contractor receives an approved scheduling letter. This list is focused
- [Summer Breeze, Makes Me Feel Fine(d?) - Deadline Reminders for Affirmative Action Employers](https://hrworks-inc.com/blog-post/summer-breeze-makes-me-feel-fined-deadline-reminders-for-affirmative-action-employers/) - Summer evokes thoughts of sun… beaches… fireworks… cook-outs… pregnancy fairness… veteran employment reporting… As my kids would say at this point, “Wait, what?” At a time of year when many people are slowing down at work and taking vacations, State and Federal government agencies are keeping employers, especially employers with Federal contracts and subcontracts (a.k.a.
- [Structured but Flexible: Developing Internship Programs for Gen Z](https://hrworks-inc.com/blog-post/structured-but-flexible-developing-internship-programs-for-gen-z/) - This summer, my colleagues Janine Corea and Adrienne Schleigh wrote blogs with a focus on the youngest work-eligible generation entering the workforce, Gen Z. What is important to them in the workplace? As employers, how can we effectively engage this generation? Several points addressing these topics came from a mini survey focused on Recruiting Gen
- [September 2023 Federal & State Legislative Updates](https://hrworks-inc.com/industry-update/september-2023-federal-state-legislative-updates/) - Overview of this month’s Legislative Updates: Federal Legislative Updates State Legislative Updates HR Works Can Help HR Works Clients may contact the virtual helpline or their HR Consultant for additional information on any of these legislative updates and next steps. Non-HR Works clients may contact us for HR Solutions by calling us toll free at
- [The US DOL Announces the Long-Await Increases to the Salary Level for Exempt Employees](https://hrworks-inc.com/industry-update/the-us-dol-announces-the-long-await-increases-to-the-salary-level-for-exempt-employees/) - On August 30, the U.S. Department of Labor (DOL) released its long-awaited proposed rule on raising the salary level for white-collar exemptions under the federal Fair Labor Standards Act (FLSA) with the intent of expanding overtime payments for over 3 million U.S. workers. The proposed rule increases the weekly salary levels as follows: Executive, Administrative
- [Show Me the Money: Getting Prepared for New York’s Wage Disclosure Law](https://hrworks-inc.com/blog-post/show-me-the-money-getting-prepared-for-new-yorks-wage-disclosure-law/) - On September 17, 2023, New York Labor Law Section 194-b will require covered employers to disclose wage ranges in job, promotion, and transfer advertisements for internal or public viewing for any position that will be physically performed, at least in part, in the state of New York (NY) or report to a supervisor, office or
- [USCIS Approves a New Form I-9 and DHS to Allow Remote Verification of Form I-9 Employment Authorization Documents for E-Verify Participants ](https://hrworks-inc.com/industry-update/uscis-approves-a-new-form-i-9-and-dhs-to-allow-remote-verification-of-form-i-9-employment-authorization-documents-for-e-verify-participants/) - The U.S. Citizenship and Immigration Services (USCIS) has announced that a revised version of Form I-9 is coming soon. In addition, the Department of Homeland Security has approved the use of remote verification of Form I-9 documents for E-Verify participants. Below is additional information on each. Updated Form I-9 On August 1, 2023, the USCIS
- [August 2023 Federal & State Legislative Updates](https://hrworks-inc.com/industry-update/august-2023-federal-state-legislative-updates/) - Overview of this month’s Legislative Updates: Federal Legislative Updates State Legislative Updates HR Works Can Help HR Works Clients may contact the virtual helpline or their HR Consultant for additional information on any of these legislative updates and next steps. Non-HR Works clients may contact us for HR Solutions by calling us toll free at
- [Beyond Retention: Engagement and Development Strategies for Gen Z](https://hrworks-inc.com/blog-post/beyond-retention-engagement-and-development-strategies-for-gen-z/) - Last month my colleague, Janine Corea, provided some direct insight into what Gen Z workers are looking for in their job searches. In reviewing the data and research, it very broadly came down to compensation, growth and development, flexibility, and values alignment. As Janine pointed out, while there is no magic formula for ensuring long-term
- [Employee onboarding boosts retention, improves productivity](https://hrworks-inc.com/blog-post/employee-onboarding-boosts-retention-improves-productivity/) - As the economy recovers and employers invest in further growth by recruiting and hiring new employees, one of the critical challenges they face is how to successfully integrate new workers. Good talent is hard to find, hard to retain, and expensive. If your objective is to ensure new employees feel welcome, prepared and ready to
- [2022 HR Compliance & Total Rewards Survey](https://hrworks-inc.com/blog-post/2022-hr-compliance-total-rewards-survey/) - HR Works has received questions from several of our clients looking to learn what changes employers are making to adapt to the current challenges within the areas of HR compliance, remote work, recruiting and retention, and offering competitive compensation and benefits in today's labor market. As a result, our HR Strategic Services team has developed a survey
- [California Minimum Wage and Salary Levels Accelerated Due to Inflation](https://hrworks-inc.com/industry-update/california-minimum-wage-and-salary-levels-accelerated-due-to-inflation/) - On July 27, 2022, the Director of California’s Department of Finance sent a letter to Governor Gavin Newsom and other state officials, noting that the Department had determined poor economic conditions necessitated expedited increases to the minimum wage due to changes in the consumer price index (CPI) from July 1, 2021 through June 30, 2022. Because the
- [July 2023 Federal & State Legislative Updates](https://hrworks-inc.com/industry-update/july-2023-federal-state-legislative-updates/) - Overview of this month’s Legislative Updates: Federal Legislative Updates State Legislative Updates HR Works Can Help HR Works Clients may contact the virtual helpline or their HR Consultant for additional information on any of these legislative updates and next steps. Non-HR Works clients may contact us for HR Solutions by calling us toll free at
- [An Updated EEOC’s Know Your Rights: Workplace Discrimination is Illegal Poster Must be Posted Tomorrow ](https://hrworks-inc.com/industry-update/an-updated-eeocs-know-your-rights-workplace-discrimination-is-illegal-poster-must-be-posted-tomorrow/) - The Pregnant Workers Fairness Act (PWFA) goes into effect on June 27, 2023 and also requires employers to post a notice describing protections under the PWFA. For this reason, the EEOC’s Know Your Rights: Workplace Discrimination is Illegal poster has been updated. The requirement to post this notice applies to employers with 15 or more
- [June 2023 Federal & State Legislative Updates](https://hrworks-inc.com/industry-update/june-2023-federal-state-legislative-updates/) - Overview of this month’s Legislative Updates: Federal Legislative Updates State Legislative Updates Local Legislative Updates HR Works Can Help HR Works Clients may contact the virtual helpline or their HR Consultant for additional information on any of these legislative updates and next steps. Non-HR Works clients may contact us for HR Solutions by calling us
- [Recruiting Strategies for Gen Z](https://hrworks-inc.com/blog-post/recruiting-strategies-for-gen-z/) - As the mother of two recent college graduates and a hiring manager myself, I have had a lot of conversations over the past few months with respect to the recruiting process for the youngest generation entering the workforce. So, it got me thinking, “What exactly is Gen Z looking for as they get started in
- [New York Releases Its Model Policy for Lactation Protections](https://hrworks-inc.com/industry-update/new-york-releases-its-model-policy-for-lactation-protections/) - On December 9, 2022, Governor Kathy Hochul signed into law an amendment to NY State Labor Law Section 206-C that expands workplace protections for nursing employees, effective June 7, 2023. Of note, the legislation required the NY Department of Labor (NY DOL) to develop and implement a policy (“The Rights of Employees to Express Breast Milk in the Workplace”) for employers
- [HR Works Employees Donate 546 Hats for Little Hats, Big Hearts](https://hrworks-inc.com/press-release/hr-works-employees-donate-546-hats-little-hats-big-hearts/) - A group of HR Works’ employees have crocheted 546 red hats to donate to the American Heart Association for babies who will be born in February. Employees crocheted these hats to celebrate American Heart Month, in connection with The Children's Heart Foundation. Little Hats, Big Hearts™, honors babies, moms, and heart healthy lives in a special way. Locally,
- [HR Works Raises $115 for the American Heart Association’s Go Red for Women Day](https://hrworks-inc.com/press-release/hr-works-raises-115-american-heart-associations-go-red-women-day/) - HR Works' employees raised $115 in support of Go Red For Women by participating in National Wear Red Day®, February 2, 2018. National Wear Red Day® helps support educational programs to increase women's awareness and critical research to discover scientific knowledge about cardiovascular health. The efforts were organized by the HR Works Community Works
- [HR Works Participates in 2018 United Way Day of Caring](https://hrworks-inc.com/press-release/hr-works-participates-2018-united-way-day-caring/) - United Way of Greater Rochester is celebrating its 100th anniversary in 2018 by honoring our past and looking toward our future. George Eastman and local leaders created what we know today as United Way of Greater Rochester. In 1918, what was then our community’s War Chest brought together many different agencies that were doing similar
- [HR Works Employees Donate 600 Hats for Little Hats, Big Hearts](https://hrworks-inc.com/press-release/hr-works-employees-donate-600-hats-little-hats-big-hearts/) - A group of HR Works’ employees have crocheted 600 red hats to donate to the American Heart Association for babies who will be born in February. Employees crocheted these hats to celebrate American Heart Month, in connection with The Children's Heart Foundation. Little Hats, Big Hearts™, honors babies, moms, and heart healthy lives in a special way. Locally,
- [HR Works Volunteers Participate in Habitat for Humanity of Ontario County "Blitz Week" Build](https://hrworks-inc.com/press-release/hr-works-volunteers-participate-habitat-humanity-ontario-county-blitz-week-build/) - Employees from HR Works participated in Habitat for Humanity of Ontario County’s annual “blitz week” to assist with framing a new house in Canandaigua, NY. On August 8th, HR Works volunteers spent the day moving heavy tresses, assisting with light hammering, and screwing posts so that drywall could be anchored down. “The Habitat for Humanity
- [HR Works Employee Contributions to United Way Campaign Double From Last Year](https://hrworks-inc.com/press-release/hr-works-employee-contributions-united-way-campaign-double-last-year/) - During these uncertain times, HR Works knows that our communities need us now more than ever. Contributions made to United Way’s annual campaign are one way to provide financial support for COVID-19 response. These contributions help support the needs of families year-round, and are especially important during a crisis. HR Works has participated in United
- [May 2023 Federal & State Legislative Updates](https://hrworks-inc.com/industry-update/may-2023-federal-state-legislative-updates/) - Overview of this month's Legislative Updates: Federal Legislative Updates Texas Judge Invalidates a Key Provision of The ACA The NLRB Provides Educational Resources for Employees The NLRB Will Release a New Joint-Employer Rule in August OFCCP Releases Veterans Hiring Benchmark for 2023 State Legislative Updates: CA: Adoption of Regulations on the Use of Artificial Intelligence
- [New York Releases Updated Model Sexual Harassment Prevention Policy and Training Materials](https://hrworks-inc.com/industry-update/new-york-releases-updated-model-sexual-harassment-prevention-policy-and-training-materials/) - On April 11, 2023, the New York Department of Labor (DOL) published a final version of its revised sexual harassment prevention model policy. The updated model prevention policy contains several substantive updates from the prior 2018 version. Under state law, every employer is required to adopt a sexual harassment prevention policy. As a result, employers should
- [U.S. Senate Votes to End the COVID-19 National Emergency Early](https://hrworks-inc.com/industry-update/u-s-senate-votes-to-end-the-covid-19-national-emergency-early/) - On March 29, 2023, the U.S. Senate voted to end the COVID-19 National Emergency declaration (“National Emergency”) early; it was previously slated to end on May 11, 2023, along with the Public Health Emergency (PHE). The resolution was signed by President Joe Biden on April 10, 2023. Both the National Emergency and the PHE began
- [Updated FCRA Summary of Consumer Rights](https://hrworks-inc.com/industry-update/updated-fcra-summary-of-consumer-rights/) - On March 17, 2023, the Consumer Financial Protection Bureau (CFPB) published an updated version of the publication entitled, “A Summary of Your Rights Under the Fair Credit Reporting Act,” which is also called the “Summary of Rights.” This version will replace the version published in October 2018. Employers will be required to use the updated
- [Michigan Expands Definition of Sex-Based Discrimination](https://hrworks-inc.com/industry-update/michigan-expands-definition-of-sex-based-discrimination/) - On March 16, 2023, Michigan passed a Bill (MI S.B. 4) amending its protected categories to include sexual orientation and gender identity or expression as prohibited categories for discrimination. The passage of this bill means that Michigan employers may not discriminate based on sexual orientation, gender identity or gender expression during any part of employment, including hiring,
- [The Second Prescription Drug Report is Due in June](https://hrworks-inc.com/industry-update/the-second-prescription-drug-report-is-due-in-june/) - A provision in the Consolidated Appropriations Act (CCA) of 2021 requires prescription drug reporting. Under the provision insurance companies and employer-based health plans must submit information about prescription drugs and health care spending. This data submission is called the RxDC report. This is an annual reporting requirement, and 2022 data is due to CMS by June
- [NLRB Issued Guidance Memo on Its Restriction of Confidentiality and Non-Disparagement Clauses in Severance Agreements](https://hrworks-inc.com/industry-update/nlrb-issued-guidance-memo-on-its-restriction-of-confidentiality-and-non-disparagement-clauses-in-severance-agreements/) - As we previously reported, the National Labor Relations Board’s (NLRB or Board) McLaren decision found that employers violate the National Labor Relations Act (NLRA) when they offer employees severance agreements that require employees to broadly waive their rights under Section 7 of the Act. At that time, there was an outstanding question as to whether the decision would
- [USCIS Announces a Change in F-1 Student Employment Authorization Period Under Special Student Relief (SSR)](https://hrworks-inc.com/industry-update/uscis-announces-a-change-in-f-1-student-employment-authorization-period-under-special-student-relief-ssr/) - Effective February 22, 2023, US Citizenship and Immigration Services (USCIS) announced a new policy that will allow F-1 students who are experiencing severe economic hardship due to emergent circumstances in their home country to receive employment authorization for a period of up to 18 months. This policy, known as Special Student Relief (SSR), will allow students to work
- [The FTC Extends the Comment Period for Its Proposed Ban on Non-Competes](https://hrworks-inc.com/industry-update/the-ftc-extends-the-comment-period-for-its-proposed-ban-on-non-competes/) - As we previously reported, on January 5, 2023, the Federal Trade Commission (FTC) issued a proposed rule that, if finalized, would make it unlawful for employers to require employees to agree not to compete with them for a specified period of time after leaving their employment. The rule would also make it unlawful for employers to require employees
- [Arkansas Updates Work Permit Requirements](https://hrworks-inc.com/industry-update/arkansas-updates-work-permit-requirements/) - Effective July 31, 2023, the Arkansas Youth Hiring Act (AR HB 1410) repealed the requirement for minors under 16 to obtain permission from the Arkansas Department of Labor to get a job. The bill is also cited as “restoring decision-making to parents concerning their children” and “streamlining the hiring process for children under sixteen (16) years
- [Colorado National Guard Leave Expanded](https://hrworks-inc.com/industry-update/colorado-national-guard-leave-expanded/) - Effective March 10, 2023, Colorado amended (2023 CO HB 1045) its military leave law to permit U.S. Reservists and Colorado National Guard members to take leave for military training for the equivalent of three weeks of work on the employee’s regular work schedule each year. Previously, reservists and national guard members could only take this leave
- [NY Warehouse Worker Protections Amended with New Effective Date](https://hrworks-inc.com/industry-update/ny-warehouse-worker-protections-amended-with-new-effective-date/) - As we previously reported, in June of 2022, New York passed the Warehouse Workers Protection Act (WWPA) which was to become effective on February 19, 2023. However, due to recent amendments to the WWPA the effective date has been extended to June 19, 2023. The amendments also make several changes to the law including, but not limited
- [Michigan Repeals Its Right-to-Work Law](https://hrworks-inc.com/industry-update/michigan-repeals-its-right-to-work-law/) - On March 24, 2023, Michigan Governor, Gretchen Whitmer signed legislation repealing the state’s right-to-work law. The repeal will go into effect on March 30, 2024. The right-to-work law prohibited union-security agreements, which required that private and/or public employees pay union dues or service fees as a condition of obtaining or continuing employment. Employees who chose to
- [North Dakota Human Rights Law Includes Definition of Pregnancy in its Accommodation Law](https://hrworks-inc.com/industry-update/north-dakota-human-rights-law-includes-definition-of-pregnancy-in-its-accommodation-law/) - North Dakota updated (2023 ND HB 1450) its’ Human Rights Law (NDHRL) to include a formal definition of “pregnancy” in its accommodation provisions. While pregnancy accommodation has been required under the law, it did not previously define it. Effective August 1, 2023, the law defines pregnancy as including pregnancy, childbirth and related medical conditions. The NDHRL
- [Pennsylvania Redefines Discrimination Based on Religious Creed, Sex and Race](https://hrworks-inc.com/industry-update/pennsylvania-redefines-discrimination-based-on-religious-creed-sex-and-race/) - On February 22, 2023, the Pennsylvania Human Relations Act (PHRA) was amended to redefine discrimination based on religious creed, sex and race. The amendment makes it clear that discrimination based on these factors is unlawful and that victims of discrimination have the right to file complaints and seek damages. The PHRA’s provisions apply to all employers, businesses and
- [Utah Enacts Law Allowing Employers to Obtain Workplace Violence Protective Orders](https://hrworks-inc.com/industry-update/utah-enacts-law-allowing-employers-to-obtain-workplace-violence-protective-orders/) - On March 14, 2023, Utah Governor Spencer J. Cox signed HB 324 into law, amending Utah’s protective order statute to allow employers to petition for and obtain workplace violence protective orders against an individual who has engaged in or threatened potential workplace violence. The law will become effective on July 1, 2023. The law defines workplace violence as
- [<strong>2023 HR Industry Trends Survey</strong>](https://hrworks-inc.com/blog-post/2023-hr-industry-trends-survey/) - HR Works is pleased to announce the launch of our 2023 HR Industry Trends Survey, an annual survey conducted to identify current challenges and provide expert insights within the areas of HR Compliance, Remote Work, Recruiting and Retention, and offering competitive Compensation and Benefits in today's labor market. The survey is open to all employers interested
- [Amendments to New York’s and NYC’s Wage Transparency Laws](https://hrworks-inc.com/industry-update/amendments-to-new-yorks-and-nycs-wage-transparency-laws/) - On March 3, 2023, Governor Hochul signed a bill amending the statewide wage disclosure law. The amendments will not change the anticipated effective date of September 17, 2023. The key changes include: Clarification on what is considered a job advertisement which would include a written description of an employment opportunity to be made available to
- [Tips For Successful Hiring](https://hrworks-inc.com/blog-post/tips-for-successful-hiring/) - Success in hiring is not primarily controlled by an organization’s recruiters. Though recruiters can be wizards at attracting talented candidates to apply for an opportunity, what happens next can make or break the success of the search. Now more than ever, candidates are paying keen attention to each and every interaction they have with a
- [Exempt vs. Non-Exempt: The Importance of Proper FLSA Classifications](https://hrworks-inc.com/blog-post/exempt-vs-non-exempt-the-importance-of-proper-flsa-classifications/) - What is an FLSA Classification? The Fair Labor Standards Act (FLSA) is a federal law that applies to most private and public employees which sets minimum wage, overtime, recordkeeping, and youth employment standards. The FLSA generally requires employers to pay all covered non-exempt employees the statutory minimum wage and overtime pay (“time and one-half”) for
- [USCIS Redesigns Green Cards](https://hrworks-inc.com/industry-update/uscis-redesigns-green-cards/) - On January 30, 2023, USCIS announced new designs for Permanent Resident Cards (also known as Form I‑551 or “Green Cards”), and Form I‑766, Employment Authorization Documents (EADs) to reduce counterfeiting, altering or tampering. USCIS began issuing the redesigned cards on January 30, 2023. The introduction of new card designs does not mean that previously issued
- [Supreme Court Rules High Earnings Aren’t Enough to Satisfy the FLSA Salary Basis](https://hrworks-inc.com/industry-update/supreme-court-rules-high-earnings-arent-enough-to-satisfy-the-flsa-salary-basis/) - On February 22, 2023, the Supreme Court ruled in Helix Energy Group, Inc. v. Hewitt that an employee (Hewitt) who was classified by his employer (Helix) as exempt from minimum wage and overtime, earning over $200,000 per year, but being paid on a daily rate, did not meet the Fair Labor Standards Act’s (FLSA) highly
- [The End of the COVID-19 National Emergency Will Impact COBRA Tolling Deadlines](https://hrworks-inc.com/industry-update/the-end-of-the-covid-19-national-emergency-will-impact-cobra-tolling-deadlines/) - The Biden Administration announced that it will end both the COVID-19 National Emergency and Public Health Emergency (PHE) (collectively referred to as “the National Emergency”) on May 11, 2023. The ending of the National Emergency means that the requirement to extend various benefit plan deadlines due to the COVID-19 pandemic will end as well. The
- [The IRS Reduces the Threshold for Requiring Electronic Filing of Information Return](https://hrworks-inc.com/industry-update/the-irs-reduces-the-threshold-for-requiring-electronic-filing-of-information-return/) - On February 21, 2023, the IRS released final regulations which requires organizations to electronically file specified returns and other documents. The final regulations significantly reduce the threshold for mandatory electronic filing of all “information returns.” In 2024, organizations filing 10 or more returns or statements in a calendar year will be required to electronically submit
- [NLRB Restricts Confidentiality and Non-Disparagement Clauses in Severance Agreements](https://hrworks-inc.com/industry-update/nlrb-restricts-confidentiality-and-non-disparagement-clauses-in-severance-agreements/) - On February 21, 2023, the National Labor Relations Board (NLRB or Board) issued a decision in McLaren Macomb which impacts certain confidentiality and non-disparagement clauses in severance agreements for both union and non-union employers. The decision reinstates the NLRB’s pre-2020 standard restricting certain confidentiality and non-disparagement clauses in severance agreements that contain provisions that would
- [Telework Field Assistance Bulletin and Federal Family and Medical Leave Act Opinion Letter](https://hrworks-inc.com/industry-update/telework-field-assistance-bulletin-and-federal-family-and-medical-leave-act-opinion-letter/) - On Thursday, February 9, 2023, the US Department of Labor (DOL) Wage and Hour Division (WHD) issued Field Assistance Bulletin (FAB) No. 2023-1, entitled, "Telework Under the Fair Labor Standards Act (FLSA) and Family and Medical Leave Act" (FMLA). The FAB confirms that employees who work from home, telework, or work away from their employer-controlled
- [California Approves Non-Emergency COVID-19 Prevention Regulations](https://hrworks-inc.com/industry-update/california-approves-non-emergency-covid-19-prevention-regulations/) - Effective February 3, 2023, the California Occupational Safety and Health Standards Board’s (Cal-OSHA) non-emergency COVID-19 prevention regulations replace the COVID-19 Prevention Emergency Temporary Standards (ETS). These regulations include some of the same requirements found in the ETS, as well as new provisions which makes it easier for employers to provide consistent protections to workers and
- [District of Columbia’s Elimination of Tip Credit Delayed](https://hrworks-inc.com/industry-update/district-of-columbias-elimination-of-tip-credit-delayed/) - On November 8, 2022, Washington, D.C., voters approved “Initiative 82”, which will eliminate the tip-credit in D.C. The tipped minimum wage rate which is currently $5.35/hour will gradually increase until 2027 to match the minimum wage of non-tipped employees which is currently $16.10/hour. The phase out was originally set to begin on January 1, 2023,
- [Louisiana Offers Employers a Chance to Correct Independent Contractor Misclassifications](https://hrworks-inc.com/industry-update/louisiana-offers-employers-a-chance-to-correct-independent-contractor-misclassifications/) - As of January 1, 2023, Louisiana employers that have been misclassifying workers as independent contractors may apply to the Louisiana Fresh Start Proper Worker Classification Initiative (the “Program”). The Program allows employers who have been misclassifying workers as independent contractors to reclassify those workers and voluntarily disclose the reclassification to the Louisiana Department of Revenue
- [Maryland Legislature Proposes a Four-Day Workweek Pilot Program and Tax Credit for Participation](https://hrworks-inc.com/industry-update/maryland-legislature-proposes-a-four-day-workweek-pilot-program-and-tax-credit-for-participation/) - Public and private employers in Maryland would have an incentive to shift to a shorter workweek under a pilot program proposed by the state legislature on January 18, 2023. The Maryland proposal, known as, the “Four-Day Workweek Act of 2023” (HB 181), would establish a four-day workweek pilot program to promote, incentivize, and support the
- [New Jersey Enacts Temporary Workers’ Bill of Rights](https://hrworks-inc.com/industry-update/new-jersey-enacts-temporary-workers-bill-of-rights/) - On February 6, 2023, Governor Murphy signed into law the “Temporary Workers’ Bill of Rights” which places obligations on staffing firms by requiring them to pay temporary laborers assigned to work for a third-party client the same average rate of pay and equivalent benefits (or cash equivalent) as a permanent employee performing the same or
- [Update on New York’s Vaccine Mandate for Healthcare Workers](https://hrworks-inc.com/industry-update/update-on-new-yorks-vaccine-mandate-for-healthcare-workers/) - As we previously reported, on January 13, 2023, Onondaga County Supreme Court Justice, Gerard J. Neri struck down the state’s regulation which was implemented in August of 2021, requiring covered healthcare entities to ensure that their “personnel” are “fully vaccinated” against COVID-19, rendering the law invalidated. However, on January 27, 2023, the NY Commissioner of
- [OSHA Form 300A Posting Requirements](https://hrworks-inc.com/industry-update/osha-form-300a-posting-requirements/) - Establishments that had 11 or more employees at any point in 2022 or establishments that have been asked by OSHA (in writing) to do so are required to post Occupational Safety and Health Administration (OSHA) Form 300A from February 1 through April 30 unless they qualify as an exempt low-risk industry. Next Steps for Employers
- [Illinois Enacts Paid Leave](https://hrworks-inc.com/industry-update/illinois-enacts-paid-leave/) - Illinois has passed the Paid Leave for All Workers Act, and Governor JB Pritzker has indicated that he will sign the bill. The law will take effect on January 1, 2024. Covered Employers and Employees All Illinois employers, except for certain school and park districts and employers covered by preexisting municipal or county ordinances that require paid
- [HR Works’ Direct Placement Division 2022 Year In Review](https://hrworks-inc.com/blog-post/hr-works-direct-placement-division-2022-year-in-review/) - HR Works’ Direct Placement Division is happy to report some key metrics and division updates from 2022. Placement Statistics: 47%. Our placement rate of BIPOC, Veterans, and/or LGBTQ+ Candidates, which demonstrates our commitment to diverse and equitable hiring practices. 95%. Our candidate retention rate, which represents our expertise in understanding what our clients’ needs are,
- [OSHA Increased Civil Penalty Amounts](https://hrworks-inc.com/industry-update/osha-increased-civil-penalty-amounts-2/) - The Occupational Safety and Health Administration (OSHA) ensures safe and healthy working conditions for workers by making and enforcing standards and by providing training, outreach, education, and assistance. Part of the agency’s enforcement standards permits it to assess penalties for OSHA violations. The OSH Act covers most private sector employers and their workers, in addition to
- [SECURE 2.0 Act of 2022 Will Change Retirement Savings Plans](https://hrworks-inc.com/industry-update/secure-2-0-act-of-2022-will-change-retirement-savings-plans/) - On December 29, 2022, President Joe Biden signed the SECURE 2.0 Act of 2022 (“SECURE 2.0” or Act) into law as part of the Consolidated Appropriations Act, 2023. SECURE 2.0 includes a wide range of changes which further expand retirement plan access as provided under the SECURE Act of 2019 (“Secure 1.0”). The Act includes
- [Reminder: Electronic Submission of OSHA Form 300A Due Soon](https://hrworks-inc.com/industry-update/reminder-electronic-submission-of-osha-form-300a-due-soon/) - Employers must electronically submit their 2022 Form 300A data to OSHA if they have: 250 or more employees; or 20 to 249 employees and are in certain high-risk industries listed in Appendix A to subpart E. Employers must send this data electronically, using OSHA’s online Injury Tracking Application (ITA). The deadline to submit the report is March 2,
- [Extensions of ACA Reporting Deadline Made Permanent](https://hrworks-inc.com/industry-update/extensions-of-aca-reporting-deadline-made-permanent/) - On December 15, 2022, the Internal Revenue Service (IRS) issued final regulations to permanently extended certain Affordable Care Act (ACA) reporting deadlines for health plans, insurers and applicable large employers (ALEs) (employers with at least 50 full-time equivalent employees), who are required each year to provide individual statements to participants and employees and complete a
- [Federal Contractor Vaccine Mandates Remains Blocked in Certain States](https://hrworks-inc.com/industry-update/federal-contractor-vaccine-mandates-remains-blocked-in-certain-states/) - The federal contractor vaccine mandate has been an ongoing source of litigation. On January 12, 2023, the U.S. Court of Appeals for the Sixth Circuit upheld most of a district court’s injunction blocking the federal contractor vaccine mandate in Kentucky, Ohio and Tennessee. The Sixth Circuit held that federal procurement law did not authorize the President‘s September
- [Telehealth Coverage for High Deductible Health Plans Extended](https://hrworks-inc.com/industry-update/telehealth-coverage-for-high-deductible-health-plans-extended/) - Since the pandemic, high deductible health plans (HDHPs) have been allowed to provide benefits for telehealth or other remote care services before plan deductibles were met. Temporary relief to HDHPs regarding the ability to continue utilizing telemedicine and other remote medical services, before meeting their plan’s minimum deductible and without imposing any restrictions affecting health
- [Federal Trade Commission Proposes a Nationwide Ban on Non-Compete Agreements](https://hrworks-inc.com/industry-update/federal-trade-commission-proposes-a-nationwide-ban-on-non-compete-agreements/) - On January 5, 2023, the Federal Trade Commission (FTC) issued a proposed rule that, if finalized, would make it illegal for an employer to: Enter into or attempt to enter into a non-compete agreement with a worker (paid or unpaid employees, independent contractors, interns, volunteers, or apprentices); Maintain a non-compete agreement with a worker; or
- [COBRA Model Notices Updated](https://hrworks-inc.com/industry-update/cobra-model-notices-updated/) - On January 31, 2023, the U.S. Department of Labor (DOL) issued and posted on its website updated model general and election notices that group health plans may use to comply with COBRA notification requirements. These notices contain a new expiration date of January 31, 2026. Next Steps for Employers Use of the DOL’s model notices
- [Increased Penalties for Violating FLSA and FMLA](https://hrworks-inc.com/industry-update/increased-penalties-for-violating-flsa-and-fmla/) - Penalties for violating the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA) are increasing for 2023. In 2015, Congress passed a law requiring the DOL to adjust its civil monetary penalties for inflation each year in order "to improve the effectiveness of civil monetary penalties and to maintain their deterrent effect."
- [Pregnancy Workers Fairness Act Signed into Law](https://hrworks-inc.com/industry-update/pregnancy-workers-fairness-act-signed-into-law/) - On December 29, 2022, President Biden signed the Pregnant Workers Fairness Act (PFWA) into law. The PWFA applies to employers with at least 15 employees and becomes effective on June 27, 2023, and requires employers to make reasonable accommodations for employees and applicants affected by pregnancy or childbirth, unless doing so would impose an undue
- [Public Health Emergency Extended Again and COVID-19 National Emergency Remains in Effect](https://hrworks-inc.com/industry-update/public-health-emergency-extended-again-and-covid-19-national-emergency-remains-in-effect/) - Due to the COVID-19 pandemic, two separate emergency declarations have remained in effect: The COVID-19 National Emergency, and The Public Health Emergency (PHE). These emergency declarations provide different types of COVID-related relief for participants and group health plans. The Public Health Emergency (PHE) On January 31, 2020, the Secretary of Health and Human Services (HHS)
- [PUMP Act Expands Lactation Accommodation Requirements](https://hrworks-inc.com/industry-update/pump-act-expands-lactation-accommodation-requirements/) - Effective December 29, 2022, the PUMP for Nursing Mothers Act expands coverage of the Fair Labor Standards Act's breastfeeding/lactation accommodation requirements to include overtime-exempt employees, in addition to, non-exempt employees. The enforcement provision includes a 120-day delay, making the effective date for that provision April 28, 2023. The Break Time for Nursing Mothers law, passed
- [Key Takeaways from the EEOC’s Hearing on Exploring the Use of AI Systems in Employment Decisions](https://hrworks-inc.com/blog-post/key-takeaways-from-the-eeocs-hearing-on-exploring-the-use-of-ai-systems-in-employment-decisions/) - In 2021, U.S. Equal Employment Opportunity Commission (EEOC) launched an agency-wide initiative to ensure that the use of software, including artificial intelligence (AI), machine learning, and other emerging technologies used in hiring and other employment decisions comply with the federal civil rights laws that the EEOC enforces. On January 31, the EEOC held a public
- [Update: California Fast-food Accountability and Standards Recovery Act](https://hrworks-inc.com/industry-update/update-california-fast-food-accountability-and-standards-recovery-act/) - The California Fast-food Accountability and Standards Recovery Act (FAST Recovery Act) signed into law on September 5, 2022, has been temporary been blocked. The law will create a Fast-Food Council (Council) within the Department of Industrial Relations (DIR). The purpose of the Council is to establish sector wide minimum standards on wages, working hours, and other
- [Update on Michigan’s Minimum Wage and Paid Sick Leave Laws](https://hrworks-inc.com/industry-update/update-on-michigans-minimum-wage-and-paid-sick-leave-laws/) - The Michigan Court of Appeals reversed a lower court’s ruling that would have raised the state minimum wage and expanded the paid sick leave law in February 2023. The decision took effect immediately. As a result, employers have avoided significant changes that might have taken effect as early as February 19. The Court of Appeals ruled that
- [Minnesota Passes a Hairstyle Discrimination Law](https://hrworks-inc.com/industry-update/minnesota-passes-a-hairstyle-discrimination-law/) - On February 1, 2023, Governor Tim signed the Minnesota CROWN Act, which takes effect on August 1, 2023, and amends the definition of race under the Minnesota Human Rights Act (MHRA) to include traits associated with race, such as hair texture and hair styles including braids, locs and twists. Next Steps for Employers Employers should
- [New Jersey WARN Expanded](https://hrworks-inc.com/industry-update/new-jersey-warn-expanded/) - New Jersey has amended its mini-Worker Adjustment and Retraining Notification (WARN) Act. The amendments (Amendments) were originally to take effect in July 2020, but implementation was delayed due to the COVID-19 pandemic. Now that Governor Murphy has signed Assembly Bill 4768, the expanded provisions are effective on April 10, 2023, and require employers with 100 or
- [Proposed Updates to NY's Model Sexual Harassment Prevention Policy](https://hrworks-inc.com/industry-update/proposed-updates-to-nys-model-sexual-harassment-prevention-policy/) - On January 12, 2023, the New York Department of Labor released a proposed revised sexual harassment prevention model policy for public review and comment. Below is a list of some of the key revisions. A stronger emphasis on gender identity discrimination, including a statement that discusses the “gender spectrum,” and defines “the three most common
- [Update: New York Veterans’ Benefits and Service Poster is Now Available](https://hrworks-inc.com/industry-update/update-new-york-veterans-benefits-and-service-poster-is-now-available/) - Effective January 1, 2023, all New York (NY) employers with more than 50 full-time employees are required to display a poster containing information on veterans' benefits and services from the NY Department of Labor (NY DOL). The Veterans’ Services and Benefits Services poster is now availble for download from the NY DOL. Next Steps for Employers The poster
- [New York Labor Establishes Penalties for Violations of Law Restricting Mandatory Overtime for Nurses](https://hrworks-inc.com/industry-update/new-york-labor-establishes-penalties-for-violations-of-law-restricting-mandatory-overtime-for-nurses/) - On December 30, 2022, Governor Hochul signed a bill (A.286/S.1997) which amends New York Labor Law Section 167, restricting consecutive hours of work for nurses by prohibiting “healthcare employers” from requiring nurses to work beyond their regularly scheduled hours, with four limited exceptions, where the overtime is during or due to: A health care disaster
- [New York Vaccine Mandate for Healthcare Workers is Invalidated](https://hrworks-inc.com/industry-update/new-york-vaccine-mandate-for-healthcare-workers-is-invalidated/) - On January 13, 2023, Onondaga County Supreme Court Justice, Gerard J. Neri struck down the state’s regulation which was implemented in August of 2021, requiring covered healthcare entities to ensure that their “personnel” are “fully vaccinated” against COVID-19, rendering the law invalidated. The regulation was struck down on the basis that the NY Commissioner of
- [NY Warehouse Worker Protections Become Effective](https://hrworks-inc.com/industry-update/ny-warehouse-worker-protections-become-effective/) - The New York Warehouse Worker Protection Act (WWPA) (Senate Bill 8922A) will go into effect on February 19, 2023. The WWPA was signed into law on December 21, 2022. The WWPA requires employers to provide a written description of quotas to which employees are subject, including the associated consequences for failing to meet any such
- [IRS Issue Mid-Year Mileage Rate Increase for 2023](https://hrworks-inc.com/industry-update/irs-issue-mid-year-mileage-rate-increase-for-2023/) - On December 29, 2022, the Internal Revenue Service (IRS) announced the 2023 standard mileage rate. The increase began on January 1 and increased the rate from 62.5 cents per mile to 65.5 cents per mile. These rates apply to electric and hybrid-electric automobiles, as well as gasoline- and diesel-powered vehicles. Next Steps for Employers The IRS rate for mileage
- [Update: New York Statewide Wage Disclosure Signed by the Governor](https://hrworks-inc.com/industry-update/update-new-york-statewide-wage-disclosure-signed-by-the-governor/) - As an update to our prior post, on December 21, 2022, Governor Kathy Hochul signed legislation (S.9427-A / A.10477) into law, establishing a statewide pay transparency law in New York State, requiring employers to list salary ranges for all advertised jobs and promotions. The law is effective on September 17, 2023. The legislation establishes a pay transparency law in
- [Respect for Marriage Act Signed Into Law](https://hrworks-inc.com/industry-update/respect-for-marriage-act-signed-into-law/) - On December 13, 2022, President Biden signed the Respect for Marriage Act into law, expressly protecting LGBTQ+ Americans. The legislation will not require states to grant marriage licenses to same-sex couples, rather it will require states to fully recognize marriages that are legally formed in other states based on sex, race or ethnicity. It also officially repeals the
- [New Process for Employers to Report OSHA Form 300A](https://hrworks-inc.com/industry-update/new-process-for-employers-to-report-osha-form-300a/) - Covered establishments must electronically submit information from their Occupational Safety and Health Administration (OSHA) Form 300A via OSHA’s Injury Tracking Application (ITA). Covered establishments should be advised that the ITA has transitioned its login procedure to Login.gov. All current and new account holders must connect their ITA account to a Login.gov account with the same email address to
- [President Biden Signs the Speak Out Act](https://hrworks-inc.com/industry-update/president-biden-signs-the-speak-out-act/) - Effective December 7, 2022, and for claims filed on or after that date, the federal Speak Out Act (the Act) prohibits judicial enforcement of a non-disclosure clause or non-disparagement clause agreed to before a dispute arises involving sexual assault or sexual harassment. The Act covers agreements signed before December 7, 2022, but it applies only to claims filed
- [USCIS to Automatically Extend Green Cards](https://hrworks-inc.com/industry-update/uscis-to-automatically-extend-green-cards/) - Effective December 12, 2022, U.S. Citizenship and Immigration Services (USCIS) is updating the USCIS Policy Manual to allow USCIS to automatically extend the validity of Permanent Resident Cards (commonly called Green Cards) for lawful permanent residents who have applied for naturalization. This update is expected to help naturalization applicants who experience longer processing times, because they will receive an extension
- [Rx Cost Reporting Deadline Extended](https://hrworks-inc.com/industry-update/rx-cost-reporting-deadline-extended/) - As we previously reported, as part of transparency in health coverage requirements which were passed under the Transparency in Coverage Final Rule and the Consolidated Appropriations Act in 2021, employer plans are required to report detailed prescription drug cost information to the agencies, including the 50 most commonly covered drugs per plan, the 50 most expensive
- [Colorado: Respiratory Illnesses are Covered Under the Healthy Families and Workplace Act](https://hrworks-inc.com/industry-update/colorado-respiratory-illnesses-are-covered-under-the-healthy-families-and-workplace-act/) - At the outset of the COVID-19 pandemic, a number of jurisdictions enacted sick leave laws specifically designed for absences due to COVID-19, but some states enacted permanent changes to their leave laws that apply during a “public health emergency,” which can apply both to COVID-19 as well as other public health emergencies. Due to high
- [Colorado’s SecureSaving Retirement Program Registration Deadlines](https://hrworks-inc.com/industry-update/colorados-securesaving-retirement-program-registration-deadlines/) - In early 2023, the Colorado SecureSavings Retirement Program (the Program) rolls out in three phases, based on employer size. Employers covered by the Program are required to facilitate through payroll deductions optional employee contributions to individual retirement accounts (IRAs) run by the state. Covered employers are required to either offer employees a private IRA plan or register
- [Illinois: Compliance with Timeline for Retention and Destruction of Biometric Data](https://hrworks-inc.com/industry-update/illinois-compliance-with-timeline-for-retention-and-destruction-of-biometric-data/) - A recent Illinois court case (Mora v. J&M Plating, Inc., No. 2-21-0692, 2022 IL App (2d) 210692 (Ill. App. Ct. 2d Dist. Nov. 30, 2022), establishes a timeline for when entities must publish written data retention and destruction policies and affirmed that retroactive adoption of retention and destruction schedules violates Illinois’ Biometric Information Privacy Act
- [Massachusetts Releases New PFML Notices for Employers](https://hrworks-inc.com/industry-update/massachusetts-releases-new-pfml-notices-for-employers/) - The Massachusetts Department of Family and Medical Leave (DFML) recently published a new workplace poster, notifications, and new rate sheets for all employers in the state for 2023 regarding the Paid Family and Medical Leave (PFML) law. All Massachusetts employers (including employers with private or self-insured benefits plans) are required to distribute certain information to their employees
- [Nevada Minimum Wage Increase](https://hrworks-inc.com/industry-update/nevada-minimum-wage-increase/) - By July 1, 2024, the Nevada minimum wage will increase to $12 per hour for all employees, regardless of whether their employer provides benefits. Additionally, the state will no longer perform annual inflation adjustments to the minimum wage and the legislature can pass laws that create a higher minimum wage than that established by the amendment.
- [New Jersey Amends Unemployment Insurance Notice Requirement](https://hrworks-inc.com/industry-update/new-jersey-amends-unemployment-insurance-notice-requirement/) - Effective July 31, 2023, New Jersey law has been amended to require when an employer provides the required benefit instructions notice (Form BC-10) to a separated employee disclosing the date on which unemployment begins, the employer must immediately and simultaneously provide that disclosed notice via electronic submission to the Division of Unemployment (Division) together with specific information required by the
- [New York Amends Nursing Protections Law](https://hrworks-inc.com/industry-update/new-york-amends-nursing-protections-law/) - On December 9, 2022, Governor Kathy Hochul signed into law an amendment to the NY State Labor Law (S4844B) that expands workplace protections for nursing employees, effective June 7, 2023. The new law expands on already existing requirements under the Labor Law Section 206-c. The purpose of this bill is to require all employers in New York provide the same
- [Revised New York State and Yonkers Withholding Tax Tables](https://hrworks-inc.com/industry-update/revised-new-york-state-and-yonkers-withholding-tax-tables/) - The New York Department of Taxation and Finance has revised wage bracket tables and calculation method publications to reflect legislative income tax rate changes for payrolls made on or after January 1, 2023. For the New York State, wage bracket tables and exact calculation methods, employers may visit Publication NYS-50-T-NYS (1/23), New York State Withholding Tax Tables
- [Oregon: RSV Emergency Declaration Triggers Additional Protections Under Oregon’s Family Leave Act](https://hrworks-inc.com/industry-update/oregon-rsv-emergency-declaration-triggers-additional-protections-under-oregons-family-leave-act/) - Under Oregon’s Family Leave Act (OFLA) a “public health emergency” requires a proclamation by the governor to protect public health. Oregon’s governor declared a public health emergency on November 14, 2022, due to “a rapid increase in pediatric infections and hospitalizations from respiratory viruses including RSV” in the state. The declaration will remain in effect through March 6,
- [Vermont Creates a Voluntary Family and Medical Leave Program](https://hrworks-inc.com/industry-update/vermont-creates-a-voluntary-family-and-medical-leave-program/) - On December 6, 2022, Governor Phil Scott announced detail of Vermont’s Family and Medical Leave Insurance Plan (VT-FMLI), which will be rolled out in 2023 for state workers before expanding to the private sector in 2024. The program is voluntary in the private sector and will provide Vermont workers with 60 percent wage replacement for up to six weeks
- [Update: Effective Date of NYC Law Regulating the Use of AI in Employment Decisions Pushed Back](https://hrworks-inc.com/industry-update/update-effective-date-of-nyc-law-regulating-the-use-of-ai-in-employment-decisions-pushed-back/) - Due to significant interest generated by the proposed rules, the New York City Department of Consumer and Worker Protection (DCWP) postponed a hearing originally scheduled for October 24, 2022, in order to designate a virtual platform that could accommodate a larger number of participants. The rescheduled hearing, which was held on November 4, 2022, attracted
- [New York Minimum Wage and Salary Levels Officially Adopted on December 28](https://hrworks-inc.com/industry-update/new-york-minimum-wage-and-salary-levels-officially-adopted-on-december-28/) - New York has adopted (via the New York State Register’s December 28, 2022 Volume) the updated minimum wage rates and salary levels for workers in upstate New York. Minimum Wage Increase Updated minimum wage rates went into effect for employers outside of NYC, Long Island and Westchester County on December 31, 2022. The new minimum wage for upstate workers
- [<strong>New York Requires Employers to Provide Electronic Versions of Mandatory Workplace Postings</strong>](https://hrworks-inc.com/industry-update/new-york-requires-employers-to-provide-electronic-versions-of-mandatory-workplace-postings/) - On December 16, 2022, Governor Hochul signed a bill which amends Section 201 of the New York Labor Law (NYLL) and requires employers to make mandatory workplace postings available to applicants and employees electronically. The bill became effective immediately upon the governor’s signature. Labor Law Section 201 mandates that employers post certain legal notices provided by the NY Commissioner of
- [IRS Notice 2022-41 Expands Mid-Year Cafeteria Plan Changes](https://hrworks-inc.com/industry-update/irs-notice-2022-41-expands-mid-year-cafeteria-plan-changes/) - On October 11, 2022, the Internal Revenue Service (IRS) issued Notice 2022-41 (Notice), which effectively expands the existing application of the change-in-status rules under a Section 125 Cafeteria Plan. Under the prior cafeteria plan rules employees were not permitted to change their family coverage election mid-year so that the employee’s family members could enroll in a Marketplace
- [Patient-Centered Outcomes Research Institute (PCORI) Fee Amount Adjusted for 2023](https://hrworks-inc.com/industry-update/patient-centered-outcomes-research-institute-pcori-fee-amount-adjusted-for-2023/) - On November 14, 2022, the IRS released Notice 2022-59, which increases the Patient-Centered Outcomes Research Institute (PCORI) fee amount for plan years ending on or after October 1, 2022, and before October 1, 2023. The updated PCORI fee amount is $3.00 multiplied by the average number of lives covered under the plan. What Is the PCORI
- [Ensure Your Workplace Posters are Up to Date](https://hrworks-inc.com/industry-update/ensure-your-workplace-posters-are-up-to-date/) - Some federal, state and local laws require that posters or notices be posted in the workplace which notify applicants and/or employees of their rights under various employment related laws, such as wage and hour, leave protections, child labor, unemployment insurance, discrimination and workplace safety. Posting requirements may vary by jurisdiction, industry or an employer’s status
- [California Employers May Need to Review Their Rounding Practices](https://hrworks-inc.com/industry-update/california-employers-may-need-to-review-their-rounding-practices/) - California Courts have generally approved of neutral rounding systems. However, a recent (October 24, 2022) California Court of Appeals case (Camp v. Home Depot U.S.A., Inc. (“Camp”)) raises questions regarding the use of rounding policies in California in their entirety. The ruling stated that where an employer could, and did, track the exact time in minutes that
- [California Criminalizes Hate Symbols in Places of Employment](https://hrworks-inc.com/industry-update/california-criminalizes-hate-symbols-in-places-of-employment/) - Effective January 1, 2023, California has amended its penal code to criminalize the intentional display of certain hate symbols in particular locations, including places of employment, when the purpose of the display is to terrorize. Violations for a first conviction are punishable by a jail term of up to three years, a fine up to $10,000, or both.
- [District of Columbia Voters Approved Elimination of Tip Credit](https://hrworks-inc.com/industry-update/district-of-columbia-voters-approved-elimination-of-tip-credit/) - On November 8, 2022, Washington, D.C., voters approved “Initiative 82,” which, once certified and implemented, will eliminate the tip-credit in D.C. Under Initiative 82, the tipped minimum wage rate which is currently $5.35/hour will gradually increase until 2027 to match the minimum wage of non-tipped employees which is currently $16.10/hour. The following is a schedule
- [Colorado Releases Required Paid Family and Medical Leave (FAMLI) Notice, Private Plan Rules and Opens the My FAMLI+ Employer Portal to All Employers](https://hrworks-inc.com/industry-update/colorado-releases-required-paid-family-and-medical-leave-famli-notice-private-plan-rules-and-opens-the-my-famli-employer-portal-to-all-employers/) - In 2020, the State of Colorado (CO) implemented a Paid Family and Medical Leave Insurance Program (FAMLI). FAMLI requires employers with at least one employee in CO, to provide up to 12 weeks of paid leave for any of the following reasons: To care for an employee’s own serious health condition; To care for a
- [Maine Minimum Wage and White-Collar Exemption Salary Increases](https://hrworks-inc.com/industry-update/maine-minimum-wage-and-white-collar-exemption-salary-increases/) - Effective January 1, 2023 the minimum wage and salary level for white-collar exemptions increases as follows: Minimum Wage and Tip Credits The minimum wage in Maine increases from $12.75 to $13.80 under an annual inflation adjustment required by the state statute. The adjustment is based on the change in the Consumer Price Index (CPI) for All Urban Wage Earners and
- [Maryland Legalizes Marijuana](https://hrworks-inc.com/industry-update/maryland-legalizes-marijuana/) - On November 8, 2022, Maryland (MD) voters approved Question 4 in the statewide election, which legalizes the adult use of marijuana for individuals who are at least age 21, beginning July 1, 2023. In addition, on April 9, 2022, a companion bill (MD HB 837) became law which removes criminal penalties and allowed expungement of possession convictions. However,
- [Missouri Legalizes Marijuana](https://hrworks-inc.com/industry-update/missouri-legalizes-marijuana/) - Effective December 8, 2022, the possession, consumption, use, delivery, manufacture, and sale of marijuana is legal for adults in Missouri who are at least age 21. In the November 2022 statewide election, Missouri voters approved Amendment 3, (the Cannabis Legalizing Initiative), which allows adults to legally: Buy, and have in their possession, up to three ounces of
- [New Jersey Lowers Temporary Disability and Family Leave Insurance Contributions for 2023](https://hrworks-inc.com/industry-update/new-jersey-lowers-temporary-disability-and-family-leave-insurance-contributions-for-2023/) - The New Jersey (NJ) Department of Labor and Workforce Development announced a reduction in worker and employer contribution rates to the state’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs for 2023. The contribution rates for TDI decrease to zero percent, from .14 percent, while the FLI rate will be reduced to .06 percent, from
- [New York Labor Law Amendments Clarify Protections for Lawful Absences](https://hrworks-inc.com/industry-update/new-york-labor-law-amendments-clarify-protections-for-lawful-absences/) - On November 21, 2022 New York Governor Kathy Hochul signed Senate Bill S1958A clarifying already existing employee protections for certain absences under federal, local or state law. The changes go into effect 90 days after signing on February 19, 2023. The Bill amends New York Labor Law Section 215, which makes it unlawful for employers to discharge, penalize,
- [California Employment Law Updates](https://hrworks-inc.com/industry-update/california-employment-law-updates/) - California passed several key pieces of legislation prior to the close of its’ legislative year (September 30, 2022). There is some employment-related legislation that will impact California employers throughout the end of the year or beginning in 2023 which are outlined in this post. Updated Salary Level and Hourly Rates for Overtime Exempt Computer Professionals
- [Current Form I-9 Expired on October 31](https://hrworks-inc.com/industry-update/current-form-i-9-expired-on-october-31/) - The current Form I-9 has an expiration date of October 31, 2022. However, the Department of Homeland Security (DHS) is instructing employers to continue using the Form I-9 after its expiration date until further notice. DHS will publish a Federal Register notice to announce the new version of the Form I-9 once it becomes available. HR Works will
- [The Public Health Emergency and the COVID-19 National Emergency Are Still in Effect](https://hrworks-inc.com/industry-update/the-public-health-emergency-and-the-covid-19-national-emergency-are-still-in-effect/) - Due to the COVID-19 pandemic, two separate emergency declarations have remained in effect: The COVID-19 National Emergency, andThe Public Health Emergency (PHE). These emergency declarations provide different types of COVID-related relief for participants and group health plans. The Public Health Emergency (PHE) The Department of Health and Human Services (HHS) first declared the PHE in
- [USERRA Protections Extended to FEMA Reservists](https://hrworks-inc.com/industry-update/userra-protections-extended-to-fema-reservists/) - Effective September 29, 2022, the Uniformed Services Employment and Reemployment Rights Act (USERRA) has extended protections to Federal Emergency Management Agency (FEMA) Reservists when deployed to disasters and emergencies. USERRA provides unpaid job protected leave for individuals who voluntarily or involuntarily leave employment positions to perform duties in the uniformed services such as deployments with the National Guard or
- [Health FSA Contribution Cap Increases for 2023](https://hrworks-inc.com/industry-update/health-fsa-contribution-cap-increases-for-2023/) - For 2023, employees will have the ability to add an extra $200 to their healthcare flexible spending accounts (FSAs) for the next benefit plan year by increasing the contribution cap from $2,850 to $3,050. In addition, the IRS has also increased the unused amount of funds that an employee may rollover into the next benefit
- [COVID-19 Form I-9 Flexibilities Have Been Extended](https://hrworks-inc.com/industry-update/covid-19-form-i-9-flexibilities-have-been-extended/) - On October 11, 2022, the Department of Homeland Security and U.S. Immigration and Customs Enforcement (DHS and ICE) announced another extension of its’ policy for allowing remote verification of required documentation for Form I-9 when a workforce is working remotely; updated flexibilities are extended until July 31, 2023. While the flexibilities remain in place, the requirement that employers
- [2023 Wage Cap Rises for Social Security Payroll Taxes](https://hrworks-inc.com/industry-update/2023-wage-cap-rises-for-social-security-payroll-taxes/) - On October 13, the Social Security Administration (SSA) announced that approximately 70 million Americans will see an 8.7 percent increase in their Social Security benefits and Supplemental Security Income (SSI) payments in 2023. On average, Social Security benefits will increase by more than $140 per month starting in January. Starting January 1, 2023, the maximum earnings subject to
- [The US DOL Issues a Proposed Rule on Employee or Independent Contractor Classification Under the Fair Labor Standards Act (FLSA)](https://hrworks-inc.com/industry-update/the-us-dol-issues-a-proposed-rule-on-employee-or-independent-contractor-classification-under-the-fair-labor-standards-act-flsa/) - As has been expected, the U.S. Department of Labor (DOL) has issued a proposed rule (rule) to clarify who is an independent contractor under the Fair Labor Standards Act (FLSA). If adopted, the rule would reinstate the “economic realities” test which uses an intensive, fact-based multifactor approach to determine independent contractor status under the FLSA. The DOL stopped
- [US DOL Issues Final Rule on H-2A Workers](https://hrworks-inc.com/industry-update/us-dol-issues-final-rule-on-h-2a-workers/) - On October 12, 2022, the U.S. Department of Labor (DOL) published the final rule, “Temporary Agricultural Employment of H-2A Nonimmigrants in the United States”, which goes into effect on November 14, 2022. The H-2A Program The H-2A temporary agricultural program allows agricultural employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the
- [Retirement Plan Contributions Increase for 2023](https://hrworks-inc.com/industry-update/retirement-plan-contributions-increase-for-2023/) - The Internal Revenue Service (IRS) has announced cost-of-living adjustments for 2023 that affect amounts employees can contribute to retirement plans via Notice 2022-55 which provides technical guidance regarding all the cost‑of‑living adjustments affecting dollar limitations for pension plans and other retirement-related items for the 2023 plan year. Contribution Increases Contribution limits for employees who participate in a
- [On Workplace Thanks: How Do Employees Really Want to be Recognized?](https://hrworks-inc.com/blog-post/on-workplace-thanks-how-do-employees-really-want-to-be-recognized/) - In light of Thanksgiving approaching, it is an excellent time of year to evaluate how we thank and recognize our most valuable assets: our people. Before exploring recognition programs, employers must first ensure they are compensating their employees enough to take the issue of money off the table. Both formal and informal employee recognition will
- [Colorado Paid COVID-19 Leave Is Extended, Again](https://hrworks-inc.com/industry-update/colorado-paid-covid-19-leave-is-extended-again/) - Because the federal government has once again extended the public health emergency declaration related to COVID-19, Colorado employers must continue to provide paid leave for the COVID-19-related circumstances identified in Colorado’s Healthy Families and Workplaces Act (“the HFWA”). Under the HFWA, employers are obligated to continue to provide paid sick leave for COVID-19 related matters (“Public
- [Reminder: DC Requires Sexual Harassment Training and Reporting for Employers with Tipped Workers](https://hrworks-inc.com/industry-update/reminder-dc-requires-sexual-harassment-training-and-reporting-for-employers-with-tipped-workers/) - The District of Columbia now requires that employers of all sizes that have one or more tipped employees, who earn tips as wages (i.e., those for whom a tip credit is taken) provide sexual harassment training by the end of the year and submit certain certification and documentation to the DC Office of Human Rights
- [Delaware Expands Final Pay Requirements and Enacts Wage Theft Protections](https://hrworks-inc.com/industry-update/delaware-expands-final-pay-requirements-and-enacts-wage-theft-protections/) - Delaware amends its final pay requirements and introduces wage theft protections for employees. Final Pay Amendment Effective October 7, 2022, final pay requirements are expanded to provide that a terminated employee must be paid by the next date on which the wages would normally be paid or three business days after the last day the employee worked, whichever is
- [New Jersey Proposes Legislation Requiring Equal Pay for Temporary Workers](https://hrworks-inc.com/industry-update/new-jersey-proposes-legislation-requiring-equal-pay-for-temporary-workers/) - The New Jersey Legislature is considering a revised bill from Governor Murphy, which among other things, would require businesses to pay temporary workers no less than the average rate of pay and equivalent benefits offered to its’ regular employees. The bill as originally passed by the New Jersey Legislature was conditionally vetoed by Governor Murphy,
- [New York Requires Overtime for Farm Workers](https://hrworks-inc.com/industry-update/new-york-requires-overtime-for-farm-workers/) - On September 30, 2022, the state labor commissioner announced that the overtime threshold for agricultural workers will be lowered from the current threshold, which is 60 hours. Beginning on January 1, 2024, the threshold will be lowered by four hours every two years, until it reaches 40 hours in the year 2032. Non-exempt farm workers must
- [Oregon Releases Model Notice for Paid Leave Oregon](https://hrworks-inc.com/industry-update/oregon-releases-model-notice-for-paid-leave-oregon/) - Employers now have a new tool to share information with their employees about Paid Leave Oregon. The model notice poster informs employees about benefits and tells them about their rights and duties under the program. Employers must post the Paid Leave Oregon model notice at each work site, and they must share it electronically or by mail
- [Oregon Amends Its Workplace Fairness Act](https://hrworks-inc.com/industry-update/oregon-amends-its-workplace-fairness-act/) - Amendments to Oregon’s Workplace Fairness Act (WFA) will take effect on January 1, 2023. The amendments clarify prohibitions regarding provisions that may not be included in agreements between employers and former, current or prospective employees. The WFA became effective on October 1, 2020, limiting employers’ use of non-disclosure or non-disparagement agreements with employees with respect to workplace
- [NY Statewide Wage Disclosure Bill Reminder](https://hrworks-inc.com/industry-update/ny-statewide-wage-disclosure-bill-reminder/) - As we previously reported, on June 1, 2022, the NY Legislature passed a statewide wage disclosure bill. The bill has not yet been delivered to the Governor for signature, but a signature is expected in early 2023. The requirements would not become effective until 270 days after being signed into law. This bill follows New
- [The Second Vesting Period for New York’s Health Care Workers (HBW) Bonus Program Has Begun](https://hrworks-inc.com/industry-update/the-second-vesting-period-for-new-yorks-health-care-workers-hbw-bonus-program-has-begun/) - The first Vesting Period (September 1, 2022 to September 30, 2022) for health care worker bonus submissions has closed, but providers should be reminded that they may still submit claims for Vesting Period 1 during Vesting Period 2. Vesting Period 2 began on October 1, 2022 and ends on October 31, 2022. Comprehensive details on the
- [California Legislature Passes Wage Disclosure Law & Expands Its Pay Data Reporting Law](https://hrworks-inc.com/industry-update/california-legislature-passes-wage-disclosure-law-expands-its-pay-data-reporting-law/) - On September 27, 2022, California enacted a law (S.B. 1162) which will add California to the growing list of jurisdictions that require pay ranges to be included in job postings. The law also significantly expands the state’s pay data reporting requirements for large employers. The law will take effect January 1, 2023. Wage Disclosure Requirements The wage disclosure
- [Reminder: NYC New Wage Parity Supplemental Benefit Employee Notice Requirements](https://hrworks-inc.com/industry-update/reminder-nyc-new-wage-parity-supplemental-benefit-employee-notice-requirements/) - Effective October 1, 2020, New York City (NYC)employers of home care aides subject to the Home Care Worker Wage Parity law must provide employees a notice which details the supplemental benefit portion of the minimum rate of home care aide total compensation. The information must specify the hourly rate paid, the type of supplement or type of home
- [New Jersey Publishes Guidance For Employers on Marijuana](https://hrworks-inc.com/industry-update/new-jersey-publishes-guidance-for-employers-on-marijuana/) - On September 9, 2022, the New Jersey Cannabis Regulatory Commission published guidance for employers to address marijuana impairment in the workplace. The guidance affirms that employers may not take any adverse against an employee solely due to the presence of marijuana showing up on a drug screening panel, as the drug can remain in bodily fluids for
- [Delaware Prohibits Age Information in Job Applications](https://hrworks-inc.com/industry-update/delaware-prohibits-age-information-in-job-applications/) - Effective September 8, 2022, it is an unlawful employment practice for a Delaware employer with four or more employees to request or require a prospective employee’s age, date of birth or dates of attendance or graduation from an educational institution on an initial employment application. Exceptions apply if the employer is requesting the information because of a bona fide occupational
- [California Amends CFRA to Cover Time Off for Bereavement](https://hrworks-inc.com/industry-update/california-amends-cfra-to-cover-time-off-for-bereavement/) - On September 29, 2022, California Governor Gavin Newsom signed Assembly Bill (AB) 1949, which amends the California Family Rights Act (CFRA) to require covered employers with five or more employees to provide eligible employees with five days of unpaid bereavement leave upon the death of a “covered family member”. The law takes effect on January 1, 2023. Covered Family
- [U.S. Citizenship and Immigration Services (USCIS) Automatically Extending the Validity of Permanent Resident Cards](https://hrworks-inc.com/industry-update/u-s-citizenship-and-immigration-services-uscis-automatically-extending-the-validity-of-permanent-resident-cards/) - Effective September 26, 2022, U.S. Citizenship and Immigration Services (USCIS) announced it is automatically extending the validity of Permanent Resident Cards (also known as Green Cards) to 24 months for lawful permanent residents who file Form I-90, “Application to Replace Permanent Resident Card.” Lawful permanent residents who properly file Form I-90 to renew an expiring or expired Green
- [Employers May Need to Review Their Dress Code Policy](https://hrworks-inc.com/industry-update/employers-may-need-to-review-their-dress-code-policy/) - On August 29, 2022 the National Labor Relations Board (NLRB) issued a decision in Tesla, Inc. concluding that an employer’s attempts to impose any restriction on the display of union insignia including wearing union apparel, such as a button or a t-shirt, are presumptively unlawful, absent special circumstances that justify such a restriction. Background Tesla’s dress code at
- [Is “Quiet Quitting” A Thing?](https://hrworks-inc.com/blog-post/is-quiet-quitting-a-thing/) - Many employers are scratching their heads trying to understand the “quiet quitting” phenomenon and how to address it. Senior Director of HR Strategic Placements at HR Works, Adrienne Schleigh, recently had the opportunity to sit in on a panel with other HR professionals and Even Dawson at WXXI Public Broadcasting Council to discuss the topic. Here are
- [OSHA Offers Free Onsite Consultations to Small Businesses](https://hrworks-inc.com/industry-update/osha-offers-free-onsite-consultations-to-small-businesses/) - Did you know the Occupational Safety and Health Agency (OSHA) offers free onsite consultations to small businesses? The onsite consultations are free and confidential and can help employers avoid potential workplace illnesses or injuries and reduce workers’ compensation claims which will help keep premiums low. What Happens During an On-Site Consultation? An onsite consultation visit
- [IRS Extends CARES and SECURE Act Plan Amendment Deadline](https://hrworks-inc.com/industry-update/irs-extends-cares-and-secure-act-plan-amendment-deadline/) - As we previously reported, on August 3, 2022, the Internal Revenue Service (“IRS”) issued Notice 2022-33 (Notice), for amending a retirement plan or individual retirement arrangement (IRA) to reflect specific provisions of the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act), the Bipartisan American Miners Act of 2019 (Miners Act), and the Coronavirus Aid,
- [Revised Surprise Billing Model Notice Now Available](https://hrworks-inc.com/industry-update/revised-surprise-billing-model-notice-now-available/) - The No Surprises Act requires plans and issuers to make certain disclosures regarding balance billing protections to participants. Federal agencies previously released a model notice that could be used to satisfy these disclosure requirements, and in frequently asked questions from August 19, 2022, they released a revised model notice based on public comments. The agencies will consider use of either
- [NLRB Proposes Updated Joint Employer Standard](https://hrworks-inc.com/industry-update/nlrb-proposes-updated-joint-employer-standard/) - The determination of joint employment status by the NLRB has been a contentious issue for the past seven years. On September 6, 2022, the National Labor Relations Board (NLRB or Board) released a Notice of Proposed Rulemaking (NPRM) addressing the standard for determining joint-employer status under the National Labor Relations Act (NLRA). The NPRM proposes to rescind
- [Update on Federal Contractor Vaccine Mandate](https://hrworks-inc.com/industry-update/update-on-federal-contractor-vaccine-mandate/) - On August 26, 2022, the U.S. Court of Appeals for the Eleventh Circuit narrowed the scope of a nationwide injunction that had barred enforcement of President Joe Biden’s COVID-19 federal contractor vaccine mandate to only apply to those who were plaintiffs in the case. Recall, in December 2021, the U.S. District Court for the Southern
- [Reminder: Medicare Part D Notice Is Due This Week](https://hrworks-inc.com/industry-update/reminder-medicare-part-d-notice-is-due-this-week/) - Each year, Medicare Part D requires group health plan sponsors to disclose to individuals who are eligible for Medicare Part D and to the Centers for Medicare and Medicaid Services (CMS) whether the health plan’s prescription drug coverage is creditable. Plan sponsors must provide the annual disclosure notice to Medicare eligible individuals by October 14, which
- [California Department of Fair Employment and Housing Renamed](https://hrworks-inc.com/industry-update/california-department-of-fair-employment-and-housing-renamed/) - As of July 1, 2022, California Department of Fair Employment and Housing (DFEH) has a new name. The agency will now be referred to as the California Civil Rights Department (CRD). Employers should be aware that the formerly named DFEH has been updating its website content, posters and brochures with the new name and logo. The
- [Calsavers Program Expanded to Cover All California Employers](https://hrworks-inc.com/industry-update/calsavers-program-expanded-to-cover-all-california-employers/) - On August 26, 2022, California Governor Gavin Newsom signed SB 1126 which would expand the state’s retirement savings program (CalSavers) requirement to apply to all California employers with at least one non-owner employee. Previously, the requirement to participate applied to those with five or more non-owner employees. Newly covered employers must register with the program starting on January 1, 2026.
- [California: COVID Relief and Supplemental Paid Sick Leave](https://hrworks-inc.com/industry-update/california-covid-relief-and-supplemental-paid-sick-leave/) - On August 31, 2022, AB 152 (Committee on Budget) passed the California legislature, it was signed by Governor Newson on September 29, and took effect immediately. The bill establishes the COVID-19 Relief Grant Program within the Governor’s Office of Business and Economic Development (GO-Biz) to help qualified small businesses or non-profits with grants up to $50,000 to reimburse
- [California Fast-food Accountability and Standards Recovery Act Takes Effect](https://hrworks-inc.com/industry-update/california-fast-food-accountability-and-standards-recovery-act-takes-effect/) - On September 5, 2022, the governor signed the California Fast-food Accountability and Standards Recovery Act (FAST Recovery Act) which will create a Fast-Food Council (Council) within the Department of Industrial Relations (DIR). The purpose of the Council is to establish sector wide minimum standards on wages, working hours, and other working conditions related to the health, safety,
- [California Employers and Off-Duty Marijuana Use](https://hrworks-inc.com/industry-update/california-employers-and-off-duty-marijuana-use/) - On September 18, 2022, California passed a law prohibiting discrimination in employment due off-duty marijuana use. The law becomes effective on January 1, 2024. The law will prohibit employers from discriminating in their hiring, termination, employment terms or conditions, or otherwise penalizing an individual based on their off-duty marijuana use. Further, employers are restricted from using a positive
- [California Requires Employee Notifications for Citations](https://hrworks-inc.com/industry-update/california-requires-employee-notifications-for-citations/) - California has amended sections of the labor code relating to occupational safety and health to require employers to post an employee notification containing specified information when the California Division of Occupational Safety and Health (Cal/OSHA) issues citations, orders or special orders to enforce occupational safety and health standards. The amendment takes effect on January 1, 2023. This employee
- [Connecticut Extends Discrimination and Leave Protections to Domestic Violence Victims](https://hrworks-inc.com/industry-update/connecticut-extends-discrimination-and-leave-protections-to-domestic-violence-victims/) - Effective October 1, 2022, the Connecticut Fair Employment Practices Act (CFEPA) which prohibits discrimination because of an individual’s race (including hairstyle), color, religion, creed, age, sex (including pregnancy, child-bearing capacity, sterilization, fertility or related medical conditions), sexual orientation, gender identity or expression, marital status, national origin, ancestry, present or past history of mental disability, intellectual disability
- [DC Has Amended Its Anti-Discrimination Law and Its Definition of Harassment](https://hrworks-inc.com/industry-update/dc-has-amended-its-anti-discrimination-law-and-its-definition-of-harassment/) - The District of Columbia (DC) has amended its anti-discrimination law to add “homeless status” as a protected characteristic, to broadly define harassment and sexual harassment, and to extend coverage to independent contractors. DC’s antidiscrimination law applies to employers of all sizes. The amendments took effect on October 1, 2022. The updated definitions of harassment, including sexual harassment eliminate the “severe
- [Delaware Enacts Mandatory Retirement Savings Program](https://hrworks-inc.com/industry-update/delaware-enacts-mandatory-retirement-savings-program/) - The Delaware Expanding Access for Retirement and Necessary Saving (EARNS) program was signed into law on August 18, 2022. The program will enable covered private employees with no access to employer-sponsored retirement plans to voluntarily contribute to a state-facilitated payroll deduction individual retirement savings account program. Covered Employers and Employees Covered employers with are those with at least
- [Maryland Amends Its Definition of Harassment](https://hrworks-inc.com/industry-update/maryland-amends-its-definition-of-harassment/) - Maryland has amended its’ definition of harassment. The amendments lower the standard for individuals to prove harassment and sexual harassment under Maryland law by rejecting the “severe and pervasive” standard. The amendments take effect on October 1, 2022. “Harassment” is now defined as unwelcome and offensive conduct, which need not be severe or pervasive, when the conduct is
- [Maryland Small Business Retirement Savings Program (MarylandSaves) Opens for Mandatory Employer Registration](https://hrworks-inc.com/industry-update/maryland-small-business-retirement-savings-program-marylandsaves-opens-for-mandatory-employer-registration/) - The MarylandSaves Small Business Retirement Savings Program which was signed into law on July 1, 2016 is open for mandatory registration by all covered employers as of September 16, 2022. The program requires covered employers to facilitate optional employee contributions, through payroll deductions, to individual retirement accounts run by the state and administered by a nine-member board.
- [Massachusetts Paid Family and Medical Leave Contribution Rates Decrease for 2023](https://hrworks-inc.com/industry-update/massachusetts-paid-family-and-medical-leave-contribution-rates-decrease-for-2023/) - The Massachusetts Department of Family and Medical Leave (DFML) has announced a decrease in contribution rates for Paid Family and Medical Leave (PFML) in 2023. Effective January 1, 2023, the state Paid Family and Medical Leave (PFML) contribution rates will decrease as follows: Employers with at least 25 employees: The total contribution rate is 0.63% of eligible wages
- [New York Paid Family Leave Changes for 2023](https://hrworks-inc.com/industry-update/new-york-paid-family-leave-changes-for-2023/) - Effective January 1, 2023, the state employee paid family leave contribution rate decreases to 0.455%, (currently 0.511% in 2022) of gross wages per pay period up to a maximum annual contribution of $399.43 (currently $423.71). The 2023 state average weekly wage (SAWW) will be $1,688.19 (up from $1,594.57 in 2022). As a reminder, beginning on January 1,
- [New York Minimum Wage and Salary Levels Set to Increase on December 31 for Upstate Workers](https://hrworks-inc.com/industry-update/new-york-minimum-wage-and-salary-levels-set-to-increase-on-december-31-for-upstate-workers/) - New York has released updated minimum wage rates and salary levels workers in upstate New York. Minimum Wage Increase Updated minimum wage rates which will go into effect on December 31, 2022 as follows: NYC (Manhattan, Brooklyn, Bronx, Queens and Staten Island), Long Island (Nassau and Suffolk Counties), and Westchester County will remain at $15/hourRemainder of the state
- [New York Aligns Its COVID-19 Guidance with the CDC](https://hrworks-inc.com/industry-update/new-york-aligns-its-covid-19-guidance-with-the-cdc/) - New York State has updated its COVID-19 guidance by adopting the CDC recommendation that quarantining for mere exposure to someone with COVID-19 is no longer necessary. For additional information on COVID-19 updates, please click here to watch this Special Report from HR Works.
- [NYC Issues Proposed Regulations on Use of AI in Employment Decisions](https://hrworks-inc.com/industry-update/nyc-issues-proposed-regulations-on-use-of-ai-in-employment-decisions/) - As we previously reported, on November 10, 2021, the New York City (NYC) Council passed a bill (Int 1894-2020) that regulates employers and employment agencies’ use of “automated employment decision tools” in making employment decisions. The law conditions the use of automated employment decision tools by employers and employment agencies on their compliance with conducting bias
- [Oregon Equal Pay Act Exclusions Have Expired](https://hrworks-inc.com/industry-update/oregon-equal-pay-act-exclusions-have-expired/) - As of September 28, 2022 amendments to Oregon’s Equal Pay Act which permitted employers to exclude hiring and retention bonuses from the definition of compensation have expired. This now means that in order for employers to be fully compliant with the state’s equal pay law these items can no longer account for differences in pay. Under state
- [Preparing For The End of COVID-19 Emergency Periods](https://hrworks-inc.com/industry-update/preparing-for-the-end-of-covid-19-emergency-periods/) - The COVID-19 pandemic brought multiple temporary changes for ERISA-governed group health and welfare plans. Certain coverage mandates apply for only the duration of the COVID-19 “Public Health Emergency” (the PHE), and the ERISA deadline relief applies only during the COVID-19 “Outbreak Period” (the Outbreak Period). Impact of the Public Health Emergency The secretary of the
- [Available Now from HR Works: Updated Web-Based NYS Harassment Training](https://hrworks-inc.com/blog-post/available-now-from-hr-works-updated-web-based-nys-harassment-training/) - HR Works is pleased to announce an update to the New York State Harassment Prevention Trainings for Employees and Managers within our online Learning Management System (LMS), in response to the launch of New York’s free and confidential hotline that provides legal advice to individuals experiencing sexual harassment in the workplace. During the web-based training, users
- [Update on New Jersey Regulations to Permit Electronic Distribution of LAD and NJFLA Posters](https://hrworks-inc.com/industry-update/update-on-new-jersey-regulations-to-permit-electronic-distribution-of-lad-and-njfla-posters/) - As we previously reported in May of 2022, the New Jersey Division on Civil Rights (DCR) issued proposed regulations to allow employers to satisfy the state’s “Law Against Discrimination (LAD)” and “Family Leave Act (NJFLA)” poster requirements via electronic or other means rather than a physical bulletin board as employees are increasingly working from home or in places other than an employer’s worksite.
- [ACA and Reproductive Health Rights](https://hrworks-inc.com/industry-update/aca-and-reproductive-health-rights/) - Due to the overturning of Roe v. Wade, on June 25, 2022, the U.S. Department of Health & Human Services (HHS) issued a press release which provided information about the right to access to contraception. The main takeaway is a reminder that under the Affordable Care Act (ACA), most health plans are required to provide birth control and family
- [OSHA Extends the National COVID-19 Emphasis Program](https://hrworks-inc.com/industry-update/osha-extends-the-national-covid-19-emphasis-program/) - The Occupational Safety and Health Administration (“OSHA”) announced on June 30, 2022 that it would extend its Revised National Emphasis Program for COVID-19 (NEP) until further notice. Originally launched in March 2021, the Program was set to expire on July 7, 2022. The NEP focuses enforcement efforts on companies that put the largest number of workers at serious risk of
- [IRS Extends Deadlines for SECURE and CARES Amendments](https://hrworks-inc.com/industry-update/irs-extends-deadlines-for-secure-and-cares-amendments/) - In Notice 2022-33, issued on August 3, 2022, the Internal Revenue Service (IRS) extended deadlines for amending a retirement plan or individual retirement arrangement (IRA) to reflect specific provisions of the Setting Every Community Up for Retirement Enhancement Act of 2019 (SECURE Act), the Bipartisan American Miners Act of 2019 (Miners Act), and the Coronavirus Aid,
- [ACA Affordability Threshold Decreases for 2023](https://hrworks-inc.com/industry-update/aca-affordability-threshold-decreases-for-2023/) - On July 25, 2022, the IRS announced (IRS Rev. Proc. 2022-34) that the Affordable Care Act’s (ACA) affordability threshold will be 9.12 percent, reduced from 9.61 in 2022, for plan years beginning in calendar year 2023 (after December 31, 2022). Under the ACA’s Employer Shared Responsibility provision (Play or Pay), large employers (those with an
- [Proposed Rule to Reinstate Health Care Protections for LGBTQ Workers and Other Groups](https://hrworks-inc.com/industry-update/proposed-rule-to-reinstate-health-care-protections-for-lgbtq-workers-and-other-groups/) - The U.S. Department of Health and Human Services (HHS) announced a proposed rule implementing Section 1557 of the Affordable Care Act (ACA)(Section 1557) that prohibits discrimination on the basis of race, color, national origin, sex, age, and disability in certain health programs and activities. The proposed rule affirms protections against discrimination on the basis of sex, including
- [The US DOL Updates Its CHIP Model Notice](https://hrworks-inc.com/industry-update/the-us-dol-updates-its-chip-model-notice-2/) - The US DOL has released a new model Employer CHIP Notice which is current as of July 31, 2022. Employers with group health plans that cover participants in states that provide premium assistance subsidies through Medicaid or the Children’s Health Insurance Program (CHIP) are required to notify their employees annually, even if, the employer’s location or principal place
- [CDC Relaxes COVID-19 Quarantine & Isolation Guidelines](https://hrworks-inc.com/industry-update/cdc-relaxes-covid-19-quarantine-isolation-guidelines/) - On August 11, 2022, the Centers for Disease Control and Prevention (CDC) relaxed its guidance on isolation and quarantine following exposure to the coronavirus and includes updates on masking, social distancing and isolation, after testing positive for COVID-19. Below are key highlights from the updated guidance. Close Contact The CDC previously recommended a five-day period of quarantine
- [DHS Seeking Public Comments on Optional Alternatives to the Physical Document Examination Associated with Form I-9 Verification](https://hrworks-inc.com/industry-update/dhs-seeking-public-comments-on-optional-alternatives-to-the-physical-document-examination-associated-with-form-i-9-verification/) - As we previously reported, the Department of Homeland Security (DHS) continues their progression towards issuing a proposed rule to permanently allow virtual document examination options for reviewing the Form I-9 in certain circumstances is advancing. On August 18, 2022, DHS released a Notice of Proposed Rule Making (proposed rule). The proposed rule does not address the ability to
- [Monkeypox: What We Know & Employer Considerations](https://hrworks-inc.com/industry-update/monkeypox-what-we-know-employer-considerations/) - On July 23, 2022, the World Health Organization declared the ongoing monkeypox outbreak a “Public Health Emergency of International Concern.” Multiple other jurisdictions swiftly followed suit, including New York which declared a disaster emergency on July 29, 2022. As of the date of this publication, there are no employer health and safety requirements specific to monkeypox at the federal
- [Retaining Recruiters Beyond Talent Shortages](https://hrworks-inc.com/blog-post/retaining-recruiters-beyond-talent-shortages/) - In the face of the great resignation over the past year many employers found themselves clamoring for recruiters, approaching a long-term problem (retention) with a short-term solution (hiring). Fast forward a few months and we’re seeing waves of layoffs affecting recruiters who were in many cases, hastily hired. How do these layoffs look to current
- [Colorado Amendments Its Wage Theft Law](https://hrworks-inc.com/industry-update/colorado-amendments-its-wage-theft-law/) - Colorado has amended the state’s wage theft laws with the enactment of Senate Bill 22-161. The amendments include increased penalties for employers that do not timely pay wages, allows employees to demand wages in a class action manner, permitting the Colorado Department of Labor and Employment’s Division of Labor Standards (CDLE) to investigate these demands on
- [Colorado Amends Its Anti-Discrimination Act](https://hrworks-inc.com/industry-update/colorado-amends-its-anti-discrimination-act/) - The Colorado Anti-Discrimination Act (“CADA”) has been amended (HB 22-1367) to extend the time within which a worker may allege a violation of CADA from 180 days to 300 days to file a charge. This change is consistent with the federal Equal Employment Opportunity Commission’s (EEOC) to file a charge. The amendments also expand the remedies available to employees
- [Federal Court Temporarily Blocks Florida’s “Stop WOKE Act” as Unconstitutional](https://hrworks-inc.com/industry-update/federal-court-temporarily-blocks-floridas-stop-woke-act-as-unconstitutional/) - As we previously reported, on April 22, Governor Ron DeSantis signed the “Stop the Wrongs to Our Kids and Employees” Act (“Stop WOKE Act” or “Act”) which prohibits employers from requiring employees to participate in certain types of diversity, equity and inclusion training (DEI). The law took effect on July 1, 2022. However, on August 18,
- [Massachusetts Enacts Law Banning Discrimination Based on Hair Texture and Style](https://hrworks-inc.com/industry-update/massachusetts-enacts-law-banning-discrimination-based-on-hair-texture-and-style/) - On July 26, 2022, Massachusetts Governor Charlie Baker signed into law the Creating a Respectful and Open World for Natural Hair (“CROWN”) Act which expands the definition of “race” across Massachusetts statutes, as applied to a prohibition on discrimination based on race; thereby, banning discrimination based on traits historically associated with race, including, but not limited to,
- [Massachusetts Amends PFML to Permit Use of Paid Time Off During Leave](https://hrworks-inc.com/industry-update/massachusetts-amends-pfml-to-permit-use-of-paid-time-off-during-leave/) - On July 18, 2022, the state amended Massachusetts’s Paid Family and Medical Leave Act (PFML) to grant employees the option to use their accrued paid leave (i.e., sick, vacation, personal leave) to supplement their PFML benefits while on leave. This is a change from when the PFML was first enacted, which required employees to choose either PFML
- [Michigan Court Reinstates Original Minimum Wage and Sick Leave Laws](https://hrworks-inc.com/industry-update/michigan-court-reinstates-original-minimum-wage-and-sick-leave-laws/) - On July 29, 2022, the Michigan Court of Claims issued a decision that voided the amended versions of the Michigan Improved Workforce Opportunity Wage Act (MCL 408.931 et seq.) and the Michigan Paid Medical Leave Act MCL (408.961 et seq). The court ruled that the 2018 amendments the state legislature made to the citizen initiatives
- [New York State Health Care and Mental Hygiene Worker Bonus Program](https://hrworks-inc.com/industry-update/new-york-state-health-care-and-mental-hygiene-worker-bonus-program/) - As part of the Fiscal Year 2023 New York State Executive Budget legislation, $1.2 billion in funding has been allocated for the payment of bonuses for essential front line health care and mental hygiene workers, who work for “qualified employers”, to attract individuals into the profession at a time of significant strain and to also retain
- [Revisiting The Value of Reference Checks](https://hrworks-inc.com/blog-post/revisiting-the-value-of-reference-checks/) - It’s the point in the recruiting process that many Talent Acquisition Professionals see as more of a chore and less of a value-add when finalizing candidate selections; time to check references. Should a candidate be turned away solely due to a reference check? No, especially not in today’s market. That being said, there are a
- [Managing a Remote Workforce During The COVID-19 Crisis](https://hrworks-inc.com/blog-post/managing-remote-workforce-during-covid-19-crisis/) - A record number of employers have found themselves quickly forced to managing a remote workforce, in many cases with 100% of employees working from home due to government mandates. For some organizations, work-from-home is a regular part of the way they do business and the company may already have established policies and practices. For many,

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- [HR Services - Our Expertise](https://hrworks-inc.com/hr-services/) - Our wide range of HR Services provides a centralized structure for all your HR needs, that is cost-effective and helps to ensure ongoing HR compliance.
- [State & Federal AI Law Compliance](https://hrworks-inc.com/state-federal-ai-law-compliance/) - Navigating State & Federal AI Compliance Despite the growing reliance on AI, there is currently no unified federal law governing how these technologies can or should be used in employment settings. Additionally, statutes that prohibit discrimination, govern background screening, and protect health information can all be triggered by the deployment of AI. As the use
- [HR Staffing and Direct Placement](https://hrworks-inc.com/hr-services/hr-staffing-solutions/) - Our team of dedicated HR recruiters specializes in HR staffing and direct placement of HR professionals. Learn more about our HR Staffing solutions.
- [HR Brief](https://hrworks-inc.com/hr-brief/)
- [LMS Administrator Login](https://hrworks-inc.com/lms-administrator-login/) - LMS Administrator Login Clients may log in to their administrator dashboard to manage employees, assign courses, pull reports, and more. LOGIN HERE Clients needing technical assistance may call 844.413.2468 for technical support or email onlinetrainingsupport@hrworks-inc.com. Don't have a username and password? Contact us at (585) 381-8340.
- [A Leave Management Solution Demo](https://hrworks-inc.com/managing-employee-leaves-of-absence/) - Leave Management Services Reduce Costs, Save Time, and Mitigate Risk HR Works’ Leave Administration Services Team serves as an extension of your HR department, providing support to your HR staff and employees for all Leave Administration requests, employee questions, tracking, and follow-up. Employee Resource Center In addition to the dedicated phone hours, employees and HR
- [Payroll Administration](https://hrworks-inc.com/payroll-services/) - For employers who want to ensure compliance and save time and money, HR Works' payroll services can be utilized on an ongoing basis or backed up as needed.
- [Interim HR Support Services](https://hrworks-inc.com/interim-hr-support-services/) - Our Interim HR Support Services provide assistance with everything from general HR compliance to specialized projects without a long-term commitment.
- [Leave Management Outsourcing](https://hrworks-inc.com/hr-services/leave-management/) - Your Trusted Partner for Leave Management: We handle all aspects of leave management, from tracking employee leave to processing leave requests.
- [Affirmative Action Employer Compliance Calendar](https://hrworks-inc.com/affirmative-action-employer-compliance-calendar/) - With a changing regulatory environment and shifts in the Office of Federal Contract Compliance Programs (OFCCP) enforcement priorities, there is much to consider as Federal contractors and subcontractors begin planning for the year’s compliance deadlines. Following HR Works’ Affirmative Action Compliance Calendar, affirmative action employers can stay on track and on time with their affirmative action
- [EO 11246 Rescission](https://hrworks-inc.com/affirmative-action-client-resources/resources-related-to-eo-11246-rescission/) - AA Transitional Implementation Guide Checklist (Excel) AA Transitional Implementation Guide Checklist (PDF) AAP Data Checklists Executive Order Ending Illegal Discrimination and Restoring Merit-Based Opportunity Executive Order Defending Women From Gender Ideology Extremism and Restoring Biological Truth to the Federal Government HR Works Guidance on the Rescission of EO 11246 Special Alert | Navigating the Impact
- [Navigating Compensation & Pay Equity: Compliance and Best Practices for Employers](https://hrworks-inc.com/compensation-pay-equity-compliance-best-practices-download/) - Compensation and pay equity remain critical priorities for employers, from complying with state and local laws to developing competitive, equitable compensation plans that support retention of top talent in a dynamic labor market. Additionally, many states across the U.S. have passed legislation related to pay transparency and compensation. Employers need to ensure compliance and have a compensation strategy
- [The HR Works Difference](https://hrworks-inc.com/the-hr-works-difference/) - Great Place to Work® is the global authority on high-trust, high-performance workplace cultures. Great Place to Work® provides the benchmarks, framework, and expertise needed to create, sustain, and recognize outstanding workplace cultures. SETTING THE STANDARD FOR EXCELLENCE Creating a culture that encourages the professional achievement of employees has been a cornerstone of HR Works since
- [Who We Are](https://hrworks-inc.com/who-we-are/) - The HR Works Difference HR Works is the 2025 Best Company to Work for in New York State. This is HR Works’ fifteenth consecutive year on the list, with rankings as high as No. 1 in 2015, and No. 2 in 2019. Survey results show that 100% of employees would recommend HR Works to a friend. This
- [Impact Summary: Restriction on Entry of Certain Nonimmigrant Workers](https://hrworks-inc.com/impact-summary-restriction-on-entry-of-certain-nonimmigrant-workers/) - Added 10/9/2025 On Friday, September 19, 2025, the Trump Administration issued an Executive Order (EO), titled Restriction on Entry of Certain Nonimmigrant Workers, that imposes new restrictions on the H-1B visa program. The new rule took effect on September 21, 2025. The EO is designed to curb what the administration views as the exploitation of the H-1B
- [2025 HR Industry Trends Report](https://hrworks-inc.com/hr-compliance-total-rewards-report/) - Are you curious about how other organizations are adapting to current challenges and emerging trends within the areas of HR Compliance, Employee Engagement, Training and Development, HR Technology and Automation, Artificial Intelligence (AI) in the Workplace, Managing Remote/Hybrid Workers, Recruiting and Retention, and offering competitive Compensation and Benefits in today's labor market? HR Works surveyed
- [Impact Summary: Improving Oversight of Federal Grantmaking](https://hrworks-inc.com/impact-summary-improving-oversight-of-federal-grantmaking/) - Added 9/8/2025 Executive Order (EO 14332), Improving Oversight of Federal Grantmaking (EO), issued by the Trump Administration, significantly changes how federal agencies review, award, and monitor “discretionary grants.” The EO places greater decision-making authority in the hands of senior agency appointees and adds new conditions that may increase the risk of mid-contract grant termination. Notably,
- [State Leave Law Comparison Chart](https://hrworks-inc.com/state-leave-law-comparison-chart/) - When it comes to complying with State & Federal leave laws, are you checking all the boxes? Adding to the complexities that come with ever-changing State leave laws, many states also have unique mandates on top of those required by Federal law. Download our State & Federal Leave Law Comparison Chart
- [Leave Management - NEW](https://hrworks-inc.com/leave-management-new/) - Leave of Absence Management Leave Management services that minimize compliance risks, control costs, and save employers time while providing employees with a personalized and consistent experience. ​ Simplifying Complexity While Maximizing Compliance For over 30 years, HR Works has provided Leave Management services that minimize compliance risks, control costs, and save employers time, while offering employees a personalized and consistent
- [AI in the Workplace](https://hrworks-inc.com/ai-in-the-workplace/) - The integration of Artificial Intelligence into the workplace is here and evolving rapidly. Equip yourself and your team with the essential knowledge to embrace AI responsibly. Designed specifically with employers in mind, our "AI in the Workplace: Essential Do's and Don'ts" infographic provides actionable insights to help you ensure your organization leverages AI ethically, efficiently, and effectively, while
- [2025 Fall Management Academy Registration](https://hrworks-inc.com/2025-fall-management-academy-registration/)
- [Careers](https://hrworks-inc.com/careers/) - COMPETiTIVE BENEFITS HR Works offers a comprehensive benefits package for both part-time and full-time employees, including: Health insurance Health savings account Dental insurance Vision insurance Pre-tax premium Flexible spending plans Short-term and long-term disability Paid life insurance Supplemental short-term disability, life insurance and cancer insurance 401(k) plan with employer match 529 College Savings Program Paid
- [Impact Summary: Protecting The Meaning and Value of American Citizenship](https://hrworks-inc.com/impact-summary-protecting-the-meaning-and-value-of-american-citizenship/) - Updated as of 7/14/2025 This EO challenges the interpretation of the Fourteenth Amendment regarding birthright citizenship, asserting that citizenship does not automatically extend to individuals born in the U.S. to parents who are unlawfully present or have temporary legal status. This EO is subject to multiple legal challenges and is likely unconstitutional. It is currently
- [Impact Summary: Restoring Equality of Opportunity and Meritocracy](https://hrworks-inc.com/impact-summary-restoring-equality-of-opportunity-and-meritocracy/) - Added 4/24/2025 Executive Order (EO), Restoring Equality of Opportunity and Meritocracy, issued by the Trump Administration, directs federal agencies to eliminate the use of disparate-impact liability to the greatest extent possible. This signals a significant shift in how civil rights laws may be enforced at the federal level. For background, disparate-impact liability says that if
- [Impact Summary: Ending Illegal Discrimination and Restoring Merit-Based Opportunity](https://hrworks-inc.com/resources/executive-order-navigator/impact-summary-ending-illegal-discrimination-and-restoring-merit-based-opportunity/) - Updated as of 7/14/2025 This EO significantly impacts federal contractors and subcontractors by rescinding EO 11246 and its amendments, ending affirmative action for women and minorities. Further, the order directs federal agencies to combat “illegal DEI” practices in the private sector. However, the EO does not define what constitutes “illegal DEI.” Recent News OFCCP Invites
- [Impact Summary: Defending Women from Gender Ideology Extremism and Restoring Biological Truth to The Federal Government](https://hrworks-inc.com/impact-summary-defending-women-from-gender-ideology-extremism-and-restoring-biological-truth-to-the-federal-government/) - Updated as of 7/14/2025 This EO clarifies the definition of "sex" and its application in federal law and policy. It seeks to protect women's rights by ensuring that sex-based distinctions are based on immutable biological realities. Key items in this EO include: Definition of Sex. The order defines "sex" as an individual’s immutable biological classification
- [Impact Summary: Additional Rescissions of Harmful Executive Orders and Actions](https://hrworks-inc.com/impact-summary-additional-rescissions-of-harmful-executive-orders-and-actions/) - Updated as of 3/24/2025 On March 14, 2025, President Trump issued Executive Order (EO 14236). This action rescinds a total of 18 executive orders from the Biden administration, including EO 14026, which had significantly increased the federal contractor minimum wage of $17.75 per hour. The rescission raises questions about wage obligations for federal contractors, particularly
- [Executive Order to Enhance Healthcare Price Transparency](https://hrworks-inc.com/executive-order-to-enhance-healthcare-price-transparency/) - Updated as of 7/14/2025 On February 25, 2025, President Trump signed Executive Order 14221 (EO), aimed at enhancing price transparency in healthcare and addressing hidden costs. This order builds upon Executive Order 13877 (2019), which sought to improve price and quality transparency in the U.S. healthcare system. EO 14221 specifically directs the Secretaries of the
- [Impact Summary: Protecting the American People Against Invasion](https://hrworks-inc.com/impact-summary-protecting-the-american-people-against-invasion/) - Updated as of 3/5/2025 This EO focuses on immigration enforcement, with implications for employers through its impact on immigration programs. The U.S. Department of State and Homeland Security are tasked with thoroughly vetting individuals entering or residing in the U.S., especially those from high-security-risk regions. I-9 Compliance & Audit Readiness: Checklist for Employers HR Works
- [EEOC and DOJ Issue Guidance on DEI-Related Discrimination in the WorkplaceOverview](https://hrworks-inc.com/eeoc-and-doj-issue-guidance-on-dei-related-discrimination-in-the-workplaceoverview/) - On March 19, 2025, the U.S. Equal Employment Opportunity Commission (EEOC) and the U.S. Department of Justice (DOJ) jointly released two technical assistance documents aimed at educating employers and employees on potential unlawful discrimination related to Diversity, Equity, and Inclusion (DEI) policies in the workplace. The guidance documents explain how Title VII of the Civil
- [Enhanced Analytics Dashboard Demo](https://hrworks-inc.com/enhanced-analytics-dashboard/) - Our Enhanced Analytics Dashboard is available as an optional add-on service for new and existing AAP clients. For more information or to request pricing for the Enhanced Analytics Dashboard, please complete the form below. Contact Us
- [Contact Us](https://hrworks-inc.com/contact-us/) - We're here to help you Complete the form below and a member of our Business Development team will contact you promptly. We look forward to working with you! To submit a request for a leave of absence, please contact the Employee Resource Center, leaveadmin@hrworks-inc.com By providing a telephone number and submitting the form you are
- [Leave and Benefit Law Compliance](https://hrworks-inc.com/leave-and-benefit-law-compliance/) - When it comes to complying with State & Federal leave laws, are you checking all the boxes? Adding to the complexities that come with ever-changing State leave laws, many states also have unique mandates on top of those required by Federal law. Download our State & Federal Leave Law Comparison Chart Thinking about outsourcing your
- [DEI Best Practices & Compliance Checklist for Employers](https://hrworks-inc.com/dei-best-practices-compliance-checklist-for-employers/) - Recent executive actions by President Donald Trump’s administration have significantly reshaped the landscape of Diversity, Equity, and Inclusion (DEI) initiatives in the workplace. These changes require thoroughly reassessing existing DEI policies to ensure compliance and mitigate legal risks. Many employers are grappling with the implications of these Executive Orders (EOs) and their potential impact on
- [I-9 Compliance & Audit Readiness Checklist for Employers](https://hrworks-inc.com/i-9-compliance-audit-readiness-checklist-for-employers/) - As immigration enforcement continues to evolve, maintaining Form I-9 compliance is more critical than ever for employers. Failure to accurately complete, store, and audit these forms can lead to substantial fines and legal consequences. Taking a proactive approach—through routine internal audits, prompt corrections, and meticulous documentation—helps reduce risk and ensures compliance. To help make compliance
- [Affirmative Action Client Login](https://hrworks-inc.com/user/)
- [CONSTRUCTION CONTRACTOR RESOURCES](https://hrworks-inc.com/construction-contractor-resources/) - Appendix 01 - Construction Contractor Self-Audit Checklist Appendix 02 - Equal Opportunity Policy Statement Appendix 03 - Open Communication Policy Appendix 04 - Non-Harassment Policy Appendix 05 - Sexual Harassment Policy Appendix 06 - How to Conduct an Investigation Appendix 07 - Notice to ESDS Appendix 08 - Outreach Contact Log Appendix 09 - Letter
- [HRIS Outsourcing](https://hrworks-inc.com/hr-services/hris-outsourcing-solutions/) - THE HR WORKS DIFFERENCE OUR PEOPLE Our team is backed by subject matter experts in HR, payroll, compliance, benefits and leave, EEO/Affirmative Action, and talent acquisition. OUR EXPERTISE HR Works has over 15 yearsof experience optimizing HRIS systems and overseeing hundreds of successfulHR software implementations. OUR COMMITMENT HR Works is passionate abouthelping businesses successfullyleverage their
- [Employment Law Compliance](https://hrworks-inc.com/hr-services/employment-law-compliance/) - HR Compliance Solutions When you partner with HR Works, you receive comprehensive and proactive compliance support that reduces your company’s risks. Our solutions are fully customizable to fit your unique needs, and scalable to grow as your company grows. Our compliance specialists can help you discover potential compliance exposures and offer guidance and support to
- [Training & Development](https://hrworks-inc.com/hr-services/training-development/) - Instructor-led Training Whether you are looking for training for managers and supervisors, or all of your employees, we have a vast library of topics to meet your needs. HR Works offers instructor-led courses such as Leadership, Management, and HR courses, as well as recorded sessions on customer service, time management, and other topics to help
- [Affirmative Action Compliance Calendar](https://hrworks-inc.com/affirmative-action-compliance-calendar/) - Download The 2024 AA Compliance Calendar There is much to consider as Federal contractors and subcontractors begin planning for the year’s upcoming compliance deadlines. Following HR Works’ 2024 AA Compliance Calendar, affirmative action employers can be sure to keep their affirmative action efforts on-track and on-time. Download your copy of HR Works’ 2024 Affirmative Action Compliance
- [Increases to Minimum Salary Levels under FLSA](https://hrworks-inc.com/increases-to-minimum-salary-levels-under-flsa/) - As a reminder, the U.S. Department of Labor (DOL) recently announced a Final Rule that increases the minimum salary level for certain positions to qualify as exempt under the Fair Labor Standards Act.HR Works has developed an FLSA Toolkit to help employers manage these changes and help you develop a plan to achieve compliance with salary increases and reclassifications.
- [HR Outsourcing: Case Studies](https://hrworks-inc.com/hr-outsourcing-case-studies/) - Thinking about outsourcing HR? Download our free whitepaper to learn more about the benefits and considerations of outsourcing to a third party.
- [Take Back Your Time, Outsource Your AAP](https://hrworks-inc.com/take-back-your-time-outsource-your-aap/) - Under normal circumstances it can be difficult to find time to keep up on your affirmative action requirements. With everything going on right now, making sure you have a written AAP in place is still part of your very long "to-do" list, and though the current state of affairs has you scrambling in a thousand
- [Hire an Affirmative Action Veteran to Ensure VEVRAA Compliance](https://hrworks-inc.com/hire-affirmative-action-veteran-ensure-vevraa-compliance/) - You are probably aware that OFCCP regulations implementing VEVRAA require that certain Federal contractors and subcontractors develop and maintain a written affirmative action program (AAP). Beyond the AAP, though, consider the heightened expectations of the Federal government: Outreach Effectiveness: Are you creating a written assessment of how effective your outreach to veterans is, each year? Are
- [Day-to-Day HR Administration](https://hrworks-inc.com/hr-services/day-to-day-hr-administration/) - Day-to-Day HR Administration HR Works helps you optimize your HR spend and ensure further stability within your HR function by absorbing many day-to-day HR tasks associated with ongoing HR Management. The HR Works Difference 30+ Years of Experience Over three decades serving employers with strategic HR initiatives. Flexible Support Model Interim or ongoing support tailored
- [HR Outsourcing Solutions](https://hrworks-inc.com/hr-outsourcing-solutions/) - Our HR outsourcing solutions are flexible to fit your business needs. From day-to-day HR tasks to strategic HR consulting, our team of experts is here to help.
- [LMS Resources](https://hrworks-inc.com/lms-resources/) - Getting Started As a reminder, you will receive an email from noreply@trustmineral.com prompting you to set the password for your LMS account. You can log in here. Once you have logged in, please review the LMS Account Setup Guide to familiarize yourself with the LMS, and begin setting up your account. As a best practice, we recommend letting
- [Privacy Policy](https://hrworks-inc.com/privacy-policy/) - Effective Date: 1/4/2024 Your privacy is very important to us. Out of respect for your privacy, HR Works is committed to ensuring that the confidentiality of your personal information is protected and maintained. We have developed this Privacy Policy to help you understand the types of information we collect from you, how we collect information
- [HR Technology & Payroll Year-End Resources](https://hrworks-inc.com/hr-technology-payroll-year-end-resources/) - HR Works understands that Year-End is a critical time for HR professionals. Balancing open enrollment activities, submitting payroll entries that affect your W-2s and/or 1099s, and getting ready for the new year can be time-consuming and overwhelming. Below you will find helpful resources and tips to assist you in preparing for a successful Year-End. ADP
- [Leave Management: Why Outsource?](https://hrworks-inc.com/leave-management-why-outsource/) - Overwhelmed with employee leave management? There are many benefits of outsourcing your leave management to a trusted partner.
- [Thank You](https://hrworks-inc.com/thank-you/) - We’re here to help you Thanks for contacting us! We will get in touch with you shortly. Corporate Headquarters 200 Willowbrook Office ParkFairport, NY 14450 (585) 381-83401-877-219-9062 (Toll Free) Syracuse, NY Location 6390 Fly RoadEast Syracuse, NY 13057 (315) 299-69821-877-219-9062 (Toll Free) HR Newsletters Sign up for our newsletters and receive emails with our latest
- [Benefits Administration](https://hrworks-inc.com/hr-services/benefits-administration/) - The HR Works Difference Flexible Solutions Customize your level of support from day-to-day benefits administration, to specific needs such as open enrollment support Compliance Experts Reduce your exposure to risk with our compliance-backed solutions and benefit management best practices Carrier Neutral You have the flexibility of changing carriers without losing benefits administration support provided by
- [HR Solutions](https://hrworks-inc.com/hr-solutions/) - HR Works offers a comprehensive suite of HR solutions that help you control costs, reduce risk, and save time.
- [Opt-out preferences](https://hrworks-inc.com/opt-out-preferences/)
- [HR WORKS OPEN ENROLLMENT RESOURCES](https://hrworks-inc.com/hr-works-open-enrollment-resources/) - The process of preparing and completing an annual enrollment can be overwhelming as you try to balance your day-to-day responsibilities. HR Works is here to help! Below you will find helpful resources, tips and time-savers to assist you in preparing for a successful Open Enrollment. Additionally, you have been assigned an HR Works Consultant who
- [ADA Compliance Policy](https://hrworks-inc.com/ada-compliance-policy/) - HR Works is committed to making our website and content accessible to all visitors, regardless of ability. As part of our commitment, HR Works has voluntarily undertaken efforts to maximize the accessibility of our website by enhancing it with functionality that conforms to the World Wide Web Consortium’s Web Content Accessibility Guidelines 2.1 (“WCAG-2.1”). Following
- [Compensation Services for Fair and Consistent Pay Practices](https://hrworks-inc.com/invest-in-compensation-and-pay-equity-to-ensure-fair-and-consistent-pay-practices/) - With more State and Federal laws related to compensation discrimination being passed, employers are facing more pressure than ever when it comes to pay equity. Whether you’re evaluating pay equity to be proactive or to meet a legal requirement, assessing your current compensation structure can help you gain a better understanding of what changes you need to implement in order to
- [Partnership Inquiry](https://hrworks-inc.com/partnership-inquiry/) - Contact HR Works to learn more about becoming a strategic partner.
- [Learning Management System (LMS)](https://hrworks-inc.com/learning-management-system-lms/) - HR Works offers over 200 web-based trainings delivered through a Learning Management System (LMS), making it easy to provide trainings to a large audience to access at their convenience. Our professionally produced trainings are attorney-reviewed and contain a variety of interactive features. Web-Based Training Features: Easy-to-navigate Learner Dashboard Professionally Produced Videos Interactive Exercises to Promote
- [Compensation & Pay Equity Audit](https://hrworks-inc.com/compensation-pay-equity-audit/) - With new state and federal laws related to compensation discrimination being passed, employers are facing more pressure than ever when it comes to compensation and pay equity. Whether you’re evaluating pay equity to be proactive or to meet a legal requirement, conducting an audit of your current compensation structure can help you gain a better understanding of what changes you
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- [HR Management Support](https://hrworks-inc.com/hr-services/hr-management-support/) - The HR Works Difference OUR EXPERTISE We have subject matter experts in HR compliance, employee relations, benefits, EEO/Affirmative Action, talent acquisition, and HRIS technology. OUR PEOPLE Our team of highly trained, senior level HR professionals is available to work both onsite and remotely with you and your team on a variety of HR matters. OUR
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- [Strategic Partnerships](https://hrworks-inc.com/partner-with-us/) - Insurance Brokers We understand just how important your clients are to your book of business. A strategic partnership with HR Works enhances your role as a trusted advisor and allows you to offer custom HR solutions, maximizing your relationship with your client. Learn More Software Providers HR Works offers customized hands on support and consultation
- [Strategic HR Support](https://hrworks-inc.com/hr-services/strategic-hr-support/) - The HR Works Difference OUR PEOPLE Our team of highly trained, senior level HR professionals is available to work both onsite and remotely with you and your team on a variety of HR matters. OUR EXPERTISE We have subject matter experts in HR compliance, employee relations, benefits, EEO/Affirmative Action, talent acquisition, and HRIS technology. OUR
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- [UKG Software](https://hrworks-inc.com/ukg-software/) - Partner with HR Works' dedicated consultants for support with UKG Pro™ products. Let us help you: Improve efficiencies from ‘hire to retire’ reporting, compliance and communications,Empower your managers with self-service tools and dashboards that show company analytics and trends, Give employees 24/7 access to all their benefits and payroll information, andOptimize your system to ensure
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- [Leave Vendor Comparison Chart](https://hrworks-inc.com/choosing-a-leave-administration-partner/leave-vendor-comparison-chart-2/) - Thank you for downloading our Vendor Comparison Chart! Click the button below to get your copy. Leave Vendor Comparison ChartDownload LEAVE ADMINISTRATION OUTSOURCING Managing employee leaves of absence is overwhelming and the myriad of different laws can be extremely difficult to navigate, especially when leave is not your primary focus. Lean on the experts at
- [Choosing a Leave Administration Partner](https://hrworks-inc.com/choosing-a-leave-administration-partner/) - Identifying the right partner to outsource to is key in maximizing the results of managing employee leaves, ensuring a positive experience for your employees, and maintaining peace of mind that you are in compliance. Download our free vendor comparison checklist to help guide you through the process of evaluating potential leave management vendors and choosing
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- [Massachusetts Paid Family Medical Leave Webinar](https://hrworks-inc.com/massachusettes-paid-family-medical-leave-webinar/) - This webinar will allow attendees to brush up on the basics of the law that took effect January 1, 2021 and how to tackle the administrative challenges. In this presentation there will also be a review of potential legislation impacting the FFCRA and how it interacts with other leave laws affecting Massachusetts employees. The webinar
- [DC PFL Webinar & Resources](https://hrworks-inc.com/dc-pfl-webinar-resources/) - EMPLOYER RESOURCES: Presentation SlidesPFL Employee HandbookOPFL Employee NoticeDC FMLA PosterDC DOES Website - PFLDC DOL Website - FMLA SURVEY We would greatly appreciate your feedback about this training. Please click the link below to complete the evaluation survey: TAKE SURVEY LEAVE ADMINISTRATION OUTSOURCING Managing employee leaves of absence is overwhelming and the myriad of different
- [DC PFL Webinar - It's Here. It's Law. Now What?](https://hrworks-inc.com/dc-pfl-webinar-its-here-its-law-now-what/) - This webinar will allow attendees to brush up on the basics of the law that took effect in 2020 and how to tackle the administrative challenges. In this presentation there will also be a review of pending legislation impacting the FFCRA and how it interacts in with other leave laws affecting Washington, DC employees. The
- [Contact Us](https://hrworks-inc.com/contact-us-thank-you/) - We're here to help you Thank you, your submission has been received! Someone will reach out to you shortly. Fairport, NY Headquarters 200 Willowbrook Office ParkFairport, NY 14450 (585) 381-83401-877-219-9062 (Toll Free) Syracuse, NY Location 6390 Fly RoadEast Syracuse, NY 13057 (585) 381-83401-877-219-9062 (Toll Free)
- [Case Study: Multi-state leaves of absence](https://hrworks-inc.com/case-study-multi-state-leaves-of-absence/) - INDUSTRY: Manufacturing SIZE: 780+ employees STATES: Headquartered in CA with locations in AL, AR, AK, CO, CT, DE, FL, GA, IL, IN, IA, KS, KY, NE, NH, NJ, NY, NC, OH, OK, OR, PA, RI, SC, TN, UT, VA, WA, and WI SUMMARY: Managing employee leaves of absence is overwhelming and the myriad of different
- [NY Paid Sick Leave Webinar](https://hrworks-inc.com/ny-paid-sick-leave-webinar/)
- [NY Paid Sick Leave - What Employers Should Know](https://hrworks-inc.com/ny-paid-sick-leave-what-employers-should-know/) - On April 3, 2020, Governor Cuomo signed legislation establishing the right to paid leave for New Yorkers, beginning January 1, 2021. On December 2, the state issued proposed regulations, however, these are not yet final. So where does that leave employers? Even with the currently published guidance, FAQs and proposed regulations, there are still many unanswered questions
- [Today’s HCM Technology – Evaluating Vendors and Identifying the Best Fit For Your Business](https://hrworks-inc.com/todays-hcm-technology-evaluating-vendors-and-identifying-the-best-fit-for-your-business/) - Lost in the HR Technology Vendor selection process? Let us pave the way! HR Technology is continuously evolving, making it an ongoing investment that requires significant time and attention. We can help you better understand why HR Technology changes and show you how to find a technology that meets your needs when it comes time
- [HRMS Technology](https://hrworks-inc.com/hr-services/hrms-technology/) - Looking for a better way to optimize your HR and benefit operations? Today, more than ever, with increased reporting and compliance requirements, investing in the right Human Resource Management System (HRMS) pays dividends for your entire organization. Improve efficiencies from ‘hire to retire’ reporting, compliance and communications,Empower your managers with self-service tools and dashboards that
- [Whitepaper Download: Back to School During a Pandemic, A Roadmap For Employers](https://hrworks-inc.com/whitepaper-download-back-to-school-during-a-pandemic-a-roadmap-for-employers/) - Back-to-School-During-a-Pandemic-a-Roadmap-for-EmployersDownload HR Works, For You Our HR Experts are standing by to help you through these challenging times. We have a full library of employer resources dedicated to COVID-19 on our website, and provide customizable, hands-on support and guidance including: Safety Plan Review / Development Consultative Services Policy Development HRIS Technology SupportEmployee Communications Employee Relations Management and Employee
- [Why HR Works?](https://hrworks-inc.com/why-hr-works/) - We don't just know HR, we live it. HR Works is the 2020 No. 16 Best Company to Work for in New York State. This statewide program is managed by Best Companies Group and sponsored by the New York State Society for Human Resource Management and the New York State Business Council. We are a Rochester Business Ethics
- [HR Works is a Chubb Preferred Provider](https://hrworks-inc.com/hr-works-is-a-chubb-preferred-provider/) - HR Works is selected as one of the few human resource-consulting firms in the United States by the Chubb Group of Insurance Companies to assist clients in reducing their exposure to lawsuits. The Chubb Group offers a special employment loss prevention service to policyholders as a proactive measure to reduce liability. As part of Chubb’s
- [HR Works Delivers AAPs That Are 100% OFCCP Audit-Ready, Every Time.](https://hrworks-inc.com/hr-works-delivers-aaps-are-100-ofccp-audit-ready-every-time/) - HR Works understands the regulations, requirements and guidelines of the Office of Federal Contract Compliance Programs. In fact, 100% of the affirmative action plans developed by HR Works have passed OFCCP audits with no technical deficiencies. As one of the nation’s leading consultants on OFCCP compliance, HR Works can support you through any type of
- [Talent Acquisition](https://hrworks-inc.com/hr-services/talent-acquisition/) - Talent Management Solutions that add value to your business. Staffing Your HR Department Our robust portfolio of HR professionals features the most sought-after expertise and credentials in the industry. We hire the best to work internally at HR Works, let us do the same for you! Reach out to the experts for your direct placement,
- [Blog](https://hrworks-inc.com/blog/)

## Team Members

- [Tiffany Falcone](https://hrworks-inc.com/team-members/13935/)
- [Anne Marie Perno](https://hrworks-inc.com/team-members/anne-marie-perno/)
- [Brandon Magnussen](https://hrworks-inc.com/team-members/brandon-magnussen/)
- [Terri Meechan](https://hrworks-inc.com/team-members/terri-meechan/)
- [Janine Corea](https://hrworks-inc.com/team-members/janine-corea/)
- [Steve Hogan](https://hrworks-inc.com/team-members/steve-hogan/)
- [Mark DeRycke](https://hrworks-inc.com/team-members/mark-derycke/)
- [Taylor Brodell](https://hrworks-inc.com/team-members/taylor-brodell/)
- [Gerry Pierce](https://hrworks-inc.com/team-members/gerry-pierce/)
- [Jason G. Pierce](https://hrworks-inc.com/team-members/jason-pierce/)
- [Nate Hopfinger](https://hrworks-inc.com/team-members/nate-hopfinger/)
- [Shannon Craig](https://hrworks-inc.com/team-members/shannon-craig/)
- [Adam Dusseault](https://hrworks-inc.com/team-members/adam-dusseault/)

## Events

- [OFCCP Ends Disability Goal & Self-Identification Requirements: What Employers Need to Know](https://hrworks-inc.com/events/ofccp-ends-disability-goal-self-identification-requirements-what-employers-need-to-know/)
- [Implementing Your AAP Following EO 14173](https://hrworks-inc.com/events/implementing-your-aap-following-eo-14173/)
- [EO 14173 – Explanation and Guidance for Affirmative Action Employers](https://hrworks-inc.com/events/eo-14173-explanation-and-guidance-for-affirmative-action-employers/)
- [The Leave Puzzle: Fitting FMLA with Everything Else](https://hrworks-inc.com/events/the-leave-puzzle-fitting-fmla-with-everything-else/)
- [NY Retail Worker Safety Act](https://hrworks-inc.com/events/ny-retail-worker-safety-act/)
- [Recent OFCCP & AA/EEO Developments](https://hrworks-inc.com/events/recent-ofccp-aa-eeo-developments/)
- [Effective Leadership for Anxiety in the Workplace ](https://hrworks-inc.com/events/effective-leadership-for-employees-with-anxiety-in-the-workplace/)
- [Fundamentals of Workplace Investigations](https://hrworks-inc.com/events/fundamentals-of-workplace-investigations/)
- [New York State COVID Leaves 2022](https://hrworks-inc.com/events/new-york-state-covid-leaves-2022/)
- [Colorado's Paid Family and Medical Leave Insurance Program: What We Know So Far](https://hrworks-inc.com/events/colorados-paid-family-and-medical-leave-insurance-program-what-we-know-so-far/)
- [New in January 2023: Paid Leave Oregon is Here!](https://hrworks-inc.com/events/new-in-january-2023-paid-leave-oregon-is-here/)
- [Lifting the Fog of Pay Transparency Compliance](https://hrworks-inc.com/events/lifting-the-fog-of-pay-transparency-compliance/)
- [Compensation & Pay Equity Webinar Series: Special Q&A Session](https://hrworks-inc.com/events/compensation-pay-equity-webinar-series-special-qa-session/)
- [Here Comes The Sun: Best Practices for Addressing & Communicating Pay Equity Adjustments](https://hrworks-inc.com/events/here-comes-the-sun-best-practices-for-addressing-communicating-pay-equity-adjustments/)
- [HR Technology Best Practices: Making Your HR Technology Investment Work For You](https://hrworks-inc.com/events/hr-technology-best-practices-making-your-hr-technology-investment-work-for-you/)
- [LGBTQ+ Employees in the Workplace: Protections & Best Practices](https://hrworks-inc.com/events/lgbtq-employees-in-the-workplace-protections-best-practices/)
- [Affirmative “Action” Items & Compliance Checklist](https://hrworks-inc.com/events/affirmative-action-items-compliance-checklist/)
- [AAP: What do my Managers Need to Know?](https://hrworks-inc.com/events/aap-what-do-my-managers-need-to-know-2/)
- [Pay Equity Matters: The Business Imperative for Ensuring Fair Compensation Practices](https://hrworks-inc.com/events/pay-equity-matters-the-business-imperative-for-ensuring-fair-compensation-practices/)
- [FA(AA)Qs - Answers To Frequently Asked Questions about Clauses, Forms & Surveys](https://hrworks-inc.com/events/faaaqs-answers-to-frequently-asked-questions-about-clauses-forms-surveys/)
- [FA(AA)Qs - Answers To Frequently Asked Questions about Affirmative Action Plans](https://hrworks-inc.com/events/faaaqs-answers-to-frequently-asked-questions-about-affirmative-action-plans/)
- [Compensation and Audits - “Item 19” Overview, Explanation, and Best Practices (Worry About This…not That)](https://hrworks-inc.com/events/compensation-and-audits-item-19-overview-explanation-and-best-practices-worry-about-thisnot-that/)
- [“I’m Not Dead Yet”: Combating Ageism in Hiring and The Workplace](https://hrworks-inc.com/events/im-not-dead-yet-combating-ageism-in-hiring-and-the-workplace/)
- [Federal & NY State Employment Law Updates with Harter Secrest & Emery LLP](https://hrworks-inc.com/events/federal-ny-state-employment-law-updates-with-harter-secrest-emery-llp/)
- [Putting the “Reasonable” into Accommodations](https://hrworks-inc.com/events/putting-the-reasonable-into-accommodations/)
- [Show Me the Money: Preparing for New York’s Wage Disclosure Law](https://hrworks-inc.com/events/show-me-the-money-preparing-for-new-yorks-wage-disclosure-law/)
- [Weathering The Storm by Establishing an Equitable Pay System](https://hrworks-inc.com/events/weathering-the-storm-by-establishing-an-equitable-pay-system/)
- [What to Expect When Your Employee Is Expecting](https://hrworks-inc.com/events/what-to-expect-when-your-employee-is-expecting/)
- [Managing Compensation in an Ever Changing Environment](https://hrworks-inc.com/events/managing-compensation-in-an-ever-changing-environment/)

## Categories

- [Uncategorized](https://hrworks-inc.com/category/uncategorized/)
- [Blog Post](https://hrworks-inc.com/category/blog-post/)
- [Industry Update](https://hrworks-inc.com/category/industry-update/)
- [Press Release](https://hrworks-inc.com/category/press-release/)

## Tags

- [HR Management & Consulting](https://hrworks-inc.com/tag/hr-management-consulting/)
- [Compliance Services](https://hrworks-inc.com/tag/compliance-services/)
- [Benefits and Leave Administration](https://hrworks-inc.com/tag/benefits-and-leave-administration/)
- [Compliance Services HR Management & Consulting](https://hrworks-inc.com/tag/compliance-services-hr-management-consulting/)
- [Professional Development](https://hrworks-inc.com/tag/professional-development/)
- [HRMS Technology](https://hrworks-inc.com/tag/hrms-technology/)
- [Talent Acquisition](https://hrworks-inc.com/tag/talent-acquisition/)
- [Benefits and Leave Administration Compliance Services](https://hrworks-inc.com/tag/benefits-and-leave-administration-compliance-services/)
- [covid-19](https://hrworks-inc.com/tag/covid-19/)
- [Affirmative Action Compliance](https://hrworks-inc.com/tag/affirmative-action-compliance/)
- [leave administration](https://hrworks-inc.com/tag/leave-administration/)
- [State Legislative Update](https://hrworks-inc.com/tag/state-legislative-update/)
- [Federal Legislative Update](https://hrworks-inc.com/tag/federal-legislative-update/)
- [employee engagement](https://hrworks-inc.com/tag/employee-engagement/)
- [Compensation](https://hrworks-inc.com/tag/compensation/)
- [Pay Equity](https://hrworks-inc.com/tag/pay-equity/)
- [Local Legislative Update](https://hrworks-inc.com/tag/local-legislative-update/)
- [Artificial Intelligence (AI) for HR](https://hrworks-inc.com/tag/artificial-intelligence-ai-for-hr/)
- [Payroll Administration Services](https://hrworks-inc.com/tag/payroll-administration-services/)
- [Compensation & Pay Equity](https://hrworks-inc.com/tag/compensation-pay-equity/)

## Event Categories

- [Leave Management](https://hrworks-inc.com/event_cat/leave-management/)
- [Affirmative Action](https://hrworks-inc.com/event_cat/affirmative-action/)
- [HR Compliance](https://hrworks-inc.com/event_cat/hr-compliance/)
- [HRIS Technology](https://hrworks-inc.com/event_cat/hris-technology/)
- [Compensation](https://hrworks-inc.com/event_cat/compensation/)
- [HR Management](https://hrworks-inc.com/event_cat/hr-management/)