Nearly 73 million workers now live in states that lack statewide paid sick leave and that block local governments from adopting sick leave, according to a July 2025 report by the National Partnership for Women and Families and A Better Balance. Republican-led legislatures in 18 of the states that lack statewide paid sick leave laws have proactively prevented these types of local developments by banning their cities and counties from enacting their own sick leave laws. In California, which has a paid sick leave law, multiple cities have enacted their own laws to require more than the statewide requirements, including Berkeley, Los Angeles, Oakland, San Diego and San Francisco. For example, Philadelphia, Pittsburgh, and Allegheny County have all enacted paid sick leave laws to counteract Pennsylvania’s lack of a statewide paid sick leave program. Cities and counties often take the lead in experimenting with paid leave laws, either before their state legislatures act or to expand programs beyond statewide mandates.
Allows the Department of Civil Rights to bring civil actions for violations of the federal Age Discrimination in Employment Act. Allows local prosecutors to bring actions for certain labor code violations (live entertainment/concerts). Amends the FEHA to allow leave when an employee or an employee’s family member is a victim of an act of violence, and expands the reasons an employee can use paid sick leave for “safe” time purposes. Adds additional requirements for an association of employers to offer a large group health care service plan contract to small group employer members. The California Whistleblower Protection Act requires employers to prominently display a list of employees’ rights and responsibilities under the whistleblower laws, including the telephone number of the whistleblower hotline.
- In December 2024, after declining the employee’s extension request, HAHP informed Ms Stien via email that it no longer had a position for an office administrator and that the role was redundant.
- This L&E guide provides an overview of major federal labor and employment laws and regulations, enforced by agencies such as the U.S.
- Supreme Court decisions provide employers with additional guidance on hard-to-navigate issues around FMLA, ADA, mental health, and taking adverse actions against employees.
- Despite this trend, support for paid sick leave remains high in most areas of the United States.
- “Do not hide behind special protections,” such as those required for people with disabilities through the reasonable accommodation requirement, Shaw said.
Employment lawyers across the ideological spectrum have noted that the ruling resolves a procedural question — who must show what at the threshold pleading stage — without changing the substantive standards that determine whether discrimination actually occurred or what defenses employers can raise. Non-compete clauses, confidentiality agreements, and non-disparagement provisions that Abruzzo had argued were presumptively unlawful under the NLRA are now in a more permissive enforcement environment. Under the reinstated 2020 standard, a business is a joint employer only if it “possesses and exercises substantial direct and immediate control” over at least one essential term or condition of employment.
Commission launches second-phase consultation on proposed Quality Jobs Act
- Allows local prosecutors to bring actions for certain labor code violations (live entertainment/concerts).
- Today’s labor and employment practitioners are under more pressure than ever before to deliver reliable counsel.
- Defines “on-call list” of nurses for purposes of determining whether an administrative penalty is to be assessed for nurse-to-patient ratio violations.
- In many instances, specific forms or addenda will be required to comply with the various state requirements.
- Employers who view compliance as a strategic asset, rather than a box-checking exercise, will be better positioned to reduce risk, increase fairness, and meet the evolving demands of the modern workforce.
- State-mandated paid family leave programs for private sector employers continue to gain momentum in the face of congressional inactivity.
Employers who rely on state or federal laws to justify adverse action based on a THC-positive drug test must now provide 14 days’ written notice before refusing to hire, terminating, or disciplining a patient. While our blog provides general information and updates on employment law, specific legal questions should be directed to a qualified employment law attorney. We cover updates on paid leave regulations and how they impact employers. Need to access real-time location-specific data from an interactive map and centralized dashboard?
- Non-compete clauses, confidentiality agreements, and non-disparagement provisions that Abruzzo had argued were presumptively unlawful under the NLRA are now in a more permissive enforcement environment.
- Effective September 1, 2025, Texas expanded its Compassionate-Use Program, adding new qualifying conditions and authorizing additional products and dispensaries.
- The school refused her request unless she agreed to return as a classroom teacher and not in the executive role until she returned full-time.
- This will continue as the Bill progresses through Parliament.
- Requires employers with 15 or more employees to include the pay scale and benefits for a position in all job postings.
Labor Arbitration Awards Tracker
Creates the New Jersey Data Privacy Act; requires businesses to notify consumers about any information collected on them and allow consumers to view, correct, or request deletion of personal data. Creates a city wage theft ordinance that defines wage theft and actions and remedies for violations; requires an employer to provide employees with a wage notice at the start of employment and wage statements for each pay period. The range must include a minimum and a maximum amount based on the employer’s good-faith estimate of the opportunity for each position, and cannot be open-ended. Requires employers with 30 or more total employees in Minnesota to include in all job postings a starting salary range, or if no range, a fixed pay rate. Prohibits an employer from imposing work authorization verification or re-verification requirements greater than those required by federal law https://gleecus.com/blogs/business-intelligence-data-driven-success-manufacturing/ and requires an employer to provide certain notices to employees. Provides additional employment protections for individuals flagged by an employment eligibility verification system, including federal E-Verify, as having identification discrepancies.
In addition to the new offences under the Equal Opportunity Act, the Crimes Act 1958 (Vic) will be amended (on or before 20 September 2025) to include offences related to incitement or threatening physical harm or property damage on the grounds of these protected attributes. The protected attributes for the purposes of the new vilification offences will include disability, gender identity, race, religious belief or activity, sex, sex characteristics, sexual orientation and personal association with a person with any of these attributes. The public conduct (including any form of written or https://www.mon-expression.info/the-art-of-mastering-11/ verbal communication, actions and gestures, including at a workplace) may be constituted by a single occasion or by a number of occasions over a period of time and may occur in or outside Victoria. During the election campaign, Labor committed to amending the Fair Work Act 2009 (Cth) (FW Act) to ensure that employees maintain access to their employer’s paid parental leave (PPL) scheme in the event of a stillbirth or neonatal death.