Staying on top of legal changes is crucial for maintaining compliant employee handbooks. In this update, we highlight key legislative developments across several states that impact employee rights and employer responsibilities. From California's new ban on captive audience meetings to Connecticut's expanded crime victim leave protections, these changes underscore the importance of regularly reviewing and updating your policies. We'll guide you through new paid leave programs, wage transparency laws, and employment protections to ensure your handbook reflects the latest legal requirements. Be prepared and proactive with our latest updates.
Employee Handbook
Legal Updates
California Passes Captive Audience Meeting Ban
On September 27, 2024, California Governor Newsom signed SB 399, implementing a ban on captive audience meetings. Beginning January 1, 2025, employers may not require employees to attend employer-sponsored meetings whose primary purpose is to communicate the employer's opinion concerning religious or political matters.
Connecticut Crime Victim Leave is Now Effective
Connecticut passed HB 5399 which goes into effect October 1, 2024, and expands crime victim employment protections to include victims of sexual assault. Employees may now be entitled to compensation from the state Paid Family and Medical Leave program and the Office of Victim Services’ victim compensation program at the same time as long as their total compensation doesn’t exceed their regular pay.
Delaware Employers Can Now Enroll in the State Paid Leave Program
Employers are now able to register for the Delaware Paid Leave program and must do that by December 1, 2024. Most employers with 10 or more employees are required to register and smaller employers can voluntarily join. Federal government employees and seasonal operations that shut down for a month or more are exempt. Payroll deductions for the program begin January 1, 2025, and employees can begin submitting claims for payment beginning January 1, 2026. The state provides additional information and resources on its website.
Illinois Expands Employment Protection for Armed Forces
Illinois passed HB 5640 which expands the definition of armed forces or uniformed services to include the United States Space Force. This change impacts the Illinois Military Family Leave Act which is covered in our Military Leave Policy. This change is effective January 1, 2025.
Hiring and Separation Docs
Legal Updates
California Healthcare Worker Minimum Wage Increases... Maybe
Last year, Governor Newsom signed a bill to increase healthcare workers' minimum wage. The implementation of that new minimum wage has been pushed back multiple times, and remains uncertain. The law could take effect any time between October 15, 2024 and January 1, 2025. California has addressed these start dates and the factors they rely upon in their FAQ page. It may be uncertain when the minimum wage will take effect but employers should be prepared to comply by October 15.
Illinois Veteran and First Responder Non-Compete Protections Signed
On August 9, 2024, Illinois Governor Pritzker signed an amendment to the Freedom to Work Act protecting veterans and first responders. Beginning January 1, 2025, new non-competes with licensed mental health professionals are unenforceable if those agreements would be “likely to result in an increase in cost or difficulty” to veterans or first responders who seek mental health services.
Illinois Construction Worker Non-Compete Protections Signed
On August 9, 2024, Governor Pritzker also signed bill, SB 2770, clarifying the non-compete protections for construction workers. Previously, the law invalidated non-compete agreements with workers “covered by a collective bargaining agreement under the Illinois Public Labor Relations Act or the Illinois Educational Labor Relations Act and individuals employed in construction.” Beginning January 1, 2025, the new amendment clarifies that these protections don’t just apply to construction workers covered by a collective bargaining agreement, but all construction workers except those “who primarily perform management, engineering or architectural, design, or sales functions for the employer or who are shareholders, partners, or owners in any capacity of the employer.”
Maryland Wage Notice Requirements Take Effect
On April 25, 2024, Maryland Governor Moore signed SB 38, imposing wage notice requirements. Effective October 1, 2024, the notice that employers provide to new hires about their payment information must be written. The bill also requires employers to provide written notice of additional pay information every pay period on the employees’ pay stub, including rates of pay, any deductions made to their pay, and the employer’s name and address so they can be contacted if employees have questions. The Commissioner has created an optional pay stub template for employers to use at no charge.
Maryland Wage Transparency Law Takes Effect
Approved on April 25, 2024, SB 525 institutes new wage transparency requirements in Maryland. Beginning October 1, 2024, employers must disclose the wage range and a general description of benefits and other compensation in all job postings for positions that will be performed, at least in part, inside the state. Maryland has released guidance to help employers understand their responsibilities under these new requirements.
New York’s Clean Slate Act’s Effective Date Approaches
On November 16, 2023, Governor Hochul signed Senate Bill S7551A allowing for the automatic sealing of records of certain convictions. Effective November 16, 2024, employee misdemeanor records will be sealed 3 years after sentencing (or after release if they were given prison time), and felonies will be sealed after eight years from release. Under the new law, employers will be prohibited from asking applicants about any sealed records or taking any adverse employment action against employees or applicants based on their sealed records.
Oklahoma Employment Discrimination Poster Updated
Oklahoma updated its Employment Discrimination poster. Employers should replace their existing poster.
Keeping your employee handbook up-to-date with the latest legal changes is essential for protecting both your business and your employees. As new regulations continue to emerge, it’s important to stay ahead by ensuring compliance. If you have any questions or need assistance with updating your handbook, ModHR is here to help. Schedule a consultation with us today, and let’s make sure your policies are always compliant and in line with the latest requirements.
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