Compliance Stuff

New statewide paid sick time law would take effect on October1, 2025. Law would allow employers to limit annual accrual and use to either 40 or 56 hours, but is silent on carryover caps. Notice obligations would begin before law takes effect. In the November 5, 2024 election, Nebraskans appear to have  overwhelmingly  voted in favor of  I nitiative Measure 436  to create a new statewide paid sick time law that would become operative on October 1, 2025 . Although the results will not be certified by the Nebraska Secretary of State until early December, given the almost 75% majority vote reported with all precincts reporting, below we highlight what we know employers should know about the anticipated law. Covered Employers & Employees . The law will apply to all employers, though different standards will apply to those with 19 or fewer employees in 20 or more calendar weeks in the current or preceding year (“small employer”). It appears that the “small employer” de...

  New statewide paid sick and safe time law would take effect on May 1, 2025. Law would allow employers to limit annual use to either 40 or 56 hours, limit carryover to 80 hours, but is silent on accrual caps. Notice obligations would begin before law takes effect. In the November 5, 2024 election, Missourians appear to have voted in favor of  Proposition A  to create a new statewide paid sick and safe time (“paid sick time”) law that would become operative on May 1, 2025 (along with increases to the state minimum wage) . 1   Although the results will not be certified by the Missouri Secretary of State until early December, 2  and notwithstanding various news outlets reporting about potential challenges to the ballot measure’s legality, 3  the following highlights some key information about the anticipated law. Covered Employers & Employees . The law will apply to all employers, though different standards will apply depending on whether an employer has ...

  An amendment to the Illinois Right to Privacy in the Workplace Act going into effect on Jan. 1, 2025,   imposes many new obligations on employers   regarding the use of E-Verify – some that go beyond federal E-Verify requirements. The Illinois Department of Labor (IDOL)   has published guidance   on the law that also clarifies that the law does not ban the use of E-Verify in Illinois. The new law includes strict deadlines for employer notifications and attestations, among other requirements. In addition to clarifying that E-Verify can be used in Illinois, the new guidance: Urges employers using E-Verify to familiarize themselves with information on the IDOL website about the accuracy of E-Verify; Prohibits misuse of E-Verify, including for pre-screening; Encourages employers to review and understand their legal responsibilities regarding posting and notice requirements; Reminds employers that employees may file complaints for alleged violations with IDOL; and ...

Takeaways: A recent Colorado Supreme Court decision deviates from federal law by requiring holiday incentive pay to be included in the regular rate for overtime purposes. Employers covered by Colorado’s COMPS Order 39 should not follow the FLSA when considering holiday pay for purposes of overtime calculation. Colorado employers should review their pay policies and practices and consider drawing a clear distinction between “holiday pay” and “holiday incentive pay” in their policies and practices. Related link: Hamilton v. Amazon.com Services LLC  The Colorado Supreme Court has ruled that Colorado law is not like federal law when it comes to holiday pay. The Court found that the Colorado Minimum Wage Order (currently, COMPS Order 39) requires holiday incentive pay be counted in the regular rate of pay for calculating overtime for non-exempt employees in Colorado.  Hamilton v. Amazon.com Services LLC. Before this decision, employers in Colorado that provide holiday pay generally...

  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:  Arizona Minimum Wage Increases to $14.70  California Minimum Wage Increases to $16.50  Colorado Minimum Wage Increases to $14.81  Delaware Minimum Wage Increases to $15.00  Illinois Minimum Wage Increases to $15.00  Maine Minimum Wage Increases to $14.65  Maryland Minimum Wage Increases to $15.00  Michigan Minimum Wage Increases to $10.56  Minnesota Minimum Wage Increases to $11.13  Montana Minimum Wage Increases to $10.55  Nebraska Minimum Wage Increases to $13.50  New Jersey Minimum Wage Increases to $15.49 ($14.53 for Small a...

  Highlights With former President Donald Trump winning the election to be the 47th president of the United States, Americans should expect sweeping policy and regulatory changes, including in the federal procurement space. This Holland & Knight alert details several potential changes that the incoming administration may initiate based on Trump's previous administration and plans he has outlined for his next presidency. With former President Donald Trump winning election to be the 47th president of the United States, Americans should expect sweeping policy and regulatory changes, including in the federal procurement space . Based on Trump's previous administration and plans he has outlined for his next presidency, there are several potential changes that the incoming administration may initiate. Executive Orders with Immediate Effect Commonly, if the president issues an executive order that places a requirement on the government contracting community, contractors are not im...