Compliance Stuff

A number of employment-related laws recently passed in various states that impact the workplace will take effect on July 1, 2025. Quick Hits New state laws will impact minimum wage, leaves of absence, restrictive covenants, child labor, and other workplace issues. These laws will take effect on July 1, 2025. Here is a roundup briefly summarizing the new state laws: Alaska Ballot Measure 1  increases the minimum wage to $13.00 per hour , establishes paid sick leave, and prohibits employers from holding mandatory meetings to share political or religious opinions. Employers will be required to provide one hour of paid sick leave per thirty hours worked. In California, Los Angeles County passed a  Fair Workweek Ordinance , which includes predictive scheduling provisions. It requires employers to provide advance notice of schedule changes, premium pay for schedule changes, and rest time between shifts. It applies to retail businesses that have at least 300 employees worldwide. In a...

  Several provisions of the   SECURE Act 2.0 , passed in 2022, will take effect in 2025. Plan sponsors of defined benefit (DB) and defined contribution (DC) plans should begin reviewing the following changes to ensure compliance and address any questions before the new rules take effect. Mandatory Automatic Enrollment for DC Plans Under SECURE 2.0, 401(k) and 403(b) plans established after Dec. 29, 2022, will be required to implement an eligible automatic contribution arrangement (EACA) for plan years beginning after Dec. 31, 2024. This provision also applies to multiemployer DC plans that add a 401(k) feature. However, these multiemployer plans face challenges due to the complexity of coordinating payroll, tracking deferrals, and managing compliance for employees working for multiple employers. Congress is considering, but has not yet acted on, a technical corrections bill to SECURE 2.0 to provide technical amendments, clerical amendments, and clarifications of the law. This ...

 Now that the general election is just five weeks away, GovDocs is kicking off the month with a series of Employment Law News blogs on elections and their impact on employers, from labor law posters and voting leave requirements to captive audience laws and politics in the workplace.   Our first election blog is on the topic of voting posters required in three jurisdictions – New York, California, and Washington, D.C.  New York’s Time Allowed to Vote Poster New York’s Time Allowed to Vote poster is required for all employers and must be displayed conspicuously in the workplace. New York requires employers to display the poster at least 10 days in advance of every election . It’s important to note that this poster can only be taken down when the polls close.   The poster sets out the number of hours of paid leave that may be taken to vote and when these hours may be taken in a work shift, as well as notice and eligibility requirements for taking paid voting leave....