Compliance Stuff

  The deployment of National Guard and other military personnel is at its highest rate in almost 20 years, and there’s a likely chance that one or more of your employees will miss time from work because of military service in the near future . But did you know that federal law creates obligations that go well behind what you might expect from typical worker protection statutes? If you’re not familiar with the Uniformed Services Employment and Reemployment Rights Act (USERRA), or you need a refresher, this Insight will provide you with a solid overview of the law and your responsibilities. Why Now?   According to recent data from the Bureau of Labor Statistics, employers reported over 90,000 instances of workers missing at least a week of work because of military deployments or other civil service during the first eight months of the year. That doubles last year’s numbers and marks the highest level since 2006 during the Iraq and Afghanistan conflicts. The reason for this spik...

On Nov. 5, 2024, Missouri voters approved Proposition A, which included a new statewide paid sick leave law and an increase to the minimum wage. The paid sick leave requirement is set to go into effect on May 1, 2025 , while the $13.75 per hour minimum wage took effect on Jan. 1, 2025. On March 13, 2025, the Missouri House of Representatives passed a bill (HB 567) that, if enacted, would repeal the paid sick leave requirement and delay the minimum wage increase. However, if passed by the Senate and signed by the governor in its current form, the bill would not become effective until Aug. 28, 2025, after the paid sick leave requirement is set to take effect on May 1, 2025. The bill has now been read twice in the Senate, and a public hearing is set for March 26, 2025. On March 12, 2025, the Missouri Supreme Court heard oral argument on the constitutionality of Proposition A. Opponents of the law, mostly business groups, argue that: The fiscal note summary to the ballot initiative did no...

  The Maine Department of Labor (DOL) announced revised  proposed rulemaking   for the Maine Paid Family and Medical Leave Program. This comes on the heels of the first draft of   proposed rules   issued on May 20, 2024. Public comment is open through Sept. 30, 2024. Comments can be submitted  here . Maine DOL’s rulemaking follows the  Maine Legislature’s passage of the new law in 2023 . Employees can begin receiving paid leave benefits effective on May 1, 2026, and employer contributions to the plan funding those benefits begins on Jan. 1, 2025. The proposed rules provide greater detail as to how the DOL plans to implement and enforce the new program. Although they are substantially similar to the initial proposal, the revised rules contain a number of relatively minor changes and reorganizations and seven significant changes: Bona fide volunteers will be excluded from the program’s coverag e. Federal employees will be excluded from coverage. Previous...

 The Rhode Island General Assembly was active during the 2024 legislative session, passing several bills that impact employers and their business practices. Here is a summary of the new laws Rhode Island employers may need to know about. Quick Hits Workers in Rhode Island will receive up to seven weeks of paid time off to bond with a new child or care for a sick family member in 2025. That number will increase to eight weeks in 2026. Domestic workers are now eligible for minimum wage and overtime protections. Independent contractors must file an annual notice of designation under the workers’ compensation law for every entity that retains them. New bills regulate and arbitration agreements and restrictive covenants with nurses. Temporary Caregiver Insurance Leave Currently, Rhode Island’s Temporary Caregiver Insurance (TCI) law a llows employees to take up to six weeks of job-protected leave and receive partial wage replacement from the Rhode Island Department of Labor and Training...