Compliance Stuff

On April 22, 2025, Ohio governor, Mike DeWine, signed  Ohio Senate Bill 33  (SB 33) into law . SB 33 is the first state law that allows employers to display mandatory labor law posters digitally instead of physically, beginning July 20, 2025. Employers need to be careful with the new posting requirements, however, to ensure they remain in compliance.   Labor Law Poster Display Requirements Under Ohio SB33   Historically, Ohio employers, like others across the country, have been required to display physical copies of labor law posters in the workplace in areas frequented by employees such as break rooms. But now, SB 33 will allow Ohio employers to choose to display certain mandatory labor law posters either physically or digitally. The specific requirements for the posters impacted by SB 33 are indicated below:   Child Labor Law Poster  – This poster is required for all employers that employ minors. Under the new requirements, the poster must be displayed e...

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...

Washington expanded the covered uses and definition of a family member under Washington’s paid sick leave law effective January 1, 2025. Under Washington’s paid sick leave law employers must provide non-exempt employees with at least one hour of paid sick leave for every 40 hours the employee works . Leave accrual is not capped, which means there is no limit on the amount of paid sick leave hours an employee can accrue in one year . Employers are required to allow employees to carry over 40 unused hours each year. Employees may use accrued paid sick leave for certain legally protected reasons, including: (1) the employee’s personal medical care; (2) to care for a family member with a mental or physical illness, injury, or health condition; (3) to care for a child when their school or place of care is closed by a public official for a health-related reason; (4) closure of the employee’s place of business for a health-related reason; or (5) for reasons under Washington’s Domestic Violen...

  In a significant decision regarding workplace inspections, the California Occupational Safety and Health Appeals Board (OSHAB) upheld citations against a California employer after finding the employer had consented to an inspection when a third-party individual who was not an employee and did not have actual authority to consent cooperated with an inspector. Quick Hits The California OSHAB ruled that an employer can imply consent to a Cal/OSHA inspection through the actions of a third party, even if that individual lacks actual authority to grant such consent. The board held that Cal/OSHA may establish a  prima facie  case that an employer did not maintain required records by showing that the employer failed to comply with requests for such records, which shifts the burden of proof to an employer to show that the records do exist. The board clarified that a single violation of an IIPP can be the basis for a “serious” violation of employers’ duty to identify and correct...

With a new presidential administration and the start of the 2025 Regular Session of the Florida Legislature, Florida employers face a dynamic landscape of evolving workplace policies and legal requirements. From updates in discrimination and harassment prevention to new leave laws and medical marijuana protections, updating handbooks to stay compliant is more crucial than ever. Quick Hits Florida employers are facing a complex landscape of evolving workplace policies and legal requirements in 2025, including updates in discrimination prevention, leave laws, and medical marijuana protections. Employers may want to regularly review and update their workplace policies to ensure compliance with changing laws, particularly in areas like discrimination, harassment, leave policies, and wage disputes . Key updates for Florida employee handbooks in 2025 include removing references to outdated presidential executive orders, implementing reasonable suspicion drug testing, and ensuring compliance...