Compliance Stuff

New York lawmakers ended the 2026 legislative session by passing a wide range of workplace bills that could affect severance agreements, employment contracts, job postings, personnel files, wage-and-hour practices, arbitration, artificial intelligence, and workers’ compensation. While none of these measures are law yet, many are expected to be sent to Governor Hochul for consideration later this year. Some of the proposals would take effect immediately if signed, leaving employers little time to update policies, agreements, and compliance practices. Here are the top bills employers should know about and begin preparing for. Note: Even if Governor Hochul signs a bill, she may do so with an agreement that lawmakers will add chapter amendments when they return next session. Employers should confirm final action before treating any proposal as effective. Severance Agreements and Employment Contracts The No Severance Ultimatums Act ( S372A ) Employers offering covered severance agreements w...

Key Takeaways: Kathy Hochul has signed a bill expanding the statutory carveout applied to police officers, firefighters, and EMTs who filed a claim for mental injury due to extraordinary work-related stress S.6635/A.5745 now allows all workers to apply for Workers’ Compensation for extraordinary work-related stress The law takes effect January 1 Under S.6635/A.5745: Where a [worker] files a claim for mental injury premised upon extraordinary work-related stress incurred at [work], the board may not disallow the claim upon a factual finding that the stress was not greater than that which usually occurs in the normal work environment. A major part of this law is that now all employees in New York can apply for workers’ compensation if they feel they are undergoing a mental health crisis caused by their job. In the past, this option was only available for select first responder positions. Unlike other accidental injuries, there are two requirements in a claimant’s case that are unique to...

  States and some cities were especially active this year passing workplace legislation, many of which create new compliance obligations for employers. Littler’s Workplace Policy Institute (WPI) has been tracking these laws as they worked their way through the legislative and regulatory processes before going into effect on January 1, 2025. Below is our annual summary of these new laws and regulations. This article, which focuses on laws taking effect in or around January 1, 2025, is not intended to be an exhaustive discussion of every single new employment and labor law, does not include the host of new minimum wage laws, 1  and is intended to be informative but not to constitute specific legal advice for any employer.         Alaska Bill / Ordinance Number Main Topic of Legislation Summary Effective Date Alaska SB 147 Workers’ Compensation Amends the workers’ compensation law’s reemployment provisions to provide that the employee or employer ma...

Alaska Drug and Alcohol Testing Law regulating drug and alcohol testing by employers was amended to expand the types of samples that employers can collect and test from employees and prospective employees.  Effective October 28, employers may collect and test samples of an individual's urine, oral fluid or breath (SB 196, Alaska Sess. Law, 33rd Leg. Sess. (Alaska 2024), enacted July 30, 2024, and effective October 28, 2024. Alaska Holidays Juneteenth, the 19th of June, is added as a legal holiday in the State of Alaska (SB 22, 33rd Leg (Alaska 2024), effective September 25, 2024). Alaska Workers Compensation Alaska's workers' compensation provisions were amended to enhance reemployment rights, establish a stay-at-work benefits program, and presume compensability for PTSD in certain occupations (SB 147, Alaska Sess. Law, 33rd Leg. Sess. (Alaska 2024), effective January 1, 2025). Source(s): Gallagher via Wolters Kluwer , received on October 8, 2024.   This was an e-mail Compl...