Compliance Stuff

  States and cities are as busy as ever passing new workplace regulations throughout the calendar year. Here is our mid-year report summarizing the notable labor and employment laws that take effect from roughly July through October.  Vermont Bill / Ordinance / Regulation Main Topic Summary Effective Date Vermont HB 259   Healthcare Requires hospitals to develop a security plan to prevent workplace violence, and to conduct a security risk assessment and staff training. 7/1/2025 Vermont HB 461   Leaves of Absence Expands access to unpaid family and medical leave and provides job-protected leave for reasons related to domestic violence, bereavement, and a qualifying exigency.   7/1/2025 Vermont HB 704 Wage Transparency Requires employers to include a job description and the compensation in each job advertisement. 7/1/2025 Vermont SB 117 Wage and Hour Clarifies how the minimum wage is calculated and the employer penalty amount for unpaid wages. 7/1/2025 Vermont SB ...

  States and cities are as busy as ever passing new workplace regulations throughout the calendar year. Here is our mid-year report summarizing the notable labor and employment laws that take effect from roughly July through October.  Massachusetts Bill / Ordinance / Regulation Main Topic Summary Effective Date Massachusetts HB 4890   Wage Transparency Requires employers to disclose the pay range for specific positions in job postings and employment offers; requires covered employers to submit pay data to the state. 10/29/2025 This article provides a general snapshot of generally applicable labor and employment laws taking effect soon. Please note that while some of the laws listed below are industry-specific, this article is not meant to be all-inclusive. In addition, many state legislatures are still active, so new laws are taking effect on a near-daily basis. Littler monitors federal, state and local legislation, executive orders, and administrative regulations and oth...

  Read World Impact:  Maryland recently enacted the Wage Range Transparency law, which went into effect on October 1, 2024. We previously provided a   Legal Alert   on this topic, however, the Maryland Department Labor has since provided more helpful insight   here .   As a brief overview of the key topics, the Wage Range Transparency law requires employers to provide the following for all job postings: 1.    the pay range, including minimum and maximum; 2.    a general description of the benefits (i.e.: employer provided insurance, retirement funds, and PTO policies); 3.    any other compensation elements offered for the position (i.e.: compensatory overtime, bonuses, stock or stock options, and tips).  Importantly, employers are required to comply with these requirements for both internal and external job postings and the requirements apply whether the employer posts the position via a third party or ...

  The Maryland Department of Labor (MDDOL) has issued FAQs and template forms that are deemed to comply with the employer mandates of the Maryland Wage Transparency Law and the Paystub Notice Requirement. The laws are scheduled to go into effect Oct. 1, 2024. Wage Transparency Law Maryland’s Wage Transparency Law requires all employers — both public and private — to disclose in both internal and external job postings, including those posted through third parties: Wage ranges (including the minimum and maximum wage);  A general description of benefits; and  Any additional compensation. If this information is not included in the original job posting, i t must be disclosed to the applicant before any discussions about compensation and at any time upon the applicant’s request. This requirement applies to work that is physically performed, “at least in part,” in Maryland. According to MDDOL, this includes jobs seeking workers in Maryland for remote work, although the company m...

 Maryland's Wage Transparency Law (SB 525/HB 649) will take effect October 1, 2024. Under the Wage Transparency Law, a job posting is defined as any "solicitation intended to recruit applicants for a specific available position," and includes job recruitment directly by the employer as well as through third parties, such as job posting websites. Employers will be required to disclose the "wage range," meaning the positions minimum and maximum hourly rate or salary, set by the employer in good faith by reference to:  Any applicable pay scale; Any previously determined minimum and maximum hourly rate or salary;  The minimum and maximum hourly rate or salary of an individual holding comparable position at the time the job is posted, or The budgeted amount for the position. In each public or internal posting for a position, employers will be required to disclose: (1) the wage range; (2) a “general description of benefits”; and (3) “any other compensation offered fo...