Are you aware of federal and state employment laws that may may have changed in your state or local area? Read on to be sure you are in the know for this last half of 2016!
Federal and State Employment Laws that Change After 07/01/2016
8/1/2016 H.R. 13142
Health & Safety Deadline for OSHA to establish increased penalties, including an initial “catch-up adjustment.”
9/30/2016 Executive Order 137063
Leave of Absence Deadline for U.S. Department of Labor to issue regulations implementing executive order on paid sick and safe time obligations for certain federal contractors.
12/01/2016 FLSA Overtime Rule Updates
Primarily, the concerns are: making certain all overtime-exempt positions qualify under the salary tests and the duties tests and that all exempt status workers are paid at least $913 every week of the year. Employers will need to read the details of the new rule to certain they are in compliance.
7/1/2016 (Los Angeles) Ordinance No.836128
Sets a minimum wage of $10.50 per hour for employers with 26 or more employees, and provides for future increases and a separate minimum wage applicable to employers with 25 or fewer employees beginning July 2017.
7/1/2016 (San Francisco)
(2014) Minimum Wage Increases the minimum wage from $12.25 to $13.00 per hour.
10/1/2016 (Berkeley) Ordinance No. 7,352 (2014)
Minimum Wage Increases the minimum wage from $11.00 to $12.53 per hour.
District of Columbia
Increases the minimum wage from $10.50 to $11.50 per hour; increases maximum tip credit from $7.73 to $8.73 per hour for tipped employees.
7/1/2016 (Chicago) Ordinance No. O2014-9680 (2014)
Increases the minimum wage from $10 to $10.50 per hour.
7/1/2016 (Lexington) Ordinance No. 130-2015
Establishes a minimum wage of $8.20 per hour, with set increases in 2017 and 2018, and a review of the minimum wage in 2018. Allows employers to pay tipped employees a minimum cash of $2.13 per hour if cash wage plus tips equals the minimum wage.
7/1/2016 (Louisville) Ordinance No. 216
Increases the minimum wage from $7.75 to $8.25 per hour.
7/1/2016 HB 295 (2014)
Increases the minimum wage from $8.25 to $8.75 per hour;
increases maximum tip credit from $4.62 to $5.12 per hour for tipped employees.
10/1/2016 (Montgomery County) Bill 60-149
Leave of Absence
Requires employers to allow employees to accrue and use paid sick leave for various purposes, e.g., an employee’s or family member’s illness, injury or medical condition, domestic violence, sexual assault, or stalking, or certain public health emergencies. The law also contains general and wage statement notice requirements, and ant-retaliation provisions.
10/1/2016 (Montgomery County) Bill 27-13 (2013)
Increases the minimum wage from $9.55 to $10.75 per hour; increases maximum tip credit from $5.55 to $6.75 per hour for tipped employees.
10/1/2016 (Prince George’s County) Bill 94-2013 (2013)
Increases the minimum wage from $9.55 to $10.75 per hour; increases maximum tip credit from $5.92 to $7.12 per hour for tipped employees.
7/1/2016 AB 179 Data Breach
Expands the definition of personal information, and the exceptions to the security breach notification requirement.
Minimum Wage Announcement
The minimum wage may increase from July 1, 2016 through June 30, 2017,
depending on the Labor Commissioner’s determination, which is due by April 1,
7/1/2016 (Portland) Ordinance No. 18745919
Prohibits covered employers from considering a job applicant’s criminal history prior to a conditional offer of employment. The ordinance applies to employers with six or more employees, at least one of whom is in a “position being performed a majority of the time within the City of Portland.”
7/2/2016 HB 522021
Subjects more individuals and entities to coverage of the state’s data breach security law, expands the definition of personal information, requires security breaches to be reported to law enforcement and consumer credit reporting agencies, clarifies notices’ content requirements, and requires covered entities to implement an information security program.
This may not be an exhaustive list, however the big highlights have been covered. As always, our goal here at BeAuditSecure.com is to give you a big head start and jumping off point for all of your compliance endeavors!
Until Next Time, Be Audit-Secure!