Mark Your Calendar: July 1 Compliance Requirements Are on the Way
Author: XpertHR Editorial Team
While many summertime plans have been delayed or cancelled as a result of the COVID-19 pandemic, one event is still on schedule: the arrival of new state and local compliance requirements that take effect on July 1. The new laws and ordinances - more than 70 in total - span 20 states and more than 25 localities and, as usual, cover an array of employment topics, including minimum wage, discrimination, paid leave, workplace safety, predictive scheduling and more.
Below we summarize the key topic areas covered by the new laws and provide a list, by state, of employment law requirements that take effect on or about July 1.
Across the US, numerous minimum wage changes will take effect on July 1, including statewide minimum wage increases in Illinois, Nevada and Oregon. Employers will also see changes to the minimum wage at the local level across California, as well as in Washington, DC; Chicago, Illinois; Cook County, Illinois; Montgomery County, Maryland; Minneapolis, Minnesota; St. Paul, Minnesota; and Portland, Oregon.
In addition, Chicago and Virginia will repeal a number of exemptions to their minimum wage laws; Chicago also will add new obligations for employers that claim a tip credit.
XpertHR's Minimum Wage Rates by State and Municipality 50-State Chart provides details on all the rate changes taking effect on July 1 as well as current and future minimum wage rates across the US.
Discrimination remains a key focus of state lawmakers, who have continued to strengthen protections for employees. This year Virginia lawmakers passed the Virginia Values Act, which expands employer coverage and discrimination protections under the Virginia Human Rights Act. In Illinois, the state's Human Rights Act will now cover all employers, while South Dakota is extending workplace discrimination protections to interns. Employers in Virginia and Oregon should take note of new notice requirements related to discrimination.
More states and localities are mandating safety measures to protect workers at hotels and related establishments. Beginning this summer, Illinois hotel and casino employers will be required to provide protections to employees who work in isolated spaces and to develop a written anti-sexual harassment policy. Similar laws take effect in Oakland, California, and Seattle, Washington.
Employers should also take note of new state laws in Idaho, Indiana and South Dakota that prohibit the use of cell phones while driving, as these laws will, of course, apply to employees who drive as part of their job duties.
Paid leave benefits continue to expand at the state and local level. Beginning July 1, covered employees in California and New Jersey will see an increase in paid family leave benefits, and in Washington, DC, employees may begin to access paid family, medical and parental leave benefits under the District of Columbia's Universal Paid Leave Amendment Act.
The Leave Laws by State and Municipality 50-State Chart provides an overview of these and other leave requirements at the federal, state and local levels.
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In Chicago, a new predictive scheduling law takes effect for employers in several industries, including manufacturing, retail and health care, while Oregon employers covered under the state's scheduling law have new posting requirements. New payroll requirements take effect as well, covering unclaimed wages reporting in Colorado, and pay statements and payment of wages in Virginia.