Employment Legislation Outlook

Upcoming Changes to State Laws

Date: September 01, 2020

With new state employment laws continuously being enacted, it can be challenging to keep up on each change and ensure that your policies and practices are compliant. We have your solution.
 
This monthly digest is designed to keep you apprised of upcoming major state law changes in areas including paid sick and safe leave laws, family and parental leave, recreational and medicinal marijuana use, workplace gun laws, asking candidates about salary history and unpredictable scheduling.

Here’s what’s on the horizon:

September 2020

  • New York state paid sick leave law effective September 30.

October 2020

  • Paid parental leave for federal workers effective October 1.

January 2021

  • Connecticut paid family leave deductions begin January 1.
  • Maine paid sick and family emergency leave effective January 1.
  • Colorado paid sick leave bill effective January 1.
  • Colorado salary history ban effective January 1.

2022

  • Oregon paid family leave contributions required January 1.
In case you missed it:

August 2020

  • Illinois school conference and activity leave requirement changes go into effect. 

COVID-19-Related Leave Law and Other Changes:

  • Colorado health emergency leave with pay effective March 11. 
  • D.C. expanded paid sick leave benefits effective March 11.
  • New York state quarantine leave effective March 18. 
  • Seattle expanded paid sick and safe time law effective March 18.
  • New Jersey TDI and FLI expansion effective March 25. 
  • Los Angeles supplemental paid sick leave law effective April 7.
  • San Francisco voluntary Workers and Families First paid sick leave program available April 1.
  • San Jose emergency paid sick leave ordinance effective April 7.
  • San Francisco Public Health Emergency Leave Ordinance effect April 17.
  • California paid sick leave for food sector workers effective April 16.
  • Oakland supplemental emergency sick leave effective May 18.
  • Long Beach, California COVID-19 paid supplemental sick leave ordinance effective May 19.
  • Philadelphia anti-retaliation ordinance for employees who report a violation of a COVID-19 public order effective June 26. 
  • Sacramento enacts supplemental paid sick leave law effective June 30.
  • Santa Rosa local urgency ordinance expanding paid sick leave effective July 7.
  • San Mateo County emergency supplemental paid sick leave effective July 8.
  • Colorado expands the FFCRA’s emergency paid sick leave provisions to employers of all sizes effective July 14.
  • Connecticut workers' compensation presumption regarding COVID-19 effective July 24.
  • Sonoma County emergency paid sick leave ordinance effective August 18.
  • Washington COVID-19 Food Production Workers Paid Leave Program effective August 18.
  • Seattle temporary Gig Worker Paid Sick and Safe Time Ordinance effective October 1.
What to Watch:

Employers are anxiously waiting to see whether the U.S. Department of Labor (DOL) clarifies certain provisions of the Families First Coronavirus Response Act (FFCRA) regarding leave eligibility for health care workers and other employees who may have voluntarily elected to have their children continue in a remote learning environment this fall.  More information on an August 3 ruling from a New York district court that set aside several DOL rules that interpreted and restricted eligibility for paid leave can be found here.  Employers curious about handling employee travel and child care needs can find more information here.