You may have noticed that 2023 was a big year for employment laws across the nation. We saw an unprecedented number of changes from both the federal and state governments, and we revamped more policies than ever before to ensure compliance with our materials. Whew! It was a lot for everyone!
Washington appellate court clarifies employer obligations when employees miss meal breaks
The case involved a class action of Virginia Mason Medical Center employees. The employees alleged that even though the hospital had mechanisms for employees to report when they worked through meal periods and receive pay for that time worked, employees were not adequately compensated for the loss of their right to take a meal period.
New Hampshire: employers’ right to regulate guns at work gets restricted
Currently, private employers can bar employees from storing guns in personal vehicles parked in the employer’s parking lots. They also can ban all firearms, permit firearms, or place conditions on possession of firearms on their property.
Q: I had an employee get married and change their name. How do I handle this? Are there specific things I need to consider and update?
A: That’s a great question, and, yes, when an employee has a name change, employers should address several administrative issues, like:
It’s not unusual for employers to ask employees to be on-call. Many businesses need to have someone available to answer calls and address emergencies during non-business hours. It can promote good customer service.
Did you know that religious protections were expanded in Utah?
The new law went into effect on May 1, 2024.
The new law expands workplace protections in Section 112 of the Utah Antidiscrimination Act by prohibiting employers from making employees engage in “religiously objectionable expression” that the employee reasonably believes would burden or offend the “employee’s sincerely held religious beliefs.”
Washington’s Employee-Friendly Travel Time Rules Trigger Big Settlement
The Boeing Company has agreed to pay $11.5 million to 495 employees whom it had not properly compensated for out-of-town travel, following an investigation by the Washington State Department of Labor & Industries (L&I).
Hawaii: New “Captive Audience” Law in Effect July 2, 2024
A new law, called Hawaii’s Captive Audience Prohibition Act, expands Hawaii’s Unfair Labor Practices Law by prohibiting employers from discharging, disciplining, or otherwise penalizing or threatening any adverse employment action against an employee because the employee declines to:
The Superior Court of New Jersey Addressed Obligation of Employers to Reimburse Employees for Business Expenses?
In Sands v. Board of Review, Department of Labor and Workforce Development, a maintenance employee alleged that he was forced to use his personal car to perform his job responsibilities. The employee argued that his employer’s failure to reimburse his automobile-related expenses both constituted good cause for resigning and violated the New Jersey Wage Payment Law (NJWPL), which prohibits withholding or diverting wages unless expressly authorized by the statute.
Minnesota: New Increased Liability for Misclassifying Workers as Independent Contractors
Effective July 1, 2024 all employers risk significantly increased penalties for misclassifying employees as independent contractors.
