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Regulatory Roundup for September 2021: Your Guide to the Latest Changes

Please note the list below is not intended to be comprehensive. Our team is constantly monitoring for updates that may impact organizations across the country.

In this installment of Regulatory Roundup, your monthly guide to the world of compliance, we look at changes that may affect organizations nationwide, among 10 states, one territory and our capital.

Federal Updates

The Department of Labor delayed the cancellation of the Joint Employer Rule to Oct. 5.

The Equal Employment Opportunity Commission (EEOC) announced the due date for the 2019/2020 EEO-1 Component 1 data report is Oct. 25.

Legislative Updates by State:

California
Connecticut
Florida
Guam
Illinois
Louisiana
Missouri
New Hampshire
New York
Texas
Virginia
Washington D.C

California

Effective Jan. 1, 2022, Santa Rosa will raise its minimum wage to $15.85.

Connecticut

Effective Oct. 1, Public Act No. 21-30 requires employers to provide the wage ranges of applicable positions to employees and candidates.

Effective immediately, Senate Bill 1202 A requires employers to provide two hours of unpaid leave for voting. Applicable employers must also provide data about each of their employees in their quarterly wage reports per the following schedule:

  • Q3 2024: Employers with 100 or more employees
  • Q3 2026: Employers with fewer than 99 employees*
    • *This excludes employers with fewer than 49 employees without an electronic payroll system.
  • Q3 2028: Employers with fewer than 49 employees

Florida

Effective Sept. 30, the state will raise its minimum wage to $10. This is accompanied by an updated minimum wage poster.

Guam

Effective Sept. 1, Public Law No. 36-1 raises the minimum wage to $9.25.

Illinois

Effective Jan. 1, 2022, House Bill 1838 amends the Illinois Human Rights Act to prohibit employment discrimination based on disability or an applicant’s association with a disabled individual.

Effective Jan. 1, 2022, House Bill 3582 amends the Victims’ Economic Security and Safety Act to allow family members of victims of violence the right to unpaid leave.

Louisiana

Beginning Jan 1, 2023, House Bill 459 requires employers who file contribution and wage reports to the state’s workforce commission to also electronically file an occupational information form.

Missouri

Effective Oct. 27, employers must display the new domestic-violence leave poster, which outlines recent provisions enacted under House Bill 432.

New Hampshire

House Bill 2 establishes a voluntary paid family and medical leave program. The request for proposals for Family Medical Leave Insurance (FMLI) coverage will be published by March 31, 2022. Effective Jan. 1, 2023, FMLI coverage will be available for purchase by state employees and employers of 50 or more employees.

New York

Effective immediately, Senate Bill 858, the No Wage Theft Loophole Act, amends the labor law to clarify there is no exception to liability for failure to pay wages, benefits or wage supplements.

Texas

Effective Sept. 1, Senate Bill 45 clarifies the state’s prohibition of sexual harassment in the workplace to include businesses of one or more employees or any person acting “directly in the interests of an employer in relation to an employee.”

Effective Sept. 1, House Bill 21 defines the statute of limitations for a sexual harassment complaint to 300 days within the date of the alleged incident.

Virginia

The state’s Department of Labor and Industry published new FAQs to reflect the Virginia Overtime Wage Act.

Washington, D.C.

The capital updated its temporary COVID-19 family and medical leave poster. The specified provisions are effective until Nov. 5, 2021.

 

DISCLAIMER: The information provided herein does not constitute the provision of legal advice, tax advice, accounting services or professional consulting of any kind. The information provided herein should not be used as a substitute for consultation with professional legal, tax, accounting or other professional advisers. Before making any decision or taking any action, you should consult a professional adviser who has been provided with all pertinent facts relevant to your particular situation and for your particular state(s) of operation.