California is at it again – adopting a host of new labor and employment laws that will further regulate and complicate business operations in the Golden State. This article briefly summarizes the new laws, most of which take effect on January 1, 2022.
On August 13, 2021, OSHA issued updated guidance to better align with the Centers for Disease Control and Prevention’s July 27, 2021 recommendations, given the rising cases of the COVID-19 Delta variant.
The California Supreme Court has rejected the longstanding view that meal and rest break premiums are paid at the employee’s base rate, rather than at the more complicated regular rate of pay used to calculate overtime premiums.
The Santa Clara County, California Health Officer issued an order in May that included a first-of-its-kind vaccination benchmarking mandate. On June 21, 2021, the Health Officer issued another order, phasing out that mandate due to high vaccination rates.
Governor DeSantis has signed into law SB 2006, preventing business entities from requiring that patrons or customers provide documentation certifying COVID-19 vaccination or post-infection recovery to enter or obtain service from a business in Florida.
Minimum wage laws can affect businesses of all sizes, whether operating nationwide, in multiple jurisdictions, or only in one state, county, or city. To help manage this challenge, we are providing a rates-only update.
During the last legislative session, the Nevada Legislature made several efforts to increase the state minimum wage. One such effort was Assembly Joint Resolution No. 10 of the 80th Legislative Session (AJR 10).
Effective May 19, 2021, New York State has adopted the Centers for Disease Control and Prevention’s May 13 “Interim Public Health Recommendations for Fully Vaccinated People” for most commercial operations and public settings.