Oregon's new law prohibits employers from entering into agreements containing nondisclosure terms, requires employers to adopt specific written policies, and enlarges the period for filing discrimination claims.
As its session draws to a close, the New York State Legislature substantially revised the state’s anti-discrimination and anti-harassment laws this week, and Governor Andrew Cuomo has promised to sign the new measures imminently.
Under a new Nevada law, effective July 1, 2019, employers that settle certain allegations involving sex discrimination or sexual offenses will not be able to bar the claimant from talking about the existence of the settlement, or the underlying facts.
On June 18, 2019, Connecticut Governor Ned Lamont signed Substitute Senate Bill 3, which significantly changes the sexual harassment laws affecting Connecticut employers.
Just when Texas employers thought they were getting a reprieve from mandatory compliance with three separate municipal paid sick leave ordinances, the Texas Legislature failed to pass a bill to preempt all such ordinances from taking effect.
On June 13, 2019, Massachusetts Governor Charlie Baker signed an emergency bill amending the Paid Family Medical Leave law, changing three key deadlines affecting employers.
On May 2019, the Puerto Rico Department of Labor (PRDOL) revised and updated its Protocol on Sexual Orientation and Gender Identity Discrimination pursuant to Act No. 22 of 2013.
Connecticut continues to add to its roster of employee-friendly laws. The legislative session has ended, and Governor Lamont is expected to sign into law a bill that creates what appears to be the most generous paid family leave program in the country.
On June 10, 2019, Alabama enacted the state’s first wage equity law. The Clarke-Figures Equal Pay Act (CFEPA) mimics, in large portion, the federal Equal Pay Act (EPA), but includes race as a protected classification in addition to sex.
