Pregnancy Now Included in Florida Civil Rights Act

In April of this year, Florida State Senate Bill SB982 was unanimously approved to include pregnancy in the Florida Civil Rights Act (FCRA) effective July 1, 2015.  This bill now makes it illegal to discriminate against pregnant workers.  The act specifically makes it unlawful for employers to discharge, fail to hire or in any way discriminate against individuals with regards to compensation, employment terms and conditions due to race, color, religion, sex, pregnancy, national origin, age, handicap or marital status. This applies to all public and private employers in the state of Florida and the bill references inclusion of: All private businesses Labor organizations Employment agencies Occupational licensing, certification and credentialing Membership organizations State, county and municipalities Schools and universitiesThis is part of a state required posting titled “Florida Law Prohibits Discrimination.” The revised poster is now available through the Labor Law Center.For more information on Senate Bill 982, please visit: https://www.flsenate.gov/Session/Bill/2015/0982/BillText/er/PDF    

Federal and State Compliance Posters

Federal and State: Most businesses either face the daunting task of understanding federal and state compliance poster requirements on their own or they rely on a professional company to help them manage the task.  If you are managing it on your own, just when you think you have it all figured out and the proper labor law posters in place, a new law or executive order comes along that changes things.  These changes can come at any time throughout the year, so unless you are watching it regularly, you can easily miss a required notification.  So is it really all that important to keep up with employment poster notifications?  And what happens if I don’t keep up with them? First, labor law posters are important because they consistently communicate to employees their legal rights in specific areas.  They also ensure that employers understand their obligations in the workplace.  Federal compliance posters cover numerous topics and laws such as Age Discrimination... More...

California Announces Amendments to Paid Sick Leave Law Effective 7-13-15

California’s Healthy Workplaces, Healthy Family Act (also known as California Paid Sick Leave Law) went into effect January 1, 2015. Since then, employers have had numerous questions and required additional details to ensure a smooth transition. Consequently, Governor Jerry Brown signed an amendment on July 13 detailing modifications and clarifications. The amendment can be found here: http://www.leginfo.ca.gov/pub/15-16/bill/asm/ab_0301-0350/ab_304_bill_20150713_enrolled.pdf.  The changes outlined in the amendment became effective immediately upon the Governor's approval.  The state will soon issue a new question-and-answer sheet to address these newly approved changes. While the changes are too detailed to list here, they generally affect:  (1) Rates of calculation between exempt and non-exempt workers. (2) Accrual methods. (3) Handling of paid sick leave for terminated and reinstated workers. (4) Recordkeeping requirements and limitations. (5) Clarification of eligible employees and specific exemptions. (6) Specific definitions of employee and family member.  The current California Paid Sick Leave poster is still valid; and as of now, we do not anticipate that the poster will change as a... More...

Massachusetts Earned Sick Leave Law Goes Into Effect

What You Need to Know! Beginning July 1, 2015, all Massachusetts employees have the right to earn and take sick leave in compliance with the new state Earned Sick Leave Law.  The new Earned Sick Time Notice of Employee Rights poster details the law, however, the important things you need to know are: The law applies to all Massachusetts employees--full time, part time, temporary and seasonal Companies with 11 or more employees must provide paid sick leave Companies with less than 10 employees may provide the leave unpaid Employees earn one hour for every 30 hours worked up to a maximum of 40 hours per year Employers can have/keep their own sick leave policies as long as they meet the minimum requirements as stipulated in this law   The Attorney General enforces the law, using the same enforcement procedures applicable to other state wage laws, and employees can file suits in court to enforce their earned sick time rights. As the employer you are required... More...

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