Latest employment policy updates

We are continually updating and expanding the SixFifty Employee Handbook and Policy Library to reflect the latest federal and state law requirements and emerging best practices. See a snippet of our latest updates below.

May 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • California Workplace Violence Prevention Plan: On September 30, 2023, California implemented a new law requiring employers to develop a Workplace Violence Prevention Plan (“WVPP”). By July 1, 2024, covered employers must establish, implement, and maintain an effective written WVPP and conduct employee workplace violence training. Employer obligations under this law are particularly daunting and burdensome, so we have developed a tool to help employers create customized, compliant WVPPs.

  • Connecticut Paid Sick Leave: On May 21, 2024, Connecticut Governor Lamont signed HB 5005, amending the state’s sick leave laws and expanding their coverage. Currently, employers are subject to the law if they have 50 or more employees in the state. On January 1, 2025, that number will drop to 25 employees. It will reduce again to 11 employees in 2026, and once more to one employee in 2027. The new law also expands the type of employees who are eligible for leave. Beginning January 1, 2025, employers will also need to display a poster describing these new requirements. We will update our products closer to the effective date

  • Chicago Illinois Paid Leave and Paid Sick Leave: On November 9, 2023, Chicago expanded its sick leave requirements. Beginning on July 1, 2024, employers will be required to provide eligible employees with up to 40 hours of paid sick leave and 40 hours of paid leave per year, with employees accruing paid leave and paid sick leave at a rate of one hour per every 35 hours worked. Employees are eligible for leave if they work at least 80 hours for an employer within any 120-day period while physically present in the city. Eligible employees may use their paid sick leave if they or their family members become ill or injured. Employees may use their paid leave for any reason they choose. At the end of the year, employees must be permitted to carry over at least 16 hours of paid leave (if leave is not frontloaded) and 80 hours of paid sick leave. We have updated our Sick Leave Policy to comply with these changes.

  • Oregon Unifies its Family and Medical Leave Laws: Oregon enacted Senate Bill (SB) 1515 which amends the Paid Leave Oregon insurance program and the Oregon Family Leave Act (OFLA) in several ways, most notably by removing the redundancies between the two laws and reducing the total amount of OFLA bereavement leave that employees may use in any one-year period. This change is effective July 1, 2024. We have updated our Family and Medical Leave Policy and Bereavement Leave Policy to comply with these changes.

April 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • The Equal Employment Opportunity Commission has released the Implementation of the Pregnant Workers Fairness Act. These rules give guidance on the PWFA, which helps employers follow the new law. This guidance includes extra clarification about how the PWFA differs from the Americans with Disabilities Act. These rules will be effective June 18, 2024. We have updated our ADA and Accommodations policy to conform with these changes. We have also added additional information to the Research Center to help employers follow this new guidance.

  • New York has amended its Paid Sick Leave law to provide up to 20 hours of paid prenatal leave in a 52-week period leave for pregnant employees. This leave is in addition to existing paid leave and runs concurrently with FMLA leave, if applicable. This change is effective January 1, 2025. We will update our products closer to the effective date.

  • Oregon enacted Senate Bill (SB) 1515 which amends the Paid Leave Oregon insurance program and the Oregon Family Leave Act (OFLA) in several ways, most notably by removing the redundancies between the two laws and reducing the total amount of OFLA bereavement leave that employees may use in any one-year period. This change is effective July 1, 2024.

  • Washington passed Substitute Senate Bill 5793 which amends Washginton’s statewide paid sick leave law to allow employees to use their leave after a declared emergency. This change is effective January 1, 2025.

March 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • Oregon passed SB1515 which gives clarity and sets out new rules for the interaction between the Oregon Family Leave Act (OFLA) and Paid Leave Oregon. Effective July 1, 2024, serious health conditions and family bonding will only be covered under Paid Leave Oregon, OFLA bereavement leave will be limited to 4 weeks, and leave will no longer run concurrently between the OFLA and Paid Leave Oregon. We will update our Family and Medical Leave policy closer to the effective date of the law.
  • North Carolina passed H.B. 600, S.L. 2023-137 which provides employees who are members of the North Carolina Wing – Civil Air Patrol with up to 14 days of unpaid leave per year to perform their duties. We have updated our Emergency Services and Civil Service Leave policy to comply with these changes.

February 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • Illinois passed the Child Extended Bereavement Leave Act which expanded bereavement leave to include additional unpaid leave for employees who experience the loss of a child due to homicide or suicide. We have updated our Bereavement Leave policy to comply with this change.

  • Colorado and New York: We have updated the Internal Pay Transparency policy to account for recent changes to wage transparency laws in Colorado and New York. The Colorado Department of Labor and Employment released an Interpretive Notice and Formal Opinion on the state’s wage transparency law. The New York Department of Labor has a Fact Sheet available on the state’s wage transparency law.

  • We have updated our Jury Duty Leave and Witness Duty Leave policies with more information about salary pay and possible deductions. We have removed unnecessary language about salary pay from the Minnesota and Universal Bereavement Leave policies. For more information about unpaid leave and salary deductions see this fact sheet from the U.S. Department of Labor.

January 2024

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

 

  • California: We have updated the Cal-OSHA COVID-19 Prevention Program to align with new isolation and testing guidance from the California Department of Health.

  • California: California recently passed a law requiring employers to provide workplace violence training to their employees. That requirement went into effect on January 1, 2024, but employers have until July 1, 2024, to fully implement that training, either as its own program or as part of the employer’s larger Injury and Illness Prevention Program (“IIPP”).

  • California: California now requires employers whose current or former California employees have signed non-competes to send notice to those individuals that their non-compete agreements are void and will not be enforced. Employers must send individualized notices to all affected employees in both physical and electronic form by February 14, 2024, or face penalties up to $2,500 per violation. To help employers comply with this new requirement, we have created a California Non-Compete Notice tool for customers with access to our employment suite of products.

  • District of Columbia: On January 12, 2024, the District of Columbia passed a new wage transparency law. Beginning June 30, 2024, employers with at least 1 employee in D.C., excluding federal and D.C. government employees, will need to begin listing the minimum and maximum expected wage in all “job listings and position descriptions advertised.” Employers will also need to describe all health benefits to applicants before the first interview and post a notice of employee rights in the workplace.

  • Federal: On Jan. 10, 2024, the U.S. DOL published its final rule that changes the test for determining whether a worker is an employee or independent contractor. The new rule rescinds the Trump-era rule which focused mainly on two factors and returns to the long-used 6-factor analysis examining the totality of the circumstances. The new rule takes effect March 11, 2024. For more details on this, see our recent webinar.

  • Federal: Last year, the U.S. DOL submitted a proposed rule to update and revise the minimum wage and overtime exemptions for white collar workers. The proposed rule suggests increasing the standard salary level to $1,059 per week ($55,068 annually), and increasing the highly compensated employee total annual compensation threshold to $143,988. The DOL set an April, 2024, goal to release the final rule, which is set to take effect 60 days after its publication.
  • Pennsylvania: We have expanded our Sick Leave policy to include Allegheny County, Pennsylvania, and West Hollywood, California.
December 2023

We have a special update this month! We are proud to release our January 1, 2024 checklist! We’ve compiled an important list of legal updates that went into effect on the first of the year.

Click here to download.

Checklist Image

November 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • Chicago Sick Leave: On November 9, 2023, the Chicago city council passed the ​​Chicago Paid Leave and Paid Sick and Safe Leave Ordinance. The ordinance requires employers to provide 40 hours of paid sick leave and 40 hours of paid leave to their employees. Our Sick Leave policy has been updated to reflect these changes.
  • Minnesota Sick and Safe Time: Beginning January 1, 2024, employers will need to provide paid sick and safe time to all their employees in the state. We have updated the Sick Leave policy with a Minnesota Sick and Safe Time policy to account for these changes.
  • Colorado FAMLI Program: Colorado’s new Family and Medical Leave Insurance (“FAMLI”) program has been in place for almost a year now, but employees have not been able to take advantage of the benefits yet. That changes on January 1, 2024 when employees will be able to withdraw from the program to pay for family and medical leave. We have updated our FMLA policy to include information about the Colorado FAMLI program.
  • Oregon Family Leave Act: A new Oregon law expands eligibility for protected leave under the Oregon Family Leave Act (“OFLA”) to include victims of bias crime. Our Domestic Violence Leave policy has been updated to reflect this change.
October 2023
For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.
  • California Paid Sick Leave: California passed SB 616, which updates the state’s paid sick leave law. These changes go into effect January 1, 2024. Our Sick Leave Policy has been updated to account for these changes.

  • California Workplace Violence Prevention: California passed SB 553 which implements new requirements for workplace violence prevention. This law is effective on July 1, 2024.

  • Massachusetts Paid Family Leave: Massachusetts updated its Paid Family Leave program. These changes are effective November 1, 2023. Our FMLA Policy has been updated to account for these changes.

September 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • Illinois Paid Leave: Illinois passed SB 208 which created paid leave requirements for any use which goes into effect on January 1, 2024. We have added an Illinois Paid Leave policy to the Sick Leave policy in the Handbook and Policy Library.

  • Louisiana Medical Leave: Louisiana passed Act No. 210 which created leave for employees requiring a medically necessary genetic test or preventive cancer screening. This law went into effect August 1, 2023. We have added a Louisiana Medical Screening Leave policy to the FMLA policy, Handbook and Policy Library.

  • New York City Sick Leave: New York City has amended its sick leave ordinance. These changes are effective October 15, 2023. We have updated our Sick Leave Policy with a separate New York City Paid Sick Leave policy (NYC used to be included in the New York Paid Sick Leave policy).

August 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • The National Labor Relations Board in its Stericycle decision changed the standard for evaluating the legality of handbook policies. Policies are invalid if they infringe on or chill employees’ rights under Section 7 of the National Labor Relations Act. We have reviewed all of our policies and updated them as needed.

  • Colorado passed HB23-1045. Our Military Leave policy has been updated to reflect this change.

  • Oregon employees are now eligible for up to 14 weeks of paid family, medical, and safe leave under Paid Leave Oregon. We have added a Paid Leave Oregon policy to our FMLA policy.

We expanded our Employee Handbook offerings to include the following policy:

  • Business Travel Policy– This policy outlines the process that employees should go through to secure travel accommodations and reimburse expenses. This policy has been added to the Employee Handbook and Policy Library.

July 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • We have updated our Military Service Leave Policy in accordance with recent rulings from federal courts, including in the case of Myrick v. City of Hoover.

  • Connecticut updated its non-discrimination statute to include age and updated its definition of sexual orientation. Our EEO and Anti-Discrimination policy is already up-to-date with this change in the law.

  • Florida’s E-Verify and immigration law applies to employers with 25 or more employees. The Florida Department of Revenue clarified that for purposes of the law, “employees” mean employees in Florida. Our Immigration Law Compliance policy has been updated to reflect this change.

  • Maryland passed S.B. 828 which delayed and amended its Paid Family and Medical Leave Law.

  • Massachusetts released a brief guide and in-depth guidelines explaining the overlap between Paid Family and Medical Leave and Paid Family Leave.

 

We expanded our Employee Handbook offerings to include the following policy:

  • Artificial Intelligence in the Workplace Policy – This policy lets you allow, limit, or prohibit the use of AI in the workplace and provides rules and procedures for the proper use of AI. The policy also covers privacy and security, review of AI-generated work, and permitted AI platforms. This policy has been added to the Employee Handbook and Policy Library. The AI policy option can be found in the Hybrid Workplace policies question.

June 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • The United States Supreme Court ruled in GROFF v. DEJOY, POSTMASTER GENERAL that the “undue hardship” standard for determining whether employers are required to provide workplace religious accommodations means “substantial increased costs.” No changes were needed to our Religious Accommodations policy.

  • The Pregnant Workers Fairness Act (PWFA) went into effect on June 27, 2023. Information about pregnancy accommodations has also been added to our ADA policy and the Lactation Accommodations policy. 

  • Arkansas passed HB 1576, which adopted the Crown Act. Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • Colorado passed SB 17. Colorado Paid Sick Leave has been updated in the Sick Leave policy to reflect this change.

  • Colorado passed the POWR Act, Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • Connecticut passed SB 2. Our Sick Leave policy has been updated to reflect this change.

  • Georgia passed SB 129. Our Voting Leave policy has been updated to reflect this change.

  • Maine passed LD 707. Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • Michigan passed SB 90. OurEEO and Anti-discrimination policy has been updated to reflect this change.

  • Minnesota passed HB 37, adopted the Crown Act. Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • Minnesota passed SB 3035. The Handbook will be updated to reflect these changes closer to the effective date of the law.

  • Nevada passed AB 163. Our Domestic Violence Victim Leave policy has been updated to reflect this change.

  • New Mexico passed HB 207. Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • New York passed SB 4844.  Our State Assessment has been updated to reflect this change.

  • New York City passed a city ordinance prohibiting employment discrimination on the basis of height and weight with some exceptions. Our EEO and Anti-discrimination policy has been updated to reflect this change.

  • North Dakota passed HB 1450. Our EEO and Anti-discrimination policy has been updated to reflect this change.

May 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • The U.S. Department of Labor Wage and Hour Division released updated Pump Act guidance.  Our Lactation Accommodation policy has been updated in the Employee Handbook tools and the Policy Library.

  • The Colorado Overtime and Minimum Standards Order notice and acknowledgment has been added to the handbook. This notice has been added to our Employee Handbook and the Acknowledgment and Agreement tool.

  • Colorado Supplemental Sick Leave requirements will end on June 9, 2023.

  • Florida passed SB 1718  Our Immigration Compliance policy in all Handbook tools and the Policy Library has been updated.

  • The Bloomington, Minnesota Earned Sick and Safe Time ordinance goes into effect July 1, 2023.  Our Sick Leave policy in all Handbook tools and the Policy Library has been updated.

  • Minnesota has updated its Parental Leave law and necessary nursing mother accommodations.  Our Parental Leave policy in all Handbook tools and the Policy Library has been updated.

  • Minnesota has passed an Earned Sick and Safe Leave law that will go into effect on January 1, 2024. The Handbook will be updated closer to the effective date of the law.

  • The Handbook and been updated to include a New York Airborne Infectious Disease Exposure Prevention Plan (NY Hero Act). This plan is required to be in New York Employee Handbooks. A NY Hero Act Plan tool has also been added to the Policy Library.

  • Texas has passed HB 567 (a Crown Act law). Our EEO and Anti-Discrimination Policy in all Handbook tools and the Policy Library has been updated.

  • Washington passed SB 5123. Our Marijuana Policy already complies with this update so no change is necessary.

  • The Social Security policy has been updated with information about Social Security Number privacy and protections. The policy has been updated in all Handbook tools and the Policy Library.

  • The Protected Activity policy has been updated to comply with the: St. Paul, Michigan Minimum Wage Rights; Minnesota Wage Disclosure Protections; and Philadelphia, Pennsylvania Wage Theft Notice. The policy has been updated in all Handbook tools and the Policy Library.

April 2023

For more information on these updates login to your SixFifty account or request a demo of our Employee Handbook tool to make sure you’re always in compliance.

  • Georgia passed Senate Bill 61. This change impacts the State Addenda but not the Employee Handbook or Policy Library.

  • Virginia passed Senate Bill 1086. We have updated our Organ, Bone Marrow, and Blood Donor Leave policy.

  • We have incorporated Day of Rest Laws into our Workweek and Work Schedules policy.

  • We have updated our Internal Pay Transparency Policy and added additional states with passive protections.
  • We have updated our Military Leave and Direct Deposit policies with an additional option to include state-specific exceptions in the policy.

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Hiring Out-of-State Employees in Virginia (Updated for 2024)
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Hiring out-of-state employees in Washington (Updated for 2024)
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Hiring Out-of-State Employees in Utah (Updated for 2024)
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Hiring Out-of-State Employees in Wyoming (Updated for 2024)

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