While it may seem difficult to believe, the midway mark of 2023 is fast approaching, and that means a plethora of new requirements.
In late June and early July alone, more than 30 new employment measures take effect at the federal, state, and local levels. Some of these laws pose new challenges for organizations and include several trending issues.
Below are summarized some of the key topic areas to be on the lookout for on or about
July 1, 2023.
Minimum Wage
Minimum wage hikes once again are at the top of the list, as nearly two dozen jurisdictions see increases in July, including the District of Columbia, Nevada, and Oregon. Employers will also see changes to the minimum wage in Chicago and Cook County, Illinois; Minneapolis and St. Paul, Minnesota; Portland, Oregon; and at least a dozen localities in California. Check out last month’s FranklyHR for
a list of July 1, 2023 increases.
Privacy
Colorado and Connecticut have taken significant steps in the privacy realm and imposed an affirmative obligation on businesses to:
- Safeguard personal data;
- Provide clear, understandable, and transparent information to consumers about how their personal data will be used; and
- Strengthen compliance and accountability by requiring data protection assessments in the collection and use of personal data.
Both state laws impose penalties on employers for violations and cover a variety of information, including protected health information under the Health Insurance Portability and Accountability Act (HIPAA) and other identifiable private information.
Elsewhere, a new Virginia law aims to safeguard employee privacy by prohibiting employers from using an employee's Social Security Number as their identification number on any ID card, access card, or similar badge.
Artificial Intelligence
Artificial intelligence (AI) has received a great deal of attention for its growing influence in certain sectors of the workplace, and one of the more notable new laws involves its use in the hiring process. Effective July 5, a New York City employer or employment agency may not use an automated employment decision tool to screen a job applicant or employee for an employment decision unless it meets certain specified requirements.
Other Trending Topics
Workplace violence continues to be a growing issue that is leading to a push in some areas for additional protections. Utah, for instance, is amending its state law to allow employers to seek and obtain workplace violence protective orders against individuals who have engaged in or threatened potential workplace violence.
The revised statute expressly states that it does not relieve the employer of its duty to provide a safe workplace for its employees.
Another topic that remains in the news involves the growing number of states with marijuana legalization measures. Effective July 1, Maryland joins the list by legalizing the use of recreational marijuana for adults 21 and older. Stay tuned for more on the marijuana legalization trend in next month’s FranklyHR.