In November 2018, Oakland voters approved Ballot Measure Z, which establishes workplace safety protections for hotel employees working at a hotel with 50 or more guest rooms.
By July 1, 2020 hotel employers must provide their employees with the following protections:
Click here for FAQs on requirements for employers.
The Fair Workweek Ordinance goes into effect on July 1, 2020. Employees are covered by the ordinance if they work in one of seven “covered” industries, they make less than $26 an hour or $50,000 per year, and the employer has at least 100 employees globally (250 employees and 30 locations for a restaurant). Covered employees are given:
For further information and FAQS as well as required notices, click here.
Beginning July 1, 2020, the Hotel and Casino Employee Safety Act (the HCESA) requires hotel employers and casino employers to:
Amendments to the Illinois Human Rights Act
Effective July 1, 2020, amendments to the Illinois Human Rights Act include:Starting in July, Indiana prohibits an employer from requiring a current or prospective employee to take any of the following actions as a condition of employment or receiving additional compensation or benefits:
An employer also may not discriminate against an employee with respect to compensation, benefits, terms, and conditions of employment based on the employee’s refusal to receive a device. A device is defined as any acoustic, optical, mechanical, electronic, medical, or molecular devices. An employer may require a current or prospective employee to comply with a court order directing them to receive a device.
Effective July 1, 2020, Waterloo's ban-the-box ordinance (Unfair Use of Criminal Record in Hiring Decisions) restricts when private employers can ask job applicants about their criminal history. This ordinance makes it an unlawful discriminatory practice for any employer - excluding schools and certain public employers - from including a criminal record inquiry on a job application.
In addition, employers with 15 or more employees may not ask job applicants about their criminal backgrounds before extending a conditional employment offer. However, if an applicant voluntarily discloses any information regarding his or her criminal record during a job interview, the employer may discuss the record that the applicant has disclosed. The ordinance also clarifies that employers must still comply with any obligations arising under federal or Iowa law relating to the following factors:
Bernalillo County's Employee Wellness Act (EWA) requires covered employers to provide eligible employees with earned paid time off (PTO) to be used for any reason. Beginning July 1, 2020, employees may accrue and use up to 28 hours in a year.
The EWA applies to employers with a physical premise and two or more employees within the unincorporated limits of Bernalillo County. Employees who work at least 56 hours in a year for pay within the unincorporated limits of Bernalillo County for a covered employer, are eligible for leave under the EWA.
Employees accrue one hour of earned PTO for every 32 hours worked, beginning on the date of employment or when the law takes effect, whichever is later. Employees may not use their accrued earned PTO until the employee has worked 56 hours in a year. Accrued earned PTO may be used beginning on the 90th calendar day following the employee's date of employment, or when the law takes effect, whichever is later.
Effective June 30, 2020, the New York Call Center Jobs Act requires covered call center employers to comply with advance-notice requirements to the Labor Commissioner in the event of a:
The law requires the Labor Commissioner to keep a list of call center employers that have relocated out of state. These relocations affect the call center employers’ access to state grants, tax benefits, and procurement contracts.
New York is eliminating the tip credit for workers covered by the Minimum Wage Order for Miscellaneous Industries and Occupations, including car wash attendants, nail salon workers, tow-truck drivers, dog groomers, and more.
Effective June 30, 2020, the maximum tip credit is reduced by 50%, and effective December 31, 2020, the tip credit is completely eliminated.
The minimum wage tip credit for the hospitality industry (restaurants and hotels) remains unchanged.
Oregon law establishes several employee scheduling requirements for retail, hospitality, and food service establishments with 500 or more employees worldwide. As of July 1, 2020, covered employers need to post the written work schedule at least 14 (increased from seven) calendar days before the first day of the work schedule. Read more about Predictive Scheduling here.
The Texas Supreme Court has let stand an appellate court ruling that blocked Austin’s mandatory paid sick leave ordinance from taking effect. Austin was one of the first cities to pass such a measure in early 2018, but it faced immediate opposition and has been the subject of court challenges ever since.
Amendments to the Vermont Security Breach Notice Act expand the definitions of security breach and personally identifiable information, and modify notification requirements starting in July.
The definition of security breach is expanded to also mean the unauthorized acquisition of login credentials. The definition of personally identifiable information is expanded to include unique biometric data and genetic information.
The amendments also modify the requirements for substitute notice and breaches involving login credentials.
Vermont Security Breach Notice Act
Effective July 1, 2020, Virginia’s election officer leave law is expanded to protect local electoral board members and assistant general registrars. The law currently only protects election officers.
In addition, the amendment prohibits an employer from requiring an employee to use sick leave or vacation time for absence from work to attend service at a polling place on Election Day or a meeting to determine election results.
Effective July 1, 2020, records relating to the arrest, criminal charge, or conviction of an individual for violating the state’s marijuana possession law may not be open for public inspection or disclosed. An employer is prohibited from inquiring about an applicant’s criminal record relating to marijuana possession, and an applicant does not have to answer any questions or provide such information.
Seattle’s four ordinances (collectively known as the Hotel Employee Protections Ordinances) adopted in 2019 impose various requirements upon hotel employers and provide certain protections for employees. The ordinances go into effect on July 1, 2020, for most covered businesses. The four ordinances are:
To learn more, click here.
A Washington employer with 15 or more employees must provide reasonable accommodations for pregnancy and related conditions, including lactation. The law allows employers to require certification to support the need for accommodation, with exceptions. A certification for lactation is now an exception – an employer may no longer require certification for a lactation accommodation (e.g., reasonable break time to express milk).
On July 1, 2019, the district began the collection of taxes from employers, and on July 1, 2020, the district will begin administering paid leave benefits. All employers covered by the Paid Family Leave (PFL) law must post the employee notice in their worksites. The notice must also be provided in electronic or physical form to:
For an employer toolkit, click here.