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Federal and State Reminders

31 Dec

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State Original Update Link Effective Date
California California Enhances Employment Protections January 1, 2025
Reminder California: Minimum Wage to Increase on January 1, 2025 January 1, 2025
Delaware Delaware Issues First Round of Regulations Interpreting the Healthy Delaware Families Act January 1, 2025
Delaware Privacy Act Becomes Law January 1, 2025
Illinois Reminder Illinois: Equal Pay Act Amendments Effective on January 1, 2025 January 1, 2025
Iowa March 2023: Iowa to Be 6th State to Pass a Consumer Privacy Statute January 1, 2025
Kentucky April 2023: Kentucky Governor Signs Medical Marijuana Legalization Bill January 1, 2025
Michigan Michigan 2025 Minimum Wage Increase Rate Schedule January 1, 2025
Nebraska Nebraska Enacts New Data Privacy Law January 1, 2025
New Hampshire New Hampshire Legislature Consumer Data Privacy Bill for 2025 January 1, 2025
New York New York Adopts Increased Salary Thresholds for Minimum Wage and Overtime Exemptions   Salary thresholds for the “executive” and “administrative” exemption increase starting the effective date.   New York follows the federal salary threshold for professional employees, which is $684 per week ($35,568 per year).   January 1, 2025
December 2022: Reminder: NY WTPA Notices Have To Be Provided Yearly January 1, 2025
New Jersey New Jersey Legislature Passes Consumer Data Privacy Bill January 1, 2025
Oregon Oregon Passes Bill to Obliterate the Redundancies Between OFLA and PLO Part 2   Paid Leave Oregon (PLO) will now cover leave for completing the legal procedures required for the placement of a foster child or the adoption of a child, a benefit that was previously included under the Oregon Family and Medical Leave Act (OFLA).   January 1, 2025

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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