State Employment Law Articles

On May 21, 2024, Governor Lamont signed into law new legislation that significantly expands Connecticut’s existing paid sick leave law by requiring that virtually all private employers in the state provide employees with paid sick leave no later than January 1, 2027. Mandates Coverage by Almost All

The New Jersey Supreme Court considered whether non-disparagement clauses prevent employees from discussing details of discrimination, harassment, or retaliation claims under the state’s Law Against Discrimination are permissible

On May 17, 2024, Colorado Governor Jared Polis signed into law Senate Bill (SB) 24-205, “Concerning Consumer Protections in Interactions With Artificial Intelligence Systems” (the “Colorado Artificial Intelligence (AI) Act”), a groundbreaking measure designed to regulate the private-sector use of AI

Enacting what is perhaps the first comprehensive regulation of artificial intelligence (AI) at the state level in the United States, Colorado’s governor signed the Artificial Intelligence Act, Senate Bill (SB) 24-205 , on May 17, 2024.

For claims that accrued prior to August 6, 2019, the applicable statute of limitations under the Wage Theft Act remains two years.

By: Too Little Too Late: AB 2288 Which Seeks to Add Injunctive Relief to PAGA Passes the Assembly Floor Earlier this week, a bill seeking to amend the Private Attorneys General Act (PAGA) to allow courts to grant injunctive relief passed the Assembly Floor and is headed to the Senate.

Colorado Senate Bill 24-205 ("SB205") introduces statutory tort liability for AI algorithmic discrimination in employment. If enacted, the bill would require employers using “high-risk” AI tools to implement risk management policies, conduct impact assessments, and provide detailed notices by Februa

On May 7, 2024, the Supreme Court of New Jersey invalidated an otherwise valid settlement agreement solely because the agreement contained a “non-disparagement provision,” the scope of which the court found “would bar individuals from describing an employer’s discriminatory conduct” in violation of

On March 20, 2024, Governor Tina Kotek signed into law Senate Bill 1515, which eliminated some qualifying reasons for leave under the Oregon Family Leave Act (OFLA) that overlapped with qualifying reasons for leave under Paid Leave Oregon, effective July 1, 2024.

On May 8, 2024, the California Occupational Safety and Health Standards Board received the expected notice from the Office of Administrative Law (OAL) that the previously approved indoor heat illness standard was disapproved.

In a favorable ruling for employers defending against wage statement compliance claims, the California Supreme Court in Naranjo v. Spectrum Services Inc. ( Naranjo ) settled an age-old dispute by determining that an employer that reasonably and in good faith believed it was providing a complete and

California’s Department of Justice recently confirmed that California’s new law requiring businesses to disclose “junk fees” as part of the advertised price extends to California restaurants, delivering another challenge to a hospitality industry already struggling to support higher wages and inflat

Oregon’s Paid Family and Medical Leave Insurance Program (“Paid Leave Oregon”) generally provides eligible employees with up to 12 weeks of paid time off for leave that qualifies as family, medical, or safe leave. Since Paid Leave Oregon took effect on September 3, 2023, employees have been stacking

Effective May 11, 2024, New York City now prohibits employers from entering into any type of agreement that shortens the statutory period by which an employee may file an administrative claim or complaint, or civil action, relating to unlawful discriminatory practices, harassment or violence under t

On May 6, 2024, the Connecticut General Assembly expanded its 2012 landmark legislation that required private-sector employers with fifty or more employees to provide paid sick time to all “service workers.” The bill, which was chaptered on May 8, 2024, as Public Act No. 24-8, expands the availabili

We love reporting a rare win for employers in the California Supreme Court! Last week, the Court ruled that employers can avoid the often substantial penalties accompanying wage statement violations by proving that their noncompliance was not “knowing and intentional.”

Applying the U.S. Supreme Court’s decision in Groff v. DeJoy, which clarified the standard for undue hardship in religious accommodation cases under Title VII of the Civil Rights Act, a federal district court in Indiana rejected a former employee’s religious discrimination claims against Brownsburg

There’s never a dull moment in California employment law. Beginning July 1, 2024, California employers must establish, implement, and maintain an effective workplace violence prevention plan.

New York State Senate Bill S8358B, also known as the “Retail Worker Safety Act,” is picking up steam as it progresses toward being enacted into law. On May 9, 2024, the bill was amended for a second time and re-referred to the Senate Labor Committee for further evaluation. The bill