Recent Compliance Updates!
Recent Compliance Updates!
Many states have amended or enacted new requirements regarding minimum wage increases and the displaying of notices and posters. Please see links below to access posters relevant to your organization. In addition, states and municipalities have provided guidance and mandates on topics including discrimination, harassment, and family leave. Some updates are explained below.
The Governor of New York signed into law an amendment on December 26, 2022 mandating that employers electronically post workplace notices. If a poster is required at the office, it is our recommendation that it be readily available online or the intranet.
The New York state minimum wage has increased for workers including fast food employees, nail salon employees, tipped workers, and more. The minimum wage rate varies depending on region and will increase until it reaches $15 per hour. Please click the state’s minimum wage lookup tool to determine what wages your employees should be earning.
The following site has mandatory posters that need to be displayed at your office, in plain sight for all employees to view. This is the general NY minimum wage poster. There are additional posters for tipped employees, fast food employees, and home health aides.
The New York State Department of Labor (NYSDOL), in partnership with the New York State Division of Veterans’ Services (NYS DVS) now requires that all New York State employers with more than 50 employees to display a new Veterans’ Benefits & Services poster. The poster provides information on how to access several veteran resources, including mental health and substance abuse assistance, training and workforce services, tax benefits, legal resources, and more. Posters can be downloaded and printed by clicking here.
Effective August 1, 2022, New Jersey employers are required to display the Law Against Discrimination (LAD) poster. The NJ Division of Civil Rights (DCR) details workers’ rights and prohibits discrimination, harassment, and retaliation based on specific protected classes and activities.
New Jersey employers with at least one employee in New Jersey and at least 30 located anywhere in the world are subject to the NJ Family Leave Act (FLA) and are required to post the new FLA poster describing their rights. Eligible employees can take up to 12 weeks of leave in a 24-month period to care for a child placed for foster care or adoption, and/ or a family member with a serious health condition.
The regulations note that employers may select to display the LAD and FLA posters virtually via an intranet or internet site, where they customarily post notices, if that site is accessible to all employees. Employers could be subjected to fines of up to $10,000 for failure to display the required posters.
Effective January 1, 2023, an amendment to the One Day Rest in Seven Act (ODRISA) provides 24 consecutive hours of rest in every consecutive seven-day period and requires an additional 20-minute break for employees who work more than 7½ continuous hours. The following poster should be placed in a visible place on their premise. Notices also must be provided to remote workers by e-mail or on a website regularly used by the employers to communicate work related information.
Beginning January 1, 2024, eligible employees are entitled to state-operated paid family and medical leave benefits for qualifying reasons. Employers must inform employees about the FAMLI program by displaying a workplace poster, beginning January 1, 2023. Written notice is also required. Please click here for the FAMLI toolkit.
These are some of the various states that have updated, and mandated posters to be compliant and displayed for all employees to see, not only in the office but also available online or the intranet.
Industrial U.I. Services (IUI) is a nationally recognized leader in Unemployment Insurance Cost Control and Human Resource Services. IUI is proud to provide personal service by staff fully knowledgeable about the particular laws of each state in which its clients do business, from the inception of the UI claim through the entire hearing and appeal process. The Human Resource services include employee handbook development and implementation, policy development, management training including diversity equity, and inclusion (DEI), anti-harassment and compliance, and other vital and necessary HR support services.