On April 30, 2024, the Chicago Department of Business Affairs and Consumer Protection published the final rules interpreting the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which is set to take effect on July 1, 2024.
The Illinois Department of Labor (IDOL) has published the final regulations interpreting the Illinois Paid Leave for All Workers Act, which took effect four months earlier on January 1, 2024.
Over the last two years, starting even before the Supreme Court’s decision regarding affirmative action in June 2023, there has been a noticeable uptick in bills introduced in state legislatures restricting inclusion, equity, and diversity practices.
Making New York the first state to mandate paid prenatal leave, the legislature passed an amendment that will require employers to provide up to 20 hours of paid leave for employees to attend prenatal medical appointments and procedures.
On April 23, 2024, the Federal Trade Commission (FTC) by a vote of 3-2 approved and issued its final rule that effectively bans employers’ use of all non-compete agreements (with very limited exceptions).
The U.S. Department of Labor released a final rule on April 23, 2024, raising the salary threshold to qualify for certain overtime exemptions under federal law.
On April 19, 2024, the U.S. Department of Education issued its updated final regulations enforcing Title IX of the Education Amendments of 1972, which will govern sex discrimination complaints regarding conduct that occurs after August 1, 2024.
The Phoenix ordinance creates the first heat protection scheme for workers in Arizona. Like most states, Arizona does not impose heat illness regulations statewide.
On April 1, 2024, the U.S. Occupational Safety and Health Administration (OSHA) published its final rule clarifying that employees may designate a non-employee third party as their representative during an OSHA inspection.
