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This Week’s HR News and Updates
May 31, 2022

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Recent/Upcoming Compliance Dates

  • May 2, 2022: In California, Annual Reporting Forms are due for employers subject to the San Francisco Health Care Security Ordinance. 
  • May 7, 2022: In New York, businesses must give their employees prior notice if they engage in monitoring or interception of employee phone calls, e-mails, or Internet use.
  • May 17, 2022: Nationally, the filing deadline for 2021 EEO-1 reports, allowing four weeks for employers to submit reports. Updates on data collection and filing information are available on the EEOC website: https://www.eeocdata.org/eeo1
  • May 25, 2022: In Rhode Island, the Rhode Island Cannabis Act legalizes the use and possession of up to 1 ounce of marijuana by individuals who are at least 21 years of age.
  • June 2, 2022: In Mississippi, the Medical Cannabis Act (SB 2095) requires the state department of health to begin issuing registry ID cards to medical cannabis users so they may legally obtain medical cannabis from a licensed dispensary.
  • June 30, 2022: Nationally, the deadline for covered contractors to certify their AAP compliance with OFCCP.
  • July 1, 2022: In Connecticut, employers may not take disciplinary action against an employee who refuses to attend an employer-sponsored meeting with a primary purpose of communicating the employer's opinion on religious or political matters (including unions).
  • July 1, 2022: In Connecticut, an employer may not refuse to hire, discharge, or otherwise penalize an employee or a job applicant solely because of a positive test result for 11-nor-9-carboxy-delta-9-tetrahydrocannabinol (THC) unless certain conditions are met.
  • July 1, 2022: In Connecticut, written notice for the Paid Family and Medical Leave program is due.
  • July 1, 2022: In Florida, it's unlawful to subject an individual to training that espouses, promotes, advances, or compels the individual to believe certain enumerated concepts constitute discrimination based on race, color, sex, or national origin.
  • July 1, 2022: In Illinois, all employers in Chicago must provide employees with sexual harassment prevention training on an annual basis.
  • July 1, 2022: In Mississippi, H.B. 770 requires employers to pay employees equally for equal work, regardless of sex.
  • July 1, 2022: Nationally, the deadline for creating machine-readable public files on coverage costs as required by the 2020 transparency rules.
  • July 1, 2022: In New Mexico, the Healthy Workplaces Act (HWA) requires employers to provide paid leave to employees and keep records of hours worked, and leave taken.
  • July 1, 2022: In New Mexico, the Healthy Workplaces Act (HWA) requires employers to provide paid leave to employees and provide written and posted notices.
  • July 14, 2002: In New York, the New York Division of Human Rights will operate a toll-free confidential hotline to provide counsel and assistance to individuals with complaints of workplace sexual harassment.

 
NATIONAL UPDATES
 

HR Works Podcast

HR Works 191: Wellbeing That Goes Beyond Work-Life Balance

In recognition of Mental Health Awareness Month, we take a closer look at the definition of employee wellness with Dr. Kristal Walker, Vice President of Employee Wellbeing at Sweetwater. Learn how wellness goes beyond simply finding work-life balance and how mental health is one of five elements Kristal uses to build an effective employee wellbeing program. Kristal shares her key wellness components and explains why the employee experience needs to be a top priority for leadership teams in this era of the modern workforce.

 

Reference Guide

The Family and Medical Leave Handbook provides comprehensive, plain-English analysis of the law and its accompanying regulations, as well as practical guidance on how to implement and administer leave policies within your organization. Click here for the latest update and accompanying newsletter.

 

Reopening the Workplace Resource Center

Employers everywhere are dealing with the effects of COVID-19 and trying to balance the safety of employees, customers, and clients with uncertainty about the economic impact and long-term implications of the pandemic, including reopening as stay-at-home orders expire. BLR is following the situation as it unfolds, and we have resources to help, which we've gathered in the Contagious Diseases and Reopening the Workplace sections of the Resource Center.





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