Contributed by Heather Bailey
Federal: Attention Federal Contractor/Subcontractor Employers! In order to be in compliance with affirmative action obligations, applicable employers must start tracking those applicants and employees who are disabled and/or are qualified protected veterans, who choose to self-identify. This also means having a written affirmative action plan with utilization goals for these classes of individuals. For those employers who are affected, this will begin applying to all plans drafted as of March 24, 2014 and after. It is a good idea to start meeting with your IT and HR professionals now on how such data is going to be collected and analyzed for the upcoming new plans.
California: Effective January 1, 2014, California cracks down on those employers who choose to discriminate against or threaten those employees or applicants due to an employee’s or family member’s citizenship or immigration status or involvement in protecting such rights.
Illinois: As of January 1, 2014, employers now have the ability to seek protection orders against employees who create or threat workplace violence. Prior to now, this protection was not available for workplace violence created by employees. Starting June 1, 2014, employers must recognize the marital status of those employees who have entered into same-sex marriages.
Missouri: Minimum wage = $7.50 starting January 1 and $3.75 for tipped employees (due to inflation regulations).
New Jersey: Starting January 6, 2014, all employers with 50 or more employees must post and distribute (with a signed acknowledgment) the new NJ poster re: state and federal equal pay laws and discrimination prohibitions. Get your latest copy here.