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While state legislatures focused much-needed attention on pandemic-related legislation throughout most of 2020, many continued to alter their employment laws in significant ways, or simply had previously passed laws scheduled to take effect at the start of 2021.
Some of the most prominent trends at the state and local level include creating or expanding paid leave benefits, pay equity, and anti-discrimination rules; restricting criminal background checks; and limiting the scope of non-compete laws. Employers should review these developments and consider updating their policies and procedures accordingly.
This Advisory provides a summary of major employment-related laws that take effect in 2021 in the following states and localities:[1]
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Itâs happened â 2020 has finally ended, and a new year is upon us. Last year delivered a global pandemic that affected every Vermonter in ways that have not been seen in a century. As 2021 unfolds, dealing with the huge challenges that have emerged demands vision, determination and the recognition that hard work lies ahead.
Thatâs why Republicans in the legislature this year will make good on their campaign promises to have a laser focus on post-COVID recovery in three specific areas.
First, we must concentrate on addressing the needs of the individual Vermonters and Vermont businesses that need help now because of the way the virus has impacted their daily lives. We will work to ensure that federal stimulus money is allocated wisely and fairly. Republicans are committed to doing everything in our power to hold the line that our caucus did last year to make sure that as much money as is legally possible goes into
It’s happened 2020 has finally ended, and a new year is upon us. Last year delivered a global pandemic that affected every Vermonter in ways that have not been
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This past year brought new laws requiring changes to policies commonly found in California employee handbooks. To ensure compliance with current California law, employers should review and update their handbooks within these first few months of 2021.
Here are just a few of the key updates employers should act on:
Expansion of the California Family Rights Act (“CFRA”)
Previously, under CFRA, an employee would be entitled to 12 workweeks of unpaid leave in a 12-month period only if he or she worked for an employer with 50 or more employees. SB 1383 expands CFRA to cover businesses with as few as five employees. These employers must now have a CFRA policy in place permitting employees to take up to 12 weeks of unpaid leave.