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As we progress through 2024, it's crucial for employers to stay informed about the numerous changes to labor law posters mandated at both federal and state levels. Compliance with these updates is essential to avoid fines and ensure that employees are aware of their rights. Here's a comprehensive overview of the significant labor law poster changes that have occurred this year and how they impact your business.

SUMMARY OF RECENT 2024 UPDATES
  • Minimum Wage Changes: The federal minimum wage has not changed in 2024; however, numerous states have implemented changes to their minimum wage laws. Ensure your posters reflect the correct minimum wage rates applicable to your location.
  • Equal Employment Opportunity (EEO): The EEO poster saw updates to reflect changes in protected classes and reporting requirements. These updates highlight new protections and aim to foster a more inclusive workplace environment.
  • Family and Medical Leave Act (FMLA): The FMLA poster has been updated to include new provisions related to family leave. These changes clarify the conditions under which employees can take leave and emphasize the rights of employees returning from leave.
  • California:  California continues to lead with comprehensive labor law changes. In 2024, updates include:

    • Minimum Wage Increase: Effective January 1, 2024, the minimum wage has increased to $16 per hour for all employees.
    • Paid Sick Leave: Amendments to the sick leave policy now require employers to provide additional information about accrued sick leave on pay stubs.
    • City and County: Increases to the minimum wage for various cities and counties, including Alameda, Long Beach, and Los Angeles County, Milpitas, and Santa Monica, must be reflected in workplace posters effective July 1st.
  • Florida:

    • Minimum Wage: Florida’s current minimum wage is $13 per hour to increase to $13 per hour on September 30, 2024. Employers must update posters to reflect this change.

  • New York: Significant changes in New York include:


    • Discrimination: Added protections for discrimination based on Citizenship or Immigration Status. Declared complaints for acts of discrimination that occur on or after February 15, 2024 may be filed within three years of the alleged act.
    • Minimum Wage Adjustments: Incremental increases to the minimum wage for various regions, including New York City, Long Island, and Westchester, must be reflected in workplace posters.
  • Texas:

    • Workplace Violence: Beginning January 8, 2024, Texas employers must post a Reporting Workplace Violence notice in English and Spanish. Employees can report instances of workplace violence or suspicious activity by contacting the Department of Public Safety (DPS) through the iWatchTexas Community Reporting System at www.iwatchtx.org, or by calling 844643-2251.  
  • Nevada:
    • $12 minimum Wage, daily overtime less than $18 per hour at 1.5 times the employees’ regular rate, rules to be observed, minimum wage $12
  • Oregon:
    • Minimum Wage: Standard rate increases to $14.70, Portland metro area rate increases to $15.95, and the rate in non-urban areas increases to $13.70.
    • Sexual Harassment: Now specifies prohibition of sexual conduct that occurs through digital or electronic communications.
    • Family Leave: Oregon Family Leave applies to employers with 25 or more employees. Employees can take time off for pregnancy disability, bereavement or to provide home care for their child. Time off is protected, but unpaid. While on leave employees must be allowed to use any vacation, sick, or other paid leave accrued.

  • DC Minimum Wage: For employees who don’t receive tips minimum wage increases to $17.50. Tipped employees minimum wage increases to $10 per hour.

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