Monday HR Minute: Trends in State Employment Law

Monday HR Minute: Trends - Part 2

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Trends in State Employment Law - Part 2

Many state and local legislatures are taking action by passing laws to clarify areas of misunderstanding and to react more quickly to the ever-changing work environment we work in and manage. While there are many variations in the exact laws from one location to another, there are some overall trends emerging [Note: Not all laws contain all the conditions listed below]:

Paid family and/or medical leave:

Pay usually coordinated through insurance funded by employee deduction and/or company contribution
Note: Many states have similar laws regarding unpaid leave

Required sick time:

Offers sick time off for all employees, including part-time, based on number of hours worked and time of service
Delineates which companies have to provide paid vs. unpaid time based on number of employees (in state or total)
Requires allowing employees to use available time to care for family members who are sick or injured

Protections for victims of domestic violence, sexual assault, or stalking:

Allows employees to use available time off if they are a victim or if a family member is a victim
Provides dedicated time (paid or unpaid) to receive medical attention, counseling, attend legal proceedings, etc.
Incorporates “safe time” into some sick time laws allowing employees to use sick time to care for themselves or a family member who is a victim of domestic violence, sexual assault, or stalking

Pregnancy accommodation:

Requires that workplaces be readily accessible to provide reasonable accommodations to employees with medical needs arising from pregnancy, childbirth, or related medical conditions, including lactation

Marijuana use (recreational and/or medical use):

Does not permit an employee to use marijuana in the workplace just like you would not be required to allow an employee to drink on the job
May require companies to change drug testing standards and disciplinary policy if usage from off-hours could show up in results

Weapons:

Some states are allowing companies to prohibit anyone (employee or third-party) from bringing a weapon on company premises regardless of any carry permit
Some states are making companies allow employees with concealed carry permits to keep weapons hidden in a locked personal vehicle (companies can still prohibit in building or company vehicles if properly posted)

Contact your Human Resources resource or employment attorney to clarify the requirements you need to follow.

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HR News from the States

South Carolina: Enacts Pregnancy Accommodations Act

Vermont: AG Publishes Guide to Marijuana in Workplace

Vermont: Adds Crime Victims as Protected Group

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The Monday HR Minute, brought to you by Affinity HR Group, is designed to provide you with practical, applicable human resources and management advice and information in a format that will take you 60 seconds or less to read. We believe that by dedicating just one minute a week to thinking about people management practices, business owners and managers can make enormous strides in improving workplace performance.

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This e-mail may contain general information about legal matters. Affinity HR Group does not provide legal counsel. The information provided should not be considered legal advice and should not be relied on as an alternative to legal advice from your attorney or other professional legal services provider. If you have any specific questions about this content or any legal matter you should consult your attorney or other professional legal services provider.