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This new California notice became effective on July 1st, 2025 and summarizes employee rights  to take protected time off and request accommodations for victims of violence or a family member of such a victim. This is a result of Assembly Bill 2499, which was signed last year on the 29th of September by the Governor expanding existing employee protected time off provisions. Notable Changes Most notably, this has included the broadening of the reasons an employee may take paid time off, sick …

Beginning May 11, 2025, all New York City employers will be required to both physically and electronically post their written lactation accommodation policy under amendments to the New York City Human Rights Law. This change comes from Local Law 109 of 2024, which updates existing policy requirements and aligns the city law with recent changes to New York State’s labor law. What’s Required? Under the amended law, employers must: Develop and implement a written lactation accommodatio …

Several recent Executive Orders issued by President Trump are reshaping both federal and federal contractor obligations, including workplace compliance postings. These changes have significant implications for wage requirements, diversity initiatives, and other employee rights notices. Executive Order 14236 – Additional Rescission of Executive Orders and Actions EO 14236 titled “ revokes numerous executive orders from previous administrations, including EO 14026, which had raised th …

Update: May 9, 2023According to the DOL, previous versions of the FLSA Notice will no longer fulfill the posting requirements and should be replaced with the updated FLSA notice which includes the new “Pump At Work” section. Additionally, the DOL states that they are also in the process of updating the EEOC – “Know Your Rights” Poster which addresses the Pregnant Workers Fairness Act (PWFA). The DOL suggests that employers choosing to purchase an all-in-one poster from third party vendors …

Starting June 27, 2023, a new law known as the Pregnant Workers Fairness Act (PWFA) will come into effect. The PWFA mandates that covered employees must provide reasonable accommodations to workers with known limitations related to pregnancy, childbirth, or related medical conditions, unless such accommodations would impose an undue hardship on the employer.The House Committee on the PWFA has outlined several examples of reasonable accommodations that employers should consider. These include all …