CWC reports on state and local developments that occurred since the December 2023 Interstate memo and the legislative round-up in January. Many of these developments relate to paid leave and pay transparency.
In the paid leave category, Massachusetts employers must update their payroll systems to reflect the 2024 contribution rates for Paid Family and Medical Leave benefits. Chicago pushed back the effective date of its new Paid Leave and Sick and Safe Leave Ordinance to July 1, 2024. A new New York City ordinance (No. 2024/022) allows employees to sue their employers to enforce the city’s Earned Safe and Sick Time Act.
In the pay transparency category, a new District of Columbia law aims to require employers to post salary information in job ads. The law will take effect June 30, 2024, if it survives Congressional review. New York City has begun enforcing its pay transparency law, which took effect in 2022. The NYC Human Rights Commission has been charging employers whose job advertisements allegedly stated an overly broad salary range or failed to state a salary range.