In March 2022, Governor Kate Brown signed Senate Bill 1586 into law, which amends the OWFA effective January 1, 2023, and clarifies many of the provisions of the original OWFA.
On December 9, 2022, New York State amended the Nursing Mothers in the Workplace Act to provide additional specifications for lactation rooms and to impose new written policy requirements on all employers.
The New Jersey Department of Labor and Workforce Development has announced what it calls a “comprehensive enforcement strategy” to target employers in specific industries—namely, commercial laundromats and multi-unit residential construction.
On December 12, 2022, Ontario published Regulation 559/22: Naloxone Kits, which provides additional information about the new employer naloxone kit requirement.
A new law renders unenforceable non-disclosure and non-disparagement clauses related to allegations of sexual assault and/or sexual harassment and that are entered into “before the dispute arises.”
New York City is deferring enforcement of its first-in-the-nation regulation of the use of AI-driven hiring tools (Local Law 144 of 2021), which was initially slated to go into effect on January 1, 2023.
On December 8, 2022, Ontario proclaimed in force amendments to the Occupational Health and Safety Act (OHSA) made in Bill 88, Working for Workers Act, 2022.
A new rule clarifies how and when fiduciaries of retirement plans subject to ERISA can make investment decisions that promote environmental, social, or governance (ESG) goals or otherwise reflect ESG considerations.
On November 25, 2022, Canada announced that, commencing on December 18, 2022, Employment Insurance (EI) sickness benefits will be extended permanently from 15 weeks to 26 weeks.
