On June 4, 2019, the Illinois legislature passed the Cannabis Regulation and Tax Act (HB 1438). The law, once enacted, will provide expansive workplace protections to marijuana users.
Every year, there are numerous state laws and local ordinances that take effect after the first of the year - and 2019 is no exception. This article summarizes key labor and employment laws and ordinances that become effective in the next few months.
Washington Governor Jay Inslee recently signed two bills addressing sexual harassment and assault in the workplace. Both bills require covered hospitality employers and adult entertainment establishments to provide panic buttons for covered workers.
Through the recent passage of Senate Bill No. 119, the Nevada Legislature further expanded mandatory safety training — this time to now include employees performing work at sites primarily used for trade shows, conventions and related activities.
The federal government’s Spring 2019 Unified Agenda of Regulatory and Deregulatory Actions (regulatory agenda), which provides insight into federal agencies’ priorities for the near and long term, was released on May 22, 2019.
In response to the dangerous levels of air quality last fall after the wildfires in California, the California Division of Occupational Safety and Health has issued a proposed regulation addressing hazardous wildfire smoke exposure.
New Mexico’s state legislature has been busy over the past few weeks acting on bills introduced earlier this year. The state has enacted at least 9 new laws affecting employers, covering many topics from health care access to criminal background checks.
On April 9, 2019, the New York City Council passed a first-of-its-kind bill that prohibits pre-employment drug testing for the presence of marijuana or tetrahydrocannabinols.
A Canadian court recently issued a welcome decision for employers struggling to balance their obligations under occupational health and safety and human rights legislation regarding medical cannabis use and work in safety-sensitive positions.
I just learned that one of our employees has the measles. Can I tell the other employees why he’s out so they can get tested or monitor their own health? Can I require them to receive the measles vaccine?
