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While changes in federal law grab most of the headlines and the attention, changes that can affect employers are constantly being made on a state level across a wide variety of topics. For busy small business owners, keeping up with these changes can be particularly challenging. Check the state-by-state list below to find out about recent changes in your state laws that may impact you and your business.
Alabama: The recordkeeping requirements for minor employees are revised effective July 1, 2012.
Connecticut: Employment discrimination against medical marijuana patients and their caregivers is prohibited.
Illinois: Employers are prohibited from requesting an applicant’s or employee’s social network account information to gain access to their account or profile. This law goes into effect on January 1, 2013.
Kentucky: Effective July 12, 2012, coal miners who fail a drug-alcohol test cannot work in mines after a third offense.
Louisiana: Effective August 1, 2012, local government subdivisions in Louisiana are prohibited from requiring employers to grant employees a mandatory minimum number of vacation or sick leave days—paid or unpaid.
Maine: The overtime pay rules for truck drivers and drivers’ helpers are revised.
New Hampshire: Employers are required to give job applicants a copy of noncompete agreements in order for the agreements to be enforceable.
Pennsylvania: The overtime pay rules for health care employers are revised to include alternative work hour schedules.
Rhode Island: Air carrier employees are exempt from the state overtime pay rules in certain circumstances.
Employment discrimination based on the lack of a permanent address is prohibited in Rhode Island.
Effective January 1, 2013, the minimum wage in Rhode Island will increase from $7.40 per hour to $7.75 per hour.
Tennessee: Members of the Tennessee army and air national guard on active state duty or the Tennessee state guard and civil air patrol are entitled to an unpaid leave of absence.
Vermont: Effective July 1, 2012, employers cannot discriminate against employees or job applicants on the basis of their credit history, although some exceptions apply.