Employers with employees in Alaska, California, Connecticut, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, New York or Washington — and in particular, employers with employees in multiple states with sick leave laws — should review their sick leave or paid time off policies to ensure compliance. We summarize the key provisions of these new and updated laws.
To view the full alert, visit the Faegre Drinker website.
The Michigan Supreme Court’s re-institution of the Earned Sick Time Act (ESTA) significantly expands Michigan’s sick leave requirements. Effective February 21, 2025, Michigan employers not previously covered by the Paid Medical Leave Act (PMLA) should implement a sick leave policy in accordance with the ESTA, and employers who currently follow the PMLA should review their policies and revise them to comply with the ESTA. The supreme court also reinstated the accelerated adoption of a $12 minimum wage in Michigan initiated by voters through the Improved Workforce Opportunity Wage Act.
To view the full alert, visit the Faegre Drinker website.
Colorado’s 2024 legislative session saw the passage of numerous laws that bolster employee protections and increase penalties for employers that violate key Colorado employment statutes. Many of these new laws will go into effect on August 7, 2024, while others are set to go into effect in 2025. Colorado employers should note the effective dates of these changes, and analyze their employment policies, agreements and other relevant documents to ensure they are prepared to comply. We summarize the most notable changes for private-sector employers in Colorado.
To view the full alert, visit the Faegre Drinker website.