As HR managers begin the new year by updating their policy manuals, the Society for Human Resource Management has thoughtfully provided a list of new state laws that took effect on Jan. 1.

California legislators were the most active from an HR manual standpoint, so let's start there. Its new laws include:

  • Legislation clarifying that for sexual harassment to be proved, the sexually harassing conduct doesn't need to be motivated by sexual desire.
  • An employer can't ask candidates to disclose information about convictions that have been judicially dismissed or ordered sealed unless the employer is required by law to obtain that information.
  • New language in an existing law added "military and veteran status" to the list of categories protected from employment discrimination.
  • Expansion of the scope of its family temporary disability program to include time off to care for a seriously ill grandparent, grandchild, sibling or parent-in-law.
  • Companies are now prohibited from taking adverse employment action against victims of stalking or from discharging workers — or discriminating or retaliating against them — because of their status as a victim of domestic violence, sexual assault or stalking.
  • California businesses must now allow employees who serve as volunteer firefighters, reserve peace officers or rescue personnel to take leave to perform emergency duties or to attend emergency rescue training.

Oregon's new or amended legislation:

  • One requires certain private employers to provide bereavement leave to eligible employees under the Oregon Family Leave Act.
  • Another allows eligible workers to take family leave after the death of a family member.
  • A third now restricts employers' access to workers' personal social media accounts by prohibiting any employer from:
  1. asking employees or job applicants to divulge personal social media account passwords or user names
  2. insisting that an employee or applicant add the employer to the individual's social media contact list
  3. viewing the employee's or applicant's personal social media account

Texas added language that prohibits restaurants, retail food stores and other food establishments and vendors from banning an assistance animal from areas open to other customers, as long as those areas aren't used to prepare food.

New Jersey has a new law that restricts employers' access to workers' personal social media accounts.

Complete your profile to continue reading and get FREE access to BenefitsPRO, part of your ALM digital membership.

  • Critical BenefitsPRO information including cutting edge post-reform success strategies, access to educational webcasts and videos, resources from industry leaders, and informative Newsletters.
  • Exclusive discounts on ALM, BenefitsPRO magazine and BenefitsPRO.com events
  • Access to other award-winning ALM websites including ThinkAdvisor.com and Law.com
NOT FOR REPRINT

© 2024 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.