New Systems for State + Local Laws

July 1

SB 92 | AB 2288: Amend the Labor Code Private Attorneys General Act (PAGA), which deputizes private parties to enforce the Labor Code on behalf of the state. The amendments apply to PAGA actions filed on or after June 19, 2024.

SB 23-58: Job Application Fairness Act (JAFA): Prohibits employers from asking about a prospective employee’s age, birth date or school attendance and/or graduation dates on an initial employment application.

SB 1275: Extends employer protection from civil damages related to claims that arise from employees lawfully carrying a firearm on their person or storing firearms in their personal vehicles.

HB 1122: Freelance Worker Protection Act: Requires timely payment for services for freelance workers and written contracts; prohibits employer retaliation.
Chicago Paid Leave and Paid Sick and Safe Leave Ordinance: Employers are required to provide one hour of paid sick leave for every 35 hours worked up to 40 hours per year and one hour of paid leave for every 35 hours worked up to 40 hours per year, and employees may use any available paid leave and paid sick leave.

SB 1515: Changes the administration of employee leaves for baby bonding and for a serious health condition under Oregon’s Family Leave Act and Paid Leave Oregon.

HB 1762: Requires employers to provide to each employee, upon hire, or within 30 days of the effective date, a written description of certain information relating to any quotas to which the employee is subject.

HB 320: Shortens statute of limitations for various employment claims from five years to three years.

HB 118: Pre-dispute arbitration agreements as a condition of employment between employers and prospective or current employees that include a provision requiring arbitration for any claim or accusation concerning sexual harassment in the workplace shall be considered an unlawful employment practice.
HB 161: No nondisclosure clause required by an employer and agreed to prior to a hostile work environment dispute or sexual harassment dispute will be judicially enforceable.

HB 24-1324: Allows an employer to recover the expense of educating and training a worker where the training is distinct from normal, on-the-job training; regulates the recoverable expense as other consumer debt and student debt.

HB 465/SB 436: Establishes criminal penalties for employers knowingly failing to properly classify individuals as employees and for contractors and subcontractors knowingly violating state prevailing wage laws.
HB 649/SB 525: Requires an employer to disclose certain wage information in certain postings and to certain employees at certain times.