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In the United States, smoker protection laws are state statutes that prevent employers from discriminating against employees for using tobacco products. Currently twenty-nine states and the District of Columbia have such laws. Although laws vary from state to state, employers are generally prohibited from either refusing to hire or firing an ...
Another law prohibits employers from discriminating against employees for cannabis use, off the job and away from work. New California laws will protect workers who use marijuana off-the-job Skip ...
Under §2652(b) states are empowered to provide "greater family or medical leave rights". In 2016 California, New Jersey, Rhode Island and New York had laws for paid family leave rights. Under §2612(2)(A) an employer can make an employee substitute the right to 12 unpaid weeks of leave for "accrued paid vacation leave, personal leave or family ...
New workplace laws taking effect in January strengthening employees' health, safety and wage protections and ban corporate muzzling of discrimination victims. But many more mandates tagged "job ...
However, the Domestic Workers Bill of Rights (AB 241) was signed into law by California Governor Jerry Brown on September 26, 2013, and went into effect on January 1, 2014. [ 4 ] [ 18 ] The law makes nannies, private healthcare aides and other domestic workers in California eligible for overtime pay if they work more than nine hours a day or 45 ...
Ohio Gov. Mike DeWine signed an executive order Tuesday directing state employees to return to office by Monday, March 17, following President Donald Trump's lead.
The new protections are thanks to an amendment to California’s Fair Employment and Housing Act that was approved by Gov. Gavin Newsom back in 2022. Laws protecting California workers who use ...
In the context of labor law in the United States, the term right-to-work laws refers to state laws that prohibit union security agreements between employers and labor unions. Such agreements can be incorporated into union contracts to require employees who are not union members to contribute to the costs of union representation.