Labor Laws for September 2024
INFINITI HR is happy to provide Monthly State Labor Law Updates as a service to our subscribers.
These briefs provide a general description and are not meant to be all-inclusive of compliance requirements. This list is not inclusive of all legislative changes for employers across the U.S. Changes may have been addressed in previous updates, which can be accessed from our blog.
Employers are encouraged to work with their Inspiring HR Consultant before making policy changes to capture the full requirements of these laws.
VIRGINIA
Labor Law Updates – Effective 2024
Mandatory Employment Posters – Effective May 10, 2024
Virginia has updated their mandatory employment law posters:
Job Safety & Health Protection – new Department of Labor and Industry HQ address and penalties totals.
Virginia Human Rights Act – updated to include ethnicity.
Virginia has an update to an optional employment poster: Resources for Virginia Veterans – new resources and information for veterans.
Employers are required to display mandatory state and federal posters in a conspicuous place visible to all employees.
Protected Class Updates – Effective July 1, 2024
Effective 7/1/2024, Virginia’s House Bill 18 added ethnic origin to the list of protected classes under the Human Rights Act. The full list of protected classes, both federal and Virginia, are: race, color, religion, sex, sexual orientation, gender identity, marital status, pregnancy, childbirth or related medical conditions, age, military status, disability, ethnic or national origin.
Employers should update existing Equal Employment Opportunity policies to include ethnic origin. Employers should also notify and train their management team to ensure they do not discriminate, retaliate, or otherwise deny opportunities to employees based on any protected class.
Interested in other current employment trends? Click the link to view the recent blog: How to Prevent and Mitigate “Fires” at Work or check back for more on human resources, payroll, insurance, and benefits.
This article does not constitute legal advice, and there are subtle variations in employment law as it pertains to these topics, depending on where your business operates. It is strongly suggested that you seek consultation or legal counsel before making decisions about policies.
