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As companies returned to work following the holidays, changes to Minnesota’s nursing mothers statute and pregnancy accommodations law (Minn. Stat. § 181.939) went into effect on January. ....
Minnesota requires employers to provide reasonable break times each day for employees to express milk. Previously, the law only required a single lactation break. The statute also states an employer cannot reduce employee’s compensation for time used for the lactation breaks ....
Minnesota requires employers to provide reasonable break times each day for employees to express milk. Previously, the law only required a single lactation break. The statute also states an employer cannot reduce employee’s compensation for time used for the lactation breaks ....
As companies returned to work following the holidays, changes to Minnesota’s nursing mothers statute and pregnancy accommodations law (Minn. Stat. § 181.939) went into effect on January 1, 2022. Minnesota employers may want to take a moment to make sure their policies and practices are up to date. ....
To embed, copy and paste the code into your website or blog: The beginning of 2021 saw the advent of new employment laws for employers with operations and employees located in the State of Illinois and the City of Chicago. Here are some of the new state and local laws that employers in Illinois and/or Chicago need to be aware of. Developments involving the Illinois Human Rights Act, the Illinois Biometric Information Privacy Act, the Chicago Anti-Retaliation Ordinance, and the Chicago Fair Workweek Ordinance are discussed. Illinois Law Expands Coverage of Employers and Reporting of Discrimination Judgments in 2021 Effective July 1, 2020, Illinois employers with one or more employees were covered by the Illinois Human Rights Act. Previously, only employers with 15 or more employees were subject to state discrimination/retaliation claims under the Illinois Human Rights Act. Illinois employers should keep this important change in mind in 2021 and moving forward. ....