“July has become like January” when we need to pay attention to many labor and employment laws that go into effect on July 1, 2021. Finally, please be aware that many state legislatures are still in session, so additional laws that will take effect this summer are bound to be enacted after publication.
| State | Effective Date | Law |
|---|---|---|
| Georgia | May 28, 2021 | The Executive Order prohibits public employers from employment discrimination based on an individual’s COVID-19 vaccination status. |
| Indiana | July 1, 2021 | Indiana law sets out the process for pregnant workers to seek a reasonable accommodation from their employers. |
| Iowa | July 1, 2021 | Iowa law provides two hours of leave for state employees to serve as a voluntary blood donor. |
| Massachusetts | June 7, 2021 | Massachusetts law provides full-time and part-time employees with COVID-19 emergency paid sick leave from 6/7/2021 to 9/30/2021. |
| Nevada | June 2, 2021 | The Nevada Fair Employment Practices Act defines race to include traits associated with race including hair texture and protective hairstyles. |
| June 9, 2021 | Nevada law requires private employers with 50 or more employees to provide paid leave for employees receiving a vaccination for COVID-19, or other listed purposes under the law, through December 1, 2023. | |
| New Mexico | June 29, 2021 | The New Mexico Cannabis Regulation Act permits the use and possession of small amounts of marijuana by adults who are at least 21 years of age. |
| July 1, 2021 | The New Mexico Human Rights Act definition of the term “race” expands to include traits historically associated with race, including hair texture, length of hair, protective hairstyles, or cultural or religious headdresses. | |
| Virginia | June 26, 2021 | The Virginia Living Donor Protection Act provides leave for eligible employees to donate organs or tissue. |
| July 1, 2021 | Virginia law provides paid sick leave for certain home health workers. | |
| July 1, 2021 | The Virginia Human Rights Act, among other requirements, requires employers to provide a reasonable accommodation for impairments of an otherwise qualified person with a disability if necessary to assist the person in performing a particular job. |
If you would like more information regarding these legislative changes contact HR Services today.
