Earlier this month, Maine passed the Act to Promote Keeping Workers in Maine (the Act), banning non-compete agreements with employees who earn less than 400% of the federal poverty line ($49,960 per year for 2019).

On July 10, 2019, the Governor of New Hampshire, Chris Sununu, signed a bill that prohibits non-competition agreements for employees who make 200% or less of the federal minimum wage, which translates to $14.50/hour.

This month, California Governor Gavin Newsom approved an amendment to the state’s Fair Employment and Housing Act (FEHA), which significantly broadens the scope of race discrimination claims. 

California Labor Code section 2802 requires an employer to reimburse employees “for all necessary expenditures” incurred by them as a direct result of the discharge of their job duties.

On February 14, 2019, New York State Governor Andrew Cuomo signed into law the Child Victims Act (CVA), which greatly expanded the right of childhood sexual assault survivors.

The Washington Supreme Court recently ruled that obesity is “always” a disability under the Washington Law Against Discrimination (WLAD) in a decision that seems problematic in its analysis and troubling in its consequences.

The New York State legislature has adopted, and it is anticipated that Governor Cuomo will soon sign, new legislation that makes the state one of the most pro-employee states in the country. The dates on which particular legislative provisions take effect are staggered, but many of the most drastic changes take effect within 60 days after the legislation is adopted.

A marathon legislative session that spilled into overtime saw the Illinois Legislature pass multiple bills with important impacts on employment law in the Prairie State, including bills legalizing recreational marijuana, proscribing employers from requesting job applicants’ salary history, and instituting new limitations on the use of artificial intelligence, among others.