Sara Zorich

It’s not usual for companies to have employees working in multiple states, especially if they hire remote workers. However, managing a workforce that is spread out over multiple locations can be challenging.

Across the country, states are implementing pay transparency laws, which will impact the way employers advertise, pay and hire their employees. These laws are here to stay and if employers are not preparing for compliance now, they are setting themselves up for headaches later.

The recently overhauled paid leave ordinances in Illinois include: Illinois Paid Leave For All Workers Act (effective January 1, 2024), Cook County Paid Leave (effective February 1, 2024) and the City of Chicago Paid Leave (effective July 1, 2024)/City of Chicago Sick Leave (amended) (effective July 1, 2024). Compliance is going to require more than an updated leave policy, so it is important to review your policies and practices to make sure you are compliant.

Last year Illinois enacted amendments to its own Equal Pay Act, which requires unprecedented reporting of race, gender, and ethnicity statistics along with pay data of Illinois based employees.

While employers continue to review their COVID-19 protocols under various government vaccine mandates (including OSHA’s ETS) as well as their own policies and practices and customer requirements, testing continues to be a confusing topic for many.