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State Employment Law Library Update

August 2014

Arizona Employer Job References

Arizona’s law relating to job references has been amended to allow school districts to communicate whether a person has been issued or denied a fingerprint clearance card to other school districts for employment purposes if requested to do so by the person who applied for the card (Ch. 125 (S. 1391), L. 2014). Full text, State Employment Law Library ¶3-64,051. Summaries, State Employment Law Library ¶3-9000.

California Minimum Wage

Effective July 1, 2014, the living wage rate for Oxnard is $14.75 per hour. Summaries, State Employment Law Library ¶5-1000.

Colorado Unemployment Insurance

Effective July 1, 2014, the maximum weekly benefit amount increased to $484, and the alternate maximum weekly benefit amount increased to $532. The minimum amount remains $25. Summaries, State Employment Law Library ¶6-1700.

Connecticut Minimum Wage

The minimum wage law has been amended to correct language and to clarify the tip credit for bartenders: effective January 1, 2015, the amount is eighteen and one-half percent percent of the minimum “fair” wage (P.A. 14-42 (S. 64), L. 2014). Full text, State Employment Law Library ¶7-41,004. Summaries, State Employment Law Library ¶7-1000.

Connecticut New Hire Reporting

Employer new hire reporting requirements have been amended with regard to enforcement. The Labor Department is required to work with other government agencies and entities in sharing new hire information, including with the Department of Social Services with regard to child support orders, and is to execute a memorandum of understanding with the Department of Social Services and the Connecticut Health Insurance Exchange to establish procedures to furnish wage and claim information maintained by the Labor Commissioner, to assist such entities in determining eligibility for certain public assistance. The Labor Commissioner is to require that confidentiality safeguards are in place (P.A. 14-42 (S. 64), L. 2014). Full text, State Employment Law Library ¶7-47,007. Summaries, State Employment Law Library ¶7-1600.

Connecticut Overtime

Effective January 1, 2015, the time allowed as exempt from hours worked for “sleeping time” has been clarified for domestic workers (P.A. 14-159 (H. 5453), L. 2014). Full text, State Employment Law Library ¶7-44,023. Summaries, State Employment Law Library ¶7-1100.

Florida Child Labor

The law relating to the employment of minors has been amended to specifically prohibit the employment of a minor in adult theaters.

In addition, recordkeeping requirements have been added to provide that, prior to employment or provision of services, an adult theater must obtain proof of identity and age of each of its employees or independent contractors and must verify the validity of the identification and age verification document with the issuer. A photo identification card, along with a record of the verification of the validity of the identification and age verification document with the issuer, must be kept during the entire period of employment or business relationship and for at least three years after employment or provision of services ends. Inspections of such places of employment may be made at any time during operating hours, unannounced and without prior notice (Ch. 160 (H. 989), L. 2014, effective October 1, 2014). Full text, State Employment Law Library ¶10-45,003 and ¶10-45,004. Summaries, State Employment Law Library ¶10-1500 and ¶10-9900.

Illinois Background Checks

Illinois Governor Pat Quinn has signed “ban the box” legislation that prevents criminal background checks until after an applicant is deemed qualified for a job. The law is intended to help ex-offenders secure employment in the private sector and become productive members of society.

House Bill 5701, the Job Opportunities for Qualified Applicants Act, prohibits a private employer with 15 or more employees or employment agency from inquiring about or considering an applicant’s criminal history until the applicant has been determined to be qualified for the job and selected for an interview, or if there is no interview, a conditional job offer is made. The new law does not apply to certain jobs where employers must exclude applicants with criminal histories. The legislation will take effect January 1, 2015.

The law will not prohibit employers from notifying applicants in writing of specific offenses that will disqualify an applicant from employment in a particular position due to federal or state law or the employer’s policy.

The Illinois Department of Labor will enforce the law (P.A. 98-774 (H. 5701), L. 2013, enacted July 21, 2014). Full text, State Employment Law Library ¶14-23,601.21. Summaries, State Employment Law Library ¶14-9000.

Illinois Organ Donation Leave

The state’s Organ Donor Leave Act has been amended to allow the Director of Central Management Services to set the amount of compensated time that an employee may use to donate blood. A participating employee who wishes to donate blood, an organ, or bone marrow shall request leave in advance. The law delineates the hours that may be used to make donations (P.A. 98-758 (S. 2769), L. 2013, enacted and effective July 16, 2014). Full text, State Employment Law Library ¶14-22,950.02—¶14-22,950.04. Summaries, State Employment Law Library ¶14-7000.

Illinois Prevailing Wage

The Prevailing Wage Act has been amended to exempt from “public works” work that is performed for soil and water conservation purposes on agricultural lands, whether or not done under public supervision or paid for wholly or in part out of public funds, done directly by an owner or a person who has legal control of those lands (P.A. 98-740 (H. 5606), L. 2013, effective July 16, 2014). Full text, State Employment Law Library ¶14-50,003.

Illinois Violence in the Workplace

The state has enacted a law including within the Victims' Economic Security and Safety Act's prohibited acts certain actions by employers subject to provisions of the Workplace Violence Prevention Act. The law relates to workplace protection restraining orders, affidavits, hearings, continuances, emergency orders, testimony, employment discrimination, effect on employment benefits, exemptions, and confidentiality and privacy, interference with lawful labor actions, irreparable harm, law enforcement responsibilities, and free speech (P.A. 98-766 (S. 3038), L. 2013, enacted and effective July 16, 2014). Full text, State Employment Law Library ¶14-21,050.07. Summaries, State Employment Law Library ¶14-3300 and ¶14-7000.

Kansas Unemployment Insurance

The maximum weekly benefit amount in Kansas effective July 1, 2014, is $474. The minimum weekly benefit amount is $118. Summaries, State Employment Law Library ¶17-1700.

Kentucky Unemployment Insurance

The maximum weekly benefit amount in Kentucky effective July 1, 2014, is $415, and the minimum weekly benefit amount is $39. Summaries, State Employment Law Library ¶18-1700.

Louisiana Holidays

Louisiana law relating to legal holidays has been amended to authorize certain employees who are veterans to take up to four hours on Veterans’ Day, with compensation, to attend Veterans’ Day events. The law applies to employees of institutions of higher education, if the institution does not designate Veterans’ Day as one of the 14 legal holidays to be observed, when the designated day for observance by the state is on a regularly scheduled workday (Act 671 (H. 1128), L. 2014, effective August 1, 2014). Full text, State Employment Law Library ¶19-44,401. Summaries, State Employment Law Library ¶19-7400.

In addition, the law specifying legal holidays has been amended to establish the Friday of the Sugar Cane Festival as a legal holiday in the Parish of Iberia, to allow the clerk of court of the Sixteenth Judicial District Court to close the clerk’s office in observance of the legal holiday, unless there is an election that requires the office to remain open (Act 206 (H. 882), L. 2014, effective August 1, 2014). Full text, State Employment Law Library ¶19-44,401.

Massachusetts Minimum Wage

Living wage rates for Boston, Brookline, Cambridge and Somerville have been updated. Summaries, State Employment Law Library ¶22-1000.

Mississippi Labor Relations

Several laws have been enacted to further protect Mississippi’s status as a “right to work” state.

Labor unions are prohibited from engaging in mass picketing or mass demonstrations that would block entrances or sidewalks of businesses and private residences during labor disputes (S. 2653, L. 2014). Full text, State Employment Law Library ¶25-63,021.

The “Prohibition Against Employer Intimidation Act” prohibits persons, organizations, corporations, unions, agencies or other entities from: (1) damaging, harming, injuring, or threatening to injure, or coercing a business, an employee, or a representative of the business with the intent to unlawfully intimidate the business or its employees; (2) conspiring with another for the purpose of disrupting lawful commerce in places of business; or (3) intentionally or recklessly damaging business property. In signing the bill, Governor Phil Bryant said the measure would also protect employees from being harassed into surrendering their rights in the midst of a unionization drive (S. 2473, L. 2014). Full text, State Employment Law Library ¶25-63,022.

In addition, the “Mississippi Employment Fairness Act” provides that the state shall retain exclusive authority to regulate certain labor agreements or provisions that are the subjects of collective bargaining agreements under federal labor laws, having the effect of prohibiting local governments from forcing employers to use organized labor to reach peace agreements or collective bargaining agreements (S. 2797, L. 2014). Full text, State Employment Law Library ¶25-63,023.

Montana Unemployment Insurance

The maximum weekly benefit amount in Montana effective July 6, 2014, is $471, and the minimum weekly benefit amount is $134. Summaries, State Employment Law Library ¶27-1700.

Nevada Minimum Wage

A voter-approved minimum wage amendment to the Nevada Constitution impliedly repealed the state’s statutory minimum wage scheme, which excluded cab drivers and other specific workers from its protections, ruled a closely divided Nevada Supreme Court. Rejecting a lower court’s conclusion that the constitutional amendment could be harmonized with the existing statutory provision, thereby keeping the statutory exemptions intact, the high court held the court below had erred in dismissing a minimum wage complaint brought by cab drivers (Thomas v Nevada Yellow Cab Corp, June 26, 2014, Cherry, M). Summaries, State Employment Law Library ¶29-1000.

Nevada Unemployment Insurance

The maximum weekly benefit amount in Nevada effective July 1, 2014, is $407. Summaries, State Employment Law Library ¶29-1700.

New Hampshire Drug and Alcohol Testing

Effective August 25, 2014, licensed health care facilities and providers are required to adopt a drug-free workplace policy establishing procedures for prevention, detection, and resolution of substance abuse, misuse, or diversion in the workplace (Ch. 36 (H. 597), L. 2014). Full text, State Employment Law Library ¶30-53,001. Summaries, State Employment Law Library ¶30-8600.

New Hampshire Employment Verification/Immigration

As previously reported, effective August 15, 2014, no employer may employ any employee without obtaining documentation showing the employee's eligibility to work in the United States. The employer shall maintain such documentation for the period required by federal law. Acceptable documentation of eligibility to work in the United States shall include documents required by federal law or supporting documentation that satisfies the requirement of federal law (Ch. 123 (H. 1168), L. 2013, enacted June 16, 2014). Full text, State Employment Law Library ¶30-24,050.01; and ¶30-49,001. Summaries, State Employment Law Library ¶30-2500.

New Hampshire Equal Pay

The state has amended its equal pay law to allow employees to disclose the amount of their wages; to add a non-retaliation provision; to provide civil and criminal penalties for an employer who violates equal pay or non-retaliation provisions; and to amend statute of limitations provisions (Ch. 227 (S. 207), L. 2013, enacted July 14, 2014, and effective January 1, 2015; and Ch. 250 (H. 1188), L. 2013, enacted July 22, 2014, and effective January 1, 2015). Full text, State Employment Law Library ¶30-23,100.37— ¶30-23,100.381; ¶30-23,100.40—¶30-23,100.414; ¶30-42,002; ¶30-42,003; ¶30-42,003a; ¶30-42,005; ¶30-42,006; ¶30-42,007; ¶30-42,008; ¶30-42,009; ¶30-42,010; and ¶30-42,011. Summaries, State Employment Law Library ¶30-2500.

New Hampshire Fair Employment Practices

The state has enacted a law prohibiting employers from discriminating against employees who are victims of domestic violence (Ch. 208 (S. 390), L. 2013, enacted July 11, 2014, and effective September 9, 2014). Full text, State Employment Law Library ¶30-21,100.01; ¶30-21,100.02; ¶30-59,008; and ¶30-59,009. Summaries, State Employment Law Library ¶30-7100.

New Hampshire Health Insurance Benefit Coverage

The state has enacted a law prohibiting insurers from requiring the use of a prescription drug for an indication not approved by the FDA unless certain circumstances exist (Ch. 226 (S. 91), L. 2013, enacted July 14, 2014, and effective September 12, 2014). Summaries, State Employment Law Library ¶30-4000.

New Hampshire Labor Relations

The state’s law relating to enforcement of labor laws by the Department of Labor has been amended to provide that, in addition to criminal penalties, the labor commissioner may, after hearing, impose a civil penalty not to exceed $2,500 for any violation of the provisions of, or any rule adopted pursuant to the state’s labor laws (Title XXIII), except RSA Chapters 273-A (Public Employee Labor Relations), 273-C (Dog and Horse Racing Employees), and 282-A (Unemployment Compensation) (Ch. 49 (H. 1169), L. 2014). Full text, State Employment Law Library ¶30-63,002.

The Public Employee Labor Relations Act has been amended to add the state community college system to the definition of public employer for purposes of the public employee labor relations board (Ch. 13 (S. 358), L. 2014). Full text, State Employment Law Library ¶30-63,024.

The law relating to noncompete agreements has been amended to clarify that employers who require new employees to execute a noncompete agreement as a condition of employment must provide a copy of the agreement to the potential employee prior to the employee’s acceptance of an offer of employment. Noncompete agreements that have not been properly disclosed will be unenforceable against the employee; however, all other provisions of employment, confidentiality, nondisclosure, trade secret, intellectual property assignment, or other type of employment agreement or provision will remain in full force and effect (Ch. 289 (S. 351), L. 2014, effective July 28, 2014). Full text, State Employment Law Library ¶30-63,016a.

New Hampshire Posters

The New Hampshire Commission for Human Rights has issued a new poster that must be posted by businesses with places of public accommodation ().

Under the New Hampshire “Law Against Discrimination,” New Hampshire Revised Statutes 354-A, it is an unlawful discriminatory practice for the owner, lessee, proprietor, manager, superintendent, agent or employee of any place of public accommodation to discriminate based on age, sex, race, creed, color, marital status, physical or mental disability, national origin or because of a person’s sexual orientation.

Places of public accommodation include inns, taverns or hotels, restaurants, eating houses, public conveyances on land or water, bathhouses, barbershops, theaters, golf courses, sports arenas, health care providers, and music or other public halls, stores or other establishments that cater to or offer its services or facilities or goods to the general public. Public accommodation does not include, however, any institution or club which is in its nature distinctly private. Summaries, State Employment Law Library ¶30-9900.

Also, effective January 1, 2015, employers will be required to keep posted in a place accessible to employees notice that paying employees different wages for the same work based solely on sex is illegal under state and federal law (Ch. 227 (S. 207), L. 2013, enacted July 14, 2014). Summaries, State Employment Law Library ¶30-9900.

New Hampshire Same-Sex Marriage

The state has enacted a law providing that any legal union other than a marriage that provides substantially the same rights, benefits and responsibilities as a marriage that is legally contracted outside the state shall be recognized as a marriage in New Hampshire. In addition, any person in such legal union contracted outside the state may also marry the same party in New Hampshire without the dissolution of such legal union (Ch. 160 (S. 394), L. 2013, enacted and effective July 10, 2014). Summaries, State Employment Law Library ¶30-3100.

New Hampshire Social Media Privacy

Employers in New Hampshire will be prohibited from requiring employees or prospective employees to disclose their social media or email passwords under a new law enacted on August 1.

Effective September 30, 2014, House Bill 1407 states that no employer shall request or require that an employee or prospective employee disclose login information for accessing any personal account or service through an electronic communication device. Further, an employer cannot compel an employee or job applicant to add anyone, including the employer or the employer’s agent, to a list of contacts associated with an electronic mail account or personal account or require an employee or applicant to reduce privacy settings to enable a third party to view the contents of the account.

Employees are also protected from disciplinary action for refusing to comply with an employer’s request or demand to violate these privacy protections.

The law does not, however, limit an employer’s right to:

• Adopt and enforce lawful workplace policies governing use of the employer’s electronic equipment.

• Monitor use of the employer’s electronic equipment and email.

• Request or require an employee to disclose login information for access to (1) an account or service provided by virtue of the employee’s employment relationship with the employer or (2) an electronic communication device or online account paid for or supplied by the employer.

Employers would not be liable for inadvertently receiving an employee’s password or other authentication information through use of an electronic device or program that monitors an employer’s network or the use of employer-provided devices, as long as the employer does not use this information to access the employee’s personal accounts.

The law does not prohibit employers from obtaining information that is part of the public domain or from conducting investigations (1) to ensure compliance with applicable laws, regulatory requirements or prohibitions against work-related employee misconduct based on information about activity on an employee’s personal account or services received from an employee or other source or (2) of an employee’s actions based on receipt of specific information about the unauthorized transfer of an employer’s proprietary information, confidential information, or financial data to a personal online account or service by an employee or other source. The employer may require employee cooperation to share only the content that has been received by the employer, in order to make a factual determination. Additionally, the law does not prohibit employers from complying with state or federal laws, rules, regulations, case law or rules of self-regulatory organizations (Ch. 305 (H. 1407), L. 2014;

New Hampshire Wage Payment

The state’s law relating to wage deductions has been amended to permit charitable organizations to withhold from employee wages voluntary contributions to such charitable organization where the employee has given his or her written authorization (Ch. 59 (H. 1334), L. 2014). Full text, State Employment Law Library ¶30-46,009. Summaries, State Employment Law Library ¶30-1200.

In addition, effective January 1, 2015, employer notice, posting and recordkeeping requirements have been amended to require employers to keep posted in a place accessible to employees notice that paying employees different wages for the same work based solely on sex is illegal under state and federal law (Ch. 227 (S. 207), L. 2014). Full text, State Employment Law Library ¶30-46,011. Summaries, State Employment Law Library ¶30-1200.

New Jersey Background Checks

On August 11, 2014, New Jersey Governor Chris Christie put his mark of approval on the “Opportunity to Compete Act,” a so-called “ban-the-box” law that bars employers in the state from asking about an applicant’s criminal record during the initial employment application process. The stated purpose of the legislative measure, A1999, is “to improve the economic viability, health, and security of New Jersey communities and to assist people with criminal records to reintegrate into the community, become productive members of the workforce, and to provide for their families and themselves” – in other words, to give folks with criminal records a second chance in New Jersey. The Opportunity to Compete Act will take effect March 1, 2015

New York Background Checks

The state has amended its Public Health Law in relation to criminal history checks of prospective employees of adult homes, enriched housing programs or residences for adults (Ch. 94 (A. 5476), L. 2013, enacted July 22, 2014, and effective January 1, 2015). Full text, State Employment Law Library ¶33-23,600.33 and ¶33-23,600.34. Summaries, State Employment Law Library ¶33-9000.

New York Fair Employment Practices

New York Governor Andrew M. Cuomo has signed legislation intended to extend to unpaid interns the same civil rights protections afforded to paid interns.

Under the new law (Ch. 97 (A. 8201), L. 2013), which took effect immediately (July 22, 2014), employers may not discriminate against interns with respect to hiring, discharge, or terms or conditions of employment based on the intern’s age, race, creed, color, national origin, sexual orientation, military status, sex, disability, predisposing genetic characteristics, marital status, or domestic violence victim status. Employers are also prohibited from discriminating against interns based on the same protected classes with regard to applications for internships; advertising, application forms or application inquiries.

In addition, the law makes it an unlawful discriminatory practice for employers to engage in unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature to an intern when:

• submission to such conduct is made a term or condition of employment;

• submission to or rejection of such conduct by the intern is used as the basis for employment decisions affecting such intern; or

• such conduct has the purpose or effect of unreasonably interfering with the intern's work performance by creating an intimidating, hostile, or offensive working environment.

Employers are also prohibited from subjecting interns to unwelcome harassment based on age, sex, race, creed, color, sexual orientation, military status, disability, predisposing genetic characteristics, marital status, domestic violence victim status, or national origin, where the harassment has the purpose or effect of unreasonably interfering with the intern's work performance by creating an intimidating, hostile, or offensive working environment.

The new law also bars employers from compelling an intern who is pregnant to take a leave of absence, unless the intern is prevented by the pregnancy from performing the activities involved in the job or occupation in a reasonable manner. Full text, State Employment Law Library ¶33-20,025.02 and ¶33-20,025.063. Summaries, State Employment Law Library ¶33-2500.

Rhode Island Background Checks

The state has enacted a law requiring persons hired directly by a private school or public school department and contractual employees who have direct or unmonitored contact with children or students that are hired by a third party who has contracted with the private school or public school department to undergo a national criminal background check prior to or within one week of employment at the school (Ch. 408 (H. 7219), L. 2013, enacted and effective July 2, 2014). Full text, State Employment Law Library ¶41-23,600.01. Summaries, State Employment Law Library ¶41-9000.

In other legislation, the state has (1) expanded the type of criminal records check required for persons applying to be routine contact patient employees in a long-term facility or provider to include a national check; and (2) added to the offenses to which such checks shall cover. Additionally, a new chapter establishing an automated fingerprint identification system database has been added to the statutes (Ch. 399 (H. 7413), L. 2013, enacted July 2, 2014). Full text, State Employment Law Library ¶41-23,600.31; ¶41-23, 600.33; ¶41-23,600.35; ¶41-23,600.41; ¶41-23,600.43; ¶41-23,600.51; ¶41-23,600.53; ¶41-23,601.31—¶41-23,601.34.

Rhode Island Health Insurance Benefit Coverage

The state has extended coverage for enteral nutrition products to all recipients regardless of age. The $2,500 yearly cap for such coverage has also been repealed (S. 2505, L. 2013, enacted July 15, 2014). Summaries, State Employment Law Library ¶41-4000.

Rhode Island Prevailing Wage

The state’s law relating to payment of prevailing wages on public works contracts has been amended to increase jail time for violations. For misdemeanors, the penalty for violating the law or failing to comply has been increased from a fine of $500 to $1,000 and/or imprisonment of 10 to 90 days, to that of a fine of $500 to $1,000 and/or imprisonment of up to one year, for each separate offense, with each day of failure to pay wages due considered a separate and distinct violation.

In addition, penalties have been added for second and subsequent violations made by any corporation found to have willfully made a false or fraudulent representation on certified payroll records, making such a felony offense punishable by imprisonment of up to three years and/or a fine of $3,000.

Currently, the fine for a first violation of false or fraudulent representation on payroll records is a misdemeanor offense punishable by one year imprisonment and/or a fine of $1,000, with the added requirement of paying a civil penalty to the department of labor and training in an amount of $2,000 to $15,000 per representation (Ch. 413 (H. 7624), L. 2014, and by Ch. 449 (S. 2673), L. 2014). Full text, State Employment Law Library ¶41-50,016 and ¶41-50,019a.

Rhode Island Unemployment Insurance

Effective July 7, 2014, the UI maximum and minimum weekly benefit amounts are $566 (frozen at this amount since 2011) and $41, respectively. The maximum weekly benefit amount for an individual with five dependents is $707. Also effective July 7, 2014, the TDI maximum and minimum weekly benefit amounts are $770 and $74, respectively. The maximum weekly benefit amount for an individual with five dependents is $1,039. Summaries, State Employment Law Library ¶41-1700.

Rhode Island Wage Payment

The penalty for violating the state’s wage payment law has been amended to increase jail time for violations. The penalty for violating the law or failing to comply has been increased from a fine of up to $400 and/or jail time of 10 to 90 days to that of a fine of up to $400 and/or jail time of up to one year, for each separate offense, with each day of failure to pay wages due considered a separate and distinct violation (Ch. 413 (H. 7624), L. 2014, and by Ch. 449 (S. 2673), L. 2014, effective July 3, 2014). Full text, State Employment Law Library ¶41-46,023. Summaries, State Employment Law Library ¶41-1200.

South Carolina Unemployment Insurance

The maximum weekly benefit amount in South Carolina remains $326, effective July 1, 2014. Summaries, State Employment Law Library ¶42-1700.

Washington Minimum Wage

On July 22, 2014, the Port of Seattle Commission voted to increase wages and compensation for workers at Sea-Tac Airport. Effective January 2015, airfield support workers will earn an hourly minimum wage of $11.22; an hourly minimum compensation (including tips, healthcare, or other benefits) of $13.72; and paid leave (one hour per 40 hours worked). Effective January 2017, minimum hourly wages will increase to $13.00, and minimum compensation will increase to $15.50; thereafter, increases will be annual at the rate of inflation (Port of Seattle News Release, July 22, 2014, ). Summaries, State Employment Law Library ¶49-1000.

Washington Unemployment Insurance

The maximum weekly benefit amount in Washington beginning July 6, 2014, is $637, and the minimum weekly benefit amount is $151. Summaries, State Employment Law Library ¶49-1700.

Wisconsin Minimum Wage

The Milwaukee Common Council on July 22, 2014, adopted a substitute ordinance relating to city wage requirements. The ordinance establishes a minimum wage of $10.10 for all city employees, employees paid under city service contracts, or employees paid by developers receiving $1,000,000 or more of city financial support. The minimum wage will increase to $10.80 per hour on March 1, 2015. The hourly wage is to be calculated based on the average of the U.S. Department of Health and Human Services’ most recent poverty guideline for a family of four, as adjusted by the city clerk on March 1 of each year. Previously, the city’s minimum wage was $9.51 per hour. The Department of Employee Relations is to update the Salary Ordinance to implement the requirement for city workers beginning October 10, 2014 (Milwaukee Common Council Press Release, July 22, 2014, ; Council File No. 131627, July 22, 2014). Summaries, State Employment Law Library ¶51-1000.

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