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Employment Law Update 2024: New Employment Laws for the New Year (Part 1 of 2)

Many states, as well as federal agencies enacted legislation that every employer should be aware of. Below is a list of federal and state law changes that should be reviewed by all employers.

OSHA Final Rule on Workplace Injury and Illness Reporting Requirements (29 CFR1904)

This amends recordkeeping and reporting requirements to require certain employers to electronically submit injury and illness information to OSHA. Effective January 1, 2024.

NLRB Final Joint Employer Rule

The Rule defines joint employment under the National Labor Relations Act (NLRA). Two (2) or more employers may be considered joint employers under the NLRA, when they share or codetermine matters that govern an employees’ essential terms and conditions of employment. Effective February 26, 2024

California AB1076

Voids noncompete agreements in an employment context that does not satisfy one of the exceptions. The law requires employers to notify current and former employees in writing by February 14, 2024, that a noncompete that is applied to them is now void. Effective January 1, 2024

California SB699

Prohibits employers from entering into or attempting to enforce noncompete agreements, which are void under state law, regardless of where and when the contract was signed. Effective January 1, 2024

California AB1355

Allows employers to email employees’ statements of earned income tax credits and unemployment benefits with employees’ written consent and prohibits employers from taking adverse action against employees who opt out of receiving electronic statements. Effective January 1, 2024

California AB933

Establishes that complaints and related communications regarding sexual assault, harassment, or discrimination are privileged, and therefore protected from civil actions, such as defamation suits. Effective January 1, 2024

California SB365

Provides that an appeal from an order dismissing or denying an employer’s petition to compel arbitration does not automatically stay trial court proceedings. Effective January 1, 2024

California SB497

Creates a rebuttable presumption against an employer in a claim by an employee or applicant for discrimination, retaliation or adverse action, within 90 days of their protected conduct, including complaints of unequal pay, and creates a civil penalty of up to $10,000 for each violation. Effective January 1, 2024

Colorado Proposition 122 (Ballot Measure)

Decriminalizes the use or possession of certain natural psychedelic medicines, including psilocybin and psilocin, the psychoactive chemicals in psychedelic mushrooms, but does not require employers to permit or accommodate the use of natural psychedelic medicines in the workplace. Effective January 1, 2024

Connecticut SB 1103

Enacts new rules pertaining to artificial intelligence, automated decision-making, and data privacy. Establishes an Office of Artificial Intelligence and a taskforce to study AI and develop an AI bill of rights. Requires the Department of Administrative Services to inventory AI systems in use by any state agency. Effective January 1, 2024

The new law changes are complex. Employers should consult with an employment law firm in order to ensure they are in compliance.


About Us
Oberman Law Firm represents clients in a wide range of practice areas, including private equity, M&A, healthcare, corporate transactions, intellectual property, data privacy and security, regulatory compliance and governance, cross-border transactions, labor and employment, construction law, litigation, private clients’ services, corporate restructuring, and white-collar and governmental disputes.

As a firm, we offer the highest quality legal advice coupled with extraordinary and tailored service to deliver exceptional results to our clients. Our philosophy is to invest deeply in the brightest legal talent and build dynamic teams that operate at the pinnacle of respective practice areas. We believe in empowering our attorneys, encouraging entrepreneurialism, operating ethically and with integrity, and collaborating to bring the very best to every client engagement. These principles have guided us in building extraordinary and successful long-term partnerships with our clients.

Stuart J. Oberman is the founder and President of Oberman Law Firm. Mr. Oberman graduated from Urbana University and received his law degree from John Marshall Law School. Mr. Oberman has been practicing law for over 30 years, and before going into private practice, Mr. Oberman was in-house counsel for a Fortune 500 Company. <strong><a href="https://obermanlaw.com/people/stuart-j-oberman/"><span style="color: #0059b8;">Read More =></span></a></strong>