We previously reported (see the April 2010 issue of the Immigration eAuthority) on Utah’s law that requires businesses with more than 15 employees to use E-Verify (or another status verification system, such as the Social Security Number Verification Service) to verify the employment authorization eligibility of newly-hired employees effective July 1, 2010. However, Utah Governor Gary Herbert announced at the time he signed the bill that he intended to call the legislature into session to make compliance with the Verification of Employment Eligibility law (SB 251) voluntary for one year. Governor Herbert subsequently decided not to call for the special legislative session and the law will thus go into effect next week. The law does not define a penalty for failure to comply. Under the law, employers may register with the Utah Department of Commerce to certify compliance, though no specific registration process has been defined.
On April 4, 2016, Governor Brown—as expected—signed a bill to raise the state minimum wage rate to $15.00 per hour by 2022. The new law will increase the minimum wage for large and small businesses according to two schedules. It will also have the effect of increasing the minimum exempt salary requirement for exempt California employees.
On December 3, 2019, the U.S. Senate Committee on Health, Education, Labor and Pensions (HELP) unanimously approved President Donald Trump’s two nominees to the Occupational Safety and Health Review Commission.
In March 2012, the California Fair Employment and Housing Commission (FEHC) proposed new and amended regulations addressing employers’ obligations and employees’ rights and responsibilities regarding pregnancy under the California Fair Employment and Housing Act (FEHA). After public comment and some revisions, the agency’s regulations became effective December 30, 2012. They can be found at Title