{"id":5673,"date":"2025-01-15T11:50:48","date_gmt":"2025-01-15T17:50:48","guid":{"rendered":"https:\/\/www.employco.com\/blog\/?p=5673"},"modified":"2025-01-15T11:52:35","modified_gmt":"2025-01-15T17:52:35","slug":"hr-newsletter-state-legislative-updates-24","status":"publish","type":"post","link":"https:\/\/www.employco.com\/blog\/2025\/01\/15\/hr-newsletter-state-legislative-updates-24\/","title":{"rendered":"HR Newsletter: State Legislative Updates"},"content":{"rendered":"\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/December20_State-and-Local-Updates.png\" alt=\"\"\/><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>2025 State Overtime Salary Levels<\/strong> &#8211; Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. However, under these laws, employees who work in an executive, administrative, or professional (EAP) capacity are exempt from overtime pay if they satisfy, among other things, the salary level requirements for their exemption. While these salary levels apply in most U.S. jurisdictions, some states have adopted EAP salary levels higher than the ones required by the FLSA. These states are: Alaska, California, Colorado, Maine, New York, and Washington.<\/p>\n\n\n\n<!--more-->\n\n\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/January2025_1-State-Overtime-Salary-Levels.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">HR Compliance Overview<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.employco.com\/PDFs\/January2025_1-State-Overtime-Salary-Levels.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/January2025_1-State-Overtime-Salary-Levels-PDF.jpg\" alt=\"HR Compliance Overview\"\/><\/a><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_3b617127-fecb-4ccd-8464-a4f2487deb3f\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>Colorado FAMLI Rules Include Employer Penalties<\/strong> &#8211; The Colorado Department of Labor and Employment recently issued <a href=\"https:\/\/drive.google.com\/file\/d\/1SXYNOOmCNYMq46RENTmb7yG2q9lCc2W4\/view\" target=\"_blank\" rel=\"noreferrer noopener\">rules<\/a> addressing the coordination of benefits and reimbursement of advance payments under the state family and medical leave insurance program, \u201cFAMLI.\u201d The rules address the interplay between FAMLI benefits and other leave benefits, such as workers\u2019 compensation, unemployment, and employer-provided paid leave. Importantly, the rules establish a penalty structure for employer violations. The rules take effect Jan. 1, 2025.<\/p>\n\n\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/January2025_2-Colorado.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Colorado Legal Update<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.employco.com\/PDFs\/January2025_2-Colorado.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/January2025_2-Colorado-PDF.jpg\" alt=\"Colorado Legal Update\"\/><\/a><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"wp-block-ub-divider ub_divider ub-divider-orientation-horizontal\" id=\"ub_divider_6847d783-8822-40d3-8c69-d80028a2d529\"><div class=\"ub_divider_wrapper\" style=\"position: relative; margin-bottom: 2px; width: 100%; height: 2px; \" data-divider-alignment=\"center\"><div class=\"ub_divider_line\" style=\"border-top: 2px solid #000000; margin-top: 2px; \"><\/div><\/div><\/div>\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong>Connecticut Issues FAQs on New Paid Sick Leave Requirements<\/strong> &#8211; The Connecticut Department of Labor has issued <a href=\"https:\/\/portal.ct.gov\/dol\/-\/media\/dol\/2022-new-design-system\/divisions\/wage-and-workplace-standards\/psl-faqs-effective-1-1-25.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">answers to frequently asked questions<\/a> (FAQs) about the expanded paid sick leave (PSL) requirements that take effect in the state starting Jan. 1, 2025. The department has also <a href=\"https:\/\/portal.ct.gov\/dol\/knowledge-base\/articles\/wage-and-workplace-standards\/paid-sick-leave?language=en_US\" target=\"_blank\" rel=\"noreferrer noopener\">created<\/a> a workplace poster and written employee notice, which employers must provide by Jan. 1. Other PSL resources are also available on the department\u2019s website.<\/p>\n\n\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#a41919\" class=\"has-inline-color\">Read more<\/mark><\/strong>: <a href=\"https:\/\/www.employco.com\/PDFs\/January2025_3-Connecticut.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">Connecticut Legal Update<\/a><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.employco.com\/PDFs\/January2025_3-Connecticut.pdf\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/www.employco.com\/images\/newsletter\/HR\/Blog\/January2025_3-Connecticut-PDF.jpg\" alt=\"Connecticut Legal Update\"\/><\/a><\/figure>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>2025 State Overtime Salary Levels &#8211; Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. However, under these laws, employees who work in an executive,&hellip;  <\/p>\n<p class=\"more-link\"><a href=\"https:\/\/www.employco.com\/blog\/2025\/01\/15\/hr-newsletter-state-legislative-updates-24\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[31],"tags":[],"class_list":["post-5673","post","type-post","status-publish","format-standard","hentry","category-hr-newsletter"],"featured_image_src":null,"author_info":{"display_name":"Employco USA","author_link":"https:\/\/www.employco.com\/blog\/author\/employcousa\/"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>HR Newsletter: State Legislative Updates - Employco Blog<\/title>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/www.employco.com\/blog\/2025\/01\/15\/hr-newsletter-state-legislative-updates-24\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"HR Newsletter: State Legislative Updates - Employco Blog\" \/>\r\n<meta property=\"og:description\" content=\"2025 State Overtime Salary Levels &#8211; Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. 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Under federal and state laws, employers must compensate their employees with 1.5 times their regular rate of pay for any hours of overtime work. However, under these laws, employees who work in an executive, administrative, or professional (EAP) capacity are exempt from overtime pay\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5622,"url":"https:\/\/www.employco.com\/blog\/2024\/12\/19\/hr-newsletter-2025-state-minimum-wage-rates\/","url_meta":{"origin":5673,"position":1},"title":"HR Newsletter: 2025 State Minimum Wage Rates","author":"Employco USA","date":"December 19, 2024","format":false,"excerpt":"The minimum wage rate is expected to change in 2025 in the following states: Alaska, Arizona, California, Colorado, Connecticut, Delaware, District of Columbia, Florida, Illinois, Maine, Michigan, Minnesota, Missouri, Montana, Nebraska, New Jersey, New York, Ohio, Oregon, Rhode Island, South Dakota, Vermont, Virginia, and Washington. Certain areas of states (e.g.,\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":4080,"url":"https:\/\/www.employco.com\/blog\/2022\/07\/14\/hr-newsletter-proposed-overtime-rule-expected-in-october\/","url_meta":{"origin":5673,"position":2},"title":"HR Newsletter: Proposed Overtime Rule Expected in October","author":"Employco USA","date":"July 14, 2022","format":false,"excerpt":"In its recent spring regulatory agenda, the U.S. Department of Labor (DOL) announced its plans to issue a proposed overtime rule in October 2022. According to the agency\u2019s regulatory agenda, this proposed rule is expected to address how to implement the exemption of executive, administrative and professional employees from the\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"Proposed Overtime Rule Expected in October","src":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=350%2C200&ssl=1 1x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=525%2C300&ssl=1 1.5x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=700%2C400&ssl=1 2x, https:\/\/i0.wp.com\/www.employco.com\/images\/newsletter\/HR\/Blog\/September20_DOL.jpg?resize=1050%2C600&ssl=1 3x"},"classes":[]},{"id":5340,"url":"https:\/\/www.employco.com\/blog\/2024\/04\/18\/hr-newsletter-preparing-for-the-dols-new-overtime-rule\/","url_meta":{"origin":5673,"position":3},"title":"HR Newsletter: Preparing for the DOL&#8217;s New Overtime Rule","author":"Employco USA","date":"April 18, 2024","format":false,"excerpt":"In early March 2024, the U.S. Department of Labor\u2019s (DOL) proposed overtime rule, announced in August 2023, entered its last stage of review. Publication of the final rule is expected soon. The rule would amend the requirements that employees in certain white-collar occupations must satisfy to qualify for an overtime\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5369,"url":"https:\/\/www.employco.com\/blog\/2024\/05\/23\/hr-newsletter-new-overtime-rule\/","url_meta":{"origin":5673,"position":4},"title":"HR Newsletter: New Overtime Rule","author":"Employco USA","date":"May 23, 2024","format":false,"excerpt":"On April 23, 2024, the U.S. Department of Labor (DOL) announced a final rule to amend current requirements employees in white-collar occupations must satisfy to qualify for an overtime exemption under the Fair Labor Standards Act (FLSA). The final rule will take effect on July 1, 2024. Increased Salary Level\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]},{"id":5615,"url":"https:\/\/www.employco.com\/blog\/2024\/12\/19\/hr-newsletter-the-future-of-the-overtime-salary-threshold\/","url_meta":{"origin":5673,"position":5},"title":"HR Newsletter: The Future of the Overtime Salary Threshold","author":"Employco USA","date":"December 19, 2024","format":false,"excerpt":"On Nov. 26, 2024, the U.S. Department of Labor (DOL) filed a notice of appeal seeking to overturn the recent decision by the U.S. District Court for the Eastern District of Texas that vacated the DOL\u2019s final rule. The final rule amended requirements that employees in white-collar occupations must satisfy\u2026","rel":"","context":"In &quot;HR Newsletter&quot;","block_context":{"text":"HR Newsletter","link":"https:\/\/www.employco.com\/blog\/category\/employco-in-the-news\/hr-newsletter\/"},"img":{"alt_text":"","src":"","width":0,"height":0},"classes":[]}],"_links":{"self":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5673","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/comments?post=5673"}],"version-history":[{"count":3,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5673\/revisions"}],"predecessor-version":[{"id":5676,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/posts\/5673\/revisions\/5676"}],"wp:attachment":[{"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/media?parent=5673"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/categories?post=5673"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.employco.com\/blog\/wp-json\/wp\/v2\/tags?post=5673"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}