The Arizona and Colorado Legislatures are open, and while it is very early in the process, there are already several bills of interest to employers. Following is a brief summary.
HB18-1001 would create the Family and Medical Leave Insurance (FAMLI) program in the Department of Labor and Employment to provide partial wage-replacement benefits to eligible individuals who take leave from work to care for a new child, a family member with a serious health condition, or the employee’s own serious health condition. The bill would be funded by a premium on employee wages.
HB18-1030 would prohibit an employer from requiring any person, as a condition of employment, to become or remain a member of a labor organization or to pay dues, fees, or other assessments to a labor organization or related organization. Any agreement that violates these prohibitions or the rights of an employee would be void.
HB18-1033 would allow an employee to take leave to vote, register to vote, obtain a ballot or replacement ballot, or obtain documents or identification necessary to vote or register. For a general, primary, or coordinated election, the bill would allow an employee to take the leave on any day that polling locations are open. For all other elections, the bill would allow the employee to take the leave on any day during the eight days prior to—including the day of—the election. An employer could deny a request for leave if the employee had three consecutive non-work hours during the hours the employee was entitled to take the leave. Currently, an employee may take leave for a period of time to vote in an election on the day of the election.
SB18-044 would allow private employers to give preference to veterans when hiring, promoting, and retaining employees as long as the veterans are equally as qualified as other individuals. The bill clarifies that employers who adopt a program that gives preferences to veterans are not committing a discriminatory or unfair labor practice.
HB 2009 would create workforce training and housing subsidies for unemployed/displaced workers until 2028.
HB 2020 would make void and unenforceable any confidentiality agreement that restricts the disclosure of factual information related to sexual assault or sexual harassment, including factual information that is related to an allegation of attempted sexual assault or sexual harassment.
HB 2077 would establish a public-employee labor board and set rules for collective bargaining.
HB 2224 would make it unlawful for an employer to screen a prospective employee based on the prospective employee’s previous wage or salary history, including benefits or other compensation. It would also make it illegal to retaliate against any employee or prospective employee for opposing or testifying about violations of the statute, should it become law. Similarly, HB 2353 would make it illegal for a state agency head to ask an applicant to provide the applicant’s wage history.
Employers Council will continue to follow bills of interest to members.