UPDATE Connecticut: Leave for Family or Domestic Violence
We are updating this policy to remove outdated information.
UPDATE: California Discrimination, Harassment and Retaliation Prevention
Cal. S.B. 1137 (2024) clarified that the Employment and Housing Act (FEHA) prohibit discrimination on the basis not just of individual protected traits, but also on the basis of the intersectionality (e.g., combination) of two or more protected traits. We have updated this policy accordingly.
UPDATE: Massachusetts Earned Sick Time
Effective November 21, 2024, leave may be taken to address issues associated with reproductive loss. We have updated this policy accordingly.
NEW Montana: Probationary Period (Addendum to Introductory Period Policy)
We have added this optional policy to allow employers whose introductory period that is less than 12 months to maximize the period of at-will employment.
NEW Montana: Payment of Wages upon Separation
We have added this optional policy to allow employers to avoid the general obligation to pay final wages immediately to those separated for cause or laid off from employment.
UPDATE: Paid Holidays
We have updated the questionnaire to provide for a choice between Columbus Day and Indigenous People's Day. Neither holiday has to be chosen, but both cannot.
UPDATE Publicity/Statements to the Media
We have updated this policy for textual consistency to further clarify that the prohibition is limited to speaking on behalf of the company.
New Mexico Pregnancy Accommodations
We have updated this policy to revise the information contained in the “Explain this to me” notes related to notice requirements unrelated to handbook policies. We have also revised the notes and policy for stylistic consistency.
UPDATE: New York Jury Duty Leave
We have updated the logic underlying this policy to ensure that it only populates for employers with 10 or more employees nationally.
UPDATE Rhode Island: Paid Temporary Caregiver Insurance Benefits and Leave
We are updating this policy to reflect increases in the maximum number of weeks to which employees are eligible effective in 2025 and 2026. We are also making additional stylistic edits for consistency.