Each year, LP’s Employment & Executive Compensation Practice Group is pleased to provide a short checklist of steps that all companies should consider taking to measure their readiness for the coming year. We hope that you find our 2023 Employment Law Checklist to be a helpful guide to best practices for the year ahead.

• Schedule Anti-Harassment Training! Anti-harassment training is always a good idea, but recent changes to the law make it mandatory in many jurisdictions. In Chicago, employers now need to conduct THREE hours of training in every July 1 to June 30 each year (two for rank-and-file employees and a third for managers). Elsewhere in Illinois, in California, and in some other jurisdictions, employers are required to conduct anti-harassment training annually or bi-annually. Get anti-harassment training on the calendar early to maximize attendance and make sure that leadership emphasizes the importance of trainings, attends and actively participates. If you are interested, we invite you talk to us about the trainings we offer.
• Ensure Job Postings Comply with New Pay Disclosure Requirements. California, New York City, and Washington State have joined Colorado in requiring some or all employers to disclose wage ranges in job postings. Notably, these requirements include jobs that may be performed remotely in these states. Additionally, Rhode Island joins a growing list of states that require disclosure of the salary range for a position upon request. It’s...

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