LITIGATION TRENDS 2024 | 51 T O C E M P A N T I I P C A P R O W C C O N T A C T I N T A P P P A T C C L S E C 50 | Weil, Gotshal & Manges LLP Employment E M P employee or their relatives) for every 30 hours worked, up to 48 hours annually. ■ Seattle, WA mandated that appbased workers must accrue at least 1 day of paid time off for every 30 days that the worker makes at least 1 “work-related stop” in Seattle. Additionally, a number of states enacted new legislation entitling employees to leave for less-traditional reasons: ■ In California, employees may now take 5 days of unpaid leave following a “reproductive loss event,” including a failed adoption or surrogacy, miscarriage, stillbirth, or unsuccessful assisted reproduction. ■ Louisiana now requires employers to provide employees with a 1-day unpaid leave of absence to receive medically necessary genetic testing and cancer screening. ■ Illinois now requires employers to provide a minimum of 40 hours of annual paid leave that employees can use for any reason; certain employers in Illinois must also offer between 6 - 12 weeks of unpaid leave for employees who lose a child to suicide or homicide and up to 10 days’ paid leave for organ donation (in addition to the 40 hours of paid leave to which Illinois employees are entitled). In sum, employers should review and, as applicable, revise their nondisclosure and non-disparagement agreements, anti-discrimination policies, and leave policies to ensure compliance with new state and local legislation and continuously evolving employee workplace protections.
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