Following Chicago's last-minute changes to its much-discussed Paid Leave Ordinance, Cook County has joined the recent flurry of legislating in Illinois to amend its own leave requirements.

In welcome news for employers, the Chicago City Council passed an amendment to the new Chicago Paid Leave and Paid Sick and Safe Leave Ordinance, which will delay implementation of paid leave requirements from December 31, 2023, to July 1, 2024.

Oregon has three separate minimum wages that vary based on work location and inflation (as applicable), which are labeled Portland Metro, Standard, and Nonurban.

Alaska's minimum wage will increase to $11.73 per hour, effective January 1, 2024, from the current minimum wage of $10.85 per hour. This represents an increase of $0.88, or approximately 8.1%. Minimum salaries for certain exempt employees will also rise on January 1, 2024.

Colorado's state minimum wage will increase to $14.42 per hour beginning January 1, 2024. However, Colorado employers should be aware that municipalities within Colorado will also be increasing their minimum wage above the state's minimum wage.

Multiple new laws will take effect in Washington state beginning January 2024, bringing changes to the state's minimum wage laws and adding requirements under the state's Paid Sick Leave Law.

The National Labor Relations Board and Occupational Safety and Health Administration executed a Memorandum of Understanding on October 31, 2023, that will help facilitate interagency coordination and cooperation. The goal of this partnership is to strengthen health and safety protections for workers.

The city of Chicago approved the Chicago Paid Leave and Paid Sick and Safe Leave Ordinance on November 9, 2023, providing all employees working in the city with up to five annual days of paid leave that can be used for any purpose and five annual days of paid sick leave that can be used for specified purposes.

The Arizona Court of Appeals recently held in Papias v. Parker Fasteners LLC that a discharged employee could proceed with his retaliation claim against his former employer. The employee alleged that he had been terminated when he attempted to use earned paid sick time under Arizona's Fair Wage and Healthy Family Act.

Recently, in Matthews v. City of Tempe, 2023 WL 6880652, the Arizona Federal District Court considered whether an employer discriminated against a former employee when it denied him an opportunity to telecommute on certain days but allowed female employees to take advantage of remote work.