Issue link: https://read.uberflip.com/i/1490815
Global QMR Q4 2022 | 11 North America Latin America Strategic Update on Americas In the United States, several states will install new labor laws and amendments in 2023 including: • California's amendment to the Pay Transparency Law will require employers to provide the pay scale for any job applicant or current employee upon request. And employers with more than 14 employees must include the pay scale for a position in any job posting, including those positions listed on third-party sites. Employers will also need to maintain records identifying the job title and wage rate history for each employee throughout their time at the company. • In Colorado, employees who meet the eligibility requirements will now be able to receive 12 weeks of paid family and medical leave funded through a payroll tax paid by both employers and employees in a 50/50 split. The paid leave needs to be funded before any employee is able to take the leave. Employers and employees will start paying into Paid Family and Medical Leave in 2023, and the earliest workers will be able to take this paid leave is January 1, 2024. • While New York already has an established Paid Family Leave, as of January 1, 2023 the list of family members for whom eligible workers can take Paid Family Leave to care for will include siblings with serious health conditions. This includes biological siblings, adopted siblings, step-siblings, and half-siblings. The family members requiring care will not have to live in the state of New York. • Argentina's monthly minimum wage is planned to increase three time in 2023. The monthly wage is to be 61,953 Argentine pesos (US$371.04) per month on December 1, 2022, 65,427 Argentine pesos on January 1, 2023, 67,743 Argentine pesos on February 1, 2023, and 69,500 on March 1, 2023. • Effective January 1, 2023, employees in Mexico are entitled to more vacation days. Employees with one to five years of seniority will enjoy 6 more days of vacation entitlement. Previous vacation entitlement for employees with one, two, three, four and five years of seniority was 6, 8, 10, 12 and 14 days, respectively. The new legislation will require employers to raise those vacation-day tallies to 12, 14, 16, 18 and 20 days, respectively. Employees at the top of each seniority bracket (10, 15, 20, 25 and 30 years) will see an increase of 6 days, while all others within the seniority bracket will enjoy 8 more vacation days. Additionally, the reform contemplates that the employee should be entitled to a vacation period of at least 12 continuous days unless the employee decides otherwise. • In September 2022, Brazil's Congress approved amendments to the Labor Code to regulate remote working. The amendments include an expanded definition of remote work, rules governing working hours and overtime for remote workers, requirements in the event of returning to the office, and, on a different note, new rules for providing meal/food vouchers.