As we turn the calendar today July 1, 2022, are a number of employer obligations become effective around the country that employers need to be aware of. In Maryland, employers of 50 or more workers are required to submit a report to the Maryland Commission on Civil Rights regarding any sexual harassment settlements they’ve entered into within the past two years. The obligation results from the Disclosing Sexual Harassment in the Workplace Act passed back in 2018. That law required employers to file two separate reports – the first in 2020, and an updated one by today, July 1. The latter report is to identify the number of settlements reached after an allegation of sexual harassment, the number of times the employer has paid a settlement over the past ten years and the number of agreements requiring confidentiality of a settlement. The New Mexico Healthy Workplaces Act becomes effective today all private employers to provide all employees with one hour of paid sick leave for every 30 hours worked. Employees may use the sick leave for themselves or to care for a family member after making a “reasonable effort to provide oral or written notice of the need for such sick leave” and may carry over any accrued, unused sick leave up to 64 hours in a 12-month period. And next week, on July 6, Ohio’s new overtime law will become effective more closely aligning the Buckeye State with the federal Fair Labor Standards Act (FLSA) as relates employer overtime obligations.