Aside from minimum wage increases, the calendar is replete with different changes on a seemingly monthly basis that you need to be aware of. Among these, we would point out that a change in employment law took effect yesterday in the Commonwealth of Virginia imposing a requirement that most employers must now include information in employee handbooks about reasonable accommodations for persons with disabilities and provide information directly to any employee within 10 days of notice of a disability. This change mirrors another that was effective July 1, 2020 relating reasonable accommodation within 10 days of an employer being notified that an employee is pregnant. And, as we advised you a few weeks ago, new overtime rules became effective in Virginia yesterday as well. Elsewhere, Connecticut recently added a lactation law that requires employers to make reasonable efforts to provide a room or location where employees can express breast milk in private. The law, which takes effect on October 1, 2021 also mandates that the area be free from intrusion, shielded from the public, near a refrigerator or cold storage device in which breast milk can be stored and it must have an electrical outlet. And, one small section in the state budget requires employers within the Nutmeg State to provide all employees with two hours of unpaid time off to vote. Interestingly, this requirement is only in effect from now until June 30, 2024. At the other end of the political spectrum, Texas expanded the reach of its laws allowing claims of sexual harassment against employers by lowering the employee count threshold from the previous 15 employees to as few as only one employee. In addition, the new law also provides for liability for those who act “directly in the interests of an employer in relation to an employee”, opening the door for individual liability on a manager or supervisor. This legislation, which Governor Abbott has already signed into law, becomes effective on September 1, 2021. And finally, in the context of COVID-19 vaccinations, Montana added vaccination status to its list of protected classes in May, effectively removing the possibility of an individual being discriminated against on the basis of vaccination status; while Governor Brian Kemp of Georgia signed an Executive Order prohibiting state agencies from making vaccination a condition of employment but also prohibiting private employers from accessing or using state data from the Georgia Registry of Immunization Transactions and Services for employment purposes.