This act put into law major components of legislation necessary to implement the state education, labor, housing and family assistance budget for the 2016-2017 state fiscal year. This includes a statewide $15 minimum wage plan, affecting both small and large businesses, allowing for geographical specification. Additionally, this act created a 12-week paid family leave policy, which will entitle employees to be eligible for 12 weeks of paid family leave when caring for an infant, a family member with a serious health condition or to relieve family pressures when someone is called to active military service.

This act establishes pay equity. It states that no employer shall discriminate in any way on the basis of gender in the payment of wages, or pay any person in its employ a salary or wage rate less than the rates paid to its employees of a different gender for comparable work

The intent of this act is to declare that a person who is work authorized is eligible to obtain a professional or commercial license in order to practice his or her profession. For the purposes of obtaining a license, section 202(c)(2)(B)(i) through (ix) of the federal REAL ID Act of 2005, Public Law 109-13 enumerates the categories of work authorized individuals who may demonstrate lawful presence under Neb. Rev. Stat. 4-108 for the purposes of obtaining a professional or commercial license. The categories of eligible individuals exactly mirrors the population that were granted eligibility to secure a motor vehicle operator's license or state identification card in 2015 through LB 623. Permits the state to issue professional and commercial licenses to immigrants with temporary legal status.

This act changes Oregon's wage system. It requires specific record-keeping and provision of regular pay stubs, in addition to prohibiting contractors, subcontractors, or their agents from paying employees below the prevailing wage rate for public works projects.

This act sought to establish and protect Nebraska employees' right to voluntarily disclose their own wages. The bill also preserves Nebraska employers' right to preserve proprietary information, trade secret information, and other legally privileged information. Additionally, this bill creates a civil cause of action whereby a Nebraska employee may assert their established right to voluntarily disclose their own wages.

This act changed the minimum wage in several areas of Oregon. These increases were to hourly rates of $14.75 in Portland, $13.50 in midsize counties, and $12.50 in rural areas by 2022.

This act requires community colleges without collective bargaining agreements to adopt minimum standards for the treatment of part-time temporary faculty. It specifically includes due process and seniority rights for the aforementioned faculty.

This act makes it illegal for employers to retaliate against employees who inquire about or disclose wage information. Specifically, this act makes imposing disciplinary actions such as to discharge, demote, suspend, discriminate, or retaliate against that employee an unlawful employment practice.

This act requires employers with 10+ employees (6+ in Portland) to provide paid sick time for employees to use for several reasons. These protected reasons include to use for their own illnesses, to care for an ill family member, to care for a new child, to deal with the death of a family member, for reasons related to domestic violence, harassment, sexual assault or stalking, or for reasons related to a public health emergency.

This act requires employers to provide reasonable accommodations related to an employee's pregnancy, childbirth, or a related medical condition so long as such accommodations do not disrupt or place an undue hardship on the employer's normal operations. There are exceptions to this provision, such as if the treatment would endanger the health or safety of an individual, could contradict a business necessity of the employer, and considerations for the size of the employer's business.