Requires employers, including nonprofits, with 10 or more employees to disclose the wage range for public or internet job postings; allows employers to pay outside the stated wage range when market conditions, employee qualifications, or other factors dictate; sets $500 maximum penalty for violations.

Prohibits any business, including nonprofits, from refusing to provide any service, product, admission, or transportation because the person has or has not received or used a medical intervention; prohibits any business, including nonprofits, from requiring medical intervention as a term of employment; prohibits schools from mandating medical intervention. UPDATE - new status.

Requires employers to include the hourly or salary compensation range and a general description of the benefits or other compensation, in all job postings; applies to employers with more than 25 employees; exempts temporary, interim, or acting job opportunities that require an immediate hire; provides special rules for jobs paid on commission or tips, or covered by a collective bargaining agreement; requires employers to keep records of job descriptions and pay rates for at least three years; exempts third parties who repost vacancy announcements, and provides that employers are not liable for repostings published without their consent; provides enforcement mechanisms.

Prohibits employers from requiring employees to participate in mandatory meetings or communications where the primary purpose is to communicate the employer's opinion about religious or political matters, and prohibits employers from punishing employees for refusing to participate; exempts religious employers where the meetings or communications are religious; excludes other meetings or communications that are voluntary or necessary for an employee's job duties; provides penalties up to $5,000 per violation.

Permits an individual to claim an exemption from an immunization requirement for employment if there is not a vaccine available to fulfill the requirement that meets certain requirements. "Dead" because of timelines.

Expands civil rights protections to prohibit discrimination in public places and employment on the basis of sexual orientation, gender identity, or gender expression. "Dead" because of timelines.

Requires all employers to disclose the salary or salary range in vacancy announcements; prohibits employers from asking prospective employees about previous compensation; requires conspicuous posting of new disclosure requirements; prohibits whistleblower retaliation and provides for whistleblower damages; provides for penalties up to $2,000 per day for violations.

Requires all employers to disclose the salary or salary range in vacancy announcements; prohibits employers from asking prospective employees about previous compensation; requires conspicuous posting of new disclosure requirements; prohibits whistleblower retaliation and provides for whistleblower damages.

Reduces the overtime-exempt salary minimum for small nonprofits and small businesses with fewer than 50 employees at any one location to 1.5 times the minimum wage for salaried employees that meet the duties test.

Applies the Virginia Human Rights Act to all employers with more than 5 employees.