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With expanded legal protections and the risk of costly penalties, Virginia employers must revisit how they use restrictive covenants, particularly with non-exempt workers. This amendment reflects a continued shift in legislative and regulatory focus toward employee mobility and fairness in the post-employment landscape.

The Second Circuit’s decision in Tudor v. Whitehall Central School District reinforces that the ADA protects not just productivity, but dignity, inclusion, and well-being. Employers must move beyond a narrow view of accommodations and adopt a more holistic, employee-centered approach to disability inclusion.

Whether or not Proposition A is modified later this year, its sick leave provisions are set to become law in just a few weeks. Failure to comply could result in penalties, lost employee trust, and increased legal risk. Stay ahead of the curve by taking steps now to align your policies, practices, and communications with the law as written.