DE Under 3: FAR Council's Latest Proposed Rule & OFCCP's 10 New FAQs on Compensation History
DE Under 3: OFCCP’s Unlawful Discrimination Allegations Stair-Step Down in FY 2022
#WorkforceWednesday: Pay Data Collection Study, Colorado Non-Compete Restrictions, D.C. Circuit Vacates Browning-Ferris - Employment Law This Week®
Hot Spots in Employment Law 2022
The Future of Pay Equity
Is the #MeToo Movement Over? - Employment Law This Week® - Trending News
#WorkforceWednesday: Component 2 Pay Data Shutdown, CDC Coronavirus Guidance, and California Employers Fight Back - Employment Law This Week®
Developments in New York State Labor and Employment Law – What You Need to Know in 2020
I-18- DC Update on Joint Employer and OT Issues, and Part 1 of an Expert Interview on Pay Equity Audits
New Jersey’s far-reaching pay transparency law is about to take effect – is your business ready to comply? Starting June 1, covered employers, including certain businesses outside of the state, must disclose compensation and...more
On January 1, 2025, amendments to the Illinois Equal Pay Act will add Illinois to the list of states requiring employers to align with pay transparency and promotion posting requirements. Most employers in Illinois will be...more
On November 18, 2024, Governor Phil Murphy signed into law A4151/S2310, which will require employers to provide pay transparency for employment opportunities advertised internally or externally to the general public. The new...more
The New Jersey legislature recently built on its 2019 efforts to increase pay-related protections for job applicants and current employees. Most employers will now be required to disclose pay ranges in their job postings and...more
In line with several other states and localities with pay transparency laws, New Jersey has joined the ranks by enacting a law that will require employers to share salary information in job postings. Effective June 1, 2025,...more
New Jersey is poised to join the growing list of states requiring employers to include the range of the hourly wage or salary in postings for new jobs or transfer opportunities. Senate Bill 2310 requires most businesses to...more
Pay transparency is one of the hottest trends impacting the workforce today. It affects all aspects of workplace relationships – including hiring, recruitment, and retention efforts; supervision and leadership; and...more
Real World Impact: The New Jersey legislature has passed a bill that, if signed, would require covered employers to disclose the compensation range and general description of benefits and other compensation programs for any...more
On July 31, 2024, Massachusetts became the latest state to pass a pay transparency law, titled the “Frances Perkins Workplace Equity Act” (the Act), joining four states and numerous municipalities that have enacted similar...more
On 31 July 2024, Massachusetts Governor Maura Healey signed into law the Act Relative to Salary Transparency (the Act). The Act has been touted by the governor as an important step toward closing wage gaps and ensuring equal...more
Massachusetts is the latest state to mandate salary transparency in job postings and disclosure of demographic and pay data to the government. On July 31, 2024, Governor Maura Healey signed into law the “Frances Perkins...more
Employers take note! The Maryland General Assembly’s 2024 session resulted in new laws aimed at increasing transparency for both current and prospective employees regarding employee wages. These new laws require employers to...more
Certain Minnesota employers will be required to disclose starting salary ranges, or a fixed pay rate, in all job postings beginning January 1, 2025. This new requirement, signed into law by Governor Tim Walz on May 17, 2024,...more
Effective October 1, 2024, Maryland will become the sixth state (plus the District of Columbia), to require that employers provide an upfront disclosure of the wage or salary range for open positions in job listings. The new...more
The District of Columbia will soon join an ever-growing list of jurisdictions that require employers to disclose compensation on job postings. In addition to pay scale disclosure, the District of Columbia Wage Transparency...more
Illinois recently amended its Equal Pay Act to require employers with 15 or more workers to include pay and benefits information for each covered job posting. There is, however, a delayed start date: This amendment will take...more
Regression is a statistical technique that can be utilized in the analysis of employment outcomes. In particular, regression has become a widely applied tool to examine pay equity and can be used to evaluate race and gender...more
Just prior to the New Year, the California Labor Commissioner’s Office released updated Frequently Asked Questions (“FAQs”), which clarified the California Equal Pay Act’s pay scale disclosure requirements that were effective...more
On November 30, 2022, the State of Washington issued its Administrative Policy for the state’s Equal Pay and Opportunities Act. The law, which is meant to prevent discrimination and promote pay equity for workers, takes...more
Seemingly with every passing day the California legislature adds more obligations (and opportunities for costly missteps) to California employers. This time we are discussing California Senate Bill 1162, dubbed California’s...more
Pay transparency laws have gathered steam across the country. California follows Colorado, Connecticut, Maryland, Nevada, Rhode Island, Washington, New York City, Cincinnati, and Toledo, among other jurisdictions, in enacting...more
The New York City Council has approved a bill that will require New York City employers to include salary ranges with any job advertisements. The stated purpose of the amendment is to further the city’s effort to achieve pay...more
Connecticut employers must be prepared to disclose wage ranges for vacant positions to applicants and employees, as the state’s new law aimed at eliminating gender-based pay discrimination – “An Act Concerning the Disclosure...more
Rhode Island Governor Daniel McKee recently signed broad new pay equity legislation into law that will require you to change many common workplace practices, slated to take effect on January 1, 2023. While it might seem so...more
Beginning October 1, 2021, private employers and certain public employers in Nevada will no longer be able to request or rely upon an applicant’s wage history to determine the applicant’s potential rate of pay. The new law,...more