#WorkforceWednesday® - State Legal Trends: Crucial Changes for Employers - Employment Law This Week®
#WorkforceWednesday: How Can Employers Prepare for the Future of Pay Equity? - Employment Law This Week®
DE Under 3: FAR Council Submitted for OMB Approval Proposed Rule on “Pay Equity and Transparency in Federal Contracting”
5 Key Takeaways | The Presumption of Irreparable Harm After the Trademark Modernization Act of 2020
What’s New in OFCCP Compliance? Important 2023 Updates for Government Contractors
2023 Human Resources Outlook Podcast Series: EMEA
2023 Human Resources Outlook Podcast Series: Asia
2023 Human Resources Outlook Podcast Series: Americas
Top 5 Employment Challenges in 2023 for Government Contractors
#WorkforceWednesday: 2022 – A Year in Review - Employment Law This Week®
2022 Pay Equity Trends and Strategies - Employment Law This Week® Video
DE Under 3: OFCCP Walks Back Its Earlier “Pay Equity” Directive
The Year Ahead: Diversity Analytics and Pay Equity
Election 2020: The State of the Workplace: Who is Legislating What?
The Future of Pay Equity
Is the #MeToo Movement Over? - Employment Law This Week® - Trending News
Employment Law Now: IV-51 - A New 2020 Vision
Developments in New York State Labor and Employment Law – What You Need to Know in 2020
Overview For Employers: More State Pay Equity Laws Coming Online
Employment Law This Week®: Pay Data Collection, Strengthening Worker Protections, NJ’s “Wage Theft” Legislation
The Labour Party, which secured an election victory in the United Kingdom in early July, recently outlined its legislative agenda for the next Parliamentary Session. The “King’s Speech” was delivered on July 17 and set...more
Either Kamala Harris or Donald Trump will be our nation’s next president – and the impact on workplace law will be significant regardless of who prevails. During their campaign trails, each candidate has provided some clues...more
The primary objective of a proactive pay equity analysis is to identify and remediate pay disparities and prevent future ones. In contrast, the primary objective of a reactive pay equity analysis is to address immediate...more
The Commonwealth of Massachusetts is the latest of many jurisdictions—including neighboring Vermont as well as Minnesota—to adopt new laws promoting pay equity....more
Seyfarth Synopsis: Beginning on January 1, 2025, Illinois will join the list of states that are requiring greater transparency in both the job opportunities available in the state as well as the pay for those jobs. The...more
On August 30, 2024, a judge of the U.S. District Court of New Jersey denied a motion to partially enjoin the New Jersey Temporary Workers Bill of Rights based on Employee Retirement Income Security Act (ERISA) preemption....more
Les employeurs sous réglementation fédérale qui sont assujettis à la Loi sur l’équité salariale (la « Loi ») ont jusqu’au 3 septembre 2024 pour afficher la version définitive de leur premier plan d’équité salariale....more
By September 3, 2024, federally regulated employers subject to the Pay Equity Act (Act) are required to post the final version of their first pay equity plan....more
Canadian employers that are unionized or have 100 or more employees must have their pay equity plans finalized and posted by Sept. 3, 2024. The plans must be prepared by way of a pay equity committee that is composed of...more
At one time largely a U.S. concern, pay equity and transparency have rapidly become globally important to all multinational companies wherever headquartered. The EU Pay Transparency Directive is a milestone adopted with clear...more
On July 31, 2024, Massachusetts Governor Maura Healey signed into law the “Frances Perkins Workplace Equity Act” (H.4890 or the “Act”). The legislature drafted this new act to enhance wage equity and transparency across the...more
On August 20, 2024, Western District of Washington Judge John H. Chun asked the Washington Supreme Court to answer the question of what a party must prove to be considered a “job applicant” for the purposes of a pay...more
Massachusetts employers with 25 or more workers will soon be required to include pay ranges in all job postings under a new state law aimed at increasing salary transparency. The Commonwealth joined the wave of states and...more
As pay equity continues to evolve as a key component of total rewards and talent management strategy, organizations are increasingly focused on remediating pay disparities. WorldatWork’s 2024-25 Salary Budget Survey revealed...more
Our summer blog series contrasting “expert” versus “robot” approaches to pay equity continues this week as we discuss what happens after compensation data have been analyzed: investigating the results of the analysis and...more
This week, we’re looking at recent state-level changes and legal trends that have varying degrees of impact on employers. Massachusetts Pay Equity Law Massachusetts is the most recent state to enact a pay equity law. The...more
On July 31, 2024, Governor Maura Healey signed into law the Commonwealth of Massachusetts’ first pay transparency law, the Frances Perkins Workplace Equity Act (the Act). The Act requires employers with 25 or more...more
The Massachusetts Legislature passed its long-awaited pay transparency law July 24. Governor Maura Healey signed the bill July 31, which will take effect July 31, 2025. Massachusetts is the 11th state to pass a pay...more
On July 31, 2024, Massachusetts Governor Maura Healy, in an effort to increase transparency in pay, signed into law wage equity legislation that imposes new disclosure requirements on Massachusetts-based employers. The...more
In our second and previous installment of our summer blog series contrasting "expert” versus ”robot” approaches to conducting a pay-equity study, we described how the more traditional, consultant-led approaches (i.e., expert)...more
As we move into the latter half of 2024, several notable changes are shaking up employment law across the U.S. The Federal Trade Commission (FTC) is preparing to enforce a new rule banning most noncompete agreements starting...more
Massachusetts Governor Maura Healey has signed into law “An Act Relative to Salary Pay Range Transparency,” requiring employers with at least 25 employees to include pay range information in job postings and advertisements....more
The New York City Council is proposing a bill (Int. No. 982) that would require employers to disclose pay data. Under the law, employers with more than 25 employees working in New York City will be required to report to the...more
On July 31, Massachusetts Governor Maura Healey (D) signed into law a bill that is intended to increase wage transparency and close the gender-based wage gap in the Commonwealth. The law, which will take effect August 1,...more
In our first installment of our summer blog series contrasting "expert” versus ”robot” approaches to conducting a pay-equity study, we described how the more traditional, consultant-led approaches (i.e., expert) differ from...more