The Year Ahead: Diversity Analytics and Pay Equity
Is the #MeToo Movement Over? - Employment Law This Week® - Trending News
I-18- DC Update on Joint Employer and OT Issues, and Part 1 of an Expert Interview on Pay Equity Audits
Episode 25: EEOC Commissioner Chai Feldblum Part II: Other Emerging EEOC Trends + Takeaways
Trends in Pay Equity - Developments in California, New York, Massachusetts and Nationwide
As of early November 2022, employers in New York City must disclose salary information in their job postings as part of its recent pay transparency law, as passed by New York’s City Council. This is part of a growing trend of...more
New York’s soon-to-be-effective pay transparency law (Int. No. 134-A) will require New York employers, employment agencies, and employees or agents of these entities to disclose the salary ranges for open positions in job...more
In 2022, New York City and New York State have seen significant developments in employment law, including pay transparency. The New York City Council issued a report that analyzed pay differences in the New York City...more
Beginning October 1, 2021, Connecticut employers, meaning those that employ at least one employee in the state, will be required to disclose wage ranges for vacant positions pursuant to an amendment of existing laws...more
On March 23, 2021, Illinois enacted SB 1480 (or “Law”), which, among other measures, amends the Illinois Equal Pay Act (“IEPA”) to require covered Illinois employers to file a detailed application concerning their equal pay...more
Pay equity will be a focus of the Biden Administration, as was made clear in the White House Proclamation on Equal Pay Day last week. But states are not waiting on the federal government to act; several are moving forward...more
As indicated recently, California’s Pay Data Reporting Act requires all private-sector employers with 100 or more employees, with at least one employee in California, to report pay and hours worked by employees by race,...more
Along with a host of other laws across the country, Colorado’s Equal Pay for Equal Work Act (“Act”) went into effect on January 1, 2021. Among other measures, the Act requires all employers—located anywhere in the United...more
The California Department of Fair Employment and Housing (DFEH) provided much-anticipated guidance on completing the first Pay Data Report, which is due by March 31, 2021. Additional information regarding the report is...more
On February 1, 2021, the California Department of Fair Employment and Housing (DFEH) posted a User Guide, Excel template, and .CSV example to facilitate the submission of the newly required pay data report (Pay Data Report)...more
A few weeks ago CDF Labor Law blogged about California’s Pay Data Reporting Act, which requires private employers with 100 or more employees that also file an annual EEO-1 report with the EEOC to submit a “pay data report” to...more
In September of last year, Governor Newsom signed SB 973, California’s first statutory employee data reporting requirement. SB 973 became codified as section 12999 of the California Government Code. The bill was authored by...more
Almost thirty years ago, Maryland’s General Assembly passed the Equal Pay for Equal Work Act (Act), imposing an obligation on Maryland employers to pay employees equal amounts for the same work, regardless of the employee’s...more
On November 23, 2020, the California Department of Fair Employment and Housing issued additional guidance for employers regarding their requirement to file employee compensation data with the state beginning in March of next...more
Two new statutes affecting all employers operating in Colorado, the Equal Pay for Equal Work Act (EPEWA) and paid sick leave through Colorado’s Healthy Families and Workplaces Act, will add to the compliance burden of all...more
Governor Gavin Newsom signed Senate Bill 973 on September 30, which requires private employers in California to submit an annual Pay Data Report to the Department of Fair Employment and Housing (DFEH), with the first report...more
Seyfarth Synopsis: California will now require employers to annually file an equal pay report. Governor Newsom signed into law California’s equivalent of the now-rescinded “Component 2” of the EEO-1 report that would collect...more
The Louisiana Wage Payment Act (“LWPA”), La. R.S. 23:631, et seq., requires an employer who discharges an employee to promptly pay the employee the amount due under the terms of employment. The LWPA also prohibits an employer...more
On October 1, 2020, a new Maryland law related to compensation will: - prohibit employers from requesting or relying on job applicants’ prior pay history to make decisions about employment or initial pay in most...more
Seyfarth Synopsis: On Equal Pay Day 2020, Seyfarth’s Pay Equity Group is pleased to release two reference guides: its Fourth Annual 50-State Pay Equity Desktop Reference and 2020 Developments in Pay Litigation Report. ...more
On March 14, 2020, new Puerto Rico Department of Labor and Human Resources Regulations to administer the Equal Pay Program will come into effect. The Regulations were enacted pursuant to Act. No. 16 of March 8, 2017, as...more
The past month has brought notable pay equity developments to the Mid-Atlantic, including pending legislation in Maryland, and a Third Circuit decision that might have far-reaching effects beyond the Philadelphia salary...more
Pay Equity: Philadelphia’s Salary History Ban Upheld by Third Circuit - The Third Circuit Court of Appeals rejected a First Amendment challenge by the Greater Philadelphia Chamber of Commerce to a city ordinance that...more
On February 6, 2020, the U.S. Court of Appeals for the Third Circuit upheld a City of Philadelphia ordinance that prohibits employers from inquiring after and/or relying upon a prospective employee’s wage history in any...more
The United States Court of Appeal for the Third Circuit has issued its decision upholding the Philadelphia Wage Equity Ordinance, one of the so-called “salary history ban” laws....more