A Bill Prohibiting Questions About Past Compensation Introduced In Congress

Posted on September 26th, by Editor in Fair Pay Act Obligations. Comments Off on A Bill Prohibiting Questions About Past Compensation Introduced In Congress

By Kate S. Gold and Philippe A. Lebel

On September 14, 2016, Representative Eleanor Holmes Norton (D – D.C. At Large) introduced the Pay Equity for All Act of 2016 (the “PEAA”) in the U.S. House of Representatives.   In relevant part, the PEAA would amend the Fair Labor Standards Act of 1938 (“FLSA”), 29 U.S.C. §§ 201 et seq., to prohibit employers from asking prospective employees about their previous wages or salary histories, including benefits or other compensation.  In addition to prohibiting these pre-hire inquiries, the PEAA prohibits employers from seeking out the information on their own.  The PEAA prohibits employers from retaliating against any employee or applicant because the employee opposed any practice unlawful under the law or for testifying or participating in any investigation or proceeding relating to any act or practice made unlawful by the PEAA.  Any “person” … Read More »


Maryland’s Expanded Equal Pay Law Takes Effect October 1, 2016

Posted on September 23rd, by Editor in Fair Pay Act Obligations. Comments Off on Maryland’s Expanded Equal Pay Law Takes Effect October 1, 2016

By Alexa E. Miller, Kate S. Gold and Lynne A. Anderson

Maryland joins California, New York and Massachusetts by passing legislation aimed at combating wage disparity based on gender. (For a discussion on California, New York and Massachusetts’s Equal Pay Laws, click on our previous posts.)

Expanding Equal Pay for Equal Work

The new law, which goes into effect October 1, 2016, amends Maryland’s existing Equal Pay for Equal Work Act by expanding the prohibition on wage discrimination based on “sex” to also include “gender identity.” The protection against pay discrimination for work performed in the same establishment and of comparable character or on the same operation encompasses more than just unequal payment of wages.  The new law also bars discrimination for “providing less favorable employment opportunities,” which includes: (1) assigning or directing an employee into a less favorable career track or … Read More »


Illinois Employers Must Provide Qualifying Employees Two Weeks of Unpaid Child Bereavement Leave

Posted on September 8th, by Editor in Audits/Due Diligence, Counseling & Compliance Training. Comments Off on Illinois Employers Must Provide Qualifying Employees Two Weeks of Unpaid Child Bereavement Leave

By Stephanie Dodge Gournis and Shavaun Adams Taylor

Illinois is now the second state to require that employers provide unpaid bereavement leave to eligible employees under its Child Bereavement Leave Act. This Act provides that employers with at least 50 employees must provide two weeks (10 working days) of unpaid leave due to the loss of a child. In the event of death of more than one child in a 12-month period, an employee is eligible for up to six weeks of bereavement leave.

Coverage

The Act defines “employers” and “employees” in the same manner as they are defined under the Family Medical Leave Act (FMLA). Thus, an employee will be eligible for child bereavement leave under Illinois law if the employee has been employed by the employer for at least 12 months and has worked at least 1250 hours during the … Read More »


The Emergence of Paid Sick Leave Laws

Posted on September 1st, by Editor in Counseling & Compliance Training, Fair Pay Act Obligations. Comments Off on The Emergence of Paid Sick Leave Laws

By Thomas J. Barton and Matthew A. Fontana

In last week’s blog entry, Lynne Anne Anderson highlighted the increasing number of states that mandate employers to provide school related unpaid leave for parents.  This week’s entry looks at another growing trend in the employee leave space, paid sick leave.  An increasing number of states and localities now provide paid sick leave. It is important that both employers and employees are aware of this trend and whether these laws apply to their locality or state.

The following states (and District of Columbia) have paid sick leave laws:

State:
Coverage/Eligibility:
Amount of Paid Sick Time:
Can Sick Time Be Used to Care for Loved Ones:

Connecticut
Hourly workers in certain “service” occupations who work for businesses with 50 or more employees. [1]
Up to 40 hours per year
Yes: children and spouses.

California
Workers employed in California for 30 or more days a years, … Read More »




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