2021 continues the trend of increasing regulation of the workplace by state and local governments. Although it is not possible to discuss all state and local laws, this update provides an overview of recent and upcoming legislative developments to help you and your organization stay compliant. (Please note that developments specifically related to minimum wage rates and COVID-19 are not included.)
Continue reading “State & Local Employment Law Developments: Q3 2021”
The Colorado Department of Labor and Employment’s Division of Labor Standards and Statistics recently issued revised guidance on the Colorado Equal Pay for Equal Work Act (CEPEWA) and the accompanying Equal Pay Transparency (EPT) Rules. The updated guidance, revised Interpretive Notice & Formal Opinion (INFO) #9 (Revised INFO #9), includes revisions and information regarding notice and posting requirements for out-of-state jobs, disclosure obligations as to “Help Wanted” signs, and noncompliant use of open-ended salary ranges and phrases in job postings.
Continue reading “New Guidance on the Colorado Equal Pay for Equal Work Act”
On July 1, 2021, the following revisions and updates were implemented to Minnesota law governing workforce and equal pay certificates, which are required for state contractors:
Continue reading “Amendments to Minnesota’s Workforce and Equal Pay Certificate Requirements”
On July 6, 2021, the parties to a lawsuit challenging the Colorado Equal Pay for Equal Work Act (CEPEWA) filed a stipulation to dismiss the action without prejudice, with the litigants bearing their own costs and attorneys’ fees. On July 7, 2021, the case was terminated pursuant to the stipulation of dismissal.
The second quarter of 2021 continues the trend of increasing regulation of the workplace by state and local governments. Several new and revised state and local workplace regulations became effective or will soon be effective, including a trend towards a broader inclusiveness in leave laws. This update reviews these new requirements and recaps Q2 state and local employment law developments to help you and your organization stay in compliance.
Continue reading “State & Local Employment Law Developments: Q2 2021”
Earlier in the year, we reported here about recent amendments to the Illinois Equal Pay Act (“EPA”) that would require employers with more than 100 employees in the State of Illinois to obtain an equal pay registration certification from the Illinois Department of Labor (“IDOL”) by March 2024. On June 25, 2021, Governor Pritzker signed into law additional amendments to the section of the EPA that address this reporting requirement. In summary, the most recent amendments address the following: