Employers with employees in Alaska, California, Connecticut, Massachusetts, Michigan, Minnesota, Missouri, Nebraska, New York or Washington — and in particular, employers with employees in multiple states with sick leave laws — should review their sick leave or paid time off policies to ensure compliance. We summarize the key provisions of these new and updated laws.
To view the full alert, visit the Faegre Drinker website.
Companies should continue to stay informed about changing trade policies that could impact their operations and bottom line, as the withdrawal of this petition is unlikely to be the end of the discussion linking tariffs and the fentanyl epidemic in the United States.
To view the full alert, visit the Faegre Drinker website.
On 26 November, the UK government released its Statement of Changes in Immigration Rules. We summarise the key changes relevant to Colombian and Ukrainian nationals.
Continue reading “UK Immigration: Statement of Changes to Immigration Rules of 26 November 2024”
The Eastern District of Texas recently vacated the 2024 EAP Exemption to the Overtime Rule. That means that the 2019 salary threshold of $684/week for EAP employees and annual salary threshold of $107,432 for highly compensated employees are now in effect again. Employers no longer need to plan for the additional automatic salary threshold increase that was scheduled to be effective on January 1, 2025, and are no longer required to adhere to the previous increase that went into effect on July 1, 2024.
Continue reading “The Post-Chevron World: 2024 Overtime EAP Exemption Rule Vacated”
Employers should consider the employee relations impact of making any changes, even if permissible, to previously implemented or announced salary increases to maintain the exemption from federal overtime and minimum wage law. Employers may also be required to provide advance notice of any wage change under applicable state law. In this second alert, we answer some FAQs.
Continue reading “Responding to the Vacated FLSA Salary Threshold Rule”
On November 18, 2024, New Jersey Governor Phil Murphy signed Senate Bill 2310 (S2310) into law requiring employers to provide notice of promotion opportunities to affected employees and disclose certain compensation and benefit information in postings for new job openings and transfer opportunities. The law will go into effect on June 1, 2025. New Jersey joins a growing list of states requiring pay transparency, including California, Colorado, Connecticut, Hawaii, Illinois, Massachusetts, Maryland, Nevada, New York, Rhode Island and Washington.
A version of the bill (A3937, 2022-2023) was originally introduced in the General Assembly during the legislature’s last session and received bipartisan support in the Assembly Consumer Affairs Committee. After the committee made substantial revisions, the bill ultimately died in the Assembly Appropriations Committee. The Senate companion bill (S3663, 2022-2023) expired in the Senate Labor Committee without a vote.