ATTENTION EMPLOYERS: COMPANIES WITH EMPLOYEES IN CALIFORNIA ARE SUBJECT TO NEW PAY TRANSPARENCY RULES AND FACE EXPANDED PAY DATA REPORTING REQUIREMENTS
By Stacy L. Fode, Esq. and Rachel H. Khedouri, Esq. Fueled by efforts to address gender and racial wage gaps, the California legislature has acted on a number of occasions since 2017 to shine the light on pay disparity by enacting wage disclosure obligations. Thirteen other jurisdictions across the country likewise have in effect or have […]
ATTENTION NEW JERSEY EMPLOYERS: COMMISSION ISSUES ADDITIONAL CANNABIS GUIDANCE BUT LEAVE EMPLOYERS HANGING ON A “WIRE”
By Rachel M. Manne, Esq. and Rachel H. Khedouri, Esq. On September 9, 2022, the NJ Cannabis Regulatory Commission (“NJ-CRC”) finally issued its guidance on “Workplace Impairment” (the “Guidance”). The full text of the Guidance can be found HERE. The Guidance has been highly anticipated by employers since the February 2021 passage of the Cannabis […]
TO PREEMPT OR NOT TO PREEMPT – NEW JERSEY COURT FINDS BAN ON MANDATORY ARBITRATION CLAUSES NO LONGER ENFORCEABLE FOR SEXUAL HARASSMENT/ASSAULT CLAIMS
By Jean Schroll Knapp, Esq. In the most recent New Jersey case addressing the interplay between the New Jersey Law Against Discrimination (“LAD”) and the Federal Arbitration Act (“FAA”), an Essex County Judge found that, following the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act of 2021, the FAA no longer preempts Section […]
ATTENTION NEW YORK AND NEW JERSEY EMPLOYERS: JERSEY CITY EXPANDS OBLIGATIONS OF PAY TRANSPARENCY IN JOB POSTINGS AND NEW YORK STATE IS POISED TO BE NEXT
By Rachel H. Khedouri, Esq. *UPDATE on December 21, 2022 – New York Governor Hochul signed S9427A/A10477 establishing a statewide pay transparency law. The new requirements will go into effect in September 2023. As we have alerted readers in prior eAlerts, a national trend has emerged to require employers to publicly disclose salary information whenever […]