ATTENTION NEW YORK EMPLOYERS: NY DOL ISSUES GUIDANCE ON STATE’S PAID PRENATAL LEAVE LAW
The New York State Department of Labor (“DOL”) published FAQs to provide clarity on its interpretation of the state’s paid prenatal leave law which takes effect on January 1, 2025. As we previously reported HERE, the law expands New York Paid Safe and Sick Leave to require all private employers to provide employees with 20 hours […]
ATTENTION EMPLOYERS: NLRB ISSUES PAIR OF DECISIONS LIMITING EMPLOYERS’ ABILITY TO COMMUNICATE WITH EMPLOYEES ABOUT UNIONIZATION
In early November, the National Labor Relations Board (“NLRB”) issued a pair of decisions that reverse decades of precedent and establish new standards to evaluate the lawfulness of employer statements regarding unionization. Join us as we review the highlights and impact of these significant decisions. Employer Statements on the Impact of Unionization On November 8, the […]
ATTENTION EMPLOYERS: U.S. DOL’S FINAL RULE ON RAISING SALARY THRESHOLDS FOR WHITE-COLLAR OVERTIME AND MINIMUM WAGE EXEMPTIONS IS NO LONGER IN EFFECT
The U.S. Department of Labor’s (“DOL”) final rule raising exemption salary thresholds under the Fair Labor Standards Act (“FLSA”) has been vacated with nationwide effect, including increases that took effect in July 2024. As we previously reported HERE, in April 2024, the DOL implemented its final rule, which raised the Executive, Administrative and Professional (“EAP”) exemption threshold […]
ATTENTION EMPLOYERS: OFCCP UNVEILS LIST OF FEDERAL CONTRACTORS TARGETED IN LATEST REQUESTS FOR DISCLOSURE OF EMPLOYEE DATA – IS YOUR COMPANY ON IT?
The OFCCP has extended the deadline for companies to object to the FOIA requests to December 10, 2024. The Office of Federal Contract Compliance Programs (“OFCCP”) recently announced two new Freedom of Information Act (“FOIA”) requests seeking the disclosure of certain federal contractors’ 2021 EEO-1 Type 2 Reports. If this sounds familiar, it’s not just déjà […]
NEW JERSEY [THIS CLOSE] TO ENACTING STATE’S WAGE TRANSPARENCY ACT
UPDATE: As anticipated, Governor Murphy has signed into law S2310, enacting the state’s wage transparency law. Employers must comply with the pay transparency obligations outlined below on or before the effective date of June 1, 2025. On September 26, 2024, the New Jersey Legislature passed S2310, adding the state to the growing list of jurisdictions […]
ATTENTION CALIFORNIA EMPLOYERS: NEW PAGA FAQs UNMUDDLE THE MURKY WATERS OF REFORM
As we previously reported HERE, in July 2024, Governor Newsom signed into law a pair of bills that significantly reformed the state’s Private Attorneys General Act (“PAGA”). While the reform constituted a big victory for employers, it also left them high and dry to navigate the uncertain waters of uncharted territory. In a timely rescue, the California […]
ATTENTION CALIFORNIA EMPLOYERS: NINTH CIRCUIT SAYS PERSONAL SOCIAL MEDIA POSTS CAN CONSTITUTE WORKPLACE HARASSMENT
On July 25, 2024, in Okonowsky v. Garland, the U.S. Court of Appeals for the Ninth Circuit held that harassing conduct that occurs outside the workplace – including conduct perpetrated through personal, off-duty social media posts – can constitute actionable workplace harassment for which employers may be held liable. Facts Plaintiff Lindsay Okonowsky worked as […]
ATTENTION CALIFORNIA EMPLOYERS: TRICK? OR TREAT? GET READY FOR THE TOP 10 NEW LAWS CREEPING INTO YOUR WORKPLACE
It’s that spooky time of year again for California employers – Governor Newsom has spoken but, fear not, we have narrowed it down. Whether you’re an employer who eagerly awaits the annual list or one who dreads its return, all employers should be aware of these significant new employment laws heading to the Golden State. To prepare […]
ATTENTION CALIFORNIA EMPLOYERS: NEW LAW SIGNIFICANTLY EXPANDS PROTECTIONS FOR VICTIMS OF VIOLENCE (AND OBLIGATIONS FOR EMPLOYERS)
On September 29, Governor Newsom signed into law AB2499, enacting a sweeping set of changes to California’s “jury, court, and victim time off” law, with the most significant amendments expanding the scope of protection under the “victim time off” provisions. AB2499 reframes existing workplace protections for victims of violence by redefining eligibility for protection and broadening […]
ATTENTION CALIFORNIA EMPLOYERS: COWORKER’S ONE-TIME USE OF A RACIAL SLUR MAY CONSTITUTE ACTIONABLE HARASSMENT…
. . . and employers may be held liable. On July 29, 2024, in Bailey v. San Francisco District Attorney’s Office (2024) 16 Cal.5th 611,the California Supreme Court held that an isolated act of harassment may be actionable under the California Fair Employment and Housing Act (“FEHA”), if it is sufficiently severe in light of the totality […]