The Bottom Line The U.S. Department of Labor’s (DOL) new rule governing joint employer liability for wage and hour violations under the Fair Labor Standards Act (FLSA) goes into effect on March 16, 2020. The rule is intended to clarify the circumstances under which more than one entity may be Continue Reading
Coronavirus: Protective Measures for the Workplace
The Bottom Line In the wake of the Coronavirus outbreak, employers are seeking advice on how to best protect the health and safety of their employees. Coronavirus is a respiratory virus that spread rapidly after first being identified in Wuhan, China. While the World Health Organization has Continue Reading
Illinois Workplace Transparency Act Goes Into Effect January 1, 2020
The Bottom Line With the January 1, 2020 effective date of the Act rapidly approaching, Illinois employers should: Update confidentiality and separation agreements to include all compliant language to ensure enforceability of the agreements;Revise anti-harassment policies to preclude harassment Continue Reading
New York State Provides Additional Guidance on Expanded Workplace Harassment Prevention Requirements
The Bottom Line Employers in New York State should prepare a Sexual Harassment Prevention Notice for their workplace attaching and/or linking to their harassment prevention policy and training materials, and ensure that this Notice is included in their onboarding and training materials. Employers Continue Reading
California Expands Final Pay Timing Exemption to Print Productions
The Bottom Line California’s new Photo Shoot Pay Easement Act now relieves print production employers from the rigid California law that subjects employers to harsh penalties if they do not pay employees immediately upon discharge. However, print production employers should be careful about Continue Reading
DOL Confirms Federal Salary Level for Overtime-Exempt Employees
The Bottom Line Before January 1, 2020, employers should evaluate the impact of the 2019 Final Rule by identifying exempt administrative, executive and professional employees who earn less than $35,568 per year, as well as employees who earn less than $107,432 per year and are categorized as Continue Reading
New York City Bans Discrimination Based on Reproductive Choice
The Bottom Line In light of the recent expansion to the New York City Human Rights Law, New York City employers should review and amend employer handbooks and discrimination policies to acknowledge “sexual and reproductive health decisions” as a protected category, and ensure that managers and Continue Reading
California Legislature Passes Bill Redefining Independent Contractor Test
Update California Assembly Bill 5, which goes into effect on January 1, 2020, was signed into law by California governor Gavin Newsom on September 18, 2019. The Bottom Line The new California bill is intended to curb the misclassification of independent contractors, makes it more difficult Continue Reading
New Jersey Prohibits Employers from Requesting Job Applicant Salary History
The Bottom Line New Jersey’s salary history ban makes it an unlawful employment practice for companies to screen job applicants based on salary history, require applicants to disclose their salary history in the hiring process or consider as part of any employment decision a job applicant’s Continue Reading
California and New York Ban Workplace Hair Discrimination, While New Jersey and Michigan Propose the Same
The Bottom Line California, New York State and New York City have implemented prohibitions on workplace policies that restrict haircuts, hairstyles or hair textures that are linked to a particular racial group. California and New York employers should take a close look at their workplace policies Continue Reading