A newly enacted Massachusetts law—effective July 1, 2025—will require employers with 25 or more employees in the Commonwealth to disclose pay range information in job postings and, in certain circumstances, provide current...more
9/4/2024
/ Anti-Discrimination Policies ,
Anti-Retaliation Provisions ,
Compliance ,
Disclosure Requirements ,
EEO ,
EEO-1 ,
Enforcement ,
Good Faith ,
Job Ads ,
Pay Transparency ,
Policies and Procedures ,
Reporting Requirements
As we previously reported here, effective January 1, 2024, Colorado’s Equal Pay for Equal Work Act (the “Act”) was amended to impose new, administratively burdensome job opportunity, post-selection, and career progression...more
As we posted about previously, in September 2022, California passed significant expansions of its pay transparency and pay data reporting laws, but many key questions about the law’s scope and application remained unclear....more
Starting January 1, 2023, California employers will need to comply with expanded pay transparency obligations. And, starting May 10, 2023 (and annually thereafter), they will need to make changes to their annual California...more
Employers that provided EEO-1 Component Two pay data to the Equal Employment Opportunity Commission (EEOC), or are currently preparing to provide data to the California Department of Fair Employment and Housing (DFEH) as part...more
3/3/2021
/ Civil Rights Act ,
DFEH ,
EEO-1 ,
Enforcement Actions ,
Equal Employment Opportunity Commission (EEOC) ,
Gender-Based Pay Discrimination ,
OFCCP ,
Pay Data ,
Pay Discrimination ,
Reporting Requirements ,
Title VII
Minneapolis employers in the hospitality industry will likely soon have to contend with a new set of worker protection laws. The Minneapolis City Council is currently considering a citywide Hospitality Worker Right to Recall...more