As we have reported previously, 2024 saw a slew of states adopt new pay transparency laws. Several of those laws go into effect in 2025. They include new laws in Illinois and Minnesota (both effective January 1), Vermont...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
A recent amendment to Washington law will require employers to disclose information about pay and other benefits in postings for jobs in the state. This new affirmative disclosure requirement, which applies to employers with...more
Effective October 1, 2021, Connecticut employers will face a host of new pay transparency obligations. In addition, they will need to analyze—and defend—pay difference under a new, more expansive framework.
With respect...more
The rising tide of state pay equity legislation shows no sign of abating, with several new laws set to become effective in 2020 and 2021. Many of these laws differ from the federal Equal Pay Act by defining comparable work...more
Plaintiffs’ wage-and-hour class action lawyers are constantly looking for new groups of employees whom they can claim are inappropriately classified as exempt. In previous decades, plaintiffs’ lawyers focused on mortgage...more
Wage-and-hour class litigation tends to come in waves. In 2019, we are seeing another wave gather on the horizon: misclassification collective actions alleging that companies have improperly classified at-the-elbow (“ATE”)...more
5/21/2019
/ Arbitration Agreements ,
Class Action ,
Class Action Arbitration Waivers ,
Defense Strategies ,
Employer Liability Issues ,
Fair Labor Standards Act (FLSA) ,
Indemnification ,
Independent Contractors ,
Limited Liability Company (LLC) ,
Misclassification ,
Non-Compete Agreements ,
Third-Party Service Provider ,
Wage and Hour