-
Jan 15, 2025 | 
jdsupra.com | Eric Emanuelson Jr. |Nancy Gunzenhauser Popper
Don’t finalize your 2025 handbooks just yet!On January 2, 2025, the United States Court of Appeals for the Second Circuit a permanent injunction, which had blocked a requirement that New York employers with employee handbooks include a notice against discrimination based on reproductive health care choices. As a result, handbooks covering New York employees must again include such notices.
-
Dec 23, 2024 | 
jdsupra.com | Eric Emanuelson Jr.
Heading into 2025, New Jersey employers should familiarize themselves with notable 2024 legislative and administrative actions in the employment space. Employer obligations now include a gender-neutral dress code, pay transparency, additional posting requirements, and more. Notable Employment Law Developments in 2024By way of highlight and summary, New Jersey’s 2024 employment-related measures included the following: Remote Employees: On May 14, 2024, New Jersey Attorney General Matthew J.
-
Apr 17, 2024 | 
jdsupra.com | Eric Emanuelson Jr. |Ann Knuckles Mahoney |Tammy Tran
Maryland is poised to join the growing list of jurisdictions that have enacted pay transparency requirements for job postings, which includes jurisdictions such as California, Colorado, Hawaii, Illinois, New York, Washington State, and Washington D.C. House Bill 649 was passed by the General Assembly earlier this month, and if signed by the Governor, will take effect on October 1, 2024.
-
Mar 15, 2024 | 
jdsupra.com | Eric Emanuelson Jr. |Nathaniel M. Glasser |Jessica Hajdukiewicz
This springtime, Washington, D.C. employers may want to spruce up their compliance checklists to stay ahead of new pay transparency obligations. On January 12, 2024, Mayor Bowser signed the Wage Transparency Omnibus Amendment Act of 2023 (the “Act”), which modifies the Wage Transparency Act of 2014. The Act imposes new pay disclosure requirements for job postings, prohibits employer inquiries into an applicant’s wage history, and directs employers to post a new notice in their workplaces.
-
Feb 29, 2024 | 
jdsupra.com | Eric Emanuelson Jr. |Jessica Hajdukiewicz |Frank Morris Jr.
Washington, D.C. is poised to extend the reach of its minimum wage requirements. On January 10, 2024, Washington D.C. Mayor Bowser signed the Minimum Wage Clarification Amendment Act of 2023 (B25-0134) (the “Amendment”), which modifies the circumstances under which an employee must be paid the District of Columbia’s minimum wage.
-
Jan 5, 2024 | 
jdsupra.com | Eric Emanuelson Jr. |Maxine Neuhauser
Last year, New Jersey continued its expansion of workplace legislation with potentially far-reaching consequences for the state’s employers. By way of highlight and summary, New Jersey’s 2023 employment-related measures included the following: Governor Phil Murphy signed sweeping amendments to the Millville Dallas Airmotive Plant Job Loss Notification Act (the “NJ WARN Act”) into law. The amendments, which had been on hold due to the COVID-19 pandemic, took effect on April 10, 2023.
-
Dec 1, 2023 | 
jdsupra.com | Eric Emanuelson Jr. |Nathaniel M. Glasser |Jessica Hajdukiewicz
Just over a year into the implementation of the Washington, D.C. Ban on Non-Compete Agreements, as amended by the Non-Compete Clarification Amendment Act of 2022 (together, the “D.C. Non-Compete Ban”), the District of Columbia has begun enforcement of the law, which prohibits non-compete agreements for most D.C. employees earning less than $150,000 annually. On November 17, 2023, D.C. Attorney General Brian L.
-
Nov 20, 2023 | 
jdsupra.com | Eric Emanuelson Jr. |Erin Schaefer |Steven M. Swirsky
On September 6, 2023, Governor Kathy Hochul signed into law Senate Bill 4982 and Assembly Bill 6604, which amends Section 201-D of the New York Labor Law to prohibit most employers from requiring non-managerial and non-supervisory employees to attend employer-sponsored meetings where the primary purpose is to communicate the employer’s opinions on religious or political matters.
-
Nov 3, 2023 | 
jdsupra.com | Eric Emanuelson Jr. |Naomi Friedman |Susan Gross Sholinsky
As anticipated, the Colorado Department of Labor and Employment (CDLE) has published proposed updates to its Equal Pay Transparency Rules (the “Updated EPT Rules”), which implement the Colorado legislature’s recent amendments (the “2024 Amendments”) to the Equal Pay for Equal Work Act (the “Act”) that take effect January 1, 2024. Below, we identify four areas in which the Updated EPT Rules provide much-needed clarity to Colorado employers regarding their obligations under the 2024 Amendments.
-
Aug 8, 2023 | 
jdsupra.com | Eric Emanuelson Jr.
With amendments to the Colorado Equal Pay for Equal Work Act (the “Act”) set to take effect on January 1, 2024 (the “2024 Amendments”), the Colorado Department of Labor and Employment (“CDLE”) has started the process of updating its compliance guidance for employers. The first update comes in the form of a revised Interpretative Notice & Formal Opinion (“INFO”) #9, which the CDLE published on July 28, 2023.
