Vermont Governor Philip Scott on June 4, 2024 signed into law H.704, a pay transparency requirement mandating employers with five or more employees to include wage ranges in job advertisements, effective July 1, 2025. The...more
Minnesota Governor Tim Walz recently signed into law a pay transparency requirement that will require employers with 30 or more employees in Minnesota to provide wage ranges on job postings beginning January 1, 2025....more
All eyes were on the US Supreme Court in June 2023 as the justices were poised to issue their decision in Students for Fair Admissions v. Harvard & UNC. As colleges and universities awaited the decision and wondered what it...more
Maryland Governor Wes Moore signed a pay transparency requirement into law on April 25, 2024, requiring that all employers in Maryland include wage ranges and benefit information in all job postings....more
The US Supreme Court ruled on April 17 that any “disadvantageous” change in the “terms and conditions” of employment that is based on race, gender, or another protected characteristic is actionable under Title VII, even if...more
In preparing for both the 2024 proxy season and publication of inaugural or refreshed corporate social responsibility or sustainability reports, as well as in anticipation of final climate disclosure rules from the SEC as of...more
Washington, DC, Mayor Muriel Bowser signed legislation on January 12 requiring that all covered employers must disclose pay ranges in all job postings and advertisements and also disclose the existence of any additional...more
The US Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently issued a new final rule that will change how the agency investigates and enforces allegations of discrimination against federal...more
Hawaii Governor Josh Green recently signed into law a requirement that employers in Hawaii include in job listings information on the expected hourly rate or salary range for positions. The July 3, 2023 law is an amendment to...more
The US Supreme Court’s June 29 decision in Students for Fair Admissions, Inc. v. University of North Carolina and Students for Fair Admissions, Inc. v. Harvard University (the Harvard-UNC cases), which will have a...more
7/14/2023
/ Affirmative Action ,
Civil Rights Act ,
College Admissions ,
Diversity ,
Educational Institutions ,
Equal Protection ,
Federal Contractors ,
Fourteenth Amendment ,
SCOTUS ,
Students for Fair Admissions v Harvard College ,
Students for Fair Admissions v University of North Carolina ,
Title VI ,
Title VII
The US Supreme Court issued a landmark decision on June 29, 2023 regarding challenges to race-conscious admissions programs at Harvard University and the University of North Carolina (UNC). In a 6–3 decision split along...more
The New York City Department of Consumer and Worker Protection (DCWP) issued a Final Rule implementing New York City Local Law 144 (the AI Law) and announced July 5, 2023 as the new effective date for implementation and...more
The US Supreme Court on October 31 debated the legality of race-conscious admission programs used by Harvard University and the University of North Carolina. The decisions in these highly watched cases could have broad...more
Louisiana has joined the growing number of states that have enacted “fair chance” laws that, in general, require employers to evaluate the relationship between a candidate’s criminal history and the duties and...more
Effective October 3, 2020, the Pennsylvania Department of Labor & Industry (L&I) has updated Pennsylvania’s overtime rules to increase the salary threshold for qualifying under the Pennsylvania Minimum Wage Act (PMWA) as an...more
Judge Tanya Chutkan of the US District Court for the District of Columbia on April 25 ordered the Equal Employment Opportunity Commission (EEOC) to collect EEO-1 Component 2 pay data collection for fiscal years 2017 and 2018...more
The National Women’s Law Center and the Labor Council for Latin American Advancement objected to the Equal Employment Opportunity Commission’s (EEOC’s) April 3 proposal to extend the filing deadline for its EEO-1 Component 2...more
The Equal Employment Opportunity Commission (EEOC) on April 3 informed a US district court that it will need to extend the filing deadline for its EEO-1 Component 2 pay data collection from May 31, 2019, to September 30,...more
The US Supreme Court issued a per curiam opinion on February 25 vacating and remanding the US Court of Appeals for the Ninth Circuit’s en banc opinion in Rizo v. Yovino, in which the Ninth Circuit held that prior pay cannot...more
The recent ruling by a federal appeals court holds that prior pay does not justify pay differential between male and female employees under the Equal Pay Act. Along with state and local laws that regulate reliance upon...more
The New Jersey Legislature passed a bill that makes it an unlawful employment practice to pay employees of a protected class a different rate of compensation from nonclass members for “substantially similar” work unless that...more
In a 9-0 decision in Digital Realty Trust Inc. v. Somers, the US Supreme Court held that the whistleblower protection provisions contained in the Dodd-Frank Wall Street Reform and Consumer Protection Act apply only to...more
2/26/2018
/ Anti-Retaliation Provisions ,
Digital Realty Trust Inc v Somers ,
Dodd-Frank ,
Internal Reporting ,
Reporting Requirements ,
Retaliation ,
Sarbanes-Oxley ,
SCOTUS ,
Securities and Exchange Commission (SEC) ,
Securities Violations ,
Whistleblower Protection Policies ,
Whistleblowers
Employers may need to adjust hiring and recruiting practices before the law takes effect in December.
On Thursday, December 14, 2017, a new law will take effect in Delaware forbidding employers from requesting compensation...more
The court did not address the new California Fair Pay Act, which provides that prior pay is not a defense to pay claims, and its decision is not entirely consistent with other circuit courts of appeals on whether prior pay...more
Mayor Jim Kenney is expected to sign the bill into law, which would make it an unlawful employment practice for covered employers to ask job applicants about prior pay....more