On April 15, 2010, President Barack Obama signed the Continuing Extension Act of 2010 (P.L. 111-157), which extends the filing date for unemployed New Jersey workers to qualify for benefits under the federal Emergency Unemployment Compensation tiers to June 2, 2010. In addition, the new law extends the Federal Additional Compensation (FAC) program to June 2, 2010 and provides an additional federal weekly benefit of $25 to unemployment insurance claimants. Finally, under the new law, the federal government will continue to pay all of the benefits under the extended benefit program through June 2, 2010. The new law signed by the President does not provide additional tiers or extend the number of weeks of benefits.
Canadians are headed to the polls for a general election on October 21, 2019. As is the case with provincial elections, employers have certain obligations to permit employees who are qualified electors (Canadian citizens over the age of 18) to vote in federal elections.
There is no doubt that pay equity and pay data have both been a major focus of the federal government enforcement agenda during the Obama administration. While we wait to see if and how the Trump administration will address equal pay enforcement, several states continue to advance measures on pay equity. For example, Texas is considering a pay equity bill prohibiting employers from asking about an applicant’s wage history. Earlier this week, on January 9, 2017, New York Governor Andrew Cuomo signed two executive orders “to put New York on the fast track to eliminate the wage gap.” The executive orders, which Governor Cuomo signed as part of his 12th proposal of the 2017 State of the State Agenda, prevent employers from asking applicants about their salary histories and require certain government contracts to include data on employees’ job titles and salaries.
On July 13, 2016, the Equal Employment Opportunity Commission (EEOC) announced revisions to the agency’s February 2016 proposal to revise the current Employer Information Report (EEO-1) to add a new Component 2. The current EEO-1 form, which requires covered employers to report on the gender, race, and ethnicity of its employees, will be designated as Component 1 (demographic data). Under the revised proposal, Component 2 will have two sections and will require covered employers to report aggregate W-2 wages and hours worked in 12 pay bands for each of the 10 EEO-1 job categories and 14 gender, race, and ethnicity categories on the current form. The revised rule provides for a 30-day comment period to address the proposed revisions.