On November 16, 2015, a bill was introduced that would prohibit employers from seeking, obtaining, or requiring current or prospective employees to provide information about their compensation and benefits history at their prior employer. New Jersey Assembly, No. 4709 also would prohibit employers from releasing the salary history of a current or former employee without written authorization from the employee. If enacted, an employer that violates any provision of the bill would be subject to a civil penalty of up to $2,000 for the first violation and $5,000 for each subsequent violation.
On February 15, 2017, Washington, D.C., Mayor Muriel Bowser signed into law the District of Columbia’s Fair Credit in Employment Amendment Act of 2016 (FCEAA). This Act, which amends the District’s Human Rights Act of 1977, follows other jurisdictions, such as New York City and Philadelphia, in significantly restricting an employer’s ability to inquire into or use an applicant’s or employee’s credit history in making employment decisions.
On March 26, 2014, a regional director for the National Labor Relations Board (NLRB) issued a decision and direction of election in a union representation petition filed by the College Athletes Players Association (CAPA) seeking to represent Northwestern University’s football players. CAPA, led by former Northwestern quarterback Kain Colter, petitioned…..
In my prior post, I discussed the type of data that the government collects with EEO-1 reports and how that information is used. In this post, I address the upcoming deadlines for both EEO-1 and VETS-100 reports. EEO-1 reports for employers with 100 or more employees and federal contractors/first-tier subcontractors with…..