As we recently anticipated, on August 1, 2016 Massachusetts Governor Charlie Baker signed into law sweeping legislation that significantly modifies Massachusetts’s equal pay laws. Many consider the new law to be the most comprehensive and aggressive pay equity law in the nation. The law as signed is substantially similar to that discussed in our July 29 blog post, but contains some relatively minor language revisions and technical changes to the new affirmative defense afforded to employers that conduct internal pay equity audits. Most significantly, the law’s implementation date has changed: now it will not go into effect until July 1, 2018, giving employers more time to conduct internal pay equity audits and remedy any issues uncovered during an audit.
Employers may view Halloween celebrations at work as a no-brainer: Annual October office parties are often great boosts to employee morale, encouraging community, healthy competition, and team-building as participants eat, drink, carve pumpkins, or vote on outfits in costume contests. But beware—any costume party puts employers at risk . ……
Accessibility for Ontarians With Disabilities Act, 2005, Part II: What Does My Business Need to Do to Comply with the Law’s Customer Service Standards
While the exact answer to this question depends on the size and type of business involved, there is a laundry list of requirements that apply to all providers of goods and services with at least one employee in Ontario.
The Department of Homeland Security (DHS) followed through on its July announcement (see the July 2009 issue of the Immigration eAuthority) and officially rescinded the Social Security “No-Match” regulation on October 7. In summary, the proposed No-Match rule prescribed a specific follow-up protocol in the 90-day period following receipt of a letter from the Social Security Administration (SSA) informing the employer that the Social Security numbers reported for certain employees on Form W-2 do not correspond with the names found in SSA’s records.