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.
On June 11, 2019, Governor Kate Brown signed into law the Oregon Workplace Fairness Act (SB 726), which will significantly impact all Oregon employers. The Act addresses concerns of the #MeToo movement by imposing strict requirements on how Oregon employers respond to complaints of harassment and discrimination. The legislation also significantly increases the statute of limitations within which an employee may assert a claim of discrimination, from one year to five years.
After a seven-year hiatus, the Social Security Administration (SSA) has resumed the practice of sending no-match letters (officially called Employer Correction Request notices). These letters notify employers when the SSA has found a discrepancy between SSA records and the information provided on the employer’s W-2 form.
NLRB Explains When Granting Benefits to Nonunion Employees and Withholding the Same From Union Workers Can Be Lawful
On May 7, 2019, the National Labor Relations Board issued a decision that will be welcomed by employers desiring to maintain differences in the benefits provided to their union and nonunion employees.