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.
Gibbs v. Caswell Massey, et al., 2009 U.S. Dist. LEXIS 23578, No. 07-cv-3604 (D.N.J., March 26, 2009) – The plaintiff in this action sued her former employer after she was terminated following a complicated pregnancy and numerous absences. She later sought to amend her complaint to add the company president and his assistant as individual
Best-selling author and CEO of C-Suite Analytics, Dick Finnegan has been cited by Businessweek, Chief Executive magazine, and Consulting magazine as the leading thinker on employee retention. I had a chance to query him on a topic of great importance to many employers. JATHAN JANOVE: We hear a lot about how…..
On December 13, 2010, Governor David Paterson signed into law the New York Wage Theft Prevention Act, which imposes significant new notice and disclosure requirements on all New York employers. Businesses with operations in New York should begin modifying their payroll practices now to ensure that, as of the April 12, 2011 effective date, they are in compliance with the following requirements: