On August 29, 2013, Governor Chris Christie signed a bill (A2648) into law barring employers from retaliating against employees who share information about their compensation with other employees in furtherance of a pay discrimination claim. The law, effective immediately, amends the New Jersey Law Against Discrimination to prohibit retaliation or discrimination against any employee who discloses to another employee, former employee, or their authorized representative information regarding the employee’s (1) job title, (2) occupational category, (3) rate of compensation or benefits, (4) gender, (5) race, (6) ethnicity, (7) military status, or (8) national origin, if it was reasonable for the employee to believe that the request or disclosure was made for the purpose of investigating the possibility of pay or compensation discrimination. The law likewise prohibits retaliation or discrimination against an employee who requests such information from another employee, former employee, or authorized representative, however, employees subjected to such a request are not required to disclose such information.
Certain Canadian provinces have been especially hard hit by COVID-19 outbreaks. Most notably, Ontario and Quebec—two of Canada’s most populated provinces—have experienced the highest number of infection counts among the country’s provinces. While Ontario and Quebec have struggled to contain the spread of COVID-19, other provinces have had a different experience.
On February 5, 2007, House Education and Labor Committee Chairman George Miller (D-CA) with 230 cosponsors introduced H.R. 800, the “Employee Free Choice Act (EFCA) of 2007.” That is a terrible misnomer since the bill actually denies employees the right to a democratic secret ballot vote on union representation and limits the employees’ right to make an informed choice by hearing both sides of the issue.
On February 10, 2020, bipartisan cosponsors in the Wisconsin State Assembly introduced a trio of bills targeting the use of personal data information and modeled after the requirements of the European General Data Protection Regulation. Titled by their sponsors as the “Wisconsin Data Privacy Act,” the three bills work together to regulate what data a company may collect on an individual, when the company may collect it, how the company may use it, to whom the company may give it, and how long the company may retain it.