Rounding of employees’ time for the purpose of recordkeeping and determining wage payments (and overtime) is a practice that will soon be permitted under New Jersey law, according to the New Jersey Department of Labor (NJDOL). Previously, the NJDOL had taken differing positions as to whether or not even-handed rounding is permitted under state wage and hour law (as it is under the federal Fair Labor Standards Act, per 29 C.F.R. §785.48(b)). David Biglin, Bureau Chief at the NJDOL, confirmed at the May 11 NJ Chamber of Commerce Labor & Employment Law Seminar sponsored by Ogletree Deakins that the NJDOL is now in the process of drafting regulations to adopt the rounding standard under federal law.
The Connecticut Supreme Court’s holding in Williams v. General Nutrition Centers, Inc., No. SC 19829 (August 17, 2017) is a mixed bag for Connecticut employers.
Close on the heels of the sweeping changes brought about by Bill 148, the Ontario government has enacted another set of changes to Ontario’s employment laws. Bill 177, the Stronger, Fairer Ontario Act (Budget Measures), 2017, is omnibus legislation that affects a number of Ontario statutes, including the Occupational Health and Safety Act (OHSA), as well as transitional updates to the Workplace Safety and Insurance Act, 1997 (WSIA).
The state of Georgia has had a lactation break law on the books for quite some time, but with House Bill 1090 the legislature made some important changes, effective August 5, 2020. As most employers know, the federal Fair Labor Standards Act (FLSA) provides lactation break requirements for employers, so there has not been a lot of focus on Georgia’s state counterpart, which was merely permissive. That is until now. The Georgia amendment has beefed up the statute in a few notable ways.