In an effort to close what is viewed as a persistent pay gap, Washington has amended its Equal Pay and Opportunities Act (EPOA) for the second time to require employers to include wage and benefit information in their job postings.
As we watch to see what happens with additional pending legislation in 2022, this post identifies states that recently adopted laws intended to curtail workplace vaccine mandates by private employers.
Four months ago, New York City became the second jurisdiction in the country to require employers to include the minimum and maximum potential salaries for open positions in job postings.
On April 22, 2022, Ontario announced that it is maintaining the existing provincial masking requirements in select higher-risk indoor settings, as well as other current directives, until June 11, 2022.
Maine recently amended its final wages statute to require that “[a]ll unused paid vacation accrued pursuant to the employer's vacation policy on and after January 1, 2023 must be paid to the employee on cessation of employment.”
An arbitrator recently decided that the mandatory vaccination policy of BC Hydro was reasonably necessary to justify the significant intrusion on its employees’ bodily integrity and medical privacy - but the policy's discipline aspect was unreasonable.
The California Privacy Rights Act, effective January 1, 2023, will impose specific notice obligations on employers. This article focuses on one such requirement: a privacy policy that must be posted online or on the employer’s internet website.
A California court held that AB 979 - designed to increase diversity on corporate boards - was unconstitutional. How will this decision affect IE&D legislation? And how can corporations lean into this trend, while remaining within the bounds of the law?
