A recent federal court decision opened the door for employers to recruit and hire candidates who are either recent graduates or have limited work experience without risking liability for certain claims of age discrimination.
In a recent case, the Massachusetts Supreme Judicial Court held that back pay damages awarded under the federal Worker Adjustment and Retraining Notification Act are not wages under the state Wage Act, curtailing claims for individual liability.
Suffolk County, New York has passed a law making it unlawful for employers and employment agencies with four or more employees to inquire about a job applicant’s salary history or otherwise to rely on such information in setting a new employee’s pay.
On November 19, 2018, Oregon’s Bureau of Labor and Industries (BOLI) issued its administrative order and rules implementing the Oregon Equal Pay Act of 2017.
On October 22, 2018, the Puerto Rico Department of the Treasury issued Publication 18-03, which makes tax reporting and tax deadline changes for certain severance payments.
Employers that use criminal record-screening policies must continue to be vigilant about compliance with all applicable laws and should know that the EEOC’s scrutiny of such policies, while perhaps scaled back, has not ended.
It is rare for the highest German labour court to issue a decision that will require employers to take immediate action with respect to their employment contracts. On September 18, 2018, however, the Federal Labour Court issued such a ruling.
