On May 17, 2019, Connecticut lawmakers passed House Bill 5004, “An Act Increasing the Minimum Fair Wage,” which raises the state’s minimum wage, in increments, to $15 per hour by 2023. Governor Ned Lamont has pledged to sign the bill.
On May 9, 2019, Washington Governor Jay Inslee signed House Bill 1696, the state’s most recent pay equity legislation, which the bill claims is an “additional step towards gender equality.”
Westchester County, New York has enacted a new ordinance, the “Safe Time Leave Law,” that, beginning October 30, 2019, will require all private employers to provide up to 40 hours of paid leave for victims of domestic violence and human trafficking.
On May 8, 2019, Washington Governor Jay Inslee signed Engrossed Substitute House Bill 1450 (HB 1450), radically altering the law governing noncompetition agreements and moonlighting prohibitions in Washington State.
In recent months, we appear to have reached a tipping point in squarely facing both the challenges and opportunities presented by the technology-induced displacement of employees (TIDE).
The Colorado General Assembly has passed legislation to strengthen the state’s pay equity requirements, prohibit employers from seeking salary history from job applicants, and require employers to post internal job openings and list salary ranges.
Littler’s eighth annual survey – completed by 1,331 in-house counsel, HR professionals and C-suite executives – analyzes the impact of these legal, social and technological issues on the workplace.
Customs and Border Protection has changed policies that had allowed Canadian citizens to apply for extension of L-1 intracompany transfer visas at ports of entry along the U.S.-Canadian border or pre-clearance locations at Canadian airports.
Paid sick leave laws have proliferated across the U.S. This paper highlights major compliance challenges created for employers and discusses possible fixes for reducing discrepancies and enhancing administrative ease, without sacrificing employee access.
On April 29, 2019, the Minnesota Court of Appeals overturned a state district court ruling and found that the Minneapolis Sick and Safe Time Ordinance applies to employers outside the City limits.
