We do not expect the incoming Trump Administration to introduce much federal legislation or implement new regulations on employment issues. As a result, progressive states and cities will be driving changes in these areas as they enact their own employment laws that exceed the federal rules. On a practical level, this means that multi-state (and multi-city) employers will need to comply with a honeycomb of different local and state rules and regulations depending on where
Last week, we reminded you that the new Fair Labor Standards Act (FLSA) overtime regulations, which raised the minimum salary for exempt employees to $47,476 (more than double the current threshold) were still slated to take effect on December 1, 2016. At the same time, we warned you that the regulations could be enjoined by a federal district court judge presiding over a lawsuit brought by 22 states and several employer groups.
Late yesterday, the district
As a reminder, new federal overtime regulations under the Fair Labor Standards Act (“FLSA”) are still slated to take effect on December 1, 2016. Among other changes, the new regulations raise the minimum salary for exempt employees from $23,660 to $47,476. For an overview of the new requirements, please see our newsletter from earlier this year:
We are fielding many questions from clients about the ongoing battles – both in Congress and in court –
The Massachusetts state legislature recently approved a new pay equity bill aimed at reducing the gender gap in wages. Governor Baker has indicated that he intends to sign the bill into law. This newsletter provides an overview of what employers need to know about the law now to prepare for these changes.
Once signed, the law will take effect on July 1, 2018.
Equal Pay for Comparable Work
The goal of the bill is to reduce pay
On May 10, 2016, we sent out a newsletter regarding the U.S. Department of Labor’s (“DOL’s”) proposed changes to the overtime regulations under the Fair Labor Standards Act (“FLSA”). http://law.marshallhalem.com/preparing-new-federal-overtime-exemption-rules. On May 18, the DOL published its Final Rule which will go into effect on December 1, 2016.
As an overview, the FLSA is the federal law that governs the payment of wages by most United States employers. Among other things, the FLSA establishes the
On May 11, 2016, President Obama signed the Defend Trade Secrets Act (“DTSA”) into law. The new law brings trade secrets under the penumbra of federal intellectual property law, and provides employers with additional remedies against employees who misappropriate their trade secrets. In this newsletter, we provide an overview of the new law and the steps that employers need to immediately take to update their employee agreements.
FEDERAL PROTECTION FOR TRADE SECRETS
For many employers, trade secrets
Overview of Anticipated Changes
In July 2015, the Department of Labor released proposed revisions to the Fair Labor Standards Act (FLSA) overtime exemption rules. Among these changes is a proposed increase to the minimum salary that an employee must be paid to be exempt from overtime laws. Currently, exempt employees must be paid at least $455 per week or $23,660 per year. Under the proposed rules, the minimum salary for exempt employees would double with exempt
Massachusetts Sick Leave Law Final Regulations (June 2015)
By now, most Massachusetts employers are aware that they must provide sick leave to all employees by July 1, 2015, unless they take advantage of the Safe Harbor to extend their compliance to January 1, 2016. In summary, the Sick Leave Law (the “Law”) requires all Massachusetts employers with at least 11 employees to give employees working in Massachusetts (even for part of their work time) at least
Most Massachusetts employers are aware of the Earned Sick Time law (the “Law”) that is scheduled to go into effect on July 1, 2015. For further information about that Law, please see our November, 2014 E-Mail Alerthttp://marshallhalem.blogspot.com/2015/01/massachusetts-new-paid-sick-time.html. The Attorney General recently issued Proposed Regulations and is in the process of soliciting public comments about those Proposed Regulations. When the Attorney General issues Final Regulations we will send you an E-Mail Alert describing them.
A new Massachusetts law expands the rights of individuals who are victims of, or have a family member who is a victim of, domestic violence. One portion of the law places new requirements on employers with 50 or more employees.
Specifically, covered employers must give employees up to 15 days of leave in any 12 month period to address domestic violence against themselves or a family member (a “Domestic Violence Leave”). A “family member” is broadly