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.
Ohio recently enacted Senate Bill 47, which includes new Ohio Revised Code § 4111.031, which limits an employer’s obligation to pay overtime for certain work-related tasks that occur outside of the workday.
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.
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.”
On March 18, 2022, the U.S. Department of Labor published a notice of proposed rulemaking in the Federal Register, calling for the most sweeping revisions to the rules governing Davis-Bacon Act enforcement since the Reagan administration’s 1982 reforms.
On April 14, 2022, New York City lawmakers introduced a bill that, if enacted, would amend the Fair Workweek law to cover home health care services employers and would likely upend the way home health care services are provided in New York City.
On April 11, 2022, Governor Glenn Youngkin signed into law HB 1173, rolling back the provisions of the Virginia Overtime Wage Act and realigning Virginia’s overtime obligations and exemptions with those of the federal FLSA.
On April 1, 2022, the Eleventh Circuit held that business development managers who solicited and sold vehicles to corporate clients are not entitled to overtime pay under the FLSA because they exercised discretion in the performance of their tasks.
