The Massachusetts Attorney General has recently published an Overview and Frequently Asked Questions regarding the amendment to the Massachusetts Equal Pay Act, set to take effect on July 1, 2018.
State and local lawmakers introduced over 250 new labor and employment bills in February, and considered hundreds of others in various stages of the legislative lifecycle.
February may be the shortest month of the year, but what it lacked in days it made up with minimum wage and overtime developments at the federal, state, and local levels.
In 2017, legislatures in more than 40 U.S. jurisdictions considered over 100 bills intended to narrow the lingering pay gap. While only a handful of those proposals ultimately became law, this wave shows no signs of subsiding.
In a recent classification case involving the “gig” or shared economy, a U.S. magistrate judge handed down a significant win for Grubhub, concluding that a driver was an independent contractor, not an employee.
The majority of state legislatures are back in session, wasting no time considering new labor and employment measures. More than 600 state and local bills governing workplace issues were introduced or actively evaluated in January.
2018 may have barely begun, but minimum wage and overtime activity at the local, state – and even federal – levels is well underway. Settle in – we’ve got a lot to cover.
On January 29, 2018, the Massachusetts Supreme Judicial Court held that sick pay does not constitute wages under the Massachusetts Payment of Wages Law.
The New York City Council has passed another scheduling law that provides employees with additional rights to demand changes to their work schedules, with little flexibility for employers to reject such changes.
