Washington: State Enacts Job-Protected, Paid Family and Medical Leave

/in

APPLIES TO

All Employers with WA Employees

EFFECTIVE

January 1, 2019

QUESTIONS?

Contact HR On-Call

(888) 378-2456

As of July 5, 2017, Washington joins a few other states in requiring job-protected, paid family and medical leave.  Senate Bill 5975 implements the new leave, providing some of the highest income replacement benefits in the nation. Employees may use this leave for the serious health condition of an employee or a family member; the birth, adoption, or placement of a child; or for a qualifying exigency under the Family Medical Leave Act (“FMLA”).

Read more

August Updates

/in

APPLIES TO

Varies

EFFECTIVE

Varies

QUESTIONS?

Contact HR On-Call

(888) 378-2456
This Short List addresses the following topics:
  1. H-2B Visa Numerical Limit Increased for FY2017
  2. Employers Can Pay a Premium to Expedite H-1B Visa Processing Once More
  3. 2017 Veterans’ Employment and Training Service Filing Season Began August 1
  4. U.S. Department of Justice Files Brief Stating Title VII Does Not Protect Sexual Orientation
  5. First Circuit: Parts of the Massachusetts Earned Sick Time Law Do Not Apply to Railroad Workers
  6. Ninth Circuit: Mortgage Underwriters Are Not Exempt Under the FLSA Administrative Exemption
  7. California: DFEH Modifies Gender-Neutral Restroom Signage Rule for Non-Flushing Toilets
  8. Pennsylvania: Former Employees Are Not Entitled to Inspect Personnel Files
  9. Minneapolis, MN: Minimum Wage Will Increase to $15/hr by 2024
  10. St. Louis, MO: Minimum Wage Ordinance Nullified
  11. Rhode Island: Non-Competes Must Have Assignability Clauses to be Effective for New Owners
  12. Wisconsin: Revised Language, Requirements Regarding Employing Minors

Read more

USCIS Releases New Form I-9 Today

/in

APPLIES TO

All Employers

EFFECTIVE

July 17, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

The United States Citizenship and Immigration Services (USCIS) published a new Form I-9 today.  The new Form I-9 is notated with the revision date 07/17/17 N in the lower left corner and must be incorporated into employers’ hiring procedures by September 18, 2017. Any other versions of Form I-9 will be considered invalid after September 17, 2017.

The updated Form I-9 includes revisions to the instructions for completion and to the list of acceptable documents for verification purposes. These are:

Read more

USCIS Announces Another New Form I-9 Coming Soon

/in

APPLIES TO

All Employers

EFFECTIVE

July 17, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Late last year, the U.S. Citizenship and Immigration Services (USCIS) published a new Form I-9, which incorporated a number of changes as well as the ability to complete the form electronically. Employers had to switch over to the new Form no later than January 22, 2017. Now, the USCIS has announced that there will be another, newer version of Form I-9, to be published no later than July 17, 2017.

Read more

Delaware: Employers Now Prohibited From Asking Job Applicants for Salary History

/in

APPLIES TO

All Employers with DE Employees

EFFECTIVE

December 14, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Governor John Carney recently signed into law a new regulation prohibiting employers from inquiring into a job applicant’s salary history.  This measure, similar to those enacted in Oregon, Massachusetts, New York, and Philadelphia1, is intended to help curtail the gender wage gap by encouraging employers to consider factors other than past compensation history when determining pay.

Read more

Sixth Circuit: Arbitration Provisions Prohibiting Concerted Protected Activity are Unenforceable

/in

APPLIES TO

All Employers with KY, MI, OH, and TN Employees

EFFECTIVE

May 26, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

In National Labor Relations Board v. Alternative Entertainment, Inc., the Sixth Circuit court joined the Seventh and Ninth circuits in holding that mandatory arbitration provisions that contain class action waivers are unenforceable under the National Labor Relations Act (“NLRA”).  The Second, Fifth, and Eighth circuit courts took the opposite opinion.

Read more

Oregon: New Oregon Equal Pay Act of 2017 Takes Aim at Pay Inequality

/in

APPLIES TO

All Employers with OR Employees

EFFECTIVE

October 6, 2017 and January 1, 2019*

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Similar to California’s expansion of equal pay protections early this year, the Oregon Equal Pay Act of 2017 (the “Act”) now further restricts an employer’s ability to seek past salary history as part of a nationwide trend of targeting discriminatory pay practices.  Specifically, the Act expands upon existing Oregon pay equality provisions by rewording policy language to require equal pay between “protected classes,” rather than simply indicate equal pay between “the sexes.”

Read more

Nevada: Employers May Use Fluctuating Workweek to Compensate Certain Employees

/in

APPLIES TO

All Employers with NV Employees

EFFECTIVE

May 25, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

The Nevada Labor Commission recently issued an Advisory Opinion regarding the fluctuating workweek (“FWW”) method of pay.  The Opinion states that employers can use FWW to pay overtime hours worked in excess of 40 hours per week by a non-exempt employee who is paid a fixed-salary for all hours worked.

Read more

Nevada: Rules for Restrictive Non-Compete Agreements Change Again

/in

APPLIES TO

All Employers with NV Employees

EFFECTIVE

June 3, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

Previously, the Nevada Supreme Court declared that overly broad non-compete agreements will be wholly unenforceable, meaning agreements containing overly restrictive provisions beyond what is needed to protect an employer’s interest will be void in total.  The Supreme Court stated that “blue penciling,” or modify parts of an agreement to make it enforceable, would not be allowed.

Read more

Rhode Island: Employers Cannot Refuse to Hire Employees Because of Medical Marijuana Use

/in

APPLIES TO

All Employers with RI Employees

EFFECTIVE

May 23, 2017

QUESTIONS?

Contact HR On-Call

(888) 378-2456

The Rhode Island Superior Court recently stated that employers cannot refuse to hire a prospective employee on the basis that the employee might fail a pre-employment drug screen due to medical marijuana use. This decision arose from Callaghan v. Darlington Fabrics Corporation and The Moore Company, in which the plaintiff complained that she was discriminated against for her lawful use of medical marijuana.

Read more