Five states have joined the growing number of states with pay transparency laws requiring employers to include compensation information in job postings. An Illinois law and a Minnesota law took effect on January 1, 2025, and New Jersey, Vermont, and Massachusetts laws will take effect later this year. While the new laws differ in their
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New York Employers Required to Provide Paid Prenatal Leave
Pursuant to the New York Paid Prenatal Leave Law (the “PPL Law”), beginning on January 1, 2025, New York employers must provide employees with 20 hours of paid leave for prenatal healthcare service appointments during their pregnancy or related to pregnancy (“Paid Prenatal Leave”) in a 52-week period. The PPL Law amends the New York
Federal District Court Vacates Biden’s DOL Overtime Rule
As discussed in our prior post, the U.S. Department of Labor (DOL) issued a final rule earlier this year that increased the salary thresholds required to classify certain employees as exempt from overtime pay requirements under the Fair Labor Standards Act (FLSA). On November 15, 2024, the federal district court for the Eastern District
It’s That Time Again: New California Workplace Laws for 2025
California Governor Gavin Newsom recently signed into law a number of employment-related assembly bills (“AB”) and senate bills (“SB”), once again altering the landscape of workplace regulation in California. With several key new laws taking effect as soon as January 1, 2025, now is the time for employers to prepare for compliance.
NLRB General Counsel: “Make-Whole Relief” for Non-Competes and No More “Stay-or-Pay”
National Labor Relations Board General Counsel (“GC”) Jennifer Abruzzo recently issued Memorandum GC 25-01 (“Memorandum”), suggesting new remedies for non-competes found to violate the National Labor Relations Act (“NLRA”) and proposing that the National Labor Relations Board (“NLRB”) presume “stay-or-pay” provisions to be unlawful. Although the Memorandum is not binding law, employers should expect GC
Is Your Workplace Election Ready? Voting Leave Laws Across the States
With Election Day just weeks away, employers should quickly brush up on laws that permit employees to take time off to vote. There is no federal law permitting time off to vote, but a majority of states and the District of Columbia have some form of voting leave law, with variations regarding the amount of
California Joins Growing List of States Prohibiting Employer Action Against Employees Who Refuse Political or Religious Communications
On Friday, California Governor Gavin Newsom signed SB 399, the “California Worker Freedom from Employer Intimidation Act” (the “Act”) that should be of interest to any company with employees in the state. The Act, which takes effect on January 1, 2025, adds a new section to the California Labor Code to prohibit employers from
SEC Enforcement Sweep Reaffirms Focus on Anti-Whistleblower Provisions in Employee Agreements
On September 9, 2024, the SEC announced settled enforcement actions against seven companies for violating the SEC’s whistleblower rules.[1] Specifically, the SEC alleged that the companies had provisions in various kinds of agreements with employees, including employment, separation, and settlement agreements, that purport to restrict, and thereby could potentially discourage, employees and other signatories from reporting
Texas District Court Prohibits the FTC from Enforcing Its Non-Compete Ban Nationwide
Nationwide Injunction
On August 20, 2024, Judge Ada Brown of the United States District Court for the Northern District of Texas granted summary judgment for the plaintiffs in Ryan LLC v. FTC, preventing the FTC from enforcing its proposed rule banning almost all non-compete clauses in employer agreements. (Click here for the opinion.) The rationale for
EEOC Issues New Guidance on Workplace Harassment
The U.S. Equal Employment Opportunity Commission (EEOC) in April 2024 issued new enforcement guidance on harassment in the workplace, its first guidance on this subject in 25 years, superseding five earlier documents from the 1980s and 1990s. The new guidance accounts for the changing times, including the #MeToo and Black Lives Matter movements, the Supreme