The District of Columbia and Maryland recently required employers to increase pay for employees making minimum wage, with further wage increases to come.
Wage and hour laws create a potential minefield for for-profit businesses attempting to offer internship opportunities for students.
Bill 21-244 amends the Human Rights Act of 1977 to prohibit discrimination in hiring with respect to an individual’s credit information.
New OSHA Rule Requires Electronic Tracking of Workplace Injuries and Illnesses and Includes Public Posting of Data
A new OSHA rule requires that some workplace injury and illness information be submitted to OSHA electronically for posting on OSHA’s website.
A Maryland employer with compliant policies and records may choose to deduct the value of a negative leave balance from an employee’s final paycheck under certain circumstances.
Although the EEOC’s publication focused on employees’ rights under the Americans with Disabilities Act, employers who have employees suffering from mental health conditions should be aware of their potential obligations under other federal laws as well, including the Family and Medical Leave Act (“FMLA”) and the Genetic Information Nondiscrimination Act (“GINA”).
The guidance notes that the FTC and DOJ plan to specifically target no-poaching and wage-fixing agreements as “per-se illegal.” Thus, agreements between competitors to not hire away each other’s employees (no-poaching) or to limit the compensation of a certain workgroup to avoid escalating wages (wage-fixing) are illegal…
On October 17, 2016, the Equal Employment Opportunity Commission (EEOC) issued its Strategic Enforcement Plan for Fiscal Years 2017-2021 (SEP). The SEP outlines the areas in equal employment enforcement on which the agency will focus during the next four years.
Employers often use social media during the hiring process. However, employers should use caution and follow certain guidelines to avoid a number of legal pitfalls.
On December 1, 2016, revised regulations addressing the “white collar” overtime exemption under the Fair Labor Standards Act (FLSA) will go into effect. The new regulations double the minimum salary an employer has to pay to an employee to designate him or her as “exempt” from overtime pay.