Massachusetts has finalized a new salary range transparency law, An Act Relative to Salary Range Transparency. If you have employees whose primary place of work is in Massachusetts, or you post roles that can be performed from Massachusetts or report to a Massachusetts worksite, this law changes how you advertise jobs and how you share
Last month, we joined forces with 17 attorneys from Tarlow Breed Hart & Rodgers as we opened a Boston office, right in the Prudential Center. As a result, we have been talking with our clients more about what laws in Massachusetts may be overlooked by employers. Time and again, three issues keep coming up. Here’s
Last Friday, a federal judge in Texas ruled that the U.S. Department of Labor (“DOL”) exceeded its authority when it issued a final regulation significantly raising salary thresholds for the executive, administrative, and professional exemption, and it vacated the regulation nationwide. That means employers will no longer be required to ensure their white-collar salaried employees
Today, the DOL’s Final Rule expanding overtime protection in the form of salary threshold increases for FLSA exempt workers takes effect for most employers across the country. There has been some uncertainty over the past month with three cases pending in Texas federal court challenging the legality of the rule. On Friday, June 28, 2024
On Tuesday afternoon, the Federal Trade Commission issued a final rule largely banning non-compete agreements for employees. The rule is intended to go into effect in around four months but will likely be the subject of multiple legal challenges.
The rule is short in its nature.
It defines
On January 9, 2024, the U.S. Department of Labor (“DOL”) issued a final rule (“Final Rule”) defining the term independent contractor under the Fair Labor Standards Act (“FLSA”), rescinding the previous definition of independent contractor outlined in 2021 (“2021 Rule”). The Final Rule establishes a six-factor test based on the economic reality of the worker
Employers often struggle with what to do when employees fail to report their time accurately. A recent decision by the Second Circuit illustrates how costly it can be for employers who don’t address the issue properly.
In Perry et al. v. City of New York, the Second Circuit upheld a significant jury verdict in
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Just like you can’t spell awesome without “me,” you can’t take Family and Medical Leave Act leave without some conditions. Employers and employees alike should know all too well that one of those conditions is that the FMLA leave should be
This week the United States Supreme Court held that highly compensated employees are not exempt from overtime requirements unless they are paid on a salary basis. In other words, employers cannot avoid paying overtime to employees simply because they earn a high hourly or daily rate. Rather, employers must provide employees with a reliable, predetermined compensation regardless
In a move with profound implications for workplaces, the Federal Trade Commission (“FTC”) on Thursday, January 5, 2023, issued a sweeping proposal that would ban all non-compete agreements between employers and employees. While the timing was a bit of a surprise, the move had been telegraphed since mid-2020 when President Biden issued an executive order