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Category: Legal Insights

Newsroom image for the post Minnesota Again Considers Banning Non-Competes

Posted January 19, 2023 with Tags

Minnesota Again Considers Banning Non-Competes

The FTC’s proposed rule banning non-competes nationally has received much attention, but the far likelier change to non-compete law for Minnesotans is from the all-DFL state government. Barely into session, the Minnesota legislature is considering two companion bills, HF295 and …

Newsroom image for the post Equal Pay in 2023: A Preview

Posted December 18, 2022 with Tags

Equal Pay in 2023: A Preview

In recent years, equal pay legislation has taken a new form. Gone are the days in which recruiters must merely avoid questions about prior salary history. Now, various states require recruiters to respond to requests about the expected salary for …

Newsroom image for the post It’s the Best Time of the Year…For a Pay Equity Audit

Posted December 18, 2022 with Tags

It’s the Best Time of the Year…For a Pay Equity Audit

As 2022 draws to a close, employers are preparing for holiday parties, analyzing their staffing, and assessing compensation for the coming year in light of significant inflationary pressures and historically low unemployment rates. One item employers should consider is pay …

Newsroom image for the post Department of Education Releases Proposed Title IX Revisions

Posted June 23, 2022 with Tags ,

Department of Education Releases Proposed Title IX Revisions

The Title IX regulations were last amended in May 2020 by the Trump administration and faced an immediate—and largely unsuccessful—legal challenge. The Biden administration’s proposed regulations are a major departure from the current regulations. Among the changes, they expand the scope of covered conduct, eliminate many of the detailed Trump-era requirements for grievance procedures (including the controversial hearing and cross-examination requirements), make explicit protections for LGBTQI+ students, and add protections for pregnant students and employees.

Newsroom image for the post Minnesota Employers: Understanding the New Frontline Worker Pay Law

Posted June 8, 2022 with Tags ,

Minnesota Employers: Understanding the New Frontline Worker Pay Law

Minnesota Governor Tim Walz signed a bill into law last month providing bonus pay for eligible COVID-19 frontline workers. Although the State is administering the program, which opens June 8, 2022, the Frontline Worker Pay law requires that employers in a “frontline sector” provide notice to current employees who may be eligible for the payment by June 23, 2022. We have put together a few key takeaways for you to consider in evaluating potential notice obligations.

Newsroom image for the post New York City Council Amends Wage Transparency Law

Posted June 6, 2022

New York City Council Amends Wage Transparency Law

In 2021, New York City joined the growing list of cities and states requiring employers to include salary ranges in job postings. This law was expected to go into effect on May 15, 2022. However, after heeding concerns raised by many groups pertaining to ambiguities in the law, the New York City Council passed an amended version of the New York City Pay Transparency Law that postpones its effective date to November 1, 2022.

Newsroom image for the post Oregon Extends Vaccine Incentives, Hiring Bonuses

Posted June 6, 2022

Oregon Extends Vaccine Incentives, Hiring Bonuses

In early March 2022, the Oregon legislature sought to extend that exclusion until 180 days after Oregon’s Governor Kate Brown terminated the COVID-19 emergency declaration signed into law in 2020. Governor Brown signed the extension of the pay equity exclusion just two days shy of terminating the COVID-19 emergency declaration on March 17, 2022, which termination became effective on April 1, 2022.

Newsroom image for the post Washington State Jumps on the Pay Transparency Bandwagon

Posted June 6, 2022

Washington State Jumps on the Pay Transparency Bandwagon

A recent amendment to Washington law will require employers to disclose information about pay and other benefits in postings for jobs in the state. This new affirmative disclosure requirement, which applies to employers with 15 or more employees, becomes effective on January 1, 2023.

Newsroom image for the post OFCCP Mandates Contractors Conduct, Share Pay Equity Analyses

Posted June 6, 2022

OFCCP Mandates Contractors Conduct, Share Pay Equity Analyses

Federal contractors will soon be facing new pay equity disclosure requirements under a directive issued by the Office of Federal Contracts Compliance Programs (OFCCP). The OFCCP announced that it will require contractors to conduct pay equity analyses of their workforce and share those results with the OFCCP, even if the attorney-client privilege would otherwise protect the analyses. The OFCCP’s initiative signals an aggressive new focus on pay equity and a willingness to press the bounds of the government’s regulatory authority.

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