In recent years, some investors have grown increasingly vocal about pay equity issues, with a few investor funds calling on companies to publish compensation data by gender. While the intentions are commendable, its approach is problematic because the median pay gap is easily misinterpreted as a measure of “all things being equal.”
The Minneapolis Wage Theft Prevention Ordinance will go into effect on January 1, 2020, requiring employers to provide wage notices and comply with various recordkeeping requirements for employees who work at least 80 hours per year in the City of Minneapolis. We've highlighted the FAQs and Rules that differ from the guidance provided on the state wage theft statute
The U.S. Department of Labor announced a proposed rule that would allow employers who do not take a tip credit to establish a tip pool to be shared between (1) workers who receive tips and are paid the full minimum wage and (2) employees who do not traditionally receive tips, such as dishwashers and cooks. While this is an important change to federal wage-and-hour laws, the critical point for Minnesota restaurateurs is that this proposed rule, if enacted, does not affect Minnesota’s unique tip-pooling laws and regulations.
Approximately two years ago, a number of employers received charges of discrimination alleging that they discriminated against applicants by restricting the recipients of employment advertisements on Facebook. The EEOC just found reasonable cause on the first seven such charges; and more probable cause determinations seem likely in the near future. Employers who have not yet been targeted should take steps now to prepare.
The Wage Theft Statute requires Minnesota employers to provide employees with a written notice outlining specific terms of employment, including things like the employee’s rate of pay, paid time off and vacation policies, and whether the employee is exempt from Minnesota’s minimum wage, overtime, and other provisions. The statute also adds requirements to recordkeeping, the frequency of pay, and earnings statements. Here are the basics of the new law.
Minneapolis law firm Nilan Johnson Lewis announces that it has hired Megan Zapata as a paralegal effective immediately. Zapata has held multiple paralegal positions for Twin Cities- and New York City-based law firms over the past decade, often focusing her time on complex litigation and intellectual property matters.
Nonprofit Board Chair job descriptions usually include phrases like “facilitate consensus” and “ensure all voices are heard.” I agree with those job descriptions. In my experience, Board Chairs generally understand that part of the job. However, there is sometimes a disconnect between the Board Chair’s job description and the expectations of the nonprofit’s CEO/ED.
On September 24, 2019, the U.S. Department of Labor (DOL) announced its final rule regarding the salary threshold for exemption from overtime, raising the salary threshold to $684 per week ($35,568 annually) versus the previous $455 per week ($23,660 annually) amount that has existed since 2004. The effective date is January 1, 2020, meaning that employers must ensure that exempt employees’ salaries meet this threshold by the new year or transition them to non-exempt status with eligibility for overtime.
Minneapolis law firm Nilan Johnson Lewis announces that Andrew Peterson has joined its labor and employment practice group as an associate, where he will be focusing on noncompete and trade secret litigation, class action defense, and employment law counseling.
With the regulatory landscape changing rapidly, manufacturers, distributors, and retailers of vaping and e-cigarette products must be aware of what laws and regulations govern these products, and should take proactive steps to mitigate their legal risks.
On August 8, 2019, the Minneapolis City Council joined the state of Minnesota in requiring wage notices. The ordinance—which goes into effect on January 1, 2020, and applies to any employers who have an employee who works at least 80 hours per year in the city—parallels the state wage theft statute in several respects, but also creates several new obligations.
One month after the State of Minnesota’s Wage Theft Statute went into effect, the Minneapolis City Council has unanimously adopted its own Wage Theft Ordinance. The ordinance—which goes into effect on January 1, 2020—applies to employees who work at least 80 hours per year in the city.
Employers are now required to comply with the civil provisions of Minnesota’s Wage Theft Statute, which went into effect on July 1. The Minnesota Department of Labor & Industry (DOLI) updated its Wage Theft Q&A again this week. We’ve summarized the highlights of this update.
Employers are now required to comply with the civil provisions of Minnesota’s new Wage Theft Statute, which went into effect last week on July 1. This week, the Minnesota Department of Labor & Industry (DOLI) updated its Wage Theft Q&A, which has now grown to 45 questions, and its Employee Wage Notice example.
OSHA’s Standard Improvements Project Rule (Phase IV) was published in the May 14 Federal Register and is intended to remove or revise “outdated, duplicative, unnecessary and inconsistent requirements” in the agency’s safety and health standards. This is the fourth review of this ongoing effort. The goal is to “reduce regulatory burden while maintaining or enhancing worker safety and health and improving privacy protections."
Employers face a tight deadline of July 1 to comply with the civil provisions of Minnesota’s new Wage Theft Statute. Late last week, the Minnesota Department of Labor & Industry (DOLI) issued a Wage Theft Q&A and an Employee Wage Notice example. We’ve summarized the highlights of the Q&A and the Employee Wage Notice example.
Nilan Johnson Lewis announces that effective immediately, Ann Novacheck has joined the law firm, expanding its nonprofit and foundation practice as a shareholder within the Corporate & Transactional Services group. Novacheck has over 30 years of experience advising established and emerging nonprofit and tax-exempt organizations, including private foundations, operating foundations, public charities, trade associations, and health care providers.
As this Harvard Business Review article thoughtfully explores, artificial intelligence (AI) has the potential to decrease gender bias in hiring if it is properly trained and used...or to replicate existing workplace biases if it is not. With more employers using AI and other big data solutions in hiring, lawmakers and enforcement agencies, as well as plaintiffs' law firms, are increasingly focused on issues of “algorithmic bias.”