An increasing number of cities and states are raising their minimum wages. As more politicians and union-affiliated groups push for higher minimum wages, employers need to prepare now for the significant financial, compliance, and regulatory challenges these changes bring.
When California’s Fair Pay Act took effect on Jan. 1, it represented one of the toughest equal pay laws in the nation. The law, which strengthened the state’s Equal Pay Act, represents the latest legislative change causing issues and concerns for employers throughout the United States.
The U.S. Department of Labor (DOL) announced a revamping of the “white collar” exemptions test. When the changes become effective, employers can expect greater scrutiny and a further increase in wage and hour lawsuits. It is therefore important for employers to understand the upcoming changes to the overtime rules.
With the Supreme Court on one side of the issue and the NLRB firmly on the other, it is important for employers to fully understand the pros and cons of arbitration agreements with class action waivers, especially in an era of increased employment-related litigation.
In keeping with his promise of a “year of action” during this year’s State of the Union address, on July 31, President Obama signed an executive order — entitled Fair and Safe Workplaces — that vastly extends the federal government’s enforcement reach over private federal contractors’ employment policies.
Any employer who has faced potential class-action wage-and-hour lawsuits knows what a headache they can be. Due to a recent court ruling, employers have a lot more to worry about. That case, Pippins v. KPMG, has caused tremendous turmoil and confusion among those who follow employment litigation and electronic discovery.