[author: Kara Gorvo]
These days, July is almost as hot as January for new and updated employment laws, meaning HR doesn’t get the summer off! In some cases, new and updated laws will only require simple changes to the employee handbook, while in others you may need to make significant changes to payroll or overhaul internal processes.
Let’s take a look at some of the employment laws that are changing this summer and the trends that they’re a part of.
States, and employees, want you to show them the money—in job ads, that is. In the 2010s, states were all about bulking up their pay equity laws to make them broader and easier to enforce than the federal Equal Pay Act. Now they’ve moved on to pay transparency, most commonly by requiring employers to post the pay range for a position in the job advertisement. And this July, Virginia and Maine jumped on the bandwagon, both now requiring pay ranges in job ads. But neither stopped there. Virginia also banned salary history inquiries (joining a long list of states that already prohibit this practice) and Maine is requiring disclosure of pay ranges for current employees if they ask.
Requiring that current employees be provided with their pay range upon request is the bleeding edge of the pay equity movement, with only a few states requiring it up until this point. While this obligation might sound simple enough, it creates significantly more risk for employers than just having to post a range in job ads....
The relator managed to connect alleged upcode overcharging to the submission of bills to the government that would have necessarily contained inflated charges. A qui tam relator who did not plead ...