Colorado Governor Polis recently signed into law an amendment to the Colorado Equal Pay for Equal Work Act (the Act), most of which will be effective Jan. 1, 2024 (the Amended Act). The Act remains one of the most comprehensive equal pay laws in the United States. The Amended Act reflects the Legislature’s intention to
Beginning January 1, 2021, California private employers with at least 100 hundred employees and who are required to file annual, federal EEO-1 information will now be required to file a pay data report with the California Department of Fair Employment and Housing (“DFEH”) on or before March 31, 2021 and each year thereafter. These new
Massachusetts employers are reminded that key amendments to the Massachusetts Equal Pay Act (MEPA) take effect on July 1, 2018.
“An Act to Establish Pay Equity” was signed into law on Aug. 1, 2016, with an effective date of July 1, 2018. A previous GT Alert (“Massachusetts Enacts Comprehensive Pay Equity Law
Last week, the New Jersey Legislature passed a high profile bill proposing sweeping amendments to New Jersey’s Law Against Discrimination (LAD). The most noteworthy amendments are designed to broaden LAD’s protections against alleged discriminatory pay practices. If Governor Murphy signs the bill into law, as is almost certain, New Jersey’s equal pay law will be
Given the national spotlight on pay equity, in 2016 there was a radical change in the equal pay legal landscape, as federal administrative agencies and states implemented laws and regulations to improve and enforce pay equity for individuals in protected classes (i.e., sex, race, ethnicity, gender identity, color, religion, national origin, and sexual
At Greenberg Traurig, we live our motto “built for change” and apply it for the benefit of the businesses we serve. Our California Labor and Employment Practice appreciates that although California presents opportunity, it also presents an often unique set of employment risk propositions, and these risks are often just one set among a constellation