Employment Law Alerts

The Change in the Equal Pay Landscape and its Impact on Employers

On December 6, 2019, the Second Circuit held that an employee does not have to show that she received less pay for equal work in order to prevail in an unequal pay claim. Instead, she only has to prove that the employer discriminated against her because of her gender. She does not have to prove that a member of the opposite sex held an equal but higher paying job. Essentially, employees do not ...

EEO-1 Report Update - Component 2 Data Filing Deadline Quickly Approaching

Earlier this year the EEOC announced it would reinstate the collection of EEO-1 Component 2 data, thus requiring employers to submit pay data broken own by job category, sex, race, and ethnicity. The deadline for employers to submit Component 2 data for 2017 and 2018 remains September 30, 2019. The Component 2 EEO-1 Pay Data online filing system is available on the EEOC's website along with a ...

Update on Requirement to Report EEO-1 Wage and Hour Data

As previously reported in our Alert published on March 7, 2019, a federal judge has ordered the EEOC to provide guidance regarding the collection of wage and hour data ("Component 2 data").  On April 4, the EEOC submitted a filing to the court saying it would have to engage a third-party contractor, at a cost of over $3 million, in order to process the Component 2 data. Even though the judge has ...

Massachusetts Issues Proposed Regulations and Toolkit for Paid Family and Medical Leave Act

On March 29, 2019, the Massachusetts Department of Family and Medical Leave (“DFML”) re-issued draft regulations on the Massachusetts Paid Family and Medical Leave Act (“PFML”). DFML will hold at least two public hearings, beginning in May. There will also be a period for written comments. Final regulations should be published before July 1, 2019. PFML will require Massachusetts employers to ...

EEO-1 Pay Data Collection Requirement Reinstated - OMB's Stay Vacated

 In September 2016, the Equal Employment Opportunity Commission ("EEOC") expanded its collection efforts to include summary W-2 pay data and total hours worked by race, ethnicity, and gender from employers that already file the EEO-1 report (e.g., private employers with over 100 employees and federal contractors with more than 50 employees). This initiative was intended to help close the pay gap ...

New York State's New Employment Discrimination Law: GENDA

  On February 24, 2019, New York state's Gender Expression Non-Discrimination Act ("GENDA") went into effect.  GENDA prohibits all employers with four or more employees from discriminating against workers on the basis of their actual or perceived gender identity, gender expression, or their transgender status.   Gender identity or expression is defined as having gender identity, self image, ...