Takeaways

New York State is countering the scaleback of wage reporting and paycheck transparency obligations for federal contractors with greater pay transparency and reporting for its state contractors and for all New York employers. Federal contractors must now satisfy annual data privacy training requirements, and OSHA has issued new guidance on preventing retaliation against whistleblowers. Also covered is the Connecticut Supreme Court’s recent clarification of the test for identifying independent contractors.

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Compensation issues predominate, including the last minute halt on the salary thresholds for the white collar exemptions, the first-of-its-kind Freelance Work Isn’t Free Act, new minimum wage laws, and pay data reporting for EEO-1 submissions. Read More

EEOC updates Retaliation Guidance; new federal regulations impact government contractors; SEC cracks down on terms of severance agreements; Connecticut laws limit non-competes and ban the box on criminal history; Read More

Federal government adds trade secret protection and doubles the salary threshold for exemption from overtime eligibility; additional regulations and guidance expand federal contractor obligations to prevent sex discrimination (very broadly defined), require new practices on reporting and preventing workplace injuries, and clarify disability accommodations through leaves of absence. Read More

New York City protects employees with any caregiver responsibilities, while federal, state and city government agencies expand employee rights in interpreting joint-employment status, interpreting paid sick leave and ban-the-box laws, and eliminating gender distinctions in business policies and practices. Read More