Friday, May 20, 2016

NLRB Revisits Employee Handbook Issues

We have written before about the NLRB’s attacks on handbook provisions and other restrictions on employee communications, with warnings about restrictions on confidentiality of investigations, on using the company’s email system, on social media and policies about reporting complaints (Restrictions on Employee Communication Could Lead to Unfair Labor Practice Charges - Jack Blum Dec. 4, 2015).

Wednesday, May 18, 2016

DOL Finalizes Changes to Overtime Exemptions

Take Away: Effective December 1, 2016, the minimum salary that employees must be paid to qualify for the white collar or the highly compensated exemptions to the FLSA overtime requirements will increase substantially. While many employers will need to make significant adjustments in their workforce to adapt to these increases - the final rule will not be as disruptive as it could have been because DOL did not make any changes to the duties tests associated with these exemptions.

Maryland Legislature Pursues Changes to Equal Pay Law

In the waning days of the legislative session, the Maryland Legislature enacted legislation addressing gender identity and making significant changes in the way employers will have to prove that pay differences are not discriminatory. The bill is awaiting signature by the Governor. He has not taken a position on the law and has given no indication thus far as to whether he will sign the bill. If he does, it will be effective on October 1, 2016.

Monday, May 9, 2016

Supreme Court Roundup: 2015-2016 Undecided Cases

Last week, we wrote to you about the 2015-2016 term cases that have been decided. Here is a preview of cases for private sector employers to watch, decisions for which are still pending.

Friday, May 6, 2016

Supreme Court Roundup: 2015-2016 Decided Cases

As the Court enters the last two months of its 2015-2016 term, here is a look at the decided cases that can affect private sector employers. A separate blog will follow, detailing those cases still pending that private sector employers should watch.