On April 20, 2022, Mississippi became the last state in the nation to enact an equal pay law. The new law, which takes effect July 1, 2022, follows the liability standard of the federal Equal Pay Act.
The Supreme Court of Puerto Rico ruled that, in cases involving certain unjustified dismissal claims, the employer is not required to present evidence in a specific way of a bona fide accreditation to lawfully prove the existence of a reorganization plan.
The Connecticut Department of Labor recently issued final, proposed amended regulations, which make several amendments to existing regulations concering the job-protected leave aspects of the state's Paid Family and Medical Leave Act.
On April 11, 2022, Governor Glenn Youngkin signed into law HB 1173, rolling back the provisions of the Virginia Overtime Wage Act and realigning Virginia’s overtime obligations and exemptions with those of the federal FLSA.
The Minnesota Supreme Court recently reaffirmed the use of the familiar McDonnell Douglas burden-shifting framework to analyze Minnesota retaliation claims, despite the ask by the plaintiff-appellant and amici to abolish using that framework.
In a recent decision, the Nevada Supreme Court provided guidance on how employers must maintain wage records and inform employees of minimum wage rate adjustments.
The Puerto Rico Supreme Court recently held that when a plaintiff prevails in a discrimination lawsuit, any award of back pay must be reduced by any income earned from other means before applying the double penalty provided by local laws.
Employers located in countries that are signatories to the Hague Convention should be concerned if they are improperly served through a United States subsidiary and the attempted service is not compliant with the Hague Convention.
As part of a trend in California, SB 331 broadly limits the use of non-disclosure provisions in various types of employment agreements, including settlement and separation agreements. It takes effect on January 1, 2022.
