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Adrienne Paterson helps clients navigate traditional labor and employment issues.

The Federal Acquisition Regulatory Council issued a Proposed Rule, “Pay Equity and Transparency in Federal Contracting,” on January 30, 2024. The Proposed Rule would amend the Federal Acquisition Regulations (FARs), which apply to federal government commercial contracts to be principally performed in the United States and its territories. The rule imposes three new requirements

On January 12, 2024, Washington, D.C., joined the growing list of jurisdictions to enact wage transparency legislation when Mayor Muriel Bowser signed the Wage Transparency Omnibus Amendment Act of 2023 (the Act), formerly known as the Pay Scale and Benefits Disclosure Amendment Act. If the Act survives the 30-day congressional review period, during which Congress can vote to overrule it, the law will take effect June 30, 2024.

The new law applies to all employers with at least one employee in Washington, D.C. and requires employers to include pay ranges in job listings and disclose healthcare benefits information to applicants. The Act also prohibits employers from inquiring about an applicant’s salary history.Continue Reading Washington, D.C., Set To Enact Wage Transparency Law

Connecticut Paid Sick and Safe Leave was expanded to add two additional permitted uses, effective October 1, 2023. Connecticut Paid Sick and Safe Leave originally went into effect in 2012. The law allows covered employees to accrue one hour of paid sick and safe leave for every 40 hours worked and accrue up to 40

What Is COVID-19 Hazard Pay?

The COVID-19 pandemic motivated many employers to provide extra wages, often referred to as “hazard pay,” to employees who continued to work throughout the pandemic, despite the threats created by the virus, particularly pre-vaccine. Hazard pay is provided both to incentivize employees to work in potentially hazardous conditions and to compensate those individuals for the additional risks they assume.Continue Reading COVID-19 Hazard Pay and Overtime Violations

The state of California’s current minimum wage is $15.00 per hour for employers that have 26 or more employees and $14.00 per hour for employers that have fewer than 26 employees. However, California cities and counties routinely implement their own minimum wage requirements and five such localities—Pasadena, Los Angeles County, the City of Los Angeles, Emeryville, and San Francisco—will be increasing their minimum wage rates, effective July 1, 2022
Continue Reading Five California Localities Raise Minimum Wage Rates Effective July 1, 2022