The EEOC has required a second component regarding compensation data, which will need to be filed by September 30th for the years 2017 and 2018. This will require that you include classification and pay data and hours worked for those two years. Additional information regarding this requirement may be found on the EEOC website.
In other EEOC news, on October 8th, the Supreme Court will hear oral arguments on three cases having to deal with whether Title VII of the Civil Rights Act of 1964 protects an individual employee based on either sexual orientation or gender identity. Ex-Republican officials and other advocacy groups have submitted an amicus brief in support of an expansive reading of Title VII.
In further FLMA news, there is some indication that the Department of Labor may be considering issuing new regulations in 2020, which would, on the other hand, encompass ways to better protect and suit the needs of workers, reduce administrative, and compliance burdens on employers.
Very recently the National Labor Relations Board released a general council advice memo revising several policies that in comparison to the Obama administration board’s policies are considerably more pro-employer.
Questions about labor contracts or other topics from this week’s Telebrief?
Contact Howard Kurman at email@example.com or 410-209-6417.
About the Telebriefs®
The Telebriefs® are 30-minute, information-packed phone calls geared towards executives, HR directors, supervisors, managers, and business owners. Join Howard K. Kurman, as he discusses employment law developments occurring over the past two weeks that will most significantly impact employers nationwide. These twice-monthly phone calls are an easy way to stay current and compliant with the latest employment law developments that will significantly affect you and your company. The goal is to provide information and insights to help executives stay current with the latest workplace law developments and in front of trends, to enable proactive policy-making and management. Our guarantee: You will learn something useful on every call!
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Howard K. Kurman is an employment attorney. Mr. Kurman regularly counsels clients on all aspects of proactive employment/labor issues. He represents employers ranging in size from as small as 20 employees to those employers with geographically disparate locations consisting of over 4,000 employees. Mr. Kurman assures, through regular contact with his clients, that they promulgate and maintain the most effective employment policies that will, to the extent possible, minimize their legal exposure in today’s litigious workplace. Mr. Kurman offers advice on employee handbooks, employment agreements, and covenants not to compete as well as confidentiality and non-disclosure agreements. Previously, Mr. Kurman was the chair of the firm’s Labor & Employment Practice Group.
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