The Equal Employment Opportunity Commission (EEOC) has announced that the 2023 EEO-1 data collection will open on Tuesday, April 30, 2024. The deadline to submit the required data is Tuesday, June 4, 2024.  As a reminder, employers with 100 or more employees are required to file the annual EEO-1 Component 1 report.  EEOC:2023 EEO-1 Component […]

New York State has recently enacted a law restricting employers’ rights to employees’ social media.  Effective March 12, 2024, employers are prohibited from requiring job applicants and employees to: 1) provide log-in credentials to personal accounts; 2) log into their personal accounts in front of an employer representative; or 3) reproduce or download the contents of their […]

Beginning July 1, 2024, the minimum wage will increase from $17.00 per hour to $17.50 per hour for all DC workers, regardless of the employer’s size.  The District of Columbia Department of Employment Services (DOES) notes that the minimum wage will increase each year in proportion to the increase in the Consumer Price Index, which […]

Starting in the first quarter of 2024, every South Carolina employer with at least 10 employees must file quarterly reports with the South Carolina Department of Employment and Workforce (SCDEW).  The report must include employees’ social security numbers, name, Standard Occupational Code (SOC), total number of hours worked, and total wages. The first quarter’s wage reports are […]

California law requires private employers of 100 or more employees to annually report pay, demographic, and other workforce data to the Civil Rights Department (CRD).  The CRD has recently updated its guidance, such as adding new data fields for remote workers and requiring race/ethnicity or gender classification for all employees. The 2023 report is due May […]

The US Department of Labor (DOL) has published a final rule, effective March 11, 2024, on distinguishing employees from independent contractors for purposes of minimum wage and overtime pay under the Fair Labor Standards Act (FLSA). DOL:Final Rule: Employee or Independent Contractor Classification Under the Fair Labor Standards Act, RIN 1235-AA43 McGuireWoods:DOL Issues Final FLSA Independent […]

Effective January 16, 2024, the Occupational Safety and Health Act (OSHA) has increased the maximum penalty for various types of violations. In addition, on January 1, 2024, OSHA’s new occupational injury and illness record keeping regulations went into effect, requiring employers with 100 or more employees in designated high-hazard industries to electronically submit detailed information to OSHA […]

Wage and hour issues continue to challenge most employers, especially those in the manufacturing industry. The manufacturing industry generally employ many hourly workers who are not exempt from overtime pay under the Fair Labor Standards Act (FLSA). This article explains some of the common pay issues in the industry. Jackson Lewis:2024 FLSA Checklist for Employers […]

On May 20, 2024, New York State’s Freelance Isn’t Free Act goes into effect, which imposes contract, payment, recordkeeping, and anti-discrimination requirements on companies that hire independent contractors. While New York City has had a similar law in effect since 2017 (NYC’s Freelance Isn’t Free Act), New York State’s version is broader in scope and aims to […]

California employers are required to notify the following individuals by February 14, 2024 of void noncompetes: 1) Current employees whose contracts include a noncompete clause or who were required to enter a noncompete agreement; and 2) Former employees employed after January 1, 2022, whose contracts include a noncompete clause or who were required to enter […]