Employers mandating tip pooling
However, contractors would not be required to pay employees for accrued, unused paid sick leave at the time of a job separation.The Executive Order explains that an employee may use paid sick leave for an absence resulting from: The DOL regulations propose paid sick leave be provided upon the oral or written request of an employee and that a leave request must be made at least 7 calendar days in advance where the need for the leave is foreseeable, and in other cases as soon as is practicable.
Coverage under the proposed regulations would apply to new contracts and replacements for expiring contracts issued on or after January 1, 2017.
On April 14, 2008, a bill mandating the award of treble damages to prevailing plaintiffs in wage and hour claims (Senate Bill 1059) became the law in Massachusetts.
The new law, which was neither signed nor vetoed by Governor Deval Patrick this week, calls for treble damages to be awarded automatically against any employer found in violation of the states wage and hour laws, regardless of the specific circumstances presented.
Paid sick leave would carry over from one accrual year to another, but contractors would not be required to allow a total accrual of more than 56 hours at a time (seven 8-hour days).
Under the proposal, contractors will be required to reinstate employees’ accrued, unused paid sick leave if the employees are rehired by the same contractor or a successor contractor within 12 months after a job separation.
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Massachusetts became the first state to prohibit salary history queries from employers with the passage of its Pay Equity Bill in 2016. Governor Cuomo signed Executive Order 161 on January 9, 2017 prohibiting New York state agencies from asking, or mandating in any form, that an applicant provide current or prior salary information until such time as the applicant is extended a conditional offer of employment with compensation. On January 23, 2017, Philadelphia became the first US city to adopt its own salary history ban prohibiting employers, including private employers, from asking candidates about their wage history or relying on such information in setting compensation. The City of New Orleans was next to follow suit with an executive order signed by its mayor on January 25, 2017 prohibiting city agencies from seeking salary histories from candidates during the application and interview process. Five days later, the mayor of Pittsburgh signed a bill on January 30, 2017 that prohibits the city from asking job applicants for information regarding past wages or relying on salary history information in the employment process. This prohibition applies during the hiring process, including contract negotiations.