Employers desiring to require low-wage earners to sign and comply with non-competition agreements will find that such agreements are becoming increasingly less enforceable. Courts across the country are refusing to enforce non-competes against low-wage employees, and some states are also taking legislative action to prohibit these agreements.
On December 14, 2018, Michigan Governor Rick Snyder signed two laws which modified the current minimum wage and paid sick leave legislation. The changes are due to take effect on April 1, 2019. The new law, “Paid Medical Leave Act”, will replace the current “Earned Sick Time Act,” which was only recently passed. Under the new law there are several changes that will impact many businesses. For starters, this applies to all businesses with 50 or more employees.
On Monday February 18, 2019, the New York City Commission on Human Rights released legal guidance on our protections and enforcement actions against racial discrimination on the basis natural hair and hairstyles. These guidelines will now consider the targeting of people based on their hairstyle at work, school, or in public places racial discrimination.
Do you have employees who are paid the minimum wage? Do you have tipped employees? Do you employ workers in more than one state? Do you make wage deductions, pay on a per job basis, or pay a salary to nonexempt employees, and have to ensure that your employees’ wages do not fall below the minimum wage for hours worked? No matter where you are located, what your industry is, or how many workers you employ, you need up-to-the-minute wage and hour information to comply with federal, state, and local laws and avoid costly lawsuits and intrusive, time-consuming investigations by wage compliance agencies.