April 2026

 

Vermont Bars Inquiries into Job Applicants’ Salary and Benefit History

06/06/18

Beginning July 1, 2018, employers in Vermont will be prohibited from requiring a prospective employee to disclose salary and benefit history under legislation (H.B. 294) signed by Governor Phil Scott on May 11, 2018. The new law also bars employers from seeking an applicant’s salary history without applicant authorization.
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Washington State Enacts New Laws Addressing Sexual Harassment in the Workplace

06/06/18

Responding to the national “#MeToo” movement, Washington has enacted several new workplace laws primarily intended to protect victims of sexual harassment. The first new law bars employers from requiring employees—as a condition of employment—to enter into agreements that would limit the employee’s ability to report sexual harassment or sexual assault.
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Tennessee Employers May Allow Concealed Weapons in the Workplace

06/06/18

Tennessee law now allows an individual, corporation, business entity, or government entity (collectively “entity”) to permit the concealed carry of handguns by permit holders, while still prohibiting other weapons or the open carry of firearms at the workplace. Tennessee law previously allowed an entity to prohibit possession of all weapons on its premises, including by a person authorized to carry a concealed firearm with a valid permit.
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San Francisco Amends its “Ban-the-Box” Law

06/06/18

San Francisco amended its “ban-the-box” law or Fair Chance Ordinance, further restricting an employer’s ability to consider criminal record information. The new restrictions prohibit employers from inquiring about, requiring disclosure of, or basing employment decisions on convictions for decriminalized behavior, including the non-commercial use and cultivation of marijuana. In addition, employers are prohibited from inquiring about, requiring disclosure of, or basing employment decisions on a person’s conviction history until after a conditional offer of employment.
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Seattle Ends Subminimum Wage

06/06/18

Washington state and Seattle both have separate minimum wages and processes for obtaining an exemption from their minimum wages. Under Seattle's minimum wage provision, an employer was permitted to apply for exemption from the city's minimum wage only after receiving an exemption from the state.
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Philadelphia’s Salary History Inquiry Ban Violates the First Amendment, Federal Court Rules

06/06/18

A federal district court in Philadelphia has ruled in Chamber of Commerce of Greater Philadelphia v. City of Philadelphia, No. 17-1548 (E.D. Pa. Apr. 30, 2018) that Philadelphia’s ban on salary history inquiries violates the First Amendment. The court, however, did not strike down the other major portion of the law, which prohibits employers from relying on salary history to set compensation. That piece of the law remains intact. The decision will likely have national implications as Philadelphia's law is similar to others around the country, including laws in California and New York City.
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New York City Enacts Stop Sexual Harassment in NYC Act

06/06/18

On May 9, 2018, Mayor Bill de Blasio signed into law the Stop Sexual Harassment in NYC Act. We've included key highlights of the legislation that apply to private employers.

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New York State Enacts Laws Combating Sexual Harassment in the Workplace

06/06/18

The New York State Legislature has proposed, passed and implemented significant laws combating sexual harassment in the workplace. Provisions on the prevention of sexual harassment in New York workplaces affect state contracts, mandatory arbitration clauses, mandatory nondisclosure agreements and other subjects.
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New Jersey Expands Equal Pay Protections

06/06/18

New Jersey has enacted legislation that significantly expands the state’s equal pay law.
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New Jersey Enacts Paid Sick Leave Law

06/06/18

New Jersey Governor, Phil Murphy (D), has signed into law the New Jersey Paid Sick Leave Act (the “Act”), which will provide eligible employees with paid leave for their own medical needs, those of a family member, or other covered reasons.
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