With the recent increase of minimum wage rates of pay in Massachusetts, the publishing of guidance from the Attorney General related to minimum wages for tipped employees, and the absence of an exemption from overtime for restaurant employees, things are a bit complicated these days relative to tipped employees.
The Department of Labor (“DOL”) has issued its much-anticipated proposed rule on the minimum salary level for an employee to potentially qualify as exempt from overtime eligibility under the Fair Labor Standards Act (“FLSA”). Since a federal district court enjoined the Obama administration's own proposal in late 2016, industry watchers had been anxiously waiting
Massachusetts employers are (or should be) aware of the Massachusetts Wage Act’s strict requirements regarding the payment of wages to departing employees. Terminated employees must be paid all wages owed on the date of termination, while employees who resign must be paid on the next regular payday following the end
Massachusetts has done it again. Yesterday, Charlie Baker signed into law An Act Relative to Minimum Wage, Paid Family Medical Leave and the Sales Tax Holiday. Deemed the “Grand Bargain,” the law keeps Massachusetts at the forefront of providing greater employee rights and protections for its residents. The law follows
The Amended Massachusetts Equal Pay Act Goes Into Effect on July 1, 2018. Is Your Business Prepared?
The Amended Massachusetts Equal Pay Act (“MEPA”) will become effective in less than one week, on July 1, 2018. MEPA was a landmark pay equity law that inspired dozens of states, cities, and even private companies to require and to make similar changes with the goal of reducing and eliminating
Depending on your perspective, the Supreme Court’s decision yesterday in Epic Systems Corp. v. Lewis provided much-needed certainty to employers or dealt a serious blow to employees. The vote was 5 to 4, and the Court’s newest justice, Neil Gorsuch, authored majority decision joined by the so-called conservative justices. That
On March 1, 2018, the Massachusetts Attorney General’s Office issued its formal Guidance on the amendments to the Massachusetts Equal Pay Act (MEPA) taking effect on July 1, 2018. These amendments represent a significant change in the law, and employers will want to take prompt steps to determine if their pay practices
We reported previously about the unprecedented changes to the Massachusetts Equal Pay Act that become effective on July 1, 2018. The new law provides more clarity regarding what constitutes unlawful wage discrimination and adds additional protections to promote greater fairness and equity in the workplace.
The Massachusetts Appeals Court has deemed newspaper delivery drivers of a Braintree distributor to be employees, not independent contractors, under state law.