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OFCCP Extends Enforcement Moratorium for TRICARE Subcontractors to 2021, Includes Veterans Affairs Health Benefits Program Providers

Goldberg Segalla LLP • May 24, 2018
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has issued Directive 2018-2, which extends the moratorium on its enforcement of affirmative obligations for subcontractors under TRICARE, the health care program of the United States Department of Defense that provides medical benefits to active duty and retired military personnel and their families.

Part II: State Legislatures’ Initial Response to the Call to Action

Fisher Phillips • May 24, 2018
Following the Obama White House’s Call to Action in October 2016, state legislatures have been busy enacting restrictive covenant reform, particularly to non-compete laws. By our count, eight (8) states have enacted some type of reform since the Call to Action. Some of this activity may have been in the works prior to the Call to Action, but others are undoubtedly following the Obama White House’s Best-Practices Policy Objectives:

U.S. DOL Announces Two-Year TRICARE Moratorium Extension

FordHarrison LLP • May 23, 2018
Executive Summary: On May 18, 2018, the U.S. Department of Labor (DOL) issued a press release announcing an Office of Federal Contract Compliance Programs (OFCCP) Directive that extends by two years the enforcement moratorium pertaining to the affirmative obligations of TRICARE providers. TRICARE is a health care program through the U.S. Department of Defense (DOD) that pays health care benefits to active duty and retired military service members and their families. The moratorium, which had previously been in effect for four years and was set to expire this month, will now expire on May 7, 2021. The OFCCP also expanded coverage under the moratorium to apply to Veterans Affairs Health Benefits Program providers, in addition to TRICARE providers.

New York City Earned Sick Time Act Updates Take Effect: New Policies and Notices to Employees Required

FordHarrison LLP • May 24, 2018
Executive Summary: In November, the New York City Council passed a law amending the Earned Sick Time Act, changing the name to the Earned Safe and Sick Time Act (ESSTA), and allowing employees to use paid time off under ESSTA if they or their family members are victims of domestic violence and other family offenses. The changes came into effect on May 5, 2018. Employers need to immediately update their sick time policies to reflect the change and distribute the new “Notice of Employee Rights” to all their employees by June 4, 2018.

Connecticut's New Pay Equity Bill Prohibits Questions Regarding Prospective Employees' Wage and Salary History

Littler Mendelson, P.C. • May 23, 2018
Connecticut Governor Dannel P. Malloy signed Public Act No. 18-8, “An Act Concerning Pay Equity,” into law on May 22, 2018, making Connecticut the sixth state to prohibit employers from asking applicants about salary history. California, Delaware, Massachusetts, Oregon and Vermont had previously adopted similar bans. The new Connecticut law will permit applicants to file lawsuits for damages and other remedies.

Vermont Requires Gender-Neutral Bathrooms

XpertHR • May 23, 2018
A new Vermont law will result in more gender-free restrooms. Beginning July 1, 2018, single-user restrooms in public buildings or places of public accommodation must be available for use by persons of any gender.
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