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Articles About Massachusetts Labor and Employment Law.
Pay Transparency, Becoming Clearer: (Some of) Your Questions Are Answered!
The post Pay Transparency, Becoming Clearer: (Some of) Your Questions Are Answered! appeared first on Hirsch Roberts Weinstein LLP.
New Massachusetts Workforce Data Reporting: Covered MA Employers Must Submit Most Recent EEO Reports By February 3, 2025
A recently enacted Massachusetts law requires employers with 100 or more employees in the state to submit a copy of their most recently filed EEO reports to the state by February 1 annually (or the next business day following February 1, which is February 3 for 2025).
Massachusetts Pay Transparency Law: What Employers Need to Know Before February
Last July, Massachusetts joined a growing number of states mandating that employers provide pay transparency to employees. The Massachusetts pay transparency law also includes a wage data reporting component that requires covered employers to submit EEO-1 reports to the Commonwealth on an annual basis. As the Feb. 3, 2025, deadline
Massachusetts Gets Transparent: FAQs Clarify the Commonwealth’s Pay Transparency Law
Massachusetts’ Executive Office of Labor and Workforce Development (LWD) recently published FAQs that provide guidance on the state’s new pay transparency law, formally titled the Frances Perkins Workplace Equity Act.
FAQs Provide Details on Workforce Demographic Reporting for Massachusetts Employers
Massachusetts just released frequently asked questions (FAQs) to help employers comply with the wage data reporting aspect of the state’s new pay transparency law.
Still Waiting—Massachusetts Pay Reporting Guidance Not Yet Published
The deadline for filing the first year of Massachusetts EEO-1 pay data reports is February 1, 2025, but covered employers are still waiting for Massachusetts to publish guidance on this requirement. This means that with less than one month before the deadline, there is no official guidance on what information
Mass. HERO Act / Notice Requirements for Employers with More than 50 Employees
The post Mass. HERO Act / Notice Requirements for Employers with More than 50 Employees appeared first on Hirsch Roberts Weinstein LLP.
Litigation Under Wiretap Law and What Website Owners Need to Know
Massachusetts’ highest court recently issued an opinion that delves into the complex intersection of privacy law and modern technology. The case centers around whether the collection and transmission of users’ web browsing activities to third parties without their consent constitutes a violation of the Massachusetts Wiretap Act.
However, the claim
Massachusetts Paid Family and Medical Leave Program: November 2024 End-of-Year Update
With the close of 2024 comes the 2025 notices, posters, and rate sheets from the Massachusetts Department of Family and Medical Leave (DFML). In addition, the fiscal year (FY) 2024 DFML annual report is now available with interesting statistics about the overall administration of the Massachusetts Paid Family and Medical
Expansion to Massachusetts Earned Sick Time to Include Pregnancy Loss, Failed Assisted Reproduction, Adoption, or Surrogacy
Massachusetts Expands Sick Time Law to Include Pregnancy Loss, Failed Assisted Reproduction, Adoption, or Surrogacy
Effective November 21, 2024, Massachusetts employers covered by the Massachusetts Earned Sick Time law must now provide expanded benefits under the Law to address various types of reproductive losses. Employers will want to be aware of the coverage requirements to respond accordingly to employee requests. The amendment to the sick
Massachusetts’ Earned Sick Time Law Now Covers Pregnancy Loss: What Employers Need to Know
As of Nov. 21, 2024, Massachusetts employees may use earned sick time to address physical and mental health needs following a pregnancy loss or failed
Retention Bonus Found Not to Constitute ‘Wages’ Under the Massachusetts Wage Act
On September 6, 2024, the Appellate Division of the Massachusetts District Court held in Nunez v. Syncsort Incorporated that a retention bonus that the defendant-employer allegedly owed to the plaintiff, its former employee, did not constitute wages within the meaning of the Massachusetts Wage Act. The decision is significant in
Massachusetts New Pay Transparency Law Addresses Pay Gaps
Massachusetts employers will enhance transparency by including pay range information in all job postings and advertisements. Additionally, employers will proactively provide pay range details to employees and applicants upon request, fostering a more open and equitable workplace.