16 HR MAGAZINE MAY 2018
LEGAL UPDATES AT THE STATE LEVEL
COMPANIES GET GUIDANCE ON EQUAL PAY LAW
Employers received much-anticipated guidance on the state’s new pay
equity law, which is set to take efect July 1.
The statute prohibits businesses from asking applicants about their salary
history and establishes a safe harbor for companies that conduct pay audits,
among other things. The guidance, from the Massachusetts Ofce of the
Attorney General, doesn’t have the legal force of a state regulation, but it
provides clear insight into how the attorney general’s ofce views the law and
will enforce it.
COURT AFFIRMS DEPARTURE FROM FEDERAL OT
Although most states follow federal law in calculating overtime and other
wage and hour issues, California does not.
The California Supreme Court reinforced this principle when it recently
held that overtime pay attributable to an employer’s “fat-sum” attendance bonus should be calculated by dividing the amount of the bonus by only the total
number of non-overtime hours, rather than by all hours worked.
CLARIFIES TIMING FOR
UNPAID WAGE CLAIMS
An employee’s right to seek unpaid
wages or compensation at termination is subject to the two-year statute
of limitations (or three-year limitations period for willful violations)
under the Colorado Wage Claim Act,
the Colorado Supreme Court ruled.
The court also clarified that the
statute of limitations begins to run
when the wages or compensation
first becomes due and payable.
Employers should be careful to
pay their employees the wages they
earn when they are due and should
review their policies and practices
in light of the Colorado Supreme
READ about state and local workplace and legal developments:
salaries by discipline,
based on employer
Math and sciences
Agriculture and natural resources
Source: National Association of Colleges and Employers.