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Salary.com Compensation & Pay Equity Law Review

Roundup: EEOC enforcement actions; Pay transparency; Stay or pay provisions; Protected leave; English-only workplaces

Newsletter volume 2.41 October 28, 2024

Salary.com Compensation and Pay Equity Law Review

Welcome to Salary.com's Compensation and Pay Equity Law Review.

Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works !

This week we're answering the questions:

  • What areas is the EEOC focused on in its enforcement actions?
  • How should I handle pay transparency when I don't know who will respond or what laws might apply?
  • What the heck are stay or pay provisions and why is December 6 important?
  • Can I fire someone or change their role when they are on protected leave?
  • Can requiring a certain language to be spoken at all times at work be discrimination?
October 22nd, 2024

Hot Issues for the EEOC

The types of discrimination the EEOC alleged most frequently in 2023 were gender, disability, and race discrimination and retaliation. Here's what the EEOC has been up to in 2024, including a new case on pay discrimination.

October 23rd, 2024

Pay Transparency Across State Lines

Compliance doesn't always have to be complicated. When it comes to pay transparency, pick the broadest law and follow it (hint, it's usually California). You have better things to do.

October 24th, 2024

Revise Any Stay or Pay Requirements Now

Stay or pay agreements are when the employer agrees to pay for training or offers a signing bonus or other benefit on the condition that if the employee leaves within a certain time, the employee has to repay the money the employer offered. The NLRB is restricting these agreements and they need to comply by December 6.

October 25th, 2024

Protected Leave Means Protected

When someone is out on protected leave, you can't fire them. You can't decide to permanently change their job, especially if they haven't asked for accommodations. And you can't be a weasel about them coming back.

October 28th, 2024

"Other" Languages

About half of people in the world speak more than one language. So before you mandate only one language at work, make sure you are not discriminating based on race or national origin.

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