Roundup: Latest pay transparency laws; Time off for reproductive loss; Class actions over pay transparency violations; Intellectual property and employee inventions; EEO-1 is due Dec. 5
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.
This week we're answering the questions:
- What pay transparency laws are going into effect soon?
- Can employees take time off for pregnancy or other reproductive loss?
- Where are people filing lawsuits over pay range and pay transparency violations?
- Who owns employee inventions and creations?
- Why are legislatures getting involved in employment agreements?
- When are EEO-1 reports due and how to get ready?
Sunlight and Pay Transparency Are Really Good Things
Shining some sunlight on pay in your organization saves everyone time in the hiring process and can improve productivity too. Here's a nice summary of the latest pay transparency laws and when they go into effect.
Time Off for Pregnancy Loss is Past Due
California has passed a new law giving employees time off after reproductive loss. It's a good start, but the leave is unpaid and it can put employees who need the time in the uncomfortable position of revealing private information they may not want their employer or colleagues to know.
Here Come the Pay Range Lawsuits
Well, that didn't take long. Washington's pay transparency law went into effect January 1, 2023 and ten months later we have class action lawsuits filed for failure to post realistic pay ranges in job ads.
Who Owns Employee Inventions?
Employers often ask employees to sign agreements that give the employer all rights to anything the employee creates during the employment. These agreements are not always fair, and sometimes don't even apply to the circumstances.
So, legislatures are getting involved to make the playing field fairer.
It's EEO-1 Reporting Time!
EEO-1 reports are due December 5 and require that employers with 100 or more employees file a form with the EEOC that lists the employer's jobs, the number of people in those jobs and the race/ethnicity and gender of the employees. It's pretty straight forward—unless you don't have the data.
