Connecticut Adopts Salary History Inquiry Ban

New CT Law Effective January 1, 2019

Effective January 1, 2019, a new law generally prohibits Connecticut employers from inquiring about a prospective employee’s wage and salary history unless it is voluntarily disclosed. Notably, the law does not prohibit an employer from inquiring about other elements of a prospective employee’s compensation structure as long as such employer does not inquire about the value of the elements of such compensation structure.

Click here to read the law.

Posted by HR360

Ban on Salary History Inquiry for Vermont Employers

Effective July 1, 2018, a new law prohibits Vermont employers from inquiring about or seeking an applicant’s salary history information, including information on his or her current or past wages, salary, bonuses, or benefits. The law also bans employers from relying on an applicant’s salary history information as a factor in determining whether to interview the applicant.

Notably, the law does not prohibit:

  • After making an offer of employment that includes compensation, confirming or requesting an applicant’s salary history information if the applicant previously disclosed the information voluntarily; or
  • Inquiring about an applicant’s salary expectations or requirements.

Click here to read the law.

New Jersey Equal Pay Law Takes Effect July 1, 2018

Law Effective July 1, 2018

A new state law expands coverage of existing law to prohibit discrimination in wages on the basis of any protected class. Highlights of the law include the following.

Prohibited Employer Actions
Under the new law (applicable to employers of all sizes), an employer may not pay any of its employees who is a member of a protected class at a rate of compensation, including benefits, that is less than the rate paid by the employer to employees who are not members of the protected class for substantially similar work, when viewed as a composite of skill, effort, and responsibility.

In addition, an employer who is paying a rate of compensation in violation of the new law may not reduce the compensation of any employee to comply with the law.

Exceptions
An employer may pay a different rate of compensation only if the employer demonstrates that the differential is made pursuant to a seniority or merit system, among other exceptions.

The law takes effect on July 1, 2018Click here to read the new law, which includes additional exceptions.

Background
Current New Jersey law prohibits employers from discriminating in any job-related action, including (among other things) compensation and the terms, conditions, and privileges of employment on the basis of any of the law’s specified protected categories (e.g., race, creed, color, national origin, nationality, ancestry, age, and sex).

As of today, no poster revisions or requirements have been released. All In One Posters will be monitoring future developments.

Originally posted by HR360

Minnesota Leads the Midwest in Minimum Wage

This Saturday, Minnesota’s minimum wage will rise to $9.00 per hour, making it one of the highest in the country, and the leader of the Midwest states. The bump is a result of the phase two implementation of the wage law Governor Mark Dayton signed in April of last year. The law mandated that wages rise to $8.00 in 2014, $9.00 in August of 2015, and $9.50 in August of 2016. Following the completion of stage three in 2016, wages moving forward will be adjusted as necessary to account for inflation.

These changes will only apply to employees working for qualifying large employers – businesses with an annual gross revenue of $500,000 or higher. Those working for smaller employers still fall under the protection of the federal minimum wage, currently at $7.25 per hour.

How does Minnesota compare to its neighbors in the Midwest?

While the hotly debated first two stages of the law have finally been settled, stage three of the implementation remains controversial between political parties. The 2016 presidential race is expected to focus on ways to support the middle class and will undoubtedly touch on the minimum wage floor.

About Doherty | The Employment Experts Headquartered in Minneapolis for over 35 years, Doherty offers customized workforce solutions to companies doing business in Minnesota and across the nation. Doherty is the largest Minnesota-based staffing firm, Minnesota’s 2nd largest woman-owned business, a Star Tribune Top Workplace since 2014, and the only staffing firm to receive the Minnesota Business Ethics Award. Visit www.dohertyemployment.com for more information.

ORIGINALLY POSTED BY DOHERTY on Thu, 07/30/2015

To ensure continued compliance of our valued customers, All in One Poster Company is will be including this mandatory update, along with the latest Minnesota OSHA (MNOSHA) mandatory update that occurred this month, with the upcoming release of our 2016 Minnesota and Federal Combination Poster available for pre-order beginning November 1, 2016. The MNOSHA was updated this October to include information regarding employer requirements to report any work-related in-hospital, amputations or loss of an eye to MNOSHA within 24 hours.