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Retail Employer Workplace News - Fall 2016

By Mark S. Askanas
  • October 24, 2016

States and Business Groups Sue to Block DOL’s ‘White Collar’ Overtime Rule

Despite a lawsuit to block the regulations, retailer employers must prepare for the Department of Labor’s updated regulations under the Fair Labor Standards Act governing overtime exemptions for executive, administrative, and professional employees, commonly known as the “white collar exemptions” or “EAP exemptions.” The new regulations will go into effect on December 1, 2016. Read more…

EEOC Issues Final Pay Data Changes to EEO-1 Report

Retailer employers with at least 100 employees must submit annual EEO-1 reports to the Equal Employment Opportunity Commission that include W-2 pay and hours worked data for their entire workforces, nationwide, beginning 2018. Read more…

New Jersey Announces 2017 Minimum Wage Increase

Voters in Arizona, Colorado, Maine, South Dakota, and Washington will have a chance to raise the hourly minimum wage in their states on Election Day. New Jersey, one of more than 10 states that adjusts the state-mandated hourly minimum wage for inflation each year, has announced that its minimum wage will be $8.44 per hour beginning January 1, 2017. Read more…

Class Action Trends Report on EEOC-Style Claims

Individual or successive charges of discrimination filed by a retailer’s former employees may snowball into an Equal Employment Opportunity Commission systemic investigation. Consider certain potential risks when responding to a charge of discrimination. Read more…

Ransomware Attacks

Ransomware is malware that denies the affected user access to his or her data, typically by encryption. The hacker then offers a key for a ransom. In addition to being a crime victim, an organization under attack may be subject to certain legal obligations, such as under data breach laws. Read more…

©2016 Jackson Lewis P.C. This material is provided for informational purposes only. It is not intended to constitute legal advice nor does it create a client-lawyer relationship between Jackson Lewis and any recipient. Recipients should consult with counsel before taking any actions based on the information contained within this material. This material may be considered attorney advertising in some jurisdictions. Prior results do not guarantee a similar outcome.

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