Employers with employees working 80 hours a year within Minneapolis should remember that the Minneapolis Wage Theft Prevention Ordinance goes into effect JANUARY 1, 2020. If you want more details about the ordinance and how it is different than the Minnesota Wage Theft Prevention Act, you can read my previous blog here. In
Minneapolis Considering Freelance Worker Protection Ordinance As Companion to Its Wage Theft Ordinance
On September 12, 2019, three City of Minneapolis Council members shared a draft ordinance, the Minneapolis Freelance Worker Protections Ordinance. As it is just in the draft stages, I won’t go into great detail here, but to point it out. For those Minnesota employers who rely on independent contractors – the development of this
Minneapolis’ Wage Theft Ordinance Takes Effect January 1, 2020 for ALL Employees
Just as soon as Minnesota employers start to understand the new Minnesota Wage Theft Law (enacted July 1, 2019), the City of Minneapolis has passed its own ordinance, the Minneapolis Wage Theft Prevention Ordinance, effective January 1, 2020. Employers located in Minneapolis and employers located outside of Minneapolis but who have employees who work
EEOC Opens Pay Data Collection Web Portal – EEO-1 Data Due September 30, 2019!
Employers who are required to submit the 2017 and 2018 Component 2 EEO-1 data (wage data) can now do so via the EEOC’s portal here. In addition, the EEOC has released a FAQ that may answer many employer questions such as filing requirements, summary compensation data, hours worked, multi-establishment reporting, acquisitions and mergers, spinoffs,
Minneapolis Proposes Its Own Wage Theft Ordinance
Not to be outdone by the State of Minnesota’s Wage Theft Law, the City of Minneapolis is proposing its own wage theft ordinance, which “compliments” its Minimum Wage and Sick and Safe Time ordinances. The new wage theft ordinance would allow the City to investigate wage theft complaints on its turf. On July 29,
Are You Ready for the New Minnesota Wage Theft Law Recordkeeping Requirements In Effect July 1, 2019?
Effective today, Minnesota employers must follow the new so-called “Wage Theft Law” (it is actually just a bunch of amendments to existing law). This is primarily a change in recordkeeping and employee notices, creating an administrative burden likely to cause many in HR to want to raise the white surrender flag. While I’m not a
DOL Issues Proposed Rule Clarifying “Joint Employer” Under Four Part Test
On April 1, 2019, the DOL issued a Notice of Proposed Rulemaking (NPRM), relating to whether two or more entities are “joint employers” for purposes of the Fair Labor Standards Act (FLSA). This arrangement becomes significant when determining overtime for an individual who does not work overtime at either employer, but combined, does (and thus,
EEO-1 Component 2 (Hours Worked and Pay Data) for 2017 and 2018 Due September 30, 2019
The saga continues! Businesses required to file an EEO-1 must submit the usual Component 1 data to the U.S. Equal Employment Opportunity Commission (EEOC) by May 31, 2019. However, whether businesses with 100 or more employees must submit Component 2 pay data has been up in the air since 2016 (you can search my blog
Prepare for the EEO-1 Pay Data to Be Due September 30, 2019!
On April 3, 2019, the EEOC represented to the U.S. District Court for the District of Columbia that it would require Component 2 data (hours and pay by race, ethnicity and sex) for the EEO-1 report by September 30, 2019. This is in addition to the May 31, 2019 deadline for the EEO-1 Component 1
EEO-1 Surveys Now Due May 31, 2019 – Wage Pay Data May Be Required
Employers required to file an EEO-1 (hopefully you know who you are…certain federal contractors/subcontractors), must do so between March 18, 2019 and May 31, 2019 via the EEO-1 website. Importantly, on March 4, 2019, the U.S. District Court for the District of Columbia held that the Office of Management and Budget’s stay of the