On July 13, 2017, the House Committee on Appropriations signaled what could be a devastating blow to the future of the Equal Employment Opportunity Commission’s (“EEOC”) revised Form EEO-1.  As you may recall, in February 2016, the EEOC released a rule – which was later revised – to amend the Form EEO-1.  The new rule

On October 1, 2016, the Montgomery County, Maryland Earned Sick and Safe Leave Act (the “Act”) went into effect.  As a reminder, the Act, provides paid sick leave to all employees working in Montgomery County, Maryland (the “County”), regardless of how many workers an employer employs.  In addition to the various other obligations under the

As reported today in Politico, the EEOC’s final regulations revising the EEO-1 report will be released this week. The new regulations will revise the annual EEO-1 report to require employers to provide certain wage and hour data regarding their employees to the EEOC on an annual basis.  Our blog post on the proposed rule

Maryland’s Equal Pay for Equal Work Act (the “Act”) is scheduled to take effect on October 1, 2016.  The Act amends Maryland’s existing Equal Pay law, expanding its protections against wage discrimination on the basis of sex in a number of significant ways.  The Act represents another example of the growing trend of new

The EEOC published its revised EEO-1 Rule, responding to a number of comments submitted following the issuance of its proposed rule in February 2016.  As a reminder, the EEOC proposed revising its EEO-1 report to require employers to provide certain wage and hour data regarding their employees to the EEOC on an annual basis. 

The D.C. Council has postponed votes on the Hours and Scheduling Stability Act (the “Scheduling Act”) and the Universal Paid Leave Act (the “Leave Act”), two controversial bills that would impose significant burdens on D.C. employers.

The Scheduling Act seeks to impose burdensome restrictions on chain retailers’ and chain restaurants’ ability to schedule and hire