It’s been 4 years since Arizona’s Fair Wages and Healthy Families Act went into effect. While the Act’s initial passage created a fair amount of stress and confusion, most employers believe they’ve gotten the technical aspects of earned paid sick time (EPST) under control. Recently, however, employers have seen an uptick in claims by employees alleging their rights under the Act have been violated and/or they were retaliated against for using sick leave.

Proskauer Rose LLP attorneys Paul M. Hamburger and Elizabeth D. Down discuss what employers need to know about the Internal Revenue Service's recent guidance on administering 100 percent subsidies for continuation coverage premiums under the Consolidated Omnibus Budget Reconciliation Act (COBRA).

Reversing long-standing precedent, the Alaska Supreme Court recently lowered the burden of proof employers must meet to establish an exemption under the Alaska Wage and Hour Act (AWHA). The court held employers must prove the employee fits within an exemption by a preponderance of the evidence, rather than the far-higher threshold it had long applied. Also, state courts will more broadly interpret AWHA exemptions that are identical to those under the federal Fair Labor Standards Act (FLSA), potentially leading to their increased application.

Employment law attorneys from the Employers Counsel Network offer pay and timekeeping insights for employers on the Department of Labor's proposed rule limiting the amount of non-tip-producing work a tipped employee can perform when the employer is taking a tip credit.

After dealing with the COVID-19 pandemic for more than a year, we’ve seen a meteoric rise in unemployment compensation claims. As new jobless benefits programs come into play, fraud has become major problem with cost estimates ranging in the hundreds of billions of dollars. So, how can you and your company and employees prevent and respond to potential unemployment fraud?

The U.S. Supreme Court once again rejected a constitutional challenge to the Affordable Care Act (ACA), finding this time that the plaintiffs lacked legal “standing” to sue because they could not show they had been harmed by the ACA provision at issue.

Many Massachusetts employers conducted pay equity self-audits in 2018, just before or soon after the Massachusetts Equal Pay Act (MEPA) went into effect. Although it probably seems like it was only yesterday, July 1, 2021, will mark the third anniversary of the MEPA's implementation. If your organization conducted a self-evaluation in 2018, you need to schedule another soon so you can continue to rely on an affirmative defense built into the Act.