The 3rd Circuit Court of Appeals' ruling may prove a bellwether for any legal challenges to the other state and local salary history inquiry bans across the nation.
Maryland has become the 14th state with a ban the box law affecting private employers after its legislature overrode Gov. Larry Hogan's veto. The City of St. Louis also will soon have a ban the box ordinance.
New York and New Jersey have joined the trend of states banning private employers from asking job applicants about their salary history with new laws effective this month.
Many notable employment law developments recently took effect in Maine, including new wage theft and noncompete agreement laws, new pregnancy accommodation requirements and more.
Illinois has enacted broad legislation that will significantly impact employment practices, including nondisclosure agreements, sexual harassment training, leave for domestic violence victims and workplace safety.
Illinois has become the latest state to ban employers from asking job applicants about their salary or benefits history. The measure aims to ensure that women and minority applicants are not further victimized by past wage discrimination.
The law takes effect January 1, 2020, at which time New Jersey will join a California, Massachusetts, Washington and a host of other states and localities that have enacted similar salary history inquiry restrictions.
Amendments to New York's equal pay law take effect October 8, 2019. A new salary history inquiry law takes effect January 6, 2020.
Colorado and Washington both have enacted salary history question bans, making them the 9th and 10th states placing such prohibitions on employers. Colorado's measure is part of a broad pay equity law.
The Supreme Court has vacated a major 9th Circuit Court of Appeals salary history ban ruling because the appellate court released its 6-5 opinion shortly after the judge who authored it had died.
News: Guidance on legal considerations in HR’s recruitment process. Support and advice on finding capable, qualified candidates in a legal manner.
XpertHR is part of the LexisNexis® Risk Solutions Group portfolio of brands.
The materials and information included in the XpertHR service are provided for reference purposes only. They are not intended either as a substitute for professional advice or judgment or to provide legal or other advice with respect to particular circumstances. Use of the service is subject to our terms and conditions.
Copyright © 2020 LexisNexis Risk Solutions Group
© 2020 LexisNexis Risk Solutions Group.