The Spear Firm’s Post

Pay transparency laws are often pitfalls for employers. In our continued tracking of the 2024 Minnesota legislative session, this issue of The Work Week covers legislation that would impose additional transparency requirements on employers. Check it out!

It’s interesting to read about this case and learn from it. It’s essential to listen more to Human Resources when they emphasize hiring talent rather than posting vacancies that specify targeted recent college graduates or “junior” managers, as this can be considered age discrimination. https://lnkd.in/e4rzsCtD

More on the intersection of competition and employment.

Navigating the complex landscape of federal employment can be daunting, particularly when it comes to understanding and challenging your job’s classification. If you suspect that your position has been misclassified, here's what you should know: https://zurl.co/WKjZ

Dear #Employer, in the new year, #Illinois is joining a growing trend of states that require transparency in pay practices and non-compliance is quite costly! Here’s what you need to know… Starting January 1, 2025, employers will need to include pay scale and benefits information in job postings under amendments to the Illinois Equal Pay Act. This move brings Illinois in line with states like California, Colorado, Nevada, Maryland, and New York (just to name a few) that have implemented similar laws. Here’s the deal: if you’re posting for a position performed even partially in Illinois—or one where the employee reports to a supervisor or office in Illinois—you’ll need to comply. Transparency is not optional, and the stakes are high: non-compliance could cost you up to $10,000 per offense after the third offense. What should you do now? ✔ Audit your current job postings to align with the new requirements. ✔ Establish a process for regular pay and benefits updates to avoid discrepancies. ✔ Consider whether a uniform approach across states might simplify your strategy. ✔ Train hiring teams and HR professionals to ensure smooth implementation. ✔ Partner with third-party recruiters to confirm compliance on their end. ***************************** If you manage employees or advise on employment matters, 🔔 follow me 🔔 to stay informed on the essentials of #employmentlaw. Gain insights to help foster a compliant, equitable, and risk-aware workplace. #humanresources #hr #inhousecounsel #utahemploymentcounsel #PayTransparency #IllinoisEqualPayAct

Question for you: Do you feel valued at your place of employment and if so, what are some things your employer does to make you FEEL valued?

Being a fair chance employer isn’t a one-size-fits-all process—it's a journey. Join JFF's Lisa Cohn Durkin at today's National Reentry Workforce Collaborative (NRWC) session, "Unpacking the Fair Chance Employer Journey," where reentry workforce practitioners will learn practical tools to engage employers at every phase of their fair chance hiring journey. Join Lisa, Molly Verghese of Cara Plus, Elaine Ross of Cara Collective, and Beth Avery of National Employment Law Project (NELP) as they share strategies for cultivating interest, assessing current practices, and helping employers adopt inclusive hiring policies. 📅 Don’t miss this session to learn how we can help employers make a lasting impact! #FairChance hashtag#NormalizingOpportunity hashtag#JFFImpact

In today's The Canberra Times, John Wilson and Kieran Pender talk about what public servants - both new and old - need to know about their workplace rights and obligations. #APS #rights #employmentlaw #publicserviceact #insights https://lnkd.in/g9RiTYMd

"Whether it is due to the economic consequences of the lingering effects of the pandemic, a horrendous job performance, a combination of both, or some other reason, employment lay-offs and terminations are an economic fact of life for employers in the Sports, Media and Entertainment Sectors."    Leading with this, Bennett Pine has written a new article for our inaugural Sports, Media, & Entertainment Newsletter entitled, "10 Things to Consider When Terminating an Employee".   After laying out the case for each of his 10 points, Bennett notes that it is most important to remember: "terminations are not accidents, but planned events." Bottom line: employers need to prepare. Click the link below to read this full article. https://lnkd.in/ePUxYQwD   #employmentlaw #sportsandentertainmentlaw