Maryland equal pay law will take effect October 1

September 08, 2016 0 COMMENTS

by Kevin C. McCormick

Maryland’s new Equal Pay for Equal Work Act, which takes effect on October 1, will prohibit employers from providing less than favorable employment opportunities to or discriminating against employees by paying different rates based on their sex or gender identity.

Under the new law, which was signed by Governor Lawrence Hogan in May, employers will be prohibited from relying on sex or gender identity to assign or direct employees into less favorable career tracks or positions. Employers also will be prohibited from failing to provide information about promotions or advancement in the full range of careers or career tracks offered, and they will not be able to limit or deprive employees of employment opportunities that would otherwise be available to them.

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New York Women’s Equality Act takes effect January 19

January 11, 2016 0 COMMENTS

by Edward O. Sweeney

Several new laws that are part of New York’s Women’s Equality Act take effect on January 19, meaning employers need to understand the new protections related to equal pay, sexual harassment, and familial and pregnancy discrimination in the workplace.  Manager Balancing Out A Female And A Male Worker

One of the new laws amends New York state’s Labor Law § 194, commonly referred to as the Equal Pay Law. The law already requires employers to pay men and women equally for the same work unless they can show that the difference in pay is based on a seniority system, a merit system, a quantity or quality metric, or “any factor other than sex.” The new law replaces the “any factor other than sex” requirement with a “bona fide factor other than sex” requirement.

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New provisions of New Hampshire’s equal pay law take effect January 1

December 17, 2014 0 COMMENTS

by Jeanine Poole

Eight sections of New Hampshire’s Protective Legislation (RSA 275:37, 38, 38-a, 40, 41-a, 41-b, 41-c, and 41-d) will be modified effective January 1, 2015. RSA 275:37 will prohibit employers and persons seeking employees from discriminating between employees on the basis of sex by paying employees of one sex less than employees of the other sex for equal work that (1) requires equal skill, effort, and responsibility and (2) is performed under similar working conditions.

There are exceptions that permit different wage rates when the different payment is made pursuant to: read more…