In March 2023, Eleanor Holmes Norton introduced two bills addressing pay - the Salary Transparency Act and the Pay Equity for All Act of 2023.

Expansion includes disclosures regarding bonuses, benefits, and non-wage compensation.

Equal Pay Registration Certification must be filed between March 24, 2022 and March 23, 2024

In a split decision by the U.S. Supreme Court decided February 22, 2023, Helix Energy Solutions Group, Inc. et al. v. Hewitt, an oil rig supervisor earning over $200,000 per year sued for overtime. Hewitt typically worked 84 hours per week on the offshore drilling vessel and was paid a flat daily rate and then had 28 days off before returning to the vessel. Hewitt filed an action against Helix seeking overtime pay under the Fair Labor Standards Act of 1938, which guarantees overtime pay to covered employees when they work more than 40 hours a week. Helix defended on the grounds that Hewitt was a highly compensated, exempt, executive employee.

Connecticut Salary Transparency Requirements

The proposed bill would expand on existing pay transparency requirements.

500 contractors/subcontractors have made the OFCCP CSAL list  

With the recent addition of pay equity laws impacting employers, we wanted to share some recent large financial settlements based on alleged pay discrimination. The following outlines conciliation agreements garnered by the Office of Federal Contracts Compliance Programs (OFCCP) as well as private actions.

Effective January 1, 2023, and impacts all employers with at least one employee working in California

Covered employers with more than four employees and is effective September 17, 2023