A reminder to employers that classifying workers as independent contractors is only appropriate when legal standards are met and cannot be done simply for the sake of convenience or because that classification is requested by the worker.
The Massachusetts Attorney General announced last week that it would be assessing $1.46 million in citations against a franchisor with 20 locations in Massachusetts and the staffing agency that provided purported independent contractors to the franchisor.
A recent decision in Massachusetts reaffirms the importance of ensuring that leave policies comply with Family Medical Leave Act (FMLA) requirements.
In this case, the company had a compliant leave policy that provided that employees were responsible for paying their portion of the insurance premium while on an unpaid leave of absence.
Among other claims,
Massachusetts is the latest state to join the pay transparency trend, with Governor Healy signing “An Act Relative to Salary Range Transparency” into law on July 31, 2024. It is available here: download
Beginning July 31, 2025, employers with more than 25 employees in Massachusetts must begin disclosing pay ranges for a “particular and specific
While in the past year we have seen a slew of new pay transparency laws come into effect, there appears to be no slow down on the horizon.
Several state legislatures will be considering passing or enhancing such laws this year as well including:
