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Verrill Dana, LLP

Verrill Dana, LLP is one of New England's preeminent regional law firms. With offices in Portland and Augusta, ME; Boston, MA; Westport, CT; Providence, RI; and Washington D.C. Verrill Dana provides sophisticated legal representation to businesses and individuals in the traditional areas of litigation, real estate, business law, labor and employment law, employee benefits, environmental law, intellectual property and estate planning.  The Firm also has industry-focused specialties including higher education, health care and health technology, energy, and timberlands. 

Disclaimer:  The content presented in this blog is for general information only, is not intended to constitute legal advice and cannot be relied upon by any person as legal advice. While we welcome you to contact our blog authors at hrlawupdate@verrilldana.com, the submission of a comment or question does not create an attorney-client relationship between the Firm and you. 

Entries in Equal Pay (8)

Thursday
Apr192018

Dear Byron: Let's Talk About Prior Salary

[Letter to Byron D. Verrill, who in 1862 began the law practice known today as Verrill Dana, LLP]

Dear Byron D. Verrill:

When I’m interviewing applicants for a new position is it okay for me to ask about prior or current salary at other employers?

Thanks,
Hugh Gotthis

Dear Hugh,

Thanks for the note. When I started the firm in the 1860s this was definitely okay, but I didn’t do it. Instead, I paid employees in whatever I got paid in—which was sometimes lobsters, and other days laundry for a week. I think I’ll pass this one off to a colleague—Tawny, your thoughts?

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Friday
Mar232018

Does Massachusetts’s Pay Equity Law Change the Game?

On July 1, 2018, Massachusetts Pay Equity law takes effect requiring all employers to pay men and women equally for comparable work—a phrase that is different from many similar statutes that have gone into effect over the course of the last few years.  What are the key points that employers need to understand about the new law:

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Wednesday
Mar142018

Massachusetts Equal Pay Act: 6 Things Employers Need to Know

In the latest episode of Verrill Voices, labor and employment attorney Tawny Alvarez discusses best practices for complying with the upcoming amendments to the Massachusetts Equal Pay Act (MEPA), which was initially passed in order to establish pay equity among employees of different genders.

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Friday
Apr142017

Connecticut Pay Equity Bill Moves Forward

Earlier this week, bill HB5591, which has been touted as legislation that will help to close the gender pay gap between Connecticut employees, cleared the House of Representatives with a vote of 139-9.  The bill, unlike the Massachusetts law that goes into effect next year, does not include a provision that would prevent employers from asking applicants about their salary history before making a job offer. 

Many other states across the country, however, have bills similar to that passed by Massachusetts pending, including in Maine, which would restrict employers’ abilities to request information concerning previous rates of pay. Prior to this legislation moving forward, Lee Hansen in the Connecticut Office of Legislative Research published a comparison of Massachusetts and Connecticut’s labor laws relative to gender wage discrimination in a Research Report on December 16, 2016.

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Thursday
Jan122017

Election Year Creates Complexity for Employers: Verrill Dana Hosts Full-Day Conference, 2017 Annual Employment Law Update

The 2016 elections – local and national – have given rise to a number of complicated developments in labor and employment law. To help employers understand these changes and how to address them, Verrill Dana will host a full-day Annual Employment Law Update on Thursday, January 26, 2017 at The Westin Portland Harborview Hotel.

“While we were all focused on the minimum salary rule, courts and agencies across the country implemented changes that will affect how human resources professionals will do their job in 2017 and beyond,” said Doug Currier, Chair of the Labor & Employment Group. “This year’s conference will highlight how to navigate the ever-evolving employment landscape and best practices for addressing increasingly prevalent workplace scenarios.”

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Monday
Oct312016

EEOC’s 2017-2021 Initiatives Announced

The EEOC has posted its Strategic Enforcement Plan for Fiscal Years 2017-2021.  Included in the substantive priorities:

  1. Eliminating Barriers in Recruitment and Hiring.
  2. Protecting Vulnerable Workers, Including Immigrant and Migrant Workers, and Underserved Communities from Discrimination.
  3. Addressing Selected Emerging and Developing Issues.
  4. Ensuring Equal Pay Protections for All Workers.
  5. Preserving Access to the Legal System.
  6. Preventing Systemic Harassment.

More on all six of these initiatives can be found here. Within the “Preserving Access to the Legal System,” initiative, the EEOC notes it will focus on: “1) overly broad waivers, releases, and mandatory arbitration provisions (e.g., waivers or releases that limit substantive rights, deter or prohibit filing charges with EEOC, or deter or prohibit providing information to assist in the investigation or prosecution of discrimination claims);

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