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Articles by Billie Wenter
Providing Perspective on President Biden's Executive Order on Promoting Competition in the American Economy
Special thanks to guest contributors: Jeff Martino and Katelyn Sprague. Baker McKenzie’s Labor and Employment, Trade Secrets and Antitrust lawyers explore the impact on employers of the severe limitations on post-employment noncompete restrictions outlined in President Biden’s Executive Order on Promoting Competition in the American Economy and the supporting Fact Sheet. Click here to watch the video.
California Employers’ To-Do List Grows With New Worker Laws
California Gov. Gavin Newsom (D) closed this most recent legislative season by signing dozens of new bills into law that affect California employers. Though some were emergency bills and took effect upon signing, the remainder take effect on Jan. 1, 2021.
US Pay Equity and Transparency Developments: What You Need to Know Going Into 2021
It’s hard to miss the uptick in litigation against high profile US companies over alleged unequal pay for female employees these days. Cases seem to hit the headlines frequently and several targeted industries include professional sports, professional services organizations, and technology companies.
California Enacts First Employee Data Reporting Law
Commentary SB 973 may or may not help remedy illegal pay gaps, but it is virtually certain to lead to a new “cottage industry” in employment litigation, says Baker McKenzie's Billie Wenter. Baker McKenzie’s Billie Wenter. (Photo: Courtesy Photo) On Sept. 30, California Gov. Gavin Newsom signed Senate Bill 973, Sen. Hannah-Beth Jackson’s bill relating to annual reporting of employee pay data.
California Employers With 100 Or More Employees Must Report Pay Data By March 31, 2021
As predicted, on September 30, 2020, California Governor Newsom signed SB 973 into law. SB 973 requires private employers with 100 or more employees to report pay data to the Department of Fair Employment and Housing by March 31, 2021, and by March 31 each year thereafter, for specified job categories by gender, race, and ethnicity. For details on the reporting requirements, click here.
With Newsom's Signature, SB 973 Will Create New Pay Data Reporting Obligations For California Employers
On September 4, 2020, the California Legislature passed Senator Hannah-Beth Jackson’s bill relating to annual reporting of pay data (Senate Bill 973). If Governor Newsom signs the bill, as expected, SB 973 would require private employers with 100 or more employees to report pay data to the Department of Fair Housing and Employment (DFEH) by March 31, 2021, and by March 31 each year thereafter, for specified job categories by gender, race, and ethnicity.
Making Sense of California's Overlapping, Sometimes Contradicting, And Ever-Changing Public Health Orders
California residents have some relief from shelter in place orders that took effect mid-March, with the state and several counties relaxing certain restrictions in early May. Despite those welcome changes, employers have much to track as they reopen businesses throughout California. A patchwork of state and local public health orders and guidelines confronts employers as they emerge from the original highly restrictive shelter in place orders.
Video Chat Series (Continuation): What Do Employers Need To Consider When Reopening?
We hope you found last week’s video chat series helpful and informative. Due to popular demand, we are continuing this series of quick and bite-sized video chats, where our employment partners team up with practitioners in various areas of law to discuss the most pressing issues for employers navigating the return to work. This series builds on our recent client alert, webinar and Shelter-In-Place Tracker that are all designed to help employers as they consider reopening the workplace.
United States: Mitigating Employment Litigation Claims in the Complex Landscape of COVID-19
Predictions about the spread of COVID-19 through significant parts of the population and its effects on American life are staggering. The Centers for Disease Control and Prevention (CDC) reports more than 54,000 confirmed cases in the United States. As countries across the world implement new, extraordinary measures in an attempt to contain the coronavirus, which infects clusters of people (including co-workers), employers face rapidly evolving compliance issues.
Employee Remains “Aggrieved” Under PAGA Even After Settling Individual Claims
Last week, in Kim v. Reins International California, Inc., No. S246911, after more than two years on review and extensive briefing by amicus curiae, the California Supreme Court unanimously resolved an issue of first impression concerning the Private Attorneys General Act (PAGA): whether settlement of individual Labor Code claims extinguishes PAGA standing. California’s Labor Code contains a number of provisions designed to protect the health, safety, and compensation of workers.
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