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Articles by Zinnia Khan
EEOC Cuts Response Deadlines in Half: A 4-Step Action Plan for Employers
Employers responding to federal workplace discrimination charges may have a lot less time to prepare their defense now – and missing the deadline could come with serious consequences. Although the Equal Employment Opportunity Commission (EEOC) has traditionally given employers 30 days to submit a position statement, we’re seeing reports that the agency recently started requiring responses in just 15 days, with little flexibility for extensions.
Pay Transparency in the Green Mountain State: Vermont Adopts New Pay Equity Law | JD Supra
Vermont will soon join nine other states across the country which require employers to disclose compensation in job postings. Governor Phil Scott signed the bill into law Tuesday and it will take effect on July 1, 2025 — which means employers should start preparing for new obligations. Here’s what employers in Vermont and across New England need to know about the new law.
What Do Employers Need to Know About Gen Z? 6 Tips on Attracting and Retaining Young Professionals | JD Supra
The oldest members of Generation Z are turning 25 this year, which means they are graduating from college, trade schools, master’s programs, even law school – and entering the workforce in rapidly increasing numbers. In fact, Gen Z is expected to account for 27% of the country’s workforce just three years from now. How is Gen Z changing the way we work, and what are young professional seeking from their employers?
Massachusetts Governor Signs CROWN Act Banning Hairstyle-Based Discrimination | JD Supra
Massachusetts just joined 17 other states that ban discrimination based on hairstyle by passing the CROWN Act, which Governor Baker signed into law yesterday. The CROWN Act stands for “Creating a Respectful and Open World for Natural Hair” and prohibits discrimination in schools and workplaces based on natural hairstyles that are historically associated with race. What do Bay State employers need to know about this new law?
Massachusetts Court: Day Spa Workers Not Entitled to Sunday Premium Pay
A recent decision from the Massachusetts Superior Court held that workers at a day spa were not entitled to Sunday premium pay under the commonwealth's Blue Laws. This decision departs from the Massachusetts courts' typical approach to Sunday premium pay and provides some helpful guidance for employers across the state. In arriving at its decision in Chapoteau v.
Massachusetts Court: Day Spa Workers Not Entitled to Sunday Premium Pay
A recent decision from the Massachusetts Superior Court held that workers at a day spa were not entitled to Sunday premium pay under the commonwealth's Blue Laws. This decision departs from the Massachusetts courts' typical approach to Sunday premium pay and provides some helpful guidance for employers across the state. In arriving at its decision in Chapoteau v.
Massachusetts Court Rules that Day Spa Workers Are Not Entitled to Sunday Premium Pay | JD Supra
A recent decision from the Massachusetts Superior Court held that workers at a day spa were not entitled to Sunday “premium pay” under the Commonwealth’s Blue Laws. This decision departs from the Massachusetts courts’ typical approach to Sunday premium pay and provides some helpful guidance for employers across the state. In arriving at its decision in Chapoteau v.
Massachusetts Employers Must Exercise Caution: “Implicit” Domestic Violence Leave Requests Could Lead to Liability | JD Supra
The highest court in Massachusetts just ruled that employers may be subject to liability under the state’s domestic violence leave law even if employees don’t explicitly request such leave, creating a potential liability trap for unsuspecting employers. The Massachusetts Supreme Judicial Court had its first opportunity to analyze the Commonwealth’s Domestic Violence and Abuse Leave Act (DVLA) in the August 25 Osborne-Trussell v.
Massachusetts Enacts Yet Another COVID-19 Paid Leave Obligation for Bay State Employers | JD Supra
Massachusetts Governor Charlie Baker signed legislation on May 28 creating another statewide mandate for employers to provide emergency paid leave related to COVID-19. The COVID-19 Paid Leave obligations outlined in this article will begin 10 days from the governor’s signature, which means you will need to quickly adjust your policies and practices before the June 7 effective date. What do Bay State employers need to know about this latest legal compliance challenge? How Much More Leave?
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