Roundup: Burden of proof on wage claims; Caregiver discrimination; Pay transparency; Discrimination is still illegal; Bias is not always discrimination
Salary.com Compensation and Pay Equity Law Review
Welcome to Salary.com's Compensation and Pay Equity Law Review.
Our editor, employment lawyer Heather Bussing, is tracking legislation, cases, and analysis to give you the latest critical HR topics. She and Kent Plunkett, CEO of Salary.com, also have a new book out on Pay Equity, Get Pay Right: How to Achieve Pay Equity that Works!
This week we're asking these questions and even answering some of them:
- What the heck does preponderate mean?
- What is IL's new law protecting caregivers?
- How do I figure out which state's laws apply to employees?
- What's the deal with the affirmative action EO?
- Are bias and discrimination the same?
Making Sense of Burdens of Proof in Employment Cases
This is a nice summary of the Supreme Court's decision about what burden of proof applies to the claims and defenses in a Fair Labor Standards Act (federal wage and hour) cases. So let's talk about what burdens of proof are and why they matter.
Rules, Remedies & Caregivers
Pay Transparency: What Law Applies?
Organizations with employees in multiple states just need to make sure they are not violating any state law. They can always do better. Compliance is always the floor, never the ceiling.
Discrimination is Still Illegal
Nothing that has happened so far has changed Title VII, the Rehabilitation Act (that applies to federal government employees), or state discrimination laws. It is still illegal to discriminate and will continue to be. Because anti-discrimination laws protect everyone.
When Bias Isn't Discrimination
Bias is what you think; discrimination is what you do. It matters.
