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Major changes to PAGA are now official. Most importantly:

  • Employees must have experienced each of the alleged violations to have standing to sue;
  • Employers can correct inaccuracies on paystubs without penalty; and 
  • Employers who take specific steps to prevent Labor Code violations will be able to substantially reduce liability. 
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Maryland was one of the first states to implement a pay transparency law in 2020, and now it joins several states in broadening that law to require employers to disclose a wage range for open positions (Washington, D.C.’s pay transparency law, for example, which we wrote about here will become effective on June 30, 2024).  Since 2020, employers in Maryland have been required to provide, when requested by an applicant, the wage range for the position to which the applicant applied. Maryland will now require employers to proactively disclose in their public and internal job postings the wage range for the position. Maryland’s new law will go into effect on October 1, 2024.

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On June 18, 2024, Governor Newsom, in collaboration with legislative leaders, unveiled a landmark agreement to reform the Private Attorneys General Act (PAGA). 

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Mintz’s Employment Practice will continue to monitor any future developments and legal challenges and remains ready to assist employers with compliance with the PWFA and the EEOC’s final rule.

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Mayor Bowser recently signed into law D.C.’s Wage Transparency Omnibus Amendment of 2023.  The new law expands the existing wage transparency law in two important ways.

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