Mitchell Silberberg & Knupp LLP’s Post

https://lnkd.in/gEJAb66d A federal judge in Texas recently blocked a Department of Labor revision to the rules regarding Prevailing Wage, stating that the rule over-steps the authority of the Davis Bacon Act by imposing prevailing wage rules on federal contracts even when the parties did not explicitly include them in those contracts. Read more below. #acea #construction #union #Davis Bacon

The California Supreme Court recently confirmed that a defendant may not be liable for wage statement penalties if it “reasonably and in good faith believed it was providing a complete and accurate wage statement in compliance with" Labor Code section 226. Our alert looks at the key details. #laborcode #employment #employmentlaw

The California Supreme Court recently confirmed that a defendant may not be liable for wage statement penalties if it “reasonably and in good faith believed it was providing a complete and accurate wage statement in compliance with" Labor Code section 226. Our alert looks at the key details. #laborcode #employment #employmentlaw

Know your rights - this step-by-step guide explains how to recover unpaid wages through California's labor laws using a wage claim. Essential tips for pursuing a wage claim: #LaborLaw #WorkersRights #WageTheft #FairPay #EmploymentLaw #California

🚨 Legal Update: CA Supreme Court Rules on Wage Statements 📑 The CA Supreme Court clarified that employers won't face penalties for inaccurate wage statements if they genuinely believed they were accurate. This ruling helps employers defend against penalties in class actions. Alec D. Tyra and David W. Tyra summarize the key takeaways. #employers #CaliforniaLaw

A revised version of the Washington, D.C. wage transparency law will become effective on June 30, 2024. The revised version of the law greatly expands protections for employees and adds protections for applicants. Learn more: https://lnkd.in/e56BxKc5

California’s aggressive wage and hour penalty and remedy laws drive up the potential exposure in wage and hour lawsuits far higher than any safety violation ever will. This is because of the California wage and hour penalty multiplier. California laws are structured to penalize employers by assessing a penalty for each potential wage and hour violation and sometimes stacking penalties upon penalties for the same type of violation for a period that can go back as far as four years. To learn more, check out Part 3 in our wage and hour vs. safety series titled, Beware of California’s Wage and Hour Penalty Multiplier: https://lnkd.in/g3fkbAbj #wageandhour #wageandhourtraining #californiacompliance #californiaemploymentlaw #compliance #employmentlaw #hrcompliance #california #PAGA #healthandsafety

Harness Tax Savings with Effective Prevailing Wage Compliance! Navigating the complexities of prevailing wage laws can be daunting and time-consuming. Without a thorough understanding and adherence to these laws, employers may miss out on significant tax savings. Our latest blog post offers an in-depth guide to prevailing wage determination, highlighting its benefits and providing essential compliance tips. Stay informed and stay compliant with Pivla, your trusted partner in navigating prevailing wage laws. Read the blog post here: https://hubs.la/Q02zJpHG0 #PrevailingWage #Compliance #PublicWorks #LaborLaws #TaxSavings #Pivla

On October 4, 2024, the U.S. Court of Appeals for the Seventh Circuit ruled “boilerplate disclaimer language” in incentive compensation plans does not prevent formation of an “agreement” between employers and employees under the Illinois Wage Payment and Collection Act (IWPCA). Visit our website below to read more about this key decision in our latest article from Labor & Employment Shareholder James P. Looby and Associate Fernanda Contreras. #USCourtOfAppeals #LaborLaws #IllinoisLaw #IWPCA

The new Maryland Wage Range Transparency Act is a game changer for both employers and employees. On one hand, it pushes businesses to be upfront about pay, which is great for building trust and attracting talent who know exactly what to expect. For employees, it’s a win because it means more transparency and fairness. For employers, this could feel like a bit of extra work, but honestly, it's a chance to show you value transparency—something that can set you apart in the market. Making the adjustment now might be a great way to boost team morale and make your company more attractive to potential hires. If anyone has questions about how this affects your business, I’m always happy to chat about ways to navigate these changes!